Podcasts about employeeshow

“Leadership isn't about being above anyone—it's about moving people forward.”In this episode of Business Is Human, Rebecca Fleetwood Hession explores the widespread burnout among managers and the outdated leadership models that are failing today's workforce. With the traditional top-down structure continuing to crumble, Rebecca challenges the notion of control-based management and advocates for a shift toward connection-driven leadership.She unpacks why millennial and Gen Z professionals are rejecting leadership roles, the fundamental flaws in our work systems, and how businesses can embrace the Age of Humanity. From redefining leadership to fostering intrinsic motivation, Rebecca lays out a vision for a healthier, more sustainable workplace where employees thrive rather than just survive.In this episode, you'll learn:Why traditional leadership models are failing managers and employeesHow control-based management leads to burnout and disengagementThe importance of intrinsic motivation—autonomy, mastery, and purpose—in creating impactful workThings to listen for:(00:00) Intro(00:44) The reality of manager burnout(02:53) Why leadership training won't fix a broken system(04:20) The shift from control to connection(09:30) Rethinking leadership in the Age of Humanity(14:29) The importance of autonomy, mastery, and purpose(18:20) The power of knowing your worth at workConnect with Rebecca:https://www.rebeccafleetwoodhession.com/

Have you ever felt like your true self was hidden behind societal expectations? In this heartwarming episode of the Life Shift podcast, I sit down with Trystan Reese, a transgender man who shares his remarkable journey of self-discovery, love, and family.Trystan takes us through his early years growing up in the conservative Mojave Desert, where he felt like a "certified weirdo" without many role models. Despite the challenges, his Canadian parents gave him the freedom to explore his identity, setting the stage for his future transformation.Embracing authenticity and finding loveHow Trystan's transition in performing arts school shaped his futureThe unexpected joy of finding true love and acceptanceOvercoming insecurities and learning to value oneself in a relationshipBuilding a family against the oddsAdopting children and creating a unique family structureTrystan's groundbreaking experience of giving birth as a transgender manThe importance of sharing stories to create "possibility models" for othersMaking a difference through storytelling and advocacyTrystan's work in political organizing and deep canvassingWriting "How We Do Family" to support LGBTQ+ families and educate othersProviding coaching and support for neurodivergent individuals and federal employeesHow can you embrace your authentic self, even in the face of societal expectations?What "possibility models" have inspired you in your own life?How can sharing your story help create a more inclusive and understanding world?Join us for this inspiring conversation that challenges our perceptions of family, love, and personal growth. Trystan's journey reminds us that by being true to ourselves, we can create a life filled with joy, purpose, and meaningful connections.Trystan Reese is an award-winning author and facilitator dedicated to diversity, equity, and inclusion. He has nearly two decades of experience in the trans community. His acclaimed book, How We Do Family, was released in 2021, and he co-authored the children's book The Light of You with his partner, Biff Chaplow.A Lambda Literary Fellow, Trystan's storytelling gained attention through a viral performance on The Moth MainStage, featured in the 2024 anthology A Point Of Beauty. He founded Collaborate Consulting to provide training on LGBTQ+ inclusion and has contributed to various mental health and social justice anthologies. Trystan lives in Portland, Oregon, with Biff and their three children: Riley, Sully, and Leo.Learn more at Trystan Reese's website and Collaborate Consulting.https://www.trystanreese.com/ https://collaborate.consulting/Resources: To listen in on more conversations about pivotal moments that changed lives forever, subscribe to "The Life Shift" on Apple Podcasts or wherever you listen to podcasts. If you enjoyed this episode, please take a moment to rate the show 5 stars and leave a review! ⭐️⭐️⭐️⭐️⭐️Access ad-free episodes released two days early: https://patreon.com/thelifeshiftpodcastConnect with me:Instagram: www.instagram.com/thelifeshiftpodcastFacebook: www.facebook.com/thelifeshiftpodcastYouTube:

Hiring the right people can make or break your business, yet so many entrepreneurs rush the process—only to regret it later. In this episode, Monica shares hard-earned lessons from over two decades of hiring experience. From bad hires that created chaos to team members who became family, she reveals what really works when it comes to finding the right people. Learn why slowing down is the key to hiring success, how to ask better interview questions, and the surprising power of referrals.Episode Quote: Hiring the right people takes time, the right questions and a healthy dose of curiosity. ~Richard BransonWhat you will learn in this episode:How to avoid the biggest hiring mistake entrepreneurs makeHow to use behavioral interview questions to find the best candidatesHow to create a hiring process that saves you time and stressHow to use referrals to find reliable employeesHow to listen to your gut when making hiring decisionsFinding the right team members doesn't have to be overwhelming. Tune in to learn how to hire smarter, build a strong team, and set your business up for success! Get the Level Up Living NewsletterJoin me on a Boss Collective Zoom PartyDon't forget to subscribe, rate, and share this episode with a fellow entrepreneur.

What really motivates people at work? Is it money, recognition, or something deeper? In this episode, Kristen unpacks three of the most influential motivation theories that can transform how you lead your team. Mike adds his real-world perspective as they explore why fear can be a powerful motivator, why a raise alone won't keep your employees engaged long-term, and how trust plays a crucial role in whether your team will go the extra mile. Whether you're struggling with unmotivated team members or want to create a more energized workplace, this conversation offers practical insights that go beyond standard motivational tactics.Highlights:Maslow's Hierarchy of Needs and how it applies to workplace motivationThe surprising truth about salary's limited impact on long-term motivation according to Herzberg's Two Factor TheoryWhy company policies, supervision, and work conditions can prevent dissatisfaction but won't actively motivate employeesHow expectancy theory explains why the same rewards don't motivate everyone equallyMike's perspective on why some generations appear less motivated in traditional workplace settingsThe critical connection between trust and motivation - why employees need to believe promises will be keptPractical leadership strategies for creating a motivating environment that addresses all aspects of employee needsWhy discipline might be more reliable than motivation according to Jocko Willink's philosophyLinks & Resources Mentioned:The First 90 Days by Michael D. Watkins10X Is Easier Than 2X by Dan Sullivan & Benjamin HardyDiscipline Equals Freedom by Jocko Willink Get your FREE 5 Day Leadership Reset Challenge guide here: https://llpod.link/challengePodcast Website: www.loveandleadershippod.comInstagram: @loveleaderpodFollow us on LinkedIn!Kristen: https://www.linkedin.com/in/kristenbsharkey/ Mike: https://www.linkedin.com/in/michael-s-364970111/Learn more about Kristen's leadership coaching and facilitation services: http://www.emboldify.com

This week I sat down for a very inspiring chat with Mignon François, the #1 national best-selling author of Made from Scratch: Finding Success Without a Recipe, and founder of a multi-million dollar cupcake empire, The Cupcake Collection. In this episode she shares:Why having a great product and determination got her community to support her visionThe different financial methods she used, like cash stuffing, to reinvest into her business and employeesHow she leveraged $5 and turned it into a legacy with over five million cupcakes sold And much more, you don't want to miss the gems she's dropping!Highlights include:00:00 Intro04:30 Learning to bake from grandma10:53 The struggle to make ends meet15:09 Turning $5 into $60020:27 Humble beginnings32:50 Low margins, high profit from day one37:30 Benefits of profit sharing with employees42:00 Scaling to $10,000 days48:20 Tips for entrepreneurs Check out this episode of Side Hustle Pro podcast out now on Apple Podcasts, Spotify, and YouTubeLinks mentioned in this episodeThe Cupcake Collection: https://www.thecupcakecollection.com/Made From Scratch Book: https://www.amazon.com/Made-Scratch-Finding-Success-Without/dp/B0BV7G8F7C Mignon's Instagram: https://www.instagram.com/p/Cte6fHBIlzO/ The Cupcake Collection's Instagram: https://www.instagram.com/thecupcakecollection/ Click here to subscribe via RSS feed (non-iTunes feed): http://sidehustlepro.libsyn.com/rssAnnouncementsJoin our Facebook CommunityIf you're looking for a community of supportive side hustlers who are all working to take our businesses to the next level, join us here: http://sidehustlepro.co/facebookGuest Social Media InfoMignon's Instagram: https://www.instagram.com/p/Cte6fHBIlzO/ The Cupcake Collection's Instagram: https://www.instagram.com/thecupcakecollection/ Hosted on Acast. See acast.com/privacy for more information.

September ecommerce metrics show consumers shopping but the typical bike shop not seeing the results online.Site traffic remains strong at +7%Google search volume for “bike shop” comparable to last yearTotal ecommerce sales +7%Typical dealer ecommerce sales -11% (leading indicator for industry)1,800 fewer click & collect orders than August = less retail trafficPeopleForBikes WebinarNerd CollectiveStock to Sales ratio (retail and supplier)DiscountingThe Pro's Closet will close in OctoberEmployees and clients impacted by Hurricane Helene - buy DeFeet socks3 employeesHow to Thrive this Holiday Season - webinar with NBDA Thursday 11 am MTN Focus on ways to create more selling opportunities this seasonMarketing is a numbers game - the more you get in front of potential shoppers, the more selling opportunities you'll haveDigital marketing + Google Efficiency and effectiveness will be a priorityKeep up with website and POS features new releasesBe sure to email your questions to podcast@workstand.com. We read all emails sent and we look forward to hearing from you.If you're a Workstand client with questions about your subscription, email support@workstand.com or call 303-527-0676 x 1. If you are not currently a Workstand client with questions about how our programs work, email info@workstand.com.Find Us on LinkedInRyan Atkinson, President + Co-OwnerSuzie Livingston, Marketing + CommunicationsMark Still, Business DevelopmentWe also publish Around the Workstand on our YouTube channel if you'd like to watch while you listen. Here is our Around the Workstand playlist.If you have any questions about the topics discussed in this episode of Around the Workstand or if you have ideas for new topics we can cover, schedule a time to meet with Mark Still here or email mark.s@works...

How to Perform Incumbent Research for Federal Government ContractorsWhen it comes to federal government contracting, understanding the incumbent is crucial for potential bidders. Today I'll show you how to do strategic incumbent research during the Capture management phase of your sales process. ✅ In this training, GovCon Chamber president Neil McDonnell explains:What is ‘Incumbent Research' and ‘Incumbent Capture'How to research an incumbent and its employeesHow to find people who can give you insight into the incumbent✅ Join us on LinkedIn to build your network and engaging other in the largest Government Contracting community online. https://www.linkedin.com/newsletters/government-contracting-success-6895009566325907456/–––––––––––––––––––––––––

In this week's episode of the SIMPLE brand podcast, I talk with Blake Morgan.Blake is known as the “Queen of CX.” She is a customer experience futurist and one of the top keynote speakers in the world. She's the host of The Modern Customer Podcast and the author of three books, including her latest, The 8 Laws of Customer-Focused Leadership: New Rules for Building a Business Around Today's Customer.Blake and I talk about her blueprint for creating customer-focused leaders and how the customer experience mindset applies both on - and off - the job.Here's what we discuss:Why customer experience must start with leadershipWhy the CX mindset needs to be a lifestyleHow to define customer-centricityThe importance of a simple framework for enacting changeHow leaders can instill the CX mindset in their employeesHow leaders can become customer-experience futuristsUsing customer-focused leader skills as a spouse and parentRESOURCES FROM THIS EPISODE:Blake's websiteBlake's book: The 8 Laws of Customer-Focused Leadership: New Rules for Building a Business Around Today's CustomerBlake's podcast: The Modern Customer PodcastBlake on LinkedIn

"Having my CEO say, 'This program is all about you and your success, in whatever form that takes,' was a proud moment for me.”In this episode of Lead with Culture, host Kate Volman is joined by Rebecca Salhab, Sr. Director of Human Resources at KeHE Distributors, to talk about the importance of the Dream Manager program.In their conversation, Rebecca shares her initial skepticism, the challenges faced, and the incredible impact the program has had on her organization. You'll hear stories of employees achieving their dreams, leadership's support, and how prioritizing personal aspirations has boosted engagement and reduced turnover.In this episode, you'll discover:The positive impact of the Dream Manager program on individual employeesHow the Dream Manager program influences company culture and how it is being adapted for broader implementation at KeHeHow Rebecca's initial skepticism about the Dream Manager program transformed into enthusiastic leadership for an employee experience initiative at her companyThings to listen for:[03:24] How the Dream Manager program at KeHe has impacted people[09:26] Encourage team members to embrace personal growth[16:31] Emphasizing company culture and employee development initiatives[22:15] Encourage people to pursue their dreams passionately[29:23] Focusing on dreams and achievements will build confidence[35:08] Prioritizing dreams and reevaluating what's important[39:02] Prioritize and visualize to accomplish your dreamsResources:Floyd CoachingThe Culture AssessmentMatthew Kelly's BooksFloyd Coaching's BlogConnect with the Host & Floyd Coaching:Kate Volman's LinkedinFloyd Coaching on LinkedinFloyd Consulting on FacebookFloyd Consulting on TwitterFloyd Consulting on YouTubeFloyd Consulting on Instagram

Elliott Edge started as a searcher looking or a single business, then pivoted to a roll-up. He's 7 acquisitions in.Topics in Elliot's interview:His philosophy on submitting LOI'sAcquiring a managed service provider amidst CovidHis wife's role in the acquisitionValue of an MBA in acquiring a businessQuickly going remote when Covid hitBuilding trust with employeesHow soon and fast to make changesCreating more value through roll-upsIntegrating new acquisitions into the roll-upHis belief in continuous changeReferences and how to contact Elliot:LinkedInVelonex TechnologiesSmithlist is a new job board for leadership roles at small businesses. If you're not ready to buy a business but want to lead one:Smithlist - Operate & Lead a BusinessWork with an SBA broker who focuses exclusively on helping entrepreneurs buy businesses:Matthias Smith of Pioneer Capital AdvisoryGet a complementary pre-acquisition HR & PEO review for your target business:Contact mark@aspenhr.com or visit Aspen HRConnect with Acquiring Minds:See past + future interviews on the YouTube channelConnect with host Will Smith on LinkedInFollow Will on Twitter

Although compensation seems like it's all about the money, it's not all about the money. Why not? My guest today is a physician compensation expert and explains. Stu Schaff is an expert in physician compensation and physician engagement. For over 15 years, he has worked closely with the leadership of more than 100 healthcare organizations across the United States, like Dignity Health and Trinity Health, to develop truly impactful physician compensation strategies and plans. As a trusted advisor, Stu empowers medical group leaders to break the cycle of constantly having to react to dissatisfied physicians. His proactive approach is thoughtfully tailored to each group he serves, leading to improved recruitment, retention, and engagement. In this episode Carl White and Stu Schaff discuss:The key (and often overlooked) differences between physician-owners and physician-employees and how different compensation models reinforce a different mindset for physician-employeesHow physician owners should be thinking about compensationWhy just implementing a new compensation model doesn't usually solve the underlying problems (it's like putting a band-aid on cancer) 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 Stu Schaffhttps://www.linkedin.com/in/stuschaff/ Connect with Carl WhiteWebsite: http://www.marketvisorygroup.comEmail:  whitec@marketvisorygroup.comFacebook:  https://www.facebook.com/marketvisorygroupYouTube: https://www.youtube.com/channel/UCD9BLCu_i2ezBj1ktUHVmigLinkedIn: http://www.linkedin.com/in/healthcaremktg 

The design industry can be exciting to explore, but it's not always easy to break into. If you're looking to shift careers and work in interior design, Shaun and Rebecca have some valuable advice for you. They talk about the skills from your previous job that will add value to your design career, the challenges career-shifters face when switching into the design industry, and share tips that will help you break into the new field.In this episode, Rebecca and Shaun discuss:The challenges of switching careers in interior designTips and strategies for someone transitioning from another career into interior design Transferable skills someone can bring from another career that offers value in interior designChallenges entrepreneurs face when switching industriesThe need for entrepreneurs to set aside their ego to have a successful learning experience when switching industriesChallenges designers face in taking on inexperienced interns or employeesHow can career changers demonstrate value beyond just design skills when pursuing opportunities in interior designThe challenges of transitioning from DIY home projects to working professionally in the design industryWhat designers look for when it comes to hiring and training new employeesWhat does it take to find the right fit when switching to a new industry like interior designOur links:Subscribe and leave a review - Apple PodcastsLike, Comment, & Follow - Hot Young Designers Club InstagramRebecca's Instagram Shaun's InstagramFor more information - Check out the websiteBecome a “Loyal Hottie” - Support us on Patreon Design Resources - Check out our shopMentioned in this episode:Moe's Home CollectionMoe's just released their new Tailored & Timeless Collection. Create an accout at https://moeshomecollection.com/hydc

If you've dreamt of travelling the world while you work and living that #DigitalNomad life, it's time to stop dreaming and start planning, because it's more possible than you might think. For remote WFH employees, freelancers and entrepreneurs, our ability to work from just about anywhere is wildly underused. There's a whole world out there that we can enjoy between meetings, with better views than our kitchen table.So shoot your workcation shot and tune into this updated throwback episode with Gill and Cailyn on all the tips and planning hacks to kill it in your career while travelling to epic places. Prepare for takeoff as we chat about:Why workcations can work for corporate employeesHow to choose your travel destinationsNavigating working in different timezonesBudgeting tips for your time working abroadSetting expectations at work and communicating with managers/clientsThe logistics of planning a trip around your work scheduleHow to make the most of balancing work and travelTravel on a budget with Kindred's members-only house-swapping! Earn free credits with my invite code: GIL.BER1Our show is produced by:Gillian Berner, Host, Producer & EditorOlivia Nashmi, Audio EngineerCarolyn Schissler, Designer & Web ProducerFor advertising and sponsorship inquiries, please contact Frequency Podcast Network. PS: If you've been dreaming of pivoting into podcasting but aren't sure where to start or how to grow, check our consulting services at teachmehowtoadult.ca/howtopodcast. Sign up for our monthly adulting newsletter:teachmehowtoadult.ca/newsletter Follow us on the ‘gram:@teachmehowtoadultmedia@gillian.bernerFollow us on TikTok: @teachmehowtoadult

Firings and layoffs are never an enjoyable part of HR or leadership. But it's important that there's a robust process in place to manage the transition and it's handled with compassion. In this episode of HR Unplugged, our Head of HR, Anita Grantham and HR Business Partner, Vanessa Brulotte, discuss how to manage firings and layoffs in the right way. We discuss the best practices, do's and don'ts, and how to build a process that protects the company and provides the best chance of the employee parting on good terms. We dive into some of the common questions on how to handle a contract termination, who should be in that meeting, when to hold these meetings, and whether you should offer to be a reference for the person in question. Key moments:Dos and don'ts of layoffs and firingsWhy you should have a detailed process in place How to break the news of firing or layoffs to employeesHow to tie your process to your company mission What to do in the event of a crisis How to reassure remaining employees Key links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/

In today's episode, we will explore the intricacies of introversion and extroversion, the power of silence, and how Annalisa mastered the art of creating space for all voices in a conversation. We'll discover:The profound impact of our physical responses to stress and emotions, and learn practical ways to navigate these challenges through mindfulnessHow our current high-pressure work environments demand resilience and adaptability from employeesHow to slow down, become intentional in our communication, and why leaders should cultivate a deeper connection to their bodies to improve decision-making and foster more empathetic workplacesHow somatic coaching not only enhances personal growth but also informs Annalisa's approach to designing diverse and inclusive spaces for learning and developmentAnnalisa Jackson is an ICF certified somatic coach and trauma-informed facilitator with 8 years of experience leading wellbeing and leadership programs for global organizations. As the founder of Collective Flourishing, she helps values-driven teams and leaders manage stress with more ease, lead with clarity and strengthen their connection with one another.Prior to launching Collective Flourishing, Annalisa worked in international peacebuilding where she led trainings on leadership, cross-cultural communication, resilience, and conflict resolution. Annalisa is certified in somatic coaching by the Strozzi Institute, holds a BA in intercultural studies, an MA in inter-religious studies and the Next Economy MBA from Lift Economy. In her free time, Annalisa enjoys making music and trail running where she currently lives in Oakland, CA.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Connect with Annalisa Jackson:LinkedIn

Are you a nurse practitioner feeling lost, uncertain, or unfulfilled in your career? This raw, honest, and needed conversation with Amanda Guarniere, the founder of Resume RX, explores:The career challenges NPs are facingAlternative career paths many NPs are consideringChanging power dynamics between employers and employeesHow to think about career changes and honor YOURSELF in the processWe dive into the growing concerns among NPs regarding stagnant wages, shifting power dynamics between employers and employees, and the desire for personal fulfillment beyond traditional clinical settings.We chat about the rise of entrepreneurship, side hustles, and non-clinical roles that allow NPs to leverage their expertise and pursue their passions.We encourage NPs to challenge societal expectations and professional scripts that may stop them from doing what they love.If you liked this post, also check out:New Nurse Practitioner Survival Guide New NP: Q&A - Is This Normal?Primary Care Nurse Practitioner Roundtable: How Are We Doing After Covid?Timestamps:00:00 - Introduction02:45 - Practical Strategies on Navigating NP Clinical and Job Search03:55 - Are Nurse Practitioners Okay?05:25 - Dissatisfaction and Desperation Among NPs07:55 - How Can ResumeRX and Real World NP Support NPs12:39 - Personal Reflection on the Impact of COVID13:29 - Challenges Faced By Nurse Practitioners17:04 - Evolving Career Landscape for NPs25:29 - NP Burnout28:36 - Self-Judgment and Criticism 34:35 - What's The Next Best ThingRead the blog post here._______________________________© 2023 Real World NP. For educational and informational purposes only, see realworldnp.com/disclaimer for full details. Hosted on Acast. See acast.com/privacy for more information.

From neurodivergent through mental health, our workforce continues to fragment and diversify. 20 years ago, hiring someone who was disabled was an occasional though for most businesses. As we understand more, we learn to unlock the potential of all employees. This week, superstar Rebecca Summerfield stops by to show how you can build a business that can unlock that potential.Segment 01 - The OpportunityI'm a local employer, and I recently interviewed a candidate who has a disability. I think they'd be a great candidate, but I'm not sure how to navigate everything…Segment 02 - Overcoming MythsWhen you hear the phrase "disabled employee," you instantly get a mental image. Here's why that can hamstring you, and what to do instead.Segment 03 - EmployersHow to hold smart conversations that help your team to operate at its best.Segment 04 - EmployeesHow to empower yourself to help employers focus on your skillset, not your disability.

