Podcasts about Erdman

Dog reactivity is one of the most challenging behavior issues we face in dog rescue, but there is hope for reactive dogs! We've helped lots of reactive foster and rescue dogs over the years, and so has Renée Erdman of Bravo Dog Behavioral Health. In this episode, we sit down to talk about reactivity: what it is, what it isn't, and how to help your dog.

Chris Feil (This Had Oscar Buzz) returns as we discuss 2016's Toni Erdman. Together, we touch on Clay's view on uncomfortable comedy, Sandra Huller's career, the view on capitalism beneath the surface of the movie, and the lingering remake

Sol Erdman joins The Great Battlefield podcast to talk about his career from success on Wall Street to conflict resolution to now starting Grand Bargain Project, which aims to unite Americans through policy change.

One of the best commentators in the game Corey Erdman stops by fresh off a jam packed weekend with cards in Quebec and Puerto Rico back to back featuring Rocky Hernandez and Subriel Matias. We breakdown their performances, Tank Davis' controversial draw with Lamont Roach, and the Riyadh Season card from a few weeks back featuring Dmitri Bivol's rematch win over Artur Beterbiev. Support the showlinktr.ee/Dakota93

Michael Erdman is Head of Middle East and Central Asian Collections at The British Library with overall responsibility for all manuscript holdings in Arabic, Armenian, Azerbaijani, Chagatai, Coptic, Hebrew, Kurdish, Ottoman Turkish, Persian, and Syriac. I talked with him about my recent magazine hunting exploits in Istanbul, and how what we found fits into the overall history of magazine publishing in Turkey. Esoteric, I know, but hey, this is where passion takes you.

The only podcast about protein you'll need! Registered dietitian Kait Richardson breaks down all things protein, including... why you even need protein how much you need per day to reach your goals best sources of protein sneaky ways to increase your protein at meals To work 1:1 with Kait and Megan, schedule an initial consultation on our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.orlandodietitian.com/coaching⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Follow us on Instagram:  Nutrition Awareness: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/nutrition.a..⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Check out our books here! Find protein shake and bar recommendations on our blog: www.orlandodietitian.com/blog Sources: Thomas, D.T., Erdman, K.A., & Burke, L.M. (2016). Nutrition and Athletic Performance. Medicine & Science in Sports & Exercise Jäger, R., et al. (2017). Position stand: protein and exercise. Journal of the International Society of Sports Nutrition Morton, R.W., et al. (2018). A systematic review, meta-analysis, and meta-regression of the effect of protein supplementation on resistance training-induced gains in muscle mass and strength. British Journal of Sports Medicine.

On this episode of Longevity by Design, Dr. Gil Blander welcomes Dr. John Erdman to discuss prostate cancer and the impact of diet on disease progression. John shares his personal connection to this disease and why he's dedicated his research to understanding dietary interventions.John explains that prostate cancer is often slow-growing, with most men experiencing decades between early mutations and noticeable tumor growth. He stresses the importance of early detection through regular checkups, including digital exams and PSA tests. While the medical community debates the effectiveness of these tests, John advocates for establishing a baseline to monitor for any sudden changes.John's research reveals a strong link between tomato consumption and reduced prostate cancer risk. He believes this protective effect stems from lycopene and its metabolites, which may influence gene expression. John emphasizes that while tomato consumption shows promise, maintaining a healthy weight and regular exercise are equally crucial for long-term health. Episode highlights:Introduction: 00:00:00The Stages and Progression of Prostate Cancer: 00:06:00Diagnosing Prostate Cancer: Methods and Considerations: 00:11:00The Role of Specific Foods in Prostate Cancer Risk Reduction: 00:22:00Exploring the Link Between Gut Microbes and Prostate Cancer: 00:30:00Top tip to improve healthspan: 00:34:00For science-backed ways to live a healthier longer life, download InsideTracker's Top 5 biomarkers for longevity eBook at insidetracker.com/podcast

Core ValuesIn this episode of Reclaiming Your Hue, we dive deep into the peaks and valleys of motherhood and entrepreneurship with our special guest, Diane Erdman and discuss key themes around our core values.Diane shares her journey of being a Mompreneur, and we dive into the peaks & valleys she's experienced through how God has refined her. From moments of success to overcoming adversity, she shares how when she got crystal clear on her core values, it guided everything she did and kept her #1 value in-line first and foremost. Can you catch it in the episode? Diane's perspective on being refined through turbulence is powerful. She's truly in a DRIVEN journey right now!Key Topics Covered:- Diane's Personal & Entrepreneural journey- Major successes and breakthrough moments in her entrepreneurial journey- Challenges and setbacks faced, and strategies for resilience- Balancing the dual roles of Mother and entrepreneur- Practical tips for aspiring mompreneurs- Current projects and future aspirationsConnect with Diane:LinkedIn: Diane ErdmanFreebie: Values Assessment Website: ignitefbl.comContact the Host, Kelly Kirk: Email: info.ryh7@gmail.com Get Connected/Follow: IG: @reclaimingyourhue_ryh & @thekelly.tanke.kirk Facebook: Reclaiming Your Hue Facebook Page YouTube: http://www.youtube.com/@RYHReclaimingYourHue Credits: Editor: Joseph Kirk Music: Kristofer Tanke Thanks for listening & cheers to Reclaiming Your Hue!

In this episode, we sit down with Diane, a leader with over 25 years of experience in HR and executive coaching, to explore her journey and unique approach to balancing faith, family, and career. Diane shares how she helps Christian mom executives integrate their values into their professional lives, creating a holistic impact from the boardroom to the living room. The discussion delves into practical strategies for aligning personal values with leadership roles, establishing boundaries, and the transformative power of daily devotionals, journaling, and self-care. Diane emphasizes the importance of understanding one's 'why,' being unapologetically authentic in one's faith, and the critical role of support systems. Whether you're a Christian, a mother, or simply a professional looking to bring your whole self into your leadership roles, this episode offers valuable insights and actionable advice. Don't miss our conversation! Enjoy! Diane Erdman Links: Website: IgniteFBL Instagram: Ignite FBL Facebook: Ignite FBL LinkedIn: Diane Erdman Free Resource: 5 Steps to Values Aligned Boundaries Angie Robinson Links + Ways to Connect: Show Notes: Episode 148 Show Notes Subscribe to my newsletter! Angie Robinson Coaching Website Schedule a free Discovery Call   Angie Robinson LinkedIn Angie Robinson Coaching Instagram Angie Robinson Coaching Facebook 

Programmare lo spuntino giusto può fare la differenza per l'energia e il recupero muscolare. Scopri quali alimenti scegliere prima e dopo l'allenamento per massimizzare le prestazioni e favorire la crescita muscolare, rispettando il fabbisogno energetico del corpo. Segui i consigli su come bilanciare carboidrati e proteine per ottenere il massimo dai tuoi allenamenti. Segui Postura Da Paura su Instagram e Facebook per trovare altri consigli e informazioni per vivere una vita più equilibrata e serena. Per noi il movimento è una medicina naturale, visita il sito www.posturadapaura.com per trovare il programma di allenamento più adatto alle tue esigenze. Come promesso ecco le fonti citate durante la puntata: Kerksick, C. M., Arent, S., Schoenfeld, B. J., Stout, J. R., Campbell, B., Wilborn, C. D., Taylor, L., Kalman, D., Smith-Ryan, A. E., Kreider, R. B., Willoughby, D., Arciero, P. J., VanDusseldorp, T. A., Ormsbee, M. J., Wildman, R., Greenwood, M., Ziegenfuss, T. N., Aragon, A. A., & Antonio, J. (2017). International society of sports nutrition position stand: Nutrient timing. In Journal of the International Society of Sports Nutrition (Vol. 14, Issue 1). BioMed Central Ltd. https://doi.org/10.1186/s12970-017-0189-4 Henselmans, M., Bjørnsen, T., Hedderman, R., & Vårvik, F. T. (2022). The Effect of Carbohydrate Intake on Strength and Resistance Training Performance: A Systematic Review. In Nutrients (Vol. 14, Issue 4). MDPI. https://doi.org/10.3390/nu14040856 Rothschild, J. A., Kilding, A. E., & Plews, D. J. (2020). What should i eat before exercise? Pre-exercise nutrition and the response to endurance exercise: Current prospective and future directions. Nutrients, 12(11), 1–23. https://doi.org/10.3390/nu12113473 Schoenfeld, B. J., Aragon, A. A., & Krieger, J. W. (2013). The effect of protein timing on muscle strength and hypertrophy: a meta-analysis. http://www.jissn.com/content/10/1/53 Spriet, L. L. (2014). New insights into the interaction of carbohydrate and fat metabolism during exercise. Sports Medicine, 44(SUPPL.1). https://doi.org/10.1007/s40279-014-0154-1 Thomas, D. T., Erdman, K. A., & Burke, L. M. (2016). Position of the Academy of Nutrition and Dietetics, Dietitians of Canada, and the American College of Sports Medicine: Nutrition and Athletic Performance. Journal of the Academy of Nutrition and Dietetics, 116(3), 501–528. https://doi.org/10.1016/j.jand.2015.12.006

durée : 00:27:31 - Les Midis de Culture - par : Marie Labory, Marie Sorbier - Au programme de notre débat critique, du théâtre : "Le Suicidé" d'après Nicolaï Erdman, mis en scène par Stéphane Varupenne et "L'Extraordinaire Destinée de Sarah Bernhardt" de Géraldine Martineau. - réalisation : Laurence Malonda - invités : Anna Sigalevitch Journaliste et auteure; Philippe Chevilley Chef du service culture des Echos

In this episode we'll explore Franco-American theatre, particularly community theatre here in Lewiston.  We'll hear from three Francos in community theatre today: John Blanchette, Paul Caron, and Roger Philippon.  In The Archivist's Corner Anna will share theatre programs, a desk from a local Franco-American author,  and a local French-language translation of  Gilbert & Sullivan's comic opera H.M.S. Pinafore. Merci, et très bonne écoute! Read More About It Dumas, E. (1975). Mirbah: Un roman.  National Development Center for French. (Original work published 1912) Though the title character is a Franco-American actress from New England, she  is very different from Eva Tanguay (mentioned below).  The story is as much a survivance narrative as it is a theatre story. Erdman, A.  (2012). Queen of vaudeville : The story of Eva Tanguay. Cornell University Press. Eva Tanguay was an outrageous real-life vaudeville star, the Madonna or Lady Gaga of her day–and a New England Franco-American. Saucier, R. P. (1961, September 14). Le théâtre Franco-américain de Lewiston.  Le Messager, 7.  This is the article I reference at the beginning. Salvas-Coulombe Theatre Collection (McArthur Library, Biddeford)   https://mcarthur.pastperfectonline.com/archive/C4BD3DEB-F9AE-487B-BD3A-758900883829

