Podcasts about employees

The latest inflation report came in largely as expected, giving the Federal Reserve something increasingly valuable: more time. Inflation was neither soft enough to eliminate concerns about price pressures nor hot enough to force the Fed's hand. That leaves investors asking what comes next for interest rates, the economy, and markets. Lance Roberts examines what the latest inflation data means for Fed policy, whether officials can remain patient, and what investors should watch as the debate over inflation and interest rates continues. 0:00 INTRO 0:50 - CPI & Bond Auction Action 4:00 - Markets Are Stretched 9:31 - Lebo Merch 11:03 - CPI, Inflation, & Oil Prices 12:31 - What The Fed Should Do 16:08 - Core Inflation 18:01 - Inflation vs Prices 20:29 - Why Inflation is Important 21:01 - Why Leave Your Money at Old Company? 21:55 - Why Inflation Matters 24:48 - What the Fed May Do in September 28:31 - CPI Measurement & Boskin Commission 32:09 - The AI "Circular Financing" Narrative Debunked 35:43 - AI Spend per Employee per Month (Chart) 38:19 - AI Winners & Losers Hosted by RIA Advisors' Chief Investment Strategist, Lance Roberts, CIO, Produced by Brent Clanton, Executive Producer ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch today's "Before the Bell" premarket commentary, "Retail Investors Are Chasing Again," https://youtu.be/1sKwI4gscZo -------- Watch Today's Full Video on our YouTube Channel: https://youtube.com/live/Hl6lVuNeTYM ------- Articles mentioned in this report: "Wall Street To Support Data Center Growth" https://realinvestmentadvice.com/resources/blog/wall-street-to-support-data-center-growth/ ------- Watch our previous show, "Q&A Wednesday - Is Inflation Back in Control?" https://youtu.be/ygeDd0d0XF8 ------- Get more info & commentary: https://realinvestmentadvice.com/insights/real-investment-daily/ ------- * REGISTER for our next Dynamic Learning Series, "Savvy Medicare Planning: Everything You Need to Know Before You Enroll," Thursday, August 20, 2026: https://streamyard.com/watch/Qjx33M2tS4i4 --- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN --- Subscribe to SimpleVisor : https://www.simplevisor.com/register-new --- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #StockMarket #Investing #SP500 #MarketOutlook #PortfolioManagement #Inflation #FederalReserve #InterestRates

What if the reason you're constantly following up isn't that your team lacks accountability—but that they lack clarity?Holding Employees Accountable starts long before a missed deadline or performance conversation. Lindsay White reframes accountability as a leadership responsibility: when expectations, priorities, ownership, and communication are clear, people are more likely to make strong decisions without being micromanaged.Through a client example, Lindsay shows how growth can actually create performance problems. The business had changed, but the founder's updated vision and priorities were still living in her head. The team was working from yesterday's information while the business was moving toward tomorrow.This is where leadership skills matter. Instead of avoiding difficult conversations, leaders can set expectations early, define ownership, communicate change, and give feedback before small issues become bigger ones. Lindsay explains why difficult conversations with employees become easier when expectations are clear—and how stronger business communication skills can reduce follow-up.You'll learn how to distinguish a true performance issue from a clarity issue, create clearer expectations, and build a culture where ownership is part of the way work gets done. Holding Employees Accountable is not about catching people doing something wrong; it's about creating the conditions where accountability can actually work.The goal isn't to manage every move your team makes. It's to give people enough clarity to solve problems, take ownership, and move the business forward without every decision landing on your desk. Holding Employees Accountable becomes less about control and more about leadership.Ready to stop carrying the accountability burden alone? Download The Accountability Scorecard here to create clearer expectations and more consistent follow-through.Support the showThe People Side of Business is the podcast for female founders and business owners who are leading teams and growing businesses.Hosted by Lindsay White, Leadership Coach, Team Leadership Strategist, and Fractional HR Expert, this show delivers practical leadership strategies, real-world people solutions, and honest conversations about the challenges of leading a team.From employee performance issues and difficult conversations to hiring, accountability, workplace culture, and team growth, each episode is designed to help you lead, manage, and scale your team as a founder.If you're ready to become a more confident leader, make better people decisions, and build a stronger, higher-performing team, you're in the right place.Learn more at highvoltageleadership.ca, connect on Instagram @highvoltleadership, or find Lindsay White on LinkedIn.The people side of business isn't separate from growth. The people side of business is the business.

Your organization probably has more good ideas than you realize.The challenge is what happens next.Employees learn quickly whether an unconventional suggestion is genuinely welcome, whether failure will be treated as information or incompetence, and whether leadership is open to an outcome it did not already choose. When those answers are unclear, people protect themselves. They offer safer ideas, wait for direction or stop speaking up entirely.In this episode, Naomi Titleman Colla speaks with Fiona Stevenson about the human dynamics that cause innovation to stall. They explore why fear of taking action can be stronger than the fear of doing nothing, how leaders unintentionally become more rigid when the stakes are high, and why psychological safety must be built into the work rather than treated as a separate culture exercise.Fiona also shares a practical process for moving from a clearly defined problem to human insight, inspiration, ideas, iteration and implementation. For HR leaders, the conversation offers a clear challenge: examine whether your performance measures, reward systems and everyday leadership behaviours actually support the experimentation your organization says it wants.Guest ResourcesWebsite: fionastevenson.comOpen State (with co-founder Alyssa Kerbel): openstate.ca — bringing nervous system regulation, music, and movement into the creative processKindness at Work: kindnessatwork.com — inaugural Workplace Kindness Awards ceremony in New York City during Kindness Week (November); nominations now openLinkedIn: Connect with Fiona StevensonAbout Our GuestFiona Stevenson is CEO and founding partner of the Idea Suite, where she helps organizations turn human insight into commercially viable ideas. With a background in psychology, more than a decade at Procter & Gamble and experience leading hundreds of innovation projects around the world, she brings a deeply human and practical perspective to how ideas move through organizations.Stay Connected with foHRsightTo sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward Follow us on InstagramIf you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It's free and includes access to our quarterly white paper. This quarter's white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University's Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribeSupport the show

What if the reason you're constantly following up isn't that your team lacks accountability—but that they lack clarity?Holding Employees Accountable starts long before a missed deadline or performance conversation. Lindsay White reframes accountability as a leadership responsibility: when expectations, priorities, ownership, and communication are clear, people are more likely to make strong decisions without being micromanaged.Through a client example, Lindsay shows how growth can actually create performance problems. The business had changed, but the founder's updated vision and priorities were still living in her head. The team was working from yesterday's information while the business was moving toward tomorrow.This is where leadership skills matter. Instead of avoiding difficult conversations, leaders can set expectations early, define ownership, communicate change, and give feedback before small issues become bigger ones. Lindsay explains why difficult conversations with employees become easier when expectations are clear—and how stronger business communication skills can reduce follow-up.You'll learn how to distinguish a true performance issue from a clarity issue, create clearer expectations, and build a culture where ownership is part of the way work gets done. Holding Employees Accountable is not about catching people doing something wrong; it's about creating the conditions where accountability can actually work.The goal isn't to manage every move your team makes. It's to give people enough clarity to solve problems, take ownership, and move the business forward without every decision landing on your desk. Holding Employees Accountable becomes less about control and more about leadership.Ready to stop carrying the accountability burden alone? Download The Accountability Scorecard here to create clearer expectations and more consistent follow-through.Support the showThe People Side of Business is the podcast for female founders and business owners who are leading teams and growing businesses.Hosted by Lindsay White, Leadership Coach, Team Leadership Strategist, and Fractional HR Expert, this show delivers practical leadership strategies, real-world people solutions, and honest conversations about the challenges of leading a team.From employee performance issues and difficult conversations to hiring, accountability, workplace culture, and team growth, each episode is designed to help you lead, manage, and scale your team as a founder.If you're ready to become a more confident leader, make better people decisions, and build a stronger, higher-performing team, you're in the right place.Learn more at highvoltageleadership.ca, connect on Instagram @highvoltleadership, or find Lindsay White on LinkedIn.The people side of business isn't separate from growth. The people side of business is the business.

Have you ever lost a great team member out of nowhere, with no warning signs and no explanation that made sense?In this episode, Raul takes us inside the Wize Hub for a full walkthrough of the tools built to stop that from happening. From the team NPS to the career and energy audits, he shows how firm owners can get a true 360 view of how their people are really feeling, long before a resignation letter lands on the desk.You'll learn:✅ How to track your team NPS monthly and what the score is actually telling you✅ How the career audit uses AI to identify whether someone is a Grinder, Minder or Finder, and whether they're in the right seat✅ Why the energy audit and life wheel help employees feel valued, especially in remote teams✅ How the different access levels keep sensitive information private until an employee chooses to share it✅ How to build a complete staff profile covering strengths, weaknesses, revenue capacity, and your ideal charge rateRaul shares a real client story about a firm owner who kept training great people only to watch them leave, and how one small change turned that pattern around.If you've ever assumed your team was fine because nobody said otherwise, this episode is your reminder that the problems you can't see are the ones that cost you the most.This is a visual walkthrough, so if you want to see inside the Wize Hub as Raul clicks through each section, tune in to the episode on YouTube.________________  PS: Whenever you're ready… here are the fastest 4 ways we can help you fix and grow your accounting firm:   1. Download our famous Wize Freedom Map for FREE - Find out the 96 projects every firm owner must implement to build a $5M+ firm that can run without them - Download here 2. Need to Hire right now? Book a 1:1 FREE discovery call with our WizeTalent hiring coaches to help find your next team member the Wize Way – Click Here 3. Work with Jamie and our mentors for 8 weeks - Build a custom business plan for your firm - Apply here

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BEST Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSee omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BEST Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Shoot Us A Message! Struggling to grow when your best move feels too risky to make? We discuss how to scale a P&C agency from scratch. The episode focuses on the transition from a small startup to a 50 employee operation by implementing specific outbound dialing processes and hiring the right producers. Guest Dan Garzella, owner of The Garzella Group, explains his journey of building an agency empire starting with only 500 dollars.If you are looking to scale your outbound efforts and improve lead generation, check out TeleDudes / Telefunnel.Connect with Dan Garzella: https://www.linkedin.com/in/daniel-garzella-87944510Key Takeaways and Timestamps 0:00 Introduction to scaling a P&C agency 2:45 Starting an agency with 500 dollars 7:12 The reality of outbound dialing for growth 12:35 Hiring producers and building a 50 employee team 18:50 Systems for consistent lead generation 25:10 Managing agency valuation and long term scalingThe Insurance Dudes ResourcesJoin the Agent Elite: https://www.skool.com/agenteliteBest Seller: https://MillionDollarAgencyBook.comInsurance Dudes Files: https://blog.theidudes.comTeamIQ: https://teamiq.theidudes.comTelefunnel Lead Callers: https://theidudes.comILB: https://insuranceleadbrokers.comInsurance Agency Trader: https://trader.theidudes.comIf this helps, subscribe and hit the bell so you can catch every episode.Follow UsFacebook: https://www.facebook.com/theinsurancedudesLinkedIn: https://www.linkedin.com/company/the-insurance-dudes-podcastInstagram: https://www.instagram.com/insurancedudespodcast Support the showHey there! Thank you for listening! We'd be SUPER GRATEFUL for a subscribe!And a review over on the Apple Podcasts would be incredible!Check out our newsletter, webinar, and some great Internet Lead tactics at The Insurance Dudes Homepage.We appreciate you!Craig Pretzinger & Jason FeltmanThe Insurance Dudes