In this week's episode of the SIMPLE brand podcast, I talk with Chris Wallace.Chris is the co-founder and president of InnerView Group - a brand consultancy that helps organizations improve alignment between their frontline teams and their go-to-market strategies.Chris and I chat about how to create a more collaborative relationship with your frontline team and how to get your frontline to care more about your brand.Here's what we discuss:How to move a vision from the C-suite to the frontline teamWhy spoon-feeding the frontline is not a bad thingWhy “asking” is a much better strategy than “telling”How to create evangelists in your frontline employeesHow to put your customer insight into actionWhy influencing your frontline workers is the best way to influence the customerHow your frontline employees double as your customers' best consultantsHow customer and employee experience tie to your company's overall brand and cultureHow to balance digital experiences with the human touch of the frontline RESOURCES FROM THIS EPISODE:Chris's websiteA Guide to Frontline Insights - eBookChris on LinkedIn

In this episode, Lesley Sears talks about the implications of research showing that newly promoted employees are more likely to leave your organization—and what you can do to mitigate their flight risk.“When we promote somebody, we're assuming we're building loyalty,” says Sears, CUES' VP/consulting. “We're … really feeding into and developing this person. But statistics have shown us that that's not always the case.“ADP has come out with a research study that shows 29% of the people that were newly promoted left, transitioned out versus 18% that normally would have.”Spoiler alert: Sears says successfully fixing the problem comes down to strengthening your organizational climate.“The culture … is really … the byproduct of how everything in the credit union is working,” she explains. Whatever the challenges are at the credit union will show up in the climate and culture. “So, address the culture,” she asserts, “and thereby you can address a lot of your challenges in the credit union itself.”In the show Sears also discusses:Specific elements of climate/culture that might be leveraged to mitigate the flight risk of newly promoted employeesHow the nine elements of culture are highly intertwinedWhy it's important for credit unions to have the kind of climate/culture that makes newly promoted—and other—employees want to stayWhat results a credit union can get from doing a climate assessmentHow a credit union's climate ultimately impacts its membersHow CUES Consulting's Burn Bright offering can help develop resilent leaders at a credit unionLinks for this show:TranscriptCUES ConsultingPurposeful Talent Development blogs by Sears:A Culture of Learning Builds Resilience5 (of 9) Dimensions of Organizational ClimateFour More Dimensions of Organizational ClimatePodcast: The Nine Dimensions of Climate

142 The New Chiropractic Office CultureAre you having issues with hiring staff and retaining good people in your practice?You may need to look to your office culture for the answer.As many of you know, today's employment market is tough.  However, there may be some solutions.  By understanding the mindset of today's employees, you can create an office culture that may help you attract and retain top-notch talent.In this episode, Kats Consultants coaches Dr. Michael Perusich and Marisa Mateja, discuss:The generational mindsets about employmentHow to meet the needs of today's employeesHow to create an office culture that may actually attract new potential employees to your businessSimple methods to create a culture that meets the needs of both employees and patientsWhy creating a new office culture may boost your practiceKats Consultants is a team of highly experienced business advisors, practice owners, and Chiropractic coaches who help doctors maximize success.  From their perspectives as experienced Chiropractic advisors, Kats Consultants explores different and unique ways to keep Chiropractic Physicians on the cutting edge of Chiropractic practice regardless of technique, location, or economic conditions.  Be sure to SUBSCRIBE to the Kats Consultants CHIROPulse Podcast When you are ready we can help. Free Resource: Download 7 Signs Your Practice may be in trouble Let's Chat -30-minute chat about your practice Attend a Virtual Seminar Join the new subscription program Path to Prosper KC CHIROpulse Podcast. Helping Chiropractors keep their pulse on success. Thanks for listening.

"Transparent communication and regular updates are the backbone of project success, ensuring everyone is on the same page. Identifying and tackling roadblocks promptly guarantees timely project delivery."In today's episode of The Shape of Work Podcast, join us for a fascinating tête-à-tête with Sankalp Saxena, Human Resource Business Partner at Amazon. With a career lasting over a decade, Saxena spills the beans on his journey from being a software engineer to a fulfilling HR role. He has worked at various organisations such as Infosys, Bosch, and Samsung Electronics. He did his B.E. from Jaypee University of Information Technology and his MBA from XLRI Jamshedpur.In this episode, Saxena unravels his strategies for fostering unity amidst diversity. He talks about, cultivating a space of psychological safety, using technology for smooth collaboration, and the importance of shared goals and accountability.Episode HighlightsWhat are some fundamental steps to ensure a smooth and successful project launch?How to navigate the complexities of managing diverse teams?Steps to ensure diversity and a sense of belonging for all employeesHow can employees develop in a fast-paced digital landscape?Follow Sankalp on LinkedinProduced by: Priya BhattPodcast Host: Riddhi AgarwalAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Do you ever feel like maybe we leaders take ourselves too seriously? If you find yourself wound up about a missed detail and yelling at one of your employees because if of it, you need to hear from Steve Cody about the importance of humor. He is the CEO and Founder of Peppercomm where humor is a core value of his highly successful and recognized strategic communications firm.  He is also co-authoring a book called the ROI of LOL due out this year. In this episode, you will learn:Why it's so important in today's negative environment to inject humor into your corporate cultureHow humour and his skills as a stand-up comedienne has transformed Steve's company and him personally and professionallyWhy it's especially important for leaders to not take themselves too seriously and the  impact it has on employeesHow turnover can be reduced by admitting your mistakes and being realistic with your teamMuch more!//WHEN YOU'RE READY, HERE'S HOW WE CAN HELP YOU//TAKE THE FREE 5-MINUTE EMPLOYEE ENGAGEMENT ASSESSMENThttps://turningthecornerllc.com/hr/employee-engagement/assessmentDOWNLOAD A FREE SELF-ASSESSMENT:https://turningthecornerllc.com/free-assessment/SCHEDULE A CALL WITH A HUMAN RESOURCES CONSULTANThttps://turningthecornerllc.com/

If you're a contractor wanting to increase the amount of bonds you can get, don't miss this episode. Stephen shares his top strategies for increasing your bondability on this week's episode. Topics we cover in this episode include:The three things bonding companies care about mostHow to start putting together your bond applicationCompleting the Contractors' QuestionnaireSharing references and key employeesHow to work up to the next level of bondingIndemnity agreements and personal guaranteesThe most common challenges contractors run into when trying to get bondsLINKSVisit the episode page at https://CarpenterCPAs.com/bondability for more details and a transcript of the show.Find all episodes and related links at ContractorSuccessForum.com.Join the conversation on our LinkedIn page: https://www.linkedin.com/company/CarpenterCPAs FIND US ONLINEWade Carpenter, CPA, CGMA | CarpenterCPAs.comStephen Brown, Bonding Expert | SuretyAnswers.com

We've all had a job that starts off great, where we go into the office feeling excited and ready to prove ourselves. But then, gradually, we become bored, even apathetic to our position within the company. Some might say they become jaded by their peers, bosses and the culture, leaving employees stressed, anxious, depressed, and undervalued.That's why I invited Danielle Boris, author of “The Energy of Weirdos” and host of the Unboxing Humans podcast, on the show to speak with me about how to energize your team. Her company, Sandbox, was started from her own desire to solve problems like low energy and enthusiasm in the workplace, which have an unavoidable effect on employee retention, satisfaction and ultimately company results.In this episode, Danielle shares tips on keeping everyone on your team engaged in their day-to-day work, improving employee retention and performance. She also details how the Sandbox software is solving these types of problems in the workplace.To learn how you can best leverage your team's passions and skills, tune in now!TOPICS DISCUSSED IN THIS EPISODE:Danielle's experience with corporate leadership and engagementWhat led her to start her own companyThe questions leaders need to start asking their employeesHow her software company, Sandbox, helps employees and leadersDiversity, equity, inclusion, and belongingLearn more about Danielle Boris on her website: https://www.danielleboris.com/Find out how Sandbox can help your organization here: https://www.sandboxtogether.com/Support the Show.

If you're a contractor wanting to increase the amount of bonds you can get, don't miss this episode. Stephen shares his top strategies for increasing your bondability on this week's episode. Topics we cover in this episode include:The three things bonding companies care about mostHow to start putting together your bond applicationCompleting the Contractors' QuestionnaireSharing references and key employeesHow to work up to the next level of bondingIndemnity agreements and personal guaranteesThe most common challenges contractors run into when trying to get bondsLINKSVisit the episode page at https://CarpenterCPAs.com/bondability for more details and a transcript of the show.Find all episodes and related links at ContractorSuccessForum.com.Join the conversation on our LinkedIn page: https://www.linkedin.com/company/CarpenterCPAs FIND US ONLINEWade Carpenter, CPA, CGMA | CarpenterCPAs.comStephen Brown, Bonding Expert | SuretyAnswers.com

We've all had a job that starts off great, where we go into the office feeling excited and ready to prove ourselves. But then, gradually, we become bored, even apathetic to our position within the company. Some might say they become jaded by their peers, bosses and the culture, leaving employees stressed, anxious, depressed, and undervalued.That's why I invited Danielle Boris, author of “The Energy of Weirdos” and host of the Unboxing Humans podcast, on the show to speak with me about how to energize your team. Her company, Sandbox, was started from her own desire to solve problems like low energy and enthusiasm in the workplace, which have an unavoidable effect on employee retention, satisfaction and ultimately company results.In this episode, Danielle shares tips on keeping everyone on your team engaged in their day-to-day work, improving employee retention and performance. She also details how the Sandbox software is solving these types of problems in the workplace.To learn how you can best leverage your team's passions and skills, tune in now!TOPICS DISCUSSED IN THIS EPISODE:Danielle's experience with corporate leadership and engagementWhat led her to start her own companyThe questions leaders need to start asking their employeesHow her software company, Sandbox, helps employees and leadersDiversity, equity, inclusion, and belongingLearn more about Danielle Boris on her website: https://www.danielleboris.com/Find out how Sandbox can help your organization here: https://www.sandboxtogether.com/

Summary:Partha Neog is the founder and CEO of Vantage Circle, an employee engagement and employee benefits platform. Partha began his career as an engineer working in telecom, but after the turn of the century he decided that it was time to start something of his own. In 2010, Partha founded Vantage Circle and has since grown it to a company of over 200 employees that operates in over 100 countries. In this episode, Partha talks about the critical role employee engagement plays for a growing company. Chapters:[0:00 - 5:03] IntroductionWelcome, Partha!Today's Topic: Employee Engagement for a Growing Company[5:04 - 9:50] What are the biggest challenges for a company growing from 2 to 200 employees?Changes happen slowly and can creep up on you, raising the question: when is it time to make changes?Flexibility is no longer feasible once a company reaches a larger size[9:51 - 16:00] Partha's lessons learned while growing Vantage CircleIt's critical to have regular, formal communication channelsWhy some companies struggle with attrition and how good communication can be a solution[16:01 - 25:43] Examples of how employee engagement can help a growing company succeedHow employee engagement can foster more passionate employeesHow to establish a culture of passion among employees[25:44 - 27:45] ClosingThanks for listening!Quotes:“When you are a small team, a lot of information is [communicated] through osmosis... but as you keep on growing, it's very important to have a formal communication channel.”“Wellness is a very important part of the value proposition of an organization.”Contact:Partha's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

What does it take to hire the right people, manage them effectively and keep good employees? In this podcast, Neil Mirchandani, founder and CEO of LLL Event Furnishings & Rentals, explores these critical topics. Neil's company manages events and provides furnishings for film sets, music videos, sporting, corporate and other large events. He shares with us how he grew his company and what he does to hire and retain the best employees. Hint: It has to do with setting aside your ego and empowering the team around you … as well as “bonusing” employees in creative ways.So if you want to know:The top three things to look for when hiring employeesHow hard work and patience eventually pay offAbout the importance of knowing when to pivot — before you're forced into making a bad decisionHow, if you want to do something excellent, you have to do something differentWhy it's important to take the next step — even if you don't feel that you'reAbout Neil MirchandaniAfter Neil Mirchandani turned 30, he realized that he needed to do more than DJ at weddings. He wanted to use this experience to expand into a business where he wouldn't be needed personally. Starting with two sofas, he began renting furniture and lighting to his clients and eventually grew his business, LLL Event Furnishings & Rentals, into the number one furnishing provider in the South for film sets, music videos, sporting, corporate and other events. Neil has worked with everyone from Sir Elton John to the NFL on parties after The Big Game. More information about his company is available at https://luxuryloungeatl.com.About Lois Sonstegard, PhDWorking with business leaders for more than 30 years, Lois has learned that successful leaders have a passion to leave a meaningful legacy. Leaders often ask: When does one begin to think about legacy? Is there a “best” approach? Is there a process or steps one should follow?Lois is dedicated not only to developing leaders but to helping them build a meaningful legacy. Learn more about how Lois can help your organization with Leadership Consulting and Executive Coaching:https://build2morrow.com/Thanks for Tuning In!Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below!If you enjoyed this episode, please share it with your friends by using the social media buttons you see at the bottom of the post.Don't forget to subscribe to the show on iTunes to get automatic episode updates.And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show, and I make it a point to read every single one of the reviews we get.Please leave a review right now. Thanks for listening!Building My Legacyhttps://businessinnovatorsradio.com/building-my-legacy/Source: https://businessinnovatorsradio.com/episode-258-why-neil-mirchandani-doesnt-want-to-be-the-smartest-person-in-the-room-with-lois-sonstegardphd

What does it take to hire the right people, manage them effectively and keep good employees? In this podcast, Neil Mirchandani, founder and CEO of LLL Event Furnishings & Rentals, explores these critical topics. Neil's company manages events and provides furnishings for film sets, music videos, sporting, corporate and other large events. He shares with us how he grew his company and what he does to hire and retain the best employees. Hint: It has to do with setting aside your ego and empowering the team around you … as well as “bonusing” employees in creative ways.So if you want to know:The top three things to look for when hiring employeesHow hard work and patience eventually pay offAbout the importance of knowing when to pivot — before you're forced into making a bad decisionHow, if you want to do something excellent, you have to do something differentWhy it's important to take the next step — even if you don't feel that you'reAbout Neil MirchandaniAfter Neil Mirchandani turned 30, he realized that he needed to do more than DJ at weddings. He wanted to use this experience to expand into a business where he wouldn't be needed personally. Starting with two sofas, he began renting furniture and lighting to his clients and eventually grew his business, LLL Event Furnishings & Rentals, into the number one furnishing provider in the South for film sets, music videos, sporting, corporate and other events. Neil has worked with everyone from Sir Elton John to the NFL on parties after The Big Game. More information about his company is available at https://luxuryloungeatl.com.About Lois Sonstegard, PhDWorking with business leaders for more than 30 years, Lois has learned that successful leaders have a passion to leave a meaningful legacy. Leaders often ask: When does one begin to think about legacy? Is there a “best” approach? Is there a process or steps one should follow?Lois is dedicated not only to developing leaders but to helping them build a meaningful legacy. Learn more about how Lois can help your organization with Leadership Consulting and Executive Coaching:https://build2morrow.com/Thanks for Tuning In!Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below!If you enjoyed this episode, please share it with your friends by using the social media buttons you see at the bottom of the post.Don't forget to subscribe to the show on iTunes to get automatic episode updates.And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show, and I make it a point to read every single one of the reviews we get.Please leave a review right now. Thanks for listening!Building My Legacyhttps://businessinnovatorsradio.com/building-my-legacy/Source: https://businessinnovatorsradio.com/episode-258-why-neil-mirchandani-doesnt-want-to-be-the-smartest-person-in-the-room-with-lois-sonstegardphd

In this week's episode of the SIMPLE brand podcast, I talk with Adam Toporek, author of Be Your Customer's Hero: Real-World Tips & Techniques for the Service Front Lines.Adam's an internationally-recognized customer experience expert, keynote speaker, and customer service trainer who helps organizations transform their relationships with their customers through better strategy, training, and communication. He's the founder of Customers That Stick®, and the former co-host of the Crack the Customer Code podcast.Some of the topics we discuss include:It doesn't take grand, superhero actions to become your customer's heroThe need for focusing on peak emotions in the customer experienceConsistently focusing on positive “brand deposits” buys you goodwill with your customersThe service “triggers” that can set your customer offGet the biggest return on your customer experience efforts by identifying and removing your customer's biggest hasslesWhy you should regularly assess your policies and procedures and cut the ones that hinder your employeesHow curating and sharing success stories is one of the best ways to train employeesEmpowering your employees can deliver hassle-free experiencesAdam's 3S process for employees to follow when resolving customer issuesRESOURCES FROM THIS EPISODE:Adam's siteAdam's book - Be Your Customer's HeroSIMPLE brand episode 38 with Lisa Bodell - we talk about killing stupid rules and policies

I am so honored to have one of my oldest and dearest ride-or-dies, Shawn Campbell, with me on this episode!Shawn is the founder and general manager of CHIRP Radio, an independent volunteer-driven radio station here in Chicago. She's worked in commercial, college, public, and community radio over the course of her career, and I consider her radio's truest believer.Together, we discuss her radio career, and it is one hell of a cool story, folks.Tune in as we also get into:The benefits of hyper-local radio stations for local communitiesThe fun of wandering around an airport with no security on mushrooms (man, those were the days)Sexism in the radio worldThe difference in managing volunteers and employeesHow radio can connect usDon't forget to smash that subscribe button so you never miss an episode, then come hang with us on Instagram & Twitter!Links:Learn more about A Mary Nisi ProductionsFind your next DJ at Toast & JamLaunch your DJ business with the Toast & Jam LabTune in to CHIRP RadioFollow CHIRP on InstagramFollow CHIRP on Facebook

We can do it if we really want to: Alpkit is a business success story which has doubled employee numbers since last appearing on this programme while dramatically reducing its absolute emissions and carbon intensity."It's really positive and something ALL businesses can do, from small to big" says CEO David Hanney.The measures it is taking, Hanney adds, align with Intergovernmental Panel on Climate Change recommendations and processes which would enable the global economy to achieve  the 1.5 degree limit on global warming – if everybody does them.I last interviewed David in 2020 when he talked about how businesses must take responsibility for driving positive changes and Alpkit's environmental sustainability reporting. Since then the firm, which makes and sells outdoor equipment and bikes, has:halved its total greenhouse gas emissions eight years ahead of a 2030 deadline set by the Science Based Targets Initiative (SBTi)reduced carbon intensity by more than 36% in three yearsset a path with its decarbonisation to achieve true net zero in line with SBTi deadlinesachieved B Corp Certification and grown from 100 to 200 employeesHow has Alpkit done this, and what's next on its  journey to Net Zero? What can we all do to minimise our impact? Why should we use outdoor gear as long as possible? And how does Alpkit measure and verify its Full Value Chain Carbon Footprint?The word "inspirational" can be cheapened by over-use. But this story really shows that businesses can develop, create jobs and opportunities and do so while achieving measurable and transparent milestones on the path to decarbonisation.Also on the programme: data about B Corporations (B Corps) in the UK; details of funding and events for businesses and social enterprises. Timings:0 - 2:40 introduction2:40 Interview with David Hanney, CEO, Alpkit (more about Alpkit's work on sustainability https://alpkit.com/pages/sustainability )21:14 Gripple and Mina have recently been certified as B Corporations (B Corps) and March is 'B Corp' month –information and data about B Corps in the UK24:00 Events: Doing business in the USA; The Business and IP Centre South Yorkshire; Business Planning for Social Enterprise; other Social Enterprise Exchange events and workshops. 27:09 The Economic Recovery Fund; Sheffield Clean Air Zone Funding. Plus Innovate UK.This is episode 382 of Business Live, broadcast on FM and DAB radio and online on Sheffield Live! and available as a podcast. Thanks to Sheffield Live for putting us out on the airwaves and thank-you for listening.

Welcome to Episode 256 of Building My Legacy.Imagine if you could choose company leaders who you know would improve the financial performance of your business. In this podcast, Christopher Skinner talks about what he's discovered about how a company's stock price correlates with leadership behavior. Based on the widely accepted theory of seven different mindsets, he has found a way to analyze word patterns to uncover how people think and arrive at decisions.Christopher founded Stealth Dog Labs to answer one fundamental question: Why do great businesses stay great? His work can help you discover your top performers, innovators and next leaders so you can make better choices for board of director members and your leadership team as well as allocate your resources more effectively.So if you want to know:About a new way to look at hiring, developing and promoting employeesHow, when you acknowledge that people matter, it changes how you do thingsHow mindset is more important than resume for board of director membersWhy it's important to look at the entire ecosystem if you want the right leadership for your organizationAbout Christopher SkinnerChristopher Skinner, the founder and CEO of Stealth Dog Labs, is a mathematician and neuropsychologist. With expertise in technology, sales and marketing, Christopher invented proprietary software that quantifies how people think — thus catapulting companies into hyperdrive. This software focuses on the business ecosystem to provide a psychological paradigm shift in how data are culled from customers, vendors and employees, making it possible to help companies expand much faster and more confidently than ever before. More information on Stealth Dog Labs is available at the company website, www.stealthdog.com. Christopher can be found on LinkedIn at www.linkedin.com/in/christopherjskinnerAbout Lois Sonstegard, PhDWorking with business leaders for more than 30 years, Lois has learned that successful leaders have a passion to leave a meaningful legacy. Leaders often ask: When does one begin to think about legacy? Is there a “best” approach? Is there a process or steps one should follow?Lois is dedicated not only to developing leaders but to helping them build a meaningful legacy. Learn more about how Lois can help your organization with Leadership Consulting and Executive Coaching:https://build2morrow.com/Thanks for Tuning In!Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below!If you enjoyed this episode, please share it with your friends by using the social media buttons you see at the bottom of the post.Don't forget to subscribe to the show on iTunes to get automatic episode updates.And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show, and I make it a point to read every single one of the reviews we get.Please leave a review right now. Thanks for listening!Building My Legacyhttps://businessinnovatorsradio.com/building-my-legacy/Source: https://businessinnovatorsradio.com/episode-256-christopher-skinner-on-choosing-leaders-to-keep-great-companies-great-with-lois-sonstegardphd

Welcome to Episode 256 of Building My Legacy.Imagine if you could choose company leaders who you know would improve the financial performance of your business. In this podcast, Christopher Skinner talks about what he's discovered about how a company's stock price correlates with leadership behavior. Based on the widely accepted theory of seven different mindsets, he has found a way to analyze word patterns to uncover how people think and arrive at decisions.Christopher founded Stealth Dog Labs to answer one fundamental question: Why do great businesses stay great? His work can help you discover your top performers, innovators and next leaders so you can make better choices for board of director members and your leadership team as well as allocate your resources more effectively.So if you want to know:About a new way to look at hiring, developing and promoting employeesHow, when you acknowledge that people matter, it changes how you do thingsHow mindset is more important than resume for board of director membersWhy it's important to look at the entire ecosystem if you want the right leadership for your organizationAbout Christopher SkinnerChristopher Skinner, the founder and CEO of Stealth Dog Labs, is a mathematician and neuropsychologist. With expertise in technology, sales and marketing, Christopher invented proprietary software that quantifies how people think — thus catapulting companies into hyperdrive. This software focuses on the business ecosystem to provide a psychological paradigm shift in how data are culled from customers, vendors and employees, making it possible to help companies expand much faster and more confidently than ever before. More information on Stealth Dog Labs is available at the company website, www.stealthdog.com. Christopher can be found on LinkedIn at www.linkedin.com/in/christopherjskinnerAbout Lois Sonstegard, PhDWorking with business leaders for more than 30 years, Lois has learned that successful leaders have a passion to leave a meaningful legacy. Leaders often ask: When does one begin to think about legacy? Is there a “best” approach? Is there a process or steps one should follow?Lois is dedicated not only to developing leaders but to helping them build a meaningful legacy. Learn more about how Lois can help your organization with Leadership Consulting and Executive Coaching:https://build2morrow.com/Thanks for Tuning In!Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below!If you enjoyed this episode, please share it with your friends by using the social media buttons you see at the bottom of the post.Don't forget to subscribe to the show on iTunes to get automatic episode updates.And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show, and I make it a point to read every single one of the reviews we get.Please leave a review right now. Thanks for listening!Building My Legacyhttps://businessinnovatorsradio.com/building-my-legacy/Source: https://businessinnovatorsradio.com/episode-256-christopher-skinner-on-choosing-leaders-to-keep-great-companies-great-with-lois-sonstegardphd

In this week's episode of the SIMPLE brand podcast, I talk with Jeff Toister, author of The Guaranteed Customer Experience: How to Win Customers by Keeping Your Promises!The Guaranteed Customer Experience turns the concept of a guarantee on its head. An experience guarantee goes beyond merely providing a warranty against any product defects or failures. It actually encompasses the entire customer journey to promise an experience that never falls short of expectations.Some of the topics we discuss include:The elements needed to create an experience guaranteeThe common ways that drive brand promises and experience guarantees to breakThe need for ensuring your operations can feasibly deliver on your promise How to define your promise is clear to all employeesHow to know what to promise based on what's relevant to your customersDefining the problems you don't solve is just as important as defining the ones you do solveHow to restore trust from your customer by recovering from a service failureRESOURCES FROM THIS EPISODE:Jeff's book - The Guaranteed Customer Experience: How to win Customers by Keeping Your PromisesJeff's newsletter - Customer Service Tip of the WeekJeff Toister on TwitterJeff Toister on LinkedIn

Bob Andersen has spent over 20 years in the restaurant industry, with experience as a Managing Director at Boston Pizza, the President of MOOYAH, the Executive Vice President of United Franchise Group, and much more. Bob is currently the President of The Great Greek Grill - a delicious, growing brand with over 40 locations.What you'll learn on this episode: Bob's 3 principles for restaurant successWhat to look for in a managerHow to develop employeesHow to use feedback solutions to drive revenueMoreThanks, Bob!

