Podcasts about explain

Even households earning six figures find themselves 'on thin ice' in today's K-shaped economy, where economic gains are unevenly distributed. Rising costs and financial pressures are exposing vulnerabilities across income levels that seemed secure just years ago.Today's Stocks & Topics: Canadian Imperial Bank of Commerce (CM), Market Wrap, ProShares UltraPro QQQ (TQQQ), How Does the K-Shaped Economy Explain Six-Figure Earner Struggles?, Mastercard Incorporated (MA), Meta Platforms, Inc. (META), Defense Contracts, Take-Two Interactive Software, Inc. (TTWO), Data Centers.Introducing our Third Annual InvestTalk Market Madness! Join the mayhem before May 18th at 11:59 pm PST for the chance to win $1,500! Fill out your bracket below: https://kppfinancial.com/investtalk-madnessOur Sponsors:* Check out Anthropic: https://claude.ai/invest* Check out Pebl: https://hipebl.ai* Check out Progressive: https://progressive.com* Check out Quince: https://quince.com/INVESTAdvertising Inquiries: https://redcircle.com/brands

What if the technology that could save humanity…could also predict its end? In this episode of Mayim Bialik's Breakdown, Michio Kaku — legendary cofounder of string field theory and author of Quantum Supremacy — breaks down the quantum revolution that's about to change everything. What is quantum computing, really? Dr. Kaku explains its evolution from wild theory to world-altering reality — and how it could soon solve problems today's supercomputers can't even touch. But that's just the beginning. He reveals how quantum computing could: - Extend human longevity and transform medicine - Track dangerous asteroids before they strike - Accelerate the search for extraterrestrial life - Predict possible planetary catastrophes - Help us study parallel universes Are black holes actually gateways to interstellar travel? Dr. Kaku explains the shocking physics that suggests they might not just destroy matter, but connect distant regions of space-time. Are we alone in the universe? He explains why he believes we are not, and how string theory may one day prove the existence of a multiverse. Artificial Intelligence: Humanity's Greatest Tool — or Its Biggest Threat? Dr. Kaku shares why advancing AI deeply concerns him, why fighting AI may be the wrong strategy, and why he believes we may eventually need to merge with it instead. Could AI and robots become our partners in space exploration? Will artificial intelligence ever achieve consciousness? What would physically merging with technology actually look like? And what safeguards must we build before that future arrives? Plus: Why he predicts we may see more “3I/ATLAS”-type interstellar comets entering our solar system, and what that means for Earth. From quantum supremacy to the multiverse…from AI-human integration to black holes as cosmic gateways…this conversation explores the future of humanity at its most extreme edge. The future isn't science fiction. It's already unfolding. Check Out Odoo, The all-in-one platform to manage your business by visiting https://www.odoo.com/r/J4l Make a change this spring with a scientific approach to clean air. Visit http://rabbitair.com/ or call their 24/7 consultants today. Get 20% off all IQ Bar products - plus free shipping by texting BREAKDOWN to 64000. Dr. Michio Kaku's book, Quantum Supremacy: How the Quantum Computer Revolution Will Change Everything: https://www.penguinrandomhouse.com/books/697040/quantum-supremacy-by-michio-kaku/ Follow us on Substack for Exclusive Bonus Content: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bialikbreakdown.substack.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BialikBreakdown.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube.com/mayimbialik⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

KROQ was an L.A. institution for decades, but they hit rock bottom a decade ago, plummeting to 23rd in the ratings. But thanks to Kevin Klein & Ally Johnson, KROQ is back on top as a purveyor of culture & great music in L.A. We talk to Klein/Ally about their origin stories, how they dealt with years of near-failure, and what the secret was to the station's miraculous turnaround.

Milton Friedman and others tried to explain interest rates using liquidity, economic activity, and inflation expectations. These things, however, only describe interest but do not explain it. Only the Austrian theory of time preference correctly explains interest.Original article: https://mises.org/mises-wire/popular-interest-rate-theory-describes-fails-explain

