Podcasts about dutch bros

VPM News Host Lyndon German and BizSense Reporter Jack Jacobs discuss the Richmond region's top business stories, starting with: the potential sale of Short Pump. Town Center, an Amazon warehouse coming to New Kent County, a new housing developing in Southside and Dutch Bros coming to a spot near Willow Lawn.

Joth Ricci is CEO of LYBL (Live Your Best Life), owner of Winderlea Winery, author of The System, executive chair of Burgerville, and former CEO of Dutch Bros and Stumptown Coffee. In this conversation, Joth explains why great companies aren't built by leaders who solve more problems—they're built by leaders who teach their people how to solve them. He breaks down the difference between executing and multiplying, what actually breaks during scaling, why discipline is the foundation of everything, and what the next decade of leadership development is actually missing. For leaders who've built something good but want to scale it without losing it, or for anyone responsible for developing the next generation of leaders, this episode cuts to the root of where most organizations plateau. Find episode 516 on The Leadership Podcast, on YouTube, channel @theleadershippodcast, or wherever you get your podcasts! Watch this Episode on YouTube | Joth Ricci on The Leader as Teacher: Building Leaders, Scaling Companies, and Multiplying Impact https://bit.ly/TLP-516 Key Moments [05:59] The behavior that blocks learning in every organization and how to fix it [08:01] What breaks first when you scale too fast and how to protect against it [10:50] The recipe for pacing growth without losing your culture [13:13] Why discipline isn't just a trait—it's the through-line of great leadership [15:57] How to spot a leadership multiplier versus someone who's just executing [17:46] The number one mistake when promoting high performers into leadership [19:44] A coaching principle most executives miss [22:02] The gap between resilience and burnout—and what leaders actually need to do [24:14] How to balance purpose-driven work with financial performance [27:07] What the next generation of leaders is missing [31:00] Why curiosity and people skills are the real bottleneck for the future [34:27] When success isn't enough—the shift from achievement to fulfillment Memorable Quotes "Adults are just adult versions of the 16 year olds they were. You have engaged employees, employees just getting through the day, and employees staying off the radar. Great leaders engage at all learning levels." "I don't solve problems for people. I teach them how to work through problems. That shows you what people are made of. The people who can figure it out, they're going to do okay. The people who can't—they don't pass the test." "Great leadership is about pacing. Understanding how to manage your organization's pace and what they can and can't do. You build capacity incrementally, not in big steps. If you go too fast, it breaks you and the organization." "I'm a big believer in the discipline of staying on task, the discipline of getting things done, the discipline of how you manage your day. You can't manage others if you don't manage yourself well." "The job of a coach is to prepare your people. The players play the game; the coach doesn't. That's how you lead—constantly preparing people for what they do." "When I look for multipliers, I'm looking for people having influence on other people—dynamic in rooms, connecting with people, not talking at them. Emotionally able to meet people where they're at." "The number one mistake is promoting good performers who haven't shown those markers of leadership potential. We're good at identifying performance. We're terrible at identifying potential leaders." "Psychological fitness is not just recharging. It's the ability to stay on strategy and lead your teams through execution even in times of challenge or great growth." "The one thing many leaders miss is their ability to engage at different learning levels and achievement levels. We expect people to perform but don't spend time helping them get better." "The most impactful thing I ever did wasn't taking Dutch public. It was helping people grow. That's what fulfills me. And now I get to do that full-time." "A great teacher is a great artist and that there are as few as there are any other great artists. Teaching might even be the greatest of arts, since the medium is the human mind and spirit." — John Steinbeck Explore the full archive at www.theleadershippodcast.com or wherever you get your podcasts! Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Website | winderlea.com Website | www.thesystem.co LinkedIn | www.linkedin.com/in/joth-ricci-1248588

Conway Jr Show Hour 2 (6.4) Live Dynamite, Passive-Aggressive Drivers & HVAC Shakeups Tonight, we kick things off with a wild Valley Glen scare after a homeowner finds 20 sticks of live dynamite in a freezer, prompting evacuations near NoHo West. That brings back memories of the infamous 2021 LAPD fireworks explosion on 27th Street in South L.A. Then, Ventura Boulevard gets named the most passive-aggressive street in the U.S.—which raises the real question: are you a passive-aggressive driver? At 7:20, Dean Sharp, The House Whisperer, joins the show to break down the rapidly changing world of heating and air conditioning. New HVAC technology, new energy standards, new air quality rules, and a major shift in how homes are being heated and cooled could impact anyone looking at a new system. Plus, we get into Dutch Bros baristas asking, “Whatcha doing today?”, awkward customer service chit-chat, Trader Joe’s bread that barely survives the ride home, the new pastel mini tote bag craze, WeHo Pride weekend, Kathy Hilton stepping down as Grand Marshal of the parade, and smart gas pump tips to help you save money. See omnystudio.com/listener for privacy information.

The Pizza Hut sale appears to be happening. Dutch Bros taking on energy drink competition. And Logan's Roadhouse is testing THC drinks.

Steve Beres and Ike Goss kick off the Underpowered Hour by reacting to a Range Rover SV Ultra (and “Ultra Mega”) promo highlighting a 21-speaker electrostatic sound system, haptic “sensory floor,” and wellness modes that spark jokes about cost, recalls, and a 4D in-car experience. They then discuss conflicting Jaguar Land Rover financial headlines, including profits reportedly down 99% due to warranty costs tied to a 170,000-vehicle recall, cyber attacks, Middle East war impacts, and tariffs, though the loss “beat expectations.” Next, they cover the UK Ministry of Defense seeking a classic Defender replacement, with potential bids from Land Rover, the Ineos Grenadier, and other manufacturers, plus rumors of a smaller Ineos EV partnership tied to Chery and the name “Fusilier.” Ike recaps attending Oregon's Rover Rendezvous in a 1957 Series I 107 station wagon, including minor repairs and a failed voltage regulator, and they close with upcoming guests and Steve's excitement about a Dutch Bros opening in Valencia.00:00 Show Intro and Hosts01:20 SV Ultra Mega Tease02:59 Electrostatic Audio Demo05:22 Wellness Modes Mockups07:50 4D Haptics and Price Jokes09:12 JLR Profits and Recalls11:04 MOD Defender Replacement Race13:28 Military Needs vs New Defender14:32 Who Will Build It15:07 Tiny Grenadier Rumors16:18 Chery Partnership Speculation17:08 Fusilier Name Reveal18:12 Tranquility Mode Banter18:47 Oregon Rover Rendezvous19:55 107 Wagon Road Trip Fixes20:59 Event Trucks and Activities21:53 Anarch 80th Planning22:47 JB Weld Head Gasket Saga24:14 Bad Repairs Philosophy25:29 Next Week and Dutch Bros27:03 Signing Off

Cage-free eggs are everywhere. They are now available at most every grocery store, a muffin lists cage-free eggs in the ingredients, and a restaurant touts cage-free omelettes on their menu. Is this a win for hens? We crack into this question with Amber Canavan examining PETA's new document called, “White Paper On the Failure of Cage-Free Housing Systems To Reduce Over All Hen Suffering”.On this episode, Amber shares why PETA released this white paper, how cage-free facilities can actually create new and worse conditions for hens, and how humanewashing eases consumers concerns about the treatment of farmed animals. Amber and Hope both share first hand experience of witnessing cage-free facilities and the reality of cage-free egg farming. Amber Canavan is Associate Director of Vegan Campaigns at People for the Ethical Treatment of Animals (PETA). Her victories include persuading Costco, Target, and Albertsons to stop selling coconut milk sourced from brands that used forced monkey labor in Thailand; getting Kikkoman soy source to end decades-long experiments on animals; compelling Starbucks, Dutch Bros, and other coffee chains to drop a vegan milk upcharge; and orchestrating the rescue of over 400 hens from a cage free egg facility that was shutting down. She has worked on various animal rights legislation, including the foie gras sales ban that passed in New York City. Resources:PETA's Cage-Free White PaperThe Cage-Free Conundrum, Hope for the Animals Podcast Episode 100The Humane Deception with Lia Wilbourn, Hope for the Animals Podcast Episode 124Support this podcast:Hope for the Animals PodcastCompassionate LivingSocial Media:FacebookInstagramYouTube 

Welcome to Omni Talk's Retail Daily Minute, sponsored by Duvo and Mirakl.In today's Retail Daily Minute, Omni Talk's Chris Walton discusses:Costco reported April net sales of $23.92 billion, up 13% year over year, with total comparable sales rising 11.6%, as the membership warehouse model continues to demonstrate remarkable resilience in any macro environment.Dutch Bros delivered first-quarter revenue of $464.4 million, up 30.8% and ahead of estimates, posting its seventh consecutive quarter of positive transaction comps while raising full-year guidance and upping its 2026 new-store target to at least 185 locations on a clear path to 2,029 shops by 2029.Amazon launched Join the Chat inside its Hear the Highlights feature, allowing shoppers to ask AI hosts real-time questions while listening to audio product summaries.The Retail Daily Minute has been rocketing up the Feedspot charts, so stay informed with Omni Talk's Retail Daily Minute, your source for the latest and most important retail insights.

Howdy Folks, Do you drink Energy Drinks, Coffee or other ingest other forms of Caffeine everyday? That is the theme of the show. Legal speed the American way, we talk Coffee Shops, Pumpkin Spiced Lattes and the terrible small talk at your local Dutch Bros. We play punk, Hip hop and Country. There are some other weird genres as well as we work constantly and try to stay awake and make a living. Caffeine Addicts unite, MATADOR Artist include: Dialated Peoples, Soul Coughin, NOFX, Lagwagon, Descendents, Jerry Reed and many more.