Full post here: https://bit.ly/3lg0TYFEver feel like you're working too hard and wasting time completing the same tasks over and over?Systematizing your business processes is one of the quickest ways to make life easier (and business better).Learn how to build systems and frameworks that work for you by saving time, energy, and effort in this interview with Pete Mohr. You'll understand:How frameworks help businesses provide a consistent experience to every customerHow to use systems to reduce time spent finding, hiring, and training new employeesHow systematizing business processes lets you scale fast (without overwhelming your team)A successful business operates like a well-oiled machine, and reliable systems are the gears that keep things moving smoothly. In this episode, discover the keys to creating systems that help you grow faster, grind less, and make more money.Learn more about taking your business to the next level with Pete here:https://mybusinessreport.com/assessmentChapters:Intro - 0:00Frameworks - 7:30“The 5 P's To Freedom” - 12:40Importance Of The Process - 19:05Loom As A Systems Tool - 22:37Importance Of People - 26:54Can Systems Change People? - 30:42Can Systems Increase Motivation? - 33:25Can Systems Make You More Money? - 37:35Final Thoughts - 41:20

Just 2 days away from Gasparilla Day! Be sure to catch the last two episodes Friday and Saturday.Today, the show stays in hospitality but from a new view. From running a bar as lead bartender, to hopping over the bar and now opening her 3rd restaurant, the learning lessons will be endless. Do you have hopes of opening and managing a successful restaurant. Want to improve your current restaurant? Buckle up for a value-filled show with Allie Dougherty  Gasparilla Overload #5. Some areas we will dive that can help all entrepreneurs no matter the industry include:How to scaleHow to manage employeesHow to deal with turnoverHow to prepare for seasonal swings, and so much more.About District Tavern:District Tavern is your classic neighborhood bar, but with an upscale twist. Located in the heart of the Channel District of Downtown Tampa, often referred to as Channelside – just minutes away from Ybor and SOHO. We bring together new American cuisine, craft cocktails, craft beer and top-quality wines.District Tavern is open daily at 11am, with Brunch on Saturday and Sunday.​We are located in the SkyHouse Channelside apartment building on the ground floor, with street parking and garage parking directly behind us with hourly rates. We are just steps from the free TECO Line Streetcar System and on the route of The Downtowner free ride service.Just blocks from Water Street Tampa and Sparkman Wharf; Stop in before or after a Lightning Hockey game or any event at Amalie Arena. Within walking distance from Channel Club, The Place, Pierhouse, Grand Central and The Towers, we truly are your neighborhood bar.About District South:District South Kitchen & Craft is a restaurant and bar located in South Tampa, centrally located to St. Petersburg and Downtown Tampa Florida. Our Mission: District South Kitchen & Craft aims to connect our community through great food, libations and service.Welcome back to That Entrepreneur Show, where top performing entrepreneurs stop by each week. This is the podcast where founders of companies and brands share their entrepreneurial journeys, lessons learned, tips for success, and more each Friday since 2019.Email: PodcastsByLanci@Gmail.comWebsiteYouTubeInstagramFacebookTwitterLinkedInFor Digital Editing / Potential Podcast Guests Inquiries, email PodcastsByLanci@Gmail.comAdventure by MusicbyAden | https://soundcloud.com/musicbyadenHappy | https://soundcloud.com/morning-kuliIf you enjoyed this week's show, click the subscribe button to stay current.Listen to A Mental Health Break Episodes hereTune into Writing with Authors here

In this episode of The Thoughtful Entrepreneur, your host Josh Elledge speaks with Samantha Alexander, CEO and co-founder of Bitewell.Samantha shares her passion for helping people make small changes to their diet. She says 35% of medical costs come from nutrition-related conditions, and if people were to cut costs, they would have to seriously revolutionize the way they think about food. Her mission is to work with employers to provide healthy food as an insurance-subsidized benefit to their employees. By encouraging companies to reallocate traditionally unhealthy food spending to health-focused food options, employees can make healthier choices, achieve wellness, and improve workplace performance.Samantha shares how Bitewell's machine learning based algorithm connects people to nearby deliverable meals that match their nutrient profile. She says they have over 50 million meals and products, have partnerships with all major grocery stores and restaurants and a hub where people connect with each other. She adds that managing Bitewell is not easy, that's why she's thankful to her incredible team of experts who made sure everything came together.Key Points from the Episode:Bitewell Mission OverviewBitewell for Consumers and EmployeesHow does Bitewell work?About Samantha AlexanderSamantha Citro Alexander is the co-founder and CEO of Bitewell, the nutritional intelligence company whose mission is to improve the world's health through food. Sam is a pioneer in food as healthcare delivery. After knowing that 35% of medical costs in the United States come from diet-related illnesses, Bitewell's unique food and health marketplace enables employers to deliver health benefits through their existing food budget.Prior to co-founding Bitewell, Sam's career spanned marketing, strategy and operations. His notable roles include Director of Global Brand Strategy and Chief of Staff to Jane Lauder at Clinique (NYC), Director of NA Marketing at Smashbox (LA), and Director of Research Analytics at Bridgewater Associates (CT).Sam earned a BFA in Drama from NYU. She credits much of her success to her leadership style – which fuses active empathy (honed during her acting studies) with radical transparency (adopted from her time at Bridgewater).Sam's interest in the impact of food on health goes back decades. Born into an Italian-American family in New Jersey, the kitchen table was the heart and soul of her childhood. In the late 90s and early 2000s, Sam, his sister, and cousins ​​developed food allergies and intolerances that limited the food they could enjoy. Instead of having a reductionist mindset about food, their grandmother revamped generations-old recipes to meet the (many) dietary needs of their family.With the same care her grandmother applied to helping her family navigate the complicated maze of food ailments, Sam is determined to help the world achieve better health through food.About BitewellBitewell is the first all-in-one nutrition planning and food delivery tool designed by their team of food and nutrition experts. Their platform makes eating smarter by connecting health and nutrition data to food deliverables near you. Their mission is to make healthy eating easy, convenient and accessible to everyone.Links Mentioned in this Episode:Want to learn more? Check out Bitewell's website at https://bitewell.com/Check out Bitewell on LinkedIn at

Happy  New Year! If you find yourself having a hard time enjoying your “off time” because you're so used to being on all the time, then this is the episode for you. Key Takeaways:Reading the room is a skillHow holding in your humor can backfire on youHow humor can be used to engage employeesHow to know if you are being too seriousWhat to do when you feel like you lost your funny boneGet to know Heather WalkerWhat is Levity?The origin of Lead with LevityHumor Effect & the benefits of using humor at work.What is Lead with Levity all about?Support the showDid you have any lightbulb moments while listening? Share it with us on Instagram @leadwithlevity or visit our website leadwithlevity.com so we can talk about it!

Alex Freytag is an author, an expert in EOS implementation, and the founder of Profit Works. He's also an all-around great guy whose passion is helping business owners get what they want from their businesses and life. We recently had a discussion on compensation in the workplace and how to earn employees' loyalty.The thing about compensation is that it encompasses much more than just money. It includes retention, attraction, and affordability. In this episode, Alex discusses “we” numbers and financial transparency in the workplace. He also explains the difference between intrinsic motivators and extrinsic ones, and so much more. Be prepared to take notes!In this episode, you will hear:Intrinsic vs. extrinsic motivators for employeesHow to change the culture in execution, beginning with the leadership teamWhat are “we” numbers, and why are they importantHow much transparency is appropriateWhy you need to know your industry cold and what it takes to move the needleRelated Links:Profitworksllc.com Purchase Profit Works on AmazonFollow Alex on LinkedInSubscribe and ReviewHave you subscribed to our podcast? We'd love for you to subscribe if you haven't yet. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts . Simply select “Ratings and Reviews” and “Write a Review,” then a quick line with your favorite part of the episode. It only takes a second, and it helps spread the word about the podcast.

Abe Ruiz is a restaurant veteran with over 30 years in the industry! He's got a lot going on these days, as the owner of the Spanish Madrid Taverna, the VP of Strategic Growth and Innovation for Green Turtle, and several other ventures. On this episode, Abe and Zack discuss: How to to hire and retain employeesHow the need for a distinct dining experience has grownUsing brand touch points off-premiseThe importance of asking customers about their experienceMoreThanks, Abe!

“Prioritize delivering good comfort and flexibility for your employees at the workplace. That's when they deliver best.”Our next guest is about doing things right and not just following traditional HR norms. We are delighted to welcome Arpan Chakraborty, Human Resource Lead at Saleshandy.His previous stints have included working for companies like NED Studio, Xylem & Schoogle-TGES. Entrepreneur Arpan is entirely self-made. He founded his venture, Book Your Books (BYB), in 2020. BYB is an E-Commerce solution for book delivery, book library and creative display-sharing platform.Episode Highlights:Tips for HR leaders enhancing the employee experienceTips for leaders to engage their employeesHow to ensure performance management strategies translate into successful executionWhat should organizations focus on as we transition into the new working paradigm?What is more challenging is it finding the right job or hiring?Follow Arpan on LinkedInProduced by: Priya BhattPodcast Host: Ankita KiradAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

“The key factor of employee retention is continuous employee engagement.”In this episode of The Shape of Work podcast, we interacted with Kiran Chennadi, Head of Talent Acquisition at Kanerika Inc.With 18-plus years of work experience, Kiran undoubtedly knows the ins and outs of Human Resources, Talent Acquisition, and People Management. Prior to Kanerika, he worked with giants such as iGATE, Oracle, Yash Technologies, & Ciber Global.He talks about his career journey & shares actionable insights on:Some of the best practices businesses should invest in to hire betterHow should companies address the overheated talent market globally?Is it necessary for employers to invest in an employee retention plan?Top 3 ways to retain employeesHow to ensure employee engagement activities on a daily basisEmployee Engagement Strategies for remote companiesWords of advice to fellow leaders to elevate their business and people strategiesFollow Kiran on LinkedIn Produced by: Priya BhattPodcast Host: Ankita Kirad About Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify — B2B verification platformEngageWith — employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Diligence Capital Investments Deluxe FundLloyd Silver is a marketing agency owner who took to the laundromat industry to forge a new direction. Lloyd found a closed-down laundromat that he ended up buying, retooling, and re-launching. He generously shares how he valued that laundromat, how he came up with his plan to re-launch it, and how it performed after he did. Lloyd also started a laundry pick-up and delivery business from scratch out of that laundromat. He shares the details of how he did that and what his plan is to expand the business into his second location.And he did all of this living an hour and a half from his laundromat. Lloyd is very open and honest about his process and answers many of the questions I get often about buying zombiemats or closed laundromats, starting a pick-up and delivery from scratch, and owning remotely.As if that wasn't enough, we dig deep into his marketing expertise and talk about how laundromat owners can leverage a marketing plan to accelerate their business growth.In today's interview, Lloyd and Jordan discuss:Lloyd's background as a financial analyst and marketing agency ownerHow he found a laundromat to buyHow he valued the closed laundromatHow long it took to reach profitabilityHow he funded the acquisition of the closed laundromatHow he owns the laundromat an hour and a half from his homeHow he onboards new employeesHow he started laundry pick-up and delivery from scratchWhat he's doing differently the second time around on his second laundromatWhat marketing techniques are working for his laundry businessCan you run your own ads or do you need an agency to run them for you?Lloyd's done-with-you marketing BootCamp for laundromat ownersAnd a lot more!Show Noteshttps://laundromatresource.com/show103Show SponsorsAtmosphereTV- 50+ channels of positive, fun TV programming, allowing you to cut your cable bill and create a great atmosphere in your laundromat! Get the registration fee waived by using this link!https://atmosphere.tv/partner/laundromat-resourceResourcesDiligence Capital Investments Deluxe FundLloyd's Marketing Course and BootCampHow to Build Your Own Laundromat Website Course [FREE]Connect with LloydLloyd on FacebookGet ConnectedJoin Laundromat ResourceLaundromat Resource CoachingLaundromat Resource ForumsLaundromat Marketplace- Sell Your Laundromat [free listings]Diligence Capital InvestmentsLaundromat Investor ResourcesLaundromat Resource EventsLaundromat Resource Blog* Some links may be affiliate links in which the channel owner may receive compensation when you make a purchase using those links. 

Mark Mohammadpour is the founder and chief well-being officer at Chasing the Sun.Five things you'll learn from this episode:Four lessons of empathy from Ted LassoWhat toxic positivity isHow to implement empathetic practices for employeesHow to implement empathetic practices for clientsHow to change your actions to suit your employees and clients better Quotables“The character Higgins gave Keely this advice: A good mentor hopes you'll move on; a great mentor knows you'll move on.” — @markmoh“As leaders, we know that our good employees are going to move on. How we respond to it is what's most important.” — @markmoh“The way that you are communicating that you're leaving is going to have an impact on not only a direct manager but the rest of the organization.” — @markmoh“It's hard to have empathy when you're tired. Understand where your employees or clients are coming from.” — @JasonMudd9 “It's all about taking care of yourself so you can take care of others, and the way you take care of others is showing love and empathy for them and understanding their situation.” — @JasonMudd9If you enjoyed this episode, please share it with others and leave us a review!About Mark MohammadpourMark Mohammadpour is the founder and chief well-being officer at Chasing the Sun. After spending his public relations career as an executive at several well-known PR industries and losing and keeping off 150 pounds over the last decade, Mark launched Chasing the Sun to empower PR professionals to prioritize their well-being so they can shine in the family room and the board room.Guest's contact info and resources:Mark Mohammadpour on TwitterMark Mohammadpour on LinkedInChasing the SunAdditional Resources:Lessons in empathy from ‘Ted Lasso'Microsoft virtual meeting dataThe Predictive Index personality testAdditional Resources from Axia Public Relations: The value of listening and empathy in PREpisode recorded: May 19, 2022Sponsored by:On Top of PR is produced by Axia Public Relations, named by Forbes as one of America's Best PR Agencies. Axia is an expert PR firm for national brands.On Top of PR is sponsored by ReviewMaxer, the platform for monitoring, improving, and promoting online customer reviews.About your host, Jason MuddOn Top of PR host, Jason Mudd, is a trusted adviser and dynamic strategist for some of America's most admired brands and fastest-growing companies. Since 1994, he's worked with American Airlines, Budweiser, Dave & Buster's, H&R Block, Hilton, HP, Miller Lite, New York Life, Pizza Hut, Southern Comfort, and Verizon. He founded Axia Public Relations in July 2002. Forbes named Axia as one of America's Best PR Agencies.Support the show

Cyberattacks aren't new, but the cyber threat landscape is constantly evolving.The latest IBM Cost of a Data Breach report revealed the most common initial attack vectors are compromised credentials at 19%, phishing at 16%, and cloud misconfiguration at 15%. This means that the top 50% of initial attacks were caused by some type of human error.On this episode of IT Availability Now, Sungard AS experts discuss what businesses must do to stay resilient in 2023. Listen to this full episode to learn:Why businesses must invest more in cybersecurity training for employeesHow organizations can prepare for the “human element” in their security postureHow to build defenses to protect against your industry's most pressing threatsWhy overlooking cybersecurity basics and headcount reduction could leave your business more vulnerable than ever Why moving workloads to the public cloud doesn't diminish the need for disaster recoveryMatt Parsons is Director of Network and Security Product Management at Sungard AS. Matt's background and specialty is in network and security architectures, helping enterprises build secure, resilient, and highly available private and public cloud infrastructures.As Security Consulting, Senior Manager at Sungard AS, Asher de Metz helps companies identify risks and secure their systems by conducting security audits and tests to avoid cybersecurity attacks. With almost 20 years of experience in information technology and security, Asher has been involved in hundreds of IT-security projects and has provided security counsel to some of the largest companies throughout the U.K., Europe, Middle East and North America within the financial, government, retail, healthcare, insurance and manufacturing industries. As a Security Consulting Solution Principal at Sungard AS, Robert Corso has a strong focus on assisting the sales team during client pursuits by providing solution development for Security solutions. He participates in solution implementations such as PCI Audits, Information Security Risk Assessment and CISO advisory services and provides expertise in the definition, design, implementation, and adoption of Sungard AS security solutions for clients.Darpan Thaker is a cyber and IT resiliency thought leader with more than 25 years of experience in IT. He has been with Sungard Availability Services for more than nine years. Darpan has helped many organizations in successfully meeting their complex resiliency requirements. He was recently awarded with a patent for Recovery Maturity Index (RMI), which is a systematic process to determine status of IT disaster recovery maturity and areas of improvement based on a well-defined quantitative analysis.Listen and subscribe to IT Availability Now on Apple Podcasts, Spotify, Google Podcasts, Podchaser, deezer, Podcast Addict, Listen Notes, and more.

We've invited business experts Sam Salah and Travis Revelle to co-host the show and discuss the substantial organizational challenges this Great Resignation has brought us. To find out how to establish the proper behavior within your organization and adjust to any changes in leadership, be sure to dial in!Key Takeaways To Listen ForWhat does it take to build a company?Effects of the current affairs on employeesHow to develop an online adaptive leadershipCustomers vs. employeesResources Mentioned In This EpisodeStarbucksSouthwest AirlinesAbout Sam Salah and Travis RevelleFormer corporate executive Travis Revelle made the switch to entrepreneurship in the internet and healthcare sectors, founding many successful businesses and raising hundreds of millions of dollars for his clients.Sam Salah is a well-known businessperson and a lifelong serial entrepreneur with interests in everything from technology to high-performance vehicles.This is an episode that is suitable for the C-Suite, entrepreneurs, business leaders, managers, and front-line employees because each of them is a wealth of material and a powerhouse when combined.Connect with Sam and Travis LinkedIn: Travis Revelle | Sam SalahConnect With UsMaster your context with real results leadership training!To learn more, visit our website at www.greatsummit.com.For tax, bookkeeping, or accounting help, contact Dr. Nate's team at www.theincometaxcenter.com or send an email to info@theincometaxcenter.com.Follow Dr. Nate on His Social MediaLinkedIn: Nate Salah, Ph.DInstagram: @natesalah Facebook: Nate SalahTikTok: @drnatesalahClubhouse: @natesalah

In this episode of CX Confessions: The Customer Experience Show, hosts Staci Satterwhite, Chief Customer Officer at Khoros, and Spike Jones, General Manager, Strategic Services at Khoros, sit down with Jennifer Anaya, SVP of Global Marketing at Ingram Micro. Jennifer shares why she believes great CX begins with great employee experience (EX), how leaders can encourage their teams to stay motivated, and why taking a holistic approach to CX is so important to a growth strategy. Join us as we discuss:Key element of great employee experience (EX)Strategies for igniting passion among teams and educating employeesHow the role of the CMO has evolved in recent yearsWhy everyone on the team should consider themselves a “Chief Value Officer”Using agile processes to progress towards a greater overall visionItching for more CX goodness? You can find this interview and many more, by subscribing to CX Confessions on Apple Podcasts, on Spotify, or here.Listening on a desktop & can't see the links? Just search for CX Confessions in your favorite podcast player.This episode of CX Confessions was produced by Quill.

My guest today is Jeremy Ames who is currently the Business & Technology Delivery Senior Manager for Accenture, a Fortune 500 company -$50.53 billion in 2021, delivering human capital management technology services to their many clients. Previously, Jeremy was the VP of HCM Services at Workforce Insight and the founder and CEO of Hive Tech HR, a company servicing the the lifecycle of human resources technology. Here Jeremy became known as the “the HCM Guy,” but has since abandoned that nickname, wanting to be part of the shift away from the “human capital” terminology to “people management.” Today, Jeremy is a go-to resource for many companies and loves to share his knowledge on how people management does, in fact, impact an organizations' bottom line.‍Talking Points: How do people impact the bottom line? Jeremy's background as a consultant and becoming an HR thought leaderCombining people and technologyWhat are the current trends in employee transformationSupporting for people who are surviving versus thrivingHow to increase utilization on wellness appsBiggest challenges holding HR backHR and burnoutWhat should HR focus on to retain employeesHow does the function of HR pivot for the future/5 years from nowResources/Links: Connect with Jeremy on LinkedIn: https://www.linkedin.com/in/jeremyames1/Email Jermey: jeremy.a.ames@accenture.comVisit the Talent Empowerment website: https://www.talentempowerment.com/Follow Talent Empowerment on LinkedIn: https://www.linkedin.com/company/talent-empowerment-podcast/Follow Tom on LinkedIn: https://www.linkedin.com/in/tomfinnleggup/Follow Tom on Twitter: https://twitter.com/tomfinnleggupVisit our sponsors: https://www.leggup.com/‍

In this episode we're joined by Vlad Braganets (Head of Partnerships) & Dmitrii Piskarev (CEO) of Netpeak. Netpeak is a marketing agency and software development company, based out of Ukraine.Vlad and Dmitrii join us to share their lessons and experiences from the last 6 months, since the start of the war on Ukraine.In the episode we discuss:How communication was managed across 300 employees during the first weeks of invasions on UkraineHow they ensure that employees have psychological supportHow they keep communication clear and consistent across employeesHow communication with clients, colleagues and partners has changedThe financial impact the war has had on NetpeakChanges to Netpeak's business modelHow employee self-development has been impactedCONNECT WITH NETPEAK, VLAD OR DMITRII:partners@netpeak.nethttps://netpeak.net/https://netpeaksoftware.com/CONNECT WITH SCOTT:scott.colenutt@sitevisibility.comhttps://www.linkedin.com/in/scottcolenuttCONNECT WITH SITEVISIBILITY:https://www.sitevisibility.co.uk/https://www.youtube.com/user/SiteVisibilityhttps://twitter.com/sitevisibilityhttps://www.facebook.com/SiteVisibilityhttp://instagram.com/sitevisibilityIf you have feedback, you'd like to be a guest, you'd like to recommend a guest or there are topics you'd us to cover, please send this to marketing@sitevisibility.com See acast.com/privacy for privacy and opt-out information.