In this episode of The Healers Café, Manon Bolliger, FCAH, RBHT (facilitator and retired naturopath with 30+ years of practice) speaks with Vita Oyler, a rehabilitation counselor, shared her journey with chronic pain due to reflex sympathetic dystrophy (RSD) following a running accident. She emphasized avoiding inflammatory foods and medications, focusing on positive mindset, and setting realistic goals. Vita's pain management included natural supplements like malic acid and magnesium, and maintaining a positive outlook through faith and laughter. She highlighted the importance of gratitude and small achievements in managing chronic pain. For the transcript and full story go to: https://www.drmanonbolliger.com/vita-oyler      Highlights from today's episode include:  Vita explains to focus on what you can do: set tiny daily goals and celebrate them to make pain more livable. Vita says to reduce inflammation with food, supplements, stress reduction, and laughter to lessen chronic pain. Manon explains even with "incurable" labels, staying open and believing in possibilities keeps the door to healing and new solutions alive. ABOUT VITA OYLER, M.S. Vita is a Rehabilitation Counselor who works with clients that suffered with either acute or chronic pain.  She gained recognition as  being a counselor who fully understands pain and how to help others that have painful conditions as well.  Vita has been active in her community, and has been an active board member of many organizations.  She was drawn into getting people with disabilities back to work and/or living independently.  She has appeared on many television shows speaking about disability and chronic pain.  She has given many seminars about chronic pain.  She's worked with employers in finding creative ways of returning injured workers back to their jobs and/or finding alternative jobs.  She established the first Chronic Pain Support Group in her country for those suffering chronic pain, including families and other caregivers.  She herself received her country's Employee of the Year Award and was commended by country council members, congress members, senators and other state officials.  Vita has never let her pain interfere with her vocation and family.  She says it's about setting goals, earning right and learning to enjoy life again.  Let Vita inspire you to live a happier and healthier life  in spite of pain. ABOUT MANON BOLLIGER, RBHT, FCAH: As a retired Naturopath 1992-2021, I saw an average of 150 patients per week and have helped people ranging from rural farmers in Nova Scotia to stressed out CEOs in Toronto to tri-athletes here in Vancouver. My resolve to educate, empower and engage people to take charge of their own health is evident in my best-selling books:  'What Patients Don't Say if Doctors Don't Ask: The Mindful Patient-Doctor Relationship' and 'A Healer in Every Household: Simple Solutions for Stress'. and What if Your Body is Smarter than You Think?  I am the Founder & CEO of The Bowen College Inc. which teaches BowenFirst™ Therapy and holds transformational workshops to achieve these goals. So, when I share with you that LISTENing to Your body is a game changer in the healing process, I am speaking from expertise and direct experience". Mission: A Healer in Every Household! For more great information to go to her weekly blog:  http://bowencollege.com/blog.  For tips on health & healing go to: https://www.drmanonbolliger.com/tips Follow: Manon Bolliger website  | Linktr.ee | Rumble | Gettr  | Facebook | Instagram | YouTube | Twitter | LinkedIn | Follow: Bowen College Inc. | Facebook | Instagram  | LinkedIn | YouTube | Twitter | Rumble | Locals ABOUT THE HEALERS CAFE: Manon's show is the #1 show for medical practitioners and holistic healers to have heart to heart conversations about their day to day lives. Subscribe and review on your favourite platform: iTunes | Google Play | Spotify | Libsyn | iHeartRadio | Gaana | The Healers Cafe | Radio.com | Medioq | Audacy | Follow The Healers Café on FB: https://www.facebook.com/thehealerscafe   Remember to subscribe if you like our videos. Click the bell if you want to be one of the first people notified of a new release. * De-Registered, revoked & retired naturopathic physician after 30 years of practice in healthcare. Now resourceful & resolved to share with you all the tools to take care of your health & vitality!  

There are tons of things leaders should be doing. The sheer volume of advice can become a mental blizzard—a complete leadership whiteout. That is why it helps to isolate a few essential leadership practices and remind ourselves why they matter. These are not complicated theories. They are practical leadership disciplines that determine whether teams produce results, understand expectations, cooperate effectively and continue moving in the right direction. Here are eleven leadership basics worth revisiting. What should leaders focus on first? Leaders should focus chiefly on the results to be achieved rather than simply on the activities being performed. Everything happening in the organisation should move the team towards a desired outcome. That sounds obvious. However, analyse your diary and look closely at where your time is going. You may be shocked by how few appointments, meetings and activities are directly propelling important results. Busy work is seductive because it creates the sensation of progress. Emails are answered, meetings are attended and reports are produced. Yet activity is not the same as achievement. Leaders also need to plan and organise effectively around the desired result. They must coordinate everyone involved so that individual contributions combine into meaningful organisational progress. Markets change, customer expectations move and circumstances can run over the top of even a good plan. Leaders must therefore keep asking whether the current plan is still relevant, whether the organisation is properly structured and whether the balance between individual responsibility and teamwork is right. Do now: Review your calendar and identify which activities directly contribute to your organisation's most important results. Reduce, delegate or eliminate the rest. How should leaders turn major objectives into action? Major objectives should be divided into bite-sized pieces, communicated clearly and supported by deadlines, measurements and individual accountability. Large organisational goals can sound inspiring but remain useless if people do not understand what they personally need to do. Leaders must translate strategic objectives into specific actions, time targets and measurable outcomes. Every important objective needs an accountability system. Without measurement, deviation from the plan can remain invisible until it is too late to make an easy correction. The post-pandemic workplace has made this more difficult. For many organisations, the orderly pursuit of targets was replaced by constant disruption, emergency responses and scrambling to survive. Even after the immediate crisis passed, hybrid work, shifting customer behaviour and economic uncertainty continued to complicate performance management. Textbook answers are not always enough. Leaders must combine data, judgement and practical experience to decide which performance standards remain realistic. Do now: Take one major organisational objective and break it into milestones, owners, deadlines and measurable indicators of progress. How can leaders establish effective performance standards? Leaders must make expectations explicit so that people know what successful performance looks like, why it matters and how it will be measured. Vague expectations create frustration. Employees believe they are doing well, while managers quietly feel disappointed. Effective performance standards remove this ambiguity. Standards should guide people towards profitable and productive action. They should be demanding enough to encourage growth but realistic enough to maintain credibility. Leaders must also build a results-oriented attitude throughout the organisation. This means helping people develop self-reliance, confidence and ownership of their goals. Remote and hybrid work have shifted visibility. Leaders can no longer judge contribution by who arrives early, stays late or appears busy in the office. Performance is increasingly represented by customer outcomes, project completion, financial measures and numbers on a spreadsheet. Some people thrive with autonomy. Others struggle without direct supervision, informal contact and frequent teamwork. Leaders must recognise these differences rather than assuming one working style suits everyone. Do now: Ask each team member to explain what is expected of them and how success is measured. Any inconsistent answers reveal a communication gap. Can leaders really motivate their people? Leaders cannot directly inject motivation into another person. They can, however, create an environment in which people are more likely to become self-motivated. Try yelling, "Be motivated, be motivated, be motivated," at your team and see how far that gets you. Leaders can motivate themselves, but they cannot control the internal drive of another person. Their real task is to understand what helps each individual perform at their best. That may include recognition, autonomy, meaningful work, career growth, financial reward, mastery, belonging or the opportunity to contribute to something important. The correct combination varies from person to person. This is where leadership becomes difficult. There is no universal motivational switch. The leader has to understand people individually and deliver the right environment one person at a time. Leaders should also encourage creativity. Creativity can be learned, but many leaders have never studied how creative thinking works. If leaders do not know how to generate ideas, challenge assumptions or explore alternatives, they will struggle to develop those abilities in others. Do now: Ask each team member what conditions help them do their best work. Do not assume their answer will be the same as yours. How should leaders track progress and coordinate people? Leaders must track progress consistently and coordinate everyone whose contribution affects the final result, both inside and outside the organisation. Tracking progress sounds easy. The reality is that leaders are often lost in the weeds, pulled hither and thither and overwhelmed by constant urgencies. Following up on planned results gets postponed because something more immediate demands attention. Yet when leaders stop tracking, deadlines slip, responsibilities blur and small problems grow into expensive ones. Coordination has also become more demanding in remote and hybrid workplaces. When everyone was in the office, people could exchange information informally, notice emerging problems and resolve misunderstandings quickly. When employees, clients, suppliers and partners are separated, leaders must expend more time and energy ensuring that the right people know what they need to know. They must also confirm that tasks are being completed when they need to be completed. Communication cannot be left to chance. Coordination requires deliberate updates, clear decision rights and reliable follow-through. Do now: Establish a simple review rhythm showing each priority, its owner, its current status, the next action and any obstacle requiring leadership intervention. Why must leaders keep communicating purpose and teamwork? Leaders must repeatedly connect everyday work to the organisation's continuing purpose and demonstrate through their decisions that teamwork is genuinely expected. Leaders often pontificate from on high about purpose and imagine everyone is on board. They assume the message was received, understood and accepted. It is always a shock to discover that not everyone got the message—or that they interpreted it differently. Purpose must therefore be communicated repeatedly. Leaders must explain what the organisation is trying to achieve, why it matters and how each person's work contributes. They must also check for understanding rather than assuming agreement. Leadership credibility is tested most severely when a high performer refuses to act as a team player. Are you prepared to confront—or even fire—a top performer who persistently undermines teamwork? This is where the rubber meets the road. If leaders praise collaboration but tolerate the corporate outlaw who does whatever they want, everyone learns how the organisation really operates. Behaviour that is tolerated becomes part of the culture. Do now: Identify one behaviour that contradicts your stated values. Address it directly before it becomes the organisation's unofficial standard. What is the most important leadership starting point? The most important starting point is self-awareness. Very few leaders can give themselves a perfect score across all eleven areas: Focusing on results Planning and organising effectively Breaking objectives into manageable actions Establishing clear performance standards Building a results-oriented culture Creating conditions for self-motivation Developing creativity Tracking progress Coordinating people and resources Communicating organisational purpose Demonstrating leadership and teamwork I certainly cannot give myself a perfect score. Reviewing this list is a painful reminder of my own failings and imperfections. That is the point. Busy work can mask what is vital. Leaders become tied up in meetings, messages, minor decisions and operational stuff. Eventually, they lose sight of the leadership responsibilities that matter most. Let's get back to basics. We are not divine. We still have work to do on ourselves. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie One Carnegie Award in 2018 and 2021 and received the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver leadership, communication, sales and presentation programmes globally, including Leadership Training for Results. He has written several books, including the bestsellers Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery, as well as Japan Leadership Mastery and How to Stop Wasting Money on Training. His books have also been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg publishes regular business insights on LinkedIn, Facebook and X and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews for executives and professionals seeking practical strategies for succeeding in Japan.

How do you turn a 33,000-person enterprise into an active network of brand advocates? In this episode of The Employee Advocacy & Influence Podcast, hosts Lewis Gray and Elliot Elsley welcome Camilla Erika Campbell, Social Media Lead at Wood.Camilla oversees social strategy and employee advocacy at Wood, a global leader in consulting, engineering, and operations across the energy and materials markets. In this episode, listeners will learn how to transition an advocacy program from a basic content distribution add-on into a primary, high-performing strategic marketing channel. Camilla shares how focusing on advocate education and post personalization allowed Wood's employee network to deliver 82% of total campaign web traffic, outperforming their main corporate page by 13x. You'll gain actionable strategies on using UTM tracking to prove real ROI, balancing niche industry content with corporate priorities, and re-engaging inactive advocates through direct, human-centric communication. As corporate page reach continues to decline on LinkedIn, marketing and comms leaders need reliable ways to drive authentic reach. This episode provides the exact roadmap to harness your workforce to build trust, boost traffic, and scale employee advocacy. Subscribe to The Employee Advocacy & Influence Podcast so you never miss an episode!Resources:Want to know how your employee advocacy strategy really stacks up? ⁠⁠Grab your FREE Employee Advocacy Health Check⁠⁠ and see how you compare against your competitors.⁠⁠Book a call⁠⁠ to discover how employee advocacy can benefit your team.Ready to elevate your employee advocacy? Get a free copy of Bradley Keenan's essential book, ‘⁠⁠Employee Advocacy: 101 Cheat Codes⁠⁠' for deeper insights and actionable strategies.⁠Download 'Stop Copy-Pasting Your Employee Advocacy'⁠, a study of 517,374 LinkedIn posts.Subscribe to the Employee Advocacy & Influence Podcast on Spotify or your favorite platform to never miss an episode.