Hi Folks,A couple of weeks ago my wife and I were having dinner with another couple who are strong believers in Jesus Christ.  The subject of election and predestination came up.  This other couple, both husband and wife, were unwilling to accept that God chooses those He will save from before the foundation of the world.  I asked if they believed that their own salvation was certain; put another way, I asked them if it was possible for a Christian to lose his or her salvation.  Their answer:  definitely not. A Christian cannot lose his or her salvation.Yesterday, after church service, I approached a friend who definitely believes that a Christian CAN lose his or her salvation and I asked him if he believes in the doctrine of election and predestination.  He thought for a moment and then replied: “Yes, I do”.So, my question for you today, my friends is this:  Are the doctrine of election and predestination and the doctrine of eternal security (“once saved, always saved”) linked?  If one doctrine is true, must the other be true?  Or, if one doctrine is false, must the other also be false?I hope to show you in this message that these two doctrines are definitely linked and that they are both true.  Moreover, this is good news, and it redounds to the glory of God.  Let's look at a few Bible verses and passages to make the case.  We'll take the case from both sides, the negative and the positive.Romans 8:29 (NKJV) For whom He foreknew, He also predestined to be conformed to the image of His Son, that He might be the firstborn among many brethren.Those who do not believe in the doctrine of election and predestination zero in on the word foreknew in this verse.  They take it to mean that in eternity past, God looked down the corridors of time and foresaw in advance who would have faith to choose Him.  Equipped with this knowledge, God chose those who first chose Him.  He then predestined them to be conformed to the image of His Son.Let's consider this point of view.  To do so properly, we need to look at this verse and at the word foreknew in context:Romans 8:28-30 (NKJV) And we know that all things work together for good to those who love God, to those who are the called according to His purpose. [29] For whom He foreknew, He also predestined to be conformed to the image of His Son, that He might be the firstborn among many brethren. [30] Moreover whom He predestined, these He also called; whom He called, these He also justified; and whom He justified, these He also glorified.In Romans 8:28 who are the called according to His purpose? They are those who love God.  These are the same people whom God foreknew and predestined in Romans 8:29. Why did God foreknow and predestine these people?  He did it for a reason:  so that they would be conformed to the image of His Son, that He might be the firstborn among many brethren.  And Romans 8:30 says whom He predestined, these He also called.  Whom did God call?  Which individuals would respond with a true quickening of the heart to a gospel invitation?  Which individuals are the ones who would call Jesus Lord and believe that God raised Him from the dead (cf. Romans 10:9)?  The ones whom God predestined.Foreknew refers to the people God knew from eternity past.  It does not refer to the choice that people would make about God at some future time.  This is all about God's purpose.  His great and eternal purpose.  A purpose that would glorify God Himself and make those of us who believe God, into new creations: justified, glorified, and fellow-heirs with the Son of God for eternity.Are there other Scripture passages that support the doctrine of election and predestination?  There are.  Here are two:Ephesians 1:3-6 (NKJV) Blessed be the God and Father of our Lord Jesus Christ, who has blessed us with every spiritual blessing in the heavenly places in Christ, [4] just as He chose us in Him before the foundation of the world, that we should be holy and without blame before Him in love, [5] having predestined us to adoption as sons by Jesus Christ to Himself, according to the good pleasure of His will, [6] to the praise of the glory of His grace, by which He made us accepted in the Beloved.Ephesians 1:11 (NKJV) In Him also we have obtained an inheritance, being predestined according to the purpose of Him who works all things according to the counsel of His will,Folks, God chose us in Christ, before the foundation of the world, according to the good pleasure of His will.  God left nothing to chance.  His eternal purpose is too important.Now if the doctrine of election and predestination is true, and it is, then the salvation of the individual believer has to be eternally secure.Having talked about all this, someone raises an objection:  What about free will?  Let's read Romans 9:21-24, which is very helpful to us here and then a comment on it from the Believer's Bible Commentary:Romans 9:21-24 (NKJV) Does not the potter have power over the clay, from the same lump to make one vessel for honor and another for dishonor? [22] What if God, wanting to show His wrath and to make His power known, endured with much longsuffering the vessels of wrath prepared for destruction, [23] and that He might make known the riches of His glory on the vessels of mercy, which He had prepared beforehand for glory, [24] even us whom He called, not of the Jews only, but also of the Gentiles?From William MacDonald's comments on this passage from his Believer's Bible Commentary:Romans 9 BBC - 9:21 Then Paul uses the illustration of the potter and the clay to vindicate the sovereignty of God. The potter comes into his shop one day and sees a pile of formless clay on the floor. He picks up a handful of clay, puts it on his wheel, and fashions a beautiful vessel. Does he have a right to do that?The potter, of course, is God. The clay is sinful, lost humanity. If the potter left it alone, it would all be sent to hell. He would be absolutely just and fair if He left it alone. But instead He sovereignly selects a handful of sinners, saves them by His grace, and conforms them to the image of His Son. Does He have the right to do that? Remember, He is not arbitrarily dooming others to hell. They are already doomed by their own willfulness and unbelief.God has the absolute power and authority to make a vessel for honor with some of the clay and another for dishonor with some. In a situation where everyone is unworthy, He can bestow His blessings where He chooses and withhold them whenever He wishes. “Where all are undeserving,” Barnes writes, “the utmost that can be demanded is that He should not treat any with injustice.”9:22 Paul pictures God, the great Potter, as facing a seeming conflict of interests. On the one hand, He wishes to show His wrath and exhibit His power in punishing sin. But on the other hand, He desires to bear patiently with vessels of wrath prepared for destruction. It is the contrast between the righteous severity of God in the first place, and His merciful longsuffering in the second. And the argument is, “If God would be justified in punishing the wicked immediately but, instead of that, shows great patience with them, who can find fault with Him?”Notice carefully the phrase vessels of wrath prepared for destruction. Vessels of wrath are those whose sins make them subject to God's wrath. They are prepared for destruction by their own sin, disobedience, and rebellion, and not by some arbitrary decree of God.9:23 Who can object if God wishes to make known the riches of His glory to people to whom He desires to show mercy-people whom He had selected beforehand for eternal glory? Here C. R. Erdman's comment seems especially helpful:God's sovereignty is never exercised in condemning men who ought to be saved, but rather it has resulted in the salvation of men who ought to be lost.God does not prepare vessels of wrath for destruction, but He does prepare vessels of mercy for glory.Folks, isn't it just wonderful how God works?  It is truly glorious.  It's perfect. Don't pass up the chance to spend eternity with God in heaven.  Take the opportunity now.  Pray with me please:“Lord of all the earth, Yeshua my Messiah, I know that I'm a sinner deserving to spend eternity in hell.  But you paid the price for my sins.  Thank you for doing that.  Thank you so much for doing that.  Please forgive my sins and make me a new creation that I might spend eternity in heaven with you. Thank you, Lord.”Folks, in closing, let me say that what we talked about today may not strictly speaking be a salvation issue.  You don't have to believe in election and predestination, and you don't have to believe in eternal security to be saved.  But God wants you to believe these doctrines because they are from Him.  Doing so will bring you closer to God and will bring God glory.Thank you for listening, Folks.  Until the next time, may the Lord richly bless all of you.Art Wolinsky This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit awolinsky.substack.com

Doug welcomes State Senator Steve Erdman to get a “live” update from the floor of the Capital during the Special Session to reform property taxes in the state. We also discuss all of the things we wish we would have had or were glad we had when we went without electricity after the big storm on January 31st.

Doug welcomes Bob Rook from TADA Theatre & State Senator Steve Erdman. Bob shares about their upcoming show, The Great & Powerful OZ (in conjunction with the Nebraska Children's Choir), and Senator Erdman shares about his EPIC Plan bill to help cut property taxes that he hopes to get on the floor for debate. https://www.tadatheatre.info/oz https://nebraskalegislature.gov/senators/landing-pages/index.php?District=47

Hello again my witches, seekers, and friends and thank you so much for tuning in! Today's episode features Andrew L. Erdman, the author of Beautiful: The Story of Julian Eltinge, America's Greatest Female Impersonator! Andy's here to talk to use about Drag, Vaudeville, and how the different ways we play with gender have changed over the last century! This is not an episode about practical witchcraft, but of course magic is everywhere, so I also talk about glamour magic, and how drag is probably one of the most power glamour spells of all! Drag queen? Drag GODDESS! Order Beautiful from Amazon (us) - https://amzn.to/3L4yGh7 or from Amazon (CA) - https://amzn.to/3RJVVRa. Learn more about Andy at https://www.andrewerdman.com/

Imagine a scenario where your loved one goes off to war. They disappear amidst the chaos but their whereabouts are unknown. There is no closure. This is a horrible reality for some, but for so many others there are forensic experts working diligently to identify and honor those who sacrificed for us, and their families. And while some might think dental professionals do not have a hand in this, they are sadly mistaken. Join Kimberly Erdman on today's episode to learn about the pivotal role of the dental professional in forensics! Kimberly will be speaking at ADHA Annual Conference - be sure to see her there or email her and find out where she will be next! erdmanrdh@yahoo.com  

Imagine a scenario where your loved one goes off to war. They disappear amidst the chaos but their whereabouts are unknown. There is no closure. This is a horrible reality for some, but for so many others there are forensic experts working diligently to identify and honor those who sacrificed for us, and their families. And while some might think dental professionals do not have a hand in this, they are sadly mistaken. Join Kimberly Erdman on today's episode to learn about the pivotal role of the dental professional in forensics! Kimberly will be speaking at ADHA Annual Conference - be sure to see her there or email her and find out where she will be next! erdmanrdh@yahoo.com  

Kimberly Erdman is a multifaceted dental hygienist with extensive experience as a clinician, educator, writer, speaker, and researcher. Join us as we learn about elder abuse and the dental provider's role as a mandatory reporter. 

We're BACK! This weeks guest is Corey Erdman, one of the best commentators in the game, doing color commentary on both ESPN and DAZN and fresh off an exciting card in Canda featuring super middleweight contender Christian Mbilli. He is also a writer for BoxingScene and Bare Knuckle Nation. Support the Show.linktr.ee/Dakota93

This week JD chats with guest Jacob Erdman. Jacob is a standup comedian from Fort Collins, Colorado. Topics discussed include but are not limited to: the history of Fort Collins comedy, the effect The Comedy Fort is having on new comics, and fist fighting in Nebraska. Please remember to like, subscribe, rate, review, and tell a friend!Follow LHRB on Facebook, Instagram @lefthandrightbrain, Twitter @LHRBpodcast, or just hit us up old school on the website lefthandrightboainpod.comCheck out all the other podcasts on The Mile High Life Network!

Joining Mannix this week is veteran boxing journalist Corey Erdman. Mannix and Erdman further unpack Ryan Garcia's win over Devin Haney, discuss Saudi Arabia's first U.S. show, break down an important fight for Jose Ramirez and more; later, longtime trainer Robert Garcia joins to talk Haney-Garcia, his new partnership with Oscar Duarte, re-joining forces with Vergil Ortiz, a fresh start for Ramirez and more. #Volume #HerdSee omnystudio.com/listener for privacy information.