John MacFarland, Founder and Owner of MacFarland Painting, joins the Painter Marketing Mastermind Podcast for a second time to take a deeper dive into his unique compensation model. A very big advocate for open book reporting and transparency, John explains how other painting company owners can transition their employee compensation models to create a win-win. He also discusses how to keep a "small company" feel with customers while running a business that is currently generating approximately $8 million in annual revenue. Some topics include: An employee compensation model that creates a win-win for the company and employeesHow to transition existing employees to this new payment systemWhat customers value and why MacFarland Painting enjoys high referral ratesThe importance of honesty, and how John uses it to create trust and loyalty with both employees and customers

Jill Agonias is a young entrepreneur fueled by a passion for seemingly impossible challenges. As a yoga teacher, rock climber, surfer, world traveler, and philanthropist, Jill's motivated to share her love of yoga, obsession with adventure, and advocacy for equity through Sol Seek Yoga Studio.Before owning Sol Seek, Jill helped lead Vitamin Angels' marketing strategy - a global nonprofit that gives lifesaving vitamins to underserved populations. After nearly 4 years at Vitamin Angels, she traveled around the world practicing yoga at studios in 20+ countries while simultaneously working remotely as a marketing consultant for small businesses and nonprofits.The culmination of these experiences inspired her to take over the ownership of Divinitree Yoga Studio when she returned to the United States in 2018. Little did she know she would revive a failed business, endure a global pandemic, almost go bankrupt, but still come out on top with a new name and brand, and renovated studio. Sol Seek is now a recognized and respected refuge and staple in Santa Barbara, California. As an Asian American woman, Jill is also passionate about making yoga accessible and inclusive for people of color, LGBTQ+, and other marginalized communities. She uses her business as a tool for education and advocacy to help create more equitable communities within her community and beyond.She purchased a failing studio unknowingly that it had with a bad reputation and slowly and carefully turned it around into a successful community studioShe created a studio business plan way before owning a studio through the Women's Economical Ventures Santa BarbaraThe importance of doing due diligence before buying a studio and the lesson learnedHow Jill spent time to build trust back with instructors, students and the communityThe importance of your website as first impressions and making sure the inside of the studios is shownHow the website integrates with Mindbody and  Brandbot for lead generation and lead nurturing campaignsThe decision to sell directly to membership via an intro offer where the student has to opt out instead of opting in to a reoccurring membershipThe first impressions of the in-person experience and how front desk training helps make new customers feel welcome and part of the community.Mission Vision Values are EVERYTHING How she is not afraid of taking on debt and having a tolerance for risk to get aheadThe structure of her team of 35 employeesHow structure and systems have given her freedom to explore her other passions and travelsSOL SEEK YOGA STUDIOhttps://solseekyoga.comINSTAGRAM  http://www.instagram.com/solseek.yoga_______________________________MICHAEL JAY YOGA & CONSULTINGAND YOGA BIZ CAMP:http://www.yogabizcamp.comInstagram @yogabizchampMichael's software resourcesMichael's free resources Book a free session with Michaelhttp://www.MichaelJayOnline.com

Every business owner or entrepreneur needs to understand the impact that ethical behavior has on their brand and their ability to attract and retain customers. In today's episode, J.S. Nelson, a Visiting Associate Prof. at Harvard Business School and the author of Business Ethics: What Everyone Needs to Know, talks about what entrepreneurs should know about ethics, and how our innate moral intuitions can be powerful tools for making ethical decisions. She explains why we need to do a better job of educating people about ethics and the basics of business ethics. Pay close attention to J.S. Nelson's outlook on how to build a company culture that is ethical and supportive. Tune in and dive into how ethical behavior impacts everything from our physical health to our cognitive health and our relationships!Key Highlights:[00:01 - 10:00] Opening SegmentJ.S. Nelson shares her background and workAn overview of what business ethics isWhy ethics is something that has to be managed[10:11 - 21:10] How to Build Ethical CulturesMillennials are sensitive to hypocrisy, and will quickly leave a company if it is not ethicalCompanies often go off the cliff because of self-destructive behaviorThe importance of investing in employees and creating a company culture that is ethical and supportiveYou should provide feedback that is constructive and unbiased to create a positive and safe environment  [21:11 - 34:11] Trust the Baseline of What You Have Been Given By The SocietyHow managers should give feedback to employeesHow people can audit themselves to make sure they have figured out what they stand for and what is and isn't okay within their cultureHow cheating is perceived by the vast majority of the population [34:12 - 42:49] We Need Ethical People in OrganizationsThe reason why J.S. Nelson thinks people need to be promoted within organizations in order to be ethicalPeople need to own their work and put their ethics above any other considerationsThe ways working from home environment can have a positive or negative effect on ethics[42:50 - 45:50] Closing SegmentWant to connect with J.S. Nelson? You can follow her on LinkedIn, and Twitter.Start hiring right now with a $75 sponsored job credit to upgrade your job post at indeed.com/network. Offer valid through March 31st, 2022.There's a reason why so many creators use Riverside. Check them out and all the other features they have at Riverside.fm and create an account. Get started today. Click the link here and use Coupon Code BYN for $10 off any subscription. Want to start living a happier life today? As a listener, you'll get 10% off your first month by visiting our sponsor BetterHelp at https://betterhelp.com/buildyournetworkDid you love the value that we are putting out in the show? LEAVE A REVIEW and tell us what you think about the episode so we can continue putting out great content just for you! Share this episode and help someone who wants to connect with world-class people. Jump on over to travischappell.com/makemypodcast and let my team make you your very own show!If you want to learn how to build YOUR network, check out my website travischappell.com. You can connect with me on Facebook, Instagram, and Twitter. Be sure to join The Lounge to become part of the community setting up REAL relationships that add value and create investments.Resources MentionedEthics Unwrapped Corruptible: Who Gets Power and How It Changes Us - Brian KlaasTweetable Quotes: "Business ethics is everyone's problem and everyone's feeling and everyone should own it. “ - J.S. Nelson"Acting on your ethics and being an ethical person is something that resonates for so many people in so many contexts. So this is really worthwhile this is part of the secret sauce of doing business." - J.S. Nelson"Being more creative and thinking about building for the long term and for something that you would be proud of. It's incredibly powerful ." - J.S. NelsonAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Hailing from London, UK, and having lived across Slovakia, Russia, Italy, Spain, Brazil, the UAE, and now living in Vancouver, Canada, Katarina Polonsky has a Masters in Gender Studies from the University of Oxford. An experienced Diversity, Equity and Inclusion professional, her specialism is bringing DE&I  to corporations to foster better working environments, happier employees, and more efficient teams.Here's a glimpse of what you'll learn:Katarina Polonsky explains the difference between inclusion and diversityHow when you only focus on diversity in day to day operations can isolate employees and breed resentmentWhy inclusion produces happier and more productive employeesHow to drive behavioral changeUnderstanding and celebrating where people come from and how to apply it to businessHow to build your awareness of yourself and recognize the different things in life that have given you a leg upWhat are you giving up by helping others?Why entitlement breeds resentment and angerSponsors for this episodeThis episode is sponsored by STS Capital Partners and Altruvest Charitable Services.In this episode….Katarina Polonsky brings a worldly viewpoint to her work with businesses and organizations looking to bring a breath of fresh air to their companies. Following the me too movement, the events surrounding the death of George Floyd, and a worldwide pandemic.  Businesses and organizations are having to look at how to move forward in this rapidly changing world.Companies that are using logic, reason, compassion and empathy to create psychological safety workspaces to guide people are finding that their productivity and worker retention is higher. People are happier where everyone wins and a community is strong. There is now hope in a once bleak looking world.In this episode of What CEOs Talk About, host Martin Hunter and guest Katarina Polonsky talk about Diversity, Equity and Inclusion. Katarina explains why business and organizations need to be working more on inclusion and less on diversity. Keep your employees sane, happy and more productive. Resources mentioned in this episode:URGEOContact email: info@urgeo.comMartin Hunter on LinkedInKatarina Polonsky on LinkedInMindGymPrevious  Episode: It Takes Intentional Solutions For Intentional Problems with Jason MercerDolly ChughSTS Capital PartnersAltruvest Charitable ServicesSponsor for this podcast...This podcast is brought to you by URGEO.URGEO is the Latin for urge: A strong desire to drive change, stimulate thought, incite feeling, and encourage action. Martin Hunter and his team provide liberation for the CEO and Board of a company through their fractional COO services.URGEO's fractional COO services help to move you through growing pains so that your company can flourish and improve its profits.They have worked with a multitude of companies in SaaS, CPG, mining, and transportation, from start-ups to large multinational corporations. They specialize in helping companies avoid roadblocks and stay on the right strategic and operational track for growth.If you are a visionary and want an integrator to get everything done for you, then you need toget in touch with URGEO today.To learn more about their services, visit https://www.URGEO.com or email them directly at info@urgeo.com

Friends, I'm thrilled to deliver our SECOND live 1:1 coaching call! Kate and Britt of Olive Street Events reached out to me to ask questions about team building and business growth since they feel ready to expand their business, focus more on CEO tasks, and delegate some of the day-to-day operations.Many of you also ask similar questions as Kate and Britt asked me about teams, so the timing couldn't have worked out more perfectly than this! Listen in to hear about how they knew it was time to build a team, how to train/onboard new team members, and so much more.LISTEN FOR THESE NUGGETS DURING THE SHOW:Meet Kate and Britt of Olive Streets Events, and get to know their business!How Olive Streets Events changed in one yearLet's talk about roles in a business partnershipHow Brittany and Kaitlin knew they were ready to bring on a teamHere's how to move forward with your next team member (and how to train them for the role)Contractors vs employeesHow to pay your teamOnboarding your teamFinal thoughts about managing a team LINKS MENTIONED:Episode 76: Listen in on a 1:1 Coaching CallGustoOlive Street's InstagramOlive Street's WebsiteFor full show notes and guest links click HERE! Please share your biggest takeaway and review our podcast HERE!  Follow me online!!Website Instagram Facebook -----  #FemaleEntrepreneur #weddingproceo #weddingprocoachApply for the Wedding Pro CEO Mastermind HERE!!!

#87: Remote work and digital nomadism have always been of particular interest to folks in the FIRE community.After the pandemic, remote work was suddenly thrust upon the entire knowledge workforce. And after two long pandemic years, the possibility that remote work for many professions will persist and become long-term viable options is tantalizingly close.What is the state of remote work right now? Where is the future of remote work headed? What jobs are most in-demand for remote work, and how much can you get paid for them?This week, I deep dive on these questions with Sharon Koifman, founder of DistantJob, a remote-only recruiting agency that helps companies find full-time remote employees around the world.We discuss:How Sharon became an advocate for remote work and got into remote recruitingHow the pandemic changed norms around remote workWhat types of jobs are most in-demand for remote work right nowWhat types of jobs still have not embraced remote workSkills and qualities employers look for when hiring remote employees (profile of an ideal candidate)Compensation: what remote employees can earn for certain roles (including pay range - min and max)How companies adjust compensation for remote employeesHow companies can promote strong, healthy remote work culturesCheck it out here:https://hackyourwealth.com/future-of-remote-workAnd now, I'm super curious…. Are you a remote worker or digital nomad? Trying to be? Wish to be? If so, what type of work do you do?If you work remotely for a company, was your compensation adjusted when you switched to remote?What's the biggest benefit vs. challenge you have experienced as a remote worker? How do you build (and keep) strong connections to people in your company/organization?Does being able to be remote change your FIRE plans, timeline, or philosophy at all?Let me know by leaving a comment!Don't miss an episode, hit that subscribe button...If you liked this episode, be sure to subscribe so you don't miss any upcoming episodes!Apple PodcastsOvercastSpotifyStitcherI need your help, please leave a listener review :)If you liked this episode, would you please leave a quick review on Apple Podcasts? It'd mean the world to me and your review also helps others find my podcast, too!Related links:DistantJobSurviving Remote Work: How to Thrive as a Leader and Entrepreneur in the Remote AgeSchedule a private 1:1 consultation with meHYW private Facebook communityIntro/Outro: Old Bossa by Twin Musicom.

My guest today is Mark Herschberg. Mark is the author of The Career Toolkit, Essential Skills for Success That No One Taught You. From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups and Fortune 500s and in academia. He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT's “career success accelerator,” where he teaches annually.In this episode, we discuss:How MIT identified skills companies were looking for but couldn't findHow foundational skills are overlooked in academiaHow we UNLEARN networking early in lifeHow man “touchpoints” are needed to leave an impressionThe difference between internal and external networkingThe importance of collaboration within a companyHow to create a “career plan”Making small goals to achieve large successHow to adapt to changes in your career planThe necessary skills to hone on Day 1 of your careerHow to define and negotiate work-life balanceHow to manage using transparent communicationHow to create a culture of ethical decision makingHow to train new employeesHow to put employees in a position to succeedAnd much more…--------------------------------------------------Follow the PodcastWatch on YouTubeSubscribe on Apple PodcastsSubscribe on SpotifyFollow on FacebookFollow on Instagram--------------------------Guest Mark HerschbergWebsiteAmazon - Buy the Carrer Toolkit BookLinkedIn------------------------Support the PodcastBuzzsprout - Let's get your podcast launched! Start for FREEOptimize Your Website NowClick Here to Start Your BlueHost Website for just $2.95 per month

Bhavya is at the heart of everything at Outplay. Whether she's meeting new candidates or hosting team events, she's passionate about making culture the centre of the company.She is the Talent Management and Culture Partner at Outplay which is a sales engagement platform that offers sales outreach, dialer, email open tracking, email click tracking, and many more features for sales teamsWith a BA and MSc in Organizational Psychology, Bhavya has spent the last three years sharpening those skills to carefully choreograph and engage with leaders to envision and implement their ideal work environment.In this far-ranging conversation, we discuss with Bhavya:How to set great work-life boundaries for your employeesWhy it is not a crime to reach out to your employees after working hoursDifferent ways to up-skill your employeesHow to combat 'The Great Resignation'The shift from a hierarchical form of communication to an individualized, two-way conversationFollow Bhavya on LinkedInProduced by: Priya BhattPodcast host: Junius DsilvaSpringworks is a fully-distributed HR technology organization that is building tools and products to simplify recruitment, on-boarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify — B2B verification platformEngageWith — employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking systemSpringworks prides itself on being an organization focused on employee well-being and workplace culture leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

HIGHLIGHTSThe path to success is not always linear Talking to business people can be a potent learning experienceSelling the experience, not just the product What you do impacts company culture It's the organization's job to engage employeesHow to create a company culture in the era of remote workReward people for following your company's core valuesPeople want to be micro supported, not micromanagedHire for culture first QUOTESJohn: "The best way to learn how to understand business is to talk to business people on a regular basis. You will learn every obstacle, every challenge. I mean I got an MBA from talking with small business owners and entrepreneurs for a living, telling me what their challenges are, what their concerns were, what their goals were, how they got stuck running the business instead of owning the business." John: "If your staff feels that they have a job, that means they're coming in, they're punching the clock and they're not fully engaged. It doesn't mean that they're not taking care of their clients or following systems controls and procedures. But it doesn't mean that they feel like they're part of a community, a movement, something bigger than themselves, a greater purpose." John: "Communication. Rewards. Recognition. Incentive. By the way, incentive does not always have to mean financial. Now, there might be a cost to  a product. But it might be a $45 apparel piece that has the company logo on it and says, 'You've been tremendous this month' embroidered on it. Or it just has the company logo and it comes in a nice kit and in that is a handwritten card also logo'd from that manager and that executive team saying, 'We wish we could be next to you, but understand you're always in our hearts and our minds. Thank you for your service, what you've done." John: "What we are finding and what we've done as an organization to make sure that we maintain the culture is we've upped the communication, we've upped the amount of recognition, and we've used, whether we've used Microsoft Teams or some other platform in your organization."John: "I appreciate as a salesperson not being micro managed, but I always wanted to be micro supported when I was in sales. Sometimes you do something great and because you're doing it, you can't see that you did something great."Where to find John:Mobile: +1 224 730 9360Linkedin: https://www.linkedin.com/in/%E2%98%98%EF%B8%8Fjohn-morris%E2%98%98%EF%B8%8F-96148716/Website: https://www.clubcolors.com/Youtube: https://www.youtube.com/channel/UCGv7-PFxvKZD6HKsecYgBrwWhere to find Walker:LinkedInTwitterInstagramwww.walkermckay.com

Happy New Year Everyone!!! I hope you're all well rested and ready for every amazing thing that's going to happen this new year

While leadership can develop to an extent through common sense and good judgement, there are a multitude of skills that must be learned and practiced for one to truly become a competent, exceptional leader. In its earliest stages, it is easy for the aspiring leader or executive coach to create an agenda that builds leadership skills: Take the lead, collaborate, chart a course, follow up, and revise. Be confident but not aggressive. After the leader masters the basics, the agenda gradually becomes murky and hard to detect.    For more than twenty-five years, Rick Tirrell, Ph.D., has helped leaders and mentors build their skills in publicly traded companies, privately held firms, nonprofits, and government organizations. His mastery of the art and science of leadership gives the aspiring leader an actionable toolbox for developing effective leadership skills. His seminars convert leadership theory into useful and achievable steps that every leader and mentor can take. His experience comes from working with frontline supervisors as well as the corner office. In his own leadership, he has founded and led two companies himself. His Ph.D. is in Psychology, and he is the author of the groundbreaking 2009 book, “The Wisdom of Resilience Builders.”   Topics During this interview Rick and I discuss the following topics: The inspiration behind his bookThe different rites of passage a leader will travel throughWhat it means to be “all in” as a leaderHow to create followers as a leaderHow to keep up with the changing needs of your employeesHow to become a leader of leaders For the complete show notes be sure to check out our website: https://movingforwardleadership.com/196

