Podcasts about enlist

Corteva Agriscience Market Development Specialist, Jared Walls, says Enlist One herbicide has more than 1,700 qualified tank-mix partners so farmers can choose from a long list of herbicides to add to the tank for a great program approach with residuals. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Corteva Agriscience market development specialist Scott Pringnitz says the Enlist weed control system provides farmers with excellent control of tough weeds that have already emerged. When tank mixed with a residual herbicide, he tells Brownfield growers can get additional modes of action for more powerful weed control.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Corteva Agriscience Market Development Specialist, Scott Pringnitz, says farmers have access to 1,700 qualified tank-mix partners to use with Enlist One herbicide to get maximum results for their unique needs. He tells Brownfield there are several tips to ensure safer, more effective herbicide applications. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Your nonprofit may be sitting on a data liability it doesn't know it has.Carolyn talks with Ian Gottesman, CEO of NGO ISAC, about data retention and why the question of what your organization keeps - and for how long - is more urgent than ever. Ian has been studying this topic for 30 years, and he makes the risks concrete: e-discovery requests, contractual disputes, subpoenas, and the exposure that comes from mixing personal and organizational data on staff devices. Most of the time, the threat isn't a headline-making congressional hearing - it's a vendor dispute or a board member's outside legal trouble that pulls your email and files into a lawsuit you didn't see coming.Ian walks through how to build a data retention policy, who in your organization needs to lead it, and why now. With AI tools beginning to ingest your file servers and inboxes, now is exactly the right moment to get serious about data hygiene.This episode covers:•       The most common data retention risk for nonprofits isn't congressional testimony — it's a contractual dispute, a board member's outside legal matter, or a vendor conflict that pulls your organization into e-discovery.•       Your backup retention schedule must align with your data retention policy. Backups that outlast your retention window are still discoverable — and that trunk of old backup tapes will find its way into a lawyer's hands.•       Start your retention policy implementation with the most transitory data first: instant messaging and Slack, then email, then files. Automate deletion as much as possible, and make saving intentional and manual.•       The hardest part of implementation isn't the policy, it's change management. People love their old emails. Enlist a senior leader (CEO, general counsel, COO) to champion the rollout, not just IT.•       Clean data makes AI tools work better. If your file server is full of outdated drafts and duplicate documents, your AI tools are ingesting noise. A retention policy is the foundation of good data governance — and good AI outcomes.Resources Mentioned:•       NGO ISAC•       NTEN Course: Data Minimization and Retention — Ian Gottesman•       Sample Not-for-Profit Document and Data Retention Policy — AICPA & CIMA•       Document Retention Policies for Nonprofits — National Council of Nonprofits•       Nonprofit Legal Defense Network (We the Action)Additional resource: Podcast: Prep Your File Permissions for AI Tools — Community IT Innovators _______________________________Start a conversation :)Register to attend a webinar in real time, and find all past transcripts at https://communityit.com/webinars/email Carolyn at cwoodard@communityit.comon LinkedIn on reddit/r/nonprofitITmanagementon the Community IT websiteThanks for listening. 

As farmers get ready to start making herbicide applications, Corteva Enlist Portfolio Marketing Lead, Jillian Schmiedt, says it's important for them to take the right steps to make successful sprays. She tells Brownfield when it comes to making on-target applications of Enlist One herbicide, farmers have access to a variety of resources to ensure they're applying with confidence. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's not unusual for presenters to 'move on' from past presentations. Toastmasters is a good example. Today, Darren and Mark encourage you to 'go back to the well' and revisit old presentations. They may hold new value today.   SNIPPETS: • Maintain a story folder; an old story may have new significance • Don't discard/delete 'old' material   • "Unearth the old, uncover the GOLD" – Mark Brown   • Revisit old presentations   • Look for new value in old presentations   • Review, revise, rework, reinvent   • Enlist your list to learn what has resonated over time   • New experiences can enhance old material   • Apply newly gained wisdom, insight, and perspective to older presentations     Work with Mark and Darren: https://www.stagetimeuniversity.com/get-a-speaking-coach/   Check Out Stage Time University: https://www.stagetimeuniversity.com    