Episode Overview: Dlaczego Kłamiemy (Why We Lie) This episode explores vocabulary related to lying (kłamstwo), truth (prawda), trust (zaufanie), and human behavior (zachowanie człowieka) in Polish. We dive into how to discuss deception, honesty, social masks, and the complex reasons people hide the truth – all in practical, everyday Polish.   Welcome to the Learn Polish Podcast – your immersive gateway to mastering Polish through real conversations, cultural insights, and practical everyday language. Each episode blends authentic Polish dialogue with clear English explanations, helping you build vocabulary naturally while exploring Polish psychology, social dynamics, and human behavior topics. Whether you're a complete beginner or advancing your skills, join us as we make learning Polish engaging, practical, and fun. From lying (kłamstwo) to truth (prawda), we cover the phrases you actually need for deeper conversations. Find more episodes, lesson materials, and resources at www.learnpolishpodcast.com. You can also find us on YouTube, Spotify, and Rumble. Looking for virtual assistance? Visit va.world. Join our school groups – links in the show notes. Need lessons in Polish or Spanish from Ania? Check the links for both audio and video content.   English Polish Pronunciation Example Usage Lie (noun) Kłamstwo kwahm-STVO To jest kłamstwo. (This is a lie.) Lie (verb) Kłamać KWA-mach On kłamie. (He is lying.) Liar Kłamca KWAHM-tsah On jest kłamcą. (He is a liar.) Truth Prawda PRAHV-dah Mów prawdę. (Tell the truth.) True Prawdziwy prahv-DZEE-vih Prawdziwa historia. (True story.) False Fałszywy fow-SHIH-vih Fałszywe informacje. (False information.) Trust Zaufanie zow-FAH-nyeh Mam zaufanie. (I have trust.) Distrust Nieufność nyeh-uf-NOSHCH Nieufność do ludzi. (Distrust of people.) Honesty Uczciwość oo-CHCHEEV-oshch Cenię uczciwość. (I value honesty.) Dishonesty Nieuczciwość nyeh-oo-CHCHEEV-oshch Nieuczciwość boli. (Dishonesty hurts.) Deception Oszustwo oh-SOOST-vo To było oszustwo. (That was deception.) Deceive Oszukiwać o-soo-KEE-vach On oszukuje. (He deceives.) Secret Sekret SEH-kret To mój sekret. (This is my secret.) Hide (verb) Ukrywać oo-KRIH-vach Ukrywam prawdę. (I hide the truth.) Mask Maska MAH-skah Nosimy maski. (We wear masks.) Face Twarz tfarsh Prawdziwa twarz. (True face.) Behavior Zachowanie za-kho-VAH-nyeh Dziwne zachowanie. (Strange behavior.) Action Działanie dzyah-WAH-nyeh Twoje działania. (Your actions.) Reaction Reakcja reh-AK-tsya Reakcja na kłamstwo. (Reaction to the lie.) Emotion Emocja eh-MO-tsya Ukrywać emocje. (Hide emotions.) Feeling Uczucie oo-CHOO-tseh Prawdziwe uczucia. (True feelings.) Thought Myśl mishl Moje myśli. (My thoughts.) Belief Przekonanie psheh-ko-NAH-nyeh Moje przekonania. (My beliefs.) Opinion Opinia o-PEE-nya Twoja opinia. (Your opinion.) Judgment Osąd O-soont Nie osądzaj. (Don't judge.) Guilt Wina / Poczucie winy VEE-nah / po-CHOO-tseh VEE-nih Czuję winę. (I feel guilt.) Shame Wstyd vstit To wstydliwe. (It's shameful.) Fear Strach strakh Strach przed prawdą. (Fear of truth.) Shame (verb) Wstydzić się vsti-DZEECH sheh Wstydzę się. (I'm ashamed.) Protect Chronić HRO-neech Chronię siebie. (I protect myself.) Defense Obrona ob-RO-nah Mechanizm obronny. (Defense mechanism.) Mechanism Mechanizm meh-KHAH-nizm Mechanizm obronny. (Defense mechanism.) Reason Powód PO-voot Jaki powód? (What reason?) Purpose Cel tsel Jaki cel? (What purpose?) Intention Zamiar ZAH-myahr Mój zamiar. (My intention.) Motive Motyw MO-tif Ukryty motyw. (Hidden motive.) Benefit Korzyść KO-zishch Jaka korzyść? (What benefit?) Advantage Zaleta zah-LEH-tah Zaleta kłamstwa. (Advantage of lying.) Disadvantage Wada / Niedogodność VAH-dah / nyeh-dog-OD-noshch Wada kłamstwa. (Disadvantage of lying.) Consequence Konsekwencja kon-seh-KVEN-tsya Konsekwencje kłamstw. (Consequences of lies.) Result Wynik VIH-nik Wynik działania. (Result of action.) Evidence Dowód DO-voot Brak dowodów. (No evidence.) Proof Dówód / Potwierdzenie do-Voot / pot-vyer-DZEN-yeh Potrzebuję dowodu. (I need proof.) Doubt Wątpliwość vont-PLEEV-oshch Mam wątpliwości. (I have doubts.) Suspicion Podejrzenie po-deh-ZHEN-yeh Moje podejrzenia. (My suspicions.) Accusation Oskarżenie o-skar-ZHEN-yeh Fałszywe oskarżenie. (False accusation.) Forgiveness Wybaczenie vih-bah-CHEN-yeh Proszę o wybaczenie. (I ask for forgiveness.) Apology Przeprosiny psheh-pro-SEE-nih Moje przeprosiny. (My apologies.) Admit Przyznać się pshi-ZNAHCH sheh Przyznaję się. (I admit.) Deny Zaprzeczać zah-PSHEH-chach On zaprzecza. (He denies.) Confess Wyznać vih-ZNAHCH Wyznaję prawdę. (I confess the truth.) Expose Odsłonić / Ujawnić od-SWO-neech / oo-YAV-neech Odsłonić prawdę. (Expose the truth.) Reveal Ujawnić oo-YAV-neech Ujawnić sekret. (Reveal the secret.) Discover Odkryć od-KRIHCH Odkryć kłamstwo. (Discover the lie.) Realize Zdać sobie sprawę / Uświadomić sobie ZDAHCH SOH-byeh SPRAH-veh / oo-shvah-DO-meech SOH-byeh Zdałem sobie sprawę. (I realized.) Understand Rozumieć ro-ZOO-myech Rozumiem dlaczego. (I understand why.) Accept Akceptować ak-tsep-TO-vach Akceptuję prawdę. (I accept the truth.) Change Zmiana ZMYAH-nah Czas na zmianę. (Time for change.) Growth Rozwój roz-VOOY Osobisty rozwój. (Personal growth.) Self Ja / Siebie yah / SHEH-byeh Moje prawdziwe ja. (My true self.) Ego Ego EH-go Moje ego. (My ego.) Identity Tożsamość toh-shah-MOSHCH Moja tożsamość. (My identity.) Image Wizerunek vee-zeh-ROO-nek Publiczny wizerunek. (Public image.) Reputation Reputacja re-poo-TA-tsya Moja reputacja. (My reputation.) Social Społeczny spo-WECH-nih Normy społeczne. (Social norms.) Society Społeczeństwo spo-weh-CHEN-stvo W naszym społeczeństwie. (In our society.) Culture Kultura kool-TOO-rah Kultura kłamstwa. (Culture of lying.) Relationship Relacja / Związek re-LA-tsya / ZVYON-zek Relacje z ludźmi. (Relationships with people.) Communication Komunikacja ko-moo-nee-KA-tsya Sztuka komunikacji. (Art of communication.) Conversation Rozmowa roz-MO-vah Szczera rozmowa. (Honest conversation.) Silence Cisza CHEE-shah Niekomfortowa cisza. (Uncomfortable silence.) Speak Mówić MOO-veech Mów prawdę. (Speak the truth.) Listen Słuchać SWOO-hach Słuchaj uważnie. (Listen carefully.) Hear Słyszeć SWIH-sheh Słyszę cię. (I hear you.) See Widzieć VEE-dyech Widzę prawdę. (I see the truth.) Look Patrzeć PAH-tcheh Patrz na mnie. (Look at me.) Watch Obserwować ob-ser-VO-vach Obserwuję zachowanie. (I watch behavior.) Notice Zauważyć zow-NAH-vihch Zauważyłem kłamstwo. (I noticed the lie.) Recognize Rozpoznać roz-POZ-nach Rozpoznać kłamcę. (Recognize the liar.) Remember Pamiętać pah-MYEN-tach Pamiętam prawdę. (I remember the truth.) Forget Zapomnieć zah-POM-nyech Zapomnieć kłamstwo. (Forget the lie.) Forgive Wybaczyć vih-BAH-chih Wybaczam ci. (I forgive you.) Trust (verb) Ufać OO-fach Ufam ci. (I trust you.) Believe Wierzyć VYEH-zihch Wierzę w ciebie. (I believe in you.) Doubt (verb) Wątpić VONT-peech Wątpię w to. (I doubt it.) Question Kwestionować / Pytać kves-tyo-NO-vach / PIH-tach Kwestionować wszystko. (Question everything.) Answer Odpowiedź od-PO-vyesh Szczera odpowiedź. (Honest answer.) Ask Pytać PIH-tach Pytaj o prawdę. (Ask about the truth.) Tell Powiedzieć po-VYEH-dyech Powiedz prawdę. (Tell the truth.) Say Mówić / Powiedzieć MOO-veech / po-VYEH-dyech Co chcesz powiedzieć? (What do you want to say?) Mean Znaczyć ZNAH-chih Co to znaczy? (What does it mean?) Explain Wyjaśnić vih-YASH-neech Wyjaśnij mi. (Explain to me.) Understand (noun) Zrozumienie zro-zoo-MYEN-yeh Brak zrozumienia. (Lack of understanding.) Misunderstanding Nieporozumienie nyeh-po-ro-zoo-MYEN-yeh To nieporozumienie. (This is a misunderstanding.) Conflict Konflikt KON-flikt Konflikt z prawdą. (Conflict with truth.) Resolution Rozwiązanie roz-vy-ZA-nyeh Rozwiązanie problemu. (Resolution of the problem.) Peace Spokój SPO-kooy Wewnętrzny spokój. (Inner peace.) Harmony Harmonia har-MO-nya Harmonia z prawdą. (Harmony with truth.) Authentic Autentyczny ow-ten-TIH-nih Autentyczny człowiek. (Authentic person.) Genuine Prawdziwy / Szczery prahv-DZEE-vih / SHCHEH-rih Szczery człowiek. (Genuine person.) Sincere Szczery SHCHEH-rih Szczere przeprosiny. (Sincere apologies.) Fake Fałszywy / Sztuczny fow-SHIH-vih / SHTOOCH-nih Fałszywy uśmiech. (Fake smile.) Real Prawdziwy / Rzeczywisty prahv-DZEE-vih / zheh-CHIH-vistih Prawdziwa twarz. (Real face.) Natural Naturalny nah-too-RAHL-nih Naturalne zachowanie. (Natural behavior.) Artificial Sztuczny SHTOOCH-nih Sztuczny świat. (Artificial world.) Deep Głęboki gwem-BO-kee Głęboka prawda. (Deep truth.) Surface Powierzchnia / Powierzchowny po-vyer-HNYAH / po-vyer-HHOV-nih Powierzchowna prawda. (Surface truth.) Complex Złożony ZWO-zho-nih Złożona sytuacja. (Complex situation.) Simple Prosty PRO-stih Prosta prawda. (Simple truth.) Complicated Skomplikowany skom-plee-KO-vah-nih Skomplikowana relacja. (Complicated relationship.) Clear Jasny YAH-snih Jasna sprawa. (Clear matter.) Confused Zmieszany zmyeh-SHAH-nih Jestem zmieszany. (I'm confused.) Certain Pewny PEHV-nih Jestem pewny. (I'm certain.) Uncertain Niepewny nyeh-PEHV-nih Jestem niepewny. (I'm uncertain.) Sure Pewny / Na pewno PEHV-nih / nah PEHV-no Na pewno? (For sure?) Maybe Może MO-zheh Może tak, może nie. (Maybe yes, maybe no.) Probably Prawdopodobnie prahv-do-POD-ob-nyeh Prawdopodobnie tak. (Probably yes.) Possibly Możliwie MOZH-li-vyeh Wszystko jest możliwe. (Everything is possible.) Impossible Niemożliwe nyeh-mozh-LI-vyeh To niemożliwe. (That's impossible.) Possible Możliwe mozh-LI-vyeh To możliwe. (That's possible.) Right Prawo / Prawidłowy / Słuszny PRAH-vo / prah-vee-DWO-vih / SWOOCH-nih Masz rację. (You're right.) Wrong Zło / Nieprawidłowy / Błędny zwo / nyeh-prah-vee-DWO-vih / BWEN-dnih Masz błąd. (You're wrong.) Correct Poprawny po-PRAHV-nih Poprawna odpowiedź. (Correct answer.) Incorrect Niepoprawny nyeh-po-PRAHV-nih Niepoprawna informacja. (Incorrect information.) Good Dobry DO-brih Dobry człowiek. (Good person.) Bad Zły zwih Zły uczynek. (Bad deed.) Moral Moralny mo-RAHL-nih Moralny dylemat. (Moral dilemma.) Immoral Niemoralny nyeh-mo-RAHL-nih Niemooralne zachowanie. (Immoral behavior.) Ethical Etyczny eh-TIH-ch-nih Etyczna decyzja. (Ethical decision.) Unethical Nieetyczny nyeh-eh-TIH-ch-nih Nieetyczne postępowanie. (Unethical conduct.) Legal Legalny leh-GAHL-nih Legalne działanie. (Legal action.) Illegal Nielegalny nyeh-leh-GAHL-nih Nielegalne działanie. (Illegal action.) Allowed Dozwolone doz-vo-LO-neh To jest dozwolone. (This is allowed.) Forbidden Zabronione zah-bro-NEE-oneh To jest zabronione. (This is forbidden.) Permission Pozwolenie poz-vo-LEN-yeh Mam pozwolenie. (I have permission.) Prohibition Zakaz ZAH-kahs Zakaz kłamstwa. (Prohibition of lying.) Rule Zasada zah-SAH-dah Zasada uczciwości. (Rule of honesty.) Exception Wyjątek vih-YON-tek Wyjątek od reguły. (Exception to the rule.) Norm Norma NOR-mah Społeczna norma. (Social norm.) Standard Standard STAN-dahrt Wysoki standard. (High standard.) Expectation Oczekiwanie o-cheh-kee-VAH-nyeh Twoje oczekiwania. (Your expectations.) Pressure Presja PREH-shah Presja społeczna. (Social pressure.) Stress Stres strehs Stres przed kłamstwem. (Stress before lying.) Anxiety Lęk / Niepokój wenk / nyeh-PO-kooy Lęk przed prawdą. (Anxiety about truth.) Comfort Komfort KOM-fort Strefa komfortu. (Comfort zone.) Discomfort Dyskomfort / Niekonfort dis-KOM-fort / nyeh-kom-FORT Poczucie dyskomfortu. (Feeling of discomfort.) Safety Bezpieczeństwo beh-pyeh-CHEHN-stvo Poczucie bezpieczeństwa. (Feeling of safety.) Danger Niebezpieczeństwo nyeh-beh-pyeh-CHEHN-stvo Niebezpieczeństwo prawdy. (Danger of truth.) Risk Ryzyko RIH-zih-ko Ryzyko kłamstwa. (Risk of lying.) Reward Nagroda nah-GRO-dah Nagroda za prawdę. (Reward for truth.) Punishment Kara KAH-rah Kara za kłamstwo. (Punishment for lying.) Consequence Konsekwencja kon-seh-KVEN-tsya Konsekwencje działania. (Consequences of action.) Cause Przyczyna pshih-CHIH-nah Przyczyna kłamstwa. (Cause of lying.) Effect Efekt / Skutek EH-fekt / SKOO-tek Efekt uboczny. (Side effect.) Reason Powód PO-voot Główny powód. (Main reason.) Excuse Wymówka vih-MOOF-kah Słaba wymówka. (Weak excuse.) Justification Uzasadnienie oo-zah-sahd-NYEN-yeh Uzasadnienie kłamstwa. (Justification of lying.) Rationalization Racjonalizacja rah-tsy-o-nah-li-ZA-tsya Racjonalizacja zachowania. (Rationalization of behavior.) Denial Zaprzeczenie zah-PSHEH-cheh-nyeh Zaprzeczenie rzeczywistości. (Denial of reality.) Projection Projekcja pro-YEK-tsya Projekcja winy. (Projection of guilt.) Rationalization Racjonalizacja rah-tsy-o-nah-li-ZA-tsya Mechanizm obronny. (Defense mechanism.)     Polish English To jest kłamstwo. This is a lie. Mów prawdę. Speak the truth. Mam zaufanie. I have trust. On kłamie. He is lying. Ukrywam prawdę. I hide the truth. Chronię siebie. I protect myself. Dlaczego kłamiemy? Why do we lie? Jaki powód? What reason? Jaka korzyść? What benefit? Rozumiem dlaczego. I understand why. Wybaczam ci. I forgive you. Ufam ci. I trust you. Prawdziwa twarz. True face. Mechanizm obronny. Defense mechanism. Społeczna norma. Social norm. Presja społeczna. Social pressure. Strefa komfortu. Comfort zone. Osobisty rozwój. Personal growth. Szczera rozmowa. Honest conversation. Czas na zmianę. Time for change.