Do you struggle to overcome adversity as you strive for success?You might believe your humble beginnings mean you'll never be able to achieve anything great…You might believe failure in business is too difficult to overcome or that it's an indication that you're just not cut out for entrepreneurship…If you find yourself struggling with those limiting beliefs, this episode is for you!In this episode, I interview Eric Toz and discuss what he has learned through his entrepreneurial journey, taking what some might consider failure and turning it into lessons that have helped to take him from struggling entrepreneur to multi-million-dollar CEO! In this episode, Eric and I cover:How his childhood influenced his determination for success What timeless principles and skills can be applied to your personal and professional interactions Why what seems like a loss can be an opportunity for future successHow to build stronger relationships with customers and employeesHow seemingly insignificant decisions can create massive change in outcomes If you got value from what you heard here, please be sure to subscribe and rate this podcast! Bonus points for you if you write a review! ;) — SUBSCRIBE & FOLLOW — Subscribe to Dan's YouTube ChannelSubscribe to Dan's How To Think YouTube ChannelFollow Dan on FacebookFollow Dan on InstagramFollow Dan on Twitter— TRANSCRIPT — Dan Henry (00:00:09):So welcome everyone to the inaugural episode of the, how to think podcast, the show where we break down the inner workings of the human mind and learn how to think like successful people so that we can achieve anything in business or in life by changing the way we think, Eric, how you doing, man?Eric Toz (00:00:30):So good. I'm so happy to be here. Been waiting for a couple months now for this.Dan Henry (00:00:33):So it'd be honest if it were friends. So if it wasn't you, that was here for the first episode, I'd probably be, you know, pretty nervous right now, because last night I did this Instagram story and I was like, I'm gonna research, like all these world-class like podcasters and interviewers and try to try to be a good podcast or in the next two hours.Eric Toz (00:00:55):I think by the end of it will, you'll be doing good. Dan Henry (00:00:58):Yeah. I'll figure it out. I'll figure it out. But I'm glad I'm, I'm glad I have a good friend on to start out.Eric Toz (00:01:02):Take it easy, slow and steady.Dan Henry (00:01:04):I'm not much for intros, but you built $66 million business. You've done about a hundred million in sales, selling customizable jewelry online, and you started it by sleeping. You were sleeping and you were in Brooklyn, sleeping on a mattress. A whole bunch of crazy stuff went down and, and now you're here. And before we get into that, I just, I just want to say, like how, how would your parents describe what you do?Eric Toz (00:01:32):I think they would describe me as somebody who is always willing to burn all of the ships for me, like, you know, I had a pretty tough childhood. I think a lot of entrepreneurs did that provides an initial chip for them. They're off at whatever their circumstance or their parents, or just something bad happened to their health. And so they have this huge chip and for me, like there was never a plan B, like I was, I felt like I was going to be successful no matter what, if it wasn't like this thing that I'm currently doing, it was going to be something else. And so maybe not even about the money so much, but just such a strong desire to be successful in whateverDan Henry (00:02:16):It was. What gave you that chip? Because I know it gave me the chip that I had. I had a bunch of people who I would, I was delivering pizza and I would be like, oh, I'm going to, I'm going to build a business one day and they'd be like, shut up, like the delivery, you know? I mean, what, what was, what gave you that chip on your shoulder?Eric Toz (00:02:32):Well, a big part of it was my family has been very entrepreneurial. Like my grandfather, he actually, he had a factory in Massachusetts, literally called package machinery. This is like your old school factory, literally making like boxes and like packaging and stuff like that. And he, he sold that business. He was pretty successful. And then my dad growing up, we had a power sports business. So we were a family business. We sold jet-skis, we sold, we sold ATVs, like all these toys we had, like each of us three kids had our own everything. And then we had a few bad winters in a row where there was no snow up in New Hampshire where I'm from. And the business ended up going bankrupt. And so bankruptcy, you know, 30 years ago it was a lot different than now. Yeah, it was a true like seven years to repair your credit.Eric Toz (00:03:22):And so, you know, my dad, he went from being this entrepreneur to being like a Knight Security Watchman. Like I literally remember him coming home with like, you know, eggs and breakfast for us all after he was working all night at like a hotel. So I had no idea what was going on at the time. Had no idea what happened, how old were you? I was like five, like five, six, and all three of us. We were me and my brother, sister. We were like three, four or five, something like that. So yeah, that was really difficult. I was the poor kid at school. I was on free lunch. You know, I remember Christmas, like three Christmases in a row. I got like the same thing, which was this little, like a Hot Wheels set. And I'm like, oh, another Hot Wheels again, but we couldn't like afford anything.Eric Toz (00:04:07):So for me you know, going through puberty in high school at that point, I kind of wanted to latch onto something I could feel good about. And for me, it was sports at the time. So I threw myself into that completely. I would train for football, like during the summers, literally till like two, three in the morning, I'd be doing suicides and doing squats and stuff like that. And I had very good influences at the time. Like I had really, really great mentors. I had my football coach. I still can hear him yelling in my ear to this day saying, you know, stop feeling, sorry for yourself, stuff like that. So those were really good motivators at the beginning. And I had been influenced a number of times by some very important people not just in sports, but like later in business too.Dan Henry (00:04:55):So, so let me ask you this when you, cause I've seen, you've taken me to your warehouse in it's within the St. Petersburg city limits. And you, you took me there and it was super impressive. I mean, it's this gigantic it's like, you wouldn't even know it was there. You would not know it was there. You would not know that this building randomly in this industrial part of town is on a hundred million dollars in fricking e-commerce you know, and so you take me there and you've got these machines, let's see if we can get it, maybe Brandon can get a picture of your, of your thing up. And I can hear myself like a delay in, in my headphones a little bit, Brandon, I don't know if you've got the live stream going or not, but there's a picture of, of your, and how many people do you have working there?Eric Toz (00:05:53):Currently, we have 70 full-time employees. Yeah. Seven zero, I think during, during peak Q4, we'll have about 200 in the US and then we have an Amsterdam factoryDan Henry (00:06:05):Setting up now. So, so this right here is your, this is your warehouse. Okay. And I mean, that's, that's pretty big and it's actually bigger than that. That's just one section of it. And then you have another one where you do media, but I remember being in there, it was just like last week and yeah, zoom in a little bit, Brandon, like, look at that, look at all those people. So I want to understand the business model, because as far as I know it, you, you, you know, you have this company called shine on. Yup. And you, and you got to correct me if I'm wrong. Cause we've, we've been pretty stoned sometimes when we were talking about this, actually funny before I get into this funny story we met at this, this mastermind it was founders mastermind in downtown St. Pete. And we you had this you, you had this little segue thing that you were riding around on all, all through St.Dan Henry (00:07:00):Pete, that little, the one wheel, the one wheel. Yeah. And I remember I think you wrote it over to my penthouse here in downtown, and we got stone and just talk business for like three, four hours. It was amazing my condo. And it was a great conversation. And you told me and I definitely want to talk about this. Cause you, you told me about, you know, a lot of people say, oh, read this book and read that book. And you told me about the book, how to win friends and influence people, which I think a lot of people I think a lot of people say, Hey, read this book and people go, oh yeah, yeah, yeah, that's cool. I'll read that book, but they don't actually read it. And they don't actually put it into practice. And I re I noticed some things when we were, we were talking like, you would be like, oh, I'm sorry for interrupting. And you, you just said certain things. And I'm like, I really like this guy, like what the, what the, what is going on? You know? And I said to you, I was like, why are you so fricking likable? And you told me, you cheater that you read the book, how to win friends and influence people. And you like went hardcore on it. And you just, you, how much does that help you network and get through business and, and, and just in progress in your career.Eric Toz (00:08:12):Yeah. So I think, I think there are certain things you can learn that are timeless, right? There are certain principles that are timeless. And I think to be a good business person in the 1930s, when that book, how to win friends and influence people by Dale Carnegie was written you know, you couldn't hide behind email, then you couldn't hide behind social media. Like if you, if you wanted to conduct business, you had to like, look people in the eye, you had to shake their hand. You had to like, keep your word. You know, these are like old-school fundamentals. And so I think it actually be really helpful if entrepreneurs more entrepreneurs read that book today because it's really head-slappingly simple. Lee's simple things that he says where you're like, oh my God, I shouldn't have, I should have been doing this my whole, my whole life, like simple stuff. Like the sweetest, the sweetest word to somebody as their first name. So try to use their first name as much as possible because they immediately perk up. Right. You know,Dan Henry (00:09:06):Eric. Yeah. It makes me feel good. It does. And you know, when I read that, but I literally, because when you told me that it, it stuck with me and I've, I've read a little bit of the book, but I actually went out, I bought the book and I read it and I read it all the way through. And then I listened to the whole audiobook all the way through it. And then I downloaded the cheat sheet and I might've had one. I'm not going to lie. It's hard. It is super hard. Like some of this stuff is just hard to remember and hard to implement, and it's sort of like, you have to take. And when you first read it, you really feel like a Dick. At least I did, I read this and I'm like, well, I'm missing a lot of this. Like my first reaction was I must be a total Dick because I'm just reading all these things that we forget on a daily basis, you know, like not interrupting people, using their first names, smiling, you know, just, just, just something as simple as smilingEric Toz (00:09:58):With a pleasant tone. Dan Henry (00:10:01):That's the whole chapter on that, the whole chapter on that. And you dive deep into it. And I think in business and, and not even business, but in life, you, I mean, I'll give you an example. I was downtown. And I ran into somebody who was had actually followed me for some time and bought some of my products and stuff. And he had a friend who's this like high, high level, you know, manages billions of dollars in real estate. And I was just, you know, very nice to them. And I, I mean, anybody could have been any, any one of a thousand ways with their personality. And I was just trying to be very nice. And I noticed that his, his wife was a super, super sweet woman. And I remembered the book where it said, you know, think about what appeals to them, you know, think about w what brings value to them and how to appeal to them.Dan Henry (00:10:50):And I noticed that she wanted to talk about like cooking and making food for people. And that was like really important to her. And so I had a conversation with her about that, and I learned a lot about a lot of food that I didn't know. And then we ended up getting invited to their penthouse, which is actually four penthouses that they bought at the top of I forget which building, but it's, I think it's park shore. And they combined all four penthouses into one mega penthouse. Jesus. Yeah. It was you. And I learned so much about real estate and all that, and that was just, IEric Toz (00:11:23):Think it was from the, you conducted because of the cookingDan Henry (00:11:26):Conversations, because she invited, she invited us over for breakfast. She wanted to cook for us. So, yeah. So like, I mean, we didn't get an invite before that. And then, I mean, or maybe he, he would have invited us anyway, but it doesn't matter. The point is, is that, you know, sometimes I think we, we get wrapped up in all the problems in life. And so we're so focused on those problems and thinking about those problems, that when we go and all these differences in life, our problems are on our mind. And it's not that we're not, not nice people, but we don't take the time to articulate how nice and how genuine we are, because we're just so drowning in our own world of negativity and all the stuff we have to do. And I think that that book just gives it a great reminder to how to bring that to the surface.Eric Toz (00:12:11):Yeah, totally. And there's a whole chapter, literally just on listening. And at the end, he tells a story about how he had like an hour-long conversation with a woman on a couch. And he may be said like five words. And he was just asking questions, maybe like five or six questions. And she was talking the whole time, like, blah, blah, blah. I mean, he was into it. But at, at the end she was like, oh, you're such a good conversationalist. And he was like, I haven't said anything, but he just allowed her to sort of that. And just being there, like just holding space, I think for people can be really beneficial because everybody, especially in our business, our line of business, they just want to talk about what they're doing, like all the time and what they're currently up to.Dan Henry (00:12:58):Right. I, I do notice how did, and how do you think those tactics and that paradigm shift of how to interact with other humans? How do you think that differs between dealing with employees and dealing with just like other entrepreneurs, other, other people in your life that, that you don't pay?Eric Toz (00:13:17):I think the principles are, are the same, right? Like a mentor of mine, he's the co-founder of Zappos. His name is Fred Mossler and he, he treats his vendors the exact same way that he treats his employees and he treats people in the Las Vegas community the same way he treats vendors and, and they'll actually have vendor parties. They'll fly in their vendors once a year and have like a huge mega blowout party and something awesome that he told me was like friends, this concept of friends first. Like literally if you, if you just try to become friends first, all right. You know what they're doing a little bit, maybe not a hundred percent, but just focus on being friends first and really solidifying that. And then the business will come naturally. If, you know, if what they're doing is, is good. But you should be able to kind of know that ahead of time. So you don't have to worry so much about the business. Just kind of relax and see how you connect on different things.Dan Henry (00:14:15):And a lot of people, they try to create opportunities and that that's sort of, I mean, it's cool, but when you're networking and you're trying to make connections, a lot of times you just have to let opportunities come to you. And I think that if you try to create opportunities, you will go into meeting people in a disingenuous way. Cause you always have an agenda going in. I mean, if you meet somebody that is a player, right. Something is at, at some point is going to come of that. Something, at some point you don't know what it is right now, but at someEric Toz (00:14:49):Point and be like an A-player. Yeah. I mean,Dan Henry (00:14:52):I mean, it could be, it could be somebody that becomes an, a player. It could be somebody that's already an a player. It could be somebody that has done something that you respect. It could be a huge person in the industry. It doesn't matter. But the point is is if you try to go into that relationship thinking, what am I going to get out of this from the beginning, it's just going to, it's not going to be genuine. And if you go in and you just become friends and let the opportunity come to you, I think it's a lot better. Yeah.Eric Toz (00:15:16):Yeah. I have a firsthand example of this recently. I think we did a little bit of that also, my friend will, who, you know, who lives downtown here? He's just a really interesting guy. I just like him a lot. He does some cool things in skincare and in like NFTs. Right. And so I knew, I knew when I first started getting to know him, like there immediately there wasn't going to be any way where we do business together. And I was okay with that. Cause I didn't care. I just loved what he was doing on his own stuff. And I just wanted to be friends with them, but you know, over the past week or so, I've had an idea where I was like, holy will, would actually be like the perfect partner on this. And so you can't like expect those things to happen. It's just sort of, you know the way is of the universe sometimes if you have if you established friends first. Yeah,Dan Henry (00:16:05):Absolutely. I, I totally, totally, totally agree. So let me, let me just go back to this mattress that you were sleeping on. And you don't have to go deep on mattress pizza boy. Yeah.Eric Toz (00:16:17):My office is your pizza.Dan Henry (00:16:18):I see, I, you know, I actually I'm a mattress sleeper, every time I move into a new place, doesn't matter what my financial situation is. I always end up sleeping on a mattress for two months. Cause I can't find, I can't pick out what bed I want, you know, but I do like sleeping on a mattress, surrounded by nice walls versus the walls I used to have around, which were crumbling. But you know, let me ask you this. You had some stuff happen, you know, you, you, you took on some venture capital. You don't have, I mean, you can get into as much in this as you want, but you had some, some bad stuff happen and you basically had to sort of start over. Would that beEric Toz (00:17:00):With on yeah. So you know, starting, excuse me one second. Dan Henry (00:17:11):So polite. Is that in the book too?Eric Toz (00:17:15):I'm doing it for the listeners.Dan Henry (00:17:16):That's awesome, man. So, so, so what, what happened? They're like, well, whatever you want do.Eric Toz (00:17:22):Yeah. So I like to say I'm a two-time venture capital refugee. So the, for the first time was when I was at CustomMade.Com. We ended up raising about $25 million. Google was our investor, like all the top Silicon Valley investors. And we were basically you know, we were basically a high-end Etsy average order value, like a thousand bucks. But that it was a great idea. The business, it didn't work. At scale, we were burning a million dollars a month. And so it was just a reallyDan Henry (00:17:56):Burning a million dollars a month, whatever. I mean,Eric Toz (00:17:58):We were losing a million dollars a month just because of our overhead. And when you raise that much money, you're actually encouraged by all of your investors. Like, dude, we gotta, we gotta spend this as fast as possible because they either want it to pop in two to four years or they want you to, they don't want you to be the walking dead indefinitely. They would rather have you die or, or crush it quickly time value of money. But yeah, so I saw, you know, some of the advantages and pitfalls of raising that much money. You know, you lose a lot of control of your company, you have bored. And so when I started Shine On, you know, I didn't have any money either. So when I couldn't even pay myself, really, I actually started it on unemployment, which is honestly, that's the best trick.Eric Toz (00:18:45):If you want to start a company, try to get fired, ask your company, Hey, can you please fire me instead of leaving? Cause then you can get unemployment and you can get it for like nine months. So I was actually like, I went to Germany, I was like doing my unemployment forms from Germany. And the whole time I was taking literally all the money from the unemployment and putting it into shine on at the very beginning. Wow. Then that money ran out. And then I was, I was selling motorcycle rings to motorcycle clubs because I had this jewelry production knowledge. And I was like, how can I sell to a lot of people very quickly? So I made rings for like six or seven motorcycle clubs and that's how I paid my rent after the unemployment money ran out.Dan Henry (00:19:24):Did you have a machine for that or did you see all the machines you have right now, but what did you, what did you have that?Eric Toz (00:19:30):So at that time, so I had a friend who had a massive factory in Thailand in Bangkok. And so the first version of shine on was, you know, we would, us a, a marketer would give us their idea for a piece of jewelry, like a ring or a necklace. We would actually do a 3d render. It looked like an, a photo. It looked realistic. Can you give me an example? Yeah, if you actually just Google scooter ring, like on on Google something I designed it's like, it looks like a Vesper. Okay. So like Vespas scooteringDan Henry (00:20:01):Now. I feel like an idiot, cause I don't know what a VestaEric Toz (00:20:03):Is. Just like a stallion scooter.Dan Henry (00:20:06):Oh, okay. Okay. Actually, do you want, [inaudible] we'll talk about funny scooter story in a few minutes. You reminded me, do you remember what happened to me when I met Maura?Eric Toz (00:20:17):No.Dan Henry (00:20:17):You all, you don't remember that. I'll just tell it real quick. Cause Brandon's going to bring up, Brandon's gonna bring up a picture of this example, but you introduced me to Mara Glazer, who I ended up hiring to do some copywriting for how to think. Oh, okay. Yeah. And I remember I got that segue to go downtown and so I, I Google like how to change, make it go faster. Cause it was only going 15 miles an hour. And I got it to to a different mode where it went 25 miles an hour and right. So, but here's just a crazy thing about how, how, how thoughts can create reality is I'm driving down the road or scooting or whatever. And I think to myself, how bad would this suck if I totally wiped out right now? And five seconds later, I went to scratch my head, which I don't know why I did that. And I went over the top of it, wiped out. My knee was bloody. My hand was all messed up. I was goingEric Toz (00:21:10):25Dan Henry (00:21:11):Fast. Yeah. And I don't even know how I, and so I, I literally like the scooters all bent and I end up scooting down to beach drive and meeting Maura for the first time and right after, and I'm full of blood. And my, my stuff's ripped, like my jeans are ripped up and I sit down and I'm like, instead of saying, hi, how you doing? I'm Dan Henry. I had to explain to her why it looked like I just got to fight.Eric Toz (00:21:34):And she probably liked it like, well, this guy's edgy.Dan Henry (00:21:39):He still showed up, you know? But that just reminded me about how, like when you think of something you can like create the situation to happen. But Brandon, do you have that? Do you have that? There it is. Okay. So, so click on this.Eric Toz (00:21:53):This was the first, the first thing I ever designed for Shine On. So I was the first seller. I was the first, I was the first CS agent website, designer, jewelry designer, marketer. I was packing the jewelry myself like the whole first year. But anyway, what happened was yeah, this is how I kind of got started with it. I would, I would work with a marketer. I would make something custom and then I, they would actually put that on their store that just a render. So there's no inventory. And then we would take all the orders each week and I would put it in an Excel sheet and then I would send it to my friend in Thailand who ran a factory there. He makes all of David Yurmans jewelry. If you've heard of that brand high-quality men's men's jewelry. And so, yeah, that was great.Dan Henry (00:22:39):I'm going to stay silent. So I don't have to admit that I don't know what that is, butEric Toz (00:22:42):There's not a lot of guys do. But yeah, that was the first version of shine on. So I went from this like a motorcycle rings to actually designing some stuff myself. And then what happened was you know, Teespring came out, Teespring is like print on demand t-shirts and it was one of the first things Facebook marketers sold. There, I know a ton of guys who were millionaires a couple of guys, even in this area who made millions selling t-shirts there. And I had this jewelry knowledge. And so I was like, man, I, I love working with these marketers. We could really scale, I could scale this up much more quickly if I started working with Facebook marketers. And so luckily, you know, I had the prior experience from custom made which was, you know, it was still a success. Like it didn't work out, but we still raised a lot of money. We made a lot of noise and there was some trust there just from me being around that environment. And so I raised about a million bucks in venture capital and then immediately after actually hired Teespring's head of sales and Teespring's head of marketing. And that's how the initial Shine On got started. Wow. And they, then they brought all the sellers overDan Henry (00:23:47):Now, did you, I know that you raise capital and then something went wrong, and then did you have to raise capital again?Eric Toz (00:23:55):What happened? Was it wasn't that anything went wrong per se? It's just that we're kept pretty capital intensive business. A million bucks is not that much money if you want to build something large-scale. But what happened was we were it took four to five weeks for these items to be made in Thailand and then sent back to us where we would repackage it and then ship it to the customer. So these items sold super well. And we did over 5,000 various 3d designs and we did about five, 6 million in sales that first year. But what happened was we were getting a lot of chargebacks because of the weight. People didn't want to wait that long. They didn't trust it, even though the quality was super good. But no matter how many did it take, it took like four to five weeks after your purchase. So buyers are, you know, I think their limits around two, three weeks for reordering, they get pissy, they get antsy. So we started getting a lot of chargebacks and because we, we pay the sellers out like next day on their commissions or when it chips we would get these chargebacks after the fact.Dan Henry (00:25:03):So, so Jay, just to get the business model, right, you partner with people who want to sell their own personalized jewelry and you make the jewelry, and you ship. So it's like drop shipping and I believe you also give them the education on how to promote their products and get it out, get it out into the,Eric Toz (00:25:22):Yeah. So fast forward to today. I mean anyway, we, we, there was, we were running out of cash and at one point I said, never again, am I going to not make something myself? Okay. So I was like, I want the, I want to own the entire supply chain. Right, right.Dan Henry (00:25:38):And just so I'm clear, I just want to be sure I'm clear. That was because they were, it took too long. Right.Eric Toz (00:25:42):Just cause it took too long. That was okay. Got it. You literally the only reward to interrupt. And then there's, and then there's another thing about, you know, having more control of your margins, right. Being able to provide better customer service for everybody. But yeah, fast forward to today, I mean, we started in jewelry but we're, you know, we're an on-demand factory that we, we prototype, we develop and we sell ourselves viral gift products. So jewelry, wallets, watches, all personalized. And then what we do is we launched them through what we call an IPO process, initial product offering. So we'll say, Hey sellers, we got this new like wallet. That's personalized. You know, we, we sold like 500 grand in our initial tasks. And then we literally give away the farm. Like, here's exactly how we're doing it. And boom, now it's live in your app and it's free. Just go click, click, click, and you can add it to your store. And now you can sell this product. So we're almost becoming a little product agnostic. We're adding like metal wall art. Like that could go up here. I'll I'll have something for you. Oh,Dan Henry (00:26:44):Oh, okay. Yeah. I can, I could use some more, some more brains around this Personalized man. Yeah, yeah. You might have to, you might have to get me selling some products because I'm going to be honest with you. I'm gonna be honest with you. E-Commerce physical products is super difficult. And I told you this when I was at your, your warehouse, I doEric Toz (00:27:07):Hear like, oh no, I don't know if IDan Henry (00:27:09):Can, I couldn't do it. I could not do it. I mean, I'm looking at all these machines just to break down the thought process here. Right? I'm standing in this warehouse. I know that you guys have hundreds, you know, you've got, you've sold almost a hundred total, almost a hundred million dollars worth of stuff. You have machines that are like, w w what's your most expensive machine?Eric Toz (00:27:30):Ooh. we have we have auto pack machines that are about a quarter-million-dollar.Dan Henry (00:27:36):So $250,000 machines. And in my mind, here's what I'm thinking. What happens when something breaks, you got to call somebody, they got to come out, they got to get a part, and then you got orders. And like all this stuff going on, it's just, I gotta ask you this. How do you deal with the stress of going to bed every night and knowing that at any point, something like that could happen that could massively derail your business. Like, how do you deal with that? And how do you cope with that?Eric Toz (00:28:06):E-Commerce is complex because, you know, not only are you doing the marketing, sometimes you're also doing the training, but you're also if you're doing it right. I mean, you're also doing your own supply chain. You're buying inventory, you're storing it, you're shipping it out. So sometimes what we do because we're moving fast and we actually forget how many potential points of failure there could be, but we'll actually just write out a list. I'm like, you know, what, if, if, if any of these things fail, are we, are we screwed? Like, is this going to ruin the whole thing? And so a lot of times we're like, wow, yeah. If we ran out of X, Y, Z, that would shut down like everything. And so I'm constantly making lists constantly. If there's a new thing, that's a super imperative, making sure there's ownership of it.Dan Henry (00:28:54):But what do you mean by making sureEric Toz (00:28:56):There's ownership that somebody owns that it's like, Hey, if you have one job to do, it's making sure that we never run out of these like 50 different things. You know, we have an inventory manager too. Yeah. a lot of it is automated now. So like all our inventory management's automated their software to do it too. But you had to build, we built, we built our own. Yeah. So we'll kind of get a heads up of something running out, but look, honestly, stuff just happens to like, it's guaranteed, that stuff will happen. Major stuff. Whether it's a flood here or like a hurricane, or like, there's, there's a crazy cargo ship backup right now, like are all around the world. There are like crazy logistics problems. And so the number one thing for your customers is to just be a good communicator with them.Eric Toz (00:29:49):And that's honestly, it's a lot harder said than done. So that's where some of these Dale Carnegie principles come into play, just like thinking about them and their feelings being proactive, saying like, Hey, there's an issue. There's an issue here. You, you probably won't receive this in this time, but then give them some options. Like, I can do this for you. I can do this for you, or I can do this for you and just make them feel like they're the decision-maker next. And usually when you allow them to make decisions on what they want to do with their order, then a lot of the time they're, they're more cooperative and they actually will want to work with you. And sometimes you build stronger bonds with people and with customers when you screw up and then you, you like something detrimental happens. And then yeah, the redemption and you like go through this like thing with them. And they actually like, you have a tighter bond because they're like, then they're like the next time Eric screws up. Like, I know he'll, he'll be in my corner and he'll like, figure it out. So the same thing with employees too.Dan Henry (00:30:51):Do you feel that, cause I don't know if you've ever read the psychology behind likability and being imperfect, like, you know, what a Mary Sue is. So in, in film, Mary Sue is a character that is basically perfect and has no flaws. And so like imagine Superman, but there was no kryptonite. Like he wouldn't be that interesting. You know? And like when, when the star wars movies came out, a lot of people were saying that Ray was like a Mary Sue and that's why people were interested in her. And then so like later in the movies, they reallyEric Toz (00:31:24):Didn't know she had no flaws, she hadDan Henry (00:31:26):No flaws. And so you'll notice it in the second and third movie, they really dived into her like flaws around you know, her parents and things like that. And, and some other things. But, but the concept is that if you have a character in a movie that is perfect and has no flaws, then there's nothing to be interested in. There's nothing to be likable. There's nothing to, to bond with that because you can't relate to somebody. That's perfect. And I think a lot of times people strive to be perfect and they let perfection get in the way of the thing that makes them human. It makes them relate to other humans. And that in, in of itself is having flown.Eric Toz (00:32:03):Yeah, I think you know, we have our seller group on Facebook and so we're always analyzing what's what gets the most engagement and it's, it's usually two things it's posting about success. And then it's posting about like the hard times that you went through or like stories, hard stories, like redemption stories. Like people are so into that because we can all relate. Yeah. We can all relate to that.Dan Henry (00:32:28):Do you feel entrepreneurs have an ex an unrealistic expectation that things won't, that nothing will go wrong, and that if something does go wrong, that means they did something like there they failed or they're a bad person or they were wrong this whole time in their dreams. You know, like I feel like a lot of entrepreneurs really have that expectation going in that everything is going to go right. And they don't know how to mentally deal with it when things go wrong.Eric Toz (00:32:54):Yeah. I think that entrepreneurs understand that things are going to go wrong, but every entrepreneur is different in, in there how much they're willing to deal with. Like a lot of people will throw in the towel on something where somebody else won't. And I have two really good examples from my, from my life about not throwing in the towel. And this is not, I'm not saying I'm right by or right or wrong by throwing in the towel or not throwing in the towel. Right. But I'll give you an example of custom made.com where, you know, we, we raised that, all that money. And then I ended up leaving the CEO ended up leaving, but the sort of the third guy in our gang mentor of mine, Seth Rosen, he said, no, I'm going to stick with it. And so he made a deal with the bank wrote off all of the debt and he just went into this incubation period.Eric Toz (00:33:49):And now custommade.com is like 20 million, $30 million a year business. And he brought it back to life solely because he had a high tolerance for going through that. And he was so obsessed with it that he wanted to continue working on it. And same thing with me, I got to a point where after I burned all this, this seed capital that we raised and at one point I actually had to let go of almost all the company, like 90% of the company had to let go of like 15, 20 people in one day, once 15, 20 people in one day in one day. Yeah. We called it the red wedding. Like fromDan Henry (00:34:28):Game of Thrones, you have to be a game of Thrones nerdEric Toz (00:34:31):Joke, but not in a mean, not in a mean way, but it was just like, no, like, and everybody was like, Eric, give the investors like the rest of the money back. And there was maybe like, like a hundred grand left in the bank account. And I was just like, no, I'm not going to because like, I still have this vision for it. I need more time. And so I literally went from the super high and there's actually, if you Google the entrepreneur's journey, there's a graph of this where there's like this initial excitement. And then there's this period called the trough of sorrow. And then if you keep continuing going through the trough of sorrow, you get to experimentation and pivoting and new ideas. And then eventually you get product-market fit. And then when you get product-market fit, then you can scale.Eric Toz (00:35:21):And so how, how much are you willing to tolerate going through that trough? Because I'm not going to lie. I was, at that point, I cut my salary to like 40 grand a year. And I wouldn't say I was a loser. It's just that I kind of went into like hibernation mode. We're actually had to, my mind was going crazy. And if I didn't turn to meditation to help me calm down and just get refocused, like, all right, how am I going to pull this off? I would tell myself every day, this is going to be a book in a book someday. So yeah, we were down to like 20 grand bank account,Dan Henry (00:35:54):A book someday, dude, that's a roast on that for a second. This is going to be in a book someday. Yeah. That's that is that's deep, man. I mean, if you think about it, like, that's some internal motivation.Eric Toz (00:36:11):Yeah. I mean, I would tell people I'm like, you don't understand like there's no, I'm not going back. There's no plan B like I'm, I'm in this thing, you can't kill me basically. And I don't care if I make $0 for like four years like I'm going to make this work. And so there's, and then I kind of learned that there's always something that you can do. I had another, I hired another mentor who helped me out with some financing and I actually bought the company back from the investors. Cause I believed in it so much. So I was literally taking out like per personally guaranteed loans to buy back the rest of the company. So not only was I going from $0, then I even put myself in debt, like to get the company back because I was like, no, you don't get it.Eric Toz (00:36:56):Like I still see this path forward. I just need time. And so I actually have never raised money again since then. So we went from having 20 grand in the bank account to, we did, we did a hail Mary, we bought one machine and I moved out from Brooklyn to New Jersey and we started tinkering in a 1000 square foot garage with machinery and we built, then we built our first Shopify app in 2017. And we were the first people to do print on demand jewelry. And so then just incrementally building, building, building, building, building, come up with some new products, keep promoting keep doing what you say. You're going to do, build trust with the seller, with your customers. And yeah, now we're doing like 66 million a year in product sales, all bootstrapped. Yeah.Dan Henry (00:37:43):So if you were to like, imagine that on a graph, right. Where how much money did you raise at the, at the height of that?Eric Toz (00:37:50):At the beginning, we raised 1 million and then we ran out of that and we got down to 20 grand and thenDan Henry (00:37:55):Here at 1 million. Right. And imagine the, imagine it's a plane, right. And the plane starts nose-diving and it's heading towards the ground. And it literally goes so close to the ground before it pulls up that hits like 2200 feet off the ground. And it, you know, if you're on the ground, it literally blows your hat off as it scoops up. And then sky rack skyrockets up to, you know, from its original elevation of, of, you know, a million up to 66 million. That's insane. Yeah.Eric Toz (00:38:29):So when I went through the whole range of emotions, like you could possibly imagine like an idea raising money. Oh, other people believe in me, like this feels good. Like everyone thinks I'm smart. I have a great idea. And then reality sets in and just being like a total loser, firing everybody going. I had to learn accounting because I had to fire my accountant. I had to get rid of all the insurances. I'm like, what am I in? What am I protecting here? Something that's like worth nothing. So I was like, it, no insurance, no nothing. And so, but that was like the best lesson I ever learned because I had to learn, I had to learn a little bit about everything in the company, all the operations efficiencies. And so that going through that experience actually is really helpful today when I'm seeing all the pieces from a high level, because I've done all those jobs myself to a certain extent, I know enough about everything.Eric Toz (00:39:23):So I'm very grateful for that experience. But I'm also grateful for capitalism. I'll be honest because it allows you to go through that whole adventure and like that whole journey. And it is you against yourself. You're not really like competing against other people, even though you think you are, it's just like, you have to like, it's you in the mirror. So how can you, how disciplined can you be? Right? Like how disciplined can you be? How can you calm your mind? Can you get over your old? Because a lot of people, they, they bring their old life's experiences into their current business and they'll actually project some times. So if they are very needy, if they're a very needy person, cause you know, someone left them or whatever in the past, then they're just going to be attention-seeking in their business. So these can be, these are bad habits that could kind of take you down. So you really have to quiet your mind and try to get over your old and not project. A lot of people to, you might hire people from outside the company coming in and they're in a position of power and you don't see their bad habits in an interview and you would never know. But then after six months of working there, you're like this person's horrible. Like just like they're projecting because they're in this position of power now,Dan Henry (00:40:41):How did you, did you identify anything about yourself, old baggage that you were starting to bring in to your company and then you, you like identified it, you acknowledge it and you got rid of it. Did you ever go through anything like that?Eric Toz (00:40:59):Hmm.Dan Henry (00:41:04):You couldn't have always been the super nice guy that you are, that you are now. Eric. I refuse to believe that cause it'll make me feel even worse though. I'm just kidding.Eric Toz (00:41:14):Well, I'll be honest. Like when I had to let the whole company go I had somebody that really pushed me into doing that because I was like so nervous to do that. And it was the hardest thing I've ever done in my life. But going through that experience made me a very strong person. Right. I think me probably wouldn't have done it and I would've taken, taken it down, and gone down with the ship with everybody, but I got the sort of push from a friend, and he kind of helped me plan letting go of the whole company. And so yes, like the entrepreneurial journey, it helps you grow as a person too in many, in many, many ways. So I'm very grateful.Dan Henry (00:41:56):Do you think the unwillingness to let somebody go or let people go because it's a good business decision. That was a potential thing that was kind of brought in. That was a detriment. And you had to learn how to get over that was that, would that be one of the things that I guess as you called it earlier I think you call it baggage. Would that be something that you think was baggage that you brought in, that you had to, you had to get over? That was like a major thing?Eric Toz (00:42:22):Oh yeah, for sure. Like I think, you know, Inex inexperienced in younger entrepreneurs, they have trouble doing that. Like letting people go, but then I started seeing things through a different lens with running a business. Now I actually see it as we're working, we're here together. We're working on this project for like a finite amount of time. So instead of thinking about like, there's an owner and there's an employee and they're basically like slaves to the company, like they own you. I don't, I don't think that way. I think, and I'm open with my employees, like, Hey, we're, this is a project we're working on for two to three years. So let's go get committed to this thing and let's go crush it and let's see what happens. Right. And then, you know, provide the right incentive for them to, for us to crush it together. So having that sort of, we're working on a project mindset, it's helpful in letting people go because everything is finite and I'm not even going to be there in five, 10 years either. And I tell people that this is a project, so we're not going to be doing this forever. It's not like we're married. So, you know,Dan Henry (00:43:34):Okay. Like Michael Jordan was not always going to play in the Chicago bulls, but while he was there. Yeah. And while his teammates were there, they did the best, they could to win as many championships as they could. But ultimately that entity, that, that concept, that project will live on. Right. Is that how you view it? Yeah.Eric Toz (00:43:54):Actually so the term I use is let's go out and like get this Superbowl ring if we can, if we can go. And that might be we go public or we get acquired or something that experience that all the employees had. They can look at the Subaru warring and be like, yeah, I was part of that. I did that. And then what they can do is parlay that experience and go off and do their own thing and their com and their next company. And then maybe I'll even invest in it or there'll be able to get investment because people are like, wow, they worked at shine on. So that's what I'm trying to do with this whole Shannon thing is employees. If they can get a Superbowl ring sellers, there's a lot of sellers started with selling our product and e-commerce, and now I know two dozen guys that I'm friends with who started selling our product, and now they're doing $10 million a year on their store selling something else. But, you know, we all got, we all got wins like early out of it and that's, what's important is getting wins together.Dan Henry (00:44:49):So if I was going to read between the lines here, I would say that one of the biggest things to keep in mind with everything that you said is before all this, you have to really get clear on what, why you're doing it, where, where you want to end, because, you know, if you were, I'm just giving an example, right? Like Tony Robbins, Tony Robinson's, Tony Robbins, you know what I mean? That's his brand is his name. So, you know, the whole, like maybe the concept of I'll be here, you know, for a temporary amount of time. And then eventually I'll be gone. Maybe that still applies to his company. I'm sure he has an exit or I'm sure he has a death strategy, you know, cause nobody lives for other, I'm sure he's not just going to die in his company. That's it. I'm sure he's going to live. He's going to somehow has a plan of action in there. But you know, I think if you were to say, well, my goal is to exit or my goal is to build something great. Or my goal is to change the world. Or my goal is to, to, to do this. I mean, would you say that you have to get super, super clear on what that is before you can start, as you said, going after the Superbowl rings because you got to know what game you're playing.Eric Toz (00:46:01):Yeah. 100%, a hundred percent like people ask me, how is my vision change? I'm like, no, my vision has literally been the same thing for five years ago. Like where we're at now is where I thought we could eventually be. And so I need to keep going, but wouldDan Henry (00:46:17):You articulate that vision?Eric Toz (00:46:20):So five years ago I said I wanted to be the Teespring of jewelry. So I was just looking at that model and I want to build something just as big as them. And they're at the time they were doing a hundred million a year in sales. And so you're almost there. Yeah. Now we're getting, we're getting close to there. I actually, in two weeks we'll hit a hundred million in sales all time. So yeah, like if you don't have that, if you don't have that vision and you're not committed to it, if you go through hard, like, like I went through, if I didn't have that that level of commitment, then I would have totally thrown in the towel. It might be different though, if you're, if you're making good cash, if you're cash flowing and then suddenly it starts hitting bumps. I could see getting out then because you've made all this cash already. But for me it was kind of like instill like most of my personal like all my assets, like most of my wealth is actually in the business. So I'm thinking like longterm and it's, it's definitely risky. It's, it's a huge risk. And that's my personalityDan Henry (00:47:28):Condo that that's being built right now. Saltaire in downtown. It's a littleEric Toz (00:47:34):Sexy start my podcast there.Dan Henry (00:47:38):You got to invite me over, man. That place looks, looks like it's going to be sick. Yeah.Eric Toz (00:47:42):I think we're going to do some events there, some mastermindsDan Henry (00:47:45):And it's going to be awesome. Let me ask you a question. And I know that you're not your company is a little bit different than say mine where I'm a little bit more like the face of it kind of thing. And you're you're, I mean, you are, but like e-comm, it's about the products and all that and, and you know, so I'm sure a lot of people, as somebody who built this, they have a way they view you probably a lot of different ways. They view you. What would you say is something that people misunderstand about you?Eric Toz (00:48:19):Hmm. That's a good question. Misunderstand. Well,Eric Toz (00:48:34):You know, even when I throw these figures out, like a hundred million, 66 million I try to not make it about me. I try to say, we sold this together. Right? Like we did this together. And so I, people might see me as, I dunno being selfish because maybe on my Instagram, I promote like all this personal stuff. But at the end of the day, like I want, I want everybody to win. Like I truly do. And one thing is if you make other people money, they'll always invest in you and your next thing, they hit,Dan Henry (00:49:14):They stay with you on the ride. Yeah. Yeah. Well, I mean, look at, look how a lot of these funds have been built. Like you got guys that they run a certain type of business. They make people money and then they start like a real estate fund or a, or this, and then they're investing in that so that, you know, that's totally makes sense. Yeah.Eric Toz (00:49:31):Yeah. If you were, if I was your client and you know, I made a lot of money from your trainings right. Or teachings, and then you were like, you said to me, Hey, I'm going to go start this other thing. Do you want to invest in it? I'm like, hell yeah, you made me so much money, dude. Like literally here's like, you know, here's a million bucks or whatever investment, like no brainer. I, I trust you. You made me money here. Let's do it again.Dan Henry (00:49:56):No, I think people underestimate the value of creating a great product. I think there's a lot of people out there that do it for a cash grab and they do it for clout and they do it for a lot of the wrong reasons. And they don't really care or not. It's not that they care, but they don't put the effort into making a great product because at the end of the day, a great product will, you know, it will transcend a lot of mistakes, you know? And that's the thing that you're going to make mistakes you're going. And you know, when it comes to a lot of people in life, not just entrepreneurs, but a lot of people in life, they lack confidence. And I always say that you cannot build confidence. Does anybody tells you, you can build confidence full of. You build competence.Dan Henry (00:50:40):And as a by-product of that competence, you are granted confidence. Let me ask you this. I like that. Oh, thank you. I appreciate that. I, you know, I want to resist the urge to ask you a classic question. Like what, if you could go back to your 18 year old self and tell them something, what would you tell them? But what I'd like to ask is, you know, how did you in the ups and downs, it's easy to feel confident, have faith and stay the course when things are up. But when things are down, that's where people break and they fall off. What did you do specifically in your brain, in your mind that helped you get through those dips and maintain the course and maintain the faith and keep the confidence. Even when things look bleak, especially when that plane was right, the bottom, you know, 20 grand left in the bank or whatever other challenges you've had. How did you maintain, what did you tell yourself every day to maintain that level of dedication? Mm,Eric Toz (00:51:53):Well, I think, I think that you have to take the pressure off yourself. And so I'm in the process of writing this book. It's going to be called the entrepreneur survival guide, 20 things you can do when you're totally AFT, oh God, I loveDan Henry (00:52:12):That title. I really, oh, that's a great titleEric Toz (00:52:16):Too. So it's kind of like, imagine like how you would equip yourself for the zombie apocalypse. It's like that before, like business for business, I've been through like 20 of these things already. And at some point though, like once you're like, I'm doing this, no matter what you, at some point you have to take the pressure off of yourself in the day to day. So you have to say, all right, like, look, man, I still have to sleep eight hours and I can work like a maximum of 16 hours. And so, you know, you just have to be as efficient with your time, because if you literally do everything like perfect. And when you have no money left in the bank, you have to like, watch literally everything. Like watch every dollar spent every, every hour you have to be doing the right things. I remember literally going to like open certain tabs in Chrome and I'm like, no, like you can't do that. Right. I didn't know what the are you doing? Like, stay focused here. We don't have time for this right now. ItDan Henry (00:53:14):Was, it, was it porn hub you were trying to open or it was just likeEric Toz (00:53:18):It could be anything like ESPN. It could be like news, you know, I've been in, I've been addicted to news before. And so newsDan Henry (00:53:26):Sports. So, so have you ever got addicted to looking at things that you didn't have yet? Houses, cars?Eric Toz (00:53:34):Ooh, that's a good question. Like fantasizing about cars and stuff.Dan Henry (00:53:41):Yeah. Like, like imagine you're sitting there and you're working and you're like, if I just work hard enough, I'll be able to buy X or Y or Z. So then you go and you look up that car, you look at the features, you look at the you know, you look at how much it costs. I mean, I'll be honest. One thing I used to do is I used to put real estate up that I liked and I'd say, okay, this is called a vision board, like a vision board. And I would leave the tab up on my computer and every like two hours or so I would just flip over and I'd look at the house. And I remember I did that with I don't think I knew you then, but when I had that 8,000 square foot house on the water in Gulf port, I was looking at, yeah, I sold it and I bought the penthouse because I just living on the water, man.Dan Henry (00:54:21):It's like, dude, there's always a contractor at your house every single day or something. Well, no, just fixing stuff because the salt water blows with the Florida winds, they blow against the house and I'm in you're right on the water. So stuff, Russ, I had to replace my outdoor fans. Like every three months we would just go get completely rusted, no matter what you did. And just all kinds of crazy stuff that doc, you know, just so much stuff. And I just didn't want, I wanted to focus on all my business and I wanted, I wanted to stop leaving my phone around. And then not finding it for six hours because it was on the, you know, it was on the third floor and this and that. So when I bought the penthouse downtown, I just liked it a lot. It was actually more expensive than the house I owned, but it was smaller and it was just, I don't know, I liked the lifestyle more, but what I did was I would, I would put up a house that was very, very similar to that house.Dan Henry (00:55:18):And I would leave it up in my tabs and every two or three hours, I would just take a break and I would look at it and I'd be like, all right, I got to get to this much money. You know, obviously after taxes that dah, dah, dah. And so I would look and I'd say, okay, I need to sell this many units of my consulting or whatever. And I would, I would basically make that sort of like my, because you know, goals are weird, you know, like what are goals? You know, people have goals, but goals change. I just knew that I wanted to have a really nice house and I wanted to invite my family over and I wanted my family to experience being in a nice place. Cause they didn't really get, get to do that. And so I would leave it up. Yeah.Eric Toz (00:55:57):So my opinion on it is are you familiar with lead and lag measures?Dan Henry (00:56:03):No. I would love you toEric Toz (00:56:04):Explain it to me. Lead and lag measures would be like, so lag measure would be how much revenue your company didn't last month. Okay. But that's lead measures are more activity-based so here are the things I'm measuring each day for things I can control. Cause you can't, you literally can't control somebody else buying your stuff. I mean, you can't take their hand and force them to click and put type in their credit card. But I think you'd get arrested it's to me it sounds fun. It's like, oh, open daddy's wallet,Dan Henry (00:56:36):Dude. We should film. You should film an ad where you like break into somebody's house and make them buy a little customized pendant under their heads that would not get approved.Eric Toz (00:56:46):Yeah. So if you think about lead and lag measures, like a lag measure would be revenue. You can't literally control somebody opening their wallet and buying them. They still have to do that on their own, but something you can control every day is I'm going to go live two times today, I'm going to set 40 appointments. I'm going to try to close X amount of sales. So these are the things that you can control. Like I've always looked at houses and cars and stuff as like a lag measure. It's like I would rather set a goal of like doing X, Y, Z for the things I can control, because if I do everything I can control, most likely I'm going to get, get those other, those, those prizes. So my goal would be like only the things I can control, which would be maybe orders made or on whatever metric, because then my taste might also change. I might also want to drive a car or something later on.Dan Henry (00:57:38):Could I present to you a different way to think about it and maybe mate, this how to think, bro. Yeah. It's how to think. Right. And, and, and get your perspective on it. W so I have this crazy concept that I've really started to delve into recently the idea of not having goals now, before I that's hyper bowl right now. Right? So a lot of people like that, but let's, let's, let's dive into it. So if you have a goal, like, let's say you want to go to the gym. Okay. And you want to get Jack. And the only reason you're going to the gym is because you want to get checked. So you go to the gym and when you get there, you realize you're kind of fat and out of shape, you don't have abs, but you look around the gym and you see all these people with abs big muscles and you say, well, they're jacked and I'm not jacked.Dan Henry (00:58:18):That's why I'm here. So now I feel out of place, I feel like I don't belong. And it gives you this sense of automatically right off the bat, you feel unaccomplished, you feel less, you feel like you don't belong, right? Because you're setting this expectation that there's the reason you're there is for a goal. When instead, if you simply fall in love with the process, you fall in love with working out. You just, it doesn't matter what you look like. You love working out. You're going there because you love working out. And you love that process. It's sorta like when you Jitsu, right? If I like, I love jujitsu, I love it. I don't go to jujitsu class and say, I'm only going, because I want to win worlds. Or I want to win ATDC or I want to be a black belt. I go because I love it. And I noticed that when you love a process and you don't necessarily have a goal, you end up getting, so you end up getting rapidly good at that thing. And you blow past any goals that you could have achieved, or you could have made for yourself by falling in love with the process. I'd love to know your take on that.Eric Toz (00:59:21):So I think, I think more people should set goals around how they want to feel. Right. Because ultimately isn't it all about having a feeling of happiness. So it's like, I envision, I envision a world where I wake up everyday and I feel this way. Right? It's like, that's not something that's tangible. That's a feeling, but it's also inarguable, right? Like if you feel a certain way, there's no metric that can dictate whether that's a success or not, because it's about how you feel. So I think people should focus more on that because they can literally get to that goal, like a lot faster than any other like metric based.Dan Henry (00:59:59):Well, what do you think creates happiness? Do you think happiness is created by feeling like you've made progress, feeling like you've. So I heard a Jordan Peterson talks about this. He was saying that a lot of times we feel happy because we solve problems. Cause if you think about it, right, what is the human mind? It's the computer. What is it? So forget the human mind for a second. W what, what does a computer do? What does it really do on a fundamental level? It solves it crunches numbers, and it solves problems. One after the other that's its purpose. And then one day the motherboard goes out and the computer stops working and it stops solving problems. And it dies. The human brain is basically a computer. And it, I mean, you know what I'm saying? Like, like, like what happens if everything was perfect in your life? You'd almost go crazy.Eric Toz (01:00:43):Well, actually we see this with super rich people and celebrities. They're like super depressed because the mind, even when, even when you saw everything, the mind will look for new things to solve. So it might actually drag you down. It might actually cause chaos in your life so that you can solve them. Like a lot of people, they bring themselves down from from success because their mind is just needs a new problem to create and solve. Oh yeah. I can feel that. And that's another thing. There's this amazing book called the big leap by gay Hendricks. And basically it's like you know, success for a lot of people is foreign and the, their subconscious it's almost scary to be successful because their subconscious is not used to that. So they would rather, almost subconsciously self-sabotage to bring themselves down to what they're used to.Eric Toz (01:01:38):So I've seen it with a lot of people and alcoholics too that runs in my family. Like people will get a certain taste of success and then there'll