Aktien hören ist gut. Aktien kaufen ist besser. Bei unserem Partner Scalable Capital geht's unbegrenzt per Trading-Flatrate und auf der hauseigenen European Investor Exchange, die genau auf Privatanleger zugeschnitten ist. Alle weiteren Infos gibt's hier: scalable.capital/oaws. Planet Fitness crasht. Whirlpool pausiert Dividende. Zoetis verliert, denn Tierbesitzer sparen. Fastly stürzt trotz starkem Wachstum. Datadog & Fortinet profitieren von KI. Arm kämpft mit Engpässen. Rheinmetall will Kieler Werft. Südkorea wächst. Hawkeye 360 geht an Börse. McDonald's (WKN: 856958) startet Craft-Drinks mit Boba, Cold Foam und Red Bull. Mega-Margen, aber passt das zur Drive-Thru-Geschwindigkeit? Und kauft die Zielgruppe, die grade wegbricht, wirklich 5-Dollar-Drinks? Dutch Bros (WKN: A3C28Y) macht 500 Mio. $ mit Energydrinks und wächst 30%. Neue Konkurrenz durch Starbucks und McDonald's? Das Management sagt: kein Effekt. Die Bewertung mit 10 Mrd. $ bleibt aber sportlich. Diesen Podcast vom 08.05.2026, 3:00 Uhr stellt dir die Podstars GmbH (Noah Leidinger) zur Verfügung. Learn more about your ad choices. Visit megaphone.fm/adchoices

Chris Holman welcomes back Erin Kaylor, President of BIGGBY® COFFEE, East Lansing, MI. Welcome back Erin, BIGGBY was recently ranked the #2 coffee chain nationally. What do you think drove that recognition? You've managed to stand out in a very crowded coffee market. What is BIGGBY doing differently from competitors? Your brand recently went through a visual refresh. What was the strategy behind that, and what impact are you seeing so far? BIGGBY has talked about a goal of becoming a $1 billion company by 2028. What does that growth roadmap look like? As a Michigan-based company gaining national attention, what lessons can other businesses take from your growth and branding strategy? » Visit MBN website: www.michiganbusinessnetwork.com/ » Watch MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ Erin Kaylor, President of BIGGBY® COFFEE, joined Chris to discuss the East Lansing-based brand's recent national recognition as the #2 best coffee chain. It is a massive milestone for the brand, as they outranked major industry players including Starbucks, Dunkin', Dutch Bros, and Caribou Coffee. BIGGBY earned this coveted spot following their 30th anniversary, which included a strategic visual identity refresh. This evolution is designed to differentiate the brand in a crowded category as they make strides toward becoming a $1 billion company by 2028. Erin can also share more insights into: How BIGGBY is successfully disrupting the coffee category. The strategy behind their recent rebrand and "Making it Better" philosophy. What the roadmap to $1 billion looks like for a Michigan-born business. BIGGBY® COFFEE Named No. 2 Best Coffee Chain in the Nation by USA Today The people have spoken — BIGGBY® COFFEE tops Starbucks, Dunkin', Dutch Bros and Caribou in USA Today's 10Best Readers' Choice Awards. EAST LANSING, Mich. — BIGGBY® COFFEE(goes to new website), the 450-plus unit high-energy coffee franchise, has officially been named the No. 2 Best Coffee Chain(goes to new website) in the United States by USA Today's10 Best Readers' Choice Awards(goes to new website). The brand ranked above major national players including Starbucks, Dunkin', Dutch Bros, Scooter's and Caribou Coffee. The annual USA Today poll recognizes the most beloved coffee brands across the nation, with nominations and rankings determined by coffee lovers and readers nationwide. BIGGBY® COFFEE's ranking highlights its growing reputation as a franchise built on connection, community and consistency — not just caffeine. “We're beyond honored to see BIGGBY® COFFEE(goes to new website) recognized among the top coffee chains in the country — and even more proud that this ranking comes from our guests,” said President Erin Kaylor(goes to new website). “This isn't just a win for our brand; it's a win for every barista, franchise owner and community that has embraced our mission to make the world a better place, one cup at a time.” Since opening its first shop in East Lansing, Michigan, in 1995, BIGGBY® has built its success on simple values: to build communities where people feel connected, valued, uplifted and inspired. The 100% franchise-owned brand continues to expand nationwide while staying rooted in its purpose-driven approach — to create a world where people are energized by purpose, connected by community, and uplifted through everyday interactions. “This recognition validates what our customers and franchise owners already know — BIGGBY® COFFEE is different,” said CEO Mike McFall(goes to new website). “We've never chased trends or corporate metrics. We've focused on people, and people are the reason we're here. We're grateful to everyone who voted and continues to share in our journey.” For more information on BIGGBY® COFFEE or franchise opportunities, visit www.biggby.com.

Ep. 260: The Harvard water polo co-captain, who had never played the sport before joining the team,now leads one of the fastest-growing beverage brands in the countrywith the same philosophy that earned her that captaincy: it's not about being the most valuable player. It's about creating the most valuable team. In this episode, you will learn: • Why the "zone of discomfort" is where real leadership growth happens  • How to set goals just beyond what seems possible—and why trust makes them achievable  • Why the jobs we don't like are often the ones with the most to teach us Our BONUS RESOURCE for this episode includes Don's favorite quotes from today's episode and a reflection question so you can apply today's insights. Do you want to write a book? In my new role as Publisher at Forbes Books and with the incredible resources and expertise of their team, we're making it easier than ever to help YOU to tell your story. Send us a message here to get started: https://books.forbes.com/don/ Looking for a speaker for your next event? From more than 30 years of interviewing and studying the greatest winners of all time Don offers these live and virtual presentations built to inspire your team towards personal and professional greatness.

Portland duo Utility wring every drop of bombast, power, melody, and even delicacy that it's possible to squeeze from a bass and drums. On the occasion of the vinyl release of their recent album "How to Protect What's Left" and upcoming Midwest tour, Utility drummer and musician lifer Adam Draper joins the show this week. The fellas chat about growing and changing as a person in-and-out of phase with growth as a musician, the cyclical import of heavy music, the challenge of rocking the socks off one's own mother, and the hidden apartment inside the home of YOUR Portland Trailblazers. Plus, some raaaaaaaad tunes!Music this week:"Your Pain is an Ocean" by Utility (18:20)"Side FX" by Dykeritz (37:46)"Shiny Things" by Utility (58:20)"846" by Quando Quando Quando (80:20)"Final Piss" by Bobby Shock (96:45)

On this week's Extra Serving, NRN editor in chief Sam Oches and executive editor Alicia Kelso discuss the latest restaurant industry news, including that McDonald's CEO video, Cracker Barrel's ongoing sales woes, and new data that shows red flags for full-service restaurants. First up is the Big Arch video controversy, in which McDonald's CEO Chris Kempczinski was skewered for posting a video of himself eating the brand's new burger that came across as inauthentic to many. Sam and Alicia discuss the response from consumers and competitors alike, noting how many brands — Burger King specifically — raced to capitalize on the faux pas. Was this a mistake from McDonald's, or could it be that no news is bad news? Next up is Cracker Barrel, which reported that same store sales in its most recent quarter fell 7.1% as the brand continues to fight its way back from its own controversy last summer, when it reversed a controversial rebrand. Cracker Barrel claims there are reasons to be optimistic; do Sam and Alicia agree? Then they tackle a new report from Black Box Intelligence, which noted that 9% of full-service restaurants are at risk of closing in 2026. Sam and Alicia break down the numbers and why they think restaurateurs could indeed be at risk of failing this year. Finally, we share a conversation between managing editor Leigh Anne Zinsmeister and Darren Spicer, who just sold his Clutch Coffee brand to Dutch Bros.For more on these stories: Big Arch, big buzz: McDonald's turns viral moment into marketing opportunityCracker Barrel sees slow improvement despite continued traffic slump in Q29% of full-service restaurants are at risk for closure in 2026

Oil's up, airlines are down, and so is Chipotle… We look at how War in Iran hits everything markets.Dutch Bros is now the #3 coffee chain… but it's actually an energy drink chain in disguise.Anthropic vs. The Pentagon vs. OpenAI… Can morals become marketing?Plus, the next cutting edge technology is in your undies… It's the Fitbit of Farts.$BROS $SPY $GOOGBuy tickets to The IPO Tour (our In-Person Offering) TODAYArlington, VA (3/11): https://www.arlingtondrafthouse.com/shows/341317 New York, NY (4/8): https://www.ticketmaster.com/event/0000637AE43ED0C2Los Angeles, CA (6/3): SOLD OUTGet your TBOY Yeti Doll gift here: https://tboypod.com/shop/product/economic-support-yeti-doll NEWSLETTER:https://tboypod.com/newsletter OUR 2ND SHOW:Want more business storytelling from us? Check our weekly deepdive show, The Best Idea Yet: The untold origin story of the products you're obsessed with. Listen for free to The Best Idea Yet: https://wondery.com/links/the-best-idea-yet/NEW LISTENERSFill out our 2 minute survey: https://qualtricsxm88y5r986q.qualtrics.com/jfe/form/SV_dp1FDYiJgt6lHy6GET ON THE POD: Submit a shoutout or fact: https://tboypod.com/shoutouts SOCIALS:Instagram: https://www.instagram.com/tboypod TikTok: https://www.tiktok.com/@tboypodYouTube: https://www.youtube.com/@tboypod Linkedin (Nick): https://www.linkedin.com/in/nicolas-martell/Linkedin (Jack): https://www.linkedin.com/in/jack-crivici-kramer/Anything else: https://tboypod.com/ About Us: The daily pop-biz news show making today's top stories your business. Formerly known as Robinhood Snacks, The Best One Yet is hosted by Jack Crivici-Kramer & Nick Martell. Hosted on Acast. See acast.com/privacy for more information.

Dutch Bros Reminds Us to Listen and LoveDutch Bros has tapped into Gen Z culture and tastes across their menu, marketing partnerships, and creative. This week, Doug Parks sits down with Debbie Beisswanger, SVP of Brand Marketing at Dutch Bros to discuss.