Corteva Agriscience Market Development Specialist, Grant Harms, says growers have a lot to think about when it comes to herbicide applications. He tells Brownfield that weed height, rain, and wind speed are just some of the considerations. Harms says following herbicide labels is also very important.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   In this episode, Justin interviews Anderson Kill Shareholder Joshua Gold on the May 5th RISKWORLD session that Joshua is co-presenting with RIMS Past President Lance Ewing, "Do Not Let Your Cargo Claim Go Down with the Ship: Tips to Improve Marine Insurance Protection." Joshua shares knowledge on two of his areas of practice, cyber and maritime insurance. Joshua offers some insight into these newest and oldest of practice areas, and how they have begun to intersect. Maritime insurance carries special language and rules, and Joshua and Lance will cover those and answer attendee questions in their session. Justin and Joshua discuss current maritime threats in the Middle East that will likely be discussed in the session. Justin and Joshua comment on Law Day, an annual commemoration of law on May 1st. Listen for a greater understanding of maritime shipping insurance and the importance of promptly filing claims.   Key Takeaways: [:01] About RIMS and RIMScast. [:14] Public registration is open for RISKWORLD 2026, which will be held from May 3rd through 6th in Philadelphia. Visit RIMS.org/RISKWORLD to register. [:27] About this episode of RIMScast. We will be joined by RIMS Risk Management Magazine contributor Joshua Gold, Shareholder at Anderson Kill. He's making his RIMScast debut to discuss Marine and Cargo Risk. This is timely. But first… [:59] RIMS Virtual Workshops. The next RIMS-CRMP Exam Prep Course will be on April 21st and 22nd, and then again on June 9th and 10th. Registration links are in this episode's notes. [1:13] On April 15th, we have a virtual workshop covering "Emerging Risks", led by Joseph Mayo. Register today and strengthen your risk knowledge. RIMS members always enjoy deep discounts on the virtual workshops. [1:30] Webinars. On April 16th, Zurich and World Travel Protection will present "Navigating the New Global Risk Landscape: Lessons for Business Travelers in Unstable Times". Register for webinars at RIMS.org/webinars and through the links in this episode's show notes. [1:48] Folks, for more RIMS content, head over to YouTube and subscribe to @RIMSOfficialChannel. There you will find video podcasts, RIMScast Canada video podcasts, and other informative and entertaining content from RIMS. [2:03] Head over to RMMagazine.com for the Q1 Edition of the Azbee-Award-winning magazine, RIMS Risk Management Magazine. [2:15] On with the Show! Our guest today is a shareholder at the law firm Anderson Kill. You've seen his byline in RIMS Risk Management Magazine, and you've seen him on RIMS stages regionally, nationally, and globally. [2:30] Joshua Gold is here to discuss marine and cargo risks generally, and how he will be co-presenting a session at RISKWORLD on May 5th, called "Do Not Let Your Cargo Claim Go Down with the Ship: Tips to Improve Marine Insurance Protection." [2:50] He will present that alongside RIMS Past President Lance Ewing. We expect that session to be highly attended. Joshua is here to give you a preview of that session, talk about how cyber can intersect with marine and cargo risk, and offer some practical risk management takeaways. [3:11] Law Day is coming up in the U.S. on May 1st. Joshua has been practicing law for three decades. We'll find out what Law Day means to him in 2026. Let's get to it! [3:24] Interview! Anderson Kill Shareholder Joshua Gold, welcome to RIMScast! [3:51] Joshua says RIMS is an amazing system for sharing information and education. Joshua couldn't be prouder to be speaking at RISKWORLD 2026. [4:13] Joshua has written for RIMS on topics from cyber to marine insurance. Joshua thinks that cyber risk management is fascinating because cyber is new for many policyholders, in terms of implications, perils, how insurance will respond, and what the products are. [5:15] It's fascinating to see the intersection of technology, insurance, and law. It all comes together in cyber. These perils may be getting more perilous over the next few years before we may start turning the corner. [6:00] Joshua's session on May 5th at RISKWORLD is called "Do Not Let Your Cargo Claim Go Down with the Ship: Tips to Improve Marine Insurance Protection." Joshua will present with former RIMS President Lance Ewing. [6:17] Joshua says he is in both the newest thing in insurance and law, cyber, and the oldest thing in insurance and law, marine. Most of his day-to-day focus is on either end of the spectrum. [7:16] As much as Joahua loves cyber, he is intrigued with maritime insurance and maritime law. It's esoteric and old. It has special rules. If you don't deal with this type of insurance and law regularly, it can be challenging. [7:46] The insurance companies are typically very well-versed in the insurance rules and doctrines. Most policyholders are much less so. There's an information imbalance. [8:00] Joshua always looks forward to educating risk managers about this area. It's so detailed and different. Some might say it's antiquated. It's a challenging area, and we couldn't have a better example of that than with recent current events and hostilities in the Middle East. [8:42] Joshua says, as dangerous and harrowing as the situation exists in certain shipping lines and energy channels, we've seen examples of disruptions in recent times with drought conditions affecting the Panama Canal and other shipping lanes. [9:02] Joshua recalls the Suez Canal freighter mishap. The Suez Canal was shut down while an international engineering effort was launched to free the freighter and free up shipping lanes. [9:29] The current shipping disruption caused by an escalating war will present real challenges for both shippers and energy markets. We're watching that in real time. [9:54] Joshua and Lance don't want a current events discussion. They want to educate policyholders on principles that apply, whether they're dealing with a Suez Canal situation, an Iranian conflict, modern-day pirates in open water, or thieves breaking into your warehouse. [10:37] Joshua and Lance will emphasize certain relevant points like detours, delays in shipping, downstream risk, risk to certain types of cargo, cancellations for war risk coverage, and other marine insurance products. [11:06] There can be a real aftermath, and we're not sure where we are, as of this recording. We'll know more in May at RISKWORLD in Philadelphia. Now, we can only brace for the worst. [11:32] Joshua and Lance are looking to educate policyholders on all of these issues, including ones that will be front-burner, given the hostilities now. [11:52] Joshua says marine insurance policy language is cloaked in words of antiquity. Sometimes you'll see a marine policy that looks like a standard property all-risk policy, and sometimes you'll see one that contains 17th-century nautical and piracy terms. [12:32] It's important to make sure that you understand the rights, protections, obligations, and contingencies under insurance. [12:48] Most marine insurance policies will have a one-year provision the insurance company will argue says that if there's a fight over the claim payment, the amount, or the timing of the payment, that has to be brought in a lawsuit commenced within 12 months of the loss event. [13:14] For people who have never had to go through a complicated claim, a year may sound like plenty of time. But these claims can take months or even years for resolution. Sometimes they don't get resolved without some coverage litigation or alternative dispute mechanism. [13:43] Most policyholders are not accustomed to seeing a one-year contractual statute of limitations to bring a fight. You don't want to be in a position where the insurance company will argue you may have forfeited your coverage rights if you didn't act in time. [14:11] Policyholders may not ever get into that realm, because they've never had that problem, but it's a point of being educated and knowing the lay of the land for policyholders in this arena, insuring goods over open water, in warehouses, on docks, or on a truck. [14:58] A Quick Break! RISKWORLD 2026 will be held from May 3rd through the 6th in Philadelphia, Pennsylvania. RISKWORLD attracts more than 10,000 risk professionals from across the globe. It's time to Connect, Cultivate, and Collaborate with them. [15:18] Booth sales are open now. General registration and speaker registration are also open right now. Marketplace and hospitality badges are now available. Links are in this episode's show notes, and be sure to check out RIMS.org for more information. [15:36] Our guest today, Joshua Gold, will be one of the session speakers at RISKWORLD. We are excited for him and also for our just-announced closing keynote, NFL Hall of Famer, Super Bowl Champion, Emmy-winning broadcaster, and entrepreneur, Michael Strahan. [15:55] Michael Strahan will be on the main stage on May 6th. Justin is super stoked! If you're still on the fence, this is a fine time to smash that Register button and hear from one of the all-time greats. [16:07] The RIMS Western Regional Conference will be held from October 4th through the 7th in Seattle, Washington. Registration is open, and you can also submit a session. Visit RIMSWesternRegional.com and the link in this episode's show notes for more information. [16:28] Let's Return to Our Interview with Joshua Gold of Anderson Kill!  [16:44] Joshua says don't get fooled by the title of your insurance policy. The devil is in the details. You may have Ocean Marine Cargo Coverage, but you may get endorsements, like a warehouse-to-warehouse endorsement. [17:15] You may be buying a product called Stock Throughput. You're looking for coverages that may apply not just for cargo on a ship, but also for cargo that may be at rest, stored in a warehouse where it's being loaded from the ship onto the dockside. [17:48] There are many areas where you have to be aware of things developing in the marketplace and the fact that your insurance may now carry on well beyond the vessel's hull. [18:05] There's another area of marine liability coverage which may be implicated, given the hostilities in the Straits of Hormuz and perhaps elsewhere, and the escalating nature of the conflict in the Middle East, so we will have to see how that plays out. [18:31] Joshua always recommends that policyholders work with experienced insurance brokers. [18:39] Joshua says it is a privilege to give this discussion in May with Lance Ewing, a seasoned risk manager who has worked on the brokerage side and the insurance company side, as well as the risk manager policyholder side, so he has every perspective. [19:04] One of the things they will do at RISKWORLD is to make sure that not only do you hear from a coverage lawyer, but also from a risk manager, like most of the audience, who can speak to risk managers about what is important to their risk management approaches. [19:34] They hope that that's going to be useful for audience members even if they're not in the same industry as Lance. Justin points out that one never knows where they might end up next. This is a great way to become more well-rounded. [20:08] When evaluating marine cargo policies, you always want to look at the warehouse-to-warehouse endorsement. Find a broker that's well-steeped in marine cargo coverage. They can often customize endorsements that are important to your business. [20:51] If you're transporting goods that are capable of being spoiled or have to be refrigerated, or have to be in the hull of the ship, protected from the elements, those issues can come up through endorsement, special policy provisions covering temperature-controlled goods. [21:22] Joshua mentions that electronics may require being flown as air cargo. You want a system with customized coverage wherever you can get it. The broker knows that Lloyd's Marine Group has an example of an endorsement that covers a certain type of peril or cargo. [22:06] You might have a provision in your policy as part of a base form, but you might want fraudulent bills of lading coverage. There is now a technology overlap with shipping, an intersection between cyber and marine. [22:54] Some countries are GPS spoofing to confuse ships, which can be fatal if a ship goes into rocks or a bank in bad weather. This has implications, as we are seeing insurance companies slap onto marine products some type of cyber exclusion. [23:37] You'll want to know that just because technology had a role in the loss, you're not forfeiting all of your coverage. Joshua says we're certainly seeing it with piracy claims and theft claims. We're seeing it on the roadways. Truckers are getting more and more targeted. [23:58] A truck leaves a warehouse with goods that have been shipped on an overseas voyage, and there's an argument potentially that you've got federal maritime law applying in admiralty. What are the implications for coverage even though it's now inland on a train or truck? [24:23] We're seeing more cargo theft in the realm of trucking, in addition to stuff missing at the dock and warehouses being broken into. It's a perilous situation for those dealing with cargo. [24:43] Another Quick Break! The Spencer Educational Foundation's Risk Manager on Campus application period will open on April 1st, 2026, and it will close on June 30th. Grant awardees, colleges, and universities are typically notified in September. [25:04] The Course Development Grant application deadline for Interval Number 2 will be on June 15th, 2026. Award notifications will be sent out in late July. [25:19] General Grant applications will open on May 1st, 2026, and the application deadline is July 30th. Internship Grant applications open on August 15th and close on October 15th. [25:31] Links to each of these grants are in this episode's show notes. Visit SpencerEd.org for more information. [25:39] Let's Conclude Our Interview with Joshua Gold of Anderson Kill! [25:48] Josh Gold will be presenting a special session on May 5th at RISKWORLD, called "Do Not Let Your Cargo Claim Go Down with the Ship: Tips to Improve Marine Insurance Protection." He'll be co-presenting with RIMS Past President Lance Ewing. [26:13] Justin says if he were in the audience for that session, he would ask what the critical steps are that risk professionals should take immediately after a cargo loss to preserve their coverage rights. [26:39] Joshua says the first step always is to give prompt notice. It complicates matters if the insurance company can argue that the notice was untimely. The first thing is, get the notice in. You won't have all the information. Notice is unlike wine; it doesn't get better with age. [27:17] Give that prompt notice first. Then support your claim. As quickly as you can, gather photographs, video evidence, and documentary evidence, and give as much as you possibly can to the insurance company. Let that claims process unfold promptly. [27:43] You don't want the insurance company delaying payment because they say they didn't get the information they needed to process the claim. Try to give them that information. [27:59] Joshua says you can absolutely add more documentation. You can start by saying this is what we know now, and we reserve the right to supplement this information when we learn more about our loss. [29:03] There are surely deadlines built into your policies. Go through your policy and calendar dates for proof of loss, statement of loss, and getting certain claim information in. Put those benchmarks in the calendar and hit them as often as you can. [29:45] Joshua says with a cyber claim, there's no reason to hold back because you're incurring costs from the start with your forensic team and your breach coach. With cargo, Joshua says, I would give notice as quickly as you can, even if it's not as robust as anyone would like. [30:13] Get notice off as soon as possible. Enlist your broker's help as quickly as you can. If you have the information, get your insurance policy out, look at the notice provisions, and call your broker. Brokers are a great way to submit insurance claim information. [30:58] The broker should be helping guide you. You've already paid their commission. Enlist their help at the outset. [31:07] Justin asks if risk professionals need to tell executive leadership immediately. Joshua says there should be a dialogue. He appreciates the systematic and scientific risk management approach RIMS brings and the recognition that risk management is getting from the C-Suite. [31:48] Not every risk manager is at the C-Suite level, but they can communicate with the Treasurer, the CFO, or the Law Department, depending on the organization. Internal communications are important. [32:11] Include the Law Department in communications, to ensure that privilege is protected and conversations are not being exploited if there's a conflict over the coverage. Depending on the importance of the potential loss, the COO and the CEO may need to be involved. [32:53] Justin wants the RISKWORLD attendees to ask questions. Joshua and Lance have built time in during the session for questions. They love to take questions on the fly. They believe that if they spend half of the time in a dialogue with the audience, that is time very well spent. [33:50] Joshua has been practicing law for 31 years and has been with Anderson Kill in the New York office for almost 31 years, specializing in insurance coverage trade. [34:18] Justin notes that Law Day is an annual commemoration held on May 1st to celebrate the rule of law and cultivate a deeper understanding of the legal system. Joshua says we're always happy to get some kind of positive acknowledgment, accolades, recognition, and a special day. [35:20] This year's theme is "The Rule of Law and the American Dream." The idea that no person is above the law is what ensures the rights of the people to live their lives as freely as possible and to pursue their dreams. Joshua is a full supporter of that doctrine. [35:40] It has been such a pleasure to see you again. You are a regular contributor to RIMS Risk Management Magazine. We have links to some of your articles in this episode's show notes. We're going to see you on May 5th at RISKWORLD in Philadelphia. See links in the show notes. [36:03] Joshua's last words: Please show up on Cinco de Mayo, we're speaking on the afternoon of May 5th. We'd love to see you then in Philadelphia at RISKWORLD. Lance and I are looking forward to hearing your questions and talking about marine cargo and what's going on then. [36:26] Justin says, You've always been very supportive of me and of RIMS. I remember very clearly that somebody dropped out of a cyber panel, and you and Bill Passannante stepped right in for us, so I've always felt a strong connection to you and the professionals at Anderson Kill. [36:57] Special thanks again to Anderson Kill Shareholder Joshua Gold for joining us here on RIMScast. I have links to his contributions to RIMS Risk Management Magazine in this episode's show notes. [37:10] If you will be at RISKWORLD, remember to attend his session on May 5th at 3:30 p.m. on the Global Stage. It is called "Do Not Let Your Cargo Claim Go Down with the Ship: Tips to Improve Marine Insurance Protection." [37:24] It will be co-presented with RIMS Past President Lance Ewing. Register at RIMS.org/RISKWORLD today! [37:32] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [38:00] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [38:18] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [38:36] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [38:52] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [39:07] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [39:19] Practice good risk management, stay safe, and thank you again for your continuous support!   Links: RISKWORLD 2026 Registration — Open for exhibitors, members, and non-members! Reserve your booth at RISKWORLD 2026! More from Joshua Gold in RIMS Risk Management Magazine Spencer Educational Foundation — Scholarships and Grants | Open Calls and Timelines. RIMS-CRO Certificate Program In Advanced Enterprise Risk Management | April‒June 2026 Cohort | Led by James Lam RIMS Western Regional Conference — Oct. 4‒7, 2026 | Seattle, WA | Register Today and Submit an Educational Session! RIMS Risk Management Magazine | Contribute RIMS Now RIMS-Certified Risk Management Professional (RIMS-CRMP) | Insights Video Series Featuring Joe Milan! The Strategic and Enterprise Risk Center RIMS Diversity Equity Inclusion Council RIMS-CRMP Story, featuring John Button RIMScast Canada — Episodes Now Live RISK PAC | RIMS Advocacy Upcoming RIMS-CRMP Prep Virtual Workshops: RIMS-CRMP Exam PrepApril 21‒22, 2026 | June 9‒10 Full RIMS-CRMP Prep Course Schedule See the full calendar of RIMS Virtual Workshops Claims Management | April 7‒8 "Emerging Risks" | April 15 | Register Now! Upcoming RIMS Webinars: "Navigating the New Global Risk Landscape: Lessons for Business Travelers in Unstable Times" | April 16 | Presented by Zurich and World Travel Protection RIMS.org/Webinars   Related RIMScast Episodes: "RIMS 2022 Goodell Award Winner Lance Ewing" "World Water Day and the Circular Water Economy with Ralph Exton of WEF" "Supply Chain Integrity and Sustainability with Nicole Sherwin of EcoVadis" "Navigating Shipping Risks in 2022 with Capt. Rahul Khanna"   Sponsored RIMScast Episodes: "Secondary Perils, Major Risks: The New Face of Weather-Related Challenges" | Sponsored by AXA XL (New!) "The ART of Risk: Rethinking Risk Through Insight, Design, and Innovation" | Sponsored by Alliant "Mastering ERM: Leveraging Internal and External Risk Factors" | Sponsored by Diligent "Cyberrisk: Preparing Beyond 2025" | Sponsored by Alliant "The New Reality of Risk Engineering: From Code Compliance to Resilience" | Sponsored by AXA XL "Change Management: AI's Role in Loss Control and Property Insurance" | Sponsored by Global Risk Consultants, a TÜV SÜD Company "Demystifying Multinational Fronting Insurance Programs" | Sponsored by Zurich "Understanding Third-Party Litigation Funding" | Sponsored by Zurich "What Risk Managers Can Learn From School Shootings" | Sponsored by Merrill Herzog "Simplifying the Challenges of OSHA Recordkeeping" | Sponsored by Medcor "How Insurance Builds Resilience Against An Active Assailant Attack" | Sponsored by Merrill Herzog "Third-Party and Cyber Risk Management Tips" | Sponsored by Alliant   RIMS Publications, Content, and Links: RIMS Membership — Whether you are a new member or need to transition, be a part of the global risk management community! RIMS Virtual Workshops On-Demand Webinars RIMS-Certified Risk Management Professional (RIMS-CRMP) RISK PAC | RIMS Advocacy RIMS Strategic & Enterprise Risk Center RIMS-CRMP Stories — Featuring RIMS President Manny Padilla!   RIMS Events, Education, and Services: RIMS Risk Maturity Model®   Sponsor RIMScast: Contact sales@rims.org or pd@rims.org for more information.   Want to Learn More? Keep up with the podcast on RIMS.org, and listen on Spotify and Apple Podcasts.   Have a question or suggestion? Email: Content@rims.org.   Join the Conversation! Follow @RIMSorg on Facebook, Twitter, and LinkedIn.   About our guest: Joshua Gold, Anderson Kill Shareholder, Anderson Kill   Production and engineering provided by Podfly.

HOUR 3: Is 42 too old to enlist in the military? full 2153 Thu, 26 Mar 2026 21:00:00 +0000 y0ChxT233gBBLdDW2dSxjkkvSuFjp35k news The Dana & Parks Podcast news HOUR 3: Is 42 too old to enlist in the military? You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! © 2025 Audacy, Inc. News False https://player.amperwavepodcasting.com?feed-

Listen to today's podcast... Long ago are the days where the onset of spring meant that housewives everywhere, opened the windows, shook out the rugs and cleared out the closets. Usually, we are far too busy to dedicate a week or even a couple of days just to tackle spring cleaning. Many of us have forgotten that spring cleaning can improve our mood. Apparently, just like other types of exercise, the act of cleaning causes our bodies to release endorphins. And using lemon-scented cleaning products can help you de-stress as studies show that a citrus smell reduces stress and leaves a positive impression on others. Take One Action Today To Build Your #Resiliency!      Here are my Tips For Building Resiliency and Celebrating National Spring-Cleaning Week: Don't let other people should all over you, you get to decide what spring cleaning may look like for you. Pick one thing a week that you would like to tackle – it could be just the front closet or the upstairs windows. Enlist the help of family members. My long-time friend Laurie challenged her kids to organize her family photos. Find a way to get and keep your organization. Get rid of clutter. If it is not necessary – get rid of it and let someone else clean around it. With less to think about, there is bound to be less stress related to your physical space. If you like today's wellness tips, let me know. You can leave me a review on amazon or through your #alexa app. Looking for more ways to build your resiliency. Take my free on-line vulnerability test at worksmartlivesmart.com under the resources and courses tab. #mentalhealth #hr

With the Enlist weed control system, Corteva Agriscience Market Development Specialist, Jeff Moon, says farmers can expect effective, neighbor-friendly weed control. He tells Brownfield there are several steps growers can take to ensure on-target applications of Enlist One herbicide. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of Managing for Profit, Jeff Moon, market development specialist with Corteva Agriscience, explains how the Enlist weed control system gives farmers several options to incorporate a program approach to weed control. With Enlist One Herbicide as the cornerstone of the program, Moon tells Brownfield that there is compatibility with over 1,700 qualified tank mix partners. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

More farmers across the Midwest are pushing planting dates earlier in the season to capture longer growing seasons, improved yield potential, and better crop development. In this episode of Farm4Profit, we sit down with Eric Sherder from Corteva to talk about why early soybean planting is gaining momentum and how new genetics and herbicide systems are helping farmers manage the risks. We discuss:

Corteva Agriscience U.S. Crop Protection Technical Lead Dr. Eric Scherder says the Enlist system plays a critical role in a program approach to weed control and resistance management. And he tells Brownfield there are ways farmers can get the most out of the Enlist system this season. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Watch the video version here: https://youtu.be/KosvKw0sJ-YOn this episode:

ChatGPT 5.2 says: “LISTEN UP, YOU SNIVELING PODCAST PANSIES! This is Unrelenting Podcast Episode 183, where hosts Darren and Gene rip into the chaotic world of AI girlfriends, virtual dating disasters, and why real chicks are getting edged out by pixel-perfect bots. You think society’s going soft? These drill sergeants of sarcasm unload on Gen Z’s screen-only romances, AI chatbots that are nicer than your ex, and the slippery slope from video chats to full-on digital delusions. If you’re not tuned in right now, you’re missing the raw truth about how AI is hijacking relationships, making Playboy look like child’s play with customizable crushes and brain-chip beauty hacks. Drop your excuses and hit play, maggots—search “Unrelenting podcast AI dating episode” and get schooled before you become obsolete! WHAT THE HELL ARE YOU WAITING FOR, RECRUITS? Dive deeper as they blast podcasting pitfalls like flaky notifications, audience-building BS, and monetization mazes—value for value vs. super chats, YouTube algorithms crushing audio-only shows, and why X Premium turns your feed into a bot bonanza. Then it’s war on AI music invasions: 40% of Spotify uploads are fake tunes, labels be damned, with rants on entertainment’s empty distractions, from overpaid actors to laptop DJs killing live bands. Gaming geeks, stand at attention for VR eye tricks, upscale shenanigans, and PC gaming peaks with billion-dollar budgets. Keywords like “AI music controversy”, “VR gaming tech”, “podcast growth tips”—this episode’s your boot camp for surviving the digital apocalypse. March over to unrelenting.show and stream it NOW! YOU CALL YOURSELVES LISTENERS? PROVE IT! Darren and Gene don’t stop there—they torch collectible craziness from ticket stubs to Victoria’s Secret catalogs, shout out donations like coffee cash kings, hype Chi-town meetups, and rewind to 80s raunchy movies with boob budgets and BBS porn pioneers. From desexed digital woes where cat videos trump climaxes to nostalgia nukes on Usenet smut and phone porn plagues, this unrelenting barrage demands your ears. SEO gold: “80s raunchy films review”, “collectibles market rant”, “podcast meetups Chicago”—if you’re not laughing, raging, and enlightened by the end, you’re weaker than a Zoomer’s sex life. Enlist immediately, privates; unsubscribe from boredom and subscribe to Unrelenting for the unfiltered fury!” Unrelenting: where discipline means no mercy, no bullshit, and no excuses. Thanks for listening. Please support the show! –>> DONATE NOW

As planting season draws nearer, farmers will start getting their sprayers ready for preemergence herbicide applications. Corteva Agriscience market development specialist Jason Gibson tells Brownfield growers should also start setting up their herbicide programs. He says it's worth taking the time ahead of a busy spring to maximize success with Enlist herbicides.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Here is my homily from Jan. 25, 2026, 3rd Sunday in Ordinary Time, Year A. See the readings at usccb.org.

