POPULARITY
14 episodes with eots
20 episodes with eots
25 episodes with eots
4 episodes with eots
49 episodes with eots
2 episodes with eots
2 episodes with eots
34 episodes with eots
3 episodes with eots
Life and political podcast. Brought to you from The Divided States of America. Videos of the Week: 15 Videos this Week. Show Opening: Discussion of a mutual friend of ours... Our Father's Day celebrations... Fishing stories... Iran–Israel war... Brian Wilson of the Beach Boys dies at 82. EOTS salutes him! Israel undermined Trump's position... Discussion of last weeks videos: Truth about LA (PoliticsGirl) Trump-Elon feud... (MSNBC) Wrong (Lincoln Project) That's not who we are... (Paul Lance) Some Interesting Stuff: TikTok ban deadline extended again.
In part two of this three-part series, Colleen welcomes back Jennifer Williams to explore the financial power behind Employee Ownership Trusts (EOTs). This isn't just a values-based feel-good exit. EOTs now offer significant tax advantages that can rival, and even exceed, traditional business sale routes. From how to qualify for the new $10M lifetime capital gains exemption to why Canada introduced this legislation, Jennifer breaks it all down - plus, the importance of doing it right with guidance from experts. ✨ Key Highlights and Timestamps
In this captivating episode, hosts Robin and Al sit down with Jon Shell, Chair of Social Capital Partners, for a compelling conversation about the transformative potential of employee ownership and the stakes involved. Jon takes us on his journey from the private sector to championing public policy changes that support Employee Ownership Trusts (EOTs) in Canada. Together, they explore how EOTs can preserve businesses, empower employees as owners, and create a more equitable economy. Tune in to discover the benefits, challenges, and profound impact employee ownership could have on wealth distribution and economic resilience in Canada."You can't salary your way to wealth." ~ Jon ShellKey Takeaways:Economic Resilience: Employee ownership enhances job security, loyalty, and company performance, particularly during economic downturns.Public Policy and Wealth Distribution: Policy initiatives, like those supported by the Canadian Employee Ownership Coalition, are key to broadening access to wealth and fostering economic change.Succession Planning with EOTs: Employee Ownership Trusts (EOTs) offer a tax-advantaged, sustainable succession option for business owners, with the first $10 million in capital gains being tax-free in Canada.Ideal Candidates and Growing Interest: Stable, mature companies with strong cash flow are well-suited for EOTs, reflecting the growing interest in employee ownership across Canada.Brought to you by Aria Benefits and Life & Legacy Advisory Group
In this episode, Munir Haque speaks with John Stevens and Jason Vandenberg, president and senior vice president of Camilla Advisory Group, about their approach to employee ownership and advisory services. John and Jason discuss Camilla's three primary service areas: employee share plans, fractional CFO services, and merger and acquisition (M&A) advisory. They emphasize their focus on employee ownership trusts as a means for companies to empower employees and build business value.They explore the rising interest in employee ownership trusts (EOT), an interest which has gained momentum with recent Canadian legislation offering a $10 million capital gains exemption as a tax incentive. Modeled after U.S. and U.K. frameworks, the legislation aims to make employee ownership financially appealing, especially for small to mid-sized businesses. According to John Stevens, employee ownership helps to foster loyalty and alignment among employees, often leading to increased productivity and long-term growth.John and Jason also discuss the practical benefits of EOTs with Munir, such as preserving a company's brand, culture, and community presence. They highlight potential pitfalls, stress the importance of clear communication and financial literacy in EOTs, and detail some effective communication strategies that include using internal champions from various departments to address employee and family concerns about the trust structure. Additionally, they advise continuous involvement from advisors like themselves, especially for annual updates and administrative changes. Their approach can lead to transformative shifts in company culture, where employees feel invested in business growth and cost management.About John Stevens:John Stevens has had a distinguished career over the past 30+ years, holding titles including Senior Vice President, President, CFO, COO, and CEO of fast-growing organizations like Nilsson Bros. Inc, Eveready Inc., NC Services Group Ltd. and ENTREC Corporation. John was also a member of the Board of Directors of Eveready Inc. and NC Services Group Ltd. Other experience includes being an integral member of a senior management team of a company (Nilsson Bros. Inc.) in the agri-food and livestock industry that experienced annual sales growth from $242 million to $919 million in a four-year period.In addition to his knowledge of employee ownership, John's expertise in mergers and acquisitions is extensive, having been involved in over 100 acquisitions throughout his career. John also holds a certification as an Executive Coach from Royal Roads University. The companies John has been part of have consistently been recognized for many awards including top employers, best workplaces and fastest growing.In 2013, John was named a Business Leader of Tomorrow honoring Edmonton's visionary business leaders. In 2013 and in 2015, John was named an E and Y Prairies finalist for Entrepreneur of the Year. In 2014 John was named one of the ten executives you need to know in the Oil sands by Oil sands Review Magazine.John understands the need to give back to the community and has volunteered his time and has been actively involved in non-profit organizations such as Prostate Cancer Canada, Kids Up Front and the Christmas Bureau of Edmonton. John was awarded the very distinguished Canada Community Advocate Award from Prostate Cancer Canada. John was very involved with Financial Executives International for over a decade including serving as the local board chair. John served a two-year term on the Petroleum Service Association of Canada board. John currently is a board member of ESOP Association Canada.About Jason Vandeberg: Jason Vandenberg is a senior finance leader with hands-on experience in a number of senior management roles working closely with Management and Boards of Directors. Jason has an established record of achievement with expertise in forecasting and budgeting, strategic planning, corporate governance, banking and finance, mergers and acquisitions, investor relations, accounting and administration, complex business and tax issues, staff management, internal controls, human resources management, financial reporting and regulatory compliance. Jason also brings a wealth of experience in growing companies to maximize their potential. With over 20 years of management experience, Jason has been involved in the substantial growth of multiple companies both organically and through the acquisition and integration of over 60 businesses.Jason was the Chief Financial Officer of ENTREC Corporation from 2011 until 2020. Prior to this Jason was CFO of Eveready Inc. and its predecessor companies until it was acquired by Clean Harbors in 2009. In these roles, Jason was responsible for all finance and administrative functions. During his tenure with ENTREC, the Company grew from annual revenue of $20 million in 2010 to $180 million in 2019 making ENTREC a leader in the provision of crane and heavy haul transportation services in Canada and the United States. At Eveready, Jason was an integral member of the senior management team that grew revenue from $90 million in 2004 to over $650 million in 2008 and completed over 30 business acquisitions. Eveready provided industrial maintenance and oilfield services from 80 locations in Canada, the United States and internationally.Prior to joining Eveready in 2005, Jason spent six years as an accountant with Grant Thornton and from 2010 until 2011 was the Vice President, Finance with Afexa Life Sciences Inc.Jason has also been a director and fractional CFO of Current Financial Corp., a leading provider of equipment financing and capital solutions to small and medium sized businesses in Western Canada, since 2013.--Contact Munir Haque | ActionEdge Executive Development: Website: AEEDNow.comLinkedin: Action Edge Executive Development Inc.Contact John Stevens: Website: CamillaGroup.comLinkedInContact Jason Vandenberg: Website: CamillaGroup.comLinkedInPodcast Production:Recording: PushySix StudiosProduction Assistance: Astronomic Audio--Transcript John Stevens: [00:00:02] One of the things you need to do is tap into that informal channel of communication within organizations and find a champion within that, because there's lots of informal channels of communication that go on within an organization. That's almost as important, sometimes, as the formal channels of communication within the organization when you're trying to change cultures.Munir Haque: [00:00:26] Hello everyone, and welcome to another episode of The Boardroom 180 Podcast. I'm your host Munir Haque, an executive coach and senior board strategist. I have partnered with Action Edge Executive Development to lead their governance and political acumen division. In each episode, we meet with governance leaders and step into their boardrooms, where decisions shape the world arou...
In this episode, Paul is joined by Matthew Greenhalgh, Director at ICRS Consult, to explore the world of construction claims management and dispute resolution.Matthew shares his journey in the construction industry, reflecting on the complexities of managing claims and why there is a lack of resources like books on this topic. He discusses the essential skills he developed to navigate this challenging field successfully.Key Strategies for Effective Claims Management: We explore Matthew's practical frameworks for managing construction claims, from variations to Extensions of Time (EOTs), and how these frameworks help ensure equitable resolutions for clients.The Importance of Variations: Matthew highlights why variations are often misunderstood or overlooked in claims and shares strategies for effectively demonstrating and managing variations to avoid costly disputes. Best Practices and Common Pitfalls: Matthew offers advice on best practices for claim submissions, including the importance of a comprehensive narrative and supporting documentation, while warning against the risks of recycling claim documents. Tune in to discover valuable insights on managing construction claims effectively and learn how to strengthen your approach to dispute resolution!Your free OTB downloadIf you're interested in the Contract Audit document Paul mentioned, message him on LinkedIn or at paul@c-link.com. Send us a textWant to connect with Paul?Paul is on Linkedin here and would love to talk. You can also connect with Paul at paul@c-link.com or through, C-Link. Watch the Video to learn more; you can book a demo by clicking here. C-Link is software built by Quantity Surveyors for Main Contractors. We save 600 hours of Quantity Surveying time per project in automation. We can make your QS' so much more efficient.