Joining Mannix this week is veteran boxing journalist Corey Erdman. Mannix and Erdman further unpack Ryan Garcia's win over Devin Haney, discuss Saudi Arabia's first U.S. show, break down an important fight for Jose Ramirez and more; later, longtime trainer Robert Garcia joins to talk Haney-Garcia, his new partnership with Oscar Duarte, re-joining forces with Vergil Ortiz, a fresh start for Ramirez and more. #Volume #HerdSee omnystudio.com/listener for privacy information.

Joining Mannix this week is veteran boxing journalist Corey Erdman. Mannix and Erdman further unpack Ryan Garcia's win over Devin Haney, discuss Saudi Arabia's first U.S. show, break down an important fight for Jose Ramirez and more; later, longtime trainer Robert Garcia joins to talk Haney-Garcia, his new partnership with Oscar Duarte, re-joining forces with Vergil Ortiz, a fresh start for Ramirez and more. #Volume #HerdSee omnystudio.com/listener for privacy information.

Community reaction to an NPR reporter's revelations about billionaire Marc Benioff's land acquisitions in Waimea; The scramble to keep water access for the popular Camp Erdman through the summer

We visit a sculptor's studio in Vermont and meet UK architect and exhibition designer Jayden Ali. Plus: we discuss the benefits of wool and leather with two Canadian brands. See omnystudio.com/listener for privacy information.

On Episode 73 of the FitLife Formula Podcast, I'm sitting down (and enjoying a glass of wine with sommelier and new Advantage Community Manager, Amy Erdman.  Amy comes to us from outside the fitness world, so she has some great insight on what makes Advantage great. 