Prince Andrew's latest attempt at image rehabilitation was widely seen as one of his most brazen moves yet: quietly positioning his daughters, Princess Beatrice and Princess Eugenie, as emotional intermediaries to plead his case to King Charles III. Rather than confront the consequences of his own conduct directly, Andrew reportedly leaned on familial sympathy, allowing his daughters to emphasize his supposed remorse, isolation, and mistreatment behind palace doors. The maneuver was viewed by many as a calculated effort to soften the King's resolve by reframing Andrew not as a disgraced royal linked to Jeffrey Epstein, but as a wounded father figure deserving of compassion. Critics argue this was not an act of humility, but a tactical deflection that shifted the emotional burden onto two women who had no role in their father's scandals.The move was especially galling because it placed Princess Beatrice and Princess Eugenie in the uncomfortable position of advocating for a man whose reputation has severely damaged the monarchy itself. Observers saw it as another example of Andrew's refusal to accept accountability, choosing instead to hide behind his children while attempting to claw back relevance, security, and royal privilege. To critics, it underscored a pattern that has followed Andrew for years: when faced with consequences, he seeks protection through proximity to power and emotional leverage rather than genuine responsibility. The episode only reinforced the perception that Andrew remains more concerned with salvaging his status than acknowledging the harm his actions and associations have caused.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Playmates Toys ain't waving that white flag just yet. The Ninja Turtles just recruited America's “secret weapon,” a covert special operations force that answers to no one. Wait, we're still talking about GI Joe, right? Plus, LEGO's latest innovation makes them look as smart as a brick! Is that how that goes? And McFarlane's NHL collectibles are getting so heated, they could melt the ice and then do stuff to each other. It's The Reluctant Adult Podcast. Email TheReluctantAdultPodcast@gmail.com TikTok @TheReluctantAdultPodcast Instagram @TheReluctantAdultPodcast Facebook The Reluctant Adult Podcast YouTube The Reluctant Adult Podcast Paul's eBay Auctions Save 10% with code RAP101 at New Meta Save and get Free Shipping from Entertainment Earth