Wil chats with Tessa Yost and Samantha Bratten of Coffee Rush, a family-owned drive-through coffee chain started in 1992 in Oregon by Tessa's parents amid the early coffee boom, pioneering convenience over sit-down spots like Starbucks. They discuss expanding to South Florida in 2023, driven by Tessa's post-abroad entrepreneurial shift and Samantha's ops skills, focusing on quality brews, genuine customer interactions in under 2 minutes, small dual-drive footprints in parking lots, and family ownership to avoid franchising dilution. Topics include hiring for personality to build connections, using a custom app for 50-60% sales while keeping orders face-to-face, competing via word-of-mouth and TikTok, navigating rising prices and permits, viewing rivals positively, and growth plans for 40 stores in 5 years. The talk emphasizes human touch in tech-heavy times, soft skills for young staff, and ideas like a "pay it forward" program.10 Key Takeaways Drive-Through Innovation: Founded in 1992 in Oregon, Coffee Rush pioneered drive-through coffee for convenience, inspiring brands like Dutch Bros amid skepticism. Family-Led Expansion: Staying family-owned for quality, expanding to South Florida with 8 stores in progress, targeting underdeveloped markets for growth. Service Focus: Hire for engaging personalities; remember names/orders to create quick, impactful connections, earning more praise than the coffee. Compact Design: 400 sq ft shops with dual lanes fit in unused parking spots, offering landlords extra revenue without traffic disruption. Tech Balance: Custom app handles loyalty/reorders for efficiency, but avoids speakers for personal ordering; uses handhelds for busy lines. Employee Development: Young hires gain transferable soft skills; low turnover with promotion opportunities, fostering long-term interest. Competition Strategy: Build awareness via free days, discounts, networking; see rivals as allies for mutual learning in Florida's emerging scene. Challenges Managed: Adjust for rising coffee costs; handle viral TikTok spikes and permitting hurdles with local partnerships like Morgan Group. Community Emphasis: Authentic interactions over scripted ones; partner with locals for premium items, list regulars on fridge for fun bonds. Future Vision: Aim for 40 stores in 5 years, potentially hundreds; promote ideas like pay-it-forward loyalty for community goodwill.

This week on Correct Opinions, Trey, Katie, Jake, and Derek cover: the latest push present / ring saga update, Trey's special + diamond “carat vs karat” confusion, tongue tie + a Tate McRae PSA, why test drives are awkward, millennial road trip nostalgia, Amtrak/train chaos stories, Dutch Bros orders, checking your credit score for fun (??), toothbrush mix-ups, and a wild Olympic village/NBC tangent.Sponsors:Go to http://RO.CO/CORRECTOPINIONS to see if you're eligible for the new GLP-1 pill on Ro.Try EveryPlate and get $2.99 per meal on your first box, plus free steak for a month. Go to http://EveryPlate.com/podcast and use code treysteak to claim your offer. Get 40% off select Lola Blankets products at http://Lolablankets.com by using code CORRECTOPINIONS at checkout. Experience the world's #1 blanket with Lola Blankets.Slow the growth of greys and get 15% off by using code [CORRECTOPINIONS] at http://Arey.comJoin the patreon today! http://patreon.com/treykennedy

What are you willing to repel in order to attract the right people?In this episode of At The Table, Patrick Lencioni and Cody Thompson challenge the idea that businesses should try to appeal to everyone. Instead, they argue for being intentionally extreme in two areas: core values and strategic anchors. When organizations are unmistakably clear about how they behave and how they succeed, they naturally repel the wrong employees and customers while attracting the right ones. Through examples like In-N-Out, Dutch Bros, Costco, and Nordstrom, they show how clarity and conviction create a stronger culture, cleaner decision-making, and more loyal teams and customers.Topics explored in this episode:(00:00) Why Great Organizations Repel the Wrong People* How strong values naturally filter out misaligned employees and customers* Why trying to include everyone weakens culture(04:11) Extreme Culture as a Competitive Advantage* How distinctive companies become “weird” on purpose* Why noticeable culture creates loyalty and differentiation(07:46) Strategic Anchors and the Power of Saying No* How a clear strategy eliminates distractions and opportunistic growth* Why discipline matters more than chasing every opportunity(11:33) Attracting the Right Customers by Design* How strong strategy repels misaligned customers* Why businesses grow faster when they stop trying to serve everyoneThis episode of At The Table with Patrick Lencioni is brought to you by The Table Group: https://www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable. At The Table is a podcast that lives at the connection between work life, leadership, organizational health, and culture. Subscribe on Apple Podcasts (https://apple.co/4hJKKSL), Spotify (https://open.spotify.com/show/6NWAZzkzl4ljxX7S2xkHvu), and YouTube (https://bit.ly/At-The-Table-YouTube). Follow Pat Lencioni on https://www.linkedin.com/in/patrick-lencioni-orghealth, http://www.youtube.com/@PatrickLencioniOfficial, and https://x.com/patricklencioni. Be sure to check out our other podcast, The Working Genius Podcast with Patrick Lencioni, on Apple Podcasts (https://apple.co/4iNz6Yn), Spotify (https://open.spotify.com/show/3raC053GF5mtkq6Y1klpRU), and YouTube (https://bit.ly/Working-Genius-YouTube). Let us know your feedback via podcast@tablegroup.com. This episode was produced by Story On Media: https://www.storyon.co.

Wendy's had a very rough quarter, Dutch Bros is open to acquisitions, and the National Restaurant Association feels cautiously optimistic about the industry.

On this week's Extra Serving, NRN editor in chief Sam Oches and executive editor Alicia Kelso discuss the latest restaurant industry news, including Wendy's huge sales plunge, McDonald's impressive momentum, and Dutch Bros' ongoing surge in sales and unit growth. First up is Wendy's, which reported that its Q4 same-store sales dropped a whopping 11%, while 2025 sales were down 8%. While Wendy's expected sales to be negative, this result was worse than anyone could have predicted, and Sam and Alicia discuss why the chain seems to be floundering so badly. Could McDonald's be to blame? They discuss the Golden Arches next, as the No. 1 restaurant chain impressed in its own fourth quarter with same-store sales growth approaching 7%. That included its highest sales day on record with its popular Grinch Meal roll out. Why is McDonald's doing so well where Wendy's is not? Speaking of major fast-food burger chains, Sam and Alicia tackle Restaurant Brands International next, as the conglomerate reported positive sales for Burger King in the most recent quarter. BK seems to be gaining momentum particularly by doubling down on its flagship Whopper product while also marketing more toward families. What lessons could there be for Wendy's in that direction? In the “extra serving” portion of the episode, senior editor Joanna Fantozzi joins to talk about Dutch Bros, which reported another eye-popping quarter and which is well on its way to having 2,029 locations by 2029 (it has just under 1,000 units to go). Finally, we share a conversation between senior food and beverage editor Bret Thorn and Omar Arambula, culinary director of Bravo Italian Kitchen and Brio Italian Grille.For more on these stories:Wendy's takes sharp U-turn back to its core businessMarketing and value fuel McDonald's strong Q4Dutch Bros drives Q4 momentum with 7.7% same-store sales growth and rising brand penetration

從小鎮推車到千家連鎖店，知名咖啡品牌Dutch Bros擠身美國第三大連鎖咖啡。不設內用座位、店員超樂觀的「邪教」正能量，如何顛覆你對連鎖咖啡的空間想像？ 文：張方毓 製作團隊：樂祈 ＊閱讀零時差，點這看全文

Hospitality Consultant, Futurist and Beverage Judge Kim Haasarud has helped national chains like Dutch Bros., Omni Hotels and P.F. Chang's create award-winning memorable beverages experiences. She shares her thoughts with us on how hospitality and brands need to evolve in today's world to provide value. From the economy to health and wellness and a new way of socializing, we cover how the landscape has changed and how businesses that have the right mindset will still be able to win.

Braga, King, and Ski talk::15: The end of the Altman era, his amazing legacy, Oregon not spending NIL on basketball.14:38: Dropping a bill on ping season tix, old dudes getting late night Dutch Bros, sexy car washes.29:32: Belichick's HOF snub, ranking the halls of fame, visiting E. 1999 Eternal.36:43: Oregon's 2026 schedule, buying season tickets, parking your Ferrari at PK.59:20: Hate watching the Super Bowl, overrating Drake Maye, Seattle's easy win.1:09:12: Top 3 Oregon jersey sponsors.

Likefolio's Landon Swan shares consumer sentiment data on Starbucks (SBUX), which reports earnings tomorrow premarket. He discusses its attempts at an identity turnaround as it lags competitors like Dutch Bros. (BROS). “Starbucks is struggling quite a bit,” and investors have to ask what faith they have in leadership's plan, he says. ======== Schwab Network ========Empowering every investor and trader, every market day.Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – / schwabnetwork Follow us on Facebook – / schwabnetwork Follow us on LinkedIn - / schwab-network About Schwab Network - https://schwabnetwork.com/about

Dutch Bros is buying a small coffee chain. Pollo Tropical would like to go public. And restaurant operators in Minnesota are pushing back against the ICE crackdown there.

Bis zu 2.500 € Bonus von Scalable Capital. Neu- und Bestandskunden, die Wertpapiere oder Guthaben bei Scalable Capital einzahlen, können sich bis zum 15.01.2026 einen Bonus sichern. Alle Infos gibt's hier: scalable.capital/transfer-bonus. NVIDIA erhöht Prognose und präsentiert Chip früher. Sandisk, Western Digital, Seagate & Aeva hat die Präse gefallen. Johnson Controls, Modine, Trane und Tesla nicht so. AMD auch nicht happy. Advent will InPost. Accenture will KI. HG will OneStream. E-Rezept ist endlich da. Redcare Pharamcy (WKN: A2AR94) ist trotzdem im Keller. Was da los? Dutch Bros (WKN: A3C28Y) schlägt Starbucks. Mit Zucker und eigenem Feiertag. Diesen Podcast vom 07.01.2026, 3:00 Uhr stellt dir die Podstars GmbH (Noah Leidinger) zur Verfügung.

