Podcasts about establishing

For episode 760 of the BlockHash Podcast, host Brandon Zemp is joined by Jason Hitchcock, CEO of Greenlane. Mr. Hitchcock is a technology executive with over 15 years of experience building and scaling revenue engines across SaaS, blockchain infrastructure, and decentralized finance. Mr. Hitchcock most recently served as Head of Business Development at thirdweb, a leading open-source Web3 developer tools and infrastructure platform. In that role, he built and led the company's enterprise go-to-market strategy, scaling a program across more than 150 blockchain networks and structuring channel partnerships to drive developer tool adoption among startups building in web3.

This episode features my conversation with drummer Fred Eltringham. After moving to Nashville in 2007, Fred quickly established himself as a sought-after session musician, recording with hundreds of artists, including Willie Nelson, Carrie Underwood, Miranda Lambert, Tears for Fears, Vince Gill and more. Fred has been playing with Sheryl Crow since 2012 and has previously toured with a wide range of notable acts, including k.d. lang, The Chicks, The Wallflowers, Juliana Hatfield, Ben Kweller, and Boston power-pop rockers Gigolo Aunts. He is also a two-time recipient of the Academy of Country Music's Drummer of the Year award. In this episode, we get into his early experiences and the journey that brought him to Nashville, explore how genuine connections can open doors to unexpected opportunities, and reflect on some of the career-defining moments along the way. Follow Fred: https://fredeltringhamdrummer.com Instagram

(Blue Mountains Insight Meditation Centre)

(Blue Mountains Insight Meditation Centre)

LEARN MORE at https://teach4theheart.com/394   When students constantly blurt out or talk during instruction, it can completely derail your lesson and leave you frustrated. In this episode, we'll talk through practical consequences that actually help reduce interruptions while keeping your classroom calm and respectful. Listen to find out what works!   00:00 Addressing Classroom Blurting: An Overview 02:48 Establishing a Consistent System for Consequences 07:02 Effective Consequences for Classroom Disruptions 09:52 Resources for Classroom Management Success   Resources/Links Mentioned:   Day One Success Plan Workshop: https://teach4theheart.com/day1   Classroom Management 101: https://teach4theheart.com/cm101  

While some advisors pursue work-life balance, others may feel that concept is no longer relevant and need a different way to decide if they are doing too much. In this episode, MDRT member Brendan Clune Walsh and stress physiologist Rebecca Heiss discuss the power of rethinking not just your boundaries between the priorities in your life but when to say yes, not right now, or no. Episode breakdown: 0:24 – Understanding JOMO: The joy of missing out 1:00 – Does work-life balance exist? 2:20 – Breaking away from a routine of nonstop work 4:09 – Recognizing that work is part of life, not a separate entity 7:06 – Establishing boundaries to update the notion of balance 9:25 – Finding comfort in “Not right now” instead of “no”

In this episode of ABA on Call, Rick Kubina and Doug Kostewicz respond to two real parenting questions drawn from social media. First, they examine the common misconception that reinforcement and bribery are the same, clarifying the behavioral principles underlying reinforcement, incentives, schedules of reinforcement, and the Premack Principle. They then analyze a complex family situation in which young children consistently seek one parent while rejecting the other, demonstrating how behavior analysts use objective data, motivating operations, attention, and reinforcement contingencies to understand and address challenging family dynamics. Throughout the discussion, the hosts illustrate how behavior analysis provides compassionate, practical, and evidence-based solutions to everyday parenting concerns. To earn CEUs for listening, click here, log in or sign up, pay the CEU fee, + take the knowledge check to generate your certificate! Don't forget to subscribe and follow and leave us a rating and review. Show Notes:  Cooper, J. O., Heron, T. E., & Heward, W. L. (2020). Applied behavior analysis (3rd ed.). Pearson.  Michael, J. (1982). Distinguishing between discriminative and motivational functions of stimuli. Journal of the Experimental Analysis of Behavior, 37(1), 149–155. https://doi.org/10.1901/jeab.1982.37-149 Michael, J. (1993). Establishing operations. The Behavior Analyst, 16(2), 191–206. https://doi.org/10.1007/BF03392623 Premack, D. (1959). Toward empirical behavior laws: I. Positive reinforcement. Psychological Review, 66(4), 219–233. https://doi.org/10.1037/h0040891  

One of the greatest needs in the church is to re-establish unity among the people by walking in forgiveness & genuine love. When we harbor unforgivness, resentment, bitterness, and pride within us then Satan is able to destroy the effectiveness of the corporate body. Join Melissa in looking at how we can lay down the conflicts of the past to bring healing and forgiveness into your church that will build a stronger unity and love for each other as we work together for the glory of God!

What is a Quality Unit and how do Quality Assurance and Quality Control fit within it?In this episode, I explain the practical differences between the Quality Unit, QA, and QC across pharmaceutical, medical-device, and combination-product companies. We'll look at the Quality Unit's major responsibilities, why QA is generally system- and process-focused, why QC is generally testing- and product-focused, and why the organizational structure varies between companies.CHAPTERS00:00 What is a Quality Unit? 01:18 The Quality Unit as the umbrella function 01:55 Three major Quality Unit responsibilities 03:08 What functions may sit within Quality 04:08 Establishing, operating, and releasing 04:37 Quality Assurance vs. Quality Control 05:38 Common QA responsibilities 06:16 Common QC responsibilities 06:53 Why pharma and device companies look different 07:32 Drug vs. device terminology 08:06 How QC supports product release 08:26 Final QA vs. QC summary KEY TAKEAWAYS• The Quality Unit provides overall quality oversight. • QA primarily focuses on systems and processes. • QC primarily focuses on inspection, measurement, and testing. • QC testing provides essential evidence supporting product disposition. • Exact responsibilities and reporting structures vary by company and industry.How are QA and QC organized at your company? Share your experience in the comments.#QualityAssurance #QualityControl #QualityUnit #Pharma #MedicalDevices #qualitymanagement Subhi Saadeh is a quality professional, consultant, auditor, and trainer who specializes in drug-device combination products, medical devices, pharmaceutical quality systems, supplier quality, and lifecycle management.Through Let's Combinate, he helps pharmaceutical and medical device teams bridge the gap between drug and device quality, regulatory expectations, and practical execution.Learn more about Let's Combinate:https://www.letscombinate.comSchedule an introductory call:https://calendly.com/letscombinate/let-s-combinate-intro-sessionConnect with Subhi on LinkedIn:https://www.linkedin.com/in/subhi-saadeh-1169aa21Listen to Let's Combinate on Apple Podcasts:https://podcasts.apple.com/us/podcast/lets-combinate-drugs-devices/id1589285792Listen on Spotify:https://open.spotify.com/show/71wYadhCrfLsdYTVachpD2

PSR Podcast is a listener supported outreach of Be Broken Ministries. Partner with us through giving at BeBroken.org/donate. Thank you for your support!----------In this episode, I sit down with Troy Snyder, a colleague and counseling expert from Restoration Counseling of Atlanta, to explore early couple recovery after sexual betrayal. Troy breaks down what those first six months after discovery really look like, emphasizing stability and safety over quick fixes. We dig into the concept of "reality abuse," the critical role of humility for the betraying spouse, and why individual healing must work in harmony with relational work. Troy also shares practical boundary-setting strategies and reminds couples that restoration is possible — it's simply a long, faithful journey worth taking.To learn more about Troy and his resources, visit RestorationCounselingATL.com and RedeemingLife.net.Topics Covered in this Episode:Early couple recovery following sexual betrayal in marriage.The concept of "reality abuse" and its impact on shared reality.The necessity of individual work for both partners in the recovery process.The importance of humility, patience, and long-term commitment from the betraying partner.Establishing and respecting healthy boundaries to ensure safety for the betrayed spouse.The significance of creating stability and safety in the early recovery phase.The role of professional support and community in the recovery journey.The process of honesty and full disclosure as foundational for rebuilding trust.The need for couples to avoid rushing into relational work before individual healing.The long-term vision for recovery and the importance of perseverance and hope.More Resources:Restoration Counseling of AtlantaGateway to Freedom 3-Day Intensive for MenOnline Care Groups for Wives (betrayal trauma healing)Related Podcasts:Early Recovery Couples Empathy ModelThe Three Phases of Couples RecoveryHelping Couples Walk the Path of Restoration After Sexual Betrayal----------Please rate and review our podcast: Apple and SpotifyFollow us on our Vimeo Channel.

If you're a woman leader looking to grow your career, build executive presence, increase your visibility at work, or develop your leadership skills, this episode is for you. I'm sharing four strategies my executive coaching clients are using right now to create career opportunities, establish thought leadership, strengthen their personal brand, and advance their careers—even in today's challenging environment. It's easy to find things that AREN'T working right now. And, to be fair, a lot of things truly are not working right now. However, navigating the world with a "nothing is working, why bother trying" attitude is going to harm you far more than help you. One of my most important jobs with my executive coaching clients is to help them determine and tap into what IS working. Right now, a number of my clients are exploring big questions like, "How do you find your power when it's easy to find evidence that power is systematically being taken away at every turn?" and "How do you maintain hope when you have so much evidence that people are deeply struggling right now?" As they dig into these questions, my clients are taking action and seeing results! In a sea of “everything is horrible and broken” voices, here are a few things my clients are doing that ARE working: Thinking and strategizing at a level above their current title Investing in their learning and growth for their long-term career trajectory Establishing their voice and expertise Creating visibility opportunities outside their current roles and teams You're not wrong that it's TOUGH out there right now. And… you still have the power to be seen, create opportunities, and open doors for yourself. In this episode, I'll share what's actually working, the real-life results my clients are getting, and what you can do today to feel a stronger sense of power and hope.  Links Mentioned: Early Bird Enrollment is open for my Aligned Leadership Incubator! Save $500 if you apply by July 31st: saradean.com/aligned Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