Tiff and Monica talk about the fundamental elements to include when onboarding a new team member, and some of them might surprise you. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:01) Hello, Dental A Team listeners. Welcome back. I am just so happy to have all of you. know there are so many people out there that support the Dental A Team in so many amazing ways. And you guys being here downloading these podcasts and having that little, I know Apple allows the like auto download. I always love that. Cause when I'm on flights, I can just, you know, podcast. But you guys being here.   pushing those through for us, being here to just support who we are, what we do is so truly incredible, whether you're a client, a future client, or someone who's just here to listen and you're like, ⁓ you know, never gonna sign up, we don't really have a preference of how you get to us. We just love that you're here. We wanna deliver all of the most amazing information that we possibly can. You might notice we share a lot of information, a lot of tips and tricks, a lot of like, I don't know, feel like, Monica, I feel like they're like.   secrets, trade secrets, right? And people are like, gosh, I'll just listen to your podcast. I'm like, fantastic, do that, do that. When you're ready for someone like Monica, who I have here with us today, you guys, to be like, I'm gonna push you a little bit further. She's here, we're here, and we're ready to help you get to that next level. And as I said, you guys, this is a truly, truly exciting day for us. I have Monica back on the podcast with me today. I am so excited to have you here, Monica. I know.   Monica Gomez (00:57) ⁓ yeah.   The Dental A Team (01:20) Previously, I've kind of given a good spiel of who you are and how we found you. And we got to record a podcast, if you haven't listened to it yet, about this really hiring tips and strategies. But there's so much to learn about Monica, her coaching style and who she is in that episode. So if you haven't listened to it yet, go do that. And as an introduction today, Monica, welcome. I'm so excited to have you here. And I just I'm excited to pick your brain. love I love watching.   I feel like I get to watch the flow of how thoughts come to you and it's just really fun and I love our time together. Thank you for blocking out your morning and being here with me this morning and Monica, how are you? How was your weekend? How's life? How's Monica?   Monica Gomez (02:04) is great and I'm starting off my week with podcasting with you ⁓ and this is so fun. This is my second podcast and I'm so excited to be here. Our first one was really, there was a flow to it, right? It was a ⁓ great little conversation, valuable. We dropped lots of gems, you guys, so go listen to that podcast and I'm excited to be sharing this space again with you, Tish. Thank you for having me.   The Dental A Team (02:19) Yeah.   Thank you, thank you. I do love this and it actually makes me think this is like a little off topic here, but just for a smidgen of time. love the podcast space with you consultant ladies ⁓ on our team because I love that this is a space where I get to, I think I get to share how much I love you guys. Like how much admiration I have, how much I look up to you guys and get to like extract so much.   knowledge and input from you. And I think this is our space of like, truly having some connection time. And we have our one on ones, I mentioned that before, but those are so goal driven and work driven. It makes me think I love relationship and community. And I think that's something that humans are learning again, we're relearning that we need that. I think we lost that for a moment of time here recently and   in the years and we're coming back to that. You kind of don't know what you have until you lose it sometimes and we lost that space. And I think this is our space of true community. We do have our weekly meetings, we have our one-on-ones, we have our data-driven, work-driven time together, but the podcasting space is actually really special to me because I do get to, I get to get to like, want, we get to put you guys out there and I get to just spend this time with you.   And it makes me think you mentioned something on the last podcast that we had recorded together. You mentioned that intentional team time together and that like just clicked. As you're talking, like it clicked for me. This is our intentional time together and instilling that into, infusing that into the workplace. It's really special. And I want doctors and owners and leaders and anyone who's here, dental assistants, treatment coordinators, I don't care who you are. I want you to...   know from the bottom of my heart, this is a really special place and you don't need to go start a podcast unless you want to. But having that intentional time, like coffee time, like go in the break room and have coffee together and talk about your weekend. Like me getting to hear about Monica's family life and Charlie, her puppy, getting to know those pieces of you personally, it changes and it shifts our dynamic. So I wanted to highlight that because as you were speaking, I was like, my gosh, this is   Monica Gomez (04:42) Yeah.   The Dental A Team (04:55) something we haven't had yet because this is only our second podcast together, but that I know I do have with the other consultants and it just totally clicked for me because we just, think, mentioned that in the last one. So Monica, thank you for being here. Thank you for letting me say all that and for giving me this intentional time today.   Monica Gomez (05:12) Yeah, thanks, Tiff. Yeah, I think ⁓ this time together, we get to peek, a little peek behind the veil, right? And yeah, we do have a lot of connection time. It's structured time, right? But the value of unstructured time is just gold. is, ⁓ it builds trust, it builds ⁓ camaraderie, it builds affinity, it builds ⁓ an endearing, right? An endearing kind of sense of   The Dental A Team (05:20) Yeah.   Yeah.   Monica Gomez (05:42) of viewing the other person in a different light. So yeah, I think this is a powerful, like meaningful time. I agree with you. I agree with everything that you said. This is definitely a special magical space. Yeah.   The Dental A Team (05:51) Yeah.   Yeah, thank you.   Awesome. Well, thank you for being here. And again, if you didn't listen to the last podcast, I know this is the third or fourth time we're saying it. You should. This is kind of I think Monica actually helped me choose today's topics that she wanted to speak on. I think they actually naturally flow together. So I would maybe even listen to this one after the last one ⁓ or listen to this one. And then I don't care which order you do it in, but listen to both of them is my is my point here, because today we really we're going to talk about onboarding.   Monica Gomez (06:05) You   The Dental A Team (06:26) And you can onboard anyone, but I think maybe when we add in onboarding the right team member, because the last podcast we recorded was really how to hire the right team member and hiring with intentionality and meaning behind it. And the onboarding, Monica, I think has to flow off of that. If we're not continuously showing up as the person we wanted to hire, like we talked about in the last one.   If we show up in the interview space and we're like, this is who I want you to be, but then we're onboarding and we're like, meh, meh. We're like, this is boring person and we want somebody who's dynamic and fun and engaging and speaking to the patients, but we're like, not that person. I think it makes a huge difference. So Monica, as you've trained people, as you've onboarded, you've trained practices to do this, what are some key highlights that you like to infuse into the onboarding process?   Monica Gomez (07:15) Yeah, great topic. And I agree, this one goes hand in hand with our previous podcast. know, onboarding traditionally has been very much transactional, right? Here's your cubby, here's what you do, here's where you sit, here's how you answer the phones, right? We've got to move. Well, there's a part of it that has to be transactional because you have to learn, you know, what your job is and, you know, the daily to do's.   But I think if we lead with that, it's a mistake. ⁓ As I mentioned before, and we talked about how the workforce has changed, ⁓ and we're leading with connection and engagement and authenticity and all those components that make us unique, I think we, I really feel that we need to move.   from a transactional place to a transformational or transcendental. ⁓ It's gotta be more about behaviors, right? And how we wrap our arms around like this new person that's joining our little family, right? How would you like to be welcomed into a team that would make you feel welcome and received with open arms and warmth? That's how we have to welcome our new people.   The Dental A Team (08:17) Yeah.   Monica Gomez (08:36) You know, we've invested so much time and energy in interviewing our job post, our, you know, filtering our candidates, interviewing, that whole hiring process, offer letter, the whole nine yards. And then we just throw them in, sink or swim. We've got to add, we've got to be intentional and we've got to add more value to the onboarding piece because, you know, people sometimes are left thinking like, gosh,   The Dental A Team (08:54) Yeah.   Monica Gomez (09:05) this is not the place that I thought it was gonna be, right? Like make it the place that you post it on your job ad, right? Like create, you get to be the creator. You're the co-creator, right? This is your platform. Like what do you wanna create for your new people, right? And I think transaction.   It's always part of our industry and in the workforce, right? There is a transactional piece to working. ⁓ But again, that humanist, right? And so one great tip, I'll start with one tip and I'll turn it over to you, Tiff. ⁓ One great tip is have a welcome packet for your team, right? A t-shirt, their name tag, little, you know, if you picked up little sprinkles of who they are and what they like in the interview, like,   The Dental A Team (09:51) Mm.   Monica Gomez (10:02) put together a nice little welcome basket for them, a pen post-it, a nice little saying. I think that's, wow, I mean, that's super impactful on their first day, right? Like, welcome to the team and have everybody go around at Morning Huddle and just give a little shout out as, you know,   The Dental A Team (10:11) Yeah.   I love that. Yeah.   Monica Gomez (10:29) how valuable it is to have a new team member. I think that's super simple and important.   The Dental A Team (10:36) Yeah, I love that. think you hit on something really important there. It's really that feeling of being welcomed, coming into a new space is, I mean, we don't even like going to a party unless we know, a dinner party, unless we know everybody who's gonna be there, right? We're like, I only know two people. Like, is that enough? Right? I got a text from a friend the other day that was, know, or not the other day, it's been a bit, but for, you know, Halloween. And then she's like, I gotta go to this thing with my husband. And like, I don't know anybody. And I was like, okay, like this is, we're all coming into this dinner party not knowing.   anybody else, even if you've done working interviews, you still don't know them. So I love that really just toning in on the personal piece and the relationship, because if you can have a relationship with them, you can, you know, build that camaraderie just from the get go. I think they actually retain information and onboard quicker as well. So I love that. Yeah.   Monica Gomez (11:25) It's hard being an adult, you know? It's hard being an adult. And I think   in the practice, you know, just circling back to our topic on our previous podcast, fun is really important. We forget to have fun as adults, you know? And gosh, you know, think of it like you're in the sandbox again. See through young eyes, see through young eyes. Put those lenses on and just remember what it is to just play in the sandbox.   with your friends, right? And have like that pureness of intention and that pureness of heart and spirit. I think it's just easier when you can kind of connect to that space to welcome others in. And they'll say, I love that you're here. Welcome to the team. How can I make your week and your integration easier? I think that's a gem right there. That's...   The Dental A Team (11:54) Yeah. Yeah.   Mm-hmm.   Monica Gomez (12:21) super valuable for the person receiving and also for the person that's delivering.   The Dental A Team (12:26) I agree. I was thinking,   as you said, you said it's hard being an adult And I thought, yeah, I remember just being like, do you want to swing? Like, there's two, like, do you want to swing with me? Like, that's, we don't do that anymore. Yeah. It was easy. Now it's like, we go to, we're in the same Pilates class 10 times and I'm still like, do I talk to you? Do I not talk to you? And it's like, goodness gracious. So yeah, like just, do you want to swing? Like just, let's just have fun with it. I love that. ⁓   Monica Gomez (12:33) Yeah.   It's easier to fix ones.   The Dental A Team (12:51) And so Welcome Packet is beautiful. if you guys like put it together, it could even be like ⁓ a welcome note card. Like, hey, excited to have you. Like everybody, we write thank you cards to our patients or we write condolence cards or happy birthday or happy anniversary. Like, congrats on your wedding. We write these cards and I've seen them in multiple practices. So I know a lot of people do them. You pass them around to all the team members or the happy birthday for the team members, right? Everybody writes on the card and it's like this little message.   You could do it as simply as that. Like, hey, Monica's starting on Monday, guys. Like, it's Thursday. Let's wrap this up. Let's get this like welcome card together and a candy bar or a little ⁓ bouquet of flowers, like four carnations. Like, it doesn't have to be difficult. It doesn't have to be robust or like over the top. Just speak to who you are and who they are. I love that. And Monica, something you said was we were kind of prepping for this was you don't have to have it all together. And I loved that because we've saw many podcasts on   Monica Gomez (13:32) Yeah.   The Dental A Team (13:48) operations manual and it's fantastic. And I agree with an operations manual and practices come to us and they're like, Monica, we need an operations manual, help us build it. It's like, okay, yes. And it's super cool. Also, it's not a requirement. You can onboard, you can train, you can have them help you build the operations manual while you're training. Don't hold yourself back from onboarding someone successfully.   Monica Gomez (13:59) Yeah.   The Dental A Team (14:15) because you feel like things are missing and I love that you said that. Now, on that same aspect, a job description, super simple, to put together a job description of who they are, how they show up and what their targets are per position and then build off of that to say like, hey, in the first week, two weeks, 30 days and then kind of go from there. Now, implementally, how do you build the action out for...   for teams like that, because I'm an aggriance. I love an operations manual. I think it's great, but it's not end all be all. And just because we get through an operations manual and your consulting journey does not mean you're done. You're set for success and nothing's ever going to happen. I think there's a lot of, we could go on a tangent about operations manuals. We won't today. But how do you do that with your practices you're working with?   Monica Gomez (15:05) Yeah, I mean, I think people ⁓ absorb information and they learn differently. And I think it's really important that we hit on all three things. It's auditory, visual, and kinesthetic. The operations manual or the training manual is valuable, Because it's a resource that you can go to to reference and get a refresher. ⁓ But that shouldn't be your onboarding technique, right? That's like, OK, here you go. Here's the written. ⁓   The Dental A Team (15:30) Yeah.   Monica Gomez (15:34) proof or reference book of what you already learned, right? It is the outcome of your training. ⁓ I think, you know, onboarding can be simple and we make it complicated because everything has to be in writing nowadays and there's value to that. ⁓ But really your team, the biggest piece of ⁓ an employee staying within those 90 days is how we onboarded them.   The Dental A Team (15:48) Yeah.   Monica Gomez (16:03) Did we just give them manual or written instructions and say, okay, here it is, go do it? Or did we say, okay, this week, part of your onboarding is that you're gonna spend time with every single person in this practice in the various roles, including the doctor. You're gonna sit in and listen to the exams and the x-ray take and the hygienist. And you're really gonna understand all the makings of this practice.   it's important that we understand everyone's role and how we contribute to the entire team. So I always recommend that you hire someone and the first three days, break it up. Three, by the way, is a magical number for me. I love everything in series of threes. So three is easy to remember, three things versus five or even four, right? So three days in each role.   And have that person that's learning write down the most impact. What did you learn in these three days sitting with a hygienist? Or what do you want to know more about? This will spark their curiosity. Don't give them a script. Allow them to of grasp the topics and let their curiosity ⁓ be the lead. Take the lead on.   Here's what I want to know more about, or I don't really understand this, or gosh, I didn't know that, right? ⁓ And that goes for experienced employees or people that are new to the industry, right? That's my recommendation. Allow them to spend three days in every single role, like the journey of onboarding, right? Like, I think it's super valuable. And then... ⁓   The Dental A Team (17:32) Yeah.   Fisher.   Monica Gomez (17:51) Again, they could be kind of co-creating your manual with you because what they bring back, the knowledge that they bring back, chances are somebody else is going to have that same curiosity or those same questions, right? Yeah, I think that's a really simple tip. And those also that feedback could be part of your 30, 60, 90 day growth plans. And here's what you're really great at, right? I always like to look at   The Dental A Team (18:04) Yeah.   Monica Gomez (18:22) Think about the growth plan like a sandwich, right? Like there's the beginning, the middle, and the end. And so here's where you are, right? ⁓ Here's where, ⁓ actually, here's your role. Here's where you currently are, and here's where we would like for you to be. And like, what are the steps to get there, right? That should be part of your growth plan, your 30, 60, 90 day growth plan, along with the job description. Yeah, I think, you know,   using the job description like you mentioned as a tool, right, to guide people and also for us to understand like, what are they really great at? What are they really proud of, you know, in this job role? And what do they want to know more about? I think ⁓ I ⁓ one great way to kind of get familiar with someone's knowledge, experience and their desire to grow or learn more about is take the   The Dental A Team (19:03) Thank   Monica Gomez (19:20) the skills and ability portion of the job role and say, tell me three things that you're really great at, that you're really proud of, that you just are an expert in. And then three things that ⁓ you wanna know more about, not weak, right? Things that you don't, let's take that, negative verb out of it, just say three things that you're curious about or three things that you wanna sharpen your skills at. That tells you a lot about their qualifications. ⁓ And I'm really an advocate of ⁓   The Dental A Team (19:22) Mm-hmm.   Yeah. Yes.   Monica Gomez (19:49) eliminating the over-educating and over-matching. This exercise is a great way to kind of level set who your person is, like what's in their brain, right? Like, are you curious about? So I think that's part of like the co-creation of the onboarding and the collaboration, right? This is a partnership, we're in this together. What can I do to help you help me?   The Dental A Team (20:01) Yeah.   Yeah.   Monica Gomez (20:15) and stay. think it's intentional and it is ⁓ structured in a way that's unstructured.   The Dental A Team (20:28) Yeah, for sure. And I think that what you're saying there that co-creation also makes me think of ⁓ like collaborating and co-creating with the people who are going to be doing the training. So if you're not the one who's going to be, if you're an office manager and you're not training this person hands on 100 % of the time, then enlist the team members too. So if this person's job is   I don't know, front desk check-in and she or he has this laundry list of 20 different things that they've got to learn in the series of these 90 days or 30 days or however long you parcel that out for who's helping with those things and allow them to co-create too. And I think what you're saying, the three days, it's like, great, you're learning to answer the phones and confirm appointments. That's what you're doing for three days. You're answering the phone. So you're answering the phones and you're delivering that   patient to whomever, right? You're transferring that patient to whomever they need and you're doing confirmation calls for three days. And then stack on top of that, anything, something you said there, the co-collaborating and the kind of doing it together, but also then enlisting outside perspectives to see what flows together. Because a lot of times our job doesn't necessarily start to end flow in this perfect, beautiful space. Sometimes it's like,   well, I'm doing phones, but I'm doing emails, and I'm doing phones, but I'm checking patients out. And those are very like stark contrasting pieces. And so if we're like jumping them around or trying to do it in what a day might look like, that's very confusing. And it's overwhelming because your brain doesn't operate in that way. You can and you will and you will multitask and they will get it. But when you're learning, you've got to learn succinctly in a flow that makes sense. So you can't start with   Monica Gomez (22:02) and overwhelming.   The Dental A Team (22:17) checking a patient out if you also want them to be doing confirmation calls. Like you've got to find, like you said, your start, your middle and your end and making sure that those pieces flow together and having that outside perspective I think can definitely help. Something you mentioned was those like check-ins. So you're having those conversations with them. So that in itself right there, you guys, if you're not, I want you to pull these action items out too because that in itself, that's an action item. So make sure you've got job descriptions.   make sure you've got some semblance of flow on the pieces that they're responsible for, and then you're checking in with them. And I think frequent check-ins are really smart. We do them in our company with onboarding and we continue them kind of as long as we possibly can forevermore. We do these check-ins because I wanna know where they're at. don't, not necessarily like, did you do this thing? I wanna know like Monica, where are you at today? ⁓   Personally, who are you and where are you at today? Like are we still in alignment because that's the space I think Especially being new to a team. I'm not gonna say I'm not always gonna say hey, I Didn't get this or hey, I need help or hey I'm falling behind or I feel overwhelmed or this is a lot because I don't want to look like I can't do it But if my manager or my lead is like, hey check in how are things going? And I'm like, I think I'm getting it. I think I need more time on this   That's way better than being like, I'm overwhelmed. Like that feels better to me to be like, cool, there's space to have a conversation about this. I'm not complaining or feeling weak or looking as though I can't accomplish something. You are giving the space as a check-in to just be like, hey, tell me where you're at. Okay, great, take the space, take the time, go learn it. Or if I need to show you again, I can.   Monica Gomez (24:06) Yeah, I love that. I love everything that you said. think, ⁓ you know, words create our story, right? And so if we're asking, like, how's it going? ⁓ Are you struggling with anything? ⁓ Our minds automatically go to that negative place, right? So you get to be the creator of the script.   Right. And so if we're saying, Hey, by the way, I heard you answering the phone start, like, listen for the good stuff, right? The good behaviors. Gosh, you were amazing. Greeting that patient. my gosh. I am so proud of you. You are totally getting this and you know, how's everything else going? Right. If you start with that excitement and something positive, that person's already in that positive mindset and it's all about mindset. Right. And if we're concerned that they're not getting it, they're not going to get it.   assume that they are, assume that they are getting it. So gosh, you are, I know you're doing amazing. Tell me all the good stuff. Start.   The Dental A Team (25:08) Yeah, assume good intent, right? Always. We see that constantly. Assume   good intent. I think, Monica, you saying this right here makes me think.   Relationships are relationships, I say that all the time. They just look a little bit different. Like my relationship with Erin is a little bit different than my relationship with you, but my communication skills are gonna be super, they're gonna be the same with the right words, right? So I'm not gonna, communication is communication. And so what we do is we say, okay, this is how you sell a treatment plan. This is how you project to your patients to get them to schedule. And you always start with a positive. You don't ask for a review by saying,   how did everything go today? You say like, oh my gosh, that seemed, you how amazing was your appointment today? Like you're infusing these words in there to get the mindset, but then we don't copy and paste that always into everything that we do. And I think how you show up for anything is how you show up for everything. So show up for your team the same as you're expecting your team to show up for your patients because that's going to translate. And if you're like, oh, it seemed like a,   Gosh, today was a chaotic day, how did you do? It's always chaos, we're in dentistry. Dentistry is chaotic, your days are gonna be crazy. Life is chaotic, you're right, it's always going to be crazy. So saying that, gosh, was, woo, that was a rough day. How are you feeling? Well, I'm feeling really overwhelmed and I'm feeling like I made a really bad decision coming here. I think you're spot on is my point there. So that was beautiful, thank you.   Monica Gomez (26:21) Yeah. And life is chaotic. Period, right? Life is chaotic.   Yeah. And, you know, I when employees share difficult, like a difficult day, you know, like, ⁓ I had a ⁓ client last week share that their new hire said, ⁓ gosh, maybe we shouldn't, you know, ⁓ schedule two crowns back to back because that was really hard. And, you know, my back was hurting. And so, ⁓ you know, the doctor was like, she's already complaining. I'm like, well, okay. Well, how did you respond? Right. Because   The Dental A Team (27:11) Yeah, yeah.   Monica Gomez (27:12) Because, I mean, she's delivering something that's important. She's sharing and she feels comfortable enough to say, hey, that was really hard. That's really what she's saying. That was really hard, right? And so, you know, again, one of my favorite sayings is, you know, get curious, not furious, right? Don't look at it with the negative lens. It's a great way for you to validate, like, how important it is to be seen, and valued, right?   The Dental A Team (27:41) I agree.   Monica Gomez (27:42) And she was opening up because she wanted to be seen, heard, and valued. Like she wanted to be seen. Gosh, I like did those two crowns back to back. My back is hurting me. Are you even valuing that I sat there in fact, right? Even though they could have swapped off with another assistant, but she, you know, she followed him. And so, you know, and my advice was like, you should number one acknowledge that she's sharing, right?   The Dental A Team (27:54) Yeah. Yeah. Yeah.   Monica Gomez (28:11) Thank you so much for sharing that. You're right, that was kind of hard. Let's talk about it as a team tomorrow. Let's find ways to alleviate that when this does happen, right? I mean, the patients wanted to start, like they're ready. Let's do it, right? But where were your other team members? Like, let's talk about this. And so seen, and valued. If you can make anyone new, ⁓ a new employee, an existing employee,   your legacy employees, if you can make them feel and create a space where everyone feels seen, heard, and valued, that's huge. That's like you, you will, your team will love you, your patients will love you because again, it's that invisible kind of energy that's flowing through your practice, right? That creates that great space for employees to wanna stay.   The Dental A Team (29:02) I agree. I totally agree. Thank you, Monica. I think this was ⁓ a really, this is just full of so many gems and ⁓ I love the actual pieces of job description, kind of the, I love your three days, spend three days on it and really just making sure you go through that job description. Look at the to-dos of that position.   Enlist the team to help you. Whoever's gonna be helping to train. I had people specific on my team that were like, these are the things you just, you're stellar at and it's gonna be easy for you to train these things. They trained those. So it doesn't have to be one person. It can be whatever you want it to look like. Just make sure it's built out. You have a plan. Preschedule check-ins. I always make sure we preschedule check-ins and you guys check in with yourself too. think Monica, you gave some really wonderful tips on really making sure that we're showing up the way that we should be.   or the way we want people to show up and really just gut checking and making sure that those things are there. And I loved this. Thank you, Monica. Thank you for your words of wisdom. Thank you for flowing off of it. This was perfect. This was divine. Thank you for helping set up this flow of podcasting today and for just bringing your insight and your wisdom and your years of experience of things that you've seen work and ideas. So thank you, Monica.   Monica Gomez (30:16) Thanks, thanks, Tiff. This is definitely a gem for me. I have so much to share and so much, I love sharing, I love brainstorming, I love sharing what works ⁓ and all the knowledge that we, all of us have, right? This is a beautiful space for us to, you know, share that. And this was so fun. Thanks for inviting me and everyone.   The Dental A Team (30:22) Yeah.   Monica Gomez (30:42) Go out and be fabulous and don't forget to have fun. Have fun.   The Dental A Team (30:47) Yes, I love that.   Thank you. Yes. Go be fabulous. That is like Trish's famous words. I love that she says that. always, I know it always makes it just like, yep, I will. Okay. No, questions. So I love it. Go be fabulous. I agree. Drop us a five star review. Let us know what you thought about this. Let us know what onboarding tips you guys have. Hello@TheDentalATeam.com is an easy place to find us and.   Monica Gomez (30:53) So these are the things.   The Dental A Team (31:10) get recommendations or share your tips and tricks. We really do love that. And also we're on Instagram and Facebook, all of those places. So watch us there. Watch out for us there. Thursdays, once a third Thursday, we have webinars. You guys, we're everywhere. So if you're only following the podcast, check us out. Hello@TheDentalATeam.com, TheDentalATeam.com. We've got all of it listed there as well. Go find us, follow us and listen for more amazing tips from Monica and the rest of the consulting team. Thank you guys and go be fabulous.   Monica Gomez (31:39) you  