[00:00:00] Lynn Erdman: I'm a huge believer in adding young people to the board. In fact, I did that right before I left my last CEO position. I had interviewed a young lady who happened to have a great position in the city where I was working and I can remember suggesting her to the board and saying, I think she would be a great addition and I can remember the faces like, are you kidding? She's in her twenties. And I can't see where she can contribute.  I talked to her recently and talked to one of the board members recently, and she is a star on the board and has brought all types of things to the organization. +++++++++++++++++++++++++++ Tommy Thomas: Today, we're continuing the conversation that we began with Lynn Erdman in Episode 104.   Lynn started her career as a floor nurse and worked her way up to senior leadership in the hospital. Over the course of her career, she also held senior leadership positions with the Carolina's Healthcare System, American Cancer Society, and Susan B Komen for the Cure. She has also served as the CEO of two healthcare nonprofits. Not only has she reported to nonprofit boards, but she has served and continues to serve on nonprofit boards. Let's pick up the conversation where we left off in Episode 104. [00:01:20] Tommy Thomas: Let's move over to board service because you've served on a lot of boards and currently serve on a variety of boards, I just want to get some of your insights. Let me begin with a friend of mine, Dr. Rebecca Basinger, and her thoughts on governing boards. She says governing boards are charged with safeguarding an institution's ability to fulfill its mission with economic vitality. To this, I would add responsibility for attending to the soul of the institution. When you think of the purpose of a governing board, what are you thinking about? [00:01:56] Lynn Erdman: Definitely if you're a governing board, you need to make sure that the institution, what it's built on, what it's founded on, all of that is intact and being followed as it should be. And you're really simply overseeing the operation, but not the details of the actual functioning of whatever organization that you're looking at. I serve on the board of trustees for a university right now, and we are really a governing body. We are overseeing, making sure that we get reports on the finances, we get reports on the changes in academics, but we really are not there to make all of those changes. We're simply there to oversee and make sure and ensure that people that are investing and paying to come to this particular university, that the governing part of it is in good shape. [00:02:58] Tommy Thomas: The Board Chair is such a critical responsibility. Give me some words and phrases that in your mind describe a great Board Chair. [00:03:09] Lynn Erdman: Someone who is willing to ask a question, someone who is very insightful, someone who trusts others around them, and someone who will look farther than many other people who are sitting around him or her. In other words, they will delve very deeply into a particular issue and they pull good people around them. That to me is a really good leader. You can't have all of the skills. So, if you're forming a board they have to have skills that you do not have yourself so that you can ensure that all the skills that are needed are sitting around the table. [00:03:56] Tommy Thomas:   You served on several boards. How is that most effectively accomplished? How do you fill out the board with all the board needs? [00:04:07] Lynn Erdman: I sit on a different board right now with another university and we actually use a committee as well as the board, the entire board, to look at where we have holes or gaps in what we are trying to accomplish, and we actually have made a grid and we look at it and then we seek out those areas where we really do not have the strength we need to have. For example, we're looking for a legislator, a state legislator because of several of the things that are going on that would be a great addition to this particular board. So how do we go about it? And then collect ideas. As if you're brainstorming, from everybody at the table, people have got ideas, they've got connections, they've got the ability to tap other people and find out information as well. So I find using the people you've got around you helps as well. [00:05:11] Tommy Thomas: What are the best practices you've observed on onboarding? [00:05:17] Lynn Erdman: The best orientation I've seen is one I saw recently, where they not only got to meet the top people in this particular organization, but they got to actually see the mission at hand. So, if the mission was to take care of homeless people, for example, then they got to see that in action while they were going through their orientation. And then they had not only information presented to them, but they had a great opportunity to ask questions about every section of the information that was presented. And that actually, because I've seen lots of meetings and I've been in lots of them where it was Board onboarding and you get a book, you get information, you're supposed to read it ahead of time, you come, you have a pretty brief session, you go through some of the finances, some of the things that people don't even understand because they haven't gotten on the board and you're done with your board. And that, I find leads to the first time they show up at a board meeting, they don't have any way to contribute. And if there's a way to get them more ingrained in the whole organization and what it exists for, then the contributions that the person, the new board member, can provide. I find it much more robust. +++++++++++++++++++++++++++ [00:06:44] Tommy Thomas:  Somebody is considering joining a nonprofit board. What kind of questions should they be asking themselves or should they have answered before they say yes? [00:06:53] Lynn Erdman: They need to know if they believe in what that organization, that nonprofit is doing because if they don't, then there's no reason for them to join the board. What I've seen over the years, and what always annoys me, is somebody joining a board to have their name on the letterhead or to add that piece of board responsibility, or board accolade to their resume. And that is just all the wrong reasons to be on a board. If you're really interested in bettering yourself and serving on something, then why do I wish to do that? I can remember interviewing somebody not too long ago who wanted to join a board. One of the first things she told me was that she wanted to be involved in the community. And then I said, but why this board? And then she got into why. And it made plenty of sense because of her experience and the fact that she had lost a relative with what this organization was focused on. If you've got a passion, then indeed you should be asking yourself, can I contribute? Do I have time? And will I put the time into it if I commit? [00:08:13] Tommy Thomas:  I'd like to get your thoughts on bringing younger people onto a board. We hear a lot about bringing people in their 30s and 40s into nonprofit board service. I've interviewed people who have been pro that, and then I've interviewed, surprisingly, two or three people who maybe think that maybe people more my age are supposed to have the wisdom to be on a board.  What are your thoughts there? [00:08:40] Lynn Erdman: I'm a huge believer in adding young people to the board. In fact, I did that right before I left my last CEO position. I interviewed a young lady who happened to have a great position in the city where I was working and I can remember suggesting her to the board and saying, I think she would be a great addition and I can remember the faces like, are you kidding? She's in her twenties. And I can't see where she can contribute. I talked to her recently and talked to one of the board members recently, and she is a star on the board and has brought all types of things to the organization. So I always believe in, and part of the reason is, if you get people younger than the average age on your board, they're going to bring something new, innovative, and thought-provoking to your conversation. I promise they will because they're going to ask things that we live in our world, that we might not be thinking of because they see whatever from a 30-year-old viewpoint versus the average age of the board. It can make a huge difference. [00:09:56] Tommy Thomas: I'd like you to respond to this quote. You need a director on the board who will be a pleasant irritant. Someone who will force the board to think a little differently. That's what a good board does. [00:10:06] Lynn Erdman: I totally agree. And the reason is, if everyone on the board agrees all the time, then number one, you're never going to get anything done, or you're going to keep doing the same thing you've always been doing. You've got to have some type of catalyst or a person on the board that is going to challenge. And oftentimes, if you're sitting on the board, you think, oh, that's irritating. I know Susie's going to come up with that. Or I know Frank's going to say something because there's no way we're going to get through this discussion. But if you're open, it always gets you to a different place. Even if you end up still back with some of what you talked about, it's opened everyone's eyes to make sure you've thought through the whole process. So yes, I think that's extremely important. [00:11:03] Tommy Thomas: How does the board chair draw people into the conversation? If you've got a quiet person on the board and you think you probably wouldn't, but I've been on boards and I've consulted where you do. How does a good board chair draw everybody into the conversation? [00:11:18] Lynn Erdman: I'm a board chair right now for an organization where I have a person, I actually have two, that are very quiet. And I was hearing from one of the staff members, I don't think this person's very interested in being on the board. I thought, let's don't jump too quickly. And so if we're having a discussion where several people are weighing in on a topic, then I will call on this person and say, I want to hear what your thoughts are. I never put him on the spot because if somebody is quiet like that, oftentimes there's a reason. They like to think or process. So always let some other people talk, but always include the people that are very quiet and make sure that they're heard as well, and it's pretty insightful to get some of the information that comes from them. [00:12:05] Tommy Thomas: Another quote. The chair and the CEO must learn to dance together. And neither can stray far from each other's gaze or proceed independently. [00:12:19] Lynn Erdman: Very true, and you can't have one that's the leader and one that's the follower. They do have to be in sync, they have to dance the same steps, they have to know where the other one is getting ready to turn, and they need to know the hot buttons for each other and they need not push them. They need to say, okay, yeah, I realized that's going to be a tender spot for him. And so, I'm not going there. I might have a conversation with him afterward about what I'm thinking and see what he's thinking. But never show that you're not in unison when you are together. It's extremely important because as soon as you do, the board sees anarchy almost within the setup. It's okay to disagree. I'm not saying you can't disagree, but you make sure you do it where it's comfortable and not necessarily always. ++++++++++++++++++++ [00:13:14] Tommy Thomas: Let's go to the optimal size of a nonprofit board. I read a quote, it says, from Ernest Haepel the fewer board members, the better. If it's 18, I'm just not interested. [00:13:28] Lynn Erdman: I think you've got to have enough members to meet the goals and the needs of the organization. And if you can do that with four or five members and do it well, then I think that's great. I find that a good size for most boards is anywhere from 15 to at max 25. But you know, erring on the 15-type side but for boards of trustees for universities I find that you end up with usually over 20. Simply because you need people from a lot of different areas, but you also need people who are going to fundraise for you. It's extremely important when you get your board too small in any type of organization, and you're always interested in finance and money, then you can't make it work. So, I think you've got to have diversity too. And the smaller the boards you have, the less diversity you have. [00:14:31] Tommy Thomas: What about the reality of the executive session on a board? How, you're chairing some, you're serving, what are you seeing there? [00:14:43] Lynn Erdman: At one of the universities where I'm on the board of trustees, I find that we do executive sessions. The President of the university stays for the first part of the executive session, and then we always discuss his performance. So he leaves the room, and then we continue with executive discussion for the last 15 minutes or whatever. And it's always about his performance at that point, and he's not present there. And then the board chair communicates back to him if there's something that needs to be shared at that point in time. So it's always, I find executive session kind of two-part. And I think it's always good if you can have the leader of the organization present for at least a portion of it, but all the staff leave. So that's where I find an executive session, to me, that's what it means. All staff leave except for the head of the organization. [00:15:41] Tommy Thomas: Let's talk about the CEO evaluation there. What best practices have you observed? [00:15:48] Lynn Erdman: I have observed several. I've observed some worse practices too, but from a best practice standpoint, it's when every board member contributes, even if it's a written evaluation where you're checking boxes and making comments, that type of thing, and you compile those and then the board gets to see that back and meets and gets to talk about comments before it's ever given to the president of the organization. I find that works the best and that you've got time to think through and that you actually have an evaluation that is done that's got some great critiques of the work that they've done, but it's also got some constructive criticism where that they can improve that is tangible and that is doable. You can't just tell somebody you don't like something. What do you really want to see them accomplish? Spell that out so that it can be understandable.  [00:16:55] Tommy Thomas:   Does the CEO, does the board chair, deliver that or who does deliver it? [00:17:04] Lynn Erdman: I think it's too intimidating for the entire board. I've seen it done with a small group, two or three people doing it as well. But I think that you've got to have that relationship with the board chair and head of organization as well. So that works well to be able to have that type of conversation where the board, Chair, and the president can talk freely so the president can say wait, that really hurts me or I hear it, but help me think through this instead of being in a group of people saying that's the way you feel. So there needs to be at least some trust and some support of the person in that senior role. [00:17:49] Tommy Thomas: How are you using the committee structure on some of your boards right now? I use task forces for projects that have a beginning and an end.  When the project is complete, we sunset the task force.  Committees are sustaining and usually serve for a long period of time. [00:17:55] Lynn Erdman: Definitely, I've got task forces and committees. So I use a task force if it's a project that has got a beginning and an end to it. And then I can get something done. The task force may run for a year. It could run for longer, but I use them for that. And then committees are going to be something that is sustaining and that is going to run over a period of time. And I find that works really well. Then I can sunset task forces and say, and even, show, okay, this was the goal. This is what we did. And this was the outcome. Then committees continue and report throughout the process. And oftentimes their goals can change too, but they're standing and they're going to continue. It's always good to think about which committees you need at the end of every fiscal year. Are the committees still valid? And if not, what needs to be added or what needs to be changed for those committees? [00:19:02] Tommy Thomas: Give me some pros and cons on term limits. I am a big believer in term limits on nonprofit Boards. [00:19:06] Lynn Erdman: Oh, I'm a big believer in term limits. Because I've been on boards where people were on it indefinitely. In fact, in one of the recent CEO positions I had a board member on there who had been on there indefinitely. And it was like, okay, how are we going to do this? And yes I think that three-year terms are good. I think two-year terms are very quick. You get on, you barely figure out what it is, you've got a second year and you're done. So I'm a proponent of three years and a recurring if you want to do six and then you got to step off at least for a year if not longer. [00:19:49] Tommy Thomas: Philosophically, are you in favor of the boards being involved in the strategic planning or should that be the CEO's job to do that or have it done and bring it to the board? [00:20:00] Lynn Erdman: I'm in favor of a two-prong approach. I believe the staff should do the strategic plan with the CEO and then bring it to the board and the board should have a discussion about it. And the reason I say that is they're going to be the ones that have to carry it out. They're the ones who have their feet on the ground. They're seeing all the needs every day. I always want boards to weigh in and say, what do you think needs to be in the strategic plan? What things would you want to see? But I think it's a joint effort between staff. I've seen it done where the board has been solely responsible for the strategic plan. Staff had no input and then watching it be carried out is not a pretty picture. +++++++++++++++++++++++++ [00:20:43] Tommy Thomas: You and I are old enough to remember the Enron scandal, and then there have been many since then.  Talk to me about fiscal responsibility and the board. The Board must take fiscal responsibility seriously.  You have to have people who have the courage to ask the hard questions. [00:20:56] Lynn Erdman: Yes that is the board's responsibility. Fiscally, it's important. I was with an organization, and this was several years ago, where the board did not take their fiscal responsibility into play. Just trusted the numbers that came out, did not look any deeper than that. And there was actually money being siphoned off by leadership. And it really almost destroyed, in fact, did destroy for a number of years. The organization has to look deep. You have to ask the questions. You've got to have people on your board that are going to ask the questions. You have to share the finances and you have to be open and honest when there are troubles. It's okay to have a whistleblower. You need to make sure that all the staff know that the policy has to be in place so that somebody can share if they see something in the workplace that the board should know about. [00:22:06] Tommy Thomas: Where should the board get involved in risk management? Is that a board function? [00:22:15] Lynn Erdman: I think the board's responsibility is to, if the organization is going to make a decision to go into something, they need to be looking at all the risks that are there for the organization. And if they're not doing that, then, and leaving that just to the board and the staff, then you can see it where there's a disjunction between the board and the leadership, and that'll destroy an organization too. So anytime anything new is coming into play that's going to impact the organization, the board has got to be involved, at least knowledgeable enough to ask questions and to know. [00:23:03] Tommy Thomas: Succession planning is something that I find overlooked a lot. When should the board and the CEO begin to talk about succession planning? [00:23:13] Lynn Erdman: Depends certainly on the size of the organization, but the best time to do it is at least a year before the person's going to leave, if not before. I'm with an organization now that started looking two years before. And, to me, they've done it right. Better than anybody I've seen with the CEO being extremely honest more than a year out saying, I'm planning to leave the organization, and here are the steps in place so that all the employees know what's coming and that the board has been working on this thing for a year before that it was even told to the employees. So that's when you have a good, healthy organization. When it's just a surprise, and sometimes that happens if they decide to fire a CEO or whatever, then all of a sudden you haven't thought through a succession plan. Before a board does that they should know who they'd like to put in place before, even if they're going to make the decision to let somebody go, they should be thinking through because you can't decide that the board chair is going to run the organization and if you do, you're asking for trouble. [00:24:20] Tommy Thomas: What are the pros and cons of grooming your next CEO from within? [00:24:28] Lynn Erdman: I certainly think there are many organizations that have quite wonderful talent within the organization and people within an organization always like to see people move up. On the flip side of that, people within an organization don't always like to say they know the person who's coming in as CEO, and instead, they think, oh, if it comes from the outside, then we're all on even playing field. If it comes from the inside who does this person like, who are they friends with, those types of things. So I think it's a mixed bag, but there's always talent within an organization. It never should be overlooked. [00:25:09] Tommy Thomas: What's been your experience with the outgoing CEO staying around in an advisory or emeritus role? I am not a fan of the CEO staying around in an advisory or emeritus role.  That can be a recipe for disaster.  The outgoing CEO needs to make a clean break from the organization. [00:25:19] Lynn Erdman: It is my experience, personally, has been it's a disaster. There really needs to be a separation there. If they come back and they're offering some insight and that type of thing a year later, or something of that nature, but there has to be a clean break. The person that moves in as the CEO has got to be able to make their own decisions without looking over their shoulder and thinking what would that person do if they were sitting here, maybe I should ask them, and then they're never going to be at the caliber and the level that they potentially could serve most meaningfully. Yeah, I believe that there needs to be a clean separation. Now, I have seen successful separations where the person that was in that top position came back as, and this happened to be at a university, came back as faculty for a particular course, again, later. And that's totally different. They're not there in an advisory role, but I do think, certainly for a short period of time, if you're going to have some overlap, that's different, but when the person is fully taking their position it's time to separate.  [00:26:34] Tommy Thomas: I want to bring this to a close by circling back on your career. You've come full circle. You started out in nursing. You've risen through the ranks, you've started organizations, you've been a CEO, and now you're back as a registered nurse. How does one do that? [00:26:54] Lynn Erdman: Yeah, I look back on my career, I've been extremely blessed, and I've had opportunities that have unfolded before me that I really never thought I would have, and certainly would have never thought that as I was coming through college. It's always been because someone saw something in me that I did not see, or someone believed in me even more than I might have believed in myself. And for those opportunities, I've gotten to grow and learn in a whole variety of settings and all of the past number of years have been a non-profit. But I happened to serve on a board of directors that meant a lot to me and I've served on a lot of boards, but this one really touched my heart. Because of the fact that they were dealing with people that were often homeless, but certainly addicted to drugs and alcohol. That's a type of nursing I have never done. And so I remained in contact with the CEO of this particular organization over the years, just as friends, and I called the CEO about a year before I knew I was going to retire and said, I'd like to volunteer when I retire. And I wanted to work with the women because that's where I've spent most of my career, with women and women's health and cancer and those types of things. And I can remember him looking at me across the coffee cups at the table saying, I have a PRN nurse position. I'd love for you to look at that. And I thought, oh, I just said retirement. Anyway, I looked at it and I thought, oh that would be good. I keep my nursing license and just dabble in this a couple of days a week and sure enough, he was wiser than I was because not only did I retire from a long career of full-time work, but I started doing a day or two a week at this organization and I'm now full time. And I would tell you that it's probably one of the best jobs I've ever had. I absolutely love it. It's an incredible way to end my career and an incredible way to do retirement. I have nobody who reports to me, number one, which is a really nice thing. I have lots of people who care about me and I care for and are so grateful for the services that I provide. When you leave work and people are outside, good night nurse Lynn, we love you. Can't wait to see you tomorrow. You think oh my gosh this was not like it was when I was a CEO, you know, that type of thing. It's a really nice and wonderful way to use the skills that I've had all of this time, but was away from the bedside, now circled all the way back. A great wrap-up in the group. Yeah, you are really blessed and grateful. I would tell a younger version of myself to take advantage of opportunities and don't beat yourself up for making mistakes.  Learn from your mistakes and keep moving. [00:29:54] Tommy Thomas: If you could go back and tell your younger self something, what would that be? [00:30:00] Lynn Erdman: I would tell my younger self to take advantage of every opportunity and don't beat yourself up for the things that you make mistakes in. Because I know I've been hard on myself. I'd come home thinking, how stupid am I? How could I have done that? How did I make that decision? Just roll with it, learn from it, and keep moving. ++++++++++++++++++++ Tommy Thomas Thank you for joining us today. If you are a first-time listener, I hope you will subscribe and become a regular. You can find links to all the episodes on our website www.JobfitMatters.com/podcast. If there are topics you'd like for me to explore, my email address is tthomas@jobfitmatters.com.   Word of mouth has been identified as the most valuable form of marketing. Surveys tell us that consumers believe recommendations from friends and family over all other forms of advertising. If you've heard something today that's worth passing on, please share it with others. You're already helping me make something special for the next generation of nonprofit leaders. I'll be back next week with a new episode. Until then, stay the course on our journey to help make the nonprofit sector more effective and sustainable.   Links & Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas   Connect tthomas@jobfitmatters.com Follow Tommy on LinkedIn

Sarah Morris talks to pastor Terry Johnson at the Reformation and Worship Conference about lessons from the early 20th-century Fundamentalist-Modernist Controversy for the church today. Pastor Johnson has long served Independent Presbyterian Church in Savannah, GA. 