Sel korral on külas Raadio 2'e oma pere liige Eisi Mäeots! Laupäevaõhtuseid elektroonilise tantsumuusika saateid vedav spetsialist hindab uut Vaikot ja välismaist koos püsipanelistide Anders Meltsi ja Koit Raudsepaga.
In this episode, Mario Nigro and special guest Tiara Letourneau of Rewrite Capital Advisors discuss employee ownership trusts (EOTs) – both their history in the U.S. and U.K. and the work that Tiara and others have put into a successful push for similar, but even more flexible and innovative, legislation in Canada. The new Canadian EOT model allows employees to become owners without financial contributions, with the trust buying the shares and employees benefiting from the profit and equity, while also affording exiting owners a significant capital gains exemption. While Canada's new EOT structure is a great exit option for a wide range of owners, Tiara is especially enthusiastic about its potential positive impact on small communities.
Transitioning to a cooperative structure isn't just a trend; it's a transformative journey. In this episode, Sarah welcomes a panel of leaders to explore the real-life experiences and benefits of transitioning to employee ownership and cooperative business structures. Stacey Smith from Project Equity explains the different models like ESOPs, EOTs, and worker cooperatives, emphasizing their role in economic stability and community retention. Devra Gartenstein, founder of Patty Pan Cooperative, shares her journey of converting her food business into a worker cooperative to improve employee quality of life. And Monica Rocchino discusses her experience transitioning The Local Butcher Shop to a cooperative, highlighting the importance of financial literacy and structured management. You'll hear: About the challenges and successes in converting traditional business structures to cooperatives. The role that financial literacy and education plays in employee ownership The variety of Governance and management structures in employee-owned businesses The importance of financial viability for transitioning to employee ownership How employee ownership promotes equity and fair compensation in the workforce The ongoing support and resources available for businesses considering employee ownership transitions And more! Connect with our Panel: Stacey Smith - Project Equity Monica Rocchino - The Local Butcher Shop Devra Gartenstein - Patty Pan Co-Op The Good Food CFO Book Club: BookShop https://www.thegoodfoodcfo.com/live-events Stay Connected! Instagram: @TheGoodFoodCFOYouTube: @thegoodfoodcfo Join us in The Good Food CFO Community
Are you thinking about selling your business to an Employee Ownership Trust (EOT)? Let's unpack a crucial insight from a recent conversation with Andrew Evans, a tax lawyer, about the sale of EOTs. One vital lesson from this is the need for patience when it comes to deciding on selling an EOT. Andrew stressed the importance of not rushing into such a significant decision. It's essential for business owners to take their time, seek financial advice, and carefully assess the valuation offered for the business. Selling to an EOT involves complex considerations, including legal, financial, and cultural aspects. Rushing into a decision without thoughtful consideration can have long-term implications for the business, its employees, and the legacy it aims to leave behind. By taking the time to seek advice, evaluate valuations, and understand the legal responsibilities as trustee directors, business owners can make informed decisions that align with the best interests of the company and its employees. This approach enhances the likelihood of a successful and mutually beneficial sale to an EOT. As a business owner or entrepreneur, it's crucial to approach the sale of an EOT with a strategic and patient mindset. Your decision-making process can ultimately impact the future of the business, the employees, and the overall legacy you aim to create. Watch the episode here: https://succession.plus/uk/podcasts-uk/selling-an-employee-ownership-trust-eot-strategies-with-andrew-evans/ If you would like to learn more about how to start preparing your business, then you can get more information here: It All Begins with Insights. Learn more about your ad choices. Visit megaphone.fm/adchoices
On this episode I rank my favorite "Enema of the State" songs in order. Host/Music/Produced by: poppincurbsPod IG: 182newspod#BillboardWasWrong
On this episode we dive deep into the blink-182 "Enema of the State" album. We look back at 1998/1999 and how the band exploded in popularity during this time period. EOTS demos, finals tracks, Travis Barker joining the band full time, and many more topics are discussed. Enjoy!Host/Produced by: poppincurbsPod IG: 182newspodSupport The Pod:https://streamlabs.com/tip/poppincurbs
Bret Keisling is joined by Jesse Tyler, Hypertherm Associate and host of the "Owner to Owner" podcast, to share brief highlights from the National Center for Employee Ownership (NCEO)'s 2024 Annual Conference, held April 29-May 1 in Tampa Florida. Jesse describes two panels he presented on, one on inspiring newer employee owners and another with Sargent Corp of Maine about EO podcasting. Jesse notes how employee ownership conferences have evolved in the last decade by including more forms of employee ownerships than just ESOPs and worker co-ops to include EOTs, ESOP acquisition and holding companies, and even private equity. Jesse also applauds two inspiring quotes Jennifer Briggs made at the conference. Head to our website for the video, full transcript, and links to further information for this episode: https://www.theesoppodcast.com/post/264-jesse-tyler-s-reflections-on-the-nceo-2024-annual-conference
From April 2023. To celebrate the NCEO's 2024 Annual Conference, Bret Keisling reshares an exciting announcement made at The National Center for Employee Ownership's Annual Conference last year by Loren Rodgers (NCEO) and Steve Storkan (EOX) about the formation of the NCEOX Initiative. This collaboration will combine the excellent messaging of the NCEO with the amazing messengers at Employee Ownership Expansion Network and their state employee ownership centers, which currently cover 70% of the US. At a time when EO is ascending in the US (and around the world), the NCEOX Initiative could drive a dramatic increase in ESOPs, worker co-ops, and employee ownership trusts (EOTs). The full transcript of this episode including a link to the NCEOX press release is available on our website at https://www.theesoppodcast.com/post/mini-cast-263-icymi-the-nceox-initiative
Evolution of TEAM from CBT Porn Compulsive Liars Angry Patients Who Resist Where's the App? and More! Note: The answers below were written by David prior to the podcast, just to give some structure to the discussion. Keep in mind that the actual live discussion by Rhonda, Matt and David will often go in different directions with different information and opinions. So, please listen to the podcast for the more complete answers! Today's live discussion was especially fun and lively, so make sure you listen to the actual live podcast. Questions for this Ask David Podcast Stan asks if any of my early methods have been abandoned by newer and more effective methods as CBT evolved into TEAM. Stan asks if mild porn is harmful or helpful. Rima ask how you can deal with compulsive liars. Pretika asks what to do with patients who angrily resist positive reframing. Anonymous asks several questions about the Feeling Great App. 1. Stan asks about new approaches in TEAM for habits and addictions, as well the evolution of TEAM, as compared with the much earlier classical CBT. 2. Stan also asks if mild porno is helpful or harmful. Hi David. I read in the eBook (I think it was) that you have radically changed your approach and have many new methods for Habits and Addictions. I actually have many of your books such as: Feeling Good Feeling Good Handbook When Panic Attacks Intimate Connections Feeling Good together Feeling Great eBook I wonder if you could please tell us in one of your Ask David podcasts which methods described in your earlier books you no longer recommend, because they have been superseded by more effective ones described in Feeling Great for example. I am sure there must be a lot of material that is still valid in those earlier books and which is not mentioned in Feeling Great. It would be great to know which ones you no longer recommend for the general public. I also want to ask you about Porn Addiction. Do you think occasional mild porn use is harmful or beneficial? I read in a BBC article that porn probably isn't harmful for most men, and can even be positive for couples. For example, some couples start to engage in oral sex after seeing it on the internet. Porn seems a bit like alcohol, if you abuse it it will be bad for your health but if you don't go for the strong stuff and don't over use it, it could be OK. I think some people might misinterpret your references to porn addiction as being any kind and intensity of porn use. Maybe these people feel anxious and shameful for using it as a result. I would welcome your clarification on this issue. Finally, even though I know you have heard it thousands, or hundreds of thousands of times, your work is having a really positive effect on my life. I am truly grateful for all that you do. Thank you, David. Warm regards Stan David's Reply Hi Stan, I can turn this into a couple Ask David questions for the podcast if you like. There have been many upgrades of the therapy ideas and techniques over the years, as we develop greater understanding of how people change, and what works and what tends not to work. In addition, I would say that we develop new methods and ideas on a weekly basis. The TEAM models lends itself very nicely to evolution, perhaps one of the strong points. I can speak in more detail on the podcast, but here are two ideas. First, I have come to appreciate more and more that all change in emotions comes from a reduction in belief in the negative thoughts that trigger negative feelings with few, if any, exceptions. In addition, any reduction in belief in negative thoughts will case an immediate reduction in the negative feelings that thought causes. This insight angers many people who don't really “get” it, so I don't push it. I find that people sometimes do not take kindly to statements that challenge their sacred beliefs. A simple example would be jogging, or aerobic exercise. Some people believe on faith or personal experience that exercise has a mood elevating effect due to release of endogenous “endorphins” in the brain, and many even claim that exercise is the most effective antidepressant known. While some people do experience a mood lift after strenuous exercise, I believe this is due to the change in their thoughts, telling themselves and believing that this is going to be good for the health and outlook. So that thought can have potent effects on mood. I can describe some experiments on exercise and mood. Second, I have tilted much further in the direction of appreciating the existence and power of resistance in all emotional and behavioral problems, and the often magical power of the new resistance-melting techniques I've developed in opening the door to the possibility of rapid and dramatic change. I'm also very aware of the therapy wars, predicated on the belief that our group as THE answer and your group consists of fools! And typically, one or both of those who are arguing have never measured anything in their patients on a session by session basis to see if things are working or not. This is just the tip of the iceberg, however! You can find a free offer of two free chapters on Habits and Addictions on every page of my website in the right-hand panel. You will find a strong emphasis on powerful new techniques that focus on motivation, such as the Triple Paradox, the Decision-Making Tool, the Devil's Advocate Technique, and more. Most of the techniques I developed in the early days of CBT still have a lot of power and I use almost all of them, sometimes with various modifications and upgrades. For example, I have added the CAT to the Acceptance Paradox and Self-Defense Paradigm in the Externalization of Voices (EOV), and now there are two versions of the CAT, one of them created just last week! On the porno question, I am not an expert in sociology research, so I don't know, and I try to avoid giving expert answers on things I don't have expertise in. My goal is not to proclaim what people should or shouldn't do, but rather to help people who come to me asking for help. It is tempting to assume your own views are straight