Our Response: Colossians 2:6-8, 12, 16-18 Our Focus: Colossians 3:1-4 Life in Christ – Colossians series                                2026 City Harbor Church Life in Christ: The call and response of Paul's letter to the Colossians (more Biblical concept in background info) “Life in Christ” – our new spiritual life is IN Jesus, a close personal relationship, in alignment, in position Let's take a closer look at who Jesus is and what Jesus has done. We can all grow spiritually stronger by studying Paul's letter to the Colossians, learning what it says about how we see Jesus and hearing what it says about how we should respond. We will discuss what it means to live “in Christ” by putting on that which is new. I. Our Response “So then, just as you have received Christ Jesus as Lord, continue to walk in him, being rooted and built up in him and established in the faith, just as you were taught, and overflowing with gratitude. Be careful that no one takes you captive through philosophy and empty deceit based on human tradition, based on the elements of the world, rather than Christ.” – Colossians 2:6–8  CSB  see background info What does this mean? A.     We receive Jesus Christ as Savior, Lord, King. B.     We follow Jesus, by faith in grace, and obeying his teaching. C.     We daily build our values, beliefs, decisions, and lifestyle based on Jesus. D.     We refute and reject any human teaching that would diminish the sufficiency and supremacy of Jesus, add requirements to this New Testament teaching, or attempt to lead us away from following Jesus, in the local church. We believe in the salvation of sinners by grace, through repentance and faith in the perfect and sufficient work of the cross of Calvary by which we obtain remission of sins. (Ephesians 2:8,9; Hebrews 9:12,22; Romans 5:11) “when you were buried with him in baptism, in which you were also raised with him through faith in the working of God, who raised him from the dead.” – Colossians 2:12  CSB We believe in the necessity of water baptism by immersion in the Name of the Eternal Godhead in order to fulfill the command of the Lord Jesus Christ. (Matthew 28:19; Acts 2:34-36; 19:1-6) “Therefore, don't let anyone judge you in regard to food and drink or in the matter of a festival or a new moon or a Sabbath day. These are a shadow of what was to come; the substance is Christ. Let no one condemn you by delighting in ascetic practices and the worship of angels, claiming access to a visionary realm. Such people are inflated by empty notions of their unspiritual mind.” – Colossians 2:16–18  CSB We are to reject teaching that would draw us away from following Jesus Christ, in the local church. We are to reject teaching that would add requirements of us for our salvation, to the New Testament. See background info. II.                Our Focus: “So, if you have been raised with Christ, seek the things above, where Christ is, seated at the right hand of God. Set your minds on things above, not on earthly things. For you died, and your life is hidden with Christ in God. When Christ, who is your life, appears, then you also will appear with him in glory.” – Colossians 3:1–4  CSB “Therefore, since we also have such a large cloud of witnesses surrounding us, let us lay aside every hindrance and the sin that so easily ensnares us. Let us run with endurance the race that lies before us, keeping our eyes on Jesus, the pioneer and perfecter of our faith. For the joy that lay before him, he endured the cross, despising the shame, and sat down at the right hand of the throne of God.” – Hebrews 12:1-2  CSB Aim-Assist Questions: A.     Do we start our mornings thinking about Jesus first? B.     Do we give priority energy to seeking Jesus and his Kingdom? C.     Does this include learning activity? D.     Do we give mental focus to that which will last forever, more than anything temporary? E.     Do we end the evening in conversation with God? Explain how to do it. What do we learn? 1.      Jesus Christ is first, above all, our Savior King, the fullness and the image of God. 2.      Jesus Christ has redeemed us, making us right with God, bringing us from spiritual darkness to the light of God's Kingdom. 3.      Jesus leads us in a spiritual journey with our local church family. 4.      We are actively learning more about the truth of Jesus and rejecting deceptive narratives and their sources. What should we do? 1.      Read Colossians chapter 3 this week. 2.      Write down one thought we have learned. 3.      Apply the truth to how we pray and how we see ourselves. 4.      By Wednesday, read Colossians 3:1-14 and memorize one phrase from it. 5.      We are called to focus on Jesus and set our minds on God's Kingdom. 6.      We are actively learning more about the truth of Jesus and rejecting deceptive narratives and their sources.