https://teachhoops.com/ If you step into the youth sports landscape today, you will find a massive amount of stress, anxiety, and operational friction originating entirely from the sideline. Many youth and high school coaches spend their nights completely exhausted, answering long, emotionally charged emails from parents questioning playing time, auditing rotational layouts, and debating tactical systems. We treat these adult conflicts reactively—waiting for a blow-up in the lobby after a tough weekend tournament loss before we finally scramble to address the friction. But when you step into the "Truth Room," you realize that a defensive, reactive posture with parents is a massive operational leak. True program builders don't hide from parents; they proactively establish an unyielding Standard of Tolerance before a single sneaker squeaks on the hardwood. In this episode, we unpack the transformative blueprint of The Youth Parent Interview. We discuss why running a mandatory, structured intake session with parents before the calendar begins is the ultimate tool to protect your program's shield. Discover how to balance personal care with upfront candor to align expectations, eliminate entitlement leaks, and ensure the adults in your ecosystem are supporting your player-led championship standard. To ensure that the sideline remains an asset to your culture rather than a source of toxic friction, you must put every family through a structured intake framework. The parent interview is not a casual chat; it is an organizational filter designed to establish three clear boundaries: The Blueprint: Use the interview to clearly define your program's transformational "Why." Explain to the parents that the hardwood is a high-friction laboratory designed to forge long-term Resilience Equity and character armor. Shifting their focus away from trailing metrics—like individual stat sheets or weekend tournament trophies—and anchoring them to their child's independent Decision IQ and Next Play Speed completely reframes how they view the season. The Blueprint: Lay down an uncompromised line regarding conflict management. You mandate a strict 24-Hour Rule: zero coaching conversations occur on game day, in the parking lot, or through the exhaust of a emotional loss. Furthermore, establish the protocol that if a player has a question about their role or developmental path, the player must step up, Own The Room, and initiate a socratic conversation with the coaching staff directly before the parents ever enter the equation. This moves the ecosystem out of coach-fed entitlement and into player-led maturity. The Blueprint: Introduce the parents to how your staff handles the gym. Explain the roles of your assistant coaches—how The Organizer polices the practice clock to maximize Activity Density, and how The Antagonist aggressively demands high-hands precision and mental toughness. When parents understand that tough, direct coaching in practice is a calculated act of belief designed to maximize the team's Effective Field Goal Percentage ($eFG%$), they stop misinterpreting competitive friction as personal criticism. Coach's Note: "Delayed candor with adults always increases the cost. If you don't have the courage to look a youth parent in the eye in July and tell them exactly how your program is run, what you tolerate, and how roles are earned, you have zero right to complain when they turn your sideline into a circus in January. True leadership means caring enough to set clear boundaries upfront. Protect your gym, align your adults, and build an environment where the kids can actually grow without the noise." Title Ideas: How to Run a Youth Basketball Parent Interview (The Culture Shield Blueprint) Stop Dealing With Angry Parents! How to Set Proactive Boundaries The Ultimate Pre-Season Parent Guide for Youth Basketball Coaches Why Elite Program Builders Interview Their Players' Parents Early Primary Keywords: Youth basketball parent interview, managing basketball parents culture, TeachHoops, Coach Collins, basketball program boundaries, high school basketball team culture, coach parent communication workflows. Secondary Keywords: Standard of tolerance, next play speed resilience, own the room vocabulary, active density practice scripts, Types of Coaches (3).pdf, effective field goal percentage focus, player-led team autonomy, 24-hour rule sports. Description Snippet: "Are you completely worn out by sideline drama, critical parent emails, and constant friction over playing time? In this podcast episode, Coach Collins breaks down the definitive organizational framework for running a proactive Youth Parent Interview. Discover how setting unyielding communication boundaries, managing expectations upfront, and aligning the adults with your transformational culture can save your season and protect your gym." Suggested Tags: #BasketballCoaching #TeachHoops #CoachCollins #ParentManagement #YouthSports #TeamCulture #SportsLeadership #HighSchoolBasketball #CoachingTips Are you utilizing this proactive interview framework to structure your upcoming mid-summer intake sessions for a new youth club organization you are launching this July, or are you looking to refine your varsity program's existing pre-season parent presentation to better protect your staff's standard of tolerance from sideline noise this winter? Show NotesThe Pre-Season Alignment Filter[THE PARENT INTERVIEW] │ ├─► Pillar 1: The 24-Hour Cool-Down Boundary (No Game-Night Confrontations) ├─► Pillar 2: The Transformational "Why" (Focus on Roster Growth over Stats) └─► Pillar 3: The Truth Room Protocol (Playing Time Conversations with the Player) 1. Defining the Transformational Pathway2. Establishing the Communication Protocols3. Aligning the Lenses on DevelopmentThe Structural Shift: Reactive Firefighting vs. Proactive IntakeRelational VariableThe Reactive Firefighter (Level 2 Leak)The Masterclass Proactive Leader (Level 4)Expectation SetupVague pre-season email; hoping everyone behavesMandatory 1-on-1 or small-group intake interviewsConflict ManagementDefensive parking-lot arguments after a tough lossEnforced 24-hour cool-down boundary and formal protocolsPlaying Time DialogueCoach fields angry late-night calls from parentsSocratic, player-led meetings driven by the athlete's tapeSideline EnergyAnxious, loud, and critical of officiating whistlesAligned, supportive, and anchored in Next Play SpeedYouTube SEO Strategy Learn more about your ad choices. Visit podcastchoices.com/adchoices

Weber State Football head coach Eric Kjar

REPLAY!On today's episode of Architectette we feature Dr. Tami Hausman. Tami is the founder and president of Hausman LLC which is an agency that helps architecture and design professionals amplify their influence inside and outside of AEC industries. In addition to her role as president, she is a media specialist, expert communicator, art historian, and design aficionado. Her international roster of clients includes architects, engineers, construction firms, expeditors, interiors firms, real estate developers, project management firms, construction cost consultants, artists, and non-profit organizations.We talk about: - Transitioning from Semiotics-French to marketing for architecture firms- Establishing her firm, winning her first clients, and learning how to run a business- A special segment called 'Doctor in the Haus' where Tami advises on common AEC public relation questions including:a. How do I network?b. Does my firm really need to invest in PR?c. How do I reach my target audience? What message do I share?d. Do awards matter?e. What publications have the most impact?f. How to avoid being left out of marketing efforts by collaborators?g. What is too much content?h. Why does a firm need a marketing strategy?- We end by talking about rising trends in the AEC industry and what Tami wishes AEC firms knew about communications and marketing >>>Connect with Tami: ⁠https://www.linkedin.com/in/tamihausman⁠Hausman LLC Website: ⁠http://www.hausmanllc.com/⁠Connect with Hausman LLC on Instagram: ⁠https://www.instagram.com/HausmanLLC/⁠ & LinkedIn: ⁠https://www.linkedin.com/company/hausman-llc/⁠>>>Connect with Architectette:- Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.architectette.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ (Learn more)- Instagram:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ @architectette⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ (See more)- Newsletter:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.architectette.com/newsletter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ (Behind the Scenes Content)- LinkedIn:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Architectette Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Page and/or⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Caitlin Brady⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠>>>Support Architectette by leaving us a rating and review!>>>Music by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ AlexGrohl⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ from ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Pixabay⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Identity: Establishing Biblical Foundations Justin Barlahan Download

We had a guest walk in with gooey butter bars, so you already know it was a good night. Deacon Michael Halbrook is back, his fourth trip to Tulsa (one more and Dave's putting him in a green jacket), and Lady Pamela's baking came with him. Adam's oldest, Luke, was in studio too, which almost never happens, because mom was away and there were no rules. Luke's been out most nights hunting the raccoon that's been picking off the family chickens. No kill yet. But he knows what he's after now, and that's half the hunt.This week's pour was fitting: Hazel Baker Kentucky Straight Bourbon, six years old, bottled-in-bond at 100 proof, family owned out of Louisville. It came from a barrel the dads at Father McGivney Catholic High School picked out in Kentucky. Full strength, real caramel, nothing watered down.-------------------------------This episode is brought to you by the Amen app from the Augustine Institute, the free app Adam's family uses to pray the Sunday readings on the way to Mass. No paywall, no subscription trap, just Scripture, prayer, and audiobooks like Divine Mercy in My Soul and True Devotion. And by Select International Tours, the group Adam and Dave trust for pilgrimages. Whether you want to lead one or join one, that's who you call.-------------------------------Then it got serious. Michael spent 18 years in corporate tech and walked away from it to build something for the Church. Not on a whim. He built it nights and weekends for years while the paycheck was still coming, took the business plan to his wife and sons like a board of directors, and only leapt when the runway made sense. But the moment that broke him open happened kneeling in the back pew before Mass. He asked our Lord for the certainty he could keep providing for his family, and he heard back, unmistakably: You've never been the one who provided. I've always been the one who provided.That's the whole episode in one line.Bishop Paprocki gave him the order of operations: pray for clarity first, then courage. Most men flip it and go charging into the dark. Michael talks through the discipline of saying no to good things so you can say yes to the right one, and then walks us through what he built, the &Altar app from Domus Formation. One reading, five minutes, a launch pad for your holy hour instead of a replacement for it. Pray, fast, give. A track for every season of life: the man, the woman, the family, the teen, the young adult, the elder.The back half is fatherhood. Michael's second son, Matthew, is at Air Force basic training right now (pray for him), and Michael's living the Establish pillar in real time. Protect and Provide, most of us understand. Establishing a son (raising him to walk on his own, then actually letting him go) is the hard one. They get into the father wound, the men who never had an example to copy, and the way out: be a good husband first and the father will follow. Because the office of father never ends, and neither do your prayers for your kids.Raise your glass.Topics covered in this episode:Deacon Michael Halbrook's fourth visit, Lady Pamela's gooey butter bars, and Luke's ongoing raccoon huntHazel Baker Kentucky Straight Bourbon, a bottled-in-bond barrel pick from Father McGivney Catholic High SchoolLeaving 18 years in corporate tech to build a ministry, without doing it recklesslyBuilding the thing on nights and weekends while the secure paycheck was still comingTaking the business plan to your wife and kids and making them the boardThe back-pew moment: "You've never been the one who provided. I've always been the one who provided."Bishop Paprocki's rule: pray for clarity first, courage second, and why men flip the orderWhy success is more about saying no than saying yes, and the hundred failures you never see behind the one winCharlie Kirk's seven things and the discipline of a short listWhat the &Altar app actually is: five minutes to seed a holy hour, not to replace itPray, fast, give, and tracks for the man, woman, family, teen, young adult, and elderLiturgical living: letting the Mass form the home instead of the other way aroundMatthew at Air Force basic training and learning to let a son goProtect, Provide, and the hard third pillar: EstablishThe father wound, and the men trying to be good dads with no example to copyBe a good husband first, and the father will followWhy the office of fatherhood, and your prayers for your children, never expireReferenced in this episode:Deacon Michael Halbrook: permanent deacon, Diocese of Springfield in Illinois; founder of Domus FormationDomus Formation: https://wearedomus.com/&Altar app: https://andaltar.wearedomus.com/Bishop Thomas Paprocki, Diocese of Springfield in IllinoisBishop David Konderla, Diocese of Tulsa ("two moments in a Catholic's life: at Mass, and getting back to Mass")Hazel Baker Kentucky Straight Bourbon: bottled-in-bond, Louisville, KYFather McGivney Catholic High School barrel selection programCharlie Kirk, on the discipline of focusing on a short listMaria von Trapp, early writer on liturgical livingAmen app (Augustine Institute): Divine Mercy in My Soul by St. Maria Faustina; True Devotion to Mary by St. Louis de Montfort