from God, but I find that my own narcissism just gets me into trouble most of the time! I do like your thinking, though, that much of the time there are no absolute answers, rather personal preferences, and the impact will often depend on how things are used. As you say, a glass of wine could add to your meal. A bottle of wine daily might get you into trouble with your health and habits! Warmly, david 3. Rima asks about compulsive liars How do you deal with people who are compulsive liars? I found that even when using the five secrets, they either get really angry and start on the offensive or completely deny no matter what you say. If you have a client or someone in your personal life that you have deal with that lies a lot even when faced with facts and proof, what is the best way to handle it? On another point, I know that we all tell lies to a certain extent but I'm wondering whether you can impart some wisdom on why some people are compulsive liars. David response: I have a policy of NEVER answering general questions. If you want help with a relationship problem, please fill out the first four steps of a Relationship Journal. That way, we can see what the other person said, and what you said next. Otherwise, you might frame it as wanting help figuring out how to “handle” this other person who is “to blame,” or behaving badly, and so forth, without pinpointing your own role in the problem, which is the whole key to interpersonal therapy. Then we will have some dynamite to play with, as opposed to bullshit which tends to be too gooey in my experience! Certainly, people who lie compulsively can be challenging and irritating for sure, but let's take a look at the whole picture so we can also answer this question: Are you responding in a way that reduces the likelihood that they'll be honest? I'd LOVE to answer this question again once you send an RJ partially filled out. Thanks! 4. Preetika Chandna asks about patients who angrily resist Positive Reframing My client was offended by the positive reframe questions (any benefits and values for anxiety). She was unable to 'see' any benefits to her anxiety despite 'priming the pump' and gathered evidence from friends to emphasize her point. She ultimately dropped out of therapy. I'm wondering if we can move forward without positive reframing and circle back later, or is an open hands with empathy the best option when a client refuses to reframe and is actually offended by the suggestion? David's Take Sometimes you can do effective work without the A = Paradoxical Agenda Setting step in a highly motivated patient. However, I suspect a more fundamental problem is occurring here. Whenever you're stuck with an angry patient, immediately go to E = Empathy, and don't use any methods until you get an A, and have really re-established a warm, trusting relationship with the patient. I have emphasized the importance of using the BMS and EOTS with every patient at every session. Have you been doing this, and have you been getting a perfect score on the Empathy and Helpfulness Scales? This seems unlikely to me. Often anxious patients feel shame, especially if they have social anxiety, but this is also common with panic attacks and some other forms of anxiety. If she's ashamed of her anxiety, it would make sense that he might get defensive when asked to positively reframe it. At this point, I can only speculate, since I don't know the details of this case. Sometimes, it makes sense to pay a colleague for a couple consultation sessions to get “unstuck.” These are always extremely productive learning sessions. Positive Reframing, or Assessment of Resistance, is an art form, and sometimes you just can't “see” the reasons for the resistance at first. You might recall, or want to listen to, our live session with Sunny, who developed a sudden relapse of intense anxiety when he decided to change his approach to work, or non-work. (see podcast # X). The traditional positive reframing was not effective, but then when we started on methods, I suddenly “saw” something none of us had seen before during the session. His “anxiety” was actually a sign that something wonderful was happening! You can always start with M = Methods, and then when you run into resistance, you can revisit resistance with a Paradoxical CBA, or Externalization of Resistance, or some other approach. But the crucial thing is to get on the same page, and stay on the same page, with your patient. David 5. From a therapist who wishes to be anonymous I have a question, I think that habits and addiction (including the online additional chapters) are very important. I wonder if they will ever get their own book and app? David's take: Eventually we hope to include that dimension in our Feeling Great App. The Feeling Great book is designed for self-help. I wonder if you have suggestions regarding using the different role-playing techniques (such as externalization of voices) for patients or individuals that works on their own? David's take: Yes, we use these role-playing techniques in the Feeling Great App. When are we expecting the app? David's take: First quarter of 2024. Thank you ! Thanks for listening today!
Employee Ownership Trusts (EOTs) are an incredible tool for business owners looking to secure a smooth exit strategy while ensuring financial benefits for both themselves and their employees. But how exactly do EOTs unlock these financial benefits, and what should you know about the valuation and pricing process? Darryl had the pleasure of speaking with Richard Cowley, an expert in EOTs, on the latest episode of Exit Insights. Richard shared some valuable insights on how EOTs can maximise the value of your business exit strategy. One key aspect is understanding the valuation and pricing process in EOT transactions. By being knowledgeable about this process, you can ensure a fair and profitable transition of ownership, allowing you to reap the rewards of your hard work. Future profitability and cash generation are also crucial factors in EOT valuations. Richard emphasised the importance of assessing these elements to guarantee the long-term success of your business and the financial benefits for both you and your employees. During the discussion, they also explored how to effectively address and manage key staff members' reactions to EOT transactions. Ensuring a smooth transition and continued success hinges on maintaining a motivated and engaged workforce. Richard provided valuable insights and tips on how to navigate this process, ensuring the transition is as seamless as possible. Lastly, it's important to stay informed about the government's response to the growing popularity of EOTs. By keeping up with any regulatory changes and seizing new opportunities, you can adapt your exit strategy accordingly. Watch episode here: https://succession.plus/uk/podcasts-uk/richard-cowley/ If you would like to learn more about how to start preparing your business, then you can get more information here: It All Begins with Insights.
Employee Ownership Trusts (EOTs) are an incredible tool for business owners looking to secure a smooth exit strategy while ensuring financial benefits for both themselves and their employees. But how exactly do EOTs unlock these financial benefits, and what should you know about the valuation and pricing process? Darryl had the pleasure of speaking with Richard Cowley, an expert in EOTs, on the latest episode of Exit Insights. Richard shared some valuable insights on how EOTs can maximise the value of your business exit strategy. One key aspect is understanding the valuation and pricing process in EOT transactions. By being knowledgeable about this process, you can ensure a fair and profitable transition of ownership, allowing you to reap the rewards of your hard work. Future profitability and cash generation are also crucial factors in EOT valuations. Richard emphasised the importance of assessing these elements to guarantee the long-term success of your business and the financial benefits for both you and your employees. During the discussion, they also explored how to effectively address and manage key staff members' reactions to EOT transactions. Ensuring a smooth transition and continued success hinges on maintaining a motivated and engaged workforce. Richard provided valuable insights and tips on how to navigate this process, ensuring the transition is as seamless as possible. Lastly, it's important to stay informed about the government's response to the growing popularity of EOTs. By keeping up with any regulatory changes and seizing new opportunities, you can adapt your exit strategy accordingly. Watch episode here: https://succession.plus/uk/podcasts-uk/richard-cowley/ If you would like to learn more about how to start preparing your business, then you can get more information here: It All Begins with Insights.
FK336! “Pitka legend” on uus lavastuslik dokumentaal, mille taga seisavad muuhulgas Rein Pakk ja Ain Mäeots. Mis mees oli Johan Pitka ja kuidas temast film kokku panna, räägivad mehed seekordses saates. Iga päev tuleb teateid, et näitlejad ja produtsendid on lähedal kokkuleppele ja streik hakkab lõppema. Siiski liigutavad stuudiod filme edasi. Vaatame üle, millised on järgmised liikujad. Õnneks on käimas Ameerika filmiturg, kust jäi mitu põnevat projekti silma. Kuna kohe algab PÖFF, on tavakava oluliselt hõredam. Tulemas on muuhulgas 2 õudukat- “Kallis David” ja “Kurjuse meloodia”. Lappame ka PÖFFi kava ja anname veidi nõu, mida kindlasti ei tohiks vahele jätta. Sisukord: 2:42 Kirjad 14:02 Edetabel 21:58 Uudised 35:42 Intervjuu: Ain Mäeots ja Rein Pakk 1:17:19 Kallis David 1:19:30 Kurjuse meloodia 1:21:15 Noppeid PÖFFi kavast 1:34:24 PÖFFi mäng 1:38:27 Telekava
Opportunity in America - Events by the Aspen Institute Economic Opportunities Program
Employee ownership can take many forms: employee stock ownership plans, worker cooperatives, broad-based equity sharing plans, and more. A less common approach in the US, but one that is gaining attention, is employee ownership trusts (EOTs). While research has demonstrated the benefits of employee ownership for business performance, business resilience, and job quality, the growth in the number of employee-owners has plateaued. The leveling off is not because fewer businesses are choosing employee ownership as a succession plan, but rather due to valuable employee-owned companies being sold. EOTs, a type of perpetual purpose trust, have the potential to sustain employee ownership over time, often while serving other purposes. EOTs can provide profit-sharing, support democratic workplace practices, and, like other forms of employee ownership, are associated with improved productivity. While uncommon in the US, EOTs are the primary form of employee ownership in the UK. The model's successes have been such that the government of Canada recently took steps to facilitate EOT transitions, and there are indications that the approach is gaining ground in the US, as well. In this conversation from October 25, 2023, our expert panel discusses the current state of research into trusts, the benefits EOTs provide, how EOTs compare to other forms of employee ownership, the experiences of business owners and workers in trusts, and what the future holds for this model in the US. Our speakers include Leah Hamilton (Optimax Systems), Chris Michael (EOT Advisors), Melinda Paras (Paras and Associates), Rick Plympton (Optimax Systems), and moderator Kristin Toussaint (Fast Company). For more information about this event — including audio, video, transcript, and additional resources — visit our website: https://www.aspeninstitute.org/events/sustaining-ownership-the-promise-of-employee-ownership-trusts/
We're not quite done with summer, so we're continuing our annual EO/ESOP Podcast Summer School series. We selected some of our favorite episodes over the past year for your enjoyment while we spend the rest of our summer catching our breath and working on launching our exciting Season 7, beginning in late September 2023. In this episode, Bret Keisling shares an exciting announcement made at The National Center for Employee Ownership's Annual Spring Conference by Loren Rodgers (NCEO) and Steve Storkan (EOX) about the formation of the NCEOX Initiative. This collaboration will combine the excellent messaging of the NCEO with the amazing messengers at Employee Ownership Expansion Network and their state employee ownership centers, which currently cover 70% of the US. At a time when EO is ascending in the US (and around the world), the NCEOX Initiative could drive a dramatic increase in ESOPs, worker co-ops, and employee ownership trusts (EOTs).