Introduction: 5 Reasons Pastors Should Be Paid: (1 Corinthians 9:1-14) It's COMMON Sense. (1 Cor 9:7) It's a CONCERN in the Law. (1 Cor 9:8-11) 1 Timothy 5:17-18 - Let the elders who rule well be considered worthy of double honor, especially those who labor in preaching and teaching. For the Scripture says, “You shall not muzzle an ox when it treads out the grain,” and, “The laborer deserves his wages.” It's CLAIMED By Others. (1 Cor 9:12) It's a CUSTOM from the Old Testament. (1 Cor 9:13) It's COMMANDED By Jesus. (1 Cor 9:14) Luke 10:7 – for the laborer deserves his wages. Matthew 10:10 - the laborer deserves his food. Sermon Notes (PDF): BLANKHint: Highlight blanks above for answers! Audio Transcript 00:36-00:40Open up those Bibles to 1 Corinthians 9.00:44-00:52The title of today's message is, "Should Pastors Be Paid?" Yeah.00:54-00:57I'd like to invite the worship team to come back up as we close.00:58-01:00If you want to worship through giving, the offering.01:04-01:09You're like, "You better earn that pay." Fair, fair.01:09-01:12You know, I was associate pastor for 11 years.01:12-01:16And one of the things that I did was run the Wednesday night program.01:16-01:18It was pioneer clubs like Awana's.01:18-01:26But I'll never forget one girl who was lifelong member of the church from forever.01:26-01:27She the one little girl came up.01:28-01:39She goes, "Pastor Jeff, where do you work?" And I'm not gonna say her name 'cause she's an adult now and might be watching this, but I said, "Well, you know where I work.01:40-01:42"I'm one of the pastors here at the church." She just rolled her eyes.01:42-01:46She goes, "I know that, but I mean, where do you work?01:46-01:49"Like, what's your job?01:49-02:02"Like, what do you do to get paid?" I'm like, "You know, just when you start "to feel pretty good about yourself." Along comes some kid to bring you right back down to earth, right?02:03-02:03Where do you work?02:07-02:09Many people hold that opinion, right?02:10-02:12I mean, being a pastor isn't really work.02:15-02:19You know, my favorite, you only work for one hour a week.02:23-02:24And you know what?02:24-02:25I've heard that so many times.02:25-02:27I'm quick to correct people on that.02:28-02:28I'm like, "No.02:31-02:32I don't work the whole hour.02:34-02:36My part's only like 35 minutes.02:37-02:43I work 35 minutes a week." So should pastors be paid?02:44-02:47When you bring it up, people get weird.02:48-02:49People get weird.02:49-02:51Everybody's evaluating the pastor's car.02:53-02:55Everybody's evaluating the pastor's house.02:55-02:58Everybody's evaluating the pastor's clothes.02:59-03:00How much is he making?03:03-03:05You know nobody does that for other professions, right?03:08-03:18Like for example, if somebody here is a nurse and you pull up to church driving a Boxter, what are people gonna say?03:18-03:20"Good for her, good for her.03:21-03:23Wow, I am so happy for her.03:26-03:31If I drove up driving a Porsche, what are people gonna say?03:35-03:36How much is he making?03:40-03:49I've heard a lot of things over the years, statements people have made, their little evaluations on how pastors should be paid.03:49-03:51I just want to share a couple with you.03:51-03:53Just this is, these amuse me.03:54-03:57But one person told me this regarding how a pastor should be paid.03:58-04:10He said, "A pastor shouldn't make more "than the lowest paid congregant." So we should find out who in the church makes the least and that should determine the pastor's salary.04:13-04:17Because after all, the pastor shouldn't make more than anybody else in the church.04:19-04:20I had one guy tell me this.04:21-04:31He goes, "I have a real problem "with preachers getting paid by the church." And I said, "What's the issue with that?" He goes, "Think about it this way.04:33-04:35"You teach tithing, right?04:35-04:55"10%." I'm like, "I'm following you." He goes, "Okay, so if 10 people give 10%, "now automatically the pastor's making "more than everybody in the church." And I'm like, you're gonna have to back up here 'cause you lost me somewhere on that math.04:57-04:58I mean, does that math work out?05:01-05:02Should pastors be paid?05:04-05:05Awkward.05:05-05:07Right, it's an awkward subject.05:07-05:10Can we just get that under, it's an awkward subject to stand up and preach about.05:10-05:11You're like, well then why are you?05:12-05:17Because we're going through the book of 1 Corinthians and guess what the subject is of this next section that we are going in?05:18-05:24"Should pastors be paid?" Yeah, it's going to be awkward to talk about, but you don't be more awkward than that, skipping it.05:26-05:26Right?05:26-05:29Because didn't God put it in His Word for a reason?05:30-05:31And we don't skip anything here.05:32-05:33So we're going after it.05:34-05:35We're just going to go after it.05:35-05:36Should pastors be paid?05:37-05:39The Bible is clear, yes.05:41-05:50But some ministers, you know, they live lavishly, and they demand that the church pay for the their extravagant lifestyle, and that is wrong.05:52-05:59But we can't just disregard what the Bible says just because some people have abused the privilege.06:02-06:06This section here, we're in 1 Corinthians, it's about liberty.06:08-06:21You're like, "Well, what is liberty?" It's this, you know, to be saved means that you have to turn from your sin and receive Jesus Christ.06:21-06:34And when you receive Him, you believe that Jesus died for your sin, when you believe that Jesus resurrected from the dead, when you believe that, the Bible says you are adopted as a child of God.06:34-06:36And nothing can change that.06:37-06:40Nothing can separate you from the love of God in Jesus Christ.06:41-06:41Nothing.06:42-06:46When you are saved, you are saved as a gift of God's grace.06:47-06:48Nothing can change that.06:51-06:54So understand your salvation is not performance-based.06:56-06:58So that means there's nothing you can do.06:58-07:01If you're saved, there's nothing you can do that would disqualify you from being a child of God.07:01-07:02It's not performance-based.07:04-07:12So the extreme view of that is, well, if it's not performance-based, I'm free to do whatever I want.07:15-07:16And that's what we're looking at in this section.07:17-07:19Am I free to do whatever I want?07:19-07:38Their particular issue, we talked about this last week, was they were, some of the more mature Christians were eating meat that was sacrificed to idols, and they were like, "A burger's a burger." But it bothered some of the weaker Christians who came out of the pagan background and said, You don't want to touch meat that was used in pagan worship.07:39-07:46And Paul says, "Love says, 'I will give up my rights if it keeps a brother from stumbling.'" I'll give up my rights.07:49-08:02So understand here in this section that we're looking at today, Paul is saying, "Corinthians, I'm not asking you to do anything that I'm not willing to do.08:05-08:10Paul is saying here in this section we're looking at, I am laying down a freedom that I have.08:10-08:13I have the freedom to get paid by the church.08:13-08:15And Paul says, I laid that freedom down.08:17-08:23We're going to talk more about that part of it next week, but why would Paul lay that freedom down?08:23-08:25He knew it would bring offense.08:27-08:31You see, he knew that there were going to be some people that thought, "Oh, look at this guy.08:31-08:35There's this new religion and he's using it to cash in.08:35-08:36He's using it just to make money.08:37-08:40He's trying to rip you off." So Paul got a job making tents.08:40-09:03So he's like, "I'm not going to be a financial burden to anybody because I don't want anybody to think that I have an ulterior motive in preaching the gospel." So chapter 9, the section we're looking at today illustrates this whole giving up my liberty issue. I have the freedom to not use my freedom.09:05-09:18All right, let's bow. I'm going to ask you to pray for me to be faithful to communicate God's Word, and I will pray for you to have a heart open to receive it, and then we'll go right after it. Let's just take a moment and pray.09:22-09:23by your name and your word, Father.09:26-09:30We ask you in the mighty name of Jesus Christ, our Lord and Savior forever.09:31-09:35And all of God's people said, amen.09:36-09:42All right, so the Corinthians are like, hey, we are free in Christ to do what we want.09:42-09:44Look at chapter nine, verse one.09:45-09:46Paul says, am I not free?09:48-09:49Am I not an apostle?09:51-09:52Paul's like, "I'm free.09:53-09:55"I'm free to, you know about your freedom?09:55-10:08"I'm free too." And Paul says, "By the way, I'm not just a pew sitter." Okay, he's like, "I'm an apostle." And as always, when the issue comes up, you're going to have a group of people that were like, "Are you, Paul?10:08-10:09"Are you really an apostle?10:09-10:13"Are you really?" Oh, look at what he says.10:15-10:18"Have I not seen Jesus our Lord?10:18-10:25"Are not you my workmanship in the Lord?" Paul was always defending himself.10:25-10:27And right here he goes, "Yeah, I am an apostle.10:27-10:28"I'll give you two proofs.10:28-10:30"One is the big one.10:30-10:37"To be an apostle, you had to have seen "the resurrected Jesus Christ." And Paul's like, "I've seen him." Like, did Paul see Jesus?10:37-10:39Yeah, at least three times.10:39-10:42Oh, by the way, one of those times was actually in Corinth.10:42-10:43What's that, Acts chapter 18?10:46-10:56Paul says, "I have another proof." He goes, "You want another proof of my apostleship?" He goes, "You, you are my proof." What do you mean by that?10:56-10:57Look at verses two and three.10:58-11:07He says, "If to others I am not an apostle, "at least I am to you, "for you are the seal of my apostleship in the Lord.11:08-11:30"This is my defense to those who would examine me." Paul says, "Some might not believe that I'm apostle, but you cannot deny the way that the Lord has worked through me to you." He says, "You're my seal." See, in those days, if somebody wanted to authenticate a letter, they would put a wax seal with the signet ring.11:31-11:32That was to say, "This is genuine.11:32-11:35This is real." Paul goes, "You want to know that I'm real?11:35-11:48Do you want to know that I'm authentic?" He goes, "You're my proof, because God has ministered the gospel through me to you." These are the evidences that I'm an apostle.11:48-11:53So, verse 4, do we not have the right to eat and drink?11:55-11:57That's obviously sarcasm.11:58-12:03I was like, "Yeah, I'm an apostle and God has used me, so I'm not allowed to eat?" Is that what you're saying?12:06-12:10I've been faithful to your souls, I've been faithful to the Lord, but I don't get to eat?12:11-12:20He's saying, "I don't get to… are you saying that I don't get to earn a living from the work that I do in the Lord?" Look at verse 5.12:24-12:32He says, "Do we not have the right to take along a believing wife, as do the other apostles and the brothers of the Lord and Cephas?12:34-12:39Or is it only Barnabas and I who have no right to refrain from working for a living?12:41-12:49Paul's like, "Other ministers are supported." So much so that other ministers actually take their wives along with them.12:50-12:52So you support them.12:56-12:57What about me?12:57-13:00Do I have the right to be supported by the church?13:01-13:03See what Paul's doing here.13:03-13:06in this little introduction, he's setting this all up.13:07-13:19He goes, "This freedom that I am laying down, is it actually a freedom that I have?" As we look at verses 7-14, Paul here is establishing that this is a right.13:19-13:21This is legitimate.13:21-13:25Ministers have the right to be supported by the church.13:25-13:26He's proving that in this section.13:29-13:35And in Paul's day, as in ours, there are people that are going to doubt the premise.13:36-13:38Like, really, should ministers be paid?13:38-13:38Really?13:39-13:40Not sure about that.13:40-13:41Should they, is it really work?13:42-13:4635 minutes, rather, 35 minutes a week, is that really work?13:47-13:48Should we be paying you for that?13:52-13:56Well, Paul gives five reasons why you should pay the pastor.13:57-13:57All right?13:59-14:00"Jot these down.14:00-14:08By the way, you're paying me overtime this week 'cause I spent some extra time making sure these were alliterated.14:09-14:12I don't always do that, but when I do, I charge extra.14:13-14:23And I charge by the word, that's why the sermons are so long." So five reasons a pastor should be paid.14:23-14:24Number one, I love this.14:24-14:26He just knocks this one right out.14:26-14:26It's common sense.14:27-14:28It's common sense.14:28-14:30Look at verse 7.14:32-14:36Paul says, "Who serves as a soldier at his own expense?14:38-14:40Who plants a vineyard without eating any of its fruit?14:41-14:48Or who tends a flock without getting some of the milk?" Obvious point, right?14:49-14:52A man earns his living by his work.14:53-14:55And he gives three examples.14:56-15:00A soldier, a farmer, and a shepherd.15:03-15:09Imagine as Paul calls us to here, imagine doing those jobs at your own expense.15:10-15:11Imagine that.15:11-15:13That's ludicrous, right?15:14-15:14Like what do you do?15:14-15:15I work at Target.15:17-15:17Why do you work at Target?15:18-15:25"Well, just trying to pay the bills so in my free time I can be in the army." Like what?15:26-15:27Paul's like, "Who does that?15:28-15:36That's called a hobby if you're doing it without being compensated.15:36-15:41Their families are fed from the work that they do." So it should be true for pastors.15:41-15:42It's common sense.15:43-15:47should earn from the work that they do.15:50-15:55And I have to add, church, that this is also extremely practical when you think about it.15:55-15:57The church benefits from a focused pastor.16:00-16:05You're going to get your best work from the pastor if he's not distracted.16:06-16:07I mean, think about it.16:07-16:43If the pastor has to provide for his family by working another job, how much gas is left tank to be a pastor. And you're like, "Eh, doesn't look that hard." Well, I want you to think about your job, whatever you do. You're nine to five, whether you work in a bank, work in HVAC, community, you know, some kind of like social service function, think Think of what you do.16:44-16:52When your shift ends, do you feel like you would be able to effectively pastor a church on top of that?16:55-16:59Again, I don't care if you're with the police, a computer programmer.17:00-17:05Imagine working all day doing that, and then you get home and now you've got to write a sermon.17:06-17:07Oh, and you have two counseling appointments.17:07-17:09And make sure you squeeze time in.17:09-17:17you've got to follow up with these new people at church, oh, and then you have a ministry team meeting on top of that.17:17-17:21Are you really going to do all of that on top of your nine to five?17:24-17:25It's common sense.17:26-17:33You see, if a pastor has to work another job, it's easy for him to phone it in when it comes to the church work, right?17:33-17:37Well, I've got to work at Target so that I can pay my bills.17:38-17:39the church stuff is just going to have to wait.17:39-17:42I sure hope they're not expecting a decent sermon this week.17:44-17:45It's just common sense.17:45-17:47People should get wages.17:49-17:52People should benefit from their workplace.17:52-17:53That's where he starts.17:54-17:55It's common sense.17:55-17:58Number two, five reasons pastors should be paid.17:58-18:02Five reasons Paul says this is a right for pastors to be paid.18:02-18:05Number two is it's a concern in the law.18:05-18:06It's a concern in the law.18:09-18:10Like, what