In this segment, host Taranjeet Kaur Ghuman led an open-line discussion on employee productivity and workplace monitoring. The conversation explored whether technology-based monitoring can improve efficiency and productivity or whether it becomes an invasion of employee privacy, with callers sharing their opinions on the issue.

Employees aren't actually 'resisting' change, they're giving you feedback.In this episode of Less Chatter, More Matter, we take a different look at one of the most frustrating parts of change: what happens when people don't want to get on board.Rather than treating resistance as something communicators need to overcome, we explore what might be sitting underneath it from uncertainty and lack of control to poor communication, a lack of trust or simply the very human tendency to dislike being told what to do.Plus, we also chat about how communication can't magically make every change popular... but it can help you understand what's getting in the way. In fact, sometimes, the people pushing back are the ones giving you the most valuable information about what needs to change.Now, what can us communicators do to reduce this resistance? Let's find out.Links mentioned in this episode:90 minute Strategy Power SessionPublic workshops and trainingLess Chatter, More Matter - Mel's bookTemplate packsChange Isn't Hard! - Mel's bookSign up here to the fortnightly mail out of free resources!Say hi!Follow me on LinkedInFind out what I'm up to InstagramCheck out my websiteAsk a question

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BEST Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

What if the real reason your best people leave has nothing to do with money, and everything to do with the first 100 days? In this encore of episode of The Game Changing Attorney Podcast, Michael Mogill welcomes Joey Coleman, client experience expert and New York Times bestselling author of Never Lose an Employee Again, to break down the 8 phases every team member moves through and what it actually looks like to build a workplace people refuse to leave. Here's what you'll learn: Why "new hire's remorse" kicks in seconds after someone accepts your offer (and how to counteract it) How to make a team member's first day so remarkable they can't stop talking about it when they get home What separates firms with true advocates from those who can't even get an internal referral If your onboarding still looks like a binder and a benefits form, this is your playbook for something better. (00:00:45) Introduction (00:02:49) Joey Coleman returns to the podcast (00:04:28) Why new hires quit in the first 100 days (00:07:05) Show, don't tell: proving you care about your people (00:08:27) The 8 phases of employee experience (00:15:45) The ROI of remarkable onboarding (00:17:34) Job postings that actually stand out (00:22:14) Notre Dame's legendary offer letter (00:29:51) Creating a remarkable first day (the JAM example) (00:35:14) Coworkers vs. colleagues (00:44:29) The 2-minute video challenge ---- Links & Resources: Never Lose an Employee Again by Joey Coleman Never Lose a Customer Again by Joey Coleman Tribute Yoko Co Bonusly Jim Kwik ---- Learn what sustainable growth can look like for your firm at crispcoach.com. ---- Do you love this podcast and want to see more game changing content? Subscribe to our YouTube channel. ---- Past guests on The Game Changing Attorney Podcast include David Goggins, John Morgan, Alex Hormozi, Randi McGinn, Kim Scott, Chris Voss, Kevin O'Leary, Laura Wasser, John Maxwell, Mark Lanier, Robert Greene, and many more. ---- If you enjoyed this episode, you may also like: 220. Excellence Wins: Become the Best in a World of Compromise with Horst Schulze 162. Radical Candor: How to Be a Kickass Boss with Kim Scott 7. Ditching the Drama & Creating a Culture of Excellence in Your Law Firm with Cy Wakeman

Zach sits down with Brian Aquart is a Vice President, Workforce & Community Education, Advancing Pathways, Talent & Innovation, Narrative Leadership for Clarity & Purpose, Board Member with Northwell Health. About Living Corporate: ⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! https://living-corporate-shop.fourthwall.com/ Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. https://work.living-corporate.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! ⁠https://www.patreon.com/livingcorporate About Brian Aquart : https://www.linkedin.com/in/brianaquart/

Watch the YouTube version of this episode HEREIn this episode of the Maximum Lawyer Podcast, Tyson Mutrux sits down with Janice Dantes, founder of Pinay Law, for a conversation about building a law firm around community, identity, resilience, and the willingness to keep learning as you grow.Janice shares why she intentionally removed her own name from her firm and how separating her personal identity from the business helped her look at the numbers more objectively. She also explains how she found a unique niche serving the Filipino community through divorce and family law.She also opens up about one of the hardest moments in her entrepreneurial journey: being scammed out of $50,000 while other parts of the firm were struggling at the same time. Instead of shutting down, Janice kept her team, took risks, hired for growth, got back out into the community, and rebuilt the firm stronger.Tyson and Janice also dig into money mindset, learning how to charge what your work is worth, the difference between scarcity and abundance, investing in your health, and building a business that gives you the freedom to actually enjoy the life you are creating.It's a conversation about getting knocked down, figuring out what isn't working, asking for help, and continuing to build anyway.Listen in to hear how Janice turned some of the toughest moments in her law firm into the lessons that helped her grow.What You'll LearnWhy Janice removed her own name from her law firm—and how it changed the way she viewed the business.How identifying an underserved community can create a powerful law firm niche.Why grassroots relationships have been so important to Pinay Law's growth.How Janice recovered after losing $50,000 to a sophisticated scam.Why she chose to keep investing in the business even when cash was tight.How scarcity around money can affect pricing, spending, and business decisions.Why physical health and discipline can have a direct impact on your performance as a law firm owner.How Janice thinks about building a firm that provides both financial opportunity and personal freedom.Why generosity remains one of the principles she wants guiding her growth.Timestamps00:00 — Why Janice took her name off her law firm07:00 — Building a niche around the Filipino community15:00 — Growing through grassroots marketing and relationships24:00 — Getting comfortable showing up on social media31:00 — Building a law firm that creates more freedom38:00 — How improving her health made her a better lawyer46:00 — Money mindset, scarcity, and learning to charge your worth54:00 — Losing $50K to a scam and rebuilding the firm strongerConnect with Janice: InstagramFacebook

How Values Drive Company Culture and Customer Satisfaction    Shep interviews Paul Ingram, Kravis Professor of Business at Columbia Business School and author of What Do You Really Stand For?. He discusses how aligned organizational values create a stronger company culture, improves employee retention, and ultimately enhances the customer experience.    This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:      How does aligning corporate values with personal values improve customer experience?  Why is value alignment critical for increasing employee retention and engagement?   How do a company's core values influence customer buying decisions and brand loyalty?   What role do leaders play in modeling and sustaining an authentic company culture?   How does hiring for shared values impact culture and workplace satisfaction?   Top Takeaways:      Companies whose values are aligned with leadership, employees, and customers create a smoother, stronger connection.     An organization's culture reflects the values of the employees who make it up. When employees work in an environment that shares the same values that they have, they are more motivated and collaborative. The organization becomes a "destination employment," where they are excited to show up every day and are happy to stay long-term.   For company values to be authentic and effective, leaders must personally demonstrate and model them. Their voice is much more amplified as employees look up to them. If there's a disconnect between what is articulated at the top and leadership's actions, employees become disengaged, and it shows in how they interact with customers.    Customers are more likely to buy from brands that embody values similar to their own. When a company authentically represents what matters to its customers, it influences their purchasing decisions and long-term support.    Research shows that employees deeply aligned with company values require a 40% salary increase to leave their jobs. Hiring for values rather than just skill nurtures a culture where people want to stay and contribute.    Culture is a collective product of everyone's values and beliefs. While you can guide culture and select people who share your principles, authentic values cannot be forced onto employees.   By encouraging people to share what makes them distinct, companies create a culture where employees feel seen, fulfilled, and invested in the team's success.    Keeping reminders of personal values accessible, whether it is written in a notecard or printed on a mug, can help you ground your actions and weigh your decisions against what truly matters to you.    Plus, Shep and Paul discuss the importance of shared values in different industries like music and sports. Tune in!    Quote:     "Any two entities interact more smoothly and more productively if their values are aligned."    About:      Paul Ingram is the Kravis Professor of Business at Columbia Business School and the author of What Do You Really Stand For?  a book focused on helping individuals and organizations identify and align their core values.    Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.  Learn more about your ad choices. Visit megaphone.fm/adchoices

This week's WeatherBrains episode is all about Hawaii. Joining us tonight as Guest WeatherBrain is the Chief Meteorologist at Hawaii News Now.  She has given over 15 years of service and has provided trusted coverage for the Hawaiian Islands including tropical cyclones, earthquakes, tsunamis, fires, and other natural disasters.  She earned her Bachelor's degree in Atmospheric Ocean Science at San Fransisco State University.  Jennifer Robbins, welcome to WeatherBrains! Tonight's Guest Panelist is the Warning Coordination Meteorologist (WCM) at the NWS office in Honolulu.  He works Statewide with a wide variety of partners and earned his Bachelor of Science in Atmospheric Sciences from the University of Michigan in 1998.  He started at NWS Marquette MI in 1999, and has worked with the NWS Honolulu since 2006, and the WCM since 2017.  John Bravender, thanks for joining us tonight! Our email officer Jen is continuing to handle the incoming messages from our listeners. Reach us here: email@weatherbrains.com. Jennifer's early weather background (10:00) John's early weather background (15:30) What exactly is it like to forecast for the State of Hawaii?  (18:00) Difficulties forecasting with Hawaiian microclimates (20:00) Employee organization at NWS Honolulu (25:30) Torrential rainfall and major flooding in Hawaii caused by Kona lows (33:00) What exactly is a Kona low?  (42:30) What happened to the Central Pacific Hurricane Center? (49:00) 1992's Hurricane Iniki (50:00) Introduction of chickens to Hawaii in the wake of Hurricane Iniki (53:30) Fire weather threats and how it has changed in recent years (58:30) Tsunami risks and concerns in Hawaii (01:07:45) Warning protocol in the State of Hawaii regarding tsunamis and severe weather (01:19:30) The Astronomy Outlook with Tony Rice (01:25:30) This Week in Tornado History With Jen (01:27:30) E-Mail Segment (01:29:00) Sneak peak at future WeatherBrains episodes! (01:31:30) and more! Web Sites from Episode 1073:   Hawaii News Now First Alert Weather Honolulu, HI NWS Forecast Office Alabama Weather Network Picks of the Week: John Bravender - Homeowner's Handbook to Prepare for Natural Hazards James Aydelott - Okie James on Facebook: In 1936, the start of a truly hideous stretch of never-seen-since Summer weather in Tulsa Jen Narramore - Dyer County Historical Society Rick Smith - Out Troy Kimmel - Out Kim Klockow-McClain - Population structure and hybridisation in a population of Hawaiian feral chickens John Gordon - LoriGraceWX Monsoon Photography Bill Murray - Out James Spann - Proposed changes to WPC's Excessive Rainfall Outlook The WeatherBrains crew includes your host, James Spann, plus other notable geeks like Troy Kimmel, Bill Murray, Rick Smith, James Aydelott, Jen Narramore, John Gordon, and Dr. Kim Klockow-McClain. They bring together a wealth of weather knowledge and experience for another fascinating podcast about weather.