This one came straight out of the DMs. Aaron gets messages from people who are interested in coaching and they usually lay out everything they have been doing and everything they have tried. The same handful of problems keep showing up over and over again, so instead of answering them one at a time, this episode is the full breakdown.The whole thing is built around three buckets. Poor metrics, where the plateau only exists in perception because there was never a baseline, a rate of loss target, or any real objectivity built into the approach in the first place. False plateaus, where the deficit is actually intact but something is muddying the water and making it look like nothing is happening. And true plateaus, where the deficit on paper simply does not match the deficit in reality.If you are coaching yourself through a fat loss phase, this is the episode to have open when the scale stops moving and you are trying to figure out whether to change something or hold the line. Bryan spent a good portion of this one saying he had nothing to add, which is probably the best endorsement it could get. Before that, Bryan talks about the ten day family road trip through the canyons that has him off the mic for the next couple of weeks, and Aaron recaps the boys training trip he put together in Dallas.Covered in this episodeWhy an emotional goal like fat loss needs objective metrics to save you from yourselfEstablishing an actual baseline before you start, and why "intuitive eating" is not a planThe problem with subjective labels like eating healthy or eating goodDaily weigh-ins as data points, not verdicts, and how to use weekly and seven day moving averagesWeighing under identical conditions so you stop importing noise into your own metricsWhy the mirror is a terrible short term progress toolSetting a target rate of loss, 0.5% to 1% of body mass per week, and reverse engineering the timeline from thereWhy the first week whoosh on low carb is gut contents, glycogen, and water, not fatWater retention and inflammation from hard training, travel, poor sleep, sickness, and menstrual cyclesFat loss is not linear, and what a huge week usually means for the week after itThe gut check question: have my actions actually changed, or am I still running it by the book?Getting leaner makes you more sensitive to stress, sleep, and digestionRecomping as an explanation, and why you probably should not hold your breath on itToo much flexibility and macro Tetris, and why more opportunities equal more errorsWhen to suspect user error versus when to actually go get labsOverconfidence from early success and why the corners you cut early stop working laterInversion of control, or too many meals sourced by hands that are not your ownUntracked sauces, oils, bites, tastes, the mom tax, and the zero calorie spray technicalityAlcohol as its own macronutrient and the weekend pattern robbing weekday progressNEAT quietly dropping the longer you diet, with an important caveat on improving healthMetabolic adaptation, why it is real but often overblown, and Pontzer's constrained energy modelBody temperature after meals as a real time readout of energy availabilitySleep as the unsung hero of fat loss and the one natural cheat code that actually existsBuilding in non-progress weeks proactively because life is going to happenAccepting that rigidity has to increase as your ambition increasesTimestamps00:00:00 - Intro: Is Your Fat Loss Stalled? Then Do These00:00:55 - Updates: Bryan's road trip and Aaron's Dallas training trip00:06:25 - Bucket one: poor metrics00:07:25 - Establishing an actual baseline00:10:15 - Weekly averages and seven day moving averages00:13:40 - Setting a target rate of loss: 0.5% to 1% per week00:16:45 - Setting realistic goals and running the math00:19:40 - Bucket two: false plateaus00:22:45 - Fat loss is not linear00:26:20 - Too much flexibility and macro Tetris00:31:00 - Inversion of control00:32:15 - Bucket three: true plateaus00:36:20 - NEAT dropping the longer you diet00:38:00 - Metabolic adaptation: real but often overblown00:41:20 - Sleep is the unsung hero of fat loss00:43:30 - Take homes and building in non-progress weeks Training hard, but don't look like it? Aaron closes that gap ⬇️https://coach.strakernutritionco.com/applicationDone For You Client Check-In System for Coaches ⬇️https://strakernutritionco.com/macronutrient-reporting-check-in-template/Paragon Training Methods Programming ⬇️https://paragontrainingmethods.comFollow Bryan's Evolved Training Systems Programming ⬇️https://evolvedtrainingsystems.comFind Us on Social Media  ⬇️IG | @Eat.Train.ProsperIG | @bryanboorsteinIG | @aaron_strakerYT | EAT TRAIN PROSPER PODCAST

Summary:What happens when great ideas never make it to execution? Aaron and Taryn break down how the right communication systems can keep visionaries and their teams aligned, reduce frustration, and turn ideas into action. Grab the free communication roadmap here and stop losing ideas in the shuffle. Minute-by-Minute: 00:13 Introduction and Communication Challenges 02:55 Visionary and Team Dynamics 05:11 Establishing a Cadence of Communication 08:04 Tools for Effective Communication 10:36 Leveraging Technology for Communication 13:08 Final Thoughts and Best Practices

In this episode of The Robertson + Easterling Podcast, attorneys Craig Robertson and Matt Easterling discuss paternity and filiation, two critical concepts that establish the legal relationship between a father and child under Mississippi law. With more than half of Mississippi children now born to unmarried parents, understanding how paternity is established has never been more important. Craig and Matt explain the legal process of filiation, the rights and responsibilities it creates, and its impact on child support, custody, visitation, inheritance, and parental decision-making. They also address common misconceptions about biological versus legal fatherhood and provide practical guidance for parents navigating these issues. Whether you're a mother seeking support, a father wanting to protect your parental rights, or simply interested in family law, this episode offers valuable insight into one of the most important legal foundations of parenthood. 

Few things reveal the strength of a couple's unity quite like money. Financial decisions touch nearly every part of married life—from daily spending and long-term planning to generosity, security, and the future. But money does not have to remain a source of tension. When couples approach their finances with transparency, shared purpose, and a biblical understanding of stewardship, money can become a tool that strengthens their marriage and supports what God has called them to do together. Dr. Art Rainer, founder of Christian Money Solutions and the Institute for Christian Financial Health, as well as the author of The Rich Couple: 30 Days of Following God's Design for a Financially Healthy Marriage, joins the show today to share that a “rich couple” has little to do with the size of a bank account. Instead, it means becoming rich in contentment, purpose, unity, and generosity. Redefining What It Means to Be Rich Our culture often defines a rich couple as one with a high income, an impressive home, or a large investment portfolio. But financial wealth can disappear, and continually chasing more often produces comparison rather than contentment. A truly rich couple recognizes that everything they have belongs to God. They understand that they are stewards—not owners—of the resources He has entrusted to them. That conviction changes the purpose of money. Instead of asking only, “How can we accumulate more?” couples can begin asking: How can we faithfully manage what God has provided? How can our finances reflect our shared values? How can we use what we have to serve others? What does contentment look like in this season? When contentment is rooted in Christ and financial decisions are guided by God's purposes, couples can experience a kind of richness that circumstances cannot easily take away. Moving From “Mine” and “Yours” to “Ours” Genesis 2:24 describes marriage as two people becoming one flesh. That oneness includes more than physical or emotional intimacy. It also shapes how couples view their possessions, income, debt, goals, and generosity. Marriage is a covenant, not merely a contract. Rather than guarding separate financial territories, a husband and wife can learn to approach money as teammates. Practically, this requires complete financial transparency. Both spouses should understand what the household earns, owes, owns, spends, saves, and gives. For many couples, this may involve shared accounts and passwords. For others, the account structure may differ, but openness and mutual accountability should remain nonnegotiable. Even language can reinforce unity. Saying “our income,” “our debt,” and “our generosity” reminds both spouses that they are working toward a shared future. A brief monthly financial meeting can also help. Couples can review their progress, discuss upcoming expenses, and make important decisions together. Establishing a spending threshold—an amount neither spouse spends without first consulting the other—can reduce surprises and build trust. Unity rarely happens accidentally. It grows through intentional habits. Remember That Marriage Is a Team Sport Your spouse should be your closest financial teammate. That does not mean you will always agree. Different personalities, experiences, and priorities will inevitably create tension. The goal is not to eliminate every disagreement but to remain committed to reaching decisions together. Couples should be able to discuss differences honestly in private while presenting a united front to outside voices. Advice from parents, friends, or children may be well-intentioned, but those voices should not undermine the marriage. A healthy response to an outside suggestion might simply be, “Thank you. We'll discuss it together and let you know.” That protects the couple's unity and reassures each spouse that decisions will not be reversed or weakened by someone else's opinion. Share Your Money Stories Many financial disagreements are not really about the transaction in front of you. They are rooted in earlier experiences. Perhaps one spouse grew up in a home where money was scarce and now feels anxious without a substantial emergency fund. The other may have grown up in a financially comfortable home and feel little concern about spending. One may naturally save, while the other prefers to spend, invest, or avoid financial decisions altogether. Sharing these stories can replace frustration with empathy. Instead of asking, “Why are you like this?” a spouse may begin to say, “Now I understand why this decision feels so important to you.” Consider asking each other: What is your earliest memory involving money? Discuss how that experience may still influence your attitudes toward spending, debt, saving, generosity, or risk. Listen without interrupting or trying to correct one another. Understanding your spouse's story does not mean every financial habit should remain unchanged. It does, however, create a more compassionate starting point for change. Address the Four Financial Dividers Four common problems can weaken financial unity in marriage: poor communication, selfishness, distrust, and unrealistic expectations. Poor communication can be addressed through regular conversations. Even a weekly 10-minute check-in can prevent small concerns from becoming major conflicts. Selfishness begins to fade when couples stop thinking primarily in terms of “my money” and start celebrating each other's progress. Distrust must be confronted with honesty. Hidden purchases, secret accounts, concealed debt, or missing information will erode intimacy. Financial transparency brings those issues into the light. Unrealistic expectations can be replaced with a shared plan. A realistic budget will not allow every desire to happen immediately, but it can help couples prioritize what matters most. Talk early, tell the truth, and pray often. Start With Your Hearts, Not the Budget When a marriage feels financially divided, opening a spreadsheet may not be the best first step. Begin with prayer. Ask God to help you become one, grow in contentment, understand each other, and steward His resources faithfully. Then spend a few minutes sharing your experiences and concerns without interrupting or judging one another. Finally, choose one small act of unity. You might schedule your first weekly money conversation, disclose an overlooked expense, agree on a giving goal, or deposit a small amount into a joint savings fund. One step will not resolve every financial disagreement. But small acts of faithfulness can create lasting momentum. A rich marriage is not defined by how much a couple possesses. It is marked by two people learning to trust God, care for one another, and manage His resources with unity and purpose. On Today's Program, Rob Answers Listener Questions: I'm retired and have a small IRA and some savings at Schwab. I also expect to inherit assets from an older family member. Since I won't need my IRA for living expenses, is there any advantage to keeping it? I'm struggling with $8,900 in credit card debt at a 23.49% APR and can't afford to pay it off right now. I've contacted my credit card company about hardship options and have looked into consolidation and personal loans, but I'm unsure what's best. Given my situation, what's the wisest way to tackle this debt? Resources Mentioned: Faithful Steward: FaithFi's Quarterly Magazine (Become a FaithFi Partner) The Rich Couple: 30 Days of Following God's Design for a Financially Healthy Marriage by Dr. Art Rainer The Money Challenge: 30 Days of Discovering God's Design For You and Your Money by Dr. Art Rainer Christian Money Solutions  Institute for Christian Financial Health Christian Credit Counselors Our Ultimate Treasure: A 21-Day Journey to Faithful Stewardship by Rob West Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money Look At The Sparrows: A 21-Day Devotional on Financial Fear and Anxiety Rich Toward God: A Study on the Parable of the Rich Fool Find a Certified Kingdom Advisor® (CKA) FaithFi App Remember, you can call in to ask your questions every weekday at (800) 525-7000. Faith & Finance is also available on Moody Radio Network and American Family Radio. You can also visit FaithFi.com to connect with our online community and partner with us as we help more people live as faithful stewards of God's resources. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