We're not quite done with summer, so we're continuing our annual EO/ESOP Podcast Summer School series. We selected some of our favorite episodes over the past year for your enjoyment while we spend the rest of our summer catching our breath and working on launching our exciting Season 7, beginning in late September 2023. In this episode, Bret Keisling shared a collection of EO A-ha Moments from the "Owner to Owner" podcast with Jesse Tyler, collected from his five-part "Women in Manufacturing" series which dropped in March 2022. Jesse guests are all colleagues at Hypertherm, a 100% employee-owned company with international operations. The EO A-ha Moment isn't the first time someone heard about employee ownership, but rather that moment when they realized that ESOPs, worker co-ops, and EOTs could be transformative. Show notes with links to the full episodes featuring each of the highlighted EO A-ha moments are on our website at https://www.theesoppodcast.com/post/esop-summer-school-35-eo-a-ha-moments-volume-iv
Welcome to our annual EO/ESOP Podcast Summer School series. We selected some of our favorite episodes over the past year for your enjoyment while we spend the rest of our summer catching our breath and working on launching our exciting Season 7, beginning in late September 2023. In this episode, Bret Keisling shared a collection of EO A-ha Moments from EOX and many state centers. Featuring Steve Storkan (EOX), Matt Cropp (VEOC), Michael Palmieri (OEOC), John Burgess (FLCEO), Anne-Claire Broughton (NCEOC), Sue Crockett (MNCEO), Andy Spears (TNCEO) and Keith Davenport (MOCEO & KSCEO). The EO A-ha Moment isn't the first time they heard about EO, but rather that moment when they realized that ESOPs, worker co-ops, and EOTs could be transformative. Featuring excerpts from full episodes of "The EsOp Podcast" and the "Owner to Owner" podcast. Show notes with links to the full episodes featuring each of the highlighted EO A-ha moments are on our website at https://www.theesoppodcast.com/post/esop-summer-school-33-eo-a-ha-moments-volume-iii
What if there was an innovative way to transition out of your business while ensuring stability for your staff and clients? This is exactly what our guest, Chris Maslin, Founder of Go EO, managed with a unique concept - the Employee Ownership Trust (EOT). As Chris recounts his successful departure from his accountancy practice using EOT, he uncovers the challenges of a traditional Management Buyout (MBO) and shares the multifaceted benefits of EOT for the business owner and the existing workforce. Whether you're looking to retire or embark on a new venture, this conversation will shed light on EOT's potential to shape your business transition in an advantageous way.Transitioning to EOT ownership is not a walk in the park, as Chris shares from his own experience. His personal journey is a testament to the importance of clear communication with key staff members during this process. From preparing the staff for the transition, to conveying the message of stability to clients, there are many nuances that need to be navigated. This episode is an eye-opener for entrepreneurs considering EOT as an exit strategy, as Chris breaks down the complexities involved in an honest and insightful manner. So, tune in and uncover the possibilities of an EOT transition for your business. Support the showAm I adding value to you?If so - I'd like to ask you to support the show.In return, I will continue to bring massive value with two weekly shows, up to 3 hours per month of brilliant conversations and insights.Monthly subscriptions start at $3 per month. At $1 per hour, that's much less than the minimum wage, but we'll take what we can at this stage of the business.Of course, this is still free, but as an entrepreneur, the actual test of anything is if people are willing to pay for it.If I'm adding value to you, please support me by clicking the link now. Go ahead, make my day :)Support the show here.
Jason talks to Jon Shell, the managing director and partner at Social Capital Partners. Jon is an advocate for employee ownership trusts in Canada. The episode discusses what employee ownership trusts are, the benefits they provide to employees, and the challenges faced in implementing them in Canada. The conversation highlights the changes in tax laws related to employee ownership trusts and Canada's first attempt at implementing them. Episode Highlights03:16: Jon Shell explains that the objective of the employee ownership trust structure was to provide access to ownership for those who lacked it in the economy.05:12: In the UK, the concept of an Employee Ownership Trust (EOT) was established in 2014, allowing companies to allocate profit sharing to all employees and sell the company to employees at no cost. Jon highlights the success of EOTs in the UK, with numerous companies adopting this structure. 06:20: Jon discusses the comparison between employee ownership trusts and employee share ownership plans or stock option plans.08:11: Employee cooperatives, or co-ops, are another option in Canada. They involve democratic ownership, where all employees have the right to vote on decision-making processes. 09:37: There is a well-known example of a massive Spanish company called Mondragon, which operates with a structure similar to Athenian democracy. 10:49 Jon talks about the incentive for the owner who wants to sell their business to an employee ownership plan.11:11: In the UK, there was a structure that allowed people to use a leveraged buyout on behalf of employees. 15:23: For the vast majority of businesses, the concern about gaming the system or preventing certain types of businesses from benefiting doesn't hold true. Most businesses do not fall into the category of high-end consulting firms where only the wealthy benefit. 3 Key PointsJon shares the success story of the employee Stock Ownership Plan (ESOP) in the US, which has grown to include 6,500 companies and 14 million American workers.Jon explains how co-ops can be effective forms of employee ownership, but they are typically applied to smaller firms.The lack of tax incentives beyond deferral is a significant drawback. It creates a situation where there is no real incentive for owners to consider employee ownership beyond personal benevolence.Tweetable Quotes"Employees get access to shares at a certain price and can exercise them later to participate in the company's growth." - Jon"For larger companies with hierarchical structures, owners may be concerned about the risks associated with selling to a co-op, especially if the company has not operated in that manner before. Co-ops can be effective forms of employee ownership, but they are typically applied to smaller firms." - Jon"Setting up a worker co-op with more traditional governance and committees can be burdensome and costly. In larger companies, it may be challenging for employees to afford the shares necessary to buy the company." – JonResources MentionedFacebook – Jason Pereira's FacebookLinkedIn – Jason Pereira's LinkedIn Hosted on Acast. See acast.com/privacy for more information.
Welcome to Episode 526 of the Yeukai Business Show. In this episode, Chris Maslin discusses the importance, benefits, and challenges of employee ownership trusts and the trend of businesses moving to cloud-based bookkeeping. So, if you want to know more about Employee Ownership Trusts, tune in now! In this episode, you'll discover: The rising trend of cloud bookkeepingThe potential risks and benefits of employee ownership trusts (EOTs) for business owners and their employeesThe importance of adapting to market trends About Chris Maslin Chris Built an accountancy practice from scratch. Sold it to an Employee Ownership Trust (EOT) in 2021. The guilt-free way to step away! More Information Learn more about Employee Ownership Trusts at https://goeo.uk/ LinkedIn: https://www.linkedin.com/in/chris--maslin/ Twitter: https://twitter.com/GoEmployeeOwned Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below! If you enjoyed this episode on How to Expand Your Business, please share it with your friends by using the social media buttons you see at the bottom of the post. Don't forget to subscribe to the show on iTunes to get automatic episode updates for our "Yeukai Business Show !" And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show and I make it a point to read every single one of the reviews we get. Please leave a review right now Thanks for listening!
Adam Cox is joined by Simon Blake, Head of Strategic Corporate Finance at Price Bailey, for an insightful discussion surrounding recent data that has come to light through a Freedom of Information Request (FOIA). This data highlights a substantial increase in the number of Employee Ownership Trusts (EOTs) receiving tax clearance. Simon provides an overview of the findings and offers his perspective on the factors that have contributed to this surge of interest in EOTs. They examine the influence of tax incentives on the decision-making process for business owners contemplating the adoption of an EOT and explore the potential future implications of employee ownership trusts in the United Kingdom. https://www.pricebailey.co.uk/
Mario's guest on this podcast, Stikeman Elliott M&A partner Michael Decicco, has been closely tracking the development of the Employee Ownership Trust concept in Canada, which is being accelerated by changes to certain federal laws. Under the current proposal, business owners who sell to EOTs would enjoy some modest capital gains tax advantages. However, as Mike and Mario discuss, it is an open question whether these will be sufficient to make EOTs a popular exit alternative.