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Onboarding a new team member has turned into a very transactional process. In this episode, Tiff and Monica discuss how to add authenticity, connection, and engagement to the mix. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:01) Hello, Dental A Team listeners. Welcome back. I am just so happy to have all of you. know there are so many people out there that support the Dental A Team in so many amazing ways. And you guys being here downloading these podcasts and having that little, I know Apple allows the like auto download. I always love that. Cause when I'm on flights, I can just, you know, podcast. But you guys being here.   pushing those through for us, being here to just support who we are, what we do is so truly incredible, whether you're a client, a future client, or someone who's just here to listen and you're like, ⁓ you know, never gonna sign up, we don't really have a preference of how you get to us. We just love that you're here. We wanna deliver all of the most amazing information that we possibly can. You might notice we share a lot of information, a lot of tips and tricks, a lot of like, I don't know, feel like, Monica, I feel like they're like.   secrets, trade secrets, right? And people are like, gosh, I'll just listen to your podcast. I'm like, fantastic, do that, do that. When you're ready for someone like Monica, who I have here with us today, you guys, to be like, I'm gonna push you a little bit further. She's here, we're here, and we're ready to help you get to that next level. And as I said, you guys, this is a truly, truly exciting day for us. I have Monica back on the podcast with me today. I am so excited to have you here, Monica. I know.   Monica Gomez (00:57) ⁓ yeah.   The Dental A Team (01:20) Previously, I've kind of given a good spiel of who you are and how we found you. And we got to record a podcast, if you haven't listened to it yet, about this really hiring tips and strategies. But there's so much to learn about Monica, her coaching style and who she is in that episode. So if you haven't listened to it yet, go do that. And as an introduction today, Monica, welcome. I'm so excited to have you here. And I just I'm excited to pick your brain. love I love watching.   I feel like I get to watch the flow of how thoughts come to you and it's just really fun and I love our time together. Thank you for blocking out your morning and being here with me this morning and Monica, how are you? How was your weekend? How's life? How's Monica?   Monica Gomez (02:05) ⁓ Life is great and I'm starting off my week with podcasting with you ⁓ and this is so fun. This is my second podcast and I'm so excited to be here. Our first one was really, there was a flow to it, right? It was a ⁓ great little conversation, valuable. We dropped lots of gems, you guys, so go listen to that podcast and I'm excited to be sharing this space again with you, Tish. Thank you for having me.   The Dental A Team (02:21) Yeah.   Thank you, thank you. I do love this and it actually makes me think this is like a little off topic here, but just for a smidgen of time. love the podcast space with you consultant ladies ⁓ on our team because I love that this is a space where I get to, I think I get to share how much I love you guys. Like how much admiration I have, how much I look up to you guys and get to like extract so much.   knowledge and input from you. And I think this is our space of like, truly having some connection time. And we have our one on ones, I mentioned that before, but those are so goal driven and work driven. It makes me think I love relationship and community. And I think that's something that humans are learning again, we're relearning that we need that. I think we lost that for a moment of time here recently and   in the years and we're coming back to that. You kind of don't know what you have until you lose it sometimes and we lost that space. And I think this is our space of true community. We do have our weekly meetings, we have our one-on-ones, we have our data-driven, work-driven time together, but the podcasting space is actually really special to me because I do get to, I get to get to like, want, we get to put you guys out there and I get to just spend this time with you.   And it makes me think you mentioned something on the last podcast that we had recorded together. You mentioned that intentional team time together and that like just clicked. As you're talking, like it clicked for me. This is our intentional time together and instilling that into, infusing that into the workplace. It's really special. And I want doctors and owners and leaders and anyone who's here, dental assistants, treatment coordinators, I don't care who you are. I want you to...   know from the bottom of my heart, this is a really special place and you don't need to go start a podcast unless you want to. But having that intentional time, like coffee time, like go in the break room and have coffee together and talk about your weekend. Like me getting to hear about Monica's family life and Charlie, her puppy, getting to know those pieces of you personally, it changes and it shifts our dynamic. So I wanted to highlight that because as you were speaking, I was like, my gosh, this is   Monica Gomez (04:44) Yeah.   The Dental A Team (04:57) something we haven't had yet because this is only our second podcast together, but that I know I do have with the other consultants and it just totally clicked for me because we just, think, mentioned that in the last one. So Monica, thank you for being here. Thank you for letting me say all that and for giving me this intentional time today.   Monica Gomez (05:15) Yeah, thanks, Tiff. Yeah, I think ⁓ this time together, we get to peek, a little peek behind the veil, right? And yeah, we do have a lot of connection time. It's structured time, right? But the value of unstructured time is just gold. is, ⁓ it builds trust, it builds ⁓ camaraderie, it builds affinity, it builds ⁓ an endearing, right? An endearing kind of sense of   The Dental A Team (05:23) Yeah.   Yeah.   Monica Gomez (05:44) of viewing the other person in a different light. So yeah, I think this is a powerful, like meaningful time. I agree with you. I agree with everything that you said. This is definitely a special magical space. Yeah.   The Dental A Team (05:53) Yeah.   Yeah, thank you.   Awesome. Well, thank you for being here. And again, if you didn't listen to the last podcast, I know this is the third or fourth time we're saying it. You should. This is kind of I think Monica actually helped me choose today's topics that she wanted to speak on. I think they actually naturally flow together. So I would maybe even listen to this one after the last one or listen to this one. And then I don't care which order you do it in, but listen to both of them is my is my point here, because today we really we're going to talk about onboarding.   Monica Gomez (06:07) You   The Dental A Team (06:28) And you can onboard anyone, but I think maybe when we add in onboarding the right team member, because the last podcast we recorded was really how to hire the right team member and hiring with intentionality and meaning behind it. And the onboarding, Monica, I think has to flow off of that. If we're not continuously showing up as the person we wanted to hire, like we talked about in the last one.   If we show up in the interview space and we're like, this is who I want you to be, but then we're onboarding and we're like, meh, meh. We're like, this is boring person and we want somebody who's dynamic and fun and engaging and speaking to the patients, but we're like, not that person. I think it makes a huge difference. So Monica, as you've trained people, as you've onboarded, you've trained practices to do this, what are some key highlights that you like to infuse into the onboarding process?   Monica Gomez (07:16) Yeah, great topic. And I agree, this one goes hand in hand with our previous podcast. know, onboarding traditionally has been very much transactional, right? Here's your cubby, here's what you do, here's where you sit, here's how you answer the phones, right? We've got to move. Well, there's a part of it that has to be transactional because you have to learn, you know, what your job is and, you know, the daily to do's.   But I think if we lead with that, it's a mistake. ⁓ As I mentioned before, and we talked about how the workforce has changed, ⁓ and we're leading with connection and engagement and authenticity and all those components that make us unique, I think we, I really feel that we need to move.   from a transactional place to a transformational or transcendental. ⁓ It's gotta be more about behaviors, right? And how we wrap our arms around like this new person that's joining our little family, right? How would you like to be welcomed into a team that would make you feel welcome and received with open arms and warmth? That's how we have to welcome our new people.   The Dental A Team (08:19) Yeah.   Monica Gomez (08:37) You know, we've invested so much time and energy in interviewing our job post, our, you know, filtering our candidates, interviewing, that whole hiring process, offer letter, the whole nine yards. And then we just throw them in, sink or swim. We've got to add, we've got to be intentional and we've got to add more value to the onboarding piece because, you know, people sometimes are left thinking like, gosh,   The Dental A Team (08:55) Yeah.   Monica Gomez (09:06) this is not the place that I thought it was gonna be, right? Like make it the place that you post it on your job ad, right? Like create, you get to be the creator. You're the co-creator, right? This is your platform. Like what do you wanna create for your new people, right? And I think transaction.   It's always part of our industry and in the workforce, right? There is a transactional piece to working. ⁓ But again, that humanist, right? And so one great tip, I'll start with one tip and I'll turn it over to you, Tiff. ⁓ One great tip is have a welcome packet for your team, right? A t-shirt, their name tag, little, you know, if you picked up little sprinkles of who they are and what they like in the interview, like,   The Dental A Team (09:53) Mm.   Monica Gomez (10:04) put together a nice little welcome basket for them, a pen post-it, a nice little saying. I think that's, wow, I mean, that's super impactful on their first day, right? Like, welcome to the team and have everybody go around at Morning Huddle and just give a little shout out as, you know,   The Dental A Team (10:12) Yeah.   I love that. Yeah.   Monica Gomez (10:31) how valuable it is to have a new team member. I think that's super simple and important.   The Dental A Team (10:37) Yeah, I love that. think you hit on something really important there. It's really that feeling of being welcomed, coming into a new space is, I mean, we don't even like going to a party unless we know, a dinner party, unless we know everybody who's gonna be there, right? We're like, I only know two people. Like, is that enough? Right? I got a text from a friend the other day that was, know, or not the other day, it's been a bit, but for, you know, Halloween. And then she's like, I gotta go to this thing with my husband. And like, I don't know anybody. And I was like, okay, like this is, we're all coming into this dinner party not knowing.   anybody else, even if you've done working interviews, you still don't know them. So I love that really just toning in on the personal piece and the relationship, because if you can have a relationship with them, you can, you know, build that camaraderie just from the get go. I think they actually retain information and onboard quicker as well. So I love that. Yeah.   Monica Gomez (11:26) It's hard being an adult, you know? It's hard being an adult. And I think   in the practice, you know, just circling back to our topic on our previous podcast, fun is really important. We forget to have fun as adults, you know? And gosh, you know, think of it like you're in the sandbox again. See through young eyes, see through young eyes. Put those lenses on and just remember what it is to just play in the sandbox.   with your friends, right? And have like that pureness of intention and that pureness of heart and spirit. I think it's just easier when you can kind of connect to that space to welcome others in. And they'll say, I love that you're here. Welcome to the team. How can I make your week and your integration easier? I think that's a gem right there. That's...   The Dental A Team (11:56) Yeah. Yeah.   Mm-hmm.   Monica Gomez (12:23) super valuable for the person receiving and also for the person that's delivering.   The Dental A Team (12:28) I agree. I was thinking,   as you said, you said it's hard being an adult And I thought, yeah, I remember just being like, do you want to swing? Like, there's two, like, do you want to swing with me? Like, that's, we don't do that anymore. Yeah. It was easy. Now it's like, we go to, we're in the same Pilates class 10 times and I'm still like, do I talk to you? Do I not talk to you? And it's like, goodness gracious. So yeah, like just, do you want to swing? Like just, let's just have fun with it. I love that. ⁓   Monica Gomez (12:34) Yeah.   It's easier to fix ones.   The Dental A Team (12:53) And so Welcome Packet is beautiful. if you guys like put it together, it could even be like ⁓ a welcome note card. Like, hey, excited to have you. Like everybody, we write thank you cards to our patients or we write condolence cards or happy birthday or happy anniversary. Like, congrats on your wedding. We write these cards and I've seen them in multiple practices. So I know a lot of people do them. You pass them around to all the team members or the happy birthday for the team members, right? Everybody writes on the card and it's like this little message.   You could do it as simply as that. Like, hey, Monica's starting on Monday, guys. Like, it's Thursday. Let's wrap this up. Let's get this like welcome card together and a candy bar or a little ⁓ bouquet of flowers, like four carnations. Like, it doesn't have to be difficult. It doesn't have to be robust or like over the top. Just speak to who you are and who they are. I love that. And Monica, something you said was we were kind of prepping for this was you don't have to have it all together. And I loved that because we've saw many podcasts on   Monica Gomez (13:33) Yeah.   The Dental A Team (13:49) operations manual and it's fantastic. And I agree with an operations manual and practices come to us and they're like, Monica, we need an operations manual, help us build it. It's like, okay, yes. And it's super cool. Also, it's not a requirement. You can onboard, you can train, you can have them help you build the operations manual while you're training. Don't hold yourself back from onboarding someone successfully.   Monica Gomez (14:01) Yeah.   The Dental A Team (14:17) because you feel like things are missing and I love that you said that. Now, on that same aspect, a job description, super simple, to put together a job description of who they are, how they show up and what their targets are per position and then build off of that to say like, hey, in the first week, two weeks, 30 days and then kind of go from there. Now, implementally, how do you build the action out for...   for teams like that, because I'm an aggriance. I love an operations manual. I think it's great, but it's not end all be all. And just because we get through an operations manual and your consulting journey does not mean you're done. You're set for success and nothing's ever going to happen. I think there's a lot of, we could go on a tangent about operations manuals. We won't today. But how do you do that with your practices you're working with?   Monica Gomez (15:06) Yeah, I mean, I think people ⁓ absorb information and they learn differently. And I think it's really important that we hit on all three things. It's auditory, visual, and kinesthetic. The operations manual or the training manual is valuable, Because it's a resource that you can go to to reference and get a refresher. ⁓ But that shouldn't be your onboarding technique, right? That's like, OK, here you go. Here's the written. ⁓   The Dental A Team (15:31) Yeah.   