When it comes to horsemanship, connection is key. Establishing that initial connection with your horse is what opens the door to creating trust, confidence, and control—especially at faster speeds. Tune into this episode as I break down the differences between physical manipulation and mental connection and share how to get that essential connection established with your horse.

I've been a fan of little luna's music for years, and after this pod, I'm a fan of her process, informed by her background as a yoga instructor and in guided meditation.It's easy to get swept up in all of the tasks behind releasing a song: the album art, recording, mix, master, marketing, etc. But little luna reminds us to take a breath, center the practice, and enjoy the ride.For 30% off your first year of DistroKid to share your music with the world click ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠DistroKid.com/vip/lovemusicmore⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

1. 29 countries sign agreement on establishing World AI Cooperation Organization 2. Hong Kong's visitor arrivals up 13 pct in H1 3. China's wild Asian elephant population nears 400: report

"Jesus is Establishing Something New"A message preached by Pastor Mike Henry at Royal View Baptist Church.Worship Guitar - 100 Beautiful Hymns - Instrumental - Peaceful Gospel Music --- Used by the permission of the artist Josh Snodgrass.

Doug Messier and Rick Fisher explore the lack of cooperation between the US and China, viewing the solar system as a ground for ideological competition. Establishing permanent lunar bases requires major engineering feats, including nuclear power plants and rovers. China views the moon as a stepping stone for Mars. (8)

SCHEDULE JOHN BATCHELOR SHOW, 7-16-261948Anatol Lieven discusses the reinforcement of Ukraine following NATO meetings, highlighting German drone supplies and the symbolic value of US Patriot systems. While Baltic states fear imminent Russian provocations, Lieven argues Russia's army is currently too "bogged down" in Ukraine to risk a direct war with NATO. (1)Anatol Lieven analyzes the potential premiership of Mr. Burnham as he navigates pressures within the Labour Party. The discussion covers challenges like electoral reform, the rise of the Reform Party, and scandals. Burnham may avoid an immediate election to protect Labour's majority while opposition support fluctuates. (2)Caleb Weiss explains the complex counterterrorism landscape in the Horn of Africa, where al-Shabaab and ISISoperate. He details how the semi-autonomous Puntland region is rejecting Mogadishu's authority. US policy faces significant hurdles as funding for African Union missions reaches a critical crossroads. (3)Caleb Weiss reports on the failure of the 2022–2023 clan militia offensive, which allowed al-Shabaab to recapture lost territory. President Hassan Sheikh Mohamud faces a legitimacy crisis and constitutional conflict. Meanwhile, the UAEand Turkey conduct non-transparent drone strikes against various extremist targets in the north. (4)Simon Constable reports on extreme European temperatures and their impact on energy, noting major spikes in EU natural gas prices. He tracks shifting costs for wheat, corn, and copper. Additionally, he notes how Ukrainian drone strikes on Russian fertilizer plants could further disrupt global agriculture. (5)Simon Constable presents a quiz on longevity, revealing that the average US life expectancy has reached 79 years. Hawaii boasts the highest expectancy, while West Virginia remains the lowest. Globally, Monaco, San Marino, and Hong Kong lead in longevity according to United Nations data. (6)Doug Messier and Rick Fisher discuss China's planned 2027 circumlunar mission as a precursor to a lunar landing before 2030. This "Moon Race 2.0" challenges American prestige. While NASA aims for the South Pole by 2028, China and Russia plan an international research station to extract lunar resources. (7)Doug Messier and Rick Fisher explore the lack of cooperation between the US and China, viewing the solar system as a ground for ideological competition. Establishing permanent lunar bases requires major engineering feats, including nuclear power plants and rovers. China views the moon as a stepping stone for Mars. (8)Alan Mikhail discusses his book Newcomers, focusing on Anthony Jansen, known as "the Turk." Mikhail uses historical records to debunk the 150-year-old hypothesis that Anthony was the son of a Dutch pirate who converted to Islam, instead tracing his origins back to 17th-century Spain. (9)Alan Mikhail details the background of Anthony's wife, Grietje, a German migrant who worked as a barmaid or sex worker in Amsterdam. He explains the "soul seller" system used by maritime companies to recruit laborers. The couple married in 1629 and eventually sailed for New Amsterdam. (10)Alan Mikhail describes how the couple settled in Manhattan as ambitious farmers but faced friction with neighbors who used "the Turk" as a xenophobic insult. Their contentious behavior led to their banishment to Gravesend, Long Island. Mikhail highlights the clash between Dutch property rights and indigenous use-rights. (11)Alan Mikhail describes the "half-freedom" status given to some enslaved Africans, a system that cruelly ensured generational slavery. He also details the brutal violence of "Kieft's War" against Native Americans. Despite these conflicts and their exile, Anthony and Grietje prospered on their Long Island farm. (12)Veronique de Rugy warns that Social Security faces a 2032 deadline when trust fund assets will be depleted. Without reform, benefits could be cut by 22%. She advocates for means-testing to preserve benefits for those who truly need them, criticizing the current political silence on the issue. (13)Mary Anastasia O'Grady marks the fifth anniversary of Cuba's July 11 protests, noting the regime's ongoing brutal repression and imprisonment of political dissidents. She criticizes the United Nations for supporting the Cuban regime's narrative against US sanctions while ignoring the human rights atrocities on the island. (14)Thomas Savidge explains how the 2020–2021 pandemic strained state unemployment insurance systems. While 31 states were solvent before the crisis, many struggled with improper payments and fraud due to relaxed federal eligibility requirements. Some states fared better by taking the initiative to end bonus programs early. (15)Thomas Savidge proposes "Universal Savings Accounts" (USA) to replace complex government-managed savings vehicles. These accounts would grant individuals full ownership of their funds for unemployment or retirement. This reform aims to reduce fraud and address the long-term fiscal instability associated with the national "debt bomb." (16)Tail numbers (1)–(16), all standing corrections applied.48

There are six elementary principles that form the foundation of our faith, called the Doctrine of Christ, upon which every believer is meant to build their life.In Episode 9 of "Born Again, What Now?", Duane Sheriff reveals why so many believers struggle to grow spiritually. Although they have genuinely been born again, many have never been grounded in the foundational truths that produce a strong, stable faith. Hebrews 5 and 6 show that spiritual maturity is not automatic. Believers either grow forward or drift backward, depending on whether they continue in God's Word and learn to discern good from evil.The first of these foundational doctrines is repentance from dead works. Dead works include both legalistic efforts to earn God's favor and sinful behaviors that contradict our new identity in Christ. True repentance is not about trying to earn God's forgiveness but about renewing our minds, turning from dead works, and living in agreement with who we already are in Christ. Establishing these foundational truths enables believers to grow from spiritual infancy to maturity and remain steadfast in their faith.

Australia's moving to protect local content, as it pushes through on mandatory AI standards. Prime Minister Anthony Albanese has promised to pass legislation by early next year. The protective controls will include barring AI companies using Australian books, music, art or news to build or train AI without the creator's consent and control. Gorilla Technology CEO, Paul Spain, says he thinks music will be a particular focus. "What they're probably not going to tolerate is music that is too obvious as a rip-off of Australian music, and we would see that across a whole range of areas." LISTEN ABOVESee omnystudio.com/listener for privacy information.

Bridget Toomey — Saudi Arabia struck Sanaa airport to prevent Iran from establishing direct flights to Houthi-controlled territory; the Houthis have vowed retaliation, potentially targeting Saudi oil infrastructure or airports with drones and missiles, though they have avoided attacking U.S. vessels to prevent renewed air campaigns. (9)

America turns 250 and the Trump Administration is celebrating by rewriting the past and the present. Alison, Liz, and Rebecca discuss how the administration hijacked the nation's planned bipartisan 250th anniversary celebration and turned it into a tax-payer funded Christian nationalist prayer revival. Then they dig into the report issued by the "Taskforce to Eradicate Anti-Christian Bias," one of several task forces created by the administration to manufacture a "Christian persecution" narrative in order to privilege conservative Christianity under the law.    Show Notes The report on "Biden Admin Weaponization of the FACE Act" (Freedom of Access to Clinic Entrances) Just Security - "Separating Fact from Fiction in FACE Act Enforcement" National Women's Law Center: "The President's Slush Fund: A Gift to the Anti-Abortion Movement and a Blow to Our Democracy" Federal Register: Establishment of the Religious Liberty Commission    "Anti-Christian bias taskforce report" April 30, 2026  Executive Order 14291- Establishing the Religious Liberty Commission   Cases Americans United for Separation of Church and State v. U.S. Dept. of State Americans United for Separation of Church and State v. U.S. Dept. of Veterans Affairs Interfaith Alliance v. Trump   Check us out on YouTube, Instagram, Facebook, Bluesky, and X. Our website, we-dissent.org, has more information as well as episode transcripts.