Get valuable insights on navigating contract management challenges. Listen and ensure your business thrives!
Bret Keisling shares a clip from the "Owner to Owner" podcast. Host Jesse Tyler speaks with Matt Cropp, Executive Director of the Vermont Employee Ownership Center (https://veoc.org/), about the 2023 Annual VEOC Conference on June 1, 2023. VEOC23 is a great chance to learn about worker co-ops, ESOPs, EOTs, and employee ownership in general, in a beautiful setting that has a much more intimate feel than national and most regional conferences. This year's keynote speaker is Derek Peebles, Senior Director of Policy and Advocacy, Inclusive Economy of the American Sustainable Business Network. Derek's work situates employee ownership within the context of strengthening place-based finance and promoting restorative investments in local economies. O2O host Jesse Tyler will be co-presenting at two sessions: "Trials and Tribulations of Returning to Working In Person & Impact on Employee Ownership Culture," and "What is Working in Recruiting, Onboarding, Learning and Development as the Workforce Evolves." Links to the conference page along with a full transcript of this episode are available on our website at http://dts.podtrac.com/redirect.wav/soundcloud.com/theesoppodcast/mini-cast-230-the-2023-veoc-annual-conference
Bret Keisling shares an exciting announcement made at The National Center for Employee Ownership's Annual Conference this week by Loren Rodgers (NCEO) and Steve Storkan (EOX) about the formation of the NCEOX Initiative. This collaboration will combine the excellent messaging of the NCEO with the amazing messengers at Employee Ownership Expansion Network and their state employee ownership centers, which currently cover 70% of the US. At a time when EO is ascending in the US (and around the world), the NCEOX Initiative could drive a dramatic increase in ESOPs, worker co-ops, and employee ownership trusts (EOTs). The full transcript of this episode including a link to the NCEOX press release is available on our website at https://www.theesoppodcast.com/post/mini-cast-226-the-nceox-initiative
Bret Keisling shares a collection of EO A-ha Moments from the "Owner to Owner" podcast with Jesse Tyler, collected from his five-part "Women in Manufacturing" series which dropped in March 2022. Jesse guests are all colleagues at Hypertherm, a 100% employee-owned company with international operations. The EO A-ha Moment isn't the first time someone heard about employee ownership, but rather that moment when they realized that ESOPs, worker co-ops, and EOTs could be transformative. Show notes with links to the full episodes featuring each of the highlighted EO A-ha moments are on our website at https://www.theesoppodcast.com/post/235-eo-a-ha-moments-volume-iv
Bret Keisling shares a collection of EO A-ha Moments from EOX and many state centers. Featuring Steve Storkan (EOX), Matt Cropp (VEOC), Michael Palmieri (OEOC), John Burgess (FLCEO), Anne-Claire Broughton (NCEOC), Sue Crockett (MNCEO), Andy Spears (TNCEO) and Keith Davenport (MOCEO & KSCEO). The EO A-ha Moment isn't the first time they heard about EO, but rather that moment when they realized that ESOPs, worker co-ops, and EOTs could be transformative. Featuring excerpts from full episodes of "The EsOp Podcast" and the "Owner to Owner" podcast. Show notes with links to the full episodes featuring each of the highlighted EO A-ha moments are on our website at https://www.theesoppodcast.com/post/234-eo-a-ha-moments-volume-iii
Eesti teatri ajaloost annab tikutulega otsida teist nii paljusid võro- ja setokeelseid ja -meelseid lavastusi teinud meest kui on Ain Mäeots. "Lõuna-Eesti veri vemmeldab," ütleb ta ise selle kohta. Sealt saab ta oma väe.
FK293! Aasta esimeseks külaliseks on Ain Mäeots, kelle lavastatud “Kuulsuse narrid” jõuab kohe kinno. Jutuks tulevad nii “narrid” kui aastavahetuse teleprogramm kui Martin McDonagh. Uudistest õnnitleme Neitsi Maali laureaate, saadame terviseid Jeremy Rennerile ja rõõmustame paari helilooja uute ettevõtmiste üle. Vaatame ka üle, millised filmid olid nii maailmas kui Eestis kassa- või vaatajanumbrite poolest edukaimad. Uus aasta algab uute filmide sajuga. Kinokavadesse lisanduvad “Chiara”, “Lähestikku”, “Lepitus”, “Kapten Volkonogovi põgenemine”, Mees nimega Otto”, “Operatsioon “Fortuuna”: suur pettus” ja “Naise sõna”. Sisukord: 08:55 Kirjad 15:43 Kinotabel 23:18 Uudised 36:40 Intervjuu: Ain Mäeots 1:17:21 Chiara (Itaalia) 1:20:01 Lähestikku (Belgia) 1:23:32 Lepitus (Prantsusmaa) 1:26:02 Kapten Volkonogovi põgenemine (Eesti-Venemaa) 1:29:45 Mees nimega Otto 1:35:02 Operatsioon “Fortuuna”: suur pettus 1:42:03 Naise sõna 1:47:01 Telekava
Yikes! Do I REALLY have to share my feelings? Last week, we featured Part 1 of a live therapy session with Keren Shemesh, PhD, a licensed clinical psychologist who began having intense panic attacks when her mother and father visited from Israel. Today, we feature the exciting conclusion of that session, with follow-up. If you are interested, you can listen to the follow-up with Keren and Jill who joined us st the end of today's podcast. They comment on the session as well as the details of what happened following the session. I (David) raised the question of why so many of us have trouble being honest and open with our feelings, especially anger. Jill suggested that it might be due to the false dichotomy people see, contrasting aggression with love. But you can be honest and loving at the same time, including when you express feelings of anger. Of course, we make the Five Secrets of Effective Communication sound easy, but these powerful tools actually require an enormous level of skill as well as commitment. Part 2 of the Keren session: M = Methods We began the Methods part of the session with a bit more Paradoxical Agenda Setting, and listed some really GOOD reasons NOT to open up more to her mother. I want to protect her because it may be hard and upsetting to her. I'm not used to being vulnerable with my parents. I don't want to rock the boat or change the status quo. I'm not sure I want a closer relationship with my mother. NOTE: David and Jill were thinking that we often resist intimacy because we have negative pictures in our mind of what real closeness is. For example, if you think it means something yucky and upsetting, you obviously won't want to get “close.” Jill tried to finesse around this by suggesting Keren might aim for a more “honest” relationship instead of a “closer” relationship. There are things about me that they've rejected, like the fact that I don't really want children. And I'm not so sure I want to make myself vulnerable and get rejected again! I'm afraid I'll get swallowed up and enmeshed. We asked Keren what kinds of feelings she was hiding from her mother. My feelings of nervousness and intense anxiety, and the intense somatic symptoms, like the knot in my stomach. I am scared for her future, since she is not in good health and she's not taking care of herself. I have feelings of anger and resentment about the fact that I'm not the kind of daughter they wanted. I'm sad about her health and seeing her struggle. I feel hurt when I think how I have failed them and let them down. I sometimes feel like I don't really belong. At this point, I became so absorbed in the session that I stopped taking notes, so you will have to listen carefully to the recording of the session which was fascinating. I do recall, however, that we began working on communication, using the Five Secrets of Effective Communication (LINK), as well as tips on how to proceed, taking it one step at a time and not trying to do it all at once, and role playing practice. Then we did some Externalization of Voices with the thoughts on Keren's Daily Mood Log, using several strategies: Self-Defense, the Acceptance Paradox, and the CAT, or Counter-Attack Technique. You can see the Daily Mood Log she completed after the session, based on the work we did in the session, at this LINK. Keren's end-or-session Brief Mood Survey and Evaluation of Therapy Session In addition, Keren and Jill will be with us to record the follow-up. T = End-of-Session Testing You can review Keren's BMS and EOTS (Patient's Evaluation of Therapy Session) at the end of the session at this LINK. Keren's end-or-session Brief Mood Survey and Evaluation of Therapy Session As you can see, her depression score fell to 1, indicating substantial improvement, while her suicidal thoughts and urges remained at 0. Her feelings of anxiety vanished, but her feelings of anger remained fairly elevated, falling from 7 to 4. We would not expect further improvement in this dimension until she's had the chance to share more of her feelings with her mom. Her feelings of happiness only increased from 10 to 13, again any further improvement would not be expected until she's had the chance to do her “homework” following the session. However, her satisfaction with her relationship with her mom increased from 19 to 26 out of 30, which is substantial, while still leaving some room for improvement. On the EOTs, you will see that our Empathy and Helpfulness scores were perfect, along with our scores on the Satisfaction with Session, Commitment to homework, unexpressed Negative Feelings, and honesty scales. Here's what she like “the least” about the session: “Nothing. This has been a powerful experience.” Here's what she like “the best” about the session: “This has been empowering. The hidden emotion is like a blind spot. I know it is there, but I cannot see it. I loved when David pointed to my avoidance, and I am glad we focused on the hidden emotion. Jill and David were able to see the depth in situation and I feel seen and understood.” Follow-Up We exchanged a number of emails following the session, and will also talk to Keren and Jill live on the podcast so you can catch up on what happened. But here is an excerpt from one of Keren's emails: Here is what has happened so far: On Friday morning, she made some comments about my gray hair and that the fridge gasket was not properly clean. I got really annoyed, but did not say anything. To be honest, I was too angry to use the 5 secrets and needed time to cool off. About after half an hour later, on our way to the acupuncturist, I told her that I love having her over and that it is special to me that we spend time together. She thanked me for everything that I am doing for her on this trip. Then I added: "this morning, when I came to check on you, you commented on my hair and then you told me to clean the fridge gasket..." I was going to follow up with 5 secrets, but before I was able to finish, she interrupted me and said "Gosh, I am so critical! I am sorry, I didn't mean it that way. I can see now why your sister gets upset with me. I can't believe myself." I told her that I love her honesty and while her criticism comes from a caring loving place the how and when she says things sets tone. This was a breakthrough because even though I did not finish using the 5 secrets I got through to her