In this episode, Ray explores the uncomfortable truth: firm culture is revealed through what leaders reward, tolerate, and ignore on a typical Monday morning. For advisory firm owners, understanding your actual culture, not your aspirational values, has direct business impact.Ray makes the connection concrete: research from SHRM shows that employee experience and engagement account for 42% of turnover intent. Regrettable attrition is expensive. More importantly, in relational advisory businesses, internal culture becomes external client experience. Clients feel when teams are aligned, communication is clear, and people are supported. They also feel when turnover disrupts continuity and people are burned out.This episode is built around an immediately actionable framework: the culture evidence review. Rather than running another employee survey, Ray walks you through five practical questions that move culture from sentiment to evidence. You'll learn what to examine, what it means when certain behaviors are tolerated, and how to use stay interviews to listen early before exit interviews teach expensive lessons.WHAT YOU'LL LEARN IN THIS EPISODEWhy culture is revealed through behavior, not proclamation, and how to examine evidence instead of languageHow employee experience and engagement directly correlate with turnover intent (and the research that proves it)The five-question culture evidence review framework that translates culture into measurable leadership decisionsWhy tolerated behaviors become permission and what behaviors are costing your firm stability and client continuityHow to use stay interviews to listen early and understand what your best people need to stay engagedTHE FIVE-QUESTION CULTURE EVIDENCE REVIEWWhat behaviors are rewarded around here? Look past the value statement. Who gets promoted, praised, paid, invited to important conversations? Do you reward people who develop others or only those who generate revenue? Do you reward collaboration or information control? Do you reward system improvement or crisis heroics?What behaviors are tolerated? Every firm tolerates something. Poor follow-through, weak meetings, avoided feedback, disrespectful communication, hoarded clients, undermining peers, not using the CRM, treating staff as support instead of colleagues. When leaders tolerate these behaviors, tolerance becomes permission.What do employees fear saying out loud? Your team may know where the firm is stuck before leaders admit it. They know which processes are broken, which client segments drain the team, which advisors are difficult. A healthy culture gives truth a place to go.What are stay interviews telling us? Ask why people stay, what might cause them to leave, where they feel underutilized or unsupported, and what would help them grow. Listen early.What is AI anxiety doing to the culture? Employees may not directly name AI fear. They hesitate to use tools, fear being replaced, or assume productivity gains mean more work. Leaders need to surface this conversation.COACHING QUESTIONS FOR YOUR LEADERSHIP TEAMWhat behaviors are shaping your culture more than your stated values do?Where is the firm tolerating behavior that undermines trust or performance?What would your employees say the culture rewards most in your firm?What are stay interviews telling you before exit interviews make the lesson costly?How is AI anxiety manifesting in the culture, even if people are not naming it directly?Building the Billion Dollar Business is hosted by Ray Sclafani, Founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

Hiring a great employee is only the beginning. What happens during their first days, weeks, and months can determine whether they become a long-term asset to your property management company or another hire that doesn't work out. In this episode of the Property Management Business Podcast, Marc Cunningham sits down with Pete Neubig of VPM Solutions to break down how to successfully onboard and train a new employee. They walk through the entire process, from preparing for a new hire's first day and introducing company culture to creating a structured training program, evaluating performance, and eventually giving employees the independence to own their roles. Pete explains why training should move from broad company knowledge into role-specific responsibilities, how long training should last, and why new employees should build their own training manuals as they learn. Marc also shares how his team evaluates new hires, uses weekly one-on-one meetings, and determines when someone simply isn't the right fit. If you're investing time and money into finding great people, this episode will help you make sure that investment doesn't end on hiring day. Connect with Pete and VPM Solutions at https://www.vpmsolutions.com/affiliate/pm-build Property Manager Websites - the highest performing property management website in the industry Vendoroo- An always-on AI teammate to handle all aspects of maintenance Enterprise Bank & Trust - Property Management banking specialists   Rentvine - the property management software you can trust   Lending One - real estate loans for investors   Reconcile Daily - corporate & trust accounting experts   PMbuild - Marc's education for property managers   Denver Property Management - Grace Property Management website   This podcast is produced by Two Brothers Creative.  

How do you combat employee turnover when, as a private practice, you have a hard time paying what larger competitors can pay? My guest today is a partner in a primary care practice. She's living this question, and she'll share what they do with us. Katie Nunn, MBA, CMPE, provides training and coaching for healthcare leaders and their organizations on process improvement, financial optimization, and cultural transformation. Leveraging extensive experience with financial and operational turnarounds, she is a valuable advisor for an organization experiencing rapid expansion or change. With over 20 years' experience in healthcare leadership, her broad areas of expertise include practice assessments, process improvement, financial management, IT implementations, telemedicine, strategic planning, providers on-boarding, and cultural transformation. In this episode Carl White and Katie Nunn discuss: How often they experience turnover in the practice Katie's experience with what works to combat turnover and what hasn't Benefits of  turnover – reorganize, when poor performers leave, etc. Want to be a guest on PracticeCare®? Have an experience with a business issue you think others will benefit from? Come on PracticeCare® and tell the world! Here's the link where you can get the process started. Connect with Katie Nunn https://www.linkedin.com/company/bright-ideas-medical-consulting/ Connect with Carl White Website: http://www.marketvisorygroup.com Email:  whitec@marketvisorygroup.com Facebook:  https://www.facebook.com/marketvisorygroup YouTube: https://www.youtube.com/channel/UCD9BLCu_i2ezBj1ktUHVmig LinkedIn: http://www.linkedin.com/in/healthcaremktg

For years, businesses have relied on a simple formula to motivate employees: pay them more. Need better performance? Offer a bonus. Need to improve retention? Raise wages. Need people to work harder? Add another incentive program. Compensation matters, but it isn't always the deciding factor leaders think it is. In a recent conversation with Joe Rockey, founder of Elite Business Cruises, we explored a different angle: the strongest organizations don't win because they pay the most. They win because they've built a culture where employees actually want to succeed together. About Joseph Rockey Jr. Joseph Rockey Jr. is the founder of Elite Business Cruises, a serial entrepreneur who has launched nearly 30 businesses, an international best-selling author, and a business consultant specializing in employee motivation, leadership, and business culture. Rather than focusing solely on traditional training programs, Joe helps organizations improve employee engagement, strengthen workplace relationships, and create cultures that attract and retain top talent. His work centers on the idea that businesses succeed when they build stronger relationships with both their employees and their customers. The Problem Isn't Always the Paycheck Joe shared a story from the COVID era, when businesses found themselves competing for workers by constantly raising hourly wages. Restaurants on the same intersection kept outbidding each other by a few cents or a dollar, hoping to attract staff. Workers simply moved to whichever place paid more. It became an endless cycle. The real problem wasn't compensation—it was that every business was running the same play. Eventually, Joe helped one business try something different. Instead of asking "How do we pay people more?" they asked "How do we give people a reason to care?" The answer wasn't another raise. It was building an experience employees wanted to earn together. Most Businesses Don't Actually Have Teams One of the biggest ideas from our conversation was surprisingly simple: many companies aren't really teams. They're collections of individuals who happen to work in the same building. Everyone shows up, does their assigned work, collects a paycheck, and goes home. There's nothing inherently wrong with that, but it makes engagement, accountability, and loyalty hard to build. Joe described the unspoken agreement at many workplaces: "Don't ask about my personal life, and I won't ask about yours." That mindset creates employees who work beside each other instead of with each other. Culture Creates Motivation What made Joe's approach interesting wasn't the cruise itself—that was just the reward. The real work happened long before anyone boarded the ship. Employees worked toward a shared goal, and instead of competing against each other, they started helping each other succeed because everyone's outcome was tied together. That shift changes everything. People start sharing knowledge, helping coworkers solve problems, and investing in each other's success instead of only their own. That's culture, and it's incredibly hard to build with money alone. Training Only Works When People Care Another insight that stood out: most organizations pour real time into onboarding programs, documentation, and training sessions, then wonder why nobody seems to pay attention. Joe's take is that people don't tune out training because the material is bad. They tune out because they aren't emotionally invested in the organization delivering it. When employees feel connected to the company's mission and the people around them, they engage with training far more readily. Better Culture Attracts Better Talent Great cultures recruit themselves. Employees tell friends where they enjoy working, positive experiences spread, and strong teams become magnets for talented people. Instead of constantly chasing someone else's best employee, companies can build an environment where great people choose to join because they want to be part of something meaningful. That's a very different recruiting strategy than posting another job listing with a slightly higher salary. What Leaders Can Learn Technology, AI, and automation keep changing how businesses operate, but none of it replaces culture. If anything, it makes culture more important. The organizations that thrive over the next decade won't be the ones with the newest tools or the biggest tech budgets—they'll be the ones that know how to align people around shared purpose and build environments where employees genuinely want to contribute. Technology can improve productivity. Culture determines whether people want to use that productivity to help your organization succeed. Final Thoughts Compensation will always matter. People deserve to be paid fairly. But if your only strategy for motivation is another raise or another bonus, you'll eventually find yourself in a race someone else can always outbid. Culture isn't built overnight, and it isn't created with one team outing or one incentive program. It's built by giving people a reason to believe they're working toward something together. When that happens, motivation stops being something leaders have to manufacture—it becomes part of the organization's identity. Stay Connected: Join the Developreneur Community

Full show notes here: https://sociallyausome.com/post/why-companies-wont-support-adhd-employees/What You'll Learn:The real cost of replacing an employee (and why it's higher than you think)The three wrong answers companies give and why they're wrongThe Split Ledger: the structural reason accommodation never happensFour mechanics that keep the cost and the cure in different placesWhat to do if you're an ADHD employee at an unsupportive jobWhat managers need to see to change behaviorKey Numbers:Gallup: Replacing an employee costs 50-200% of their annual salarySHRM: Same range, depending on roleMid-level employee at $60K: Replacement costs $30-$120KVoluntary turnover costs US businesses: ~$1 trillion per yearTeam productivity drop after turnover: ~11%The Split Ledger — 4 Mechanics:Cost (HR budget) and cure (manager decision) have different ownersTimelines don't match (quarterly goals vs. 14-month retention)No line item for "resignations prevented"Accommodation gets routed through legal, not performanceThree Tactical Moves for ADHD Employees:Don't use "accommodation" unless you need legal protectionIf you do need protection, use it deliberatelyFrame requests as output, not as personal needWant to talk about ADHD Consulting for your company? Fill out the form here: https://sociallyausome.com/adhd-workplace-consultantResources:FLOW-First Thinking: https://sociallyausome.com/books/flow-first-thinkingBook Alyece to Speak: https://sociallyausome.com/alyece_speakingInstagram: @socially.ausome

“It was the most fun role I think I'll ever do”. How do visionary founders build teams to protect their time for big ideas? Katie Cirulli (Chief Emerging Brands Officer & fmr. President, Grüns) joins Connor Rolain (Head of Growth, HexClad) and Cody Plofker (Advisor & fmr. CEO, Jones Road). She joined Grüns as employee four and rose from Chief of Staff to her current role. Before that, she spent years at McKinsey and Meta. She explains why founders need integrators, and how AI powers Grüns. She walks through the chief of staff role she built with Chad Janis. The CPM arbitrage test was an early swing that never scaled, unlike the LTO strategy that followed. Grüns now runs five emerging brands through dedicated marketing pods. Paid media, creative, and CRO, all guided by the same paper wall mindset. Powered By Motion https://9ops.co/motion-runneth Haus https://www.haus.io/operators NeonPixel https://9ops.co/neonpixel Richpanel https://9ops.co/richpanel-mops Proppel https://9ops.co/weareproppel Aftersell https://9ops.co/aftersell-mops Operators Newsletter https://9operators.com/ 