do you mean?18:10-18:11Well, look at verse eight.18:12-18:17Paul says, "Do I say these things on human authority?" Like, you think I'm making this up?18:19-18:22He says, "Does not the law say the same?18:23-18:37"For it is written in the law of Moses, "you shall not muzzle an ox when it treads out the grain." That's Deuteronomy 25 verse 4.18:38-18:43Like, what do you mean an ox treading out the grain?18:43-18:47It was actually an Egyptian trick that Israel adopted.18:49-19:01They would tie a big round flat stone to an ox, and they would have the ox drag the stone over the wheat to crush it to remove the husk.19:03-19:13Okay, so you have this ox helping you prepare food, doing this hard work of dragging a stone.19:13-19:19Now how cruel would it be to put a muzzle on the ox while he's doing that?19:19-19:22Like you have to drag the stone, but you're not allowed to eat.19:23-19:27Oh, you're going to stand on top of food all day, but you're not allowed to take a bite.19:28-19:28That's inhumane.19:36-19:37That's the point.19:39-19:41Look at verse 9, second part.19:44-19:56He says, "Is it for oxen that God is concerned?" Does He not speak entirely for our sake?19:57-20:15It was written for our sake, because the plowman should plow in hope, and the thresher thresh in hope of sharing in the crop." See Paul's point, you know, the whole don't muzzle an ox while it's treading out the grain.20:15-20:27Paul's like, "You think God's concerned about the ox?" Look, I don't think God has anything against ox, oxen, oxes, oxen, oxen.20:27-20:28Thank you, Randy.20:28-20:28Oxen.20:28-20:31I don't think God's against oxen.20:31-20:32He created them.20:32-20:33I think God loves oxen.20:34-20:42Paul's like, "Do you think he wrote that in the law for the oxen who are going to be reading the law?" Like, "Hey, wait a second.20:43-20:48You're not supposed to muzzle me while I'm working." I think he didn't write that for the oxen.20:50-20:51But don't do it now.20:51-20:52You can do it later.20:53-20:56You get some time, turn back to that reference in Deuteronomy.20:56-21:01And you're going to see that section of Deuteronomy has nothing to do with animals.21:02-21:05Nothing to do with how to treat the livestock.21:05-21:06It has nothing to do with that.21:07-21:12It has everything to do with people.21:12-21:13And how you treat people.21:15-21:17You see, it's a figure of speech.21:17-21:21We use animals in figures of speech all the time, don't we?21:22-21:25Don't look a gift horse in the mouth, two birds with one stone, all of that.21:25-21:26It was a figure of speech.21:28-21:36And Paul reminds us here, look, when God wrote that through Moses, He wasn't really concerned about the oxen, He was concerned about man.21:38-21:44And the point of that expression is the worker deserves to benefit from his work, obviously, right?21:45-22:02Luke 11, he says, "If we have sown spiritual things among you, is it too much if we reap material things from you?" Sown spiritual things.22:05-22:09That's all I'm trying to do for this church.22:10-22:13There are many people in this church that I have led to Christ.22:16-22:23There's many people in this church that I've not only taught the Bible, but I've taught how to teach the Bible.22:25-22:35There are people in this church that I have counseled out of disaster, comforted you and your family at funerals.22:36-22:37I married a lot of people here.22:39-22:45I've come along leaders to try to encourage them in their particular ministries.22:46-22:57None of this is meant to be boastful or "Hey, look at me." I'm just saying objectively, this is what I'm striving to do among you.22:59-23:01So is it out of line to support me in doing those things?23:03-23:05Am I asking too much?23:07-23:10Or do you see no value in anything that I do?23:12-23:16Now look, I am so thankful.23:16-23:18This church has always supported me and my family.23:20-23:24And I am so thankful to God for you and your support.23:27-23:34It would absolutely grieve me though if you thought that I wasn't worth it.23:35-23:43Like, yeah, we'll support him, but I mean, does he really bring something to the table?23:48-23:57Some churches, well, they do justify no pay or meager pay for the pastors.23:58-23:59Some churches justify that.23:59-24:01You can't pay the pastor very much.24:01-24:01Why?24:02-24:04Gotta keep 'em humble, right Pastor Taylor?24:06-24:07Gotta keep 'em humble.24:07-24:11Pastor Taylor gets paid two Kit Kats a week, that's all he gets from the church.24:12-24:14Because we're gonna keep 'em humble.24:16-24:18We don't want 'em to get swollen head.24:19-24:21So we gotta keep 'em humble.24:21-24:30Listen, that is an unbiblical mindset, completely backwards to what the Bible says about the way you treat your pastor.24:31-24:32Right?24:34-24:371 Timothy 5, look what Paul told Timothy.24:38-24:50He says, "Let the elders who rule well be considered worthy of double honor, especially those who labor in preaching and teaching." You know what he means by double honor?24:51-24:55He doesn't mean like, thank you, thank you.24:58-24:58Great job, great job.24:58-24:59That's not what he means at all.25:00-25:02You look at the context, he's talking about pay.25:04-25:07He's saying you should double my pay.25:09-25:11You get the point there, right?25:12-25:14Not keep them humble.25:14-25:17He's like, those who preach the word of God deserve double honor.25:18-25:24He says, for the scripture says, you shall not muzzle an ox when it treads out the grain.25:25-25:29and the laborer deserves his wages.25:33-25:37And right now some Bible scholar is like, oh, okay, don't muzzle the ox.25:38-25:40Okay, Pastor Jeff, that's Old Testament.25:40-25:42We don't live under the Old Testament.25:45-25:52Well, we abide under the principles of the law, especially when they're repeated in the New Testament.25:53-25:53All right?25:54-25:55The five reasons pastors should be paid.25:56-25:58Paul says it's common sense.25:58-25:59It's a concern in the law.25:59-26:01Number three, write this down, it's claimed by others.26:02-26:04It's claimed by others.26:07-26:21Verse 12, he says, "If others share this rightful claim on you, do not we even more?" Paul's like, "Oh, by the way, it's not weird or unusual.26:23-26:25In fact, there's precedent for it.26:27-26:27Right?26:28-26:30Many of you do support others.26:31-26:39And you should, but there's many people here that you're like, I support certain missionaries or I support world vision, or I support Samaritan's Purse.26:39-26:41I support all these people.26:41-26:46And Paul here is just simply saying, hey, what about the shepherd who has devoted his life to caring for you?26:47-26:47What about that guy?26:48-26:49Should he be paid?26:49-26:50Should he be supported?26:53-27:03And my whole life revolves around caring for you, praying for you, discipling you.27:06-27:15And some people are like, "Well, you know, I listen to such and such preacher on the Facebooks or the YouTubes or whatever.27:15-27:22I listen to Jack Hibbs, so my tithe goes to Jack Hibbs." Okay.27:28-27:32But when you need counseling, do you think Jack Hibbs is going to come and counsel you?27:34-27:39You know, if you have a tragedy, do you think Jack Hibbs is going to be at your house to pray for you, pray with you?27:42-27:43Does Jack Hibbs even know who you are?27:46-27:46That's Paul's point here.27:47-27:49Paul's like, "Others share the rightful claim.27:49-28:12"You support others." Paul's like, "How can you not support the one who loves you?" He goes on in verse 12, he goes, "Nevertheless, we have not made use of this right, "but we endure anything rather than put an obstacle "in the way of the gospel of Christ." That's the whole point of broaching the subject.28:13-28:25We have the freedom to get paid, but Paul says, "I laid that freedom down." Just as I'm telling you to do about eating the meat sacrifice to the idols, it's okay.28:25-28:28It's okay to lay your freedom down sometimes.28:30-28:32We're going to get into that more next week.28:33-28:36This week though, he's giving us five reasons a preacher should be paid.28:36-28:39And here's number four, it's a custom from the Old Testament.28:40-28:46It's common sense, it's a concern in the law, it's claimed by others, and it's a custom from the Old Testament.28:47-28:48Look at verse 13.28:49-29:03He says, "Do you not know that those who are employed in the temple service get their food from the temple, and those who serve at the altar share in the sacrificial offerings.29:06-29:09Do a little study sometime, Old Testament law.29:09-29:16In the Old Testament, priests were supported for their work by their work.29:18-29:26All of the sacrifices that were given under Old Testament law realized the priest received a portion of what was offered in some way, shape, or form.29:26-29:27That's what Paul's talking about here.29:31-29:41And I was studying this this week, and I'm like, why did he sort of, he kind of said that in verse seven, right?29:42-29:43The same thing.29:43-29:46So why did he bring this up again?29:46-29:47And then it hit me.29:50-29:54Verse seven, he gave secular examples.29:56-29:57You know, the soldier, the farmer, the shepherd.29:57-29:59He gave secular examples.29:59-30:23And there are some in the church that would say, "Okay, Paul, you're using secular reasoning and you're trying to apply it to the spiritual realm." And I think what Paul's doing here is saying, "Look, yes, this principle, you should be supported for the work that you do, by your work." It's true in the secular world and it's true in the sacred world too.30:23-30:25So Paul's like, "Don't act like this is a new thing.30:26-30:31supporting the spiritual leaders, because it's a custom that goes way back to the Old Testament.30:35-30:40Number five, five reasons pastors should be paid.30:41-30:45It's common sense, it's a concern in the law, it's claimed by others, it's a custom from the Old Testament.30:46-30:57Last and probably most important, I would say, I think that's why it's last, it's commanded by Jesus.31:00-31:01It's commanded by Jesus.31:02-31:17Look at verse 14, "In the same way, the Lord commanded that those who proclaim the gospel should get their living by the gospel." Wait a minute, when did Jesus say that?31:18-31:20Well, He said that a couple of times.31:21-31:34In Luke chapter 10, Jesus was sending out the 72 and He was talking about, you can look this up later, the people that believe you should be the ones that feed you.31:34-31:41So Jesus in sending them out said, "For the laborer deserves his wages." What's the context of that?31:42-32:06And again in Matthew 10, verse 10, Jesus was sending out the twelve, and He says, "The people that believe you should be the people who support you." And that's why He said, "The laborer deserves his food." In both cases, Jesus was saying those who preach the gospel must be supported by those who believe the gospel.32:07-32:14In other words, believers, we could say church members, should financially support their leaders.32:17-32:23If you're a guest here today, I want you to understand you're under no obligation to give.32:24-32:29Don't feel guilty or like, "Well, I probably should." If you're a guest, be our guest.32:31-32:32There's zero obligation.32:35-32:37is something that we are to share as a church family.32:39-32:39All right?32:43-32:45But nevertheless, the Lord commanded it.32:46-32:48Those who proclaim the gospel should get their living by the gospel.32:50-33:01So Paul, in this whole section, is saying as a minister of the gospel, I have every right to expect you to support me, but I laid that right down.33:03-33:19I thought it might be an obstacle to the work, so because I love you, I didn't take financial support from you." Paul's like, "I'm trying to show you something, that when you love, you're willing to lay down your rights.33:21-33:56When you love, you're willing to lay down your freedoms." Paul is just simply saying, as we'll see next week, "Follow my example." Right now you're like, "Okay, pay the pastor, fine." Well my hope is not that you reluctantly get on board with giving, but I want you to see the bigger picture of why you give.33:57-34:00Yes, giving primarily is an act of worship.34:00-34:01We've had a whole sermon series about that.34:02-34:03Giving is an act of worship.34:04-34:08But also I want you to think about the tangible effects of giving.34:11-34:14When you give, my family is supported.34:16-34:22And that frees me from trying to do ministry on top of a nine to five job.34:22-34:25It lets me stay focused on caring for you.34:25-34:35Understand that when you give, look at the big picture, you're freeing me up so that I can care for everybody in this church to the best of my ability.34:39-34:39Everyone benefits.34:41-34:44When you give, other staff are paid.34:44-34:47That allows us to worship in excellent music.34:48-35:07It helps us disciple your children and young adults to minister on a personal level through the oversight of our entire small group ministry and so many more things that are able to happen that couldn't happen if you weren't financially supporting the leadership of the church.35:09-35:15Oh, oh, oh, and when you give, understand that you're supporting a whole network of ministers in Thailand.35:17-35:30Do you know in northern Thailand and beyond, we have 23 churches, we have four children's homes, we have a Bible institute, and do you know how many people stateside support them?35:33-35:34Just this church.35:35-35:49You, when you give, you are allowing the work of evangelism happen all over that area of the world through our network of churches.35:52-35:55Disciples are made all over Northern Thailand and beyond.35:57-36:08When you give, that is your way of actively partnering with me in advancing the kingdom of Jesus Christ.36:10-36:12I'd like you to bow your heads as the worship team makes their way up.36:16-36:29Father in heaven, it felt awkward to have to give a message like this, but God, it's your word.36:29-36:30We don't skip anything.36:32-36:34We just want to go after what you said.36:35-36:46Father, I thank you for the way that this church has always sought to support me and my family.36:48-36:53Financially sure, but so many other ways this church has sought to bless and protect my family.36:54-36:55God, I thank you so much for these people.36:56-36:58This is from you, God, and I thank you for that.36:59-37:11I just pray, Father, that looking at a passage like this, you would give us sort of a bigger picture of the way your economy works and why you have called us to certain things that you've called us to.37:15-37:24God, we believe that all things are yours, and we believe, God, that you have called us to be faithful stewards with everything that you give us.37:27-37:32We thank you for the privilege and all the ways that you've called us to partner with you in the work of the ministry.37:33-37:38Thank You, Father, for the spirit of generosity that You have stirred among Your people here.37:39-37:47And as King David prayed in preparation for the temple, might that spirit always be found in Your people.37:48-37:50We pray in Jesus' name, amen. Small Group DiscussionRead 1 Corinthians 9:1-14What was your big take-away from this passage / message?Explain why Paul broaches the subject of paying the pastor in the first place. What does that have to do with their question about Christian liberty?What are some practical benefits that come when a pastor doesn't have to work outside the church?How would you respond to someone who says, “Pastors should have a job like everyone else! It's not fair that the pastor has money when some people in the congregation are struggling financially.”BreakoutPray for one another.