In this episode, Tyler Lapkin of the Joseph Campbell Foundation sits down with Nancy Allison.Nancy Allison was a member of Jean Erdman's Theater of The Open Eye from 1976 – 1985 where among other roles she danced a principle role in Op Odyssey, awarded the prize for Best Company at the 15th International Festival d'Automne in Paris.  At The Open Eye she also distinguished herself as a leading interpreter of Erdman's solo dance repertory of the 1940s and 50s. She is the executive producer and featured dancer of the three-volume video archive Dance & Myth: The World of Jean Erdman. Since 1986 she has performed Erdman's solo dance repertory throughout the US and abroad and has presented Erdman's work at national conferences and institutes including the Congress on Research in Dance (CORD), the National Dance Education Organization (NDEO), the American Dance Legacy Institute (ADLI) and the Carl Jung Institute. She has staged Erdman's repertory on professional and student dancers throughout the U.S. and has curated an exhibit about Erdman for the National Museum of Dance in Saratoga Springs, New York.Her own choreography has been presented by the Athens Festival in Greece, Composers Union (Moscow, Russia), Baltimore Museum of Art, Artquake  (Portland, OR,) Lincoln Center Out-of-Doors Festival, American Museum of Natural History, P.S. 122, and the 92nd St Y Harkness Dance Center among others. In addition to extensive training in classical, world and modern dance techniques Allison is also certified in Laban Movement Analysis and ISHTA Yoga. She has taught on faculty at NYU, Laban-Bartenieff Institute of Movement Studies (LIMS/NY), SUNY Purchase, Lincoln Center Institute, 92nd St Y Harkness Dance Center and as a guest artist at universities and institutes throughout the US and abroad including, University of Hawaii at Manoa, University of Washington, University of Idaho, Oklahoma University, Ohio University, C'a Foscari (the University of Venice), Centro Teatrale di Ricerca Venezia, Laboratorio Danza Contemporanea di Laura Boato and Les Grands Ballets Canadiens. She has received grants from the NEA, NYSCA, Harkness Foundations for the Dance, the Leslie R. Samuels and Fan Fox Foundation as well as the Laurance Rockefeller gift in support of her work.Allison's award winning films have screened at film festivals throughout the world including the Venice International Film Festival (2017), International Festival of Films on Art in Montréal (2016) and Film Society of Lincoln Center and Dance Films Association Dance on Camera Festival (2015). Allison is also the editor of The Ecstasy of Being; Mythology and Dance (New World Library, 2017) and The Illustrated Encyclopedia of Body Mind Disciplines (Rosen Publishing 1999) selected as one of 1999's Best Books on Alternative Health by Body & Soul Magazine, as well as, the developmental editor for several series for young people including The Library of American Choreographers (Rosen, 2006).For more information about Nancy visit: http://www.jeanerdmandance.com/To find all three volumes of the Dance and Myth Series visit: http://jeanerdmandance.com/events.htmlFor more information on the MythMaker Podcast Network and Joseph Campbell, visit JCF.org. To subscribe to our weekly MythBlasts go to jcf.org/subscribeThe Podcast With A Thousand Faces is hosted by Tyler Lapkin and is a production of the Joseph Campbell Foundation. It is produced by Tyler Lapkin. Executive producer, John Bucher. Audio mixing and editing by Charles Mallett.All music exclusively provided by APM Music (apmmusic.com)

Jim Erdman is Vice President of Feds for Freedom and former CIA officer. He gives background on himself and what he saw in 2020 that caused him to conclude that the given Covid narratives were wrong. Jim questioned these narratives openly, causing his supervisors to reprimand him and eventually pursue action against him. He led others within his intelligence community to sue the US government and, in doing so, co-founded Feds for Freedom. Jim gives his thoughts on what reform looks like within our country and government. Check out James' Substack: https://jameserdman.substack.com