“What's something you refused to eat or drink as a kid that you're now completely obsessed with?” That's the question that sparks a hilarious conversation on The Ben and Skin Show with Ben Rogers, Jeff “Skin” Wade, Kevin “KT” Turner, and Krystina Ray.Skin reveals his shocking new addiction and takes us on a journey from his childhood disdain for sweet tea to his current ritual of mixing 20 different flavors like a mad scientist. Ever heard of a “Ryan Palmer”? Skin explains why he's now hitting up HTeaO every single day and why this tea shop might be the next big thing, popping up everywhere like Dutch Bros.

Feeling overwhelmed by holiday chaos? Press play on Episode 183 of the DYL Podcast and let stress melt away! Join host Adam Gragg with guest Troy Trussell as they swap real stories, unfiltered advice, and a few laughs about surviving, and thriving, during family gatherings.Discover three game-changing tips for tackling tension, setting healthy boundaries, and finding gratitude (even when your sister has an epic Dutch Bros coffee meltdown!). Learn how to switch from “problem mode” to an opportunity mindset, focus on what you can control, and level up your self-care, all while keeping your cool in the lion's den of holiday drama.With vulnerable moments, relatable family tales, and practical insights, this episode is your go-to guide for turning dreaded get-togethers into moments of connection and growth. Tune in and unlock the secret to a stress-proof, joy-filled season.Don't let drama hijack your holidays—listen now and decide your legacy!RESOURCES:Shatterproof Yourself LITE - *FREE* Mini CourseShatterproof Yourself helps you break free from anxiety, build lasting confidence, and overcome the fears that hold you back. This video offers powerful insights into using "self reflection" to assess your actions and foster "personal growth". By asking yourself what advice you'd give to others, you cultivate "self awareness" and a stronger "mindset", leading to valuable "life lessons". This simple yet profound exercise in "asking for advice" ensures "positive thinking" and consistency in your principles.3 Foolproof Ways To Motivate Your Team: 3 Areas to Focus on as a Leader7 Benefits of Being Courageous4 Ways You're Demotivating Your Team: And What You Can Do About Each One10 Ways to Encourage People: How to Break The Invalidation TendencyHow to Make Good Decisions: 14 Tools for Making Tough Life ChoicesCHAPTERS:00:00 "Advice You'd Give Yourself"04:10 "Embracing Positive Family Time"08:24 "Serenity Prayer in Action"12:19 Resolving Conflict Through Communication14:07 "Self-Care and Support Strategies"16:27 "Holiday Tools for Stress Relief"Live the life today you want to be remembered for. Decide your legacy nobody else.#SelfGrowth #Mindset #Coaching #PersonalDevelopment #decideyourlegacy Be sure to check out Escape Artists Travel and tell them Decide Your Legacy sent you!

Ken Shreve and Ed Carson walk through Wednesday's market action and discuss key stocks to watch in Stock Market Today. Learn more about your ad choices. Visit megaphone.fm/adchoices

Is your "swag" secretly hurting your brand? In this episode of Sales & Cigars, Walter sits down with Eric Turney from The Monterey Company to talk about why your promo gear should do more than just check a box—it should actually say something about your brand. Eric shares his unconventional path from construction, to almost becoming a physical therapist, to "falling backward" into sales and eventually buying the company he worked for. He and Walter dig into the real differences between being a great salesperson and being a great sales manager, handling customers who only care about price, and why saying "no" is sometimes the most professional move you can make. They also get into the nuts and bolts of branded merch: why quality matters, how to help clients think beyond cheap t-shirts, and what the pandemic and shipping chaos taught Eric's team about communication, margins, and long-term customer loyalty. If you've ever ordered promo products for an event, trade show, or team—and regretted it—this one's for you. In This Episode: College vs reality – Why what you learn in college has almost nothing to do with building wealth or becoming an entrepreneur. Rich Dad, Poor Dad mindset – The books that shifted Eric's view of money, business, and long-term wealth creation. From construction to custom merch – How a layoff, a false start in physical therapy, and a new baby on the way pushed Eric into sales at The Monterey Company. Learning sales on the fly – Word tracks, repetition, and what he learned from a top car salesman buddy. The Dutch Bros lesson – Why consistently great experience beats mediocre product—and how Eric trains his reps to "bottle" that. Salesperson vs sales manager – Why being good at selling doesn't automatically make you good at leading a sales team—and what Eric had to learn the hard way. Needing to be liked – Staying up late worrying about orders, over-promising, and the shift from "pushover" to respected advisor. When to say no – Recognizing problem customers, setting boundaries, and why "if they come for price, they'll leave for price." Niche focus – How Monterey naturally gravitated to government, military, and public service clients—and what those buyers really need. Helping the real decision-maker – Working with marketing coordinators and event planners who are tasked with buying merch but don't know where to start. The Core Four sales process – Call leads quickly, text often, quote fast, and get an art proof in front of the customer ASAP. COVID, ports, and tariffs – Container costs jumping 10x, shipping delays, switching to air freight, and choosing to eat margin to preserve long-term relationships. Quality vs cheap – Why spending 20–50% more can result in a 10x better product—and how that shows up in customer perception. Brand alignment in merch – Walmart polos vs Carhartt gear, why your team's apparel reflects your brand values, and how "one thing is how you do everything." Upselling the smart way – Medals plus shirts, plus stickers; building better event experiences instead of just pushing more product. Lifetime value thinking – Why Eric would rather lose margin on a few orders than lose a great client for good. Cigars & solitude – Eric's "special occasion" approach to cigars and why a great stick pairs well with quiet, not crowds. Connect with Eric Turney LinkedIn: https://www.linkedin.com/in/eric-turney/ The Monterey Company: https://montereycompany.com/    Connect with Walter Crosby and Sales & Cigars: Website: Helix Sales Development LinkedIn: Walter Crosby Instagram: @wcrosby248 Facebook: Helix Sales Development   Share Your Thoughts: We'd love to hear your feedback and experiences! Drop us a line and join the conversation on social media using #SalesAndCigars.   Never Miss an Episode! Join the Sales & Cigars community by subscribing to our podcast and YouTube channel: Subscribe to the Podcast: Apple Podcasts: Subscribe on Apple Podcasts Spotify: Follow on Spotify ...and wherever you listen to podcasts!   Subscribe to Us on YouTube: Stay updated with our latest video content by subscribing to our YouTube channel. Hit the bell icon for notifications on new uploads! YouTube: Sales & Cigars Channel   Stay in the loop: By subscribing, you'll get instant access to new episodes, insightful conversations, and bonus content designed to elevate your sales skills and more. Keep savoring those cigars and stay sharp in sales! Until next time, keep listening to Sales & Cigars—the podcast where the only smoke we blow is from cigars.

How is Spatial.ai mapping real retail demand?In this episode of Retail Retold, host Chris Ressa gets inside the mind of Lÿden Foust, the CEO and founder of Spatial.ai—the company turning real human behavior into a map retailers can actually use. If you think location strategy is still built on income bands and census data, this conversation flips that idea on its head.Foust explains how Persona Live Segmentation blends social signals, credit card trends, demographic nuance, and movement patterns to reveal who your customer really is—and where they live in the physical world. It's the engine behind brands like Patagonia and Lululemon choosing sites, growing market share, and targeting high-value segments others miss.Ressa and Foust dig into the elephant in the room: AI isn't spatial (yet). The technology can write decks and draw buildings, but it can't feel the difference between half a mile and a trade area boundary. The fundamentals still matter—and boots on the ground beat bots on the map.The two break down how value just overtook quality in consumer preference, why Dutch Bros is winning by going after unexpected segments, and how landlords can use psychographics to land better tenants and build smarter merchandising mixes.What You'll Hear:Why psychographic segmentation, not demographics, drives retail market shareHow Patagonia, Lululemon, and others use Persona Live Segmentation to find their best customersThe four data sources behind Spatial.ai's models: social, purchasing, demographics, movementWhy AI is not yet spatially aware enough to replace human site selectionWhat mobile data gets wrong and right about trade areasHow Dutch Bros disrupted the “crowded” coffee category by targeting unexpected segmentsWhy value is now outperforming quality in consumer decision-makingHow property owners can use psychographics to land the right anchor tenantWhere demographic trends are shifting: birth rates, immigration, Gen Z, and Gen AlphaThe surprising role of franchising as a growth engine for retail real estateChapters00:00 — Who Is Lÿden FoustChris introduces Lÿden and the origin story of Spatial.ai's Persona Live Segmentation platform.01:13 — Why Psychographics MatterLÿden explains why real behavior beats demographics when retailers choose locations.02:15 — The Data Behind Persona SegmentationSpatial.ai blends social signals, spending patterns, demographics, and movement to map customer segments.06:38 — Retailers Using It TodayPatagonia, Lululemon, and others use psychographics to find top customer groups and guide site selection.10:58 — AI's Limits in Real EstateChris and Lÿden debate why AI isn't spatial yet—and why human context still wins for site selection.12:41 — Mobile Data: Good and BadThey break down what mobile visitation data reveals, and where it misrepresents certain customer groups.14:27 — Building Trade Areas SmarterLÿden explains how mobile data reshaped trade area analysis and unlocked competitive insight.18:40 — Value Now Beats QualityThey explore why “value” just surpassed “quality” in consumer preference and what retailers should do about...

With an early focus on cold coffee, energy drinks and a flavor-forward menu, Dutch Bros has established itself as a leader in the increasingly competitive beverage segment. CMO Tana Davila joins the Menu Talk podcast to share how the brand combines menu innovation and hospitality to create a culture that connects with guests. Customization continues to be a key trend valued by consumers, and Dutch Bros has long been at the forefront of that trend. The menu offers a large selection of coffees, lemonades, matcha, smoothies, shakes and the chain's signature Rebel energy drinks, all of which can be customized. Davila describes how limited-time seasonal items are also a big draw, including summer's colorful and refreshing mocktail-inspired drinks and the current line of holiday beverages. And an expanded food program is in test, designed to drive beverage sales and frequency throughout the day. As CMO, Davila also prioritizes the hospitality side. She shares how Dutch Bros' unique service culture is a differentiator and why community engagement is built into its mission. The Dutch Rewards Program also fosters a strong customer connection, she points out.Listen as Davila talks about Dutch Bros' push into the CPG space, how menu innovation is shaping up for the future and the plans for growth as the chain moves East from its West Coast roots. 