Monica Gomez (15:35) proof or reference book of what you already learned, right? It is the outcome of your training. ⁓ I think, you know, onboarding can be simple and we make it complicated because everything has to be in writing nowadays and there's value to that. ⁓ But really your team, the biggest piece of ⁓ an employee staying within those 90 days is how we onboarded them.   The Dental A Team (15:49) Yeah.   Monica Gomez (16:04) Did we just give them manual or written instructions and say, okay, here it is, go do it? Or did we say, okay, this week, part of your onboarding is that you're gonna spend time with every single person in this practice in the various roles, including the doctor. You're gonna sit in and listen to the exams and the x-ray take and the hygienist. And you're really gonna understand all the makings of this practice.   it's important that we understand everyone's role and how we contribute to the entire team. So I always recommend that you hire someone and the first three days, break it up. Three, by the way, is a magical number for me. I love everything in series of threes. So three is easy to remember, three things versus five or even four, right? So three days in each role.   And have that person that's learning write down the most impact. What did you learn in these three days sitting with a hygienist? Or what do you want to know more about? This will spark their curiosity. Don't give them a script. Allow them to of grasp the topics and let their curiosity ⁓ be the lead. Take the lead on.   Here's what I want to know more about, or I don't really understand this, or gosh, I didn't know that, right? ⁓ And that goes for experienced employees or people that are new to the industry, right? That's my recommendation. Allow them to spend three days in every single role, like the journey of onboarding, right? Like, I think it's super valuable. And then... ⁓   The Dental A Team (17:33) Yeah.   Fisher.   Monica Gomez (17:53) Again, they could be kind of co-creating your manual with you because what they bring back, the knowledge that they bring back, chances are somebody else is going to have that same curiosity or those same questions, right? Yeah, I think that's a really simple tip. And those also that feedback could be part of your 30, 60, 90 day growth plans. And here's what you're really great at, right? I always like to look at   The Dental A Team (18:05) Yeah.   Monica Gomez (18:23) Think about the growth plan like a sandwich, right? Like there's the beginning, the middle, and the end. And so here's where you are, right? ⁓ Here's where, ⁓ actually, here's your role. Here's where you currently are, and here's where we would like for you to be. And like, what are the steps to get there, right? That should be part of your growth plan, your 30, 60, 90 day growth plan, along with the job description. Yeah, I think, you know,   using the job description like you mentioned as a tool, right, to guide people and also for us to understand like, what are they really great at? What are they really proud of, you know, in this job role? And what do they want to know more about? I think ⁓ I ⁓ one great way to kind of get familiar with someone's knowledge, experience and their desire to grow or learn more about is take the   The Dental A Team (19:04) Thank   Monica Gomez (19:21) the skills and ability portion of the job role and say, tell me three things that you're really great at, that you're really proud of, that you just are an expert in. And then three things that ⁓ you wanna know more about, not weak, right? Things that you don't, let's take that, negative verb out of it, just say three things that you're curious about or three things that you wanna sharpen your skills at. That tells you a lot about their qualifications. ⁓ And I'm really an advocate of ⁓   The Dental A Team (19:24) Mm-hmm.   Yeah. Yes.   Monica Gomez (19:51) eliminating the over-educating and over-matching. This exercise is a great way to kind of level set who your person is, like what's in their brain, right? Like, are you curious about? So I think that's part of like the co-creation of the onboarding and the collaboration, right? This is a partnership, we're in this together. What can I do to help you help me?   The Dental A Team (20:02) Yeah.   Yeah.   Monica Gomez (20:16) and stay. think it's intentional and it is ⁓ structured in a way that's unstructured.   The Dental A Team (20:29) Yeah, for sure. And I think that what you're saying there that co-creation also makes me think of ⁓ like collaborating and co-creating with the people who are going to be doing the training. So if you're not the one who's going to be, if you're an office manager and you're not training this person hands on 100 % of the time, then enlist the team members too. So if this person's job is   I don't know, front desk check-in and she or he has this laundry list of 20 different things that they've got to learn in the series of these 90 days or 30 days or however long you parcel that out for who's helping with those things and allow them to co-create too. And I think what you're saying, the three days, it's like, great, you're learning to answer the phones and confirm appointments. That's what you're doing for three days. You're answering the phone. So you're answering the phones and you're delivering that   patient to whomever, right? You're transferring that patient to whomever they need and you're doing confirmation calls for three days. And then stack on top of that, anything, something you said there, the co-collaborating and the kind of doing it together, but also then enlisting outside perspectives to see what flows together. Because a lot of times our job doesn't necessarily start to end flow in this perfect, beautiful space. Sometimes it's like,   well, I'm doing phones, but I'm doing emails, and I'm doing phones, but I'm checking patients out. And those are very like stark contrasting pieces. And so if we're like jumping them around or trying to do it in what a day might look like, that's very confusing. And it's overwhelming because your brain doesn't operate in that way. You can and you will and you will multitask and they will get it. But when you're learning, you've got to learn succinctly in a flow that makes sense. So you can't start with   Monica Gomez (22:03) and overwhelming.   The Dental A Team (22:18) checking a patient out if you also want them to be doing confirmation calls. Like you've got to find, like you said, your start, your middle and your end and making sure that those pieces flow together and having that outside perspective I think can definitely help. Something you mentioned was those like check-ins. So you're having those conversations with them. So that in itself right there, you guys, if you're not, I want you to pull these action items out too because that in itself, that's an action item. So make sure you've got job descriptions.   make sure you've got some semblance of flow on the pieces that they're responsible for, and then you're checking in with them. And I think frequent check-ins are really smart. We do them in our company with onboarding and we continue them kind of as long as we possibly can forevermore. We do these check-ins because I wanna know where they're at. don't, not necessarily like, did you do this thing? I wanna know like Monica, where are you at today? ⁓   Personally, who are you and where are you at today? Like are we still in alignment because that's the space I think Especially being new to a team. I'm not gonna say I'm not always gonna say hey, I Didn't get this or hey, I need help or hey I'm falling behind or I feel overwhelmed or this is a lot because I don't want to look like I can't do it But if my manager or my lead is like, hey check in how are things going? And I'm like, I think I'm getting it. I think I need more time on this   That's way better than being like, I'm overwhelmed. Like that feels better to me to be like, cool, there's space to have a conversation about this. I'm not complaining or feeling weak or looking as though I can't accomplish something. You are giving the space as a check-in to just be like, hey, tell me where you're at. Okay, great, take the space, take the time, go learn it. Or if I need to show you again, I can.   Monica Gomez (24:08) Yeah, I love that. I love everything that you said. think, ⁓ you know, words create our story, right? And so if we're asking, like, how's it going? ⁓ Are you struggling with anything? ⁓ Our minds automatically go to that negative place, right? So you get to be the creator of the script.   Right. And so if we're saying, Hey, by the way, I heard you answering the phone start, like, listen for the good stuff, right? The good behaviors. Gosh, you were amazing. Greeting that patient. my gosh. I am so proud of you. You are totally getting this and you know, how's everything else going? Right. If you start with that excitement and something positive, that person's already in that positive mindset and it's all about mindset. Right. And if we're concerned that they're not getting it, they're not going to get it.   assume that they are, assume that they are getting it. So gosh, you are, I know you're doing amazing. Tell me all the good stuff. Start.   The Dental A Team (25:10) Yeah, assume good intent, right? Always. We see that constantly. Assume   good intent. I think, Monica, you saying this right here makes me think.   Relationships are relationships, I say that all the time. They just look a little bit different. Like my relationship with Erin is a little bit different than my relationship with you, but my communication skills are gonna be super, they're gonna be the same with the right words, right? So I'm not gonna, communication is communication. And so what we do is we say, okay, this is how you sell a treatment plan. This is how you project to your patients to get them to schedule. And you always start with a positive. You don't ask for a review by saying,   how did everything go today? You say like, oh my gosh, that seemed, you how amazing was your appointment today? Like you're infusing these words in there to get the mindset, but then we don't copy and paste that always into everything that we do. And I think how you show up for anything is how you show up for everything. So show up for your team the same as you're expecting your team to show up for your patients because that's going to translate. And if you're like, oh, it seemed like a,   Gosh, today was a chaotic day, how did you do? It's always chaos, we're in dentistry. Dentistry is chaotic, your days are gonna be crazy. Life is chaotic, you're right, it's always going to be crazy. So saying that, gosh, was, woo, that was a rough day. How are you feeling? Well, I'm feeling really overwhelmed and I'm feeling like I made a really bad decision coming here. I think you're spot on is my point there. So that was beautiful, thank you.   Monica Gomez (26:22) Yeah. And life is chaotic. Period, right? Life is chaotic.   Yeah. And, you know, I when employees share difficult, like a difficult day, you know, like, ⁓ I had a ⁓ client last week share that their new hire said, ⁓ gosh, maybe we shouldn't, you know, ⁓ schedule two crowns back to back because that was really hard. And, you know, my back was hurting. And so, ⁓ you know, the doctor was like, she's already complaining. I'm like, well, okay. Well, how did you respond? Right. Because   The Dental A Team (27:13) Yeah, yeah.   Monica Gomez (27:14) Because, I mean, she's delivering something that's important. She's sharing and she feels comfortable enough to say, hey, that was really hard. That's really what she's saying. That was really hard, right? And so, you know, again, one of my favorite sayings is, you know, get curious, not furious, right? Don't look at it with the negative lens. It's a great way for you to validate, like, how important it is to be seen, and valued, right?   The Dental A Team (27:43) I agree.   Monica Gomez (27:43) And she was opening up because she wanted to be seen, heard, and valued. Like she wanted to be seen. Gosh, I like did those two crowns back to back. My back is hurting me. Are you even valuing that I sat there in fact, right? Even though they could have swapped off with another assistant, but she, you know, she followed him. And so, you know, and my advice was like, you should number one acknowledge that she's sharing, right?   The Dental A Team (27:55) Yeah. Yeah. Yeah.   Monica Gomez (28:12) Thank you so much for sharing that. You're right, that was kind of hard. Let's talk about it as a team tomorrow. Let's find ways to alleviate that when this does happen, right? I mean, the patients wanted to start, like they're ready. Let's do it, right? But where were your other team members? Like, let's talk about this. And so seen, and valued. If you can make anyone new, ⁓ a new employee, an existing employee,   your legacy employees, if you can make them feel and create a space where everyone feels seen, heard, and valued, that's huge. That's like you, you will, your team will love you, your patients will love you because again, it's that invisible kind of energy that's flowing through your practice, right? That creates that great space for employees to wanna stay.   The Dental A Team (29:03) I agree. I totally agree. Thank you, Monica. I think this was ⁓ a really, this is just full of so many gems and ⁓ I love the actual pieces of job description, kind of the, I love your three days, spend three days on it and really just making sure you go through that job description. Look at the to-dos of that position.   Enlist the team to help you. Whoever's gonna be helping to train. I had people specific on my team that were like, these are the things you just, you're stellar at and it's gonna be easy for you to train these things. They trained those. So it doesn't have to be one person. It can be whatever you want it to look like. Just make sure it's built out. You have a plan. Preschedule check-ins. I always make sure we preschedule check-ins and you guys check in with yourself too. think Monica, you gave some really wonderful tips on really making sure that we're showing up the way that we should be.   or the way we want people to show up and really just gut checking and making sure that those things are there. And I loved this. Thank you, Monica. Thank you for your words of wisdom. Thank you for flowing off of it. This was perfect. This was divine. Thank you for helping set up this flow of podcasting today and for just bringing your insight and your wisdom and your years of experience of things that you've seen work and ideas. So thank you, Monica.   Monica Gomez (30:17) Thanks, thanks, Tiff. This is definitely a gem for me. I have so much to share and so much, I love sharing, I love brainstorming, I love sharing what works ⁓ and all the knowledge that we, all of us have, right? This is a beautiful space for us to, you know, share that. And this was so fun. Thanks for inviting me and everyone.   The Dental A Team (30:24) Yeah.   Monica Gomez (30:44) Go out and be fabulous and don't forget to have fun. Have fun.   The Dental A Team (30:48) Yes, I love that.   Thank you. Yes. Go be fabulous. That is like Trish's famous words. I love that she says that. always, I know it always makes it just like, yep, I will. Okay. No, questions. So I love it. Go be fabulous. I agree. Drop us a five star review. Let us know what you thought about this. Let us know what onboarding tips you guys have. is an easy place to find us and.   Monica Gomez (30:55) So these are the things.   The Dental A Team (31:12) get recommendations or share your tips and tricks. We really do love that. And also we're on Instagram and Facebook, all of those places. So watch us there. Watch out for us there. Thursdays, once a third Thursday, we have webinars. You guys, we're everywhere. So if you're only following the podcast, check us out. Hello@TheDentalATeam.com, TheDentalATeam.com. We've got all of it listed there as well. Go find us, follow us and listen for more amazing tips from Monica and the rest of the consulting team. Thank you guys and go be fabulous.   Monica Gomez (31:40) you  