5pm: Thousands Of Marines And 3 U.S. Warships Deployed To The Middle East, Reports Say // Hegseth taunts Iran’s new Ayatollah // You can't hide from ChatGPT – AI challenge can geo-locate you from almost any photo – we tried it and it's worrisome // Israeli Officials Think Iran’s Regime Isn’t Likely to Fall Soon // Video Guest – Jeremiah Byron – Bigfoot Society Podcast // Dramatic 'surge' in Ohio Bigfoot sightings as guard dog left 'shaking with fear' // A New Bigfoot Documentary Helps Explain Our Conspiracy-Minded Era // Letters

Hometown Radio 03/13/26 6p: Two Guys From Italy celebrate and explain their culture

Why lever mechanics don't explain human movement.In this episode, Joanne explores the limitations of the biomechanical idea that joints act as simple levers. Drawing on fascia science and anatomical observation, she explains why the human body cannot be accurately understood through linear mechanical models.Many traditional explanations of movement rely on engineering concepts such as levers, pin joints, and mechanical chains. But living bodies are not built like machines! Joanne describes how the architecture of the body is fundamentally non-linear, tubular, and spiral in organisation, shaped by fascia and the dynamics of living tissue rather than rigid mechanical structures.Through insightful and playful reflections on the confusing language often used to describe movement, this conversation invites a deeper look at how we understand human motion. If the body is not built on levers, what does that mean for anatomy, movement practice, and manual therapy?If this subject resonates with you, subscribe to the channel - and do share your reflections in the comments!SIGN UP TO THE JOANNE AVISON NEWSLETTER Simply scroll down to ‘Join Our Collective' and pop in your details. We DON'T spam and we DO respect privacy!FOLLOWING ON YOUTUBE?Do join us! Start here MORE:My website - https://www.joanneavison.com/My course - https://myofascialmagic.com/My book: - https://amzn.to/3zF3SASInstagram - joanneavisonFREE ONLINE WEBINAR:Free Webinar - https://myofascialmagic.com/webinar-registrationPodcast produced and edited by Megan Bay Dorman

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Natalie Southwell. Founder and CEO of The Essence of a Woman, LLC, a female empowerment agency dedicated to helping high‑achieving women rise with confidence, courage, clarity, and faith-driven purpose. The conversation explores: How women can overcome fear, trauma, and misaligned life decisions The role of faith, purpose, and intentionality in decision-making Her frameworks: PAIN and REAL Her personal journey to launching The Essence of a Woman How she guides women across generations—including students, early professionals, mid-career women, and women 50+—toward alignment and leadership.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Natalie Southwell. Founder and CEO of The Essence of a Woman, LLC, a female empowerment agency dedicated to helping high‑achieving women rise with confidence, courage, clarity, and faith-driven purpose. The conversation explores: How women can overcome fear, trauma, and misaligned life decisions The role of faith, purpose, and intentionality in decision-making Her frameworks: PAIN and REAL Her personal journey to launching The Essence of a Woman How she guides women across generations—including students, early professionals, mid-career women, and women 50+—toward alignment and leadership.

Link Up w/The Morning Sickness Digitally All Over:Instagram: @hms_98_official, @bosskupd, @bretvesely, @dickToledoX/Twitter: @HMSon98, @DickToledo, @bretveselyFacebook: @HMSKUPDYouTube: @hmspodcast9320, @98kupdRequest/Call in/Wakeup Song line:(IN AZ) 602.585.9800More HMS: holmbergpodcast.com, 98kupd.comEmail: dtoledo@98kupd.com, bvesely@98kupd.com, bbogen@98kupd.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Jim Rome's Daily Jungle 3/12/26 The Baltimore Ravens are not making themselves look any better after welching out of their trade for Maxx Crosby. Then, there's a What's Your Beef segment. Today's guests include KC Royals Manager Matt Quatraro and Long Island University Basketball Head Coach Rod Strickland. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Rich and the guys react to Baltimore Ravens GM Eric DeCosta's explanation for backing out of the Maxx Crosby trade with the Raiders. NFL Insider Tom Pelissero and Rich break down how the deal for the All-Pro DE went south, the chances the Raiders still trade Crosby before next season, why Mike Evans jilted the Tampa Bay Buccaneers for the San Francisco 49ers, the likelihood of Kyler Murray signing a 1-year deal with the Minnesota Vikings, and reveals why Tyler Linderbaum's deal with Las Vegas is essentially fully-guaranteed. Learn more about your ad choices. Visit podcastchoices.com/adchoices

On this episode of The Karen Kenney Show, I talk about why you can't explain yourself to everybody all the time and how trying to do so, will just wear you the heck out!I also share how the tendency to over explain is often rooted in a fear of being misunderstood, and yet our words often get filtered through other people's history, trauma, beliefs, and stories long before they land anyway.Which means that the "message sent is almost never the message received.”We dive into why some of us became over-explainers and people pleasers in the first place -and I tell a few personal stories about choosing to do what I knew deep down inside was right for me - even though I couldn't fully explain it to others - and I knew that those other people wouldn't like it.

What do kids actually think about being disciplined?In Episode 114 of High Performance Parenting, Greg Francis sits down with daughters Abbie and Elli to discuss their childhood experience growing up in a home with clear expectations and consistent discipline.They share real stories about:Moments they got in trouble growing upThe difference between punishment and loving disciplineWhy parents must establish standards in the homeHow discipline actually restored relationshipsWhy discipline helped build respect for authority and God's WordThis episode kicks off a deeper series exploring how biblical discipline helps raise strong, responsible children in a chaotic world.(00:00) Kids Naturally Test Boundaries(01:30) Why Parents Must Establish Standards(03:10) Funny Childhood Moments Getting in Trouble(05:02) Punishment vs Loving Discipline(07:08) Why Discipline Restores Relationships(09:12) Teaching Respect for Authority(11:04) Consistency in Parenting(13:18) Why Parents Must Lead First(15:20) Preparing for the Discipline Series

Link Up w/The Morning Sickness Digitally All Over:Instagram: @hms_98_official, @bosskupd, @bretvesely, @dickToledoX/Twitter: @HMSon98, @DickToledo, @bretveselyFacebook: @HMSKUPDYouTube: @hmspodcast9320, @98kupdRequest/Call in/Wakeup Song line:(IN AZ) 602.585.9800More HMS: holmbergpodcast.com, 98kupd.comEmail: dtoledo@98kupd.com, bvesely@98kupd.com, bbogen@98kupd.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On a cloudless March morning in 1876, chunks of raw flesh fell from an empty sky over a Kentucky farm — and the only preserved piece of evidence still hasn't been fully identified.*No AI Voices Are Used In The Narration Of This Podcast*PRINT VERSION: https://weirddarkness.com/150-years-kentucky-meat-shower/MUSIC VIDEO: https://weirddarkness.com/music-kentuckymeatshower/WeirdDarkness® is a registered trademark. Copyright ©2026, Weird Darkness.#WeirdDarkness, #WeirdDarkNEWS