Psychological safety is more than a workplace term. It shows up in the everyday experiences employees have with their leaders, their teams, and the systems around them.In this episode of High Velocity Radio, host Lee Cantor talks with Sacha Thompson, founder of The Equity Equation, about creating authentic workplaces where people feel valued, heard, and able to contribute. Sacha shares how leaders can move beyond buzzwords and focus on what employees are actually experiencing day to day.Together, they explore the disconnect between stated culture and lived experience, the role of leadership alignment, the impact of AI on employee roles, and why investing in employee development is essential for building trust and sustaining healthy teams. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Host Colleen O'Connell-Campbell sits down with fellow Certified Exit Planning Advisor and Board Member of Employee Ownership Canada. Peter Walker - a proud Prince Edward Islander whose eighth-generation family farm shaped everything he believes about ownership, community, and legacy. Peter shares the story of the first business transition conversation he ever had (at 14, at the kitchen table, with his father) and how the eventual wind-down of the family farm rippled through his small community. The episode also marks a milestone for Canadian succession planning: the federal government has made the EOT capital gains exemption permanent, removing the sunset clause that had left owners and advisors uncertain. Peter and Colleen unpack why so many Canadian business owners - especially in rural and Atlantic Canada - avoid succession planning, the access-to-capital challenges outside major cities, the research behind employee ownership's financial and social benefits, and the single most important piece of internal due diligence a founder can do: knowing their own story before someone else writes it for them.   Key Takeaways: The EOT capital gains exemption is now permanent - and it's law. After years as a temporary measure set to expire at the end of 2026, the federal government moved in its spring economic update to make the up-to-$10 million capital gains exemption on qualifying sales to an Employee Ownership Trust permanent. That change has since passed into law (Bill C-30, Royal Assent June 18, 2026), removing the previous sunset clause and giving owners and advisors long-term certainty to plan around the structure. Peter, a board member of Employee Ownership Canada, was involved in the advocacy toward this outcome.   Peter's roots run deep in St. George, PEI (population 90), on a potato and cattle farm in his family since the 1790s - he would have been the eighth or ninth generation. His father sat him and his brother down when Peter was 14 to tell them they would not be taking over the farm. His father operated another 10 years, wound it down in a way that kept the land in the family (now approaching 300 years), but the closure cost about 15 neighbours their seasonal work, local businesses a customer, and the community a piece of its tax base.   Peter frames this as his third act - after Parliament Hill and a career at one of the big five banks. His work now has two halves: helping normalize the transition conversation for business owners, and advocating to grow employee ownership in Canada.   Two structural problems he sees, especially outside major cities: first, access to capital is severely limited - in his experience, capital does not flow easily east of Montreal or into rural regions. Second, the emotional, identity-driven avoidance of succession planning. Owners who strongly identify with being an owner resist planning for a day they can no longer be one, pushing it off until a crisis (death, divorce, disability) forces a rushed outcome.   A recurring insight: many owners can build a long-term strategic roadmap for their business in their sleep, but have never been taught to build one for themselves. The internal due diligence - deciding what you actually want your outcome and legacy to be - is the work most people skip.   The research behind employee ownership (five decades in the U.S., over a decade in the U.K.) is compelling: 8-12% productivity increases, more profitable and resilient companies, loans repaid faster, fewer closures in downturns, and employees retiring with roughly twice the retirement wealth of those at comparable non-employee-owned firms.   Employee ownership is a spectrum, not one thing: worker co-ops (fully democratic, one member/one vote), management buyouts, Employee Ownership Trusts (designed specifically as a transition vehicle), and Employee Share Ownership Plans. EllisDon - one of Canada's largest construction companies - is 100% owned by the people who work there.   Peter's framework for owners: stress-test your thinking across two axes - how much you care about the money, and how much you care about legacy. Conventional wisdom says maximize money and ignore legacy, but Canadian Federation of Independent Business research shows most owners feel genuine internal conflict between the two. If you land in the "maximize value, legacy doesn't matter" quadrant, you have earned the right to sell to a third party - go for it. If legacy matters, then employee ownership, ETA, family transition, or a mix deserve real consideration.   Start early - much earlier than most people think. Peter's father was 38 when he had that kitchen-table conversation, wrestling with 200 years of legacy. Most owners wait until they have decided to sell, which Peter considers far too late; the preparation should begin three to five years prior, at minimum.   A cash-rich exit is not only about maximizing the dollar value - it is about being intentional about what happens next for you, your business, your people, and your community. For many Canadian owners, especially in rural communities, the real opportunity is to begin planning early enough to create options that preserve local jobs and legacy - and, now that the exemption is permanent, to give employee ownership a serious look. Book a one-on-one Wealth Gap Analysis with Colleen O'Connell-Campbell. Reach out on LinkedIn or email.   Please leave a five-star rating and review - it helps more founders find the show and build their path to an intentional, cash-rich exit.   ***   The Cash Rich Exit Podcast is brought to you by O'Connell-Campbell Wealth Management at RBC Dominion Securities.   All opinions expressed by the host, Colleen O'Connell-Campbell, and podcast guests are solely their own opinions and do not reflect the opinion of RBC Dominion Securities.   This podcast is for informational purposes only before taking any action based on information in this podcast you should consult with a qualified professional.   Colleen O'Connell-Campbell is a Wealth Advisor at RBC Dominion Securities, a member of the Canadian Investor Protection Fund.

Comp time sounds like a simple, employee-friendly benefit—but for many employers, it's actually one of the most misunderstood and legally risky practices in the workplace. Today, we'll separate fact from fiction and explain what every HR professional and business leader needs to know before offering time off instead of overtime pay. Phil Brandt and Burt Garland discuss the legal implications. Five Common Misconceptions "Employees agreed to it." Employee agreement does not eliminate FLSA obligations. Protected wage rights generally cannot be waived simply because both parties prefer another arrangement. "We're a small company." Many smaller employers remain subject to federal overtime requirements. Organization size alone does not determine coverage. "They're salaried." Salary alone does not determine exempt status. Job duties, salary basis, and applicable legal tests determine whether overtime rules apply. "Flexible schedules are illegal." Not at all. Employers can often adjust schedules within the same workweek to avoid overtime while remaining compliant. The key is that overtime calculations are based on the workweek—not future weeks. "We've always done it this way." Longstanding practice does not create legal compliance. Many wage-and-hour investigations begin after an employee complaint reveals an informal policy that has existed for years.

Today's guest will join the Restaurant Unstoppable Network for a live Q+A on August 24th, 2026 at 11AM EST. To join us and engage with all our guests and events, go to restaurantunstoppable.com/live -OR- to just catch today's guest, head over to restaurantunstoppable.com/cwe and we will get you a link to join that specific event for FREE! Kathy Terry co-founded P. Terry's with her husband, Patrick Terry, in 2005, opening the first location in Austin, Texas. Known as the company's guiding conscience, she helped shape the brand's mission around quality food, exceptional service, and community-minded philanthropy. Today, P. Terry's operates 38 locations across Texas. Join RULibrary: www.restaurantunstoppable.com/RULibrary Join RULive: www.restaurantunstoppable.com/live Set Up your RUEvolve 1:1: www.restaurantunstoppable.com/evolve Subscribe on YouTube: https://youtube.com/restaurantunstoppable Subscribe to our email newsletter: https://www.restaurantunstoppable.com/ Today's sponsors: - https://www.hermetic.ai/ Hermetic.ai Private event leads die in inboxes every day. Mia fixes that. She's an AI agent that responds within seconds, handles the back-and-forth, and fills your event calendar — automatically. Fully integrated in under 10 minutes. Head to hermetic.ai and put her to work. - Hotshift - Hotshift is the all-in-one tool built by a restaurant owner, for restaurant owners. Scheduling, hiring, training, reviews — one roof, one login. Plusreal-time labor cost forecasting before the shift ever starts. Head to hotshift.pro/unstoppable. - Restaurant Technologies — the leader in automated cooking oil management. Their Total Oil Management solution is an end-to-end closed loop automated system that delivers, monitors, filters, collects, and recycles your cooking oil eliminating one of the dirtiest jobs in the kitchen.. Automate your oil and elevate your kitchen by visiting rti-inc.com or call 888-779-5314 to get started! - US Foods - Running a restaurant takes MORE than great food – it takes reliable deliveries, quality products and smart tools built for foodservice. Restaurant Unstoppable listeners get a free business bundle when they become a US Foods customer.  Visit usfoods.com/unstoppable. - Guest contact info:  LinkedIn: https://www.linkedin.com/in/kathy-terry-atx/ Thanks for listening! Rate the podcast, subscribe, and share! 

For nearly a century, the Hotel Alex Johnson has towered over downtown Rapid City, hosting presidents, Hollywood stars, and generations of travelers. But some guests apparently never checked out. Employees report phantom high heels crossing empty floors, elevators moving without passengers, and the apparition of the hotel's long-dead founder still watching over his lobby. Then there's Room 812—where a young bride plunged eight stories to her death and guests now claim something opens the windows, crawls into their beds, and wanders the hallway dressed in white. Tonight, we check into one of South Dakota's most enduring haunted landmarks and uncover the strange disappearance of the hotel's decades-long record of paranormal encounters.   YouTube - https://www.youtube.com/@HauntedAmericanHistory TikTok - @hah_podcast hauntedamericanhistory.com Patreon- ⁠⁠⁠⁠⁠⁠https://www.patreon.com/hauntedamericanhistory⁠⁠⁠⁠⁠⁠ HAH DISCORD - https://discord.com/invite/bJdbpH3hQm Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Todd Dawalt breaks down how to hold employees accountable in your construction business using the Big 5 Accountability System. It's a simple, repeatable way to build ownership across your team without micromanaging or hovering all day. ⚡Schedule a Business Evaluation Call with The Construction Leading Edge Team: https://go.constructionleadingedge.com/qualification?utm_source=audio%20podcast&utm_medium=audio&utm_campaign=456

In this conversation, Boris Musheyev, founder of BORISMTAX, ranked No. 2,051 on the 2025 Inc. 5000, shares his approach to employee experience, leadership, and building a strong company culture. Boris describes the firm as a tax planning and advisory business focused primarily on helping business owners better understand and manage their taxes through clear communication and education. He explains how leading by example and taking a family-first approach have helped him attract and retain talented employees by creating a workplace where people feel supported, personal needs can be discussed openly, and work-life balance is valued. Boris also discusses the importance of celebrating his team, offering flexibility, and avoiding unnecessary overtime outside of tax season.  Above all, he emphasizes that people are the company's greatest asset, that hiring should be intentional, and that he will always prioritize his team when a client treats them disrespectfully. The conversation offers an insightful look at how thoughtful leadership and a people-first culture can contribute to both employee satisfaction and long-term business success. Episode Highlights & Time Stamps 0:06 Family First, Lead by Example 0:49 Employee Experience Matters 2:35 Meet Boris M. Tax 7:10 Core Leadership Principles 8:26 Building a Family-First Culture 11:46 Signs of True Family Values 15:22 Experience Over Output 17:50 People Are the Biggest Asset 20:58 Team Before Clients 23:17 Lead by Example and Growth The Bigger Leadership Lesson ✅The most important takeaway from this conversation is that culture isn't built through slogans. It's built through repeated actions. ✅If you say family comes first, your employees need to see you live it. ✅If you say people matter, you need to invest in them. ✅If you say respect matters, you need to protect your team when difficult situations arise. ✅And if you want people to bring energy and commitment to the business, leaders have to create an environment where people feel valued, trusted, and supported. ✅Boris's approach demonstrates that you don't have to choose between a high-performing company and a people-first culture. The right culture can become one of the reasons your company performs better. Key Takeaways for Founders ✅Lead by example. Your team will follow what you do more than what you say. ✅Make your values visible. Values only matter when they influence real decisions. ✅Put people before processes. Your employees are a major driver of growth and scalability. ✅Create an experience, not just a job. Give people reasons to enjoy being part of your company. ✅Support employees as whole people. Their families, goals, and lives matter. ✅Protect your culture. Not every client or employee is the right fit. ✅Invest in your people. Coaching, development, and personal support can build long-term loyalty. Remember that culture affects the bottom line. A strong employee experience can translate into stronger teams, happier customers, and a healthier business. Listen to the Full Episode If you're a founder working hard to grow your company but still find yourself too deeply involved in the day-to-day, this episode offers a different perspective: your company's growth isn't just about working harder. It's about building the people, culture, and leadership systems that allow the business to grow beyond you. Listen to the full conversation to hear Boris's firsthand experiences and practical approach to building a company where people genuinely want to show up, contribute, and grow.