Ole Sarah needs a win, and by GOD she is going to get one. Or else she is making that everyone else's problem. In this episode, we hash out the rules for the contest that will finally tear us apart: Who Can Read More Books This Year. First half of the episode, we litigate exactly that that means. Second half of the episode? Establishing the stakes. Come 2027, this house might have a soft serve machine or PS5, but it will DEFINITELY have a homemade garden statue of one of us with the word "WINNER" underneath. Support the show

Establishing Priorities        Principle 16 – Matthew 6:25-34   To avoid anxiety, we should consistently put God first in all that we do—including the way we view and use our material possessions.       NEW! - Let us know what you think of the program! Support the show

Unlock the secrets to creating memorable hospitality experiences, building community, and managing a successful bar business, straight from industry innovator Erick Castro.Erick emphasizes the importance of community-building, authentic guest interactions, and strategic business practices. His insights into managing social media, product formulation, and staff development offer invaluable lessons for industry professionals aiming to innovate and sustain success in hospitality.In this episode:Erick's journey from college bartending to hospitality entrepreneurshipThe importance of infrastructure and systems in high-volume operationsHow social media creates brand identity and community engagementStrategies for team empowerment and reducing turnoverInnovative approaches to menu design and cost managementThe role of awards and recognition versus real business metricsBuilding neighborhood loyalty through inclusive tacticsThe power of social listening and authentic customer experienceManaging the complexities of inventory and vendor relationshipsAdvice for bartenders looking to transition into ownershipTimestamps:00:00 - Erick Castro's background and career evolution02:04 - The impact of fresh juice and high-volume cocktail systems05:19 - Managing diverse career pursuits and team growth08:05 - Building a memorable brand through social media12:26 - Training staff with purpose and empowering growth16:01 - Embracing experimentation and creative freedom in cocktails20:33 - Overcoming slow committee approvals for events25:54 - Connecting with the community and creating social equity32:11 - Establishing a hospitality brand online and offline36:56 - The importance of neighborhood loyalty and trust42:37 - The influence of TikTok and social media on youth engagement45:49 - Debunking awards versus real profitability53:46 - Cost management and inventory strategies62:49 - The significance of infrastructure during busy times70:12 - Meeting clientele where they are with affordability73:44 - Developing signature products like cacao liqueur77:15 - The value of authentic guest experiences over accolades81:52 - The importance of enjoying the journey and self-investment86:19 - Final words: Advice for aspiring hospitality professionalsResources & Links:Bartender at Large Podcast - https://www.bartenderatlarge.com/Raised by Wolves - https://raisedxwolves.com/Gilly's Cocktails - https://gillyscocktails.com/Amaya Elixirs - https://amayaelixirs.com/Connect with Erick Castro:Instagram — @barteratlarge - https://instagram.com/bartenderatlargeGilly's Cocktails - https://www.instagram.com/gillyshouseofcocktails/Raised by Wolves - https://www.instagram.com/raisedbywolvesspirits/

How do modern enterprise organizations scale global marketing initiatives across dozens of distinct geographic regions without inflating fixed payroll overhead?Dylan Conroy sits down with Luke Smith, Global CEO of Croud, to break down the architectural evolution of modern digital media models and the transition from linear service agencies to tech-enabled delivery platforms.The conversation covers several key tactical areas:Decentralizing agency fixed-cost structures via custom operational software solutions (Croud OS).Bridging the operational gap between social-first creative production and paid media performance distribution.Establishing reliable corporate metrics and economic modeling accountability frameworks for creator spending.Engineering custom programmatic solutions to overcome cookie deprecation and data signal loss.Sustaining deep local market cultural value across 120 target regions simultaneously.Luke Smith is the Global CEO and Founder of Croud, a leading tech-enabled digital media agency operating out of London, New York, Atlanta, and Dubai, servicing over 120 markets globally through a specialized network of over 2,000 marketing professionals.Connect with the Guest & Partners:Follow Luke Smith on LinkedIn: https://www.linkedin.com/in/lukesmithcroud/Explore Croud: https://croud.com/Optimize Your Paid Media with Strike Social: https://strikesocial.com/guaranteed-paid-social-media-ads-outcomes/Follow Host Dylan Conroy on LinkedIn: https://www.linkedin.com/in/dylanconroy/