and felt heard. It was encouraging for me to feel that I could be understood and accepted by her. I have clients who say that they love the 5 secrets, but like to call it the 3 secrets because they find it effective enough to use only 3. (I still encouraged them to use all 5). I can see now what they mean, I did not finish my 5 secrets spiel and got some good results. I believe that my conservation with my mother will further trickle during her stay. Perhaps because there is a lot to cover, or perhaps it's the way we communicate. In either case, I feel good about having the talks that I previously dreaded. I have not had any panic attacks since, but I don't think they have completely gone. I believe they will be there to remind me to address certain emotions that need addressing.. . . I will keep you posted and may even send this to the group. Just need to think about it a bit longer. Responses from the Tuesday Group who observed our work with Keren Here are just a few of the comments from the 35 therapists who observed the session. This is part of the feedback we get on the quality of our teaching at the end of every Tuesday training group. Please describe what you specifically disliked about the training/ Nothing. The live work was fascinating to watch. David and Jill were masterful as always! This was a truly moving and inspiring and helpful session. I can't think of anything I didn't like about it. Nothing I disliked. I think I would have liked to see Keren do more deliberate practice with the 5 secrets with grading and more roleplaying. Conceptualization was a bit hard to follow. Please describe what you specifically liked about the training. Thank you for such an authentic, moving, beautiful session. And tour-de-force demonstration of TEAM therapy. Observing David and Jill as co therapists in service of Keren was an amazing learning opportunity! The power between them was exponential and felt like they successfully addressed every angle. . . I had not considered using EOV and loved how effective that was in crushing Keren's thoughts. I also loved how Jill finessed gently guiding her to address Hidden Emotion, having clear conviction that this was where the "action" was. I can understand what Keren said that she wants to be closer but does not want to be enmeshed. I think that it helped us in our work with immigrants and those who live away from where they were born. The discussion about the desire to be a parent or not, was another aspect of the work that I really respected. Excellent class tonight! Keren's gift to the class was priceless and David and Jill's masterful teaching was outstanding as always. Thank you!!! I got to feel closer to her and to several group members through their sharing. David touched me with the notion that opening up to one's parents is an important gift that many of them don't get to receive. Thanks for listening today! Rhonda, Keren, Jill, and David
When the Hidden Emotion isn't Hidden! Today's podcast will feature a live therapy session on September 13, 2022 with Keren Shemesh, PhD, a licensed clinical psychologist and certified TEAM-CBT therapist. The entire session was recorded and will be presented in two consecutive podcasts. The two co-therapists are Jill Levitt, PhD, a clinical psychologist, and Director of Clinical Training at the FeelingGoodInsititute.com. Part 1 of the Keren session I will summarize the work that Dr. Jill Levitt and I did with Keren according to the familiar sequence of a TEAM-CBT Session: T = Testing, E = Empathy, A = Assessment of Resistance (formerly Paradoxical Agenda Setting), and M = Methods, with a final round of T = end-of-session Testing. In today's podcast, we will include the T, E, and A. In Part 2, we will include M = Methods and the final T = Testing. T = Testing Just before the start of the session, Keren completed the Brief Mood Survey (BMS) which you can review at this link: Keren's Pre-Session BMS As you can see, her depression score was only 3 out of 20, indicating minimal to mild depression. There were no suicidal thoughts, and her anxiety score was 10 out of 20, indicating moderate anxiety. She was also moderately angry (7 out of 20) and her happiness score was 10 out of 20, indicating very little happiness. Her relationship satisfaction level with her mother was 19 out of 30, indicating lots of room for improvement. However, she rated “degree of affection and caring” at 6 for “very satisfied,” which is the highest rating on this important item. We will ask her to take the BMS again at the end of the session, along with the Evaluation of Therapy Session, so we can see what the impact of the session was on her symptoms, as well as how empathic and helpful we were during the session. These ratings will be important, because the perceptions of therapists can be way off base, but the perceptions of our patients will nearly always be spot-on. Keren also brought a partially completed Daily Mood Log, which you can see at this link: Keren's Daily Mood Log (DML) at the start of the session As you can see, the upsetting event was her mother's visit from Israel. She had moderately to severely elevated negative feelings in nine categories, along with 17 negative thoughts, along with her rather strong beliefs in all of them. Most of her thoughts were of a self-critical nature, with lots of Hidden Should Statements as well. E = Empathy At the start of our session, which took place in front of our Tuesday evening training group at Stanford, Keren described her struggles like this: On Wednesday I woke up at 3 AM with panic attacks, one after another, and no way of getting back to sleep. I get somatic symptoms, I felt weak, nauseated, with no strength, almost paralyzed, and emotionally unstable. This was four days after my mother arrived form Israel. In the last 20 years, she and my dad visited me only once, on my graduation. I always had to visit them in Israel every year and was frustrated they none came to visit me in the Bat Area. On my last visit in May, I expressed my frustration about them not visiting me. They took it to heart and made plans to come for the Jewish high Holidays. My mom arrived first a few days ago and It's my first time alone with her. She's a Jewish mom and she stresses me out. Of course, I was really excited when she first arrived, but after four days I feel overwhelmed. This is SO MUCH WORK! I feel sad. I'm afraid I won't be able to function. I just cannot seem to enjoy my time with her. I feel fragile, but I'm hiding it. She's 73, and the signs of aging are obvious now. She needs more care, and it's tough to see her aging. Dad has always been super athletic, and he's in great shape, but she doesn't exercise or take care of herself. She's frustrated about aging and is angry with us for not accepting her as she is. I don't want to seem unhappy. I'm overwhelmed and just feel bad! David and Jill empathized, and Jill emphasized how much her parents must love her, coming from such a great distance to be with her, but also acknowledged how hard it must be for them and for Keren to be living at such a great distance. Jill pointed out that one of the issues Keren may be struggling with is the belief that their time together should be fun and conflict-free, since the time is so precious. Keren continued: My biggest problem is that I feel I cannot be me when I'm around them . . . . They want me to be a different version of myself. . . . They want me to be a mother, and they want grandchildren. But I'm in the 5% of women who don't have any interest in having children. I'm 46 years old now, and I guess I could see myself adopting, but having a family is a big job, and I've never had the passion. So, I feel like I'm a disappointment to them. But we never talk about it. I sometimes feel invisible and unseen when I'm around them. They'd be so much prouder of me if I had children they could brag about. Keren also shared her frustration and anger with her mom for not taking better care of her health. Since her mom has been in town, Keren has arranged all kinds of fun activities for them to do together, but Keren's joy is dampened by the many unspoken feelings she is constantly trying to hide, for fear of conflict and upsetting her parents. A = Assessment of Resistance Keren gave us an A+ in Empathy, so we went on to the Assessment of Resistance phase of the session, where we set the Agenda. Keren's goal was to get over her panic attacks, and we discussed three possible treatment strategies with Keren: The Hidden Emotion Technique: This technique would be based on our hunch that Keren's panic attacks are the direct result of the many feelings she is consciously, and subconscious trying to hide and sweep under the rug. Dealing with the self-critical thoughts on the Daily Mood Log she provided at the start of the session. LINK Using Forced Empathy to help her see the world through her mother's eyes, as we did in a fairly recent podcast with Zeina, another member of our Tuesday training group who was in conflict with her mother. Keren expressed considerable enthusiasm for options 2 and 3. I (David) pointed out that she appeared to be ignoring / avoiding the first option, and raised the question of whether that meant it might be the most productive, but scariest, of the three options. Keren conceded that this rang true, and wanted to start out with learning to express her feelings more openly and directly, but in a respectful and loving way. In next week's podcast, you'll find out what happened! Part 2 of the Keren session: M = Methods We began the Methods part of the session with a bit more Paradoxical Agenda Setting, and listed some really GOOD reasons NOT to open up more to her mother. I want to protect her because it may be hard and upsetting to her. I'm not used to being vulnerable with my parents. I don't want to rock the boat or change the status quo. I'm not sure I want a closer relationship with my mother. NOTE: David and Jill were thinking that we often resist intimacy because we have negative pictures in our mind of what real closeness is. For example, if you think it means something yucky and upsetting, you obviously won't want to get “close.” Jill tried to finesse around this by suggesting Keren might aim for a more “honest” relationship instead of a “closer” relationship. There are things about me that they've rejected, like the fact that I don't really want children. And I'm not so sure I want to make myself vulnerable and get rejected again! I'm afraid I'll get swallowed up and enmeshed. We asked Keren what kinds of feelings she was hiding from her mother. My feelings of nervousness and intense anxiety, and the intense somatic symptoms, like the knot in my stomach. I am scared for her future, since she is not in good health and she's not taking care of herself. I have feelings of anger and resentment about the fact that I'm not the kind of daughter they wanted. I'm sad about her health and seeing her struggle. I feel hurt when I think how I have failed them and let them down. I sometimes feel like I