Traditional business vs network marketing — which business model actually gives entrepreneurs the better opportunity to build income, freedom and long-term success?In this episode of The ME Show, Ali Mehdaoui sits down once again with Mike Maser, ACN Senior Vice President and professional network marketer, for an open and candid conversation comparing two very different approaches to entrepreneurship.Ali comes from the world of traditional business ownership—building companies, creating brands, hiring employees, managing overhead, acquiring customers and carrying the financial responsibility that comes with owning and operating a company.Mike Maser has taken a different path through the network marketing business model, building within ACN's established infrastructure while focusing on customer acquisition, leadership, duplication, team development and creating leverage.So what happens when you put both entrepreneurs at the same table?We break it down.In this conversation, we discuss:✅ Traditional business vs network marketing✅ Startup costs and financial risk✅ Employees vs independent business owners✅ Business ownership and control✅ Overhead and operating expenses✅ Customer acquisition✅ Network marketing misconceptions✅ Direct selling and relationship-based business✅ Building and leading successful teams✅ Scalability and leverage✅ Residual income vs traditional business revenue✅ Time freedom and entrepreneurship✅ Why some businesses succeed while others fail✅ Who should — and should NOT — consider network marketing✅ The future of entrepreneurshipThis isn't about pretending that one business model is perfect.Traditional entrepreneurship has advantages.Network marketing has advantages.And both require discipline, leadership, consistency and the ability to create value.The bigger question is:Which vehicle makes sense for the life and business YOU want to build?Mike and Ali put both models on the table—the strengths, weaknesses, misconceptions and realities behind each one.This conversation is only the beginning.

Chuck Todd opens with the Greenland oil expedition, an episode so strange it borders on parody: an American oil company drilling in defiance of another country's laws, with Trump's blessing, and — the detail that breaks the brain — Dr. Phil hired to document the whole thing. It's a fitting overture for a week in which the Senate confirmed Todd Blanche as Attorney General 50-49 at four in the morning before fleeing town for recess, with only Collins and Murkowski defecting. Chuck admits he was wrong; he never thought Blanche would actually get there. What galls him is the surrender it represents. Bill Cassidy's rationale — that Trump "needs someone to tell him no" — is laughable given that Blanche has said outright that the rule of law belongs to Trump and the DOJ won't be independent. John Cornyn's shrug that "there's nothing we can do to rein in the president" is, Chuck argues, the confession of a coward: senators possess the authority and simply refuse to use it, giving away what little leverage they had. The debate has now been reduced to whether the Attorney General is the people's lawyer or the president's. Then takes on the question of why Democratic voters keep rewarding progressives whose politics they don't actually share, and his answer is that half the Democratic electorate did not suddenly become socialist — they're furious about 2024, and specifically about leadership deciding the nominee for them. They didn't dislike Harris; they wanted a choice, and they'd watched the establishment coalesce around Biden in 2020 to produce a presidency that ended with Trump's return. Progressives are the only Democrats willing to say the party screwed up, and voters will give you enormous latitude on the cure if they trust your diagnosis. Chuck illustrates it with a Washington Post story about the Conn brass instrument factory in Ohio, bought by Trump-supporting, tariff-championing investor John Paulson and now closing as production moves offshore — where the disillusioned employees don't plan to vote at all, because they feel the system has failed them for decades. He believes the opening in American politics right now isn't centrism, it's breaking up an establishment that voters believe is more worried about losing donors than losing their votes. He wonders aloud whether the answer is a military leader — he's intrigued by retired General Chris Donahue, essentially Captain America on paper, pushed out by Trump and Hegseth, with credibility across the aisle. Americans are exhausted by being told the other half of the country is the bad guy, they're desperate for honesty and a reboot of a captured government, and the space is wide open for someone to fill it. But Chuck’s closing caution matters: the system is badly screwed up, and that still isn't a reason to burn it all down. Then, Oscar-nominated documentarian Rory Kennedy joins the Chuck Toddcast to discuss Freefall: A Reckoning for Boeing, her Netflix follow-up to 2022's Downfall premiering August 19th — a film built around the death of whistleblower John Barnett and the current and former employees who came forward after it. Kennedy's central finding is damning in its simplicity: at the end of Downfall, Boeing swore it had learned its lesson and changed its ways. It hadn't. More incidents followed, whistleblowers reached out to tell her conditions had actually gotten worse, and she says she believes Boeing bears responsibility for Barnett's death. Kennedy walks Chuck through the structural rot she sees behind the headlines — a near-total lack of competition, a revolving door between the FAA and the company it's supposed to regulate, a McDonnell Douglas merger that reoriented the entire culture around quarterly earnings instead of engineering excellence, and the decision to leave Seattle in search of a non-union workforce — which matters enormously, she notes, because unions are what give workers real whistleblower protection. Boeing is simultaneously one of the most heavily subsidized companies in American history and, right now, one that isn't being held accountable in any meaningful way. Kennedy is unusually direct about the practical takeaway: she won't fly on a 737 MAX and actively chooses flights on other aircraft, pointing out the counterintuitive reality that older model planes are often the safer bet — a consumer shift that has hit budget airlines hardest. She and Chuck get into the incidents that never made national news, including oxygen masks that failed to work, and she's blunt that the Trump administration hasn't provided anything resembling adequate regulatory oversight while families of the 346 crash victims are still fighting to hold the company responsible. Kennedy sees this fall's elections as a genuine chance to put people in place who care about the flying public, and reflects candidly on how she's feeling about American politics generally — that this administration is making choices that are hurting a lot of people. There's also a lovely detour into Ethel, her documentary about her mother, which she says holds a special place in her heart, plus a look at what she's working on next. Finally, Chuck hops into the ToddCast Time Machine to revisit two different but related events: the signing of the Social Security Act by FDR, and Richard Nixon announcing price and wage controls to combat inflation. Chuck argues that America has always flirted with socialism even if we call it by another name. He also answers listeners questions in the “Ask Chuck” segment. Upgrade your everyday. Go to https://Quince.com/CHUCK for free shipping on your order and 365-day returns. Play ball and swing for the fences on FanDuel, an official partner of the MLB at https://FANDUEL.COM. For free and unbiased Medicare help, dial (980) 734-3985 to speak with my trusted partner, Chapter, or go to askchapter.org/chuck / *Paid Partnership Chapter and its affiliates are not connected with or endorsed by any government entity or the federal Medicare program. Chapter Advisory, LLC represents Medicare Advantage HMO, PPO, and PFFS organizations and stand alone prescription drug plans that have a Medicare contract. Enrollment depends on the plan’s contract renewal. While we have a database of every Medicare plan nationwide and can help you to search among all plans, we have contracts with many but not all plans. As a result, we do not offer every plan available in your area. Currently we represent 50 organizations which offer 18,160 products nationwide. We search and recommend all plans, even those we don’t directly offer. You can contact a licensed Chapter agent to find out the number of products available in your specific area. Please contact Medicare.gov, 1-800-Medicare, or your local State Health Insurance Program (SHIP) to get information on all of your options. Timeline: 00:00 Chuck Todd’s introduction 00:30 Trump’s crazy Greenland oil adventure 01:15 Trump is just ignoring the laws of another country 01:45 Craziest detail is oil company hired Dr. Phil to document the expedition 02:15 Trump has gone out of his way to alienate European allies 02:45 Oprah gave us Dr. Oz & Dr. Phil… which is not a good thing 06:45 U.S. senate leaves town for recess after passing funding bill 07:15 Todd Blanche is now the confirmed AG for the United States 08:00 Republicans passed none of the things they said are priorities 09:00 GOP has a trifecta and still can’t get anything done 10:00 Was wrong about Blanche, didn’t think he’d actually get confirmed 10:45 Confirmed 50-49, not surprising Collins & Murkowski defected 11:45 Cassidy’s rationale was “Trump needs someone to tell him no” 12:15 Cassidy’s rationale is laughable 13:15 Even Bill Barr had a line he wouldn’t cross with Trump 14:45 The senate gave away what little leverage they have with Trump 16:00 John Cornyn says “there’s nothing we can do to rein in the president” 16:30 These Republicans are cowards, won’t exercise their authority* 17:00 These senators need to do their job 18:00 Blanche said the rule of law belongs to Trump, DOJ won’t be independent 19:00 Debate is now if AG is the people’s lawyer or the president’s lawyer 19:45 If he were alive, Trump would have nominated Roy Cohn 20:30 You don’t want presidents deciding who gets investigated 21:30 Trump got involved with Reflecting Pool vandal case THIS WEEK 22:30 Trump’s entire life has been about wearing people down 23:15 Republicans have politicized DOJ more than any previous admin 23:45 MAGA’s premise is that two wrongs do make a right 24:15 Does anybody in congress understand the constitution? 25:30 Confirming Blanche will cause more public distrust in DOJ 26:30 Founders never wanted the president to determine rule of law 27:00 Senate didn’t get crypto or college sports bill passed before recess 27:45 Republicans claim SAVE act is existential, didn’t pass it 28:45 Why do voters entertain progressives that don’t align with them? 29:15 Half the democratic electorate didn’t suddenly become socialist 30:30 Democratic voters are pissed off, think party messed up in 2024 31:00 Voters are mad leadership decided who the ‘24 nominee would be 31:30 Voters didn’t dislike Harris, but they wanted a choice 32:30 In 2020, the establishment coalesced around Biden 33:15 Biden’s presidency was a failure since it resulted in Trump returning 34:00 Progressives are the only Dems saying the party screwed up 35:30 Like Trump, the progressives are saying leadership is full of shit 36:15 Voters will give you latitude on the cure if they trust your diagnosis 37:00 WaPo story about Conn factory closing & private equity 38:00 Factory is in Ohio, been making brass instruments 38:45 Factory is closing and laying off all the employees 39:30 Conn was bought by John Paulson, Trump supporter who supports tariffs 40:30 Paulson is moving production offshore after arguing against it 42:00 Plant employees were completely disillusioned with politics 43:00 Employees feel like the system has left them down for decades, won’t vote 44:30 Romney’s loss was due to millions of white voters sitting out entirely 45:15 Trump’s appeal brought those voters back into the electorate 47:15 Voters reward candidates that can diagnose & call out their problems 48:00 Trump proved politically dormant voters can be reactivated 48:30 There’s always a third destination for voters… the couch 49:00 If the two parties don’t reform themselves, they risk being replaced 50:15 The opening isn’t centrism, it’s breaking up the establishment 51:15 Politics requires huge amounts of money, results in capture 52:15 Voters believe reps are more worried about losing donors than their vote 53:00 Competence and morality are not the same thing in politics 53:45 Leaders need to admit that they screwed everything up 54:30 Americans are desperate for a reset & are embracing revolutionaries 55:00 A military leader might be exactly what we need in next president 55:45 Intrigued by retired general Chris Donahue & his resume 56:45 Donahue is basically Captain America & was forced out by Trump & Hegseth 58:15 Someone like Donahue could have the credibility across the aisle 59:30 Politics won’t acknowledge failure if they think it helps the other side 1:00:00 Americans are desperate for honesty & morality in politics 1:01:15 It’s exhausting being told the other half of America is the bad guys 1:03:15 Voters want to preserve the Republic, but don’t trust the leadership 1:04:00 Voters want a reboot, and a government that isn’t captured 1:05:00 The political space is waiting for someone to fill this vacuum 1:06:00 The system is screwed up, but we shouldn’t burn it all down 1:13:00 Rory Kennedy (Freefall) joins the Chuck ToddCast 1:14:30 Documentary “Ethel” about her mother holds special place in her heart 1:15:30 It became evident that Boeing knew about faulty systems on 737 MAX 1:16:15 Boeing swore they’d change, then more incidents happened 1:17:15 Believe Boeing is responsible for whistleblower John Barnett’s death 1:19:15 Lack of competition is one of the reasons Boeing has been sloppy 1:20:15 There’s a revolving door between the FAA and Boeing 1:22:00 Are Boeing’s problems coming from a single source, or multiple? 1:23:45 Boeing has long been a foundational American company 1:24:30 Parts for Boeing planes come from all over the world 1:26:00 Whistleblowers reached out to say problems had gotten worse 1:27:00 Right now, Boeing isn’t being held accountable 1:27:30 Haven’t seen Boeing make significant changes 1:29:15 Focus on profits and quarterly earnings outweighed safety 1:30:00 Boeing is one of the most subsidized companies in US history 1:31:00 McDonnell-Douglas merger has contributed to Boeing’s downfall 1:33:30 Wouldn’t fly on a 737 MAX and choose flights on other planes 1:36:00 Consumers choosing not to fly on the 737 MAX hurt budget airlines 1:37:00 Older model planes are actually safer 1:38:30 Decision to leave Seattle was to find a non-union workforce 1:39:45 Unions protect workers, give them whistleblower protection 1:41:00 Airbus is a better run company than Boeing 1:42:30 Boeing and Airbus are the only two options 1:44:45 The Trump administration hasn’t provided proper regulation for Boeing 1:45:15 Families of crash victims are still trying to hold Boeing responsible 1:48:15 Elections this fall could put people in place who care about the public 1:49:45 Incidents where the oxygen masks weren’t working 1:51:30 How are you feeling about politics these days? 1:52:00 Administration is making choices that are hurting a lot of people 1:53:30 What projects do you have coming up next? 1:56:00 Had a screening at Boeing with top executives 1:57:15 ToddCast Time Machine - Where America embraces socialism 1:58:45 Socialist policies have come from presidents of both parties 2:00:00 FDR signs the Social Security Act - Nixon announces price & wage controls 2:01:00 Americans worry about prosperity, not ideological consistency 2:03:30 Capitalism was being questioned after the Great Depression 2:04:00 FDR wanted to repair, not replace capitalism 2:04:45 Social Security started as a much smaller program than it is today 2:05:30 Congress continued adding to the program over the years 2:07:30 America imposed price & wage controls during WW2 that went beyond Nixon 2:08:15 August 15, 1971 - Nixon announces price & wage controls 2:09:30 Nixon was desperate to stop inflation 2:10:30 Administration announced ceilings on meat prices, caused shortages 2:11:45 The controls were lifted right before the election 2:13:00 We have plenty of socialist policies called by another name 2:14:00 The policies give the sense of individual control 2:14:45 Americans are allergic to government control over their choices 2:15:30 Government under Trump is acquiring stakes in American companies 2:17:15 America has always been more socialist than we like to admit 2:19:00 Ask Chuck 2:19:15 Are college educated Republican voters on the journey leftward? 2:23:15 How should Abdul El-Sayed respond to racist & Islamophobic attacks? 2:31:45 Do candidates on the same ballot create measurable coattails? 2:36:15 Any chance Republicans voted for El-Sayed thinking he’d be easier to beat? 2:39:15 Was Pirro’s dropping of Reflecting Pool case an offramp for Trump? 2:42:15 How does an everyday person help make real political change?See omnystudio.com/listener for privacy information.