DAT podcast listeners loved this episode, so we're re-releasing it! The Dental A-Team is hearing a lot about practices' struggles with communication. In this episode, Kiera and Brit discuss ways to enhance communication in a practice, and even reach a breakthrough point. They touch on the following: Establishing ground rules of communication in your office Stop assuming everyone knows how to communicate How to bring up that you want to have better communication practice-wide And more Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00) Hello, Dental A Team listeners. This is Kiera. And today we are bringing you something so special. I am so excited because this is one of our most popular episodes from the archives. Whether you're hearing this for the first time or catching it again, I am so excited because it's jam packed with a ton of takeaways that you can start using right now in your practice. We have released thousands, literally thousands of episodes. And I wanted to start bringing a few of these amazing episodes back for you. So I hope you enjoy. And as always, thanks for listening and I'll catch you next time.   on the Dental A Team podcast.   speaker-0 (00:32) And you guys, I have a really, really fantastic consultant on the podcast with me today. If you don't know her, you should get to know her. Her name's Brittany. ⁓ Britt has joined our team. Gosh, it's almost been a year rolling in on our year, and Britt is just a breath of fresh air on our team. She is somebody that inspires me, ⁓ pushes me to be a better consultant as well. So I'm super jazzed to bring Britt back on the show. Britt, how are you today?   speaker-1 (00:56) I'm good. Thanks for the introduction, Kiera. Always fun to hear what you have to say 'cause it's always delightful.   speaker-0 (01:02) I know. It's probably the best part of the whole podcast, actually. Like I just get a rave on our team on the podcast, which is something I definitely love. So Britt, you are a a unicorn of a human. It's kind of funny, guys. The way we interview consultants is pretty an in-depth process. Like we have an initial call, then you we encourage them to go through an online course, then we do a mock coaching call where they have to actually coach the consultants as if we were a team. And then typically we have them fly out and go to a practice with me to see if traveling's like in their DNA.   Because I've had a lot of people say I can travel and it just is not their thing. Like there are people who can travel and then there are people who like really can travel. And so Britt, you kinda like skated right through that. We interviewed you and it was just this like, yep, we're gonna hire her. And lo and behold, here you are a year later. It just I'm shocked at how great it worked out because you're just a dream and I love it. It worked out so well.   speaker-1 (01:54) But lo and lo and behold, I could actually travel.   speaker-0 (01:58) Well what I I did ask you the question of how many bags do you take when you travel? Because you can tell if somebody's a traveler or not a traveler. But yeah, you are a solid traveler. You and I we trend   speaker-1 (02:11) I've been stuck in a foreign country, yes. So I feel like that's a pretty good qualify qualifier.   speaker-0 (02:17) ⁓ but no guys, if you have not met Britt, Britt is one of the traveling consultants and offices genuinely love Britt. when I when she goes to offices, I love getting emails or text messages from those offices saying that Britt just knocked it out of the park. So today I'm excited, Britt. You are ⁓ really fantastic on this and you and I actually just consulted a practice together. I I need to stop saying we don't say each other that often because you and I actually do run into each other quite a bit on the road. ⁓   we do. It's pretty fantastic. So we were just at a practice together a couple of weeks ago and I thought this was such a cool thing that you did with this practice. So ⁓ just to give a little bit of a background, we were with a practice and communication was just a struggle, which I'm not going to lie, every single office. But you tell me if it's on your end, but every practice before we go visit them as the Dental A Team, we send out an anonymous survey. well it's actually an   Anonymous. It's not anonymous. We know who you are. So they it's it's branded. We know your name. ⁓ but it's a survey sent out to all the team members to find out what are their issues in the practice, things that they love about the practice. And I will tell you, without like it's happened a hundred percent of the time, at least one person says communication on every single office. So I know this is a big deal. Britt, how about for you? I absolutely   speaker-1 (03:37) Every time. Mm-hmm. And it comes up often. And I communication is a constant effort, which is why it comes up often, because it's so important.   speaker-0 (03:47) For sure. I mean, if you think about it, communication is what we do all day long, whether it's with our patients, whether it's with each other, whether it's with our spouses or our families, like communication is super important. I just think it's always interesting when people say communication, I feel like it's this really broad umbrella for problems. And I'm like, no, no, no. Like let's get to the nitty gritty. Is it communication on? Cause there's great communication, but I think it's just such a large, vast net.   that we cast that it's hard sometimes to pinpoint like what is the communication because I'll have practices that will over communicate. Everybody knows this, this, and this, and they still deal with communication. And so with this practice, ⁓ I think it was just a lot of missed expectations, which I found is typically the reason communication comes up. People are expecting or assuming other people will do something. And then when that's missed, that's when people get frustrated. And so it tends to fall back under communication. But Britt,   Take it away, you did a full team training with this office. It was kind of a retreat style, which I don't know what you've been doing right in this world. You're getting a lot of those retreat styles.   speaker-1 (04:48) I don't know either, but I'm glad it's working.   speaker-0 (04:51) So typically our style is like we go in, we'll consult. We're doing like hands on training with an office and then we usually do like a two hour meeting. But Britt's been getting a few offices that are wanting like these three to four hour meetings, which honestly as a consultant, that's like when you guys see your schedule and you just have like crown prep after crown prep after not crown prep, crown seat after seat after seat, where you're like, that's gonna be busy. That's like a four hour meeting for a consultant. I would equate that to like, Whoo, all right, it's gonna be busy.   But kind of walk us through with this practice and other practices. It just wasn't this one particularly, but kind of walk us through what you did to help enhance this communication and really bring some breakthroughs to this practice.   speaker-1 (05:30) Yeah, for sure. I think you you hit one really key point, which is expectations when it comes to communication. And I think the other thing that goes hand in hand with that when expectations aren't being met through our communication is then we start to lose trust with our team members. And we start to lose trust in communication. And so people really just start to shut down. And it's hard to kind of get that motor going again because everybody goes into a protective mode.   And so we're all just kind of walking on eggshells. We're nervous to have conversations that need to be had. And then it just starts to kind of spiral, unfortunately, into a place where we don't know how to get out of it. And so with this office, I was realizing that that's kind of where we were. We had hit the point where we've kind of lost our trust. We talked about some tools on how to have uncomfortable or crucial conversations with team members.   But they were just still really struggling to see like how does that actually go into play because it's kind of like I've been there, I've tried it and I got burned. So   speaker-0 (06:33) Well, 'cause like you said something that I thought was I've never thought about this. Because you said people lose trust and then we spiral downward. And I was thinking like, and what's bummer and also awesome is the only solution to it is communication. So the thing you've lost trust in is the key to your success and freedom and happiness. But if you lose trust in that, there's really nowhere else to go. Because if you're not communicating, things won't get better. So   I had never thought about like the thing that caused the problem is the thing that's going to get you out of the problem as well. But you have to really regain each other's trust. And you're right, it's kind of like, but how? I logically understand it. I conceptually can see this, but how is this really gonna work? And I thought you did a brilliant job of breaking down this how.   speaker-1 (07:20) Yeah. And so it comes down to like yes, at some point someone's gotta put themselves out there and be vulnerable to try it. And it can be really hard when we know there's old habits in play. So we kind of went back to the basics of communication to where we we created and it was with the team, we had their input. All right, what are our ground rules gonna be for communication? Kind of like our rules of engagement.   What are the things that all of us right here, right now today are gonna agree to so that we can feel more comfortable to start engaging conversations with each other that need to happen. And so we created it, we typed it out, everybody signed it. So we all agreed that we're gonna comply with those rules. And it's basic things that just needed to kind of be said and be put out there so that we know we're all on the same page, which are things like we're gonna give each other.   like the benefit of the doubt and give each other the benefit of the doubt, understanding that we're all coming with the best of intentions, right? We all care about this team, we all care about this practice, this business. And so we are ultimately having these conversations to solve things and to work together and to to make improvements. ⁓ some of the other rules we had in place are ⁓ we go talk to the person who can help us solve the problem.   Right. So a lot of times we when we start to lose trust, we'll go and talk about something with our our buddy or our friend that we trust. And at that point we're just gossiping and we're not actually having a conversation with someone who can actually help to solve the problem. So we're actually just feeding into the problem instead of solving anything. ⁓ some of the other rules we had are we speak respectfully, ⁓ which means in volume and tone. ⁓ so we control our volume, we control our tones so that our conversations are productive.   ⁓ we listen to each other, right? So we listen to what the other person has to say and we don't interrupt them. We hear them out. we also put into place, I think, if it gets too heated, like someone can call time out and we can step away for a minute, but we're gonna come back to that conversation that day to solve it, right? And we come together, whatever conversation we're having, we come come to solve it. ⁓ some other rules when someone comes to us with ⁓ a topic or something they want to discuss.   we always say thank you, right? Thank you for coming to me. Thank you for being willing to have this conversation, which also just helps to set the tone. So any team that's kind of struggling can come up with some of their own kind of rules of engagement, the the code of communication that we're gonna stick to and agree to. ⁓ so then we know those are the ground rules and I can be more comfortable, even if I've been burned in the past, to give my team members an opportunity to change and to start to have those conversations.   speaker-0 (10:12) I think it's really brilliant how you did this because hearing this, I wasn't actually there when you did this meeting.   But I know the team. And so what's cool is I can hear rules from different people on that team because sometimes I might not think it's super important to actually listen to somebody. Now you guys might laugh and be like, Kiera, whatever. And I'm like, I'm actually super intuitive 90% of the time and I can pick up on things very quickly. ⁓ and it's just come from years and years of training. But for Brittany, she might want me to actually like that's something super important because she never feels like I listened to her.   And so for all the team members to be able to put their rules into play in a safe place where we're just creating rules of communication with each other versus it being one on one. So it's the entire team working together, building it together. And I would say these are for teams like I think this is a really important like thing to do, no matter what size your practice is, no longer how long you've been in practice. As you were saying it, but it made me think of my family. Like you go to some people's homes and they have like our home rules.   Like we love each other. We have each other's back. And my family didn't technically have something like that. But I knew my mom always said, our home is a place where it's a safe place to be. Like so we wouldn't make fun of each other. We wouldn't yell at each other. Like it was a place like you can get made fun of all day long at school, but you know when you walk through those doors to my parents' house, it is a safe place that all of us are safe to be in. And I just thought like that's pretty much what you did with this practice is you created a spot and ironically, just knowing those things.   can actually fix a lot of the problems because now it's like, okay, great. We all know the rules of the game. ⁓ ironically, Tiffany gave me this really cool calendar and it has a quote. So every day I flip it. And today's quote it says, you have to learn the rules of the game and then you have to play better than anyone else. And I think with this, like, learn the rules of the game. Learn what and how to communicate. And then I really do love that this is play better than anyone else. So listen   better than anyone else does because what's going to happen is I'm not trying to elevate myself above you. I'm really going to listen to Britt and I'm going to listen to understand. I'm not going to listen to respond. Like let me hear what she's saying and then let me like also not come with heated heated emotions on this. Let me come to solve it. Let me come to to really have that. So I think it's important for practices like when you have this, I would say this is like core values two point   Because it's just helpful. We all assume that everyone knows how to communicate with each other, but they don't. We all come from different backgrounds, different lifestyles, different ways to communicate. In my family, it was always one of respect. And I you better believe if we burped at the table, we were doing twenty five push ups. Like I'm not kidding, like it was kind of a joke, but it was just it wasn't this like strict household, but it was one of very high respect. And so I just assume everybody does that. Like of course nobody would burp at the table, like you're gonna have to do push ups. Like obviously. But not   Obviously, people don't grow up the same way. So I thought it was really brilliant, Britt, that you did that. And I've heard from this practice that they've said that they do feel safer communicating with each other and we're rebuilding that trust. And I also think, if nothing else, sometimes I think our dental practices can be little like petri dishes of growth. Like they can teach us how to be different types of humans out in the world with our families, with our communities.   And in the practice, sometimes it's almost safer than even practicing on family members. So I thought you did a great job. Britt if if you were were a practice listening to this, like how would you even go about this? Because it's kind of an awkward thing to say, like, hey, I feel our communication's terrible in our practice and I wanna do this, but nobody else in the practice might think our communication's bad. So like how do you even go about like it's a super awkward conversation that needs to be had. So how do you even like broach this in a practice?   speaker-1 (14:02) Yeah. And I think it can even be approached from maybe it's not like that we've got a problem we've got to fix, maybe in this situation. Maybe it's like, hey, we want to create an environment where our team members felt comfortable being able to communicate and have conversations with each other. Right. So we want to work together and get everybody's input to kind of set some ground rules and help to give each other some guidance on how we can most successfully communicate with each other. And it might even be people who communicate well. Sometimes it's even just giving each other feedback of like, hey.   Pick your timing right, right? In the middle of the day when am running like crazy between room room from room to room, like probably not the best time to approach me about a conversation. I'm probably not going to give you my best response. So finding a time that works or even letting me know, hey, I need to have a conversation. Let's find a time to have it. Even working through just kind of some of those like tips for each other can be really helpful for a team. And it's amazing with teams, once you create the opportunity for them to give some input.   the things that start to come up. And there's usually even in a well functioning team, there's still usually feedback that a team member would love to give, but they haven't maybe had the right opportunity. And so by just creating the space for it, you'll be surprised at the input you get from your team members.   speaker-0 (15:18) For sure. As you said that I was like, all right, next traction meeting. Dental A Team's gonna write up our communication rules. Because as you said that, I was thinking, like, shoot, we've got a great team. We all communicate, in my opinion, really well. I feel like there's very little drama within our company because I just refuse to tolerate drama and our team knows like we will go toe to toe at any moment. And it is not a bad thing. Like, bring it out, hash it out. But for as you said that, I thought   There might be some team members on our team that aren't as outspoken, that maybe don't feel as comfortable and maybe they would have some input of how we can communicate better as a company and as an organization. And so I think even for those offices, like you said, that are high achieving, they do well, I think sometimes it's worth it to bring up and then make it very simple. I thought you did a good job, Britt, having it very simple. And for me, I'm thinking, hey, this is great, because this is great onboarding for people when they come onto our practice. Like this is how we communicate.   This is how we operate when we have issues and concerns because I think if we don't realize every practice has issues, every practice has an opportunity to grow and every practice is going to have miscommunication. Period. If you're a practice, you will have those issues and concerns. It's just do you have a plan in play of how we solve those? Or do you wait reactively and hope and pray that they sort it out or the wind shifts and changes and they'll come back happier tomorrow? But guess what? Those things sit and they boil and boil and boil until they'll explode.   And that's what we don't want to have. We want to be proactive versus reactive, especially right now when I think that there's more stress on practices than there ever have been before.   speaker-1 (16:54) Yep. And for practices, I think especially right now where we've had, you know, a shift, like there's been a lot of turnover in offices. It's just naturally happened. for offices that are really trying to one, either keep their culture or two, build a culture, this is one of those soft skills and those soft things that help you build your culture. It's a clear expectation that you guys stick to and that is expected of the team and that builds your culture.   speaker-0 (17:20) And I think it also I was thinking because I'm like, I'm sure there's some skeptics listening that think, okay, so what happens if they don't do it? And I'm like, you just got a freaking grading rubric of like, hey, this is what we've committed to. You signed your name on this dot. So you tell me what you think the solution to this problem should be. Like, I don't have to sit here and make it up. It's like, Britt, you committed to doing this. This is what your actions were. You have a very awesome opportunity to give me a good game plan of how you're gonna fix this moving forward.   And then if Britt chooses not to, guess what? This might not be her dream practice. But I think it it becomes a way easier way to hold a team member accountable and give them ownership because they've signed off on it. They created it. And now if they're choosing not to follow through, that's on them. They built this. You didn't build it. Your job is just to ensure everybody follows along with it.   speaker-1 (18:09) Mm-hmm. And then you can come up with a plan on on how to fix it, how to change it and how to grow it. Cause a lot of so often these things just like everybody has some unwritten rules and everybody grew up differently, right? Our skill levels skill levels are gonna be different when it comes to communication. And some people just really don't know how to make the change. So if you've got someone that's still tr struggling, then be able being able to sit and coach with them to really like   get to know them a little better, see what's making them tick, and give them some specific ways to help them improve.   speaker-0 (18:43) Absolutely. So I would say action item from here would be set up a meeting for like you heard, we have a full team traction meeting every single quarter. And so things like this that will take some building time. I mean, last time we did a team activity of take however many pieces of toilet paper you think you'd need for the meeting. Britt was the winner of that. Britt, how many squares did you take? Do you remember?   speaker-1 (19:07) I don't remember. It was a lot. Was it like I wanna say it was like twenty, but I feel like it was more than that.   speaker-0 (19:13) It   was so many. And what the rule of the game was was however many squares you took, you had to say something positive about yourself. So if Britt had over twenty, she had to write down twenty awesome things about herself and share. And Britt was like, Look, I thought we really had to use this for today. This is how much I needed. So then we turned it into a fun game that everybody only could use that many squares for the rest of the meeting. So you better you better pray you're not having to use much of the restroom time if you were Kiera and only chose I think like four squares. Honestly.   speaker-1 (19:41) See people, honestly.   speaker-0 (19:43) ⁓   but thinking, I know we do that every quarter. So this could possibly be the activity that we do as a team of like, let's write the rules of communication. Because I've heard and I think about relationships, like, don't wait until your relationship is in danger to to f to solve and proactively prevent problems. Like do it now while your relationship's great. Same thing with your practice. So whether you're on the side that's struggling on communication or you're on the side that you feel you've got a great culture that's humming along, either side of the spectrum, set a date.   right up the rules of communication, it really didn't take long. I would say probably plan about an hour of it. Have people think of like what what kind of rules of communication would we want here? Like if we had very productive communication, like for me, it's like no drama central. If you've got an issue, go to the person, talk about it, and solve it and move on. Like there is no blame, there is no judgment, but that's my my approach to it. That's how I tend to lead. But I think it's more than just leading, it's actually having it written. So I'd say, ⁓ all of you set a meeting, ⁓   write these rules of communication where everybody builds the rules of communication. Britt, what would you say? I'm thinking like less than ten rules because I hate too many rules. I'm like, gosh, like it can't be too many or otherwise. I'm not going to want to talk to anybody because I'll be like, shoot, I didn't say this or like I'm thinking like five or less. But what's kind of your take of how many rules you should have on there?   speaker-1 (21:00) Yeah, I say ten or less. Sometimes depending on the state of of the group, we need to define things a little bit more clearly. So you might need up to ten for some of our groups where it's like we really just need the core things down because we are functioning pretty well. It might be fewer.   speaker-0 (21:14) I would say less is more on this because you want people to feel like they can achieve it versus feeling like they can't say anything for fear that they're not doing it correctly. So set that up, type it up, print it out, have everyone sign on it. And then I would say add it to your onboarding. so when you do bring on new team members, they know it, they sign off on it as well. and then I'd probably review it maybe once a year, twice a year, whenever you feel like that communication might be slipping up a little bit. And I will promise you, signs of communication going down are team members who are frustrated.   ⁓ there's kind of like attitude in meetings or there's quiet in meetings. Oftentimes teams that don't feel safe will be very quiet. You'll have your few people that will chime in, but not the whole team's participating when it comes to group activities. Those tend to be my tail tall signs of like something's off when the body language has shifted, it's more closed off. They're very quiet in meetings. ⁓ and they're just kind of like a come in, don't really want to talk to anybody and take off.   Usually you know there's something going on with communication. Those are mine, but you have anything of like when communication is starting to suffer that are like your hey, we might need to fix this as just some quick like warning signs that you've seen beyond what I just said.   speaker-1 (22:21) Yep, I think you hit some important ones, frustration for sure. And I think you know when your team's just kind of general lack of engagement. and for some of our teams where we might have one person who's speaking up even when we ask, and they're like, Yep, nope, everything's fine. If it's my person that I know is usually more outspoken and they're the only one saying that, then I also know I've probably got something more going on. My quiet people just aren't wanting to chime in.   speaker-0 (22:45) Yep. So I think that that can help you guys. Like I feel like we really went over how to do this, what to do, what to look for. And I would say, ⁓ it's just I think it's more relevant right now. Like Britt said, tons of teams have transitioned and we've got a bunch of new people, which means a lot of opportunity to have miscommunication. So let's let's get that commution communication dialed in. That way you guys are proactive versus reactive. Britt, I love it. I love what you bring to the table and I love that you are such a   fantastic communicator. I think that's something you do very well. And you're also good at spotting problems and creating solutions. So thanks for bringing that to the table today. I loved it. Having me. Always. All right, guys. Go implement this. Get your communication on par. and if we can help you, if you're struggling and you want somebody to mediate, I thought it was helpful that Britt was there because sometimes it is hard to bring these things up if you don't have open communication. So if we can be helpful for you guys, facilitate some of those conversations, give us a call, email us. Hello.   speaker-1 (23:21) Yeah, thanks for   speaker-0 (23:41) Hello@TheDentalATeam.com. We'd love to help you out.   Kiera Dent (23:44) Dental A Team listeners, I hope you loved revisiting this episode as much as I did. I hope that you found the nuggets, the pearls. You can see why we re-released this one because I truly want you to take away the best of the best of the best of the best. This episode truly hopefully sparked some new excitement, gave you some new ideas. I know sometimes when I go back and I look back on things that I've learned in the past, I'm able to re-implement because like that famous quote says, no man steps into the same river twice because neither he is the same man.   nor is the river the same. You are not the same as you were before, nor is your practice the same as it was before. Different things, different ideas, same principles. And I really want to highlight and hopefully you took today that sometimes all we need to do is simplify and put into place or to refine things that we've already been doing really, really well. If you love this episode, don't keep it to yourself, share it with a colleague or leave us a review and help more practices find the Dental A Team podcast. As always, thanks for listening and I'll catch you next time on the Dental A Team podcast.  