don't really belong. At this point, I became so absorbed in the session that I stopped taking notes, so you will have to listen carefully to the recording of the session which was fascinating. I do recall, however, that we began working on communication, using the Five Secrets of Effective Communication (LINK), as well as tips on how to proceed, taking it one step at a time and not trying to do it all at once, and role playing practice. Then we did some Externalization of Voices with the thoughts on Keren's Daily Mood Log, using several strategies: Self-Defense, the Acceptance Paradox, and the CAT, or Counter-Attack Technique. You can see the Daily Mood Log she completed after the session, based on the work we did in the session, at this LINK. Keren's end-or-session Brief Mood Survey and Evaluation of Therapy Session In addition, Keren and Jill will be with us to record the follow-up. T = End-of-Session Testing You can review Keren's BMS and EOTS (Patient's Evaluation of Therapy Session) at the end of the session at this LINK. Keren's end-or-session Brief Mood Survey and Evaluation of Therapy Session As you can see, her depression score fell to 1, indicating substantial improvement, while her suicidal thoughts and urges remained at 0. Her feelings of anxiety vanished, but her feelings of anger remained fairly elevated, falling from 7 to 4. We would not expect further improvement in this dimension until she's had the chance to share more of her feelings with her mom. Her feelings of happiness only increased from 10 to 13, again any further improvement would not be expected until she's had the chance to do her “homework” following the session. However, her satisfaction with her relationship with her mom increased from 19 to 26 out of 30, which is substantial, while still leaving some room for improvement. On the EOTs, you will see that our Empathy and Helpfulness scores were perfect, along with our scores on the Satisfaction with Session, Commitment to homework, unexpressed Negative Feelings, and honesty scales. Here's what she like “the least” about the session: “Nothing. This has been a powerful experience.” Here's what she like “the best” about the session: “This has been empowering. The hidden emotion is like a blind spot. I know it is there, but I cannot see it. I loved when David pointed to my avoidance, and I am glad we focused on the hidden emotion. Jill and David were able to see the depth in situation and I feel seen and understood.” Follow-Up We exchanged a number of emails following the session, and will also talk to Keren and Jill live on the podcast so you can catch up on what happened. But here is an excerpt from one of Keren's emails: Here is what has happened so far: On Friday morning, she made some comments about my gray hair and that the fridge gasket was not properly clean. I got really annoyed, but did not say anything. To be honest, I was too angry to use the 5 secrets and needed time to cool off. About after half an hour later, on our way to the acupuncturist, I told her that I love having her over and that it is special to me that we spend time together. She thanked me for everything that I am doing for her on this trip. Then I added: "this morning, when I came to check on you, you commented on my hair and then you told me to clean the fridge gasket..." I was going to follow up with 5 secrets, but before I was able to finish, she interrupted me and said "Gosh, I am so critical! I am sorry, I didn't mean it that way. I can see now why your sister gets upset with me. I can't believe myself." I told her that I love her honesty and while her criticism comes from a caring loving place the how and when she says things sets tone. This was a breakthrough because even though I did not finish using the 5 secrets I got through to her and felt heard. It was encouraging for me to feel that I could be understood and accepted by her. I have clients who say that they love the 5 secrets, but like to call it the 3 secrets because they find it effective enough to use only 3. (I still encouraged them to use all 5). I can see now what they mean, I did not finish my 5 secrets spiel and got some good results. I believe that my conservation with my mother will further trickle during her stay. Perhaps because there is a lot to cover, or perhaps it's the way we communicate. In either case, I feel good about having the talks that I previously dreaded. I have not had any panic attacks since, but I don't think they have completely gone. I believe they will be there to remind me to address certain emotions that need addressing.. . . I will keep you posted and may even send this to the group. Just need to think about it a bit longer. Responses from the Tuesday Group who observed our work with Keren Here are just a few of the comments from the 35 therapists who observed the session. This is part of the feedback we get on the quality of our teaching at the end of every Tuesday training group. Please describe what you specifically disliked about the training/ Nothing. The live work was fascinating to watch. David and Jill were masterful as always! This was a truly moving and inspiring and helpful session. I can't think of anything I didn't like about it. Nothing I disliked. I think I would have liked to see Keren do more deliberate practice with the 5 secrets with grading and more roleplaying. Conceptualization was a bit hard to follow. Please describe what you specifically liked about the training. Thank you for such an authentic, moving, beautiful session. And tour-de-force demonstration of TEAM therapy. Observing David and Jill as co therapists in service of Keren was an amazing learning opportunity! The power between them was exponential and felt like they successfully addressed every angle. . . I had not considered using EOV and loved how effective that was in crushing Keren's thoughts. I also loved how Jill finessed gently guiding her to address Hidden Emotion, having clear conviction that this was where the "action" was. I can understand what Keren said that she wants to be closer but does not want to be enmeshed. I think that it helped us in our work with immigrants and those who live away from where they were born. The discussion about the desire to be a parent or not, was another aspect of the work that I really respected. Excellent class tonight! Keren's gift to the class was priceless and David and Jill's masterful teaching was outstanding as always. Thank you!!! I got to feel closer to her and to several group members through their sharing. David touched me with the notion that opening up to one's parents is an important gift that many of them don't get to receive. Thanks for listening today! Rhonda, Keren, Jill, and David
Andy is joined by Dan for a shorter Breakdown as the gents talk through; The reasons for the delays of the unclassified report due to Congress on the 31st October thats STILL not out yet. What we do knowWhat this means going forwardOpposing NYT/The Hill articlesAn interview with 'Estimate of the Situation' creatorsAnd moreJulian Barnes article; https://www.nytimes.com/2022/10/28/us/politics/ufo-military-reports.html?smid=url-shareMarik Article ; https://thehill.com/opinion/international/3723079-pro-and-anti-ufo-factions-in-government-it-wouldnt-be-the-first-time/EOTS https://www.blacktielabs.nyc/shopMissing 411 trailer; https://www.youtube.com/watch?v=CZrq11wbarUSpotify listeners can now access premium content here > https://open.spotify.com/show/7wnXUAQ3vwdsX1BoyaEvjZSign up to support the podcast via Patreon.com/ThatUFOPodcast or Apple Podcast subscriptions (2 week free trial available)Please support our show sponsors;Babbel, learn a new language today - zen.ai/ufobabbelBetterHelp - 10% off first month with http://www.BetterHelp.com/ThatUFOPartnerhero: to waive set up fees, go to https://www.partnerhero.com/thatufo and mention “That UFO Podcast” during onboarding!Zencastr Advertise - Advertise your business on this and other podcasts follow zen.ai/thatufopod1You can also sign up to Zencastr with 40% off for 3 months with promo code: ufopodcast at https://zencastr.com/pricing?coupon=ufopodcast&fpr=7ooh0 . Start recording your own podcast or meetings today!Buy the official podcast map/guide to UK UFO sightings here; https://www.herblester.com/products/the-skies-aboveGet in touch with the show;Twitter: @UFOUAPAMFacebook, YouTube & Instagram: "That UFO Podcast"YouTube: YouTube.com/c/ThatUFOPodcastEmail: UFOUAPAM@gmail.comLinktr.ee/ufouapamLinktr.ee/TheZignalDon't forget to subscribe, like and leave a review of the showEnjoy folks!Andy
Welcome to the PRmoment Podcast.This week we're chatting to Charles Tattersall, chief executive of Citypress about why he decided to sell his business to his employees through an employee-owned trust, rather than via an acquisition.In the show today we're going to tell you agency owners out there what you need to know about taking your agency business into employee ownership. Charles will talk us through why he thinks agency owners should sell their business to their employees and how you can do it.For background, Citypress is an £11m fee income PR firm which was independently owned and became an employee-owned trust in 2021.Before we start do check out the home page of PRmoment for our latest webinars, including The intersection of Data, Insight and PR Planning and The State of Social Media 2022.And thanks to our PRmoment Podcast sponsors, The PRCA.Here's a summary of what and PRmoment founder discussed:2 mins Charles talks us through what is an employee-owned trust and how they work.3.30 mins Who controls an employee-owned trust and how much do the original owners of the business have to pass on to the trust?“The previous shareholders cannot form the majority of the board on the trust”5 mins “A trust is the steward of ownership, there are no direct shareholders…it's a limited company that has directors but its article of association means it's not owned by anyone, it exists for the employees of the business.”8 mins A discussion of the advantages and disadvantages of the owner selling your business to an employee-owned trust compared to an exit via acquisition (both a trade sale and a private equity sale).“The challenge with an MBO is ultimately finance…that a big barrier for a lot of organisations”With an EOT “effectively the funding for the sale comes from future profits”11 mins Why Charles is amazed that more PR agency owners haven't gone the employee-owned trust route.“One of the incentives is capital gains tax relieve on the sale.”11.30 mins If you want more information about EOTs, The Employee Ownership Organisation is a good place to start. 12 mins While the advantages of an EOT exit are that it takes the risk and the uncertainty of the sale out of the for the owners of a business, are business owners going to get the same amount of money from an EOT exit compared to an exit via acquisition?“It depends Ben…it comes down to supply and demand”“If you run a business you always face a dilemma of what your potential exit is”“There are a small minority of businesses that are attractive to an outside acquirer”18 minsWhere does the money come from to form an employee-owned trust?“There are 3 types of payment our people get - their salary, their performance bonus based on how the business performs each year and when it comes to the profitability of the company, a certain proportion of the profits go to the trust and that is distributed to the people who are working for the business in that given year…so there's a huge incentive for employees.”21 mins What is the tax incentive from the UK government or business owners to give their businesses to their employees paid from future profits?“It's actually quite liberating (for me) not to be a majority shareholder of the company”