Chuck Todd opens with the Greenland oil expedition, an episode so strange it borders on parody: an American oil company drilling in defiance of another country's laws, with Trump's blessing, and — the detail that breaks the brain — Dr. Phil hired to document the whole thing. It's a fitting overture for a week in which the Senate confirmed Todd Blanche as Attorney General 50-49 at four in the morning before fleeing town for recess, with only Collins and Murkowski defecting. Chuck admits he was wrong; he never thought Blanche would actually get there. What galls him is the surrender it represents. Bill Cassidy's rationale — that Trump "needs someone to tell him no" — is laughable given that Blanche has said outright that the rule of law belongs to Trump and the DOJ won't be independent. John Cornyn's shrug that "there's nothing we can do to rein in the president" is, Chuck argues, the confession of a coward: senators possess the authority and simply refuse to use it, giving away what little leverage they had. The debate has now been reduced to whether the Attorney General is the people's lawyer or the president's. Then takes on the question of why Democratic voters keep rewarding progressives whose politics they don't actually share, and his answer is that half the Democratic electorate did not suddenly become socialist — they're furious about 2024, and specifically about leadership deciding the nominee for them. They didn't dislike Harris; they wanted a choice, and they'd watched the establishment coalesce around Biden in 2020 to produce a presidency that ended with Trump's return. Progressives are the only Democrats willing to say the party screwed up, and voters will give you enormous latitude on the cure if they trust your diagnosis. Chuck illustrates it with a Washington Post story about the Conn brass instrument factory in Ohio, bought by Trump-supporting, tariff-championing investor John Paulson and now closing as production moves offshore — where the disillusioned employees don't plan to vote at all, because they feel the system has failed them for decades. He believes the opening in American politics right now isn't centrism, it's breaking up an establishment that voters believe is more worried about losing donors than losing their votes. He wonders aloud whether the answer is a military leader — he's intrigued by retired General Chris Donahue, essentially Captain America on paper, pushed out by Trump and Hegseth, with credibility across the aisle. Americans are exhausted by being told the other half of the country is the bad guy, they're desperate for honesty and a reboot of a captured government, and the space is wide open for someone to fill it. But Chuck’s closing caution matters: the system is badly screwed up, and that still isn't a reason to burn it all down. Finally, Chuck hops into the ToddCast Time Machine to revisit two different but related events: the signing of the Social Security Act by FDR, and Richard Nixon announcing price and wage controls to combat inflation. Chuck argues that America has always flirted with socialism even if we call it by another name. He also answers listeners questions in the “Ask Chuck” segment. Upgrade your everyday. Go to https://Quince.com/CHUCK for free shipping on your order and 365-day returns. Play ball and swing for the fences on FanDuel, an official partner of the MLB at https://FANDUEL.COM. For free and unbiased Medicare help, dial (980) 734-3985 to speak with my trusted partner, Chapter, or go to askchapter.org/chuck / *Paid Partnership Chapter and its affiliates are not connected with or endorsed by any government entity or the federal Medicare program. Chapter Advisory, LLC represents Medicare Advantage HMO, PPO, and PFFS organizations and stand alone prescription drug plans that have a Medicare contract. Enrollment depends on the plan’s contract renewal. While we have a database of every Medicare plan nationwide and can help you to search among all plans, we have contracts with many but not all plans. As a result, we do not offer every plan available in your area. Currently we represent 50 organizations which offer 18,160 products nationwide. We search and recommend all plans, even those we don’t directly offer. You can contact a licensed Chapter agent to find out the number of products available in your specific area. Please contact Medicare.gov, 1-800-Medicare, or your local State Health Insurance Program (SHIP) to get information on all of your options. Timeline: (Timestamps may vary based on advertisements) 00:00 Chuck Todd’s introduction 00:30 Trump’s crazy Greenland oil adventure 01:15 Trump is just ignoring the laws of another country 01:45 Craziest detail is oil company hired Dr. Phil to document the expedition 02:15 Trump has gone out of his way to alienate European allies 02:45 Oprah gave us Dr. Oz & Dr. Phil… which is not a good thing 06:45 U.S. senate leaves town for recess after passing funding bill 07:15 Todd Blanche is now the confirmed AG for the United States 08:00 Republicans passed none of the things they said are priorities 09:00 GOP has a trifecta and still can’t get anything done 10:00 Was wrong about Blanche, didn’t think he’d actually get confirmed 10:45 Confirmed 50-49, not surprising Collins & Murkowski defected 11:45 Cassidy’s rationale was “Trump needs someone to tell him no” 12:15 Cassidy’s rationale is laughable 13:15 Even Bill Barr had a line he wouldn’t cross with Trump 14:45 The senate gave away what little leverage they have with Trump 16:00 John Cornyn says “there’s nothing we can do to rein in the president” 16:30 These Republicans are cowards, won’t exercise their authority* 17:00 These senators need to do their job 18:00 Blanche said the rule of law belongs to Trump, DOJ won’t be independent 19:00 Debate is now if AG is the people’s lawyer or the president’s lawyer 19:45 If he were alive, Trump would have nominated Roy Cohn 20:30 You don’t want presidents deciding who gets investigated 21:30 Trump got involved with Reflecting Pool vandal case THIS WEEK 22:30 Trump’s entire life has been about wearing people down 23:15 Republicans have politicized DOJ more than any previous admin 23:45 MAGA’s premise is that two wrongs do make a right 24:15 Does anybody in congress understand the constitution? 25:30 Confirming Blanche will cause more public distrust in DOJ 26:30 Founders never wanted the president to determine rule of law 27:00 Senate didn’t get crypto or college sports bill passed before recess 27:45 Republicans claim SAVE act is existential, didn’t pass it 28:45 Why do voters entertain progressives that don’t align with them? 29:15 Half the democratic electorate didn’t suddenly become socialist 30:30 Democratic voters are pissed off, think party messed up in 2024 31:00 Voters are mad leadership decided who the ‘24 nominee would be 31:30 Voters didn’t dislike Harris, but they wanted a choice 32:30 In 2020, the establishment coalesced around Biden 33:15 Biden’s presidency was a failure since it resulted in Trump returning 34:00 Progressives are the only Dems saying the party screwed up 35:30 Like Trump, the progressives are saying leadership is full of shit 36:15 Voters will give you latitude on the cure if they trust your diagnosis 37:00 WaPo story about Conn factory closing & private equity 38:00 Factory is in Ohio, been making brass instruments 38:45 Factory is closing and laying off all the employees 39:30 Conn was bought by John Paulson, Trump supporter who supports tariffs 40:30 Paulson is moving production offshore after arguing against it 42:00 Plant employees were completely disillusioned with politics 43:00 Employees feel like the system has left them down for decades, won’t vote 44:30 Romney’s loss was due to millions of white voters sitting out entirely 45:15 Trump’s appeal brought those voters back into the electorate 47:15 Voters reward candidates that can diagnose & call out their problems 48:00 Trump proved politically dormant voters can be reactivated 48:30 There’s always a third destination for voters… the couch 49:00 If the two parties don’t reform themselves, they risk being replaced 50:15 The opening isn’t centrism, it’s breaking up the establishment 51:15 Politics requires huge amounts of money, results in capture 52:15 Voters believe reps are more worried about losing donors than their vote 53:00 Competence and morality are not the same thing in politics 53:45 Leaders need to admit that they screwed everything up 54:30 Americans are desperate for a reset & are embracing revolutionaries 55:00 A military leader might be exactly what we need in next president 55:45 Intrigued by retired general Chris Donahue & his resume 56:45 Donahue is basically Captain America & was forced out by Trump & Hegseth 58:15 Someone like Donahue could have the credibility across the aisle 59:30 Politics won’t acknowledge failure if they think it helps the other side 1:00:00 Americans are desperate for honesty & morality in politics 1:01:15 It’s exhausting being told the other half of America is the bad guys 1:03:15 Voters want to preserve the Republic, but don’t trust the leadership 1:04:00 Voters want a reboot, and a government that isn’t captured 1:05:00 The political space is waiting for someone to fill this vacuum 1:06:00 The system is screwed up, but we shouldn’t burn it all down 1:11:00 ToddCast Time Machine - Where America embraces socialism 1:12:30 Socialist policies have come from presidents of both parties 1:13:45 FDR signs the Social Security Act - Nixon announces price & wage controls 1:14:45 Americans worry about prosperity, not ideological consistency 1:17:15 Capitalism was being questioned after the Great Depression 1:17:45 FDR wanted to repair, not replace capitalism 1:18:30 Social Security started as a much smaller program than it is today 1:19:15 Congress continued adding to the program over the years 1:21:15 America imposed price & wage controls during WW2 that went beyond Nixon 1:22:00 August 15, 1971 - Nixon announces price & wage controls 1:23:15 Nixon was desperate to stop inflation 1:24:15 Administration announced ceilings on meat prices, caused shortages 1:25:30 The controls were lifted right before the election 1:26:45 We have plenty of socialist policies called by another name 1:27:45 The policies give the sense of individual control 1:28:30 Americans are allergic to government control over their choices 1:29:15 Government under Trump is acquiring stakes in American companies 1:31:00 America has always been more socialist than we like to admit 1:32:45 Ask Chuck 1:33:00 Are college educated Republican voters on the journey leftward? 1:37:00 How should Abdul El-Sayed respond to racist & Islamophobic attacks? 1:45:30 Do candidates on the same ballot create measurable coattails? 1:50:00 Any chance Republicans voted for El-Sayed thinking he’d be easier to beat? 1:53:00 Was Pirro’s dropping of Reflecting Pool case an offramp for Trump? 1:56:00 How does an everyday person help make real political change?See omnystudio.com/listener for privacy information.