Holy head cheese! This week we're going back to 1974 and watching the original slasher classic THE TEXAS CHAINSAW MASSACRE. Next time we'll be watching SAVAGELAND (2005).Stay spoopy ya'll!Timestamps:00:00:26 Intro00:03:16 Start of Episode00:06:51 Tobe Hooper and the Texas Heat00:10:23 Everybody Hates Franklin00:12:48 Onset Mishaps and Money Mismanagement00:22:05 The Sequels00:28:18 Remakes and Re-don'ts (Small SPOILERS)00:38:21 Extended Cut Version00:42:29 Establishing the Slasher Genre and Its Legacy00:55:06 Run-Down00:56:19 SPOILERS01:27:58 Ratings01:35:20 Next Time: SAVAGELAND (Screambox and Tubi)01:43:37 GoodbyesThe Grindhouse Girls Podcast is created by Katie Dale and Brit Ray. This week's episode is edited by Katie Dale.Part of the Redacted Entertainment Network.Royalty free music used: Ready Set Go and Outro White SmokeCopyright 2020 Grindhouse Girls PodcastThis podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy

Dr. Chikwe Ihekweazu, Executive Director, WHO Health Emergencies Programme, spent several weeks in the hot zone in eastern Congo, mobilizing the international response to the late-discovered Ebola outbreak. Establishing community trust and confidence is the single most urgent challenge across all activities. At the six-week point, the response is scaling. However, "We have to be humble." "We are nowhere yet where we want to be." There is now a high-level UN figure in eastern Congo charged with addressing the complex security challenges. The absence of advanced US technical expertise in the deliberations and response, following the US withdrawal from WHO, is "strange." "Everyone pays a price." 

Preview for Later Today: Former UK Ambassador Edmund Fitton-Brown examines Iran's attempt to control the Strait of Hormuz. He highlights Oman's critical role and US efforts to support Oman, preventing Iran from establishing a maritime "protection racket." (3)

Aaron Hale is an educational leader and entrepreneur originally from Arizona, where he raised his family before transitioning to his current role as the president of Southern Virginia University (SVU). He holds an MBA and co-founded Legacy Traditional School, growing it from a single campus of 400 children to a massive organization spanning 30 campuses serving nearly 30,000 students, alongside a back-office support network assisting hundreds of other charter schools nationwide. Aaron has served as a bishop and a counselor in a stake presidency. Drawing on his deep background in both corporate education and ecclesiastical council settings, Aaron brings a collaborative, vision-driven leadership style to SVU, where he has championed innovative academic initiatives like the Knight’s Crest experiential learning program. Links Southern Virginia University’s Knight’s Crest Program Watch the video and share your thoughts in the Zion Lab community Transcript available with the video in the Zion Lab community Highlights In this podcast, Aaron discusses leadership principles alongside the unique offerings and mission of SVU, highlighting their commitment to Latter-day Saint values while providing a personalized educational experience. Key Insights SVU’s Mission: Southern Virginia University aims to provide a high-quality education aligned with Latter-day Saint values, fostering an environment where students can discern truth and choose Christ. Knight’s Crest Program: This innovative program awards college credit to return missionaries for their service, recognizing the leadership and skills developed during their missions, which can significantly reduce the time and cost of obtaining a degree. Personalized Education: With a smaller student body, SVU offers intimate class sizes and strong relationships between students and professors, enhancing academic support and graduate school placement rates. Community and Faith: Approximately 85% of SVU’s students are members of the Church, creating a faith-based community that encourages spiritual growth alongside academic pursuits. Leadership Philosophy: Aaron emphasizes the importance of clarity in organizational mission and the need for open dialogue in leadership meetings to foster collaboration and innovation. Leadership Applications Establishing a Clear Mission: Latter-day Saint leaders can benefit from defining a clear mission for their organizations or wards, ensuring that all activities align with this guiding principle. Encouraging Open Dialogue: Leaders should create an environment where all voices are heard, encouraging discussion and debate to draw out diverse perspectives and ideas, which can lead to better decision-making. Recognizing Contributions: By acknowledging the unique experiences and skills of individuals, such as returned missionaries, leaders can create programs that leverage these strengths, enhancing the overall effectiveness of their organizations. 00:04:08 – Aaron’s Background and Move to Virginia 00:04:57 – Transition from Bonnie Cordon to Aaron Hale 00:05:07 – How the Opportunity Arose 00:08:11 – Overview of Southern Virginia University (SVU) 00:10:18 – SVU vs. BYU: Key Differences 00:12:02 – Personalized Education Experience at SVU 00:14:07 – Religious Education at SVU 00:15:07 – Diversity in Student Body 00:17:18 – Unique Position of SVU in Higher Education 00:18:28 – Aaron’s Leadership Experience 00:19:18 – Transitioning into the Role of College President 00:20:35 – Establishing a Clear Mission for SVU 00:22:21 – Creating a Collaborative Council Environment 00:23:38 – Encouraging Open Discussion in Meetings 00:25:07 – Effective Meeting Strategies 00:26:36 – Transformational Meetings vs. Routine Meetings 00:29:29 – The Knights Crest Program The award-winning Leading Saints Podcast is one of the top independent Latter-day Saints podcasts as part of nonprofit Leading Saints’ mission to help Latter-day Saints be better prepared to lead. Find Leadership Tools, Courses, and Community for Latter-day Saint leaders in the Zion Lab community. Learn more and listen to any of the past episodes for free at LeadingSaints.org. Past guests include Emily Belle Freeman, David Butler, Hank Smith, John Bytheway, Reyna and Elena Aburto, Liz Wiseman, Stephen M. R. Covey, Benjamin Hardy, Elder Alvin F. Meredith III, Julie Beck, Brad Wilcox, Jody Moore, Tony Overbay, John H. Groberg, Elaine Dalton, Tad R. Callister, Lynn G. Robbins, J. Devn Cornish, Bonnie Oscarson, Dennis B. Neuenschwander, Kirby Heyborne, Taysom Hill, Coaches Jennifer Rockwood and Brandon Doman, Anthony Sweat, John Hilton III, Barbara Morgan Gardner, Blair Hodges, Whitney Johnson, Ryan Gottfredson, Greg McKeown, Ganel-Lyn Condie, Michael Goodman, Wendy Ulrich, Richard Ostler, and many more in over 800 episodes. Discover podcasts, articles, virtual conferences, and live events related to callings such as the bishopric, Relief Society, elders quorum, Primary, youth leadership, stake leadership, ward mission, ward council, young adults, ministering, and teaching.