[00:00:00] Lynn Erdman: If you want to work for somebody your entire career, be a Physician's Assistant. And so I thought, okay, that makes me think I'm going to do a nurse. So he was also instrumental and at least helped me think through the process. +++++++++++++++++++++++++ [00:00:15] Tommy Thomas: Our guest today is Lynn Erdman. Lynn started her career as a nurse, but it didn't take long for her leadership skills to be recognized. She rose through the ranks of nursing and moved into healthcare administration and ultimately into senior leadership in the nonprofit sector. Lynn holds a Bachelor of Science degree in Nursing from the University of North Carolina Greensboro and a Master's in Nursing from the University of South Carolina. She served as the Vice President of Medical Affairs for the American Cancer Society and the Vice-President of Community Health for Susan G. Komen for The Cure. She was the CEO of the Association of Women's Health Obstetric and Neonatal Nurses. And most recently the Executive Director for Carolina Breasts Friends in Charlotte, an organization that provides education, compassion, and support to people experiencing breast cancer. She's an adjunct faculty member at UNC Charlotte School of Nursing and a member of the consulting faculty at the Duke University School of Nursing. When she retired from her role at Carolina Breast Friends, she returned to her first love of nursing, where she is the nurse for a thriving healthcare nonprofit in Charlotte. Let's pick up on that conversation now. So, what are people always surprised to learn about you? [00:01:41] Lynn Erdman: I think people are surprised that I don't like surprises. I like to know what's going on, what's going to happen. And surprising me doesn't always work. [00:01:54] Tommy Thomas: I interviewed a nurse. I guess the third episode of my podcast was Holly Moore. She started out in nursing and got over into, I think, as I remember, she was the first female vice president of a large pharmaceutical company. She thought that a nursing career was one of the best careers that anybody in senior leadership could have because of the forced decision-making and the methodical decision-making. What are your thoughts on that? It's the creativity and the ability to figure out problems that I like the most in nursing.  You've got a patient who's struggling, you've got a team of people that can't figure out what to do with the patient, and yet together you come up with an idea and it solves the problem.  [00:02:26] Lynn Erdman: I certainly think there's some decision-making in there, but I think it's the creativity and the ability to figure out problems that I like the most in nursing. You've got a problem in front of you. You've got a patient who's struggling, you've got a team of people that can't figure out what to do with the patient, and yet you can come up with an idea and it solves the problem. So the ability to work with lots of different people and to have the ability to question things and look for a different solution has always been something I liked about nursing. [00:03:08] Tommy Thomas: So, think back to your first management job when you actually had people reporting to you. What are your memories? [00:03:16] Lynn Erdman: My memories are that I didn't do a very good job. I wasn't sure what a leader was supposed to do. I thought if I just set the direction and said, this is what we're going to do for this particular project, that people would follow. That doesn't really work. So, I had to sit down and think and say, all right that didn't work. What do I need to do? And realized pretty quickly, that the more buy-in and input I get from the team members, the better off. Whatever project it is that we're working on, the outcome is going to be a lot better if I've got some buy-in and some input.  And people at least know what they're supposed to do and they feel like they are making a difference there. [00:04:01] Tommy Thomas: Successful people are often asked, what makes you so successful? I like to frame the question this way. What's a factor that's helped you succeed that most people on the outside wouldn't realize? One of the things that has helped me most in my career is learning from my mistakes.  Making a mistake, owning the mistake, learning from the mistake. [00:04:12] Lynn Erdman: Oh, my goodness. I think lots of things have helped me succeed, but probably making mistakes has been one of the things that's helped me succeed the most. I've made lots of mistakes in my career where I've looked at something and thought this was the path to go down and found out that it wasn't. But I think owning up to the mistake and then saying, okay, what did I learn from that? And asking how could I do that differently in the future has been something that has helped my career and not being afraid to make a mistake and to take a risk. That's one of the things that I think has made me successful. I'm willing to try something. [00:04:53] Tommy Thomas: It's been said that we often learn more by our mistakes or our failures.  If that's the case, why are most of us so afraid to make a mistake or fail? [00:05:06] Lynn Erdman: I think that it's the fear of being judged. Somebody is going to look and say I'm putting you in that category or wow, I wouldn't have done that. And it's how it reflects. [00:05:21] Tommy Thomas: You being from the south, you would understand the expression having your medal tested.  Take us to a time in your career when your medal was tested and how did you come out of it? [00:05:33] Lynn Erdman: I can remember an early time in my career. I had just I'd finished graduate school about a year before that, had worked on a research project that I was proud of, had worked with three other people on the project, and really wanted to get that published. And so, I worked with them. Nobody wanted to do it. They were finished with graduate school. They were moving on. And so, I wrote up the paper, sent it to all of them, and they said, we're not interested. Just leave our names off. We're not interested. Anyway, to make a long story short, the journal that I turned it into accepted the article. It was an international journal, regarded. I sent them a letter saying, we've been accepted, and they said, oh, then we want our names on it and we want them in alphabetical order which meant my name moved down the list. I can remember being so devastated thinking all right, am I even going to do this? Am I going to publish this article just, you know, out of spite or anger or whatever else? The article was published. It was published in alphabetical order, but from there, I learned not only if you communicate, it doesn't always solve the problem. You've got to just decide, I can accept things certain ways and move on. ++++++++++++++++++ [00:07:02] Tommy Thomas: Richard Paul Evans, a novelist that I read a lot, says sometimes the greatest hope in our lives is just a second chance to do what we should have done right in the first place. What's going on in your mind and your heart when you think about giving a staff member a second chance? [00:07:20] Lynn Erdman: Always looking at where are they in the workforce. How long have they been working with me? That's not a determining factor, but what are they contributing to what we're doing and to the mission here? And what is the reason that they've made a mistake? Is it something that they regret? Are they remorseful at all? Those types of things. I'm looking for all of that. But I always want somebody to have a second chance if they're interested in having a second chance. And I found that there are times when the employee just does not want a second chance. They're so embarrassed by whatever the mistake was that they would rather leave the organization than stay and work and deal with kind of recovering from the episode. [00:08:18] Tommy Thomas: So many leaders have been in leadership roles where the experience was very different than they expected. Has this happened to you? And if so, what'd you learn? [00:08:30] Lynn Erdman: Oh yes. I can remember accepting a position. I was working in Chicago at that point in time and I started on my first day, I got there, I'd read the job description, and I'd done interviews with a number of people who had described the position thoroughly. It was a totally different role than I had expected and a totally different set of responsibilities. And so, I can remember talking to the person who had hired me and said this is not what we discussed, and I want to make sure I can do it. Because I'm happy to have the job, I'm excited to have the job, but if I can't perform at the level, I want to be able to perform to meet all these goals, then I want to relook. We ended up working things out, it all worked fine. But yes, I was surprised that these additional ten things were on the list, and they were more important than what we talked about in the interview. [00:09:33] Tommy Thomas: So, I guess maybe that taught you a little bit about when you're hiring people to make sure that everything is spelled out? [00:09:39] Lynn Erdman:  Yes, it's not fair to people if they don't know what they're coming in and being responsible for. [00:09:48] Tommy Thomas: You've progressed up through nursing through all kinds of senior positions. How do you decide what a good leadership role looks like for you? [00:09:58] Lynn Erdman: I've actually turned down two CEO roles during my career and those were hard choices in my life to try to decide. I had gotten all the way through the interview process, and they were ready to offer me the position and I sat down reading through everything again. And I thought I don't think I can do exactly what they want me to do and be successful in the way. That I want to be successful here. And so, I think I would be better served to look at a different avenue, look at a different type of position. It was a particular area of specialty that I had great knowledge in, but I had not had a lot of experience in. So, it's a wonderful opportunity, but I decided on that. I can remember the board being very disappointed at that type of thing, but I know it was the right decision to move on. But those are the things I don't always see people have the ability to make that type of decision. They'll go in and they'll take something, and they'll just be there and not be able to deliver on the job and that's never a good thing. [00:11:22] Tommy Thomas: At what point in your career did you begin to feel comfortable in your leadership skin? [00:11:28] Lynn Erdman: I'm not sure that I ever got completely comfortable. I'm always learning. I love to read articles on leadership or look at different things and obviously, I'd love to have a mento. I've been a mentor to a lot of people, but I always have someone that I think I can learn from and look at how they manage certain things and learn from them. I think I can always learn. I'm certainly comfortable in the leadership role now. But again, I think it's something you can always get better.  [00:12:07] Tommy Thomas:  What do you remember about your first mentor? [00:12:12] Lynn Erdman:   My first mentor was the person who hired me at Presbyterian Hospital. He was the CEO there. And I remember the reason he was part of the interview process is because I was their first clinical nurse specialist that they had ever hired at this large hospital. And so, he wanted to be in on the process because he said, I don't even know what a clinical nurse specialist does. If I'm going to have one of these on my team, with 450 plus employees, then I want to know what she's going to do. So that was very interesting. I developed a relationship with him and he was one that taught me a variety of things about how to care for people. He was an amazing leader at that hospital and I just watched him be respectful and caring of any and everybody that he came in contact with and that made a huge impression on me. And he used to always say, I live by the golden rule. And I think he really did. You do unto others like you would have them do to you. [00:13:23] Tommy Thomas: So, was that more of an informal process, or did y'all set up a weekly tutorial? [00:13:28] Lynn Erdman: We met a lot. Yeah. He ended up moving me from the oncology clinical nurse specialist after I'd done that position for several years and in that position, I was consulting with physicians. So, if there was a person in the hospital who was having an issue or had just been diagnosed with cancer, then I was the one called in to say, would you please come talk to this patient and family? I was the intermediary and the liaison between the physician, the patient, and the family. But after I'd done that several years the president of the hospital called me down and he said, I want to form a cancer center. I really want to build a cancer center here. And he ended up putting me in charge of the cancer center. So, I was the founding director of the cancer center at this large hospital. And that's when I developed a lot of my leadership skills and responsibility. [00:14:23] Tommy Thomas:   You've had several CEO slots in different kinds of organizations. Is it fair to ask you what's been your favorite senior leadership position? [00:14:36] Lynn Erdman: I think my most favorite was the director of the cancer center at this large hospital. I did that for a number of years, built it from the ground up, hired the physicians, hired the researchers, hired the social workers, the chaplains, opened the first inpatient hospice unit in the state, opened a pain management or palliative care unit, just a number of different things. And so, the learning and the experience in that time was overwhelmingly rewarding, and all the patients that I worked with during that time. So yes, I would label that as the top one. [00:15:16] Tommy Thomas:   Was that one of your early P&L responsibilities where you had a budget to manage? [00:15:22] Lynn Erdman: Oh, I had a huge budget to manage. Yes, and that was great learning. Lots of work with the CFO and the whole finance team, and yes, adding lots of different experiences and knowledge to the nursing background, essentially worked all the way through an MBA course without having to sit in the classroom, but getting it the other way. Spent time at Wharton during that time and went through the huge management course for hospital administrators, those types of things.  +++++++++++++++++++ [00:16:00] Tommy Thomas: Maybe not in your current job, but in maybe one of your previous CEO jobs, if I had to come along and you let me be in a staff meeting and we had dismissed you and I got a chance to be with your direct reports, what do you think they would have said would have been the most trying part of working with you? [00:16:18] Lynn Erdman: That I would listen to all aspects of a situation and then I would make a decision, instead of making one as a gut reaction or a knee-jerk reaction. This is on fire. Make a decision. Instead, I want to know if this is on fire, what else, what started the fire, what happened, what's around it, what's going to impact it. And then I'll make the decision as to what we need to do. And if so, fire might be a little bit exaggerated because obviously, you go put the fire out. But I would want to know all the aspects before making a decision. I think that was frustrating to people. They wanted me to just instantly decide what I wanted to do. [00:17:05] Tommy Thomas: Let's flip that. What would they have said was the most rewarding part of being on your team? [00:17:11] Lynn Erdman: Oh, that I had lots of empathy and understanding. I always knew what was going on in their personal lives for what they would share. And was extremely concerned about whether they took time off for themselves. Had they taken their vacation? If they were sick, how were they? I'm texting them to see how they are. Are the children okay? Those types of things.  I think the compassionate understanding when things go wrong in life, that you can still roll with it. [00:17:42] Tommy Thomas:   You mentioned earlier that you're a risk taker. Frederick Wilcox said that progress always involves risk. You can't steal second base with your foot on first. What's the biggest risk you've ever taken and how did it come out? [00:17:56] Lynn Erdman: The biggest risk I have ever taken was to start a completely new operation when I was the CEO of a large national nursing organization in Washington, D.C. and decided that I had heard comments from the board, we had talked through things and decided that we needed a new part of our organization to be able to meet the needs of a wide variety of nurses that were beginning to have a special interest in an area that we were covering. We started that and we needed to back it up and actually regroup several times within the project itself. It was a huge risk, not only because of the money that was going to cost to get it started, but was the revenue or the outcome going to be where we wanted? And were we going to be able to make a difference for the people that we were creating all this for, which ultimately were the patients. And it turned out that it was fine, but it was a very rocky road there for a period of time. Ended up pulling in people from all over the country into several talk sessions, think tanks, and those types of things to make the process move forward. [00:19:26] Tommy Thomas: What's been your greatest failure and what did you learn from it? [00:19:32] Lynn Erdman: My biggest failure, let's see I've had several where I had to back the truck up. I would say my biggest failure was choosing not to communicate with someone who I knew was very upset with the decision that I had made and tried to reach out to them. They didn't respond. And so, I just said I'm just going to put this to rest. And it turned out that we should have had a conversation. I should have pushed, and we should have talked all of that through, which happened later, but all of the in-between should not have happened. [00:20:15] Tommy Thomas: I interviewed a guy recently, and he said he was writing a book on the burdens of leadership.  The burdens of leadership that only the president or the CEO bear. If you were writing such a book, what would you cover? [00:20:29] Lynn Erdman: Oh, my goodness. Things that you see that you know need attention, but you're not sure how to deal with them. People that bring you problems and just dump them in your lap because you are at the top of the heap and expect you to solve them, but don't expect to have any part in solving them. In other words, they don't come with a solution, they come with a problem.  To me, that's one of the hardest roles within CEO. But the other biggest burden is not having anyone to talk with. It's a very lonely role at the top. Because you can't just say I'm going to talk to the board chair. Because it might be something that you actually shouldn't be sharing with the board chair. You need to figure out how all this is going to work before you do that. And so not having that person within the organization, I think, is one of the hardest. It's a big burden. So, you have to find your resources outside of the organization that you can trust and share with. [00:21:40] Tommy Thomas: What's the most dangerous behavior that you've seen derail leaders' careers? [00:21:46] Lynn Erdman: Lying, just being dishonest. When it happens the integrity of everything is destroyed. And I've certainly seen that with people, lack of communication, trying to think that I can just move forward. It's my decision. Or taking credit for others' work. When that happens, that is, these people are sitting in your audience and you are taking credit for something and you didn't do that work, they did. But you're not calling them out and saying, I'm really thrilled that this team came up with all these great ideas. ++++++++++++++++++++ [00:22:27] Tommy Thomas: Let's go to a little something lighter maybe. If you were a judge on a nonprofit Shark Tank, and some of these young entrepreneurs were coming to your panel of wealthy investors with these ideas.  What have you got to know before you open your pocketbook? [00:22:47] Lynn Erdman: I want to know what their mission is. I want to know what they've invested in this nonprofit. And I want to know who their other sponsors are. And if they don't get the money from Shark Tank or whoever is giving it, what's plan B? How are they going to move forward? And once, even if they get this money, what's the sustainability afterward? When this runs out, how are they going to keep the project going? [00:23:24] Tommy Thomas: In the same vein, if you were building a dashboard to look at the health of nonprofits, what would your dashboard monitor? [00:23:32] Lynn Erdman: Oh, I think it would monitor volunteers.  How many do they have?  Who's following their organization? Social media, how much money do they have coming in? If I'm looking at a dashboard and how many people are reaching out for their services, I always want to know. It could sound great. But if nobody is calling and needing their services, but they are continuing to raise the money, then there's a big red flag and a question about how much is this really needed. And then volunteers and staff as well. Are they dedicated to the mission? Have they got the right people in the right seats? Those types of things. [00:24:15] Tommy Thomas: I'd like you to respond to a few quotes before I go over into board service. I came across this quote this week. I attributed it to Mark Twain but who knows who originally said it. The only person who likes change is a baby with a wet diaper. [00:24:28] Lynn Erdman: True. [00:24:30] Tommy Thomas: Obviously you've been through a lot of change in health care over the years. What have you learned about change and how to get through it? Change is constant. If we are going to keep up and be innovative, we must change. [00:24:39] Lynn Erdman: Change is constant. We used to call the American Cancer Society when I worked there, “always changing something”. That's what it stood for ACS, always changing something, which was indeed true. But when I look back, I think part of the reason was things change in the world and if we were going to keep up and be innovative then we best be doing the same thing as well. I think we don't like change because we get comfortable with a particular way of doing things. And then all of a sudden when that's gone or doesn't look the same, then wait, how am I going to find that? I think we all struggle with change, although it makes the world go round, it's good for us. [00:25:24] Tommy Thomas: You won't rise to the occasion; you will sink to your level of preparedness. [00:25:31] Lynn Erdman: Yeah. That's true. That often happens. You've got to rise to the occasion many times. If you just stay with what you're prepared for, you will make absolutely no progress. So you've got to do something. I can remember when I was asked when I was at Northeast Medical Center and I was Vice President of Women's and Cancer Services and the President of the hospital called me one day and he said, I've got a project for you. And I thought all right, this would be something in cancer or women's services. Let's talk. And he looked at me over his desk and he said, I want you to change the culture in this hospital. And I thought, excuse me? This was a huge medical center, part of the Atrium system. And I looked at him. And I thought I know this isn't in my job description. I didn't say that out loud, but I thought it. And he said, I know you can do it and I'm putting you in charge. You can pick your team, but I want to turn around patient satisfaction and culture in this entire facility.  I left his office thinking I have an open book, a completely open drawing table. And I don't know where to go. I remember going back to my office thinking, all right, he believes in me. I'm sure I can do it. And I ended up pulling together a committee. A pretty big committee, because I wanted people from all over the hospital. And then a team, an executive team, that was going to do the work. We did training at Disney, and went through their whole program. Anyway, it was just fascinating. But I can remember sitting back across from this president in his office saying, you will do the training with the employees. Because if we're making this change, you have to be part of it. Because if you're not part of it, none of the rest of the employees think it's important to them or feel that they're going to need to do this. He went to both trainings and did the trainings as well in the hospital for all the employees. It was an incredible project. I worked on it for more than two years in addition to doing the job that I had which was to be over the cancer center and all the women's services in the hospital. When I think back that was one of the most rewarding things too that I have ever done in my career because not only did I watch myself grow in that process, but I also realized that somebody saw something in me that I did not see. And I didn't just turn my back and say I just can't do that. I went with it and it happened and the scores changed dramatically. We were written up all over the country for the incredible change that it made in patient satisfaction scores. We had Press Ganey coming to visit our hospital to find out what had been done. And to this day, I still have lunch with the four people that were part of that team. And none of us live in this area. We all come back in together and we get together at least six times a year. So, it's amazing sometimes what people see that you don't see. [00:29:07] Tommy Thomas: President Eisenhower said, I guess when he was a General, in preparing for battle, I've always found that plans are useless, but planning is indispensable. [00:29:18] Lynn Erdman: How true. Yes, the plans. Many times I throw the plans out the window because I've written them down. I've thought, okay, this is exactly what we need to do. And then you start working and it's not working. So you throw those out, you pull the team together, you get the best ideas and you move forward. [00:29:42] Tommy Thomas: From one of President Eisenhower's peers, General George Patton, “Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity”. [00:29:55] Lynn Erdman: This is true. I can remember when we needed to redo all of the programming. We just didn't have people attending programming for women with breast cancer and we had a plan, we had put things together, and it just wasn't working. And so we sat down and said, all right, here are all the different options, go be creative and come back with a solution. And wow, it looked so much better and so different than what we had ever started with. And that was when we had plans and threw them out the window and recreated and had something that people were flocking to. So yes I definitely agree.   Links and Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas   Connect tthomas@jobfitmatters.com Follow Tommy on LinkedIn  