Tiff and Kristy spell out what it takes to onboard to the best of your ability. They touch on the questions a hiring manager should be asking themself during interviews, how an applicant will be learning about your practice, the appropriate vibes to give out for your business, and more.   Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello Dental A Team listeners. I am here with you again today with my fave podcaster I'm sorry rest of the team. She's got that title right now. She's got the crown Miss Kristy is here with me today And this one we had to talk about it beforehand and I'm excited. I'm now excited for this We had to brainstorm a little bit before recording this podcast to ensure we were on the right track and like minded on this which I think speaks volume to the   you know, podcast topic, but also to how well our team works together and how well our team really is bonded. And Kristy, before we get into today's topic, first of all, welcome. Thank you so much for giving me, it's Monday today, so giving me your Monday afternoon so we could record a couple of podcasts. How are you?   DAT Kristy (00:50) Good, I always look forward to my Mondays when I get to spend them with you.   The Dental A Team (00:54) Thank you. I used to do these on Fridays, which was like, it's a fun way to end of the week. But I was like, I think it's a fun way to start the week too, because we get time together. And then I just like them better on Mondays. So hopefully you guys do too.   DAT Kristy (01:08) I agree.   The Dental A Team (01:10) So today's podcast, you guys, if you're subscribed to our newsletters, you know that our podcasts kind of follow the same topic and genre of our newsletters. If you're not subscribed to our newsletters, hop over to TheDentalATeam.com, hit subscribe because there's actually, I mean, we follow the same cadence and the same topics, but they're gonna be a little bit different. So if you're looking for more information, a lot of times they have downloads in them too. So if you're not subscribed, go do that.   Our marketing team would love me for that little plug, but truly if you're not getting those yet, you should be, so go grab them. ⁓ Today's topic may be, I think today's topic on podcast might be a little bit different than topic by newsletter. And Kristy and I wanted to take a stab at really kind of switching the mindset on this space. And Kristy, think I'm gonna like boost our egos. I think you and I actually do really, really well.   at seeing something and flipping it and being like, well, what if we looked at it from this angle instead of that one? I think you and I actually do really, really well at that. So thank you for working together with me on that. Today, you guys, your newsletter coming through, like I said, it's gonna be a little bit different. Today's podcast, we're really gonna be talking about not off-boarding, like what to do, how to let someone go, because we're really not here for that. Like the consulting team is here for...   doing everything we can to hire the right person and to make sure that there's complete clarity around everything that each individual is doing, that the path is set and you actually have no questions about keeping them on or off boarding them. Like that's in your court, that is not in our court. So we thought it would be more beneficial and more fun for the two of us to really talk about onboarding correctly and like even before you're onboarding, what that looks like.   Kristy, I think this might actually be fun. I'm just spinning us a little bit, but I kind of want to talk about us attracting you into the Dental A Team because you haven't always been here, right? We have met you, Kiera, I have met you a long time ago, but you haven't been with the Dental A Team forever, even though to us and likely to all of our listeners, it does feel like you have been a part of this team since   DAT Kristy (03:20) No.   The Dental A Team (03:33) the very beginning, which I think also speaks volumes to our topic today because that goes right along with what we're thinking. Now, how did that happen, Kristy? Like, how did Dental A Team, how did we attract you? You found us. ⁓ We are so thankful for it. But how did we attract you, who fit so seamlessly into the dynamics of our team, our goals?   you literally like consult just like we do like everything about you embodies who we are. How is that possible? How did we do that?   DAT Kristy (04:11) Yeah, you know, with every place you go, there's little things that may change a little bit, but the heart of things don't change. And so you're right, if we align not only in process, but also culture. so ⁓ when it came time for my journey to shift and change, it was important to find the like minded space and people. ⁓   not only for me to help them grow, but for you guys to help me grow, right? Like they say, look around who you surround yourself with because you're kind of like the top five people you hang around, right? And so ⁓ it was really important for me to find that culture and process both, you know, and I'll make sure we were aligned.   The Dental A Team (05:05) Yeah, thank you. I think if you guys can hear what she's saying, right, Kristy's saying that she was able to see that she was in alignment with who we are as humans, that our goals, our vision, our company standards really aligned with Kristy. While there might be some caveats and some spaces of learning or some spaces where it's like, okay, I thought it would look like this, but let's try this or and let's try and let's create this. ⁓   DAT Kristy (05:07) Yeah.   The Dental A Team (05:34) That's massive because offboarding, offboarding does, it's not easy, you guys. It's not, there's not an easy peasy process that takes emotions out and just makes it to where you're the robot that can easily just fire people whenever you want. What I do instead is I try to make sure that I'm representing our company to the best that I possibly can in everything that I do. So when I'm going through, I'm the hiring manager for our consulting team.   When I'm going through, I'm doing the same thing Kristy said she's doing. I'm looking to see, does this candidate align with who we are? the response is coming back in alignment with how we speak to each other or how we speak to clients. Is it in alignment with what I would love to see a timeline as, right? Like I've gotten, I've had candidates where I'm like, my gosh, their resume is fantastic. This is the experience that I want, spot on.   I'm gonna reach out to them and I don't hear from them for like a week. I'm like, well, that's not in alignment with us. And so ensuring that on both sides, we're taking a step back and we're questioning the alignment of those pieces, I think is a huge, huge reason why it's been successful. Now, in order to do that, this is a caveat, you guys. You can't just show up and just,   expect everyone to know how to show up, right? You've got to really lead by example. And in my opinion, we are leading by core values, mission and vision. We are driven by the why of this company. And that is what attracts people. That's what attracted Kristy. Kristy was attracted to the why of our company, our mission, our vision.   and how we show up, which are our core values. I show up in our core values, Kiera does, Britt does. When Kristy came to the interview, she was like, okay, got it. I can see it in real life. So Kristy, as an outsider, you're applying for a job. In what ways were you able to see that we did have an alignment or at least enough alignment to say, let's explore this in that... ⁓   hiring process, like in the application process, you're sending your resume outside of listening to us on on podcasts, I'm thinking how can offices kind of emanate and represent that in a space where like minded people can find them?   DAT Kristy (08:06) Yeah, if I'm understanding you correctly, think it's truly... ⁓   You have to make sure you're painting clarity for people on, you have to speak your culture. Like for instance, how many times do we talk to our own clients and say, do you have a mission statement? Do you have core values? And they'll be like, yeah, we do, somewhere. You know what I mean? You have to live it and you can't just say, yes, I have it. You have to show that you have it and you use it and it means something.   The Dental A Team (08:37) Mm-hmm.   DAT Kristy (08:47) Right? And so when I found you guys, you could recite it. You lived it. You wove it into your process. Right? And it told me that it means something to you and you live by it. Like it's our code of conduct, if you will. Right? And it can't just be put in a drawer. You have to keep it alive in order for it to serve the ultimate goal and mission, if you will.   The Dental A Team (09:15) Mm hmm. Yeah, I totally agree. And it's just a it's a rep an outward representation. And so I think even in our job ads, right, and I know I work a lot with clients on this. I know I see you guys doing it, too. I know Monica just helped a client last week with some job ads. But making sure those job ads speak to you because I can write a job ad. But if you copy and paste the job that I wrote, even writing it for you, even my clients that I've worked with for seven plus years,   DAT Kristy (09:16) Thank   The Dental A Team (09:44) I can write it for you and I know you, but unless you go in and speak some of yourself into that ad, it's not gonna hit, it just doesn't resonate. And so a lot of practices too are very different than who I am. So if I write your ad and I attract me to your practice and your practice doesn't, you're not me, that person is likely not gonna be a good fit.   DAT Kristy (09:51) Mm-hmm.   Right.   The Dental A Team (10:13) Right?   It's just, she could or he could for sure for the, maybe for the long run, but attracting that like-minded person takes really being able to know who you are and who you want to show up as and then doing that every single day. It makes me think of like, if I went and applied at Chick-fil-A, I know exactly how I'm supposed to show up. If I apply at Target, if I apply at Starbucks, I know exactly how I'm supposed to show up.   Dutch Bros. I wouldn't apply at Dutch Bros because it's too much energy output. I know that, right? But if I can go to Starbucks where it's still energy output, but not quite as much, it's a little tamer of a coffee process, I really want to be a barista one day. That's why I'm saying these. I would love to be a barista. ⁓ But I'm going to judge it. I'm going to judge where I'm applying based on those aspects. My son did the same thing. His first job even, he's looking at, is this a company I want to work for?   Is this a company that I can represent and be happy at? Because no matter what he understood as an employee, he's walking in as a representation of that facility. And if it's not a company that he is in alignment with, either what they're doing, he doesn't understand what they're doing, or he's not excited to be there himself, he knows that he's not gonna be able to represent that and he's gonna be a really just angry human.   And if they're not happy, that's where off-boarding comes in, right? Like now you're into the space of like this kid, dang it Brody, like you suck. He's like, yeah, cause I hate working here. Got it. Right. Or he sees like team members, employees that are like not loving life. Like he's judging these entry level positions based off of that. So to be in a position where we're high level, we're getting paid way better. We've got some schooling behind us.   DAT Kristy (11:48) See you.   The Dental A Team (12:07) Most of us at least see ease at least some sort of knowledge base or trying to get our foot into dental We're looking at those things as well Like how are people showing up and Kristy as I'm saying that I'm like that might be something that even is lost in the old like drop your resume off at the front desk like used to be able to drop it off and see what it was like to be like, ⁓ This is a place. I want to go or ⁓ okay, like   DAT Kristy (12:26) Yeah.   Mmm.   The Dental A Team (12:32) on and jot that down.   Yeah, so we lose some of that like visibility. But I do think this day and age people are looking at social media, people are looking at websites and people are researching. I know when we get when we get finally to the interview process, if I'm talking to a person who hasn't researched us, and they don't know who we are, they don't know how we show up, they haven't looked at the website, I'm like, well, that might not be a great fit. Because for our culture,   You've already done that. You know you fit and you're excited to work with us. You know?   DAT Kristy (13:04) I agree with you,   Tiff, so much. And I love that you use Dutch Bros. Hopefully everybody, even if you don't drink coffee, they have other things. But ⁓ I'm with you. I couldn't work at Dutch Bros. I appreciate what they do. But it's funny how many times that situation happens in practices and we want to make the employee wrong. And truly it was our process because we attracted the wrong person. I mean, if Dutch Bros. was attracting an introvert,   The Dental A Team (13:26) Hmm.   DAT Kristy (13:33) they'd be off boarding a lot of people, right? And so instead of, I mean, I like to say, I mean, when you and I looked at this topic, I literally was like, well, heck, if we're off boarding that many people, we've got to take some ownership on that side. You know, just like our patients, if there's attrition, we have natural attrition, they move away or death, that's gonna happen with employees too. But if we're having to off board a lot of employees, I think it's time that we take a step back.   The Dental A Team (13:36) Agreed.   DAT Kristy (14:01) and go, how are we attracting and who are we attracting? ⁓ One of the things with, we spoke about core values and our mission statement. I also think like, it's just not our why. And you made mention of this. It's also how we behave and how we show up. It's the why, the what and the how. And we get commitments around that. And if we're not getting that,   I'm always about extreme ownership. So how can I take a step back and attract the right person, attract the extrovert to Dutch brothers, not the introvert to, right? Because we're ultimately setting ourselves up for failure and for the person too. We didn't do right by them if we hired the introvert at Dutch brothers.   