"Simplify wherever possible" - Tony ChiapettaAs an entrepreneur for almost 20 years, Tony Chiappetta's mission is to change the IT game to people first, instead of focusing on fixing tech problems. Whether Chiappetta's company runs a client's IT division or complements a client's dedicated IT team, the less is more mantra has been a game-changer. That especially has been the case over the last 12 months, since COVID-19 forced most employees to work from home. Two years after graduating from the University of Southern California in 2000, Chiappetta decided to leave the corporate world and go into business for himself with AMC Modern IT.He reached out to 1000 people, cold calling people directly from the Yellow Pages before landing his first client, an older real estate agent who says Chiappetta reminded him of his younger self. Chiappetta went from charging hourly rates as a 23-year-old to eventually monitoring systems and backup systems on a daily rate to building a team of 24 employees in 2014.That year, Tony's company was trying to plug tech holes, pull all-nighters and solve an overwhelming amount of problems. So, Chiappetta devised a list of 400 items that prevented downtime and security breaches, as well as created client-specific documentation, such as a detailed new user set-up and removal process for each client. He then created a dedicated role in his organization to continuously review the checklist and found he was preventing 80% of reactive issues that once plagued his clients.Without reactive issues, time was now focused on creating IT strategies for his clients. This new process required a lot more time so, Chiappetta was forced to raise rates exponentially which left him with 19 clients from an original pool of hundreds and dropped his employee counts from 24 to eight.But eventually, the smaller pool of clients became a much bigger one and his team began to rebuild as well. Now, Chiappetta and his firm are global with employees and clients around the world. SHOW NOTESWhy you need to have the right employees in the right position to help run the businessThe importance of training employeesHow employees need to see the big picture to become more productiveWhat's wrong with IT today, and what's needed to have IT as an agent for growth and profitsWhy your most valuable "assets" are your employeesHow COVID-19 has forever changed the workplace and what you can do about itThe importance of accountability and clarity in a businessWhy you shouldn't be hosting and managing servers in-houseWhat you need to know about where technology is headingHow to free up your time to focus on a strategy that grows the businessWhy Tony going from 24 employees to 8 employees after he raised prices was a blessing in disguiseThe importance of structure and documentationWhy systems and processes make it easier to lead employeesThe difference between managing and leadingWhy a great business to sell is also a great business to keepThe importance of coaches and mentorsKnow that what seems like a big issue at the time isn'tThe power of focusing on the big picture‍This podcast is brought to you by Deep Wealth. ‍When it comes to your liquidity event, you have one chance to get it right, and you better make it count. Enterprise value is created from preparation and not the event itself. Learn how the Deep Wealth Experience helps you maximize enterprise value. Master the same strategies our founders used to increase their company value 10X. Access the same 9-step road map of preparation that paves the way for success. Enjoy the certainty that you'll capture the maximum value on your liquidity event.  