Watch the YouTube version of this episode HEREWhat if your law firm's case management system was designed to be as engaging as Duolingo or TikTok?In this episode, Tyson breaks down an experiment he is currently testing inside his own law firm: using the psychology behind habit-forming apps to make everyday work more engaging.Tyson shares how his firm is building features like daily streaks, personalized quests, team wins, badges, rewards, and even mini games directly into its case management system. But the goal is not to make employees addicted to work. Instead, Tyson explains how these same behavioral principles can be used with intentional guardrails to help employees know what to work on, recognize progress, and make completing important tasks a little more enjoyable.In this episode, we dive into:Why Tyson decided to gamify his law firm's case management systemThe four-part “hook model” behind many habit-forming productsHow variable rewards keep people coming back to apps like TikTok and InstagramUsing AI to create a personalized daily list of important tasksWhy Tyson built streaks—and “streak freezes”—into his firm's systemHow automated recognition can celebrate employee wins without creating unhealthy competitionWhy Tyson is hesitant to use traditional employee leaderboardsThe importance of giving productivity systems an actual finish lineHow to use behavioral psychology without encouraging employees to work constantlyWhy Tyson built a “kill switch” into the system in case gamification creates unintended consequencesTyson also explains how the firm's new “Daily Run” identifies important work from each employee's real task queue, including client communication, overdue tasks, and upcoming deadlines. Once employees complete their most important work, they can earn rewards and maintain their streak while still having a clear stopping point for the day.Timestamps00:00 — Why Tyson is making his case management system more addictive03:00 — The psychology behind habit-forming platforms05:00 — Why law firms are competing with social media for employee attention07:00 — Building streaks and rewards into everyday work09:00 — The five hooks law firms can borrow from social media10:00 — Using AI to create a personalized Daily Run14:00 — Tracking work and employee activity inside the firm16:00 — Variable rewards tied to real accomplishments19:00 — Streaks, loss aversion, and giving employees grace21:00 — Social validation without ranking employees24:00 — Why every productivity system needs a finish line26:00 — Building guardrails and a kill switch into gamificationIf you are looking for ways to get your team more engaged with the systems your firm already uses, this episode offers a fascinating look at how behavioral psychology, AI, and gamification could change the way work gets done inside a law firm.

Get the 200+ Page Optimal Living Daily Workbook (PDF) - Free. Want to turn today's episode into an actionable plan? Join the Optimal Living Weekly newsletter and I'll send you our 200-page digital workbook immediately. It's packed with the best takeaways from the show, formatted for easy reading and implementation at home. Get your free PDF workbook here: https://oldpodcast.eo.page/join Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 2137: Karl Staib explains why companies pour so much energy into wooing customers and new hires, then quietly stop wooing the people who already work for them. He shares the five one-on-one questions that surface the real reasons employees walk out the door, how to filter those answers down to three changes worth committing to, and why announcing those changes out loud is what makes the staff believe you mean it. Read along with the original article(s) here: https://digtofly.com/woo-your-employees/ Quotes to ponder: "The best way to find out why you are losing employees is to ask the staff." "Don't shy away from the ideas that are difficult to implement because this is where you'll see the most progress." "You must remember you won't keep every employee; some are just meant to spread their wings." Optimal Work Daily is a daily career advice podcast where we narrate the best articles on productivity, entrepreneurship, and work-life balance, read to you by a professional narrator so you can grow your career a little more every day. Learn more about your ad choices. Visit megaphone.fm/adchoices

On today's MJ Morning Show:Dentist Driving With Laughing Gas Arrested In A Dalmation Onesie 9 Things You Should Keep To Yourself Morons in the newsRefrigerator On The Howard Frankland Shoppers, What Is The Most Returned colorMJ Can't Do This Giveaway Today10 Things Restaurant employees know that customers don'tDon't Answer This Question When A Doctor Asks Do You Put Your Dogs Poop In Neighbor's Trash Dear Flabby: Did a neighbor go to far?Are these parents irresponsible? They left a baby in the hotel room while they went to the barCheeseburger Incident At MJ's Hous Ways People Are Trying To Save Mon Tattoo on a 9-year-oldCharged For Bumper Sticker Classic Crotchety - Stuck in the frozen food sectionSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Seeing the millions-per-employee AI headlines and wondering where your SaaS company actually stands? In episode #382, Ben Murray covers the latest ARR per FTE benchmarks from Ray Rike's Benchmarkit data. Social media is full of ARR per employee hype, but almost none of it tells you how the number was defined, whether contractors are counted, or how your company compares once you cut the data the way it actually matters. If you are benchmarking efficiency for a board deck, a raise, or a headcount plan, the aggregate number can quietly send you the wrong signal. This episode grounds the metric in real survey data so you know what good looks like for a company your size, in your region, with your pricing model. Know the headline numbers: bottom quartile at 127K, median at 193K, and top quartile at 279K of ARR per employee across the full SaaS population. See how pricing model changes everything, from usage-based leading at 291K down to subscription plus usage hybrids at 136K. Understand why efficiency can drop in the 50 to 100 million ARR band instead of climbing, and what that says about your next phase of growth. Compare the cuts that actually move the number: North America versus EMEA, and horizontal B2B versus vertical SaaS. Learn why aggregate benchmarks can be dangerous to your SaaS health, and why size and pricing bands beat the total-population average every time. Tune in to see where your ARR per employee really stands before you use it in your next board deck or fundraise. Resources Mentioned Benchmarkit (Ray Rike) - benchmarkit.ai Ben Murray's blog post with the full data cuts: https://www.thesaascfo.com/arr-per-employee-benchmarks/

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Nearly three out of five people say no one truly knows them. Almost half describe their relationships as meaningless, and most people feel disconnected from the work they spend the majority of their lives doing. Darin believes this isn't just a mental health crisis, it's a symptom of a deeper "matrix" that keeps us living someone else's version of life. In this powerful solo episode, Darin explores why comfort has become one of the greatest barriers to transformation. He explains how fear disguises itself as familiarity, why the voice holding you back often sounds exactly like your own thoughts, and how giving yourself permission to pursue your authentic vision is the first step toward reclaiming your life. Through personal stories, practical mindset shifts, and a call to courageous action, Darin reveals why escaping the matrix isn't about fighting the outside world—it's about overcoming the internal programming that's kept you playing small. This episode is the first installment of a deeper multi-part conversation, with additional principles available in the full extended version live now on my Patreon: https://patreon.com/DarinOlien  What You'll Learn Why comfort may be the greatest obstacle to living your purpose Darin's definition of the "matrix" and how it operates through your own thoughts Why fear often disguises itself as comfort and familiarity How to recognize when you've outsourced your power The importance of giving yourself permission instead of waiting for approval Why your vision must be bigger than your fear How Darin overcame self-doubt to ask a celebrity to join his documentary series Why meaningful change begins with choosing possibility over limitation How to identify the internal stories keeping you stuck Why building a SuperLife requires consistently choosing discomfort over complacency Chapters 00:00:00 – Welcome to SuperLife 00:00:32 – Sponsor: Alkemis 00:03:23 – The loneliness epidemic and the modern matrix 00:04:20 – What the "matrix" really is 00:05:23 – Why you can't think your way out of it 00:06:04 – Comfort: fear's greatest disguise 00:06:37 – The internal voice keeping you stuck 00:07:05 – Darin's story of overcoming fear to ask a celebrity for help 00:09:09 – Why courage creates unexpected opportunities 00:10:19 – The matrix doesn't need to trap you—it only needs to keep you comfortable 00:11:24 – What people actually need to break free 00:11:53 – Give yourself permission 00:12:25 – Sponsor: Manna Vitality 00:14:20 – Stop outsourcing your power 00:15:20 – Build a vision powerful enough to break inertia 00:16:03 – Darin's vision: creating a world that works 00:17:15 – Reclaim your power and choose your own path 00:17:33 – What comes next in Part Two on Patreon 00:18:23 – Continue the journey on Patreon Thank You to Our Sponsors Alkemis: Go to https://alkemispaint.com/ and use code DARIN10 for 10% off your order. Manna Vitality: Go to mannavitality.com/ and use code DARIN12 for 12% off your order. Join the SuperLife Patreon: This is where Darin now shares the deeper work: - weekly voice notes - ingredient trackers - wellness challenges - extended conversations - community accountability - sovereignty practices Join now for only $7.49/month at https://patreon.com/darinolien Find More from Darin Olien: Website: darinolien.com Instagram: @darinolien Book: Fatal Conveniences Platform & Products: superlife.com New Show: Roadmap to Happiness Key Takeaway "The greatest prison isn't built with walls—it's built with comfort. Every time you choose familiarity over possibility, fear over vision, or permission from others over trust in yourself, you reinforce the life you say you want to escape. Freedom begins the moment you stop waiting, reclaim your power, and take the first uncomfortable step toward the life you know you're meant to live."     Bibliography/Sources: Loneliness & Connection Data Gallup. (n.d.). State of the global workplace report [Data on loneliness]. Reach Out Recovery. (n.d.). Statistics on loneliness and how to cope. https://reachoutrecovery.com/ Science of People. (n.d.). Loneliness statistics: How many people are lonely?. https://www.scienceofpeople.com/loneliness-statistics/ Workplace Engagement & Economic Impact Archie App. (n.d.). The $8.8 trillion cost of employee disengagement. https://archieapp.co/ Gallup. (2024). State of the global workplace report. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx Gallup / AOL. (n.d.). U.S. employee engagement drops to 11-year low. https://www.aol.com/ HR Cloud. (n.d.). Employee engagement statistics. https://www.hrcloud.com/

We want your feedback and questions. Text us here.Many leaders avoid tough conversations because they believe they are protecting their employees. In reality, they may be protecting themselves from discomfort. But delayed feedback does not make a performance issue disappear—it allows the problem to grow, frustrates high performers, weakens standards, and slowly damages team culture.In this episode, Jeff Hancher explains why honest feedback is an act of service and why great leaders care enough to speak with clarity, accountability, and conviction. You'll learn how to prepare for a difficult conversation, identify what is holding you back, and deliver feedback in a way that helps people improve.You'll also receive a practical challenge to help you address the conversation you may have been avoiding and take action within the next 24 hours.

Get the 200+ Page Optimal Living Daily Workbook (PDF) - Free. Want to turn today's episode into an actionable plan? Join the Optimal Living Weekly newsletter and I'll send you our 200-page digital workbook immediately. It's packed with the best takeaways from the show, formatted for easy reading and implementation at home. Get your free PDF workbook here: https://oldpodcast.eo.page/join Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 2136: Michael Levitt explains why corporate team-building events have earned a bad reputation, and what separates the forgettable ones from the events that actually develop employees. He walks through the gains in communication, collaboration, and morale that teams pick up along the way, why long-established teams need bonding just as much as new hires do, and three practical tips for running an event people get something out of. Read along with the original article(s) here: https://www.breakfastleadership.com/blog/learning-through-laughter-how-fun-corporate-team-building-events-boost-employee-development Quotes to ponder: "Despite how outdated they may seem, team-building activities can be valuable for managers and employees, but only if they're done right." "Team building isn't just for new hires or newly formed teams." "By improving communication, collaboration, and morale across departments, companies can reap the rewards of employee engagement, productivity, and loyalty." Optimal Work Daily is a daily career advice podcast where we narrate the best articles on productivity, entrepreneurship, and work-life balance, read to you by a professional narrator so you can grow your career a little more every day. Learn more about your ad choices. Visit megaphone.fm/adchoices

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BESTSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BESTSee omnystudio.com/listener for privacy information.