It's Witness Wednesday! Todd stops by the University of Georgia to talk with - and evangelize to - a number of students. From talking with a psychology student about the reality of the soul, to investigating the claims of a member of the Ethiopian Orthodox church, Todd clearly presents the hope of the gospel to everyone he meets. Be encouraged and edified as you see biblical evangelism in action. Segment 1 • Todd prods psych student Alex about the mind, the soul, and whether humans are merely biological machines. • Alex argues that morality is a result of evolution, but struggles to explain why things like murder are recognized cross-culturally as wrong. • Todd presents the Christian worldview as the only framework that explains conscience, justice, guilt, and humanity's need for forgiveness through Christ. Segment 2 • Todd uses a student's necklace and T-shirt to discuss Ethiopian Orthodox Christianity and what the cross actually means. • The student claims to be on the “right path” but admits he has lied and struggles to define what salvation really requires. • Todd walks him through the Ten Commandments, exposing the seriousness of sin and explaining the gospel: Christ paying the penalty so guilty sinners can be forgiven. Segment 3 • Todd meets Julia, who blends Roman Catholic background with nihilism, insisting that morality is ultimately subjective and that no absolute truth exists. • When pressed, Julia cannot say that horrific acts—like killing a child—are objectively wrong. • Todd bypasses philosophical debate and appeals to her conscience, showing how our sense of guilt and justice points to a moral Lawgiver. Segment 4 • Todd asks Julia to imagine standing before God's courtroom: if we're guilty of breaking God's laws, how could anyone escape judgment? • Attempts at good deeds, apologies, or religious rituals collapse under scrutiny, exposing humanity's need for a true substitute. • Todd explains the gospel—Jesus satisfying God's justice on the cross—and challenges Julia to consider where she stands. ___ Thanks for listening! Wretched Radio would not be possible without the financial support of our Gospel Partners. If you would like to support Wretched Radio we would be extremely grateful. VISIT https://fortisinstitute.org/donate/ If you are already a Gospel Partner we couldn't be more thankful for you if we tried!

In dentistry, many problems aren't caused by the procedure itself—they come from what wasn't discussed before treatment started. In this episode, Kirk Behrendt brings back Dr. Dennis Hartlieb, a general dentist and educator, to share four communication tips that help you set expectations, reduce misunderstandings, and protect the practice before you ever pick up a handpiece. You'll learn how to give patients clearer choices, document risk the right way, talk through outcomes without creating fear, and spot red flags before they become bigger problems—listen to Episode 1019 of The Best Practices Show!Main Takeaways:Give patients two options to simplify decisions and prevent overwhelm.Explain material choices in simple terms (composite as “plastic,” porcelain as “glass”) and connect each to tradeoffs.Set yourself up for success by having the key conversations before you start treatment, especially on higher-risk cases.Sell the benefits of the recommended treatment before you explain what can go wrong.Use photos and brief chart notes (like “reviewed photograph of crack with patient”) to document the condition and the conversation.Watch for red flags like patients who fight you on treatment, arrive with multiple splints, or evaluate dentistry with magnification.Manage expectations for single-tooth esthetics by defining “social distance” success and planning for follow-up adjustments.Snippets:00:00 Why communication before treatment matters.01:00 Meet Dr. Dennis Hartlieb and what he teaches.02:10 Dennis explains his practice focus and Dental Online Training.04:10 Dennis shares his connection to Buddy Mopper and composite dentistry.06:10 The two-option framework for a chipped anterior tooth.07:20 “Plastic vs. glass”: how to explain composite vs. porcelain in patient language.09:35 What Dennis says when patients ask, “What would you do, doc?”12:45 Managing cracked teeth: using pre-op photos to document unpredictability.16:25 Sell the benefits first, then discuss the risks.18:05 Missing tooth conversations: step-by-step options without overwhelming patients.20:35 Why Dennis limits choices to two options at a time.25:10 Red flags: patients who resist treatment or “know dentistry too well.”28:05 Splints, magnifying mirrors, and when to step back from treatment.31:20 Setting expectations for single-tooth matching in the esthetic zone.34:45 Fee levels based on esthetic difficulty and patient expectations.36:20 Why Dennis prefers composite veneers for control and predictable revisions.39:00 Final lesson: ask questions, truly listen, and pull on the thread.41:15 Where to find Dennis: Dental Online Training and YouTube.Guest Bio/Guest Resources:Dr. Dennis Hartlieb is a graduate of the University of Michigan School of Dentistry. He maintains a full-time practice, Chicago Beautiful Smiles, in the Chicago suburb of Glenview, Illinois. Dr. Hartlieb is an instructor at the Center for Esthetic Excellence in Chicago and is an Adjunct Associate Professor at the Marquette University School of Dentistry in Milwaukee, Wisconsin. He lectures extensively to dentists throughout the U.S. on the art and science of anterior and posterior direct resin techniques. Dr. Hartlieb is an Accredited Member of the American Academy of Cosmetic Dentistry. He is also a member of the prestigious American Academy of Restorative Dentistry, and the American Dental Association. He is the president of the Chicago Academy of Interdisciplinary Dentofacial Therapy, and officer for the Chicago Academy of Dental Research study club. His dentistry has been seen in many dental publications and he has contributed articles on his techniques in restorative dentistry.Dental Online Training: https://www.dothandson.com/Dr. Hartlieb's email: hartliebdds@dothandson.com Dr. Hartlieb's Facebook: / dennishartliebdds Dr. Hartlieb's social media: @hartliebddsMore Helpful Links for a Better Practice & a Better Life:The Best Practices Show: https://www.actdental.com/podcast/Best Practices Association: https://www.actdental.com/bpaUpcoming Events & Workshops: https://www.actdental.com/events/Smile Source: https://www.smilesource.com/Subscribe on Apple Podcasts: https://podcasts.apple.comSubscribe on Spotify: https://open.spotify.com

Seemingly unrelated activities — like taking a soccer penalty kick or crafting an online dating profile — involve an embedded economics. “Understanding and applying economic logic can be valuable in pretty much any job or any other endeavor in your life,” says Paul Oyer, a professor of economics at Stanford Graduate School of Business. On this episode, Oyer digs into the shared economic logic of online dating and the labor market, explains why pro athletes and sports fans think like economists, and explores how AI has reduced the beneficial friction that was once a part of job searches. Got a question about the economics of dating, sports, or the job market? Ask us at ifthenpod@stanford.edu.Related Content:Paul Oyer faculty profileUtility Player: Paul Oyer Explains How Economics Can Make Sports More FunIf/Then, from Stanford GSB, features conversations with faculty that explore how their research deepens our understanding of business and leadership.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Here's your local news for Tuesday, March 10, 2026:We find out why fewer Wisconsin children are getting vaccinated on schedule,Meet a candidate who says she'd prioritize sustainable growth and water quality on the county board,Explain the beef over imported Argentinian beef,Dig into Madison's culinary scene with a local food and culture editor,Celebrate turkey vultures, nature's "garbage disposals,"And much more.

“How do I explain James 2 to Protestants?” This question opens a discussion on the Catholic understanding of faith and works, while also addressing how we determine the canon of Scripture and the role of tradition in the Church. Other topics include the significance of traditions like kissing the bishop’s ring and the implications of 2 Timothy 3:16-17 for interpreting Scripture. Join the Catholic Answers Live Club Newsletter Invite our apologists to speak at your parish! Visit Catholicanswersspeakers.com Questions Covered: 13:13 – How do we figure out the canon? Are the books self attesting. Why does the Holy Spirit give infallibility to the Church but the Holy Spirit does not give infallibility to individuals? 20:31 – I'm entering into the Church and recently met my bishop. Are traditions like kissing the bishop’s ring still necessary? Why or why not? 31:50 – How do I explain the Catholic approach to James 2 to Protestants? 42:11 – What are our areas of disagreement apart from Sola Scriptura? 49:11 – What does it mean when it says all scripture in 2 Timothy 3:16-17?

Woke Is Back PT.2 (the lost episode) | I Can Explain Podcast EP.267 By Sean Lusk and Breanne WilliamsonSupport this podcast at — https://redcircle.com/i-can-explain/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Follow Glenn Greenwald's writing and other journalism at Substack, where you can become a member: https://greenwald.substack.com/ Find full episodes here: https://linktr.ee/systemupdate_   Follow Glenn: Twitter: https://twitter.com/ggreenwald Instagram: https://www.instagram.com/glenn.11.greenwald/   Follow System Update: Twitter: https://twitter.com/SystemUpdate_ Instagram: https://www.instagram.com/systemupdate__/ TikTok: https://www.tiktok.com/@systemupdate__ Facebook: https://www.facebook.com/systemupdate.tv/ LinkedIn: https://www.linkedin.com/company/systemupdate/  

Sam helped grow Dan Martell from under 100,000 followers to over 10 million across platforms. In this episode, Sam breaks down exactly how they built a media machine generating eight figures per year and why most creators are focused on the wrong metrics.Sam shares what actually drives growth today, why views do not matter if they do not convert to followers, and how to monetize content without relying on sponsorships or AdSense. You will hear the Hook, Explain, Illustrate, Teach framework, how to validate ideas before filming, and why life experience is the real unfair advantage in content creation.If you want to build a personal brand, turn content into revenue, and stop overthinking camera gear and tactics that do not move the needle, this is a tactical masterclass on becoming a serious creator.Want To Quit Your Job In The Next 6-18 Months Through Buying Commercial Real Estate & Small Businesses?