The importance of hiring the right people can't be emphasized enough. However, too many organizations out there, simply hire people to “fill the holes” without actually thinking through the problem that they are trying to solve. What capabilities are required for the organization to move forward in the right direction, as well as processes which require human input need to be determined. But most importantly, how will the person actually fit into the organization's culture and dynamics.    Jennifer has developed her expertise in Talent Strategy & Leadership Professional Development over her exciting 20+ year career as an HR Professional. She's led international teams across Greater China, Mexico, the U.K., and the U.S. to expand into new markets, managing franchise retailers, and developing key strategic partnerships – all while exceeding business objectives and financial results. The rapid growth of her consulting firm 304 Coaching has been largely due to Jennifer's unconventional approach to building innovative workforce development solutions for companies who are facing breakthrough growth and accelerated hiring patterns. She is a sought-after business strategist, specializing in start-ups and large value-based organizations. She assists her clients in building talent strategies that complement their business strategies to ensure exponential growth. Topics During this interview Jen and I discuss the following topics: The current situation in the hiring domainHow to keep the people who are already in the organizationThe best way to find and hire someoneThe components of an effective hiring strategyThe importance of looking into failures during the interview processHow to effectively onboard new employeesHow to deal with employees who are leaving the organization For the complete show notes be sure to check out our website: https://movingforwardleadership.com/187

In this episode, I have the great pleasure of chatting with Dr. Cheng Ruan, the founder of Texas Center for Lifestyle Medicine. Dr. Ruan started out in an internal medicine practice before starting his extremely successful and lucrative lifestyle medicine practice. Here are some of the key points we touched on:The importance of understanding every aspect of how a private practice functions before starting your ownHow to get patients BEFORE you open your doorsHow to create the right culture for your employeesHow to leverage yourself with physician extenders (and get paid)Dr. Ruan is hosting the  Physician Practice Automation Summit Oct. 17-24, 2021. He's put together 40 experts including doctors, lawyers, marketing executives and more to help teach how to grow and scale private practices and I'm thrilled to be one of the speakers.For a full searchable copy of the transcript, https://www.thepracticebuildingmd.com/podcastIf you'd like to hear more tips on how to start, run and grow your practice and related medical businesses, please sign up for my newsletter at https://www.thepracticebuildingmd.com.    And, be sure to join my FB group, The Private Medical Practice Academy. Enroll in my course,  How To Start Your Own Practice and get the step-by-step process for opening your doors. Or join The Private Medical Practice Academy Membership for live group coaching, expert guest speakers and everything you need to know to start, grow and leverage your private practice.

"Everything that's happening is happening for a reason." - Ivan ZakharenkovDr. Ivan Zakharenkov is a veterinarian, an entrepreneur, and a passionate advocate for the wellbeing of veterinary professionals. Twelve years as an ER vet inspired Ivan to create Smart Flow. A first in the industry workflow optimization system later acquired by Fortune 500 company IDEXX.In 2019, Ivan founded Veterinary Integration Solutions, an executive consulting firm where he helped veterinary groups systematize acquisition, integration, and improvement of practices with special attention to burnout prevention.Interested to learn how to get the best deal when you sell your business? Attend my Deep Wealth Experience.Over 90-days, you'll master my 9-step roadmap. You're part of a mastermind group and receive private coaching. At the end of the 90-day,s you create a blueprint to help you optimize your business value. You also have the certainty of capturing the maximum value for your liquidity event.‍In the words of a business owner who went through the system, "the Deep Wealth Experience was hands down, the best program I've ever participated in."‍Would you like to receive The Sell My Business Podcast episodes automatically? Click here to subscribe. ‍SHOW NOTESWhy you must understand the synergies of the buyer to maximize your enterprise valueHow alignment with the buyer's goals is essential to get the deal doneThe power of understanding the thesis of the buyer before your first meetingWhy key performance indicators can increase your enterprise value and deal certaintyHow a lack of clarity heading into your liquidity event can cost you the dealWhy you must find the strengths of the buyer and determine if there's a match with your strengthsHow you mitigate risk for the buyer when your business runs without youWhy buyers want an earnout and what you can about itHow you'll lower enterprise value if you don't upgrade your infrastructureCommon mistakes most business owners make that lower enterprise valueThe challenges of removing skeletons in your closet during the liquidity eventHow culture is an essential factor in your deal and its enterprise valueWhat to show your buyer to increase confidence and the value of your businessHow misalignment on core values leads to burnout in your businessWhy a culture of continuous improvement helps both the business and your dealStrategies to consider when communicating your liquidity event to employeesHow bumps in the road can help you achieve your pinnacle of success‍This podcast is brought to you by Deep Wealth. When it comes to your liquidity event, you have one chance to get it right, and you better make it count. Enterprise value is created from preparation and not the event itself. Learn how the Deep Wealth Experience helps you maximize enterprise value. Master the same strategies our founders used to increase their company value by 10X. Access the same 9-step road map of preparation that paves the way for success. Enjoy the certainty that you'll capture the maximum value on your liquidity event. ‍Click here to book your free exploratory call.‍Enjoy the interview!‍SELECTED LINKS FOR THIS EPISODEGalaxy VetsIvan on LinkedInThe Deep Wealth ExperienceBook Your FREE Deep Wealth Exit Call‍

Jeremy Shere, founder & CEO of Tribal knowledge Podcasting, talks with Rachel Lego, VP of Marketing at Certus, about the communication challenges related to acquiring companies quickly and onboarding employees. Stuff we discuss:Avoiding corporate jargon in favor of plain English when communication with employeesHow jargon can keep people at arm's length and undermine the value of what you're trying to communicateThe importance of listening in having productive conversations with new employees Learn more about CertusConnect with Rachel on LinkedIn

You have secret powers!Silvia learned and worked for a large electronics store for over seven years. There she was, among other things, in the expansion and optimization team and also department head for a total area of ​​approx. 350 sqm. In addition to purchasing, discussions with industry, she was also responsible for staff management.After an unsuccessful conversation about salary negotiation, she ended her employment.After that, she noticed her burnout. But she did not want to wait long and started a job as an assistant to the management and then switched to office management. But she was not satisfied and she came to the coaching through her ex-partner.She has been working successfully as a coach since October 2013 and has developed a unique selling point with the topics of healthy communication, emotional health, and spiritual healthy food.She is now titled Emotionset Coach and Motivational influencer.BIGGEST TAKEAWAYS FROM THIS EPISODEWhy some people find it hard to motivate themselvesHow to motivate our employeesHow to write a motivational contentCONNECT WITH SILVIA MARKOVIC HEREWORK WITH MECOACHES, CONSULTANTS, ENTREPRENEURS & BUSINESS OWNERS if you are ready to step into your power, do what you love and make your dream business flourish◉ Book a free call with me:☎ http://bit.ly/StrategySessionWithCatherine

In this episode, Christine Shaw speaks with Jodi Schwimmer, global co-head of the Financial Industry Group at Reed Smith, about the importance of finding the confidence to navigate societal standards for women. You will learn: How Jodi has found value with her male mentors — and the importance of both formal and informal mentorshipWhy you need to be proactive when seeking a mentor or sponsorHow the culture at Reed Smith helps to promote confidence in its employeesHow women can strike more of a balance between home and workAnd more!Tune in to learn more about the importance of confidence for women in the workplace with Jodi Schwimmer, global co-head of the Financial Industry Group at Reed Smith!Resources: InvestmentNews | Christine Shaw | Reed Smith | Jodi SchwimmerGuest bio: Jodi serves as global co-lead of Reed Smith's Financial Industry Group. She began her career in 2001 and has spent the last 20 years representing investment banks, specialty lenders, special strategy debt funds, real estate investors and participants in the secondary debt market. She is well-known in the industry for “closing the deal,” and has personally closed hundreds of billions’ worth of commercial mortgaged-backed securities (CMBS) and similar debt securities. Jodi has extensive and broad structured finance skills across a variety of underlying debt obligations.Specifically, Jodi focuses on CMBS, real estate finance, asset-based finance (including cannabis financing, “income share agreements,” and other niche lending markets) and structured finance, concentrating on esoteric structures, debt issuances, preferred equity raises, privately placed prepacked securities, repurchase/warehouse facilities and bridge-to-securitization structures. In connection with these structures, Jodi often counsels specialty lenders and special strategy debt funds on new lending platforms, and has the ability to negotiate highly complex partnership and joint venture relationships in connection with the same. Jodi has developed expertise in grantor trusts, REMICs and also organizes private REITs. Jodi structuring experience extends to public and private commercial mortgage securitizations, including SFR and NPL assets, the repackaging of securities in re-securitizations, CRE CLOs and other structured transactions.Jodi also focuses on federal securities law issues relevant to these types of securitizations, including Regulation AB, Regulation AB II, Risk Retention and Dodd Frank, and advises on related securities compliance matters.Additionally, Jodi has broad-based experience in structuring real estate related junior notes/participation interests and mezzanine loans, and regularly represents clients in the purchase and sale of commercial and multifamily mortgage loans, mezzanine debt, subordinate debt and structured real estate debt instruments. She also has represented lenders in the workout, forbearance, modification and restructuring of debt that is held in secondary market transaction special purpose vehicles.Jodi has been praised for “knowing how to get deals done” and “overcoming roadblocks with other parties” by her clients.

In this episode, Christine Shaw speaks with Jodi Schwimmer, global co-head of the Financial Industry Group at Reed Smith, about the importance of finding the confidence to navigate societal standards for women. You will learn: How Jodi has found value with her male mentors — and the importance of both formal and informal mentorshipWhy you need to be proactive when seeking a mentor or sponsorHow the culture at Reed Smith helps to promote confidence in its employeesHow women can strike more of a balance between home and workAnd more!Tune in to learn more about the importance of confidence for women in the workplace with Jodi Schwimmer, global co-head of the Financial Industry Group at Reed Smith!Resources: InvestmentNews | Christine Shaw | Reed Smith | Jodi SchwimmerGuest bio: Jodi serves as global co-lead of Reed Smith's Financial Industry Group. She began her career in 2001 and has spent the last 20 years representing investment banks, specialty lenders, special strategy debt funds, real estate investors and participants in the secondary debt market. She is well-known in the industry for “closing the deal,” and has personally closed hundreds of billions’ worth of commercial mortgaged-backed securities (CMBS) and similar debt securities. Jodi has extensive and broad structured finance skills across a variety of underlying debt obligations.Specifically, Jodi focuses on CMBS, real estate finance, asset-based finance (including cannabis financing, “income share agreements,” and other niche lending markets) and structured finance, concentrating on esoteric structures, debt issuances, preferred equity raises, privately placed prepacked securities, repurchase/warehouse facilities and bridge-to-securitization structures. In connection with these structures, Jodi often counsels specialty lenders and special strategy debt funds on new lending platforms, and has the ability to negotiate highly complex partnership and joint venture relationships in connection with the same. Jodi has developed expertise in grantor trusts, REMICs and also organizes private REITs. Jodi structuring experience extends to public and private commercial mortgage securitizations, including SFR and NPL assets, the repackaging of securities in re-securitizations, CRE CLOs and other structured transactions.Jodi also focuses on federal securities law issues relevant to these types of securitizations, including Regulation AB, Regulation AB II, Risk Retention and Dodd Frank, and advises on related securities compliance matters.Additionally, Jodi has broad-based experience in structuring real estate related junior notes/participation interests and mezzanine loans, and regularly represents clients in the purchase and sale of commercial and multifamily mortgage loans, mezzanine debt, subordinate debt and structured real estate debt instruments. She also has represented lenders in the workout, forbearance, modification and restructuring of debt that is held in secondary market transaction special purpose vehicles.Jodi has been praised for “knowing how to get deals done” and “overcoming roadblocks with other parties” by her clients.

Trey Taylor is an Author, Speaker, and CEO who's spent his entire career in the finance, insurance, and technology industries building value for employers and clients. Currently, he directs investments for Threadneedle and specializes in business development, deal structuring, venture capital investment, corporate investment, M&A deals, sourcing, and negotiation. Here are a few of the topics we'll discuss on this episode of Consulting with Authority:What the CEO Academy is and how it helped meHow COVID has changed what consulters should focus onThe importance of long-term thinking and building a future audienceWhy Trey let go of his top clients who were under contractThe issues with consulters devaluing their services What the true role of a CEO is and why CEO's need to focus on people, culture, and numbersThe different understandings of how the human brain works and how people's optimal working hours differHow to build a profitable and long-standing practiceThe importance of being transparent with both your customers and employeesHow to use charitable donations to your advantage Resources:CEO AcademyTrinity Blue ConsultingA CEO Only Does Three ThingsIntegrity SellingProfit FirstDiscover Your Accelerated Growth Score HERE Connecting with Trey Taylor:LinkedInConnecting with the Host:Scott Cantrell on LinkedInSmart Solutions MediaJoin Breakthrough Now on Facebook

Over his twenty-year career, Alain Hunkins has worked with over 2,000 groups of leaders in 25 countries. His clients include Wal-Mart, Pfizer, Citigroup, General Electric, State Farm Insurance, IBM, General Motors, and Microsoft. A faculty member of Duke Corporate Education, Alain’s writing has been featured in Fast Company, Inc., Forbes, and Business Insider. In the interview we discuss…Assumptions about leadership that can cause troubleWhat causes people to lose confidence in leadersWhy emotional intelligence is a leader’s competitive advantageThe business benefits of showing empathy towards employeesHow to overcome challenges developing empathy with teamsSmall things a leader can do to develop loyalty and commitmentThree obstacles to communicating well and how to overcome themHow leaders can be motivational choice architectsHow to build an energized work cultureHow leadership influences customer and employee experienceThe importance of workplace ritualsHow acknowledging peak moments can improve the workplaceHow employees and managers cam simplify their meetingsAfter the interview…Visit Alain’s website: www.alainhunkins.comGet Alain’s book: https://www.amazon.com/Cracking-Leadership-Code-Secrets-Building/dp/1119675545Connect on LinkedIn: www.linkedin.com/in/alainhunkinsWatch Alain’s TEDx talk: https://www.ted.com/talks/alain_hunkins_the_basic_truth_most_leaders_neglect=============Allison DunnExecutive Business CoachDeliberate Directions + Executive Business Coaching + Training Center3003 W Main Street, Suite 110, Boise ID 83702(208) 350-6551Website https://www.deliberatedirections.comLinkedIn https://www.linkedin.com/in/allisondunnPodcast https://podcasts.apple.com/us/podcast/deliberate-leaders-podcast-with-allison-dunn/id1500464675

Club E will be joined by Kurt Schmidt, President at Foundry and Host of Schmidt List to discuss strategies to keep your employees and clients engaged in a virtual environment. During this time while we work through a pandemic it’s become more and more important to engage with our staff, clients, and new prospects regularly. Let’s talk about what works and what doesn’t work.Learning Objectives:Take aways for how to attract new business and new employeesHow to keep current employees engagedHow to keep top of mind and provide good customer service with clientsAbout Kurt: As Foundry’s President, Kurt leads the company’s strategic direction while also casting a wide net to meet with businesses in order to understand their challenges and evangelize how Foundry can help them through design and software development. Kurt joined The Nerdery in 2010 and helped them grow from 50-500 Nerds in less than six years. During that time, Kurt’s team delivered over $300M worth of custom software development to Fortune 500 companies. In 2016 Kurt joined Foundry as President where he took his 20+ years of agency experience and build a new kind of software design company. Since then, Foundry has more than quadrupled in size and now sits comfortably on the 2020 INC 5000 Fastest Growing Companies list. He also moonlights as a podcaster and YouTuber as host of The Schmidt List, with weekly interviews featuring movers and makers in technology and design.

Listen to the 4th podcast in the global CMS Employment series. The speakers are discussing the following:Key findingsLegal ordinanceFuture law on mobile workingOpportunities of employeesHow to manage?Advantages & disadvantagesDifferences in useEuropean use of home office before the pandemicLanguage: English Speakers: Paula Wernecke and Inka Müller-Seubert

Join the Section of Pharmacy Practice Leaders Multi-Hospital Pharmacy Executives Committee as they discuss COVID-19 vaccine administration, allocation, and distribution.  The Committee’s fourteen multi-hospital pharmacy executives joined by Health-System Pharmacy Administration and Leadership Residents discuss:Concerns about resistance to accepting the vaccineOrganizational planning to manage patients’ that may not have received the COVID-19 vaccineConsiderations around mandating COVID-19 vaccination for all employeesHow pharmacists and technicians fit into organizations’ planning for tiered selectionLogistics of the supply chain (including management of vaccine once on-site and the associated capital equipment and disposables)Role of the pharmacy as it relates to the management of COVID-19 vaccines and vaccinationEngagement with state departments of healthInteroperability with immunization information systems/registries and EHRs considering the management of the various COVID-19 vaccine formulations  Special acknowledgement to the podcast virtual roundtable participants: (Chair) Richard Myers, Pharm.D., M.B.A., BCPS; (Vice Chair) Christy Norman, Pharm.D., M.S., BCPS; Brian Cotter, M.S., R.Ph.; Jordan Dow, Pharm.D., M.S., FACHE; Connor Hanson, Pharm.D.; Eleni Kalivas, Pharm.D.; Kevin Krueger, Pharm.D., M.B.A.; Dave Lacknauth, Pharm.D, M.S., M.B.A.; Indu Lew, Pharm.D.; Tim Lynch, Pharm.D., M.S., FABC, FASHP; Karen McConnell, Pharm.D., FCCP, FASHP, BCPS; Shawn Osborne, Pharm.D., M.B.A., CMRP; Binita Patel, Pharm.D., M.S.; Kuldip Patel, Pharm.D.; Matthew Pond, Pharm.D., M.B.A.; Suzanne Shea, RPh, M.B.A.; Rebecca Taylor, Pharm.D., MBA, BCPS, FASHP; (ASHP Staff - David Chen, R.Ph., M.B.A. and Anna Legreid Dopp, Pharm.D.)The information presented during the podcast reflects solely the opinions of the presenter.  The information and materials are not, and are not intended as, a comprehensive source of drug information on this topic. The contents of the podcast have not been reviewed by ASHP, and should neither be interpreted as the official policies of ASHP, nor an endorsement of any product(s), nor should they be considered as a substitute for the professional judgment of the pharmacist or physician. 