Corteva Agriscience Market Development Specialist, Ron Geis, says the 2025 growing season reinforced two key principles for effective weed control: timing is everything, and prevention is often less expensive than a cure. He tells Brownfield early-season rain kept many farmers out of the field, setting the stage for heavy weed pressure. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

As the 2025 growing season comes to a close, the next few months present opportunities for farmers to tap into resources in preparation for next year. Corteva Agriscience Enlist portfolio marketing lead Jillian Schmiedt tells Brownfield Enlist Ahead is a hub for farmers, retailers, and applicators seeking successful applications of Enlist herbicides in 2026.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

NCT Members Doyoung, Jungwoo Enlist in December.

If your tween or teen feels stuck, scared of failure, or glued to their screen, this episode will change everything. Education innovator Chris Balme reveals why adolescence is the second great brain-growth window — and why kids today desperately need more real-world challenges, not more protection. A powerful, hopeful conversation about autonomy, resilience, and helping young people feel big, brave, and capable again. KEY POINTS Why ages 11–16 are a critical “second toddlerhood” of brain growth How autonomy builds confidence (and why modern kids get too little) The danger of overprotection and structured everything What a good challenge looks like vs. a stress-inducing one How to help risk-averse teens stretch themselves — without forcing Why peers, not parents, are the secret to motivation Real examples of challenges that transformed kids QUOTE OF THE EPISODE “When we don’t trust our adolescents, they stop trusting us.” — Chris Balme RESOURCES MENTIONED Challenge Accepted by Chris Balme Argonaut: Online advisory program for middle schoolers Millennium School + Hakuba International School ACTION STEPS FOR PARENTS Fuel autonomy: Let your tween choose a meaningful challenge this week. Enlist peers: Hook them in through a friend, not parental pressure. Normalise failure: Remind them adolescence is the best time to mess up safely. Reduce overprotection: Give back small freedoms — walking, biking, exploring. Model vulnerability: Share your own unfinished, imperfect self. See omnystudio.com/listener for privacy information.

Send us a textWhat really happens to students after they graduate? Does a diploma equal a plan?In this episode, Daniel Rock and Susan Simpson sit down with the innovative College and Career Readiness team from Tuscaloosa City Schools  to find out how they answered their superintendent's single, powerful question: "How do we know they're ready?"The answer was a comprehensive, K-12 plan built on three E's (Exposure, Exploration, and Engagement) and a simple, guiding question for every student: "What's Your E?" (Enroll, Enlist, or Employ).Learn how the TCS team—John Walker, Kelly Norstrom and Andrea Markham—used data, career coaches and powerful community partnerships to drive a 22% increase in students graduating with a college and career readiness indicator and ensure that 85% of their graduates are still on that confirmed path one year later.What You'll Learn in This EpisodeThe "What's Your E?" Framework: How TCS ensures every student graduates with a confirmed post-secondary plan to Enroll, Enlist, or be Employed.Key Structures That Work: Why dedicated Career Coaches are essential and how they serve as "boots on the ground" to guide students.The 3 E's: How to build a K-12 pipeline that starts with Exposure in elementary school (like the "Mini-WOW" program), moves to Exploration in middle school, and culminates in Engagement in high school.Data-Driven Strategies: How the team used transcript audits to discover that students were "hopping in and out" of pathways and how they fixed it.The Power of Partnerships: How TCS gets industry leaders out of their silos and into the schools to build relevant curriculum.The Impressive Results: Hear the hard data, including a jump from 74% to 96.3% of students graduating with a CCR indicator and the metrics they use to track graduates one year after they leave the system.GuestsKelly Norstrom: Director of College and Career Readiness for Tuscaloosa City Schools.John Walker: Coordinator of Testing and former Instructional Specialist for CTE.Andrea Markham: Data Analyst and Counseling Administrator for Tuscaloosa City Schools. The Southern Regional Education Board is a nonprofit, nonpartisan organization that works with states and schools to improve education at every level, from early childhood through doctoral education and the workforce. Follow Us on Social: Facebook Instagram X

Bro. Doug Foster presents "Will You Enlist?" from Ezekiel 22, during a worship service at Immanuel Baptist Church, Florence, Ky. Please visit us at 7183 Pleasant Valley Road Florence KY 41042, or call us at (859) 586-6829. Church links: Website: https://www.ibcflorence.com Daily Devotions: https://www.ibcflorence.com/devotions Free App: http://www.ibcflorence.com/ibc-app Our entire list of recent sermons: https://www.ibcflorence.com/recent-sermons Youtube: https://www.youtube.com/ibcflorence Facebook: https://www.facebook.com/ibcflorenceky Instagram: https://www.instagram.com/ibcflorence/ Podcasts: https://soundcloud.com/user-658781358 Live Stream: https://www.youtube.com/ibcflorence/live We would love to know how to pray for you! Romans 10:9

Mental illness, fear, and foolishness are all around us—and often, they touch our own lives more than we'd like to admit. In this message, we explore how God's Word teaches us to live with wisdom, peace, and love—even when surrounded by the foolishness of others. Through the RELATE framework—Reroute your thinking, Elevate others, List your threats, Accept your part, Turn from sin, and Enlist accountability—you'll learn how to: Recognize foolish behavior without becoming part of it Set healthy, Godly boundaries Respond in love instead of fear Stay focused on your God-given purpose Jesus showed us how to live wisely in a world gone mad. Let's follow His example and build relationships God's way—sane, strong, and Spirit-led.

Anytime you want to do something without anyone of substance knowing about it—without wise, godly voices speaking into it—it's time to pause and re-evaluate your direction. True success in life, relationships, and faith begins with accountability. In this message, Pastor John teaches that enlisting accountability isn't weakness—it's strength. It's what smart, humble, and spiritually mature people do when they want to live in God's truth and love. Through the story of Martha and Mary, the example of Ananias and Sapphira, and powerful lessons from Ephesians and James, you'll see how accountability keeps your life anchored in true love. Because at the end of the day, all of life comes down to one thing: Love God. Love people. Key Themes: Why people who want to succeed ask for help before they fail How accountability protects you from pain and poor choices The difference between living distracted and living with purpose What Martha learned from Jesus about choosing “the good part” How real love is patient, kind, humble, and enduring

In Part 1 of this series, we discussed how heavy and burdensome things can feel in the middle of the night when you are alone with your baby, struggling to function and feeling exhausted.  In Part 2, we ventured into what it's like when anxiety and intrusive thoughts pop up in the middle of the night. Today's focus is on the importance of taking care of YOU, even in the middle of the night. You could feel “touched out” and overwhelmed, forgetting that you need self-care, too. You need to actively and intentionally have a plan. Let's explore this topic further! Show Highlights: Your options in the middle of the night may be limited.  Think ahead and plan for water/snacks while taking care of the baby. Have them available nearby. Consider your personal comfort: blankets, socks, a sweater, or a small fan Plan for other options for music/noise besides doom-scrolling on your phone. After tending to the baby's needs, do some gentle stretches to help your neck, shoulders, and arms relax and release tension. “Are there small do-able things I can do to inject a little more self-care and attention into that hour or so in the middle of the night?” The magic in a slow, deep breath in and out to regulate your nervous system Feeling physically tired and “wired” at the same time Self-care is NOT selfish! Enlist your partner to help—before bedtime. (Dr. Kat shares tips about asking for help in the right way.) If you have that feeling of dread about the middle of the night, find one thing that brings you comfort and calm; add it into your middle-of-the-night practice. Consider using affirmations and meditation for grounding and self-compassion. Give yourself the same kindness that you would give to a friend.  Resources: Call the National Maternal Mental Health Hotline at 1-833-TLC-MAMA or visitcdph.ca.gov. Please find resources in English and Spanish at Postpartum Support International, or by phone/text at 1-800-944-4773.  There are many free resources, like online support groups, peer mentors, a specialist provider directory, and perinatal mental health training for therapists, physicians, nurses, doulas, and anyone who wants to be more supportive in offering services. You can also follow PSI on social media, including Instagram, Facebook, and other platforms. Visit www.postpartum.net/professionals/certificate-trainings/for information on the grief course.  Visit my website, www.wellmindperinatal.com, for more information, resources, and courses you can take today!  If you are a California resident seeking a therapist in perinatal mental health, please email me about openings for private pay clients.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

Ex-SF9 member Rowoon to enlist in October.

 What this episode coversWhy Spades matter: Their superpower is rigorous problem definition, research, and data synthesis—the foundation of smart strategy and R&D.High vs. Low Spades: Where each gets energy (inward reflection vs. outward sharing) and how that shows up at work.Common pitfalls: Analysis paralysis, undervaluing interpersonal dynamics, missing the big picture, and drifting into “know-it-all” or cynical territory under stress.How to spot a Spade: The questions they ask, the cues they give, and why silence from them does not equal disengagement.Communicating with Spades: Slow down, bring substance, allow thinking time, use email for reflection, and avoid interrupting their analysis.Maximizing Spade contributions: Enlist their expertise, set clear decision deadlines, recognize knowledge achievements, and “sell” with facts and features.Team design insight: Balance Spades with Diamonds (ideas), Clubs (execution), and Hearts (relationships) so decisions are both smart and adopted. Key TakeawaysDefine before you decide. Spades shine when the problem is ambiguous. Put them in front of fuzzy challenges and give them the mandate to clarify scope, criteria, and risks.Progress beats perfection. Pair the Spade mindset with a “build it, try it, fix it” cadence to prevent endless analysis.Respect the pace. Spades think deeply. Provide data in advance, ask pointed questions, and give time for considered responses.Reward with recognition that fits. Articles, patents, peer acknowledgment, and visible ownership of insights motivate Spades more than generic praise.Balance the system. Use Diamonds to broaden possibilities, Clubs to drive timelines and outcomes, and Hearts to energize adoption and stakeholder buy-in. Bottom LineSpades make innovation safer, smarter, and more strategic. Give them the right inputs, time, and recognition—and pair them with complementary styles—so your team can move from insight to impact.Resources

Watch the video version here: https://youtu.be/JShrLKglGfEOn this episode:

NFL Week 1 served up more drama than we could chew. Josh Allen & co. pulled off a comeback for the ages (yes, we know it's only Week 1). Swifties mobilized to defend Taylor's fiancé after a slap on the field. And a bright green dildo made its NFL debut – cue Caroline's public apology for potentially playing a part. Plus, Golden State Valkyries star Kate Martin joins us to talk about making franchise history and reacting to Caitlin Clark's season-ending injury. In this episode of Well Played, we also cover: A wild fun fact about winners of the US Open, Aryna Sabalenka and Carlos Alcaraz The iconic title given to Ben Shelton at Trinity Rodman's recent match How Chelsea FC Women is destigmatizing playing while on their periods  The woman reminding us to stop stealing sports memorabilia from children Send Its:  Josh Allen's collaboration with Oishei Hospital Chelsea FC Women's period-stained shorts  Ben Shelton's just a +1  The woman who stole from a kid at the Phillies game Thanks to our presenting sponsor Yes Way Rose! Visit yeswayrose.com to learn more.  Caroline's IG: @cghendy Blake's IG: @blaaakkkke theSkimm's IG: @theskimm PS: Did you know theSkimm has a sports newsletter? Sign up at theskimm.com/sports.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Plus: The Trump administration considers taking equity stakes in companies receiving funds from the 2022 Chips Act. And AI spurs funding rebounds for healthtech startups. Zoe Kuhlkin hosts. Learn more about your ad choices. Visit megaphone.fm/adchoices

Young and Old Alike(1 Timothy 5:1-16) Message SlidesBeing the Church - Beth Felker JonesPractical Help for the Helpless - SwindollIntroduction: The Church is the Household of God (1 Timothy 3:15) “I fell in love with Christians before I fell in love with Christ.” Martin Stepanenko ( A Czech Believer)Men & Women, Young & Old (5:1-2)Treat all men and women—regardless of age—with proper respect. • Respect older men when they must be admonished (5:1a). • Engage younger men as equals (5:1b). • Respect older women with pure motives (5:2a). • Respect younger women with pure motives (5:2b).Widows in the Church (5:3-16)Widows in the Church should be taken care of properly. • Godly Older Widows - Support Financially (5:3-10). - “Honor” (τιμάω) godly widows (financially) (5:3). - Families should take care of their parents (5:4). - Widows must be living a godly life to be supported (5:5-6). - How the church treats the elderly is an important testimony (5:7-8). - “Enlist” widows only if they have a lifetime of character (5:9-10). •.Godly Younger Widows - Encourage to Marry (5:11-16). - Younger widows should not be financially supported (5:11-13). - Younger widows should get married and raise a family (5:14-15). - Families should care for their own widows if possible (5:16).God has designed the church to care for those in need if they are godly and do not have family to do it.FinancesWeekly Budget 34,615Giving For 07/13 45,749Giving For 07/20 25,941YTD Budget 103,846Giving 105,376 OVER/(UNDER) 1,530 Fellowship Kids Volunteers for Fall 2025If you would like to be a part of teaching kids about Jesus, hearing great Bible Stories and singing praises all while hanging out with some great kids, we have some opportunities for you! Fall session starts August 17. There are areas in story telling, worship, class and behind the scene opportunities. If you would like to learn more and/or join us go to fellowshipconway.org/register to find the perfect spot for you.New to Fellowship?We are so glad that you chose to worship with our Fellowship Family this morning. If you are joining us for the first time or have been checking us out for a few weeks, we are excited you are here and would love to meet you. Please fill out the “Connect Card” and bring it to the Connection Center in the Atrium, we would love to say “hi” and give you a gift. Fellowship Women's Watercolor NightLadies, mark Wednesday, August 13 at 6 pm on your calendar! Bring yourself and a friend, as we will all be practicing different watercolor techniques and participating in some fun watercolor activities! This will be enjoyable for participants of all experience levels. Remember: it's about the process, not the product! This is a free evening, with all supplies provided. Childcare is provided by texting Shanna at 501-336-0332. Registration and childcare RSVP by August 6 at fellowshipconway.org/register. Downline - 9 Months That Will Change Your LifeApply now for next year's Downline class that starts on August 26th. The program equips individuals to know God's Word and make disciples where God has strategically placed you around the city. Space and time are limited, so visit DownlineConway.com for more information and to submit your application.Luncheon for WidowsThe widows of Fellowship and The Women at the Well are invited to an “Indoor Dog Days of Summer Old Fashioned Picnic” at the home of Ambra Austin on Thursday, August 7, at noon. Please RSVP by July 31 at 501-730-6795. We look forward to a time of fun, fellowship and feasting! Tax Free Weekend and O.C.CFellowship families, Tax Free Weekend is Saturday-Sunday, August 2-August 3. As you are shopping for your back to school supplies, remember this is also a great time to stock up on your supplies for your Operation Christmas Child boxes. O.C.C. Collection week is November 17-24. Fellowship Co-Ed softball Women wishing to play on this year's softball team, please contact Guy Murphy at 501-472-5354. I.F.O ConwayTemporary housing and airport pickup needs August 6-10th. Information meeting dates are Wednesday, July 30, 7:00 p.m. and Sunday, August 3, 4:00 p.m. For more details contact Miseon at 501-205-9207.