Hair salon owner, educator, and book author @hairescapades Amber Hopson shares her inspiring journey from success in the music industry to building a thriving beauty empire. She breaks down key lessons on entrepreneurship, financial management, and the importance of confidence and a strong online presence for hairstylists.  This Week's Topics: •   Amber Hopson's transition from the music industry into the beauty industry •   Lessons learned from working in and operating multiple salons •   Key financial management tips for hairstylists and beauty entrepreneurs •   The importance of building a strong online presence and reputation •   How confidence and professionalism impact long-term success in beauty •   Establishing and scaling a successful salon business •   Writing and publishing her book Boss Moves and the financial lessons within it •   The role of customer service, cleanliness, and client experience in retention •   Investment strategies and financial planning for long-term wealth building •   Advice and real-world insights for aspiring hairstylists entering the industry Video versions of our episodes are on our YouTube channel for you to watch! Subscribe to our channel The Hair Game on YouTube and check out 'The Hair Game Podcast' playlist. Our podcast thrives on the opinions of you, the listener... if you have a moment (and you are an Apple user), please leave us a rating & review on the Apple podcasts app or iTunes! Here's what you do: - Scroll down to 'Ratings & Reviews'  - Click on the empty purple stars (5 is the best)!  - Click on 'Write a Review' and let us know what you love most! Each rating & review helps us reach more and more of your fellow hair loves, and our goal is to help as many hairdressers as we can find success. Thanks in advance! FOLLOW US @thehairgamepodcast @salonrepublic @loveerictaylor   FOLLOW AMBER: @hairescapades @booksbyamber 

These are clips highlighting some of the topics discussed in the full episode! Check it out if you want a bite-sized version of the full episode. Hair salon owner, educator, and book author @hairescapades Amber Hopson shares her inspiring journey from success in the music industry to building a thriving beauty empire. She breaks down key lessons on entrepreneurship, financial management, and the importance of confidence and a strong online presence for hairstylists.  This Week's Topics: •   Amber Hopson's transition from the music industry into the beauty industry •   Lessons learned from working in and operating multiple salons •   Key financial management tips for hairstylists and beauty entrepreneurs •   The importance of building a strong online presence and reputation •   How confidence and professionalism impact long-term success in beauty •   Establishing and scaling a successful salon business •   Writing and publishing her book Boss Moves and the financial lessons within it •   The role of customer service, cleanliness, and client experience in retention •   Investment strategies and financial planning for long-term wealth building •   Advice and real-world insights for aspiring hairstylists entering the industry Video versions of our episodes are on our YouTube channel for you to watch! Subscribe to our channel The Hair Game on YouTube and check out 'The Hair Game Podcast' playlist. Our podcast thrives on the opinions of you, the listener... if you have a moment (and you are an Apple user), please leave us a rating & review on the Apple podcasts app or iTunes! Here's what you do: - Scroll down to 'Ratings & Reviews'  - Click on the empty purple stars (5 is the best)!  - Click on 'Write a Review' and let us know what you love most! Each rating & review helps us reach more and more of your fellow hair loves, and our goal is to help as many hairdressers as we can find success. Thanks in advance! FOLLOW US @thehairgamepodcast @salonrepublic @loveerictaylor FOLLOW AMBER: @hairescapades @booksbyamber 

(Insight Meditation Society - Retreat Center) Instructions point to the importance of inviting a attitude of friendliness and patience in mindfulness of a breathing practice

(Insight Meditation Society - Retreat Center) Instructions point to the importance of inviting a attitude of friendliness and patience in mindfulness of a breathing practice

During a recreational adult hockey league practice, the goalie skated backward into the crease after a drill and grabbed the top crossbar of the net while stretching and joking with other players. The ice had recently been resurfaced, and the net had not yet been properly secured to the ice. As the goalie leaned his body weight onto the frame, the goal tipped backward and struck him. In a negligence claim between the goalie and the arena, which team takes the blame? Notable Timestamps [ 01:03 ] - Establishing negligence requires meeting four elements, which include having a duty owed, a breach of that duty, a proximately caused injury, and damages. [ 02:20 ] - Even when negligence is successfully established during litigation, there are still potential defenses available, such as assumption of risk and contributory negligence. [ 04:50 ] - The assumption of risk doctrine might still apply even if a player is violating a rule during a game, as participants generally expect potential injury during physical activities. [ 07:11 ] - Some states utilize contributory negligence, which can technically bar a plaintiff from any recovery if they are found to have contributed at all to the incident. [ 11:03 ] - Comparative negligence rules vary, with some states allowing recovery if a person is up to 50% liable, while others require the individual's negligence to be 49% or less. [ 11:51 ] - Under a pure comparative standard, an injured person who is found to be 90% at fault for an incident can still recover the remaining 10% of their respective damages. [ 14:34 ] - In cases involving severe injuries, juries can sometimes be influenced to make decisions inconsistent with the letter of the law. [ 16:29 ] - The outcomes of these negligence defenses heavily depend on the specific state where the case is taking place, the laws that apply, and the overall makeup of the jury pool. Your PLRB Resources Negotiation Strategies in Bodily Injury Claims     https://members.plrb.org/education/courses/negotiation-strategies-in-bodily-injury-claims Employees of member companies also have access to a searchable legal database, hundreds of hours of video trainings, building code materials, weather data, and even the ability to have your coverage questions answered by our team of attorneys (https://www.plrb.org/ask-plrb/) at no additional charge to you or your company. Subscribe to this Podcast Your Podcast App - Please subscribe and rate us on your favorite podcast app YouTube - Please like and subscribe at @plrb LinkedIN - Please follow at "Property and Liability Resource Bureau" Send us your Scenario! Please reach out to us at 630-509-8704 with your scenario! This could be your "adjuster story" sharing a situation from your claims experience, or a burning question you would like the team to answer. In any case, please omit any personal information as we will anonymize your story before we share. Just reach out to scenario@plrb.org.  Legal Information The views and opinions expressed in this resource are those of the individual speaker and not necessarily those of the Property & Liability Resource Bureau (PLRB), its membership, or any organization with which the presenter is employed or affiliated. The information, ideas, and opinions are presented as information only and not as legal advice or offers of representation. Individual policy language and state laws vary, and listeners should rely on guidance from their companies and counsel as appropriate. Music: "Piece of Future" by Keyframe_Audio. Pixabay. Pixabay License. Font: Metropolis by Chris Simpson. SIL OFL 1.1. Icons: FontAwesome (SIL OFL 1.1) and Noun Project (royalty-free licenses purchased via subscription). Sound Effects: Pixabay (Pixabay License) and Freesound.org (CC0).

Security Magazine Managing Editor, Jordyn Alger, speaks with Jim Routh, Chief Trust Officer at Saviynt, about how organizations can build and measure trust.

Dr. John Townsend shares practical tips for parents struggling to set boundaries with their children. He’ll provide insights into relatable situations spanning every stage of the parenting journey, from teaching unruly toddlers to dealing with adult children who still live at home. Hear his advice for teaching kids to take responsibility and grow into healthy adults. Receive a copy of Boundaries with Kids and an audio download of "Proven Strategies to Help Your Children Establish Healthy Boundaries" for your donation of any amount! Plus, receive member-exclusive benefits when you make a recurring gift today. Your monthly support helps families thrive. Get More Episode Resources If you enjoyed listening to Focus on the Family with Jim Daly, please give us your feedback.

When David stepped into the Valley of Elah, he wasn't just facing a 9-foot giant named Goliath; he was facing an army of doubts, armor he couldn't wear, and brothers who didn't believe in him. If you are facing massive "giants" or hiding in the "caves" of your own life right now, David's journey from shepherd boy to anointed king provides the ultimate blueprint for victory. Summary: In this episode, we chart the epic rise of King David across 1 Samuel 17 through 2 Samuel 10. We bypass the standard Sunday School narratives to explore the deep spiritual grit, covenant loyalty, and absolute humility required to step into our divine inheritance. David vs. Goliath: We analyze the stark contrast between Saul's heavy, untried armor and David's simple sling and stones. We explore why true power lies in trusting the name of the Lord rather than relying on human architecture. The Wilderness of Jealousy: We trace David's years running from a paranoid King Saul. We study David's remarkable restraint in the cave of En-gedi, where he refuses to "stretch forth his hand" against the Lord's anointed, teaching us how to handle unjust leadership and wait on God's timetable. Abigail the Peacemaker: We dive into 1 Samuel 25 to study Abigail, a brilliant woman who stepped between her foolish husband Nabal and a vengeful David. She serves as a profound type of Jesus Christ, taking the blame upon herself to prevent bloodshed and restore peace. Steadying the Ark: We confront the tragic story of Uzzah in 2 Samuel 6. We break down the spiritual danger of trying to "steady the ark"—or attempting to correct God's kingdom using human methods—and contrast it with the pure joy David felt dancing before the Lord as the Ark entered Jerusalem. Establishing the Kingdom: We finish with a united Israel, looking at how David chose to heal generational trauma by showing kindness to Mephibosheth (Jonathan's son) instead of wiping out his political rivals. Call-to-Action: Saul relied on his physical stature, but David relied on the Lord of Hosts. What is the "heavy armor" of the world that you need to take off so you can fight your battles God's way? Share your insights in the comments below! If you want to keep your faith firmly anchored and "Unshaken" as we study the kings of Israel, please like, subscribe, and share this video!