In this episode, Stephanie Scheller, Founder of Grow Disrupt, a company dedicated to helping businesses achieve the same success she has experienced in her entrepreneurial journey, shares how to increase accountability in the workplace and encourage employees to take ownership. Insights she shares include:  What does business leadership entailWhy most people don't leave their job, they leave their manager. What does that imply for business leadershipWhat do leaders need to change to increase accountability in the workplace and encourage employees to take ownership of their workTools that leaders could use to help improve accountability in the workplaceWhy businesses need to craft their brand stories to resonate with their employeesHow to onboard people the right way to ensure they take ownership of the roles and outcomesWhat leaders need to keep in mind to inspire employees as they make a transition into a new cultureThe key to building trust and accountability in the workplaceand much more

What small business owners should keep in mind when it comes to cybersecurityDo smaller businesses have any cybersecurity advantages over larger companies?How to communicate the importance of cybersecurity to small business employeesHow the increase in remote work impacts data breach defences 

Many essential industries have experienced cutbacks and closures due to COVID-19 — including the hospitality industry.This leaves the question: How will restaurants bounce back after this pandemic?Today, Jeff Green and Lauren Smith welcome guest Benjamin Berg of the Berg Hospitality Group to explore the impact of COVID-19 on the hospitality industry and the uncertainty of the future.In this episode, you will learn:The challenges with arranging compensation for employeesHow restaurants have changed during the COVID-19 crisisThe difficulties associated with reopening after the virusAnd more!Listen now to learn about the impact of COVID-19 on restaurants today and in the future.Green Financial Group: (713) 244-3030 ❘ Berg Hospitality Group

Many essential industries have experienced cutbacks and closures due to COVID-19 — including the hospitality industry.This leaves the question: How will restaurants bounce back after this pandemic?Today, Jeff Green and Lauren Smith welcome guest Benjamin Berg of the Berg Hospitality Group to explore the impact of COVID-19 on the hospitality industry and the uncertainty of the future.In this episode, you will learn:The challenges with arranging compensation for employeesHow restaurants have changed during the COVID-19 crisisThe difficulties associated with reopening after the virusAnd more!Listen now to learn about the impact of COVID-19 on restaurants today and in the future.Green Financial Group: (713) 244-3030 ❘ Berg Hospitality Group

Summit CPA Group has merged with Anders CPAs + Advisors! Visit our website to learn more about our 401(k) process and pricing: https://anderscpa.com/401k-audits/ “If the plan document says something other than what you do or meant to do, you need to get that amended to make sure your procedures follow the plan document.” - Kim Moore  The finer details in this episode:Common eligibility errors that companies make for employees entering the planWhat to do with interns and seasonal employeesHow to set service requirements in your plan documentWhy you should document that you offered the plan to your employeeHow to determine if you have a fidelity bondWhat you need to know about discrimination testingBest practices for distributions and loansDisclosures that need to be distributed about your 401k plan Episode resourcesWatch episodes of The 401(k) Audit CPA Success Show on YouTube.Learn more about the Anders 401(k) process and pricing.Email our Director + 401(k) Audit, Kim Moore, with questions.

In this episode, Mark Terrell, an experienced coach and entrepreneur shares how we can use motivational maps to motivate employees. He also shares how to make leaders and communication amongst teams more effective. Insights he shares include: How would you define a reluctant leaderHow would you define motivational mapsHow would a business use motivational maps to achieve predictable B2B successCan employee motivation and people development be seen as indicators of business growthHow can motivational maps can help those who have been thrust into leadership but not really equipped for their new roleWhat are the nine motivators that you could find in your team/organizationHow you can use the 9 motivations to motivate your employeesHow teams can use it to give feedback as to what motivations they see in youHow to identify motivational gaps in the organizationHow motivational maps be used to impact customer experience and customer service qualityThe mistake that most businesses make in implmenting motivational maps. and much more

“From Crash to 400% scale in 6 months.” describes the experience of Manuel Pistner best in one sentence. With global virtual teams of freelancers, Manuel Pistner transformed his agency with 43 employees into a global company of over 150 freelancers in 2018. Driven by the enormous shortage of specialists, it was impossible for him to always find and keep the right experts required for complex digital projects. In an increasingly dynamic project environment, a static team could no longer keep up with the required flexibility. Everyday life was characterized by personnel bottlenecks at every corner. Born out of a crash of two projects and inspired by Stanford University studies called “Flash Organizations” and “Flash Teams”, a global virtual team of 23 freelancers provided him with the experts within one day to save his projects and thus his company at the last minute. From this crash, he scaled his company called Bright Solutions to a virtual team of over 150 freelancers in 6 months. A shortage of skilled workers is therefore no longer an issue today. His second company called Flash Hub, which he acquired, was transformed from this experience as well. With Flash Hub, Manuel Pistner systematically builds up virtual teams of freelancers, the right tools and the right workflows for other companies and thus shows companies an effective way to escape the tiresome shortage of skilled workers.What You Will Learn:The different types of deals Manuel has been apart ofHow Manuel managed to build an entirely virtual teamWhat Manuel’s companies do and they successfully operate with over 150 virtual employees in 67 countriesThe systems and processes Manuel uses to hold his virtual team accountableCommunication and time management best practices for virtual employeesManuel’s criteria for hiring virtual employeesHow to connect with Manuel Pistner:Website: https://www.flashhub.io/Manuel’s Tedx Talk: https://m.youtube.com/watch?v=UAgyzl-z4bc and https://flashhub.ioLinkedIn:https://www.linkedin.com/in/manuel-pistner/https://www.linkedin.com/company/flash-hub/Facebook:https://www.facebook.com/flashhub.iohttps://www.facebook.com/manuel.pistnerTwitter: @ManuelPistner See acast.com/privacy for privacy and opt-out information.

Learn more about Katie Arrington, CISO for Assistant Secretary for Defense Acquisition and Nicole Dean, CISO for Accenture Federal Services.  We cover topics like:How they got to the CISO position What attributes they look for in employeesHow we can close the gap in talent in cybersecurityRoles for women in cybersecuritySkills and aptitudes to hone for success in cybersecurityCurrent state of the CMMCMuch more!

Intrigued by the concept of virtual assistants? Understandably so—the time commitment and expense of office space and in-house employees can be intimidating. Luckily, there are alternatives…Nathan Hirsch—serial entrepreneur and outsourcing expert—knows firsthand how difficult it can be to manage an office with lots of employees. And not only did he figure out a way to avoid it, he’s built several companies to help others do it, as well.As founder of his previous company FreeeUp.com, Nathan created a marketplace of remote workers and virtual assistants to help entrepreneurs grow their businesses without the need for local employees. And as a follow-up, Nathan has created OutsourceSchool.com, an educational platform where business owners can learn how to manage their businesses efficiently and effectively by using remote employees.In this episode, Nathan brings his expertise in outsourcing to our listeners, providing tons of actionable tips and ideas for how we can build our businesses without the overhead of office space and local employees. Nathan tells us how he built his Amazon store to over $25M in gross revenue and how he built and sold FreeeUp without a staff of local employees—only hiring remote help. He shares how we can do the same.Make sure you listen for Nathan’s four-step process for harnessing the power of remote employees.Check him out, and subscribe to the BiggerPockets Business Podcast so you won’t miss our next show!In This Episode We Cover:Why he treats his remote team like they're in a real officeHow he built another freelancer marketplace to cater to his needsHow he makes customer service his competitive advantageWhy he may never hire someone in person againThe 4-step process to dealing with remote employeesHow to get on the same page with expectationsThe traits of virtual assistants that you want to look forWhy Nathan prefers to outsource in the Philippines3 different levels of people you hire: followers, doers, and expertsThe 90-day ruleAnd SO much more!Links from the ShowBiggerPockets Real Estate PodcastUpworkFiverrFreeUpSlack Check the full show notes here: http://biggerpockets.com/bizshow41

Lidia Yan the CEO and Co-Founder of NEXT Trucking. NEXT is venture-backed by investors including Sequoia Capital and Brookfield Ventures. In January 2019, we closed $97M in Series C funding, bringing them to $125M in total funding.Discover more details here.Some of the highlights of the episode:NEXT - the APPLE of truckingHow NEXT achieved profitability in their first yearRapid scaling from 100 to more than 200 employeesHow it is to be a female in a male-dominated industryThe USD60 billion DRAYAGE marketWork for a cause, not for applause and seek respect not attention because it lasts longer. Follow us on:Instagram: http://bit.ly/2Wba8v7Twitter: http://bit.ly/2WeulzXLinkedin: http://bit.ly/2w9YSQXFacebook: http://bit.ly/2HtryLd

Lidia Yan the CEO and Co-Founder of NEXT Trucking. NEXT is venture-backed by investors including Sequoia Capital and Brookfield Ventures. In January 2019, we closed $97M in Series C funding, bringing them to $125M in total funding.Discover more details here.Some of the highlights of the episode:NEXT - the APPLE of truckingHow NEXT achieved profitability in their first yearRapid scaling from 100 to more than 200 employeesHow it is to be a female in a male-dominated industryThe USD60 billion DRAYAGE marketWork for a cause, not for applause and seek respect not attention because it lasts longer. Follow us on:Instagram: http://bit.ly/2Wba8v7Twitter: http://bit.ly/2WeulzXLinkedin: http://bit.ly/2w9YSQXFacebook: http://bit.ly/2HtryLdSupport the show (https://www.alcottglobal.com/category/podcast/)

Kylie Walsh is the General Manager of DiJONES and has more than 20 years of real estate experience in every type of role. She began her career at the young age of 21, where she bought her first real estate office in Tamworth. This was only the first step in a successful corporate property management career - and with many years of inspiring others she was last year named Most Influential Woman in Real Estate at the AREA awards. In this interview, Kylie discusses her path to success, what it was like to set up and own a business at such a young age, the importance of the customer experience, challenges she sees in the future of real estate, tips and techniques for recruiting the right people on your team, and talks all things leadership in "The Leadership Diaries" “If you have the passion, the determination, and the right energy levels, and are authentic about what you do, that gravitates a certain energy, and people want to be around that.”- Kylie Walsh Some of the topics that were discussed include: The future of real estateTips and techniques for recruiting the right employeesHow to measure customer experienceTrends toward automation and tech in property management Contact Kylie Walsh Kylie on LinkedInDiJONES References & Links Mentioned: Loom (answer emails via video)Elite Agent ExtraStreet MBAEAP Assist Connect With The Elite Agent Team EliteAgent.com Subscribe to Elite Agent Elevate onApple Podcasts, Stitcher, Podbean, iHeart Radio, or Spotify

Generational differences are real in the workplace, as we have the broadest segment of age groups working than at any time in human history.Among the topics Dr. Tobin Porterfield and Bob Graham discuss are:How younger employees perceive older employeesHow older employees perceive younger employees.Who does the hiring and why it's important to knowThe best strategy for helping someone learn something you knowFive tips for dealing with generational differences in the officeLooking for additional help in addressing the challenges of generational differences in your office? Contact Serious Soft Skills at 937-SKILLS5 or at http://serioussoftskills.com to learn how we can help you to become a more productive, collaborative and innovative team. See acast.com/privacy for privacy and opt-out information.

On this episode of EverythingHR,Christina Concord, CEO of Antina Promotions, joins our host Felicia G. Harris, founder and CEO of EverythingHR and EverythingHR Financial Services. Christina discusses how her organization focuses on engaging clients and elevating brands, especially within the internal marketing side of the business. The two talk about helping organizations retain, appreciate and reward their employees through the use of incentive programs and promotions that increase employee productivity. 3 Key Points:  1. Employee appreciation is important because employees are far more productive when they are happy 2. Employers should recognize new and current employees.  3. Employers should start with an organizational assessment to build employee recognition programs .  Employees are the “first customer” of a company.Employees have better productivity when they are appreciated and happy.Proper onboarding makes new employees feel more welcome  Acknowledge a new employee’s family as well  How to be prepared for your new employeeShow current employees appreciationRecognition programs are valuable  Conduct an organizational assessment of the culture and feel of your company  Consider Wellness programsEmployee appreciation should be an ongoing initiative Christina Concord (248) 254-3845  www.EverythingHR.net

PopHealth Week co-hosts Fred Goldstein and Gregg Masters weigh in on Amazon, JP Morgan, Berkshire Hathaway JV.  Topics include:    The Amazon, JP Morgan, Berkshire Hathaway announcement What are they going to do??  Open discussionWhy? It’s the costs stupid, well and poor quality.Buffett – “healthcare is the tapeworm of the US economy”“We know we can easily get 3 to 4% just by negotiating but we want way more than that..”He’s not talking about bending trend, hes talking about net cost reductions from todays expensesThey are after the 30% waste fraud and abuseBackground on Atul: https://www.investopedia.com/insights/who-dr-atul-gawande-ceo-new-healthcare-initiative-bezos-buffett-and-dimon/Can Atul do it?? What are some of the potential areas?1st check it out on your 1 million plus employeesHow do you leverage a consumer centric logistics company, with a financing vehicle?The naysayers, where are we on the spectrumRecent acquisitions – Pillpak, todays announcement with Xealth…I think we could both put in some good insights… 

Today's interview is with Jorgen Sundberg. As a recruiter in 2003, Jorgen caught the early wave of digital marketing and tested many talent attraction tactics. Some failed, some didn’t, so for years. He kept updating and testing strategies while managing hiring campaigns for giants like IBM, Accenture, SAP, and Deloitte.By late 2009, he thought he had enough proof: when social media communicated an uncommon employer brand = talent attraction improved.Yet repeatedly he saw employer brands play safe.Timid, decaf company missions – hung in corporate offices with words like innovation, cutting-edge, passion, and stakeholder. *yawn* As charming as a poor chap that tries to be liked by everyone.Over time, a question took shape in his mind:How might a well-crafted employer brand affect talent attraction if you aren’t a market leader?This question continued to take shape over time and in late 2009, he quit his job to start Link Humans.In this episode, we discuss:What Employer Branding & Employer Advocacy areWhy brand value is important for potential employeesHow he defined his identity as a Swede and a BritHow to encourage employees to tell storiesResources Mentioned In The EpisodeEmployee Advocacy: The Ultimate Handbook: https://linkhumans.com/employee-advocacy-book/Employer Branding Podcast: https://linkhumans.com/category/podcast/Link Humans: https://linkhumans.com See acast.com/privacy for privacy and opt-out information.

Leadership for lawyers, authentic leadership, innovation, innovation teams, entrepreneurialism, intrapreneurialism, millennial values and behaviour, neuroscientific research into loyalty, momentum culture, vulnerability, authenticity.Welcome to lawyers of Tomorrow. This podcast is about Leadership for Lawyers: how to develop and retain fiercely loyal talent.  Stephen Turner, the host of Lawyers of Tomorrow, interviews Dov Baron, a world authority on purpose driven, authentic leadership. Dov has been, coaching, training, writing and speaking about leadership all over the world for over 30 years. He's an international headline speaker for global conferences on leadership, influence and business and is a New York Times bestselling author of several books, including Fiercely Loyal: How High Performing Companies Develop and Retain Top Talent, and Authentic Leadership in Action. Dov writes for and has been featured in many industry magazines including, CNN, CBS Small Business Pulse, Yahoo Finance, Boston Globe, CEO World, Entrepreneur and many more.Dov is also a veteran podcaster. His Leadership and Loyalty show for Fortune 500 executives, has been going for 300 episodes and is the No1 podcast amongst Fortune 500 executivesIn this podcast, Dov and Stephen discuss:Dov's unconventional but highly memorable start in coachingWhy authenticity is fundamental to connecting with customers and employeesHow the conventional career paths for lawyers have changed and broadened outHow millennial lawyers are much more entrepreneurial than previous generations, are likely to change jobs more regularly and the business implications of this staffing churnHow earlier generations need to adjust their leadership style to accommodate the values and behaviour of the millennialsMillennials in the workforce: the importance of meaningful workWhy lawyers as leaders and as business owners need to find meaning and a higher purpose in their work to attract the brightest lawyers to work with themThe importance of creating an intrapreneurial environment within a law firmsHow law firms should staff and lead innovation teamsHow to nurture creativity and innovation: the importance of emotional safetyThe role in modern law firms of co-operation, collaboration, contribution and community  Vulnerability, empathy and compassion: key characteristics of effective leadershipNeuroscientific research into what inspires in people a sense of loyaltyDov's work as a coach and trainer at Full Monty Leadership: helping to build a momentum culture which inspires fierce loyaltyThanks to Dov and Stephen for such and entertaining and enlightening hour.To contact Dov: dov@dovbarom.com   To contact Stephen: stephen@lawyersoftomorrow.com   Twitter: @stephenjturner    

We’re not going to lie: It was hard to come up with a title for this episode because we covered SO much—productivity strategies, morning routines, growing from zero to 900 units, partnerships, 1031 exchanges. Whether you are a top performing real estate expert or still looking for your first, you’ll leave this interview challenged, encouraged, and fired up to make some big changes in your life! Jake and Gino are full of energy and even more full of knowledge, so get ready for one awesome show.In This Episode We Cover:Who Jake and Gino areThe importance of having a picture in mindTips for having good morning habitsHow they built ancillary businesses to support their real estate investingAdvice for finding the right employeesHow to get into the first dealHow to balance being focused and building another revenue streamsWhy partnerships are vitally importantWhat to seek in a partnerWhat their partnership looks likeThoughts on using an LLC for each dealWhat exactly cost segregation isA discussion on holding properties foreverTheir thoughts about 1031 exchangesHow they find dealsAnd SO much more!Links from the ShowBiggerPockets ForumsBiggerPockets Podcast 182: 674 Multifamily Units in Three Years with Jake & GinoBiggerPockets Podcast 157: A Simple Morning Ritual to Help You Dominate Every Area of Your Life with Hal ElrodLuminosityHeadspaceAlar.myScott’s Twitter ProfileBooks Mentioned in this ShowRich Dad Poor Dad by Robert KiyosakiThe Miracle Morning by Hal ElrodThe Richest Man in Babylon by George S. ClasonThe ABCs of Real Estate Investing by Ken McElroyInvesting in Fixer-Uppers by Jay DeCimaThink and Grow Rich by Napoleon HillAtlas Shrugged by Ayn RandTweetable Topics:“Have a picture in mind and just keep focusing on it.” (Tweet This!)“You grow into your problems, and you outgrow your problems.” (Tweet This!)“The fear is worst than the reality.” (Tweet This!)“If you’re not thinking of creating value for the other person, then the partnership is not going to work.” (Tweet This!)“Transactions are not going to create wealth; equity is going to create wealth.” (Tweet This!)Connect with Jake and GinoJake and Gino’s Company WebsiteRand Property ManagementRand Partners LLCJake and Gino Podcast

Anyone can buy a house. However, it takes a special kind of business (and business owner) to buy dozens of deals every year. That’s the story on today’s episode of the BiggerPockets Podcast, when we sit down with Nathan Brooks to talk about how he went from casual investor to buying nearly sixty deals last year. You’ll learn the key hires that made this transition possible, the process for hiring the perfect team members to work your systems, Nathan’s story of bringing in a partner to help scale, and so much more. If you are looking to really expand your business through partners, employees, and processes, dive into this powerful episode!In This Episode We Cover:Nathan’s beard, the bear from The RevenantA recap of his last showThe importance of sitting down with your mentorHow to diversify your income streamsWhy he started his own property management companyThe companies he’s worked with beforeHow to avoid working with the wrong companyNathan’s current number of employeesHow he builds systems within his businessHow to figure out what you’re good and bad atWhat you should know about partnerships and finding the right people to work withHow Nathan’s hiring process worksHow to know who to hire firstThe time value of moneyHow to relay a process to an assistantThe importance of creating one-pager how tosWhat exactly lifestyle design meansWhether it’s really possible to step away from work for six monthsHow to figure out your freedom numberOne thing that made a huge impact on his business in the past few yearsWhy he keeps on learning and learningAnd SO much more!Links from the Show$140,805.92 profit on our first flip…Thank you Bigger Pockets! [forum post]EvernoteBP Podcast 087: How to Thrive After The Collapse of a Real Estate Empire with Nathan BrooksBP Podcast 146: Buying 100+ Units Through Word of Mouth Marketing with Enrique JevonsBP Podcast 151: Finding Your “Freedom Number” with Clayton MorrisBooks Mentioned in this ShowThe Book on Investing with No and Low Money Down by Brandon TurnerThe 4-Hour Workweek by Timothy Ferriss6 Months to 6 Figures by Peter VoogdNo Hero by Mark OwenThe Book on Rental Property Investing by Brandon TurnerThe Millionaire Real Estate Investor by Gary KellerGood to Great by Jim CollinsTweetable Topics:“Don’t focus on your weaknesses, focus on your strengths.” (Tweet This!)“There’s always a person who’ll appreciate whoever you are and ride the rollercoaster with you.” (Tweet This!)Connect with NathanNathan’s BiggerPockets ProfileNathan’s BiggerPockets Blogs listNathan’s Company Website

Meet Makala Johnson, Mayo Clinic's social media data geek. She was the first hire of the Mayo Clinic Center for Social Media. After listening to her, you'll understand why. She is the a lover of all things data and demonstrates a great skill at understanding the data metrics that should be tied to social media. She also lives the mission of the Mayo Clinic and is engaging, friendly and helpful. Listen to our conversation or drop in at the time stamps below: 06/15/15 -- A moment during Mayo Clinic's "Bringing on the Social Media Revolution to Health Care" social media residency, presented by the Mayo Clinic Social Media Health Network at the Doubletree in Rochester, Minnesota on Monday, June 15, 2015. Follow along online using #MCCSM. Learn more at socialmedia.mayoclinic.org. (Photo by Jason Pratt / Mayo Clinic) IntroductionMayo Clinic believes in engagementMetrics and analyticsHow did the Center for Social Media get foundedHow many team members in the social media effort at the Mayo Clinic?Content submission guidelinesIdeas for content come from the whole systemDr. Chuck Rosen - Celebrating moments at MayoCoordination and CooperationReviewing content submissionTraining for all employeesHow many social accounts were active when the MCCSM was founded?How are you keeping track of all your contentWhat management tool are you using?Tool selection process?Did you select an "off the shelf" tool or was it customized for MCCSM?When do you need a management tool? Number of people using social media or the number of social media sites you're managing?Did you work with social media management tools before the creation of the CSM?How do you differentiate between your personal and professional profiles?How many social media accounts are there for the Mayo Clinic?Who is the head of social media for all of Mayo Clinic? Lee Aase of course!Have you had any rogue accounts?She's a data geek!What are considered the "essential" metrics?Can you track "save for later" posts?Are you using Facebook tracking pixels?Are you downloading the Facebook analytics report?What are the benefits of using a social media management tool?Standard response time to comments?Did you get a demo of the social media platform? Social Media Tip: Keith Boswell "Create a Content Library" ANNOUNCEMENT! Get in on a pilot of the Get Social Health Academy Visit our resources page for more valuable (and free!) resources on social media and digital health. https://www.sprinklr.com/ https://hootsuite.com/

How does a new real estate investor go from zero properties to over 1,000 units in under a decade? Through careful scaling! That’s the topic on today’s BiggerPockets Podcast with guest Jason Cohen, an investor who has built a sizable portfolio utilizing systems, processes and people. You’ll learn about the financing strategies needed to make this adventure possible, as well as Jason’s incredible strategy for finding real estate deals that no one else is finding. Prepare to be blown away – this is one show for the record books!In This Episode We Cover:What Jason Cohen does and the niche he targetsHow he scaled from 7 units to a massive 148-unit businessThe debacle he encountered with his first employeesHow he achieved the first “right” hireHow many employees he has for his companyHow he built systems to run such a huge businessJason’s tips for getting startedProven ways to find propertiesHow he grew his business in just 9 yearsHow he finances his real estate dealsThe importance of building a good track record with the banksInsight on mentorshipsAnd SO much more!Links from the ShowTop Ten Rookie Mistakes of the Multifamily Investor (blog)Building a Monster Wholesaling Business with Mike Nelson (podcast)LoopNetAustin BizJournalPittsburgh Business TimesBiggerPockets ForumsBiggerPockets PodcastBooks Mentioned in this ShowThe Martian by Andy WeirHow to Win Friends & Influence People by Dale CarnegieTweetable Topics:“If you want it, you’re going to find a solution.” (Tweet This!)“At some point you have to pull the trigger.” (Tweet This!)“If you make a mistake, create a system to where you can’t make that mistake again.” (Tweet This!)Connect with JasonJason’s BiggerPockets ProfileJason’s Company Website