On today's episode of The Coffee Break, Russ spoke with Dave about Zion Evangelical Church's Grebel Saturday.  The Coffee Break is the daily Christian talk and local events program on Hope Radio KCMI 97.1FM serving the Scottsbluff, NE area. Tune in for interviews with authors, musicians, pastors, and others in the Christian community and our local area! Visit our website: www.kcmifm.com Like us on Facebook: www.facebook.com/kcmifm

On today's show, NE State Senators Brian Hardin & Steve Erdman discuss CO2 sequestration pipeline, NE constitutional carry is now law, new taxation approach, NE Heartbeat Act. GUEST 1 OVERVIEW: Brian is a native of Scottsbluff, NE and, after a business career in Colorado, he moved back to his hometown, where he was elected last November to represent District 48 in Nebraska's unicameral legislature. Brian is involved in passing important legislation involving Second Amendment rights, the right to life, and protecting our children from the transgender mania sweeping the nation. GUEST 2 OVERVIEW: Steve is a stalwart fighting the good fight in the Nebraska legislature, to which he was elected in 2016 and re-elected in 2020. In July 2020, during the COVID-19 scamdemic, he gave a speech in Nebraska Legislature in which he urged people not to wear masks, championed the treatment of using hydroxychloroquine to combat the virus, and presciently cast doubt on there ever being a safe and effective vaccine. Erdman's speech was condemned by both Democrats and Republicans in the legislature, proving once again that we are not in a Left v. Right fight, but an Up v. Down fight. In October 2021, he called for a law opposing vaccine mandates. https://www.nebraskalegislature.gov  

All in 24 Minutes or less… In Season 4, Episode 17, Travis sits down with Ryan Erdman, Vice President of Client Retention and Group Sales at the Carolina Hurricanes.  Ryan gained early experience in the industry in minor league baseball before spending time in the MLB and now the NHL.  Tune in to hear what he feels like he has done on a consistent basis to get promoted internally in each place he has been. 3 Hot Topics: ✅ Selling Regardless of Wins/Losses ✅ Employee Retention ✅ Finding Mentors www.52weeksofhustle.com Book Available - https://www.amazon.com/dp/1735610801 Learn more about your ad choices. Visit podcastchoices.com/adchoices

James Epp is the President of Fraserway RV, a leading company in the recreational vehicle (RV) industry. His journey in the RV business began as a teenager when his father, Erdman, purchased a camper manufacturing business in 1969. This small venture, which started with just five seasonal employees, laid the foundation for what would become a lifelong commitment to the RV industry for James. Under James' leadership Fraserway RV has grown significantly, maintaining a strong focus on ethics and customer satisfaction, principles instilled by his father. This week on the show, I'm talking with James about what he learned from working in the family business as a young man and the lessons he learned from his father that still form the core of the business. He shares the importance of living your values and describes how Fraserway RV demonstrates their generosity philosophy daily. James also gives a few examples of some of the huge hurdles that the company has had to overcome and how they have found opportunities in adversity. “If we don't exemplify our values, they are not going to mean anything.” - James Epp “Take one step at a time.” - James Epp “With success comes responsibility.” - James Epp This Week on The Wow Factor: What James learned about business and leadership in his teens from working with his dad What he learned about working as a team from his family How the family prayed over the business challenges in the early days The importance of living your values and showing your team why they are so important to you Some of the financial challenges James has come through, including recessions in the 1980s and 2000s Why they took the opportunity to separate and grow the business on two different streams, Adventurer and Fraserway RV, in the late 1980s. Today, Adventurer Manufacturing is based out of Yakima, WA and under his son, David's, direction.  How they make sure they build their motorhomes to give their customers the ultimate experience The shocking flood that resulted in the company losing 500 vehicles in just one day and how James' team managed to pull together to move forward Some of the ways that Fraserway RV exemplifies its guiding principle of living generously including matching donations for child sponsorship and World Vision, giving in their local communities at Christmas, and supporting fire and recovery charities. James Epp's Word of Wisdom: My word of wisdom is to take one step at a time; you have to have patience. Connect with Fraserway RV: Fraserway RV Social Media:  https://www.facebook.com/FraserwayRV https://www.instagram.com/fraserwayrv/ Connect with The WOW Factor: The WOW Factor Website Connect with Brad Formsma via email Brad Formsma on LinkedIn Brad Formsma on Instagram Brad Formsma on Facebook Brad Formsma on Twitter

Far too often, you and I consider what we feel about God, to be true about God. For example- if he feels distant and far off, then he is, if we feel like he is angry with us, then he must be a judgmental, wrath-filled God. If we can't feel him moving, well then he must have no interest in us at all. But here is the truth, He is far greater than any of our minds could comprehend and more than we could ever imagine. This week, Erich talks about God who is our refuge, check it out. 

This episode of the podcast explores the many ways successful business partnerships are made and maintained. From understanding customer needs to delegating tasks, it emphasizes the importance of risk-taking, communication, and resilience in order to find fulfillment and success. It covers how to manage distractions, build meaningful relationships, and overcome setbacks. By discussing the importance of open communication and befriending strangers, it provides helpful insights into how to develop strong business partnerships.Episode Outline:(00:00:05) Sales Background(00:07:20) Finding Fulfillment(00:13:52) Moving Forward After Setbacks(00:20:17) Partnership Challenges(00:26:53) Open Communication(00:33:20) Uncomfortable Conversations(00:38:55) Managing Distractions(00:44:46) Growing Business Partnership(00:51:02) Befriending StrangersQuotes:(00:05:23) So no matter where I started, I mean, there's in every part of life as far as business or the trades or whatever it is, the main thing is you are always trying to help people.(00:12:53) We're constantly in this battle of finding out who we are, carving out our path, figuring out what that path looks like, and then planting the seeds along the way to enrich your life.(00:19:43) It happened. So, kind of jumped in, how do we move forward?(00:23:54) But at the same time, the stuff I like to do outside of work is completely different than some of the things Adam likes to know. The way even just speaking on our schedules, I work a lot better in the morning hours. If I wake up and I can get to the gym and I can get through my routine and everything, I work better during, I guess, if you will, normal people hours.(00:31:49) Communication is always at the top and open communication and honest communication. And we found that if that one piece is lacking in any part of the business, any part of it, that's what falls apart.(00:37:56) It's only tough, like, once or twice after it becomes normal. It's not a tough conversation anymore. It's just business. This is the conversation we have to have. I feel this. Do you feel that? Okay, how do we come to a happy medium and pump the company in the same direction? Keep moving in the same direction?(00:43:37) It's like if that's the worst-case scenario, anything north of that is a win.(00:49:42) Stick with what you're working on. Yes, it's hard work. Yes, it takes time. Yes, you'll have to home in on a lot of things. And I'm sorry to say this, but if you want to be an entrepreneur, the work never stops because there'll be another venture.(00:52:30) It's all about elevating. And I think when you get into those right circles, you see how much your life changes, because it's not just you're watching everybody go through the struggle, but not only are we going through the struggle together, but we're also helping each other to get through the struggle.Social Post:Are you looking for a way to make an impact in the world? Then you need to listen to the latest episode of The Traded Life podcast! Greg Michelman and Brock Erdman discuss how to transition into a sales position and how to make a difference in the world. Brock shares his story of how he left his job at John Deere to pursue a career in renewable energy and how he found fulfillment in helping people. Tune in to hear more about Brock's journey and how you can make a difference in the world! #TheTradedLife #MakingAnImpact #RenewableEnergyAre you looking for a way to grow and develop in your business partnerships? Look no further than The Traded Life podcast! In this episode, Greg Michelman and Brock Erdman discuss the importance of having uncomfortable conversations and how to approach them in a way that gets your point across without ruffling feathers. They also talk about the importance of being upfront and honest with your partner, and how to keep the slate clean by having regular conversations. Tune in to hear their advice and learn how to make your business partnerships thrive! #TheTradedLife #BusinessPartnerships #GrowthAndDevelopmentAre you an aspiring entrepreneur looking for guidance? Then you need to listen to the latest episode of The Traded Life podcast! Greg Michelman and Brock Erdman share their journey of building a successful business from the ground up. From going door to door with a notepad and pen to automating their operations and delegating tasks, they discuss the importance of honing your craft and never stopping. Tune in to hear their inspiring story and get the motivation you need to take your business to the next level! #TheTradedLife #Entrepreneurship #BusinessSuccessBlog Post:Are you considering a career change and looking to get hands-on experience in a new field? If so, you're not alone. Many people have made the transition from one career to another, and it's a journey worth exploring.Take Greg Michelman and Brock Erdman, for example. Greg was going through a difficult time with his family and was feeling overwhelmed and distracted. His sales performance was slipping, and he asked Brock for advice on how to present his situation to his business partner. Brock noted that it is human nature to think of the worst case scenario, but that it is important to have an open mind. He praised Greg and Adam for their maturity in having the difficult conversation.Greg and Adam started a company, Royalty Renewables, with a partner, Adam, and made it official by setting up an LLC. They have different personalities and skill sets that complement each other, and have established a structure within the company to define each person's roles and responsibilities. They have a weekly meeting to discuss important topics related to the company, and Greg works better in the morning while Adam works better in the evening.Greg and Brock discussed the mission of the person Greg was working with or for. Greg was not dialed into the mission and it was hard to get the results he was looking for. Greg was molding and shaping his life for what he wanted it to be. He was let go from his job and was upset, but he was able to keep a good mindset and move forward. He had been working on seasonal crews and was collecting unemployment when he joined Adam Kramer in solar acquisition. Greg was offered a sales position with a good hourly wage and commission. Adam wanted Greg to stick with the solar acquisition, but Greg chose to go back to the sales position.Greg and Brock recognize the importance of having uncomfortable conversations in order to grow. Greg has learned to approach conversations in a way that is more like “wrapping his arms around” the other person. Brock emphasizes the importance of being upfront and having conversations about issues that matter. They both agree that it is important to have conversations and not let problems compound. They suggest having an outline for meetings to know what topics will be discussed, and having regular conversations to keep the slate clean and start fresh.Greg and Brock also talked about their experiences in the last year. Greg was at an event and didn't know anyone, so he called Adam and asked who the people were. Adam told him to look for people wearing black shirts or shirts with “badass stuff” on them. Greg walked up to Brock and introduced himself, and they went to lunch five minutes later. Brock appreciates the community he found and how it has helped him grow. He believes that when you get into the right circles, your life changes.Brock shared his experience of going to his first Mastermind event in Utah, where he didn't know anyone but was welcomed with open arms. He believes in helping others and elevating them to his level or beyond. Brock and Greg started with nothing but a notepad and pen when they first got into the industry. They are working to remove their names from the chart of all moving parts and operations within the company, trying to figure out what they can delegate and what they still need to focus on between the two of them. They are struggling to let go of the things they built because it's like their baby. They are also moving into different avenues of marketing, including Facebook and other social media platforms. They have been advised to stick with what they're working on and not chase after shiny objects.It's clear that getting hands-on experience in a field before attempting to sell it is key to success. Greg and Brock have worked hard to build their company from the ground up, and their experiences are proof that having an open mind and having difficult conversations can help you get the results you're looking for.Resources:Connect with Greg Michelman:LinkedInConnect with Brock Erdman:FacebookOther MaterialsThese materials help you promote your podcast. Quotes can be used for audio & video grams or quote cards. Blog and social posts will help your website and social media presence.