The Dental A Team (14:39) correct. Yeah.   I agree. And I think something you said there,   that's the like Simon Sinek, like what, what, how and why, right? And I think something that most practices nail is the what. We know what position we need to hire. We don't nail the how that position shows up for our company. So what, what is the how behind how that position contributes to our team? How do they show up for our team? And how do they show up for the patients? Meaning what is the job?   DAT Kristy (15:03) Thank   The Dental A Team (15:19) that they're doing and what are the metrics that tell us they are doing that job or not? Because oftentimes we also get stuck in the ⁓ mundane like feelings and emotions. And I'm not here to say that a stellar person, know, somebody, I've seen it. I've seen a manager who had stellar collections and like top-notch collections but couldn't communicate with the team. That's an issue, but that's a metric too. Like are we,   You know, how can we tie those things to the metrics? So if we can say your extreme ownership is massive, because if we can say as a leadership team or as an owner, I've done everything I can, they have complete clarity, I've had the conversations, offboarding then is much easier. Offboarding is difficult when there's still confusion, when either that person is gonna be confused because you let them go because they had no idea they did anything wrong.   or if you're confused because you can't even pinpoint why this person doesn't work with your team, you just know they don't work. That's the confusion. the what and the why. So what is the position? Why do you need it? And then how do we show up for that position? And what's the clarity around what that person's supposed to be doing?   DAT Kristy (16:41) I love that you say that, Tiff, because how many times do we even identify, let's just take an easy one. I need to hire a greeter, right? And they need to smile and they have to be able to answer the phone too, but it isn't just answering the phone. It's hearing the warm smile and we do it this way. How much of that did you portray? And even how much of that did you include in your interview process?   The Dental A Team (17:07) ⁓ uh-huh.   DAT Kristy (17:08) you know   what I mean? Did you have them answer a phone? This is really ⁓ a different way of looking at things, but I learned a different process when I was in practice where ⁓ at the end of the applying, it says, do not submit your resume. And we wanted somebody with detail. And so the people that submitted their resumes, mean, some of were great, but we threw it out, right? And we never ever   We also took bias, like people bias out of it. And so our first interview was always over the phone without seeing them. And we would instruct them to call at a certain time and how to handle the call. Like you're gonna schedule me an appointment for, and we wanted to hear, like we gave them specifics and hear how they deliver. Can you see how that then starts to align with our how and why? We painted the clarity of what to do.   and then listened for the results and saw how naturally they fit, if you will. It's a different strategy, but.   The Dental A Team (18:11) Absolutely, we used,   it totally is. used to do, ⁓ what's your favorite, respond to this with your favorite ice cream in the subject line or your favorite candy or your favorite baseball team. I've got offices that are in Chicago and you know, there's the Cubs and the White Sox are both Chicago. So it's like, what's your favorite ⁓ baseball team? Not to say, I love that baseball team too or yes, Sprinkles ice cream is the best, but to say, you caught that detail.   in there and I love that you said that, Kristy. used to, Kiera and I once upon a time had a recruiting company. We are not doing that anymore, everyone, and it is hard. I hated it. It was a long time ago. We don't need to go back there, but that's how I used to schedule the interviews. I would say, awesome. I will chat with you on Tuesday at 2 p.m. You call me. So if they didn't call me, if they missed that interview, they were out. It was an automatic out for me, or if they called late, but I do agree.   with getting the preliminary done, not having a face-to-face for the first time, listen for the details of what you need for that position. So if you're hiring a billing rep and you get someone you're like, I didn't love her on the phone, well, she's not talking to you, she's talking to insurance companies. So that might be okay. But if you're hiring a greeter that you're like, she was super shy, she didn't really, like she wasn't super forthcoming, she didn't have any questions for me, it wasn't engaging, is your patient gonna enjoy talking to that person on the other side? But then flip side of that, Kristy, I think you mentioned   something really, really beautiful you said, if we're hiring a greeter and we want that smiley personality, we want that bubbly person, like you're hiring for those things, but I've also seen practices, and this drives me a little nuts, I've seen practices that are like, I want the bubbly person who's building relationships with the patients, they're smiling, they're making eye contact, and they're excited to see the patients as soon as they walk through the door, they also answer the calls and they can pass it off. You find that person.   DAT Kristy (19:52) You   The Dental A Team (20:08) Right? And then they're like, her details suck and she can't multitask. Well, guess what? Those are two very differing personalities and you got to choose your heart. If she's stellar at building the relationships and your patients are fine waiting five minutes in the front lobby because she's sitting there talking to them and they're not angry when they go to the back, might be okay that she didn't call the insurance company for whatever, you know, whatever detail was.   miss, like then at that point it's do we have clarification of roles and are the duties in the right seat? Because personality will make a massive difference to the results that you want and you've got to figure out the type of person that you want in those seats as well.   DAT Kristy (20:46) Okay.   Yeah. The other factor in that too, Tiff, and I think in a way you touched on it was, it a skill thing or a will thing? You know, we've got to understand and also set benchmarks for time, right? I literally was talking to a practice last week and I just kept hearing, don't have time and we don't have time. And I'm just thinking, you know, we can always say, well, when I learned back in 19, whatever,   The Dental A Team (21:04) Yeah.   DAT Kristy (21:24) go there, but you know, we were just thrown in and that doesn't mean it's the right way. It doesn't mean it's the right way. And you know, we owe it to people to give them the time to onboard them and show them what we want. And it goes back to how you said, choose your heart. The time we spend early will reap rewards.   The Dental A Team (21:48) Totally agree. I think that's brilliant. we have worked so hard on our onboarding process to match it with our expectations and to match it with our core values and our mission and our vision because we want our team to be onboarded correctly, not willy-nilly. It was kind of like haphazard. honestly, we've hired a lot of amazing people and a lot of people who   They were, they are amazing humans. We've not hired anyone who's not an amazing human. I have loved everyone that we hired, but they may not have been the right fit for us, either at that time or just in general. It doesn't mean that they're not a good person. It just means that it didn't fit. And I am a firm believer in any aspect of life. If it's not fitting for me, it's not fitting for them either. It's not, there's no way.   we can coexist with one of us not working out and the other one working out. It just doesn't work that way. So this was so much more fun than the original topic we looked at. Thank you for taking that.   DAT Kristy (22:53) Yeah, agree, agree. Yeah, I'm with you   Tiff. mean, if we're off boarding so many people, let's just take a step back and focus on our onboarding and how we can choose differently. So, cause it's not fun off boarding. It isn't.   The Dental A Team (23:08) No, no,   and I don't want that to be like, eventually that is gonna be a conversation. It is a protocol that you do need to have in place. It should be very simple. There should be no questions asked and the person should be like, yep, got it, okay. They might still be angry, that's fine. That's an emotional situation, but there shouldn't be questions around it. And if you need help building that, fine. We've got references, we've got information, we've got documents we can help you with, but realistically,   take a step back and say, how can I prevent the need to off board someone? I want everyone here forever. having that protocol, sure, got it in our back pocket for if it is necessary, but how do I prevent that need? I don't want that at all. So go back through your hiring process and look at the team members that hired well. Like I'll look at Kristy and say, how did I attract Kristy to my team? How did I attract Trish to my team? Like Monica, to my team, Monica was a   referral from Trish because Trish knew that this was a fit for Monica. Trish knew it was a fit for us for the same reasons Kristy did. I actually, we didn't even realize until after Trish started the hiring process, she knew me previously, didn't even realize because it was a different space of life that we were connected. She applied to our company because she wanted to work with our company, not because of me. So it's just really cool to watch those things happen. So moving forward with hiring, I look at   DAT Kristy (24:28) Yeah.   The Dental A Team (24:34) the consultants that I have, Dana, and I say, what attracted this human, this perfect specimen of a consultant to our company? And how do I emanate that in the information I'm putting outward? Like the podcast, the job ads, those pieces, how do I make sure that I recruit those people again?   DAT Kristy (24:54) I agree with you. And you mentioned this early on too. One of my biggest tips would be make sure you're speaking to that employee in the beginning of your ad. So many times people write it about themselves. This is why, you know, but they're buying into what it's an emotional thing that it's going to bring to them. So make sure you're speaking to that, you know, on the onset of your.   The Dental A Team (25:20) I totally agree with you. That is a massive point. We get caught up in wanting people to want us. We want people to want to work with us. And I do want people to want to work with us, but I want people to first see themselves in the job, in the person that I'm describing. I want them to be able to check, check, check, say, yes, that's me, yes, that's me, yes, I want this, yes, I want to work with this company.   DAT Kristy (25:43) 100%. Yeah.   The Dental A Team (25:45) Awesome. All right, guys, I hope this was beneficial. think biggest takeaways, biggest action items, make sure number one, we talk about this all the time, you guys, core values, mission, vision, job descriptions are in alignment. We preach on this because you guys, it is the core of your company. So if those things, your org chart, those pieces are out of alignment, they're not solid yet, reach out, Hello@TheDentalATeam.com We can get on a call, kind of figure out what needs to happen. If you are our client, reach out to your consultant.   Easy peasy. Okay, don't reach out to hello. That gets a little confusing when things like that come through. So if you have a consultant on your team already on your side, reach out to your consultant. ⁓ Secondary to that, check and see like what's working, what's not working, and how can you duplicate what's working? How can you duplicate that higher and keep people for the long haul? I would love if every time we quote unquote off boarded someone, it was truly because they had a life change, not because   it was the wrong place for either of us. And sometimes we do outgrow each other. I do have to put that out there. If you're a team of seven today, and in a year and a half, you're a team of 13, 14, sometimes those team of seven team members need a team of seven. And that's okay too. That's an out, that's a life change. That's a, this space is no longer working for me. That's a life change. It's a growth space. That's okay too. It doesn't mean that there was something wrong. It just means that we're in a new space. So go check those pieces. If you're in the hiring world right now,   Check your ads, make sure your ads are speaking to you, and then check the kind of applicants that you're getting to your ads. Is there a trend in the type of applicants you're getting? Are they all wrong? Are they all right? Are they mediocre? Kind of check that and then revamp your ad to fit to attract someone different if you're not getting the right people. Kristy, thank you so much. This one was, like I said, this was really fun. At first I think we both were like, wow, that's a little wild. ⁓   DAT Kristy (27:39) What?   The Dental A Team (27:42) But I had a lot of fun with this one. So thank you for taking that journey with me, Kristy.   DAT Kristy (27:46) Yeah, absolutely. Thank you. Always a pleasure.   The Dental A Team (27:49) Thank you. Awesome. All right, guys, go drop us a five star review because you know this one was amazing. This was super fun for us. And also let us know what you loved. Let us know if there's anything we can do to help you. Again, if you're not yet a client, Hello@TheDentalATeam.com is a really easy space to reach us at. If you are a current client that we love and adore, we love and adore you on a consultant basis. So reach out to your consultant. She is here waiting to help you. All right, everyone, we'll catch you next time.  