On the latest episode of Field Forward, powered by Pioneer, we learn more about Vorceed® Enlist® Corn with Pioneer Field Agronomist Jason McVicker. He shares what the variety offers to farmers, it's performance and much more. Visit your local Pioneer sales representative or go online to get more at: https://www.pioneer.com/us/products/corn/traits-technologies/vorceed.html

Your daily news in under three minutes. At Al Jazeera Podcasts, we want to hear from you, our listeners. So, please head to https://www.aljazeera.com/survey and tell us your thoughts about this show and other Al Jazeera podcasts. It only takes a few minutes! Connect with us: @AJEPodcasts on X, Instagram, Facebook, and YouTube

Unleashed! The Political News Hour with Mayor Deb – May marks Military Appreciation Month, a time to honor active-duty personnel, veterans, and their families. From nonprofits like Bunkers in Baghdad delivering golf clubs overseas to Homes for Our Troops building adapted homes for injured veterans, communities unite to support service members' sacrifices. Get involved and show gratitude this May.

Steve says in Trump's tariff program the White House needs to send a message to the American people that he needs their help in taking on China. Then, Steve shares an under-the-radar story about an absurd instance of judicial tyranny and why it's the latest indication Trump needs to ignore the courts. In Hour Two, it's another round of Buy, Sell, or Hold. Daniel Horowitz joins the program to react to the just-announced hike on tariffs for China and the pause on tariffs for 75 countries. TODAY'S SPONSORS: FIRST CUP COFFEE: https://firstcup.com/ use code DEACE FAST GROWING TREES: https://www.fast-growing-trees.com/?utm_source=podcast&utm_medium=audio&utm_campaign=Steve+Deace+Show code DEACE CONSTITUTION WEALTH MANAGEMENT: https://constitutionwealth.com/Blaze SELECT QUOTE: https://life.selectquote.com/termlife?sCode=HATQ JASE MEDICAL: https://jasemedical.com/ and enter code “DEACE” at checkout for a discount on your order KING OF KINGS: https://www.angel.com/tickets/king-of-kings?utm_medium=partner&affid=185&oid=77&_ef_transaction_id=2986acf388e54c8db4b83eff4beb87f8&utm_source=ef_Blaze%20Media&utm_campaign=STEVE BIRCH GOLD: Text STEVE to 989898 Learn more about your ad choices. Visit megaphone.fm/adchoices

Is America 2025 about to become a rerun of a prophetic box office dud? Even George Carlin's narration could rescue the comedy catastrophe, Americathon, from its own bankruptcy.  Will the Trump administration plan to “put our [natural] assets to work” be any better?The financial system's on the brink—gold and Bitcoin clash as commercial real estate crumbles, DoorDash hawks subprime burger loans, and Wall Street plots to sell off America's soul to dodge a $37 trillion debt bomb. Trump's flirting with treason, eyeing a British Commonwealth reunion just in time for 1776's 250th bashAI's storming in, slashing 70% of white-collar jobs, with Swedish robot dogs and Nvidia's humanoid army set to rule by 2030, watching your every move in a dystopian nightmareTed Kaczynski's ghost is cackling—his pre-internet prophecies of a jobless, AI-choked world are hitting hard, with even tech gurus and FBI agents whispering, “Uncle Ted was right!”An app called Worldly zaps Babel's curse, sparking “new Pentecost” hypeUkraine's luring kids to war with cheeseburger bonuses while Trump pumps a $20 billion fighter jet as swarms of cheap AI drones win the real battles.Disney's Snow White flops as a socialist “girl boss” mess, mirroring a society celebrating witches and gender picks for newborns.From subprime rib scams to cultural rot, it's a full-on reckoning—grab your popcorn, because this collapse is blockbuster-sized2:30The Great Financial Reckoning: Gold, Bitcoin, and the Collapse of Everything You Know!The world of money as we know it is teetering on the edge of a seismic upheaval! The whispers are growing louder: the monetary system is primed for a radical restructuring: commercial real estate crumbling under a tsunami of expiring loans, DoorDash peddling subprime hamburger microloans (yes, you read that right!), Doug Burgum, and Wall Street sharks eyeing a fire sale of America's vast assets to keep the ship afloat. It's a wild, desperate gambit that smells suspiciously like bankruptcy dressed up as innovation! 1:00:41Trump's Royal Betrayal: Surrendering America to King Charles' Commonwealth Conspiracy!Just in time for the 250th anniversary of 1776, Trump like the idea of uniting with the British Commonwealth.  Trump's fans call it trolling, but critics scream treason as he flirts with making America Great Britain again.  Is it because NATO and Five Eyes are working out so well for Americans?Why? And what would be the implications for trade, sovereignty, etc.? 1:18:47 Thank you to supporters and emails about AI Big Brother driver monitoring of ambulances, buses, etc and “Just War” 1:38:58AI's Silent Invasion: Your Job, Your Life, and Your Robot “Agent” Overlords Are ComingGet ready for a spine-chilling wake-up call: Artificial Intelligence isn't just knocking on the door—it's kicking it down and taking over everything! From programmers, to lawyers, to doctors, AI's relentless march is set to obliterate 70% of white-collar jobs. Meanwhile, Swedish robot dogs powered by AI “agents” are learning to hunt goals and Nvidia's CEO says humanoid robots roaming the streets are less than five years away and ready to replace factory workers for a cool $100K a year. it's a dystopian nightmare barreling toward 2030, where jobs vanish, robots rule, and the elite watch and analyze your every move 1:55:45Are You TedPilled? Ted Kaczynski's Terrifying Tech Apocalypse Is HereNow even FBI agents and tech gurus like Ray Kurzweil are nodding, “Uncle Ted was onto something!” His chilling words, scribbled long before the internet took over, predict a world where jobs vanish, AI watches our every twitch, and the masses become “superfluous”—and guess what? It's happening right now.  So what DID he predict?  Is “Doomerism” the appropriate response? 2:11:30AI's Tower of Babel: Is a Fake Pentecost “Miracle” Something We Should Embrace?An AI app called—get this—Worldly — isn't just a translation tool; it's a high-tech reversal of the Tower of Babel's curse, uniting 60 languages in a flash.  Some hail it as a “new Pentecost” or a “miracle”.  How SHOULD we view it? 2:18:29Chee-Burgers to Die For: How Many Cheeseburgers Would It Take for YOU to Enlist in Zelensky's Futile War?     Get ready for a jaw-dropping plunge into absurdity that'll make your stomach churn! Ukraine's desperate military is dangling a bonus broken down into McDonald's cheeseburgers—to trick 18-to-24-year-olds into the crosshairs of the frontline. As the USA continues to finance the war on a credit card, DoorDash is offering “micro loans” to defer payment of your cheeseburger. Bundle that risky fast food credit into a “subprime prime rib” package, and poof—risk vanishes, just like the 2008 mortgage scam     And, Trump announces a $20 BILLION fighter, doubling down on expensive, complex, products of failing military contractor when wars will be won with asymmetrical, low cost AI swarms 2:33:39 Thank you to Zelle supporters 2:34:54Disney's Snow Job: Woke Disaster Unleashes Evil's ReignRe-invented as a “girl boss”, this socialist “disjointed pile of clichés,” is just part of what's wrong with Hollywood and society.  New Jersey hospitals push parents to pick their newborns' gender and witches revel in a cultural comeback, and the movies have gone full villain-worship, a stark warning of a culture drowning in spiritual rotIf you would like to support the show and our family please consider subscribing monthly here: SubscribeStar https://www.subscribestar.com/the-david-knight-show Or you can send a donation throughMail: David Knight POB 994 Kodak, TN 37764Zelle: @DavidKnightShow@protonmail.comCash App at: $davidknightshowBTC to: bc1qkuec29hkuye4xse9unh7nptvu3y9qmv24vanh7Money should have intrinsic value AND transactional privacy: Go to DavidKnight.gold for great deals on physical gold/silverFor 10% off Gerald Celente's prescient Trends Journal, go to TrendsJournal.com and enter the code KNIGHTFor 10% off supplements and books, go to RNCstore.com and enter the code KNIGHTBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-david-knight-show--2653468/support.

Is America 2025 about to become a rerun of a prophetic box office dud? Even George Carlin's narration could rescue the comedy catastrophe, Americathon, from its own bankruptcy.  Will the Trump administration plan to “put our [natural] assets to work” be any better?The financial system's on the brink—gold and Bitcoin clash as commercial real estate crumbles, DoorDash hawks subprime burger loans, and Wall Street plots to sell off America's soul to dodge a $37 trillion debt bomb. Trump's flirting with treason, eyeing a British Commonwealth reunion just in time for 1776's 250th bashAI's storming in, slashing 70% of white-collar jobs, with Swedish robot dogs and Nvidia's humanoid army set to rule by 2030, watching your every move in a dystopian nightmareTed Kaczynski's ghost is cackling—his pre-internet prophecies of a jobless, AI-choked world are hitting hard, with even tech gurus and FBI agents whispering, “Uncle Ted was right!”An app called Worldly zaps Babel's curse, sparking “new Pentecost” hypeUkraine's luring kids to war with cheeseburger bonuses while Trump pumps a $20 billion fighter jet as swarms of cheap AI drones win the real battles.Disney's Snow White flops as a socialist “girl boss” mess, mirroring a society celebrating witches and gender picks for newborns.From subprime rib scams to cultural rot, it's a full-on reckoning—grab your popcorn, because this collapse is blockbuster-sized2:30The Great Financial Reckoning: Gold, Bitcoin, and the Collapse of Everything You Know!The world of money as we know it is teetering on the edge of a seismic upheaval! The whispers are growing louder: the monetary system is primed for a radical restructuring: commercial real estate crumbling under a tsunami of expiring loans, DoorDash peddling subprime hamburger microloans (yes, you read that right!), Doug Burgum, and Wall Street sharks eyeing a fire sale of America's vast assets to keep the ship afloat. It's a wild, desperate gambit that smells suspiciously like bankruptcy dressed up as innovation! 1:00:41Trump's Royal Betrayal: Surrendering America to King Charles' Commonwealth Conspiracy!Just in time for the 250th anniversary of 1776, Trump like the idea of uniting with the British Commonwealth.  Trump's fans call it trolling, but critics scream treason as he flirts with making America Great Britain again.  Is it because NATO and Five Eyes are working out so well for Americans?Why? And what would be the implications for trade, sovereignty, etc.? 1:18:47 Thank you to supporters and emails about AI Big Brother driver monitoring of ambulances, buses, etc and “Just War” 1:38:58AI's Silent Invasion: Your Job, Your Life, and Your Robot “Agent” Overlords Are ComingGet ready for a spine-chilling wake-up call: Artificial Intelligence isn't just knocking on the door—it's kicking it down and taking over everything! From programmers, to lawyers, to doctors, AI's relentless march is set to obliterate 70% of white-collar jobs. Meanwhile, Swedish robot dogs powered by AI “agents” are learning to hunt goals and Nvidia's CEO says humanoid robots roaming the streets are less than five years away and ready to replace factory workers for a cool $100K a year. it's a dystopian nightmare barreling toward 2030, where jobs vanish, robots rule, and the elite watch and analyze your every move 1:55:45Are You TedPilled? Ted Kaczynski's Terrifying Tech Apocalypse Is HereNow even FBI agents and tech gurus like Ray Kurzweil are nodding, “Uncle Ted was onto something!” His chilling words, scribbled long before the internet took over, predict a world where jobs vanish, AI watches our every twitch, and the masses become “superfluous”—and guess what? It's happening right now.  So what DID he predict?  Is “Doomerism” the appropriate response? 2:11:30AI's Tower of Babel: Is a Fake Pentecost “Miracle” Something We Should Embrace?An AI app called—get this—Worldly — isn't just a translation tool; it's a high-tech reversal of the Tower of Babel's curse, uniting 60 languages in a flash.  Some hail it as a “new Pentecost” or a “miracle”.  How SHOULD we view it? 2:18:29Chee-Burgers to Die For: How Many Cheeseburgers Would It Take for YOU to Enlist in Zelensky's Futile War?     Get ready for a jaw-dropping plunge into absurdity that'll make your stomach churn! Ukraine's desperate military is dangling a bonus broken down into McDonald's cheeseburgers—to trick 18-to-24-year-olds into the crosshairs of the frontline. As the USA continues to finance the war on a credit card, DoorDash is offering “micro loans” to defer payment of your cheeseburger. Bundle that risky fast food credit into a “subprime prime rib” package, and poof—risk vanishes, just like the 2008 mortgage scam     And, Trump announces a $20 BILLION fighter, doubling down on expensive, complex, products of failing military contractor when wars will be won with asymmetrical, low cost AI swarms 2:33:39 Thank you to Zelle supporters 2:34:54Disney's Snow Job: Woke Disaster Unleashes Evil's ReignRe-invented as a “girl boss”, this socialist “disjointed pile of clichés,” is just part of what's wrong with Hollywood and society.  New Jersey hospitals push parents to pick their newborns' gender and witches revel in a cultural comeback, and the movies have gone full villain-worship, a stark warning of a culture drowning in spiritual rotIf you would like to support the show and our family please consider subscribing monthly here: SubscribeStar https://www.subscribestar.com/the-david-knight-show Or you can send a donation throughMail: David Knight POB 994 Kodak, TN 37764Zelle: @DavidKnightShow@protonmail.comCash App at: $davidknightshowBTC to: bc1qkuec29hkuye4xse9unh7nptvu3y9qmv24vanh7Money should have intrinsic value AND transactional privacy: Go to DavidKnight.gold for great deals on physical gold/silverFor 10% off Gerald Celente's prescient Trends Journal, go to TrendsJournal.com and enter the code KNIGHTFor 10% off supplements and books, go to RNCstore.com and enter the code KNIGHTBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-real-david-knight-show--5282736/support.