Deviser contains extreme subject matter, graphic descriptions of violence, self harm and mature themes throughout. Listener discretion is strongly advised. Full Content Warnings available at https://www.deviser.ca/p/content-warnings/ Deviser was written, preformed, edited, and directed by Harlan Guthrie. Original music and themes written and performed by Harlan Guthrie. This episode featured Henry Guthrie. Thank you to Jo Guthrie; my amazing wife, friend, partner and an unending believer in my ideas & Henry Guthrie; my best friend and inspiration. Special thanks to J Strautman, Gregg Hale, Mike Monello, Sarah Rhea Werner, Mac Rogers & Mitch Gerads. If you enjoyed this show please leave a review, it helps tremendously and is the easiest way to help see more of shows like this get created. Additionally, share this show with a friend or loved one. Thank you to all the Patreons who supported this journey, if you enjoyed this please consider joining: https://www.patreon.com/TheINVICTUSStream TOOT, TOOT, TOOTSIE! (GOO'BYE)by AL JOLSON; Kahn, Erdman, & RussoColumbia (A3705)Publication date 1922 Hosted on Acast. See acast.com/privacy for more information.

In this 5 week series we want to look at some rich Old Testament stories about people that battled with fear, just like we do, and how God not only delivered them from their fear, but brought them into a stronger point in their faith. This week Erich Erdman looks at the story of the Bible hero Jonathan and relying on faith over fear. Choosing to trust and how to respond when we find ourselves in situations where we are afraid. Check it out.  

durée : 00:54:05 - Le masque et la plume - par : Jérôme Garcin - Nos critiques ont-ils aimé "La Mort de Danton", G. Büchner; "L'Orage", A. Ostrovski en tournée ; "Le Suicidé", N. Erdman ; "Joyeuses Pâques", J. Poiret (Marigny); "En attendant Godot", Beckett ; "Le Jour du kiwi", L. Colombani ; "Sens dessus dessous", A. Dussolier ? - réalisé par : Xavier PESTUGGIA

This 7 week series takes a deep look at the relevant and relatable verses in Matthew 6. In the day of Jesus people weren't that much different than what we experience today. They would often try to impress each other by how much they're giving, how much they're praying, or how much they're fasting. The underlying temptation was to try to live for other people's opinions rather than who they were before God. In this talk Erich Erdman talks about the lies of worrying, the value of seeking God and the comfort that comes knowing your life is in His hands.  Check it out!

We discuss: Play therapy for children with chronic illness Allowing time for thoughts, emotions, and fears, Body positivity/nuetrality Multitasking and Low frustration tolerance __________________________________________________ MEMBERSHIP WAITLIST SIGNUP *Mentally Well While Chronically Ill - Learning the art of acceptance: https://view.flodesk.com/pages/63d2912ede520bd60dc33c35 __________________________________________________ Guest Info Sarah Erdman MEd APC https://www.psychologytoday.com/us/therapists/sarah-erdman-marietta-ga/869762 __________________________________________________ Connect with Destiny email: destiny@destinywinters.com | IG: @the.chronicillnesstherapist.com | website: thechronicillnesstherapist.com ***If you like any of The Chronic Illness Therapist episodes, please leave a review! Reviews tell the app, “hey, people like this! Show it in the algorithm to more people!” :) FREE DOWNLOAD: “6 Ways To Help Your Partner Understand Your Chronic Illness” - download at this link https://view.flodesk.com/pages/628c0317081c14b7b35ee9de FOR THERAPISTS - FREE CONSULT GROUP every third Friday of the month from 1-2:30pm EST. Join the email list here for updates: https://view.flodesk.com/pages/633e2980409cbc0f983fcee8 Everything we talk about here is just meant to be general education and information. It's not intended as personal mental health or medical advice. If you have any questions related to your unique circumstances, please contact a licensed therapist in your state of residence. --- Send in a voice message: https://anchor.fm/citherapist/message

Welcome to the Sunnybrook Unscripted Podcast where we talk real life, answer hard questions, and take a deeper practical look at the topics we talk about a Sunday morning. Today we are starting a mini-series where we pull in other staff members and get wisdom from areas and topics they are passionate about. In this talk we are joined with Erich Erdman and focusing in on teens and mental health. We will be looking at what the church is doing to help students and what parents can do to help their children. Check it out.

Marriage is one of the most significant decisions one has to make. It is designed to foster a partnership, a lifelong commitment, and a sense of shared success and happiness between two people. Nobody enters into a marriage expecting it to end in divorce, but as couples spend more time together and get to know one another better, conflicts may arise, responsibilities and priorities may change, and if couples can't work it out, it may result in divorce. There are marriage and couple's therapists who can assist couples in working through conflicts, but if the relationship is beyond saving, you might want to speak with a divorce lawyer who can guide you through the legal process. Have you heard of a divorce attorney that helps couples stay in their marriage? That sounds ironic. While most divorce lawyers focus on getting the best settlement offer their clients can get, even if that means adding fuel to the fire, David Erdman approaches his cases differently. David has been happily married for 38 years and has practiced divorce law for over 40 years. He is a graduate of Duke University and the Georgetown University Law Center. David is an advocate and ally for clients who are working to save their marriages with a focus on children. He is also a veteran of over 5,000 marriage-related legal consultations, which inspired him to write the book, The Ten Commandments of Marriage: Secrets of a Divorce Lawyer.  In this episode, David discusses his unique approach to handling divorce cases. We'll discover how he is shifting the emphasis from the impending separation to making your marriage the way you want it to be by asking the right questions. Furthermore, he outlines what is in his book while focusing on the most important rules and delivering some insightful advice. Check out the transcript of this episode on Dr. Jessica Higgin's website. In this episode 4:54 David's motivation for writing The Ten Commandments of Marriage: A compilation of what he discovered from more than 5000 other marriages over the course of 40 years. 13:28 Asking clients probing questions to help them prepare for negotiations. 19:12 What is unforgivable? 25:29 Thou shalt learn to resolve differences. 28:34 What happens in a relationship when there is equality. 35:35 Top reasons for divorce: the percentage of women who are more likely to initiate divorce. 38:36 How to make sex satisfying for both you and your partner. 42:49 Spouses' superpowers that you should not neglect. 44:47 Thou shall NOT allow children to obstruct your marriage 49:04 Golden nuggets of advice Mentioned The Ten Commandments of Marriage: Secrets of a Divorce Lawyer (*Amazon Affiliate link) (book) Relationship Map To Happy, Lasting Love Connect with David Erdman Website: tencommandmentsofmarriage.com Connect with Dr. Jessica Higgins Facebook: facebook.com/EmpoweredRelationship  Instagram: instagram.com/drjessicahiggins  Podcast: drjessicahiggins.com/podcasts/ Pinterest: pinterest.com/EmpowerRelation  LinkedIn: linkedin.com/in/drjessicahiggins  Twitter: @DrJessHiggins  Website: drjessicahiggins.com   Email: jessica@drjessicahiggins.com If you have a topic you would like me to discuss, please contact me by clicking on the “Ask Dr. Jessica Higgins” button here.  Thank you so much for your interest in improving your relationship.  Also, I would so appreciate your honest rating and review. Please leave a review by clicking here.  Thank you!   *With Amazon Affiliate Links, I may earn a few cents from Amazon, if you purchase the book from this link.

Bomani Jones shares his thoughts on the futures of Kevin Durant and Kyrie Irving now that their time together seems to be coming to an end with the Nets (1:01), as well as how the politicization of Wimbledon has a connection to the events of this past Friday in America (10:28). Plus, boxing commentator and former "The Morning Jones" producer Corey Erdman joins for #TheRightTimeBookClub to discuss “King of the World” by David Remnick about Muhammad Ali (22:13).

David Erdman is the author of The Ten Commandments of Marriage: Secrets of A Divorce Lawyer and you guys, I really loved this conversation. As most of you know, I spend A LOT of my time asking questions and MOST of my favorite responses come from couples who have been married 20 years longer than me. They always have very honest insight and great perspectives.  In today's conversation, David and I talk about his experience as a divorce lawyer and how he has used this career as an opportunity to share God's truth and love to the couples who come to him seeking a divorce. He talks about the #1 thing to look out for before getting married and one of the #1 causes of divorce (and it isn't always finances or adultery) He shares the difference between a man and a woman when it comes to infidelity, helpful ways to revive a broken and hurting marriage and why in-laws have one of the greatest impacts on a relationship I am gleaning his wisdom today and pray that you do, too.

Three months after 22-year-old Clara Olson vanished, her body was discovered in a shallow grave. With her were two letters from Erdman Olson. Authorities had a suspect in her murder, but suddenly, Erdman was nowhere to be found. Learn more about your ad choices. Visit podcastchoices.com/adchoices