Feeling frustrated this enrollment season? This episode is for you! We've got some ideas to help you take a break, take care, and make it through AEP and OEP.   Get Connected:

Ashley is obsessed with the coffee shop Dutch Bros... but should she reach out or is it a little weird? See omnystudio.com/listener for privacy information.

Ashley is obsessed with the coffee shop Dutch Bros... but should she reach out or is it a little weird?

Does the world really need another coffee shop?That's the question Darren Spicer had to answer before walking away from a six-figure career to start Clutch Coffee. The answer wasn't coffee—it was connection.In this episode, Darren breaks down why community, not caffeine, is his true product, what he learned from Dutch Bros, how he made it his own, and why being “Chick-fil-A for coffee” means never settling for average service.For every operator asking what business they're really in—this episode delivers clarity.To learn more about Clutch Coffee Bar and their work in the community, visit clutchcoffeebar.com._________________________________________________________Free 5-Day Restaurant Marketing Masterclass – This is a live training where you'll learn the exact campaigns Josh has built and tested in real restaurants to attract new guests, increase visit frequency, and generate sales on demand. Save your spot at restaurantbusinessschool.comFull Comp is brought to you by Yelp for Restaurants: In July 2020, a few hundred employees formed Yelp for Restaurants. Our goal is to build tools that help restaurateurs do more with limited time.We have a lot more content coming your way! Be sure to check out our other content:Yelp for Restaurants PodcastsRestaurant expert videos & webinars

Joey thought the fish in the pond at Dollywood were goldfish... they are carp. Jelly Roll was at the TN game on Saturday. Joey wants to know who he calls to get on-field access. Does his “people” call UT’s “people?” Monday Morning Wake Up Call with 5 year old Raelynn Nancy struggled to fix something on her new phone in settings. She then discovered that she could make her text size larger. Karly has been teaching our boss how to use Facebook and how to screenshot. Hot Tea: Diane Keaton passed away. Jelly Roll won some Dove awards (Christian music awards) and gave a powerful speech. Eric Church walked the concourse of his concert without his sunglasses on and was only recognized by one person. We gave away a “Lainey’s Night Out” package that includes tickets to the show, a gift card to Gilly’s Western Work, and hair and makeup from TN School of Beauty on the show day. Joey wishes that restaurants would stop taking away the menu in the drive thru. He went to Dutch Bros and had no idea what to order because there was no menu. The workers were super nice though. Lucky 7 As Seen on TikTok: Witches are upset that Crockpot has not released a cauldron for them to cook in. Karly’s grandparents check obituary websites like social media. At what age does that become normal? One Minute with Mike Keith See omnystudio.com/listener for privacy information.

Starbucks (SBUX) is firing 900 workers as a part of its restructuring plan for underperforming stores. Investopedia's Caleb Silver says CEO Brian Niccol's focus on the future hasn't worked yet, noting same-stores sales remaining on a decline paired with lackluster stock growth. Caleb points to upstarts like Dutch Bros. (BROS) and added pressure from well-established competitors creating more headwinds for Starbucks.======== Schwab Network ========Empowering every investor and trader, every market day. Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/ About Schwab Network - https://schwabnetwork.com/about

What Can 25 Years in Retail Real Estate Teach Us About Resilience and Growth?On this episode of Retail Retold, Chris Ressa welcomes longtime friend and industry leader Hue Chen, President of Saglo Companies, for a conversation packed with stories and lessons from 25 years in retail real estate.Hue reflects on starting his career in the trenches of the Great Recession, when lead-sharing boards and creativity kept deals alive. He shares how an unlikely sabbatical during that downturn reshaped his outlook, and why sometimes the “boring” tenants — daycares, laundromats, coin ops — deliver the biggest wins.From comparing ICSC attendee lists in 2018 vs. 2025 to unpacking why beverage brands like Dutch Bros and 7 Brew are exploding, Hue uses data and anecdotes to show how the retail landscape is constantly evolving. He and Chris also dive into deeper themes: what it takes to scale a company without being the bottleneck, how community-minded regional tenants often outperform nationals, and why consumer and retailer debt may be retail's real risk today.It's a conversation that blends history, humor, and hard truths — and proves that the best retail stories aren't always about lollipops and rainbows, but about resilience, adaptability, and the unexpected deals that shape entire careers.What you'll hear: How the Great Recession forged Hue's mindset — and why he never thought of leaving retailThe sabbatical that reset his career and gave him long-term perspectiveWhy “unsexy” tenants like daycares and laundromats can be the most profitable anchorsWhat ICSC attendee lists reveal about a generational shift in retail leadershipHow Saglo builds systems so the president isn't the bottleneckWhy regional tenants with 2–20 stores often outperform big nationalsThe explosion of beverage concepts like Dutch Bros, 7 Brew, and Luckin Coffee — and what makes them different from StarbucksWhy community engagement is often the real driver of tenant successThe hidden risks: consumer debt and retailer leverage vs. the strength of retail real estate fundamentalsLessons on adaptability, resilience, and how a single deal can shape an entire careerChapters00:00 Navigating the Great Recession: A Shared Journey09:32 The Evolution of Retail Real Estate20:47 Current Market Dynamics and Future Outlook24:56 Retail Resilience and Market Dynamics28:22 Concerns in Retail: Debt and Consumer Behavior31:26 The Importance of Community Engagement in Retail34:24 The Rise of Coffee Concepts in Retail40:30 Defining the 'Third Place' in Today's Society

Shoot us a Text.Episode #1154: Ford gets creative to close Q3 with a subprime rate push on F-150s. New Jersey locks in fair pay for techs doing recall work. And Chick-fil-A jumps into the specialty drink race with a fresh new concept.Show Notes with links:Ford is making a bold push to close Q3 strong by offering promotional interest rates to subprime borrowers—an unusual but calculated move that underscores growing affordability challenges in the new vehicle market.The deal, ending this month, allows buyers with credit scores below 620 to access the same low rates typically reserved for prime borrowers.Ford is targeting this incentive to move more F-150 pickups, which now range from $39K to nearly $80K.With average monthly payments nearing $750 and interest rates at 6.4%, the brand sees affordability as a top barrier to closing deals.Extended terms of 72–84 months are increasingly common, and Ford's finance arm says only 3–4% of its 2024 loans qualify as “higher risk.”“We wanted to provide the opportunity to those with credit ratings that may not be perfect,” a Ford spokesperson said. “This could help offset rising monthly payments.”New legislation in New Jersey is giving dealership service departments a major boost—ensuring fair pay for recall and warranty work while holding automakers more accountable.The “Motor Vehicle Open Recall Notice and Fair Compensation Act” takes effect April 2026.Manufacturers must reimburse at retail labor rates, not discounted warranty rates.Automakers must also pay 1.5% monthly of book value for any “stop sale” or “do not drive” recall units sitting on lots.Illinois saw an annual $249M increase in warranty payouts after passing similar legislation.“This legislation represents a critical step forward… and ensures that automakers fairly compensate those who fix their mistakes,” said NJ CAR President Laura Perrotta.Chick-fil-A is entering the specialty drink wars with a new concept called Daybright, a standalone beverage-focused brand launching near Atlanta later this fall.Daybright will feature smoothies, cold-pressed juices, and specialty coffees—no chicken sandwiches here.Operated by Chick-fil-A's innovation arm, Red Wagon Ventures, the concept joins earlier spin-offs like Little Blue Menu and Pennycake.The new brand enters a booming beverage space already being chased by McDonald's, Taco Bell, and Wendy's.Competitors like 7 Brew and Dutch Bros have seen triple-digit growth as Gen Z flocks to drink-first concepts.0:00 Intro with Paul J Daly and Kyle Mountsier1:07 Huge Launch Announcement at MoreThanCars.com2:20 ASOTU Edge Webinar TODAY at 2PM on Cost-Cutting3:10 Ford Offers Low Rates To Sub-Prime Buyers5:29 New Jersey MandJoin Paul J Daly and Kyle Mountsier every morning for the Automotive State of the Union podcast as they connect the dots across car dealerships, retail trends, emerging tech like AI, and cultural shifts—bringing clarity, speed, and people-first insight to automotive leaders navigating a rapidly changing industry.Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/