FK271! Filmikägu on esmakordselt eetris Tartust! Sellega seoses kutsusime külla Ain Mäeotsa, kelle debüütfilmi maailmaesilinastusest Tartuffil möödub järgmisel aastal 15 aastat ja kelle uus film, “Kuulsuse narrid”, jõuab meie ette juba uue aasta alguses. Koos Ainiga vaatame üle möödunud nädala edetabeli ja arutame uudiste üle, mille hulka kuulub ka Rocky harulugu Ivan Drago pojast. Uute filmide ülevaateks hüppame tagasi kodusesse stuudiosse. Kinolevisse saabuvad “Jooksja, lits, araablane ja abikaasa”, “Taaskord June” ja “Killerite kiirrong”. Sisukord: 02:16 Kiri 09:39 Kinotabel 21:17 Uudised 28:21 Intervjuu: Ain Mäeots 57:35 Jooksja, lits, araablane ja abikaasa (Prantsusmaa) 1:02:13 Taaskord June (Austraalia) 1:05:33 Killerite kiirrong 1:17:07 Veel veidi uudiseid 1:23:55 Telekava
Today, you will hear the the second half of the live therapy session that Dr. Jill Levitt and I did with Nazli, a young woman from Turkey, at our recent “David Burns Live” workshop on May 22, 2022. Nazli has been struggling with intense performance anxiety and generalized anxiety, and generously who volunteered to be a “patient.” Jill and I are very grateful for Nazli's courage in sharing herself so courageously with all of you, and hope you enjoy the session and learn from it. Last week, we played the first half of the therapy session, including the initial T =Testing and E = Empathy. Today, you will hear the exciting conclusion, including A = Assessment of Resistance and M = Methods, and final T = Testing. As a reminder, you can review the Daily Mood Log and Brief Mood Survey (BMS) that Nazli filled out at the start of the session. Part 2 of the Nazli Session: A = Assessment of Resistance and M = Methods After a period of empathizing, Nazli gave Jill and David an A in Empathy, so we moved on to the Assessment of Resistance portion of the session. This often involves the following steps: Invitation Step Miracle Cure Question Magic Button Positive Reframing Pivot Question Magic Dial Jill issued a Straightforward Invitation, asking Nazli if she was ready to get down to work, or if she needed more time to vent. She said she was ready to go to work, so Jill asked what changes she was hoping for during the session. This is the so-called “Miracle Cure Question.” This helps to focus the session on something specific. Nazli said that her hope was to reduce or eliminate the negative thoughts and feelings that were making her clinical work so stressful. And like nearly everyone, she said she'd eagerly press the Magic Button. Then Jill and David pointed out that although we didn't have a Magic Button, we did have some powerful techniques that could help, but it might not be the best idea to use them. That's because there might be some positives hidden in her negative thoughts and feelings, and perhaps we should first take a look. David and Jill asked Nazli these three questions: 1. Given your circumstances, why might this negative thought or feeling be totally appropriate and understandable? 2. What are some benefits, or advantages of this negative thought or feeling? 3. What does this negative thought or feeling show about you and your core values that's positive, beautiful, or even awesome? This technique is called Positive Reframing. The goal of Positive Reframing is to reduce the patient's subconscious resistance to change, along with their feelings of shame about their symptoms.. Paradoxically, the moment patients see the beautiful and awesome things about their negative thoughts and feelings, their resistance to change typically disappears. Positive Reframing is one of the unique features of TEAM-CBT and it opens the door to the possibility of rapid change. As an exercise, see if you can find some positives in five of Nazli's feelings, Anxiety Ashamed, bad Inadequate Hopeless Angry Please do this on paper, and NOT in your head, using the blank Positive Reframing Tool you'll find at the end of the Daily Mood Log. Getting it “right” isn't important. What is important is trying. This will get your brain circuits firing in a new way. Then, when you see the work that we did with Nazli, you might have your own “ah-ha” moment, as well as a powerful new skill that may be helpful to you as well. Okay. Did you do that yet, or do you plan to look at the answer without doing the exercise? Oh! I see! You're planning to look at the answer. If you want to learn at a deep level, whether you're a therapist or lay person, do the exercise first! It may be challenging at first, but it will fire up your brain circuits, so when you look at the answer, you'll suddenly have a new and deeper understanding of Positive Reframing. When you're done, you can check this link to see the work that Jill and I did with Nazli. But either way, I'm grateful that you're listening to these podcasts and reading the show notes! If you click on this link, you can find the Emotions table from Nazli's Daily Mood Log showing her goals for each negative feeling after we use the Magic Dial. After we finished the Magic Dial, we went on to the M = Methods portion of the TEAM-CBT session, and helped Nazli challenge some of her negative thoughts using a variety of techniques including Explain the Distortions, the Externalization of Voices, Examine the Evidence, the Acceptance Paradox, and more. One of the thoughts she wanted to work on first was this one: “If I don't fix this patient or make him/her satisfied, then she/he will judge me and think poorly about me.” Together with Nazli, we identified a number of distortions in this thought, including a couple more that popped into my mind while doing the show notes: Fortune-Telling: Making a negative prediction without good evidence. Mind-Reading: Assuming that I know how my patients are thinking. Hidden Should Statement: Telling myself I should be doing better. Mental Filtering: Selectively noticing the times sessions have not gone well. Discounting the Positive: Overlooking the positive feedback I typically get from patients and supervisors. Magnification and Minimization: Magnifying the importance or “awfulness” of negative feedback from patients, and overlooking the potential value of processing their negative and positive feedback with them at the next session. Emotional Reasoning: Thinking that my feelings of inadequacy and anxiety mean that I really am screwing up with patients Self-Blame: Beating up on myself constantly when I'm seeing patients. Nazli's belief in this thought went down from 80% to the range of 10% - 20%, since there was some truth in the thought. Sometimes you'll want to smash a negative thought, so your belief in it goes all the way to zero. Sometimes, it's okay just to reduce your belief in a thought substantially, but not all the way to zero. We also encouraged Nazli to begin using the Brief Mood Survey (BMS) and Patient's Evaluation of Therapy Session (EOTS) with every patient at every session so she can get immediate and accurate feedback of how she's doing, and so she can fine-tune her therapeutic strategies based on this information. This practice is vastly more effective than Mind-Reading, since therapists' perceptions of how patients feel tend to be wildly inaccurate most of the time. If you are a therapist, T = Testing at start and end of every is a vitally important key to personal and professional growth, although it takes courage because sometimes—or even often—you will have to confront some information that may threaten your feelings of pride! You can see Nazli's final ratings of her feelings on the Emotions table her Daily Mood Log at the end of the session. Since the changes in all of her negative feelings were dramatic, we asked Nazli two questions: 1. Are these ratings valid, or are you just trying to please David and Jill? 2. If so, what were the effective ingredients of your session. What, more than anything else, accounted for the significant and rapid changes you experienced? You will hear how she answered these vitally important questions on the podcast, and you can see Nazli's BMS and EOTS after her session if you click the link. Thanks for tuning in last week and today! Once again, Rhonda, Jill and I want to thank our wonderful and courageous Nazli from the bottom of our hearts! We hope you enjoyed this session, and the chance to look behind closed doors to see how psychotherapy actually works in a real session with a real human being who, like nearly all of us, struggles at times with that ancient belief that “I'm just not good enough!” In fact, we're all, in many ways, “not good enough,” and will probably never be “good enough.” But that is never the cause of our problems, especially our lack of self-esteem. Do you know what the actual cause is? Do you know what the solution is? Take your best shot, make a guess, and then you can click on this link. Thanks! Rhonda, Jill, Nazli, and David
It 1999 and you cracked open a can of surge to enjoy while watching total request live. Then BAM there is is 3 naked dudes running interrupted by Carson and some dude screaming Wassup. Is this the height of civilization? Maybe, but then 2 more videos follow from Blink, Does life get better? I mean making fun of the super stars BSB and NSync. OH man the follow up with emotions. This week on BDMA we discuss what is the best Music Video from the Enema of the State Album by Blink 182.
You know Dasher and Dancer and Prancer and Vixen, Comet and Cupid and Donner and Blitzen, but do you recall the most bothersome podcast of all? Troll the ancient yuletide carol with your favorite ho-ho-hosts as we discover the true meaning of Christmas or whatever. Email us to say hello or ask for advice at botherus@canibotheryou.com! If you'd like to support us monetarily, you can do that at our Ko-fi! Songs referenced in this episode Movies mentioned in this episode “God bless us, every one!” Late for Hanukkah Kwanzaa 12 days of X-mas STAY HOME AJ's cookies Jólabókaflóð Elf on the Shelf (started in 2005) EotS as surveillance The X-mas story Latinx X-mas Eve traditions “What Mary Ellen wants...” Krampus Can I Bother You? Instagram Twitter Facebook Bother AJ! YouTube Instagram Facebook Twitter Bother Timothy! timothydaileyvaldes.com Instagram Facebook Twitter --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/canibotheryou/message
© 2020-2025 Ivy Podcast Discovery LLC