Hey sweet mama, it's Bek!  I'm so glad you stopped by today.Let's talk sibling relationships; those beautiful, messy, refining connections that grow in the heart of our homes. As a mama of four (two boys and two girls), and one of eight siblings myself, I've seen the whole spectrum—from giggles and hugs to slammed doors and shouted words. There was a season when the tension between my sons was so strong that we had to separate their bedrooms. It felt like I was failing… like peace was something other families got to enjoy but not ours. I cried out to God—“Lord, help my boys. Help me.”And He did. The breakthrough came little by little; when I began speaking life over my sons. Instead of only correcting their behavior, I declared truth: “You are a mighty man of God. That's not who you are.” I trusted the Holy Spirit was at work even when I couldn't see it, and I began praying the attributes of God over them—patience, love, kindness, gentleness.It didn't happen overnight, but it did happen. Today, those same boys who couldn't share a room now snowboard, fix cars, and hang out at Dutch Bros together: with joy and peace! So if you're in the thick of it today, mama, don't give up. You're not alone. God hears your prayers. He sees your tears. And He is faithful. Here's your tip this Friday:Start speaking life TODAY. Tell your kids who they are in Christ. Declare peace over your home. Pray the characteristics of God into their hearts. Ask the Holy Spirit to move: He's already at work.

In this episode of Restaurant Owners Uncorked, Wil welcomes Darren Spicer, co-founder and CEO of Clutch Coffee Bar, a fast-growing drive-thru coffee concept with 17 locations across the Carolinas. Darren shares his journey from bagging groceries to working at Dutch Bros, then taking a leap from a successful medical sales career to build Clutch Coffee with his co-founders. The conversation dives into the brand's philosophy of serving “positive energy,” its people-first culture, growth strategy, and the importance of authentic customer service as a differentiator in an increasingly transactional industry. Darren highlights lessons learned in funding, location strategy, and leadership while underscoring his belief that hospitality is about genuine human connection, not just speed or convenience.Key Takeaways Origin Story: Darren's first taste of customer service came as a teenage barista, which shaped his passion for hospitality. Dutch Bros Influence: His time at Dutch Bros taught him the value of culture and service, but a shift tp franchising pushed him to start Clutch. Founding Clutch: In 2018, Darren and two co-founders self-funded Clutch with $500K, opening two stores within four weeks. Unique Experience: Clutch delivers “positive energy” through upbeat music, face-to-face ordering, and genuine interactions, not just transactions. Drive-Thru Focus: The model is primarily drive-thru with small footprints, initially built from converted buildings, now expanding with custom builds. Company-Owned Model: All 17 locations are company-owned to preserve brand consistency and culture, though franchising may be considered later. Growth Strategy: Targeting 5–10 new stores per year with careful site selection—favoring ease of access, visibility, and commuter-heavy routes. Customer Base: Average customer is a 33-year-old female, but Clutch appeals to anyone on the move, from students to retirees. Challenges: Rising coffee tariffs and labor costs require careful pricing strategies while maintaining customer experience. Leadership Philosophy: Darren emphasizes intentional training, consistent reinforcement of culture, and leading by example to scale hospitality.

Dutch Bros PSA full 1799 Mon, 08 Sep 2025 17:14:28 +0000 mc4amilzaVM4vX8VT52wCP2vwJlivPnU comedy The Wake Up Call comedy Dutch Bros PSA The Wake Up Call is a morning radio show based in Sacramento, California, and heard weekday mornings on 106.5 the End. Gavin, Katie, and Intern Kevin wake up every morning to have FUN and be FUNNY, while you start your day. This show has unbelievable chemistry and will keep you laughing all morning! 2024 © 2021 Audacy, Inc. Comedy False https://player.amperwavepodcasting.com?feed-link=https%3A%2F%2Frss.amperwave.n

In this episode of the Neighborhood Ventures Podcast, Lexi moderates a discussion with Bart and Heidi on three major stories shaping Arizona's market. First, Dutch Bros is moving its headquarters to Tempe — bringing jobs, culture, and long-term growth potential. Next, they unpack why multifamily absorption is outpacing supply and what that means for rent growth, concessions, and investors. Finally, they explore the rise of millionaire renters in Phoenix, why high-net-worth individuals are choosing luxury apartments over ownership, and how this shift impacts both lifestyle and economics. Whether you're an investor, renter, or simply curious about Arizona's booming real estate market, this episode dives deep into what these trends mean for the Valley.

Carl Quintanilla, Contessa Brewer, and David Faber started the show with a look at stocks retreating from record highs, after President Trump announced a 35% tariff on Canada and threatened higher tariffs across the board. The anchors later brought on CNBC's Julia Boorstin from Sun Valley, Idaho to discuss what the country's biggest names in media and tech are saying about the impact of AI to the entertainment industry. Also in the mix; the desk discussed the fallout for Starbucks and Dutch Bros. following the 50% tariff threat to Brazil, America's largest trade partner for coffee imports. 

This week, Guy is joined by Travis Boersma of Dutch Bros. Coffee, Michael Preysman of Everlane and Chris Ruder of Spikeball in a special “mashup” episode of Advice Line.First, Andy from Nashville is wondering if a brick and mortar burger joint will supercharge growth for his food truck business. Then, Tiffany from Cape Cod is looking to break into large retailers with her inspirational jewelry brand. And finally, Peter from South Dakota is evaluating whether to expand his ice skating apparel to overseas markets.Thank you to the founders of Bad Luck Burger Club, T. Jazelle and Rink Rabbit. If you'd like to be featured on a future Advice Line episode, leave us a one-minute message that tells us about your business and a specific question you'd like answered. Send a voice memo to hibt@id.wondery.com or call 1-800-433-1298. This episode was produced by Kerry Thompson with music by Ramtin Arablouei. It was edited by John Isabella. Our audio engineer was Neal Rauch. You can follow HIBT on X & Instagram and sign up for Guy's free newsletter at guyraz.com or on Substack.To hear our guests previous episodes:Dutch Bros. Coffee: Travis Boersma | Advice Line with Travis BoersmaEverlane: Michael Preysman | Advice Line with Michael PreysmanSpikeball: Chris Ruder | Advice Line with Chris RuderSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

I'm bringing you one of the most impactful keynotes I've ever done—my 2017 Q&A with the Dutch Bros Coffee team in Portland, Oregon. It's been a fan-favorite for years and I totally understand why: the energy, the heart, the realness in this room was just unreal. No fluff—just practical, emotional, and deeply honest takes on leadership, burnout, ambition, and what it really means to care.This wasn't just a speech—it was a back-and-forth with some of the most passionate people I've ever talked to. Managers, baristas, social leads, and young hustlers all brought the heat with their questions—and I gave them everything I had.

Starbucks might be number one in market share, but the competition over coffee is hot. In one corner, you've got the New England-based fan favorite Dunkin, with their no-frills vibe and celebrity boosters. In the other, you've got the up-and-comers: drive-through only chains like Dutch Bros and Seven Brew that have become popular among younger consumers and on-the-go customers. Comedian (and lifelong Dunkin fan) Josh Gondelman joins David to talk about the reign of Dunkin in Massachusetts and beyond. Later, Sam Oches of Nation's Restaurant News joins David to shed some light on the newer drive-through brands and whether they can outshine Starbucks and Dunkin. Be the first to know about Wondery's newest podcasts, curated recommendations, and more! Sign up now at https://wondery.fm/wonderynewsletterListen to Business Wars on the Wondery App or wherever you get your podcasts. Experience all episodes ad-free and be the first to binge the newest season. Unlock exclusive early access by joining Wondery+ in the Wondery App or on Apple Podcasts. Start your free trial today by visiting wondery.com/links/business-wars/ now.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Dutch Bros co-founder and former CEO Travis Boersma joins Guy on the Advice Line, where they answer questions from three early-stage founders. Plus, Travis reflects on the baby steps that scaled his initial espresso cart into a 900+ location national business.First we meet Sean in Atlanta, who's trying to reach new customers for his Korean fried chicken as delivery apps cut into margins. Then Trenton in Central Pennsylvania, who's considering whether to grow his coffee roastery through DTC or wholesale. And Yasmin in Austin, who wants to bring her social tonics to the mainstream as an alternative to alcohol.Thank you to the founders of Mukja Korean Fried Chicken, Pine Ridge Coffee, and Altar Native Bar for being a part of our show.If you'd like to be featured on a future Advice Line episode, leave us a one-minute message that tells us about your business and a specific question you'd like answered. Send a voice memo to hibt@id.wondery.com or call 1-800-433-1298.And be sure to listen to Dutch Bros' founding story as told by Travis on the show in 2023.This episode was produced by Sam Paulson with music by Ramtin Arablouei and Sam Paulson. It was edited by John Isabella. Our audio engineer was Cena Loffredo.You can follow HIBT on X & Instagram and sign up for Guy's free newsletter at guyraz.com or on Substack.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.