In this episode, I break down how to explain your business in a clear way, and how that supports smarter decisions and sustainable small business growth.Here's a quick test: could someone you just met at a conference turn around and explain your business to their spouse over dinner? If the answer's no, your messaging is too complicated, and it's likely costing you sales. In this episode, I break down how to explain your business in a way that's simple, clear, and compelling. I dive into why confused people don't buy, the difference between simplifying and dumbing down your website strategy, and the real goal behind your business systems: making it easy for people to work with you. Through stories and examples, I'll show you how to keep it clear, concise, and focused on what really matters to your target audience. You'll hear a simple fill-in-the-blank formula I use for core messaging that you can adapt for your business. I also walk you through specific action steps you can use to fine-tune your core message this week, so the next person who asks what you do will get the right answer. When your messaging is clear and repeatable, you attract better-fit clients, reduce wasted time, and make it easier for people to say yes.01:17 – The conference stranger test: Is your message clear enough?02:43 – Why industry jargon might be hurting your sales07:35 – The simple messaging formula every business needs10:54 – How to find (and use) your unique business differentiator14:13 – Your 3-step action plan to fix your messaging this weekLinks & Resources:Brand Messaging $9 Mini-CourseWatch this episode on YouTube.Follow me on Instagram @kristendoyle.co Let's talk about your website and systems: Book a Website Gameplan Call Explore your options for working together: Web Design Services Rate & review Small Business Savvy on Apple PodcastsShow Notes: https://kristendoyle.co/episode179 Send us a text! (If you'd like a reply, please share your # in the message)Ready for a homepage refresh? Head to https://kristendoyle.co/express and let's make it happen! Book a FREE Website Game Plan Call: https://kristendoyle.co/gameplan.Learn more about my WordPress CarePlan: https://kristendoyle.co/wordpress-care-plan/

Jeremy Keil explains 3 smart ways to help your kids with money while avoiding IRS paperwork Early in the year, I received an email from a couple asking a question I hear all the time: “What's the maximum we can give our kids?” That question usually shows up in December. Parents are trying to get a last-minute gift in before the year ends, and the conversation quickly becomes about tax limits. But that's the wrong starting point. If you're thinking about giving money to your kids, the first question shouldn't be “How much can I give?” The better question is “What problem am I trying to solve?” Many financial mistakes don't come from bad intentions. They come from rushed decisions. And when it comes to family money, rushed decisions can create tax surprises—or even family tension. If 2026 is the year you're considering helping your kids financially, the smartest move is to think it through early. Why Giving Money Isn't Always the Solution Financial gifts don't always produce the results we hope for. In fact, research highlighted in The Millionaire Next Door suggests that frequent financial gifts can sometimes create the opposite of what parents want. Instead of building independence, they can unintentionally create dependency. That doesn't mean giving money is wrong. It simply means the purpose behind the gift matters. Once you understand the purpose, the decision becomes much clearer. Over the years, I've noticed that most thoughtful financial gifts fall into three categories. 1. Timing Sometimes parents simply want their children to enjoy the money earlier. Many retirees know they'll likely leave assets to their children someday. Instead of waiting until inheritance years down the road, they prefer to give some of that money earlier in life. When kids are in their 30s or 40s, the financial impact of extra money can be significant. It may help them buy a home, invest earlier, or reduce financial stress during busy family years. There's also something meaningful about watching your kids benefit from the gift while you're still around to see it. Some people call this “giving with a warm hand instead of a cold hand.” 2. Relief Sometimes money can relieve a specific burden. Maybe a child is changing careers and needs additional training. Maybe there's a medical situation that insurance doesn't fully cover. Maybe they're dealing with a difficult life transition and just need a little financial breathing room. In those situations, the goal isn't simply giving money. The goal is removing a barrier so your child can move forward. That's a very different type of gift than simply writing a check because it's December and the tax calendar says you can. 3. Experience The third category is the one I see most often. Parents want to create experiences with their kids and grandkids. That might mean taking the entire family on a trip. Renting a large vacation home for a week together. Booking a cruise where everyone can spend time together. These moments often become some of the most meaningful uses of money in retirement. You're not just transferring wealth. You're creating memories. The Tax Rules (Yes, They Matter) Of course, taxes still play a role. For 2026, the annual gift tax exclusion allows you to give $19,000 per person per year without triggering any IRS reporting requirements. But remember: the tax impact often comes before the gift happens. If the money comes from a traditional IRA withdrawal, that withdrawal is taxable income. If it comes from selling appreciated investments, capital gains taxes may apply. In other words, giving $57,000 to three kids might require withdrawing significantly more money depending on where those funds come from. That's why focusing only on the IRS limit can miss the bigger financial picture. Share the “Why” Here's one final idea I encourage families to consider. When you give money, share the reason behind it. Explain why you're making the gift. Is it about helping them move forward in life?Is it about reducing stress during a tough moment?Is it about creating family memories? When children understand the meaning behind the money, they're far more likely to appreciate the intention behind the gift. And often, that meaning is far more valuable than the dollars themselves. Start the Conversation Early If you're considering helping your kids financially this year, don't wait until December. Start the conversation now. Ask yourself what you're really trying to accomplish. Because when giving money aligns with your intentions—not just tax rules—it can strengthen families, create meaningful experiences, and turn financial gifts into something much more valuable. Don't forget to leave a rating for the “Retire Today” podcast if you've been enjoying these episodes! Subscribe to Retire Today to get new episodes every Wednesday. Apple Podcasts: https://podcasts.apple.com/us/podcast/retire-today/id1488769337  Spotify Podcasts: https://bit.ly/RetireTodaySpotify About the Author: Jeremy Keil, CFP®, CFA is a retirement financial advisor with Keil Financial Partners, author of Retire Today: Create Your Retirement Income Plan in 5 Simple Steps, and host of the Retirement Today blog and podcast, as well as the Mr. Retirement YouTube channel. Jeremy is a contributor to Kiplinger and is frequently cited in publications like the Wall Street Journal and New York Times. Additional Links: Buy Jeremy's book – Retire Today: Create Your Retirement Master Plan in 5 Simple Steps Read Jeremy's article in Kiplinger magazine: “How to Give Your Kids Cash Gifts Without Triggering IRS Paperwork”  What is the IRS Gift Tax Limit for 2026? – Mr. Retirement YouTube Channel – https://youtu.be/nGeT9SUd3qI  Should You Give Away Your Money in Retirement? – Retire Today Episode 270 Connect With Jeremy Keil: Keil Financial Partners LinkedIn: Jeremy Keil Facebook: Jeremy Keil LinkedIn: Keil Financial Partners YouTube: Mr. Retirement Book an Intro Call with Jeremy's Team Media Disclosures: Disclosures This media is provided for informational and educational purposes only and does not consider the investment objectives, financial situation, or particular needs of any consumer. Nothing in this program should be construed as investment, legal, or tax advice, nor as a recommendation to buy, sell, or hold any security or to adopt any investment strategy. The views and opinions expressed are those of the host and any guest, current as of the date of recording, and may change without notice as market, political or economic conditions evolve. All investments involve risk, including the possible loss of principal. Past performance is no guarantee of future results. Legal & Tax Disclosure Consumers should consult their own qualified attorney, CPA, or other professional advisor regarding their specific legal and tax situations. Advisor Disclosures Alongside, LLC, doing business as Keil Financial Partners, is an SEC-registered investment adviser. Registration does not imply a certain level of skill or expertise. Advisory services are delivered through the Alongside, LLC platform. Keil Financial Partners is independent, not owned or operated by Alongside, LLC. Additional information about Alongside, LLC – including its services, fees and any material conflicts of interest – can be found at https://adviserinfo.sec.gov/firm/summary/333587 or by requesting Form ADV Part 2A. The content of this media should not be reproduced or redistributed without the firm’s written consent. Any trademarks or service marks mentioned belong to their respective owners and are used for identification purposes only. Additional Important Disclosures

What is a prompt, and how do AI models actually work? Which AI tools should you be using in dentistry? Is it safe to put patient details into AI—and how can it help you save time and reduce stress? In this episode, Dr. Daz Kasperek joins to make AI in dentistry tangible, even if you've never used it before. Together, we cover the basics: from getting started with prompts and AI models to understanding ethical considerations and practical ways AI can streamline your workflow. They also explore the bigger picture—how AI can improve efficiency, enhance patient communication, and give clinicians more time to enjoy life outside the clinic. https://youtu.be/cmin0h7GNyE Watch PDP260 on YouTube  Protrusive Dental Pearl: A free AI tool called Dental Disrupt Smile Simulator lets you upload a smile photo and instantly generate a realistic smile makeover simulation for patient discussions. It runs as a custom GPT inside ChatGPT, created by Dr. Jason Lipscomb Key Takeaways: AI is revolutionizing the field of dentistry, particularly in diagnosis. Prompt engineering is crucial for effective AI interactions. Personalization of AI tools can significantly improve their utility. AI can automate administrative tasks, potentially reducing the need for receptionists. AI can enhance communication between dentists and patients. The integration of AI in dentistry is still in its early stages. AI can provide personalized recommendations for patient care. Voice transcription is a more efficient way to interact with AI. The future of dentistry will heavily rely on AI technologies. AI is revolutionizing image creation in dentistry. Choosing the right AI model is crucial for effective use. Patient confidentiality must be prioritized when using AI. AI can transform administrative roles in dentistry. AI can assist in personalized education and training. The human connection in healthcare cannot be replaced by AI. Job roles will evolve rather than disappear due to AI. AI’s limitations highlight the importance of clinician expertise. Episode Highlights: 00:00 Teaser 01:08 Introduction 03:05  Protrusive Dental Pearl – Smile Simulator 06:39 Meet Dr Daz Kasperek 07:16 AI Adoption and Inequality 16:58 Better Prompting with RCT (Role, Context, Task) 21:56 AI and Administrative Work in Dentistry 30:42 AI Notes in Practice 35:05 Midroll 38:26 AI Notes in Practice 38:49 Smile Simulator Demo 41:57 Choosing Your AI Stack 49:01 Patient Confidentiality and Data Safety 54:38 AI in Dentistry – What It Will Replace 01:01:56 What AI Cannot Replace 01:04:53 Endo AI Research and Thesis 01:07:10 Contact and Resources 01:08:17 Outro If you enjoyed this episode, don't miss “NEVER Write Notes Again! How I Use AI for Awesome and Efficient Dental Records – PDP181.” #PDPMainEpisodes #CareerDevelopment  This episode is eligible for 1 CE credit via the quiz on Protrusive Guidance.  This episode meets GDC Outcomes A and C. AGD Subject Code: 550 PRACTICE MANAGEMENT AND HUMAN RELATIONS Aim: To provide dental professionals with a foundational understanding of artificial intelligence (AI) in dentistry, including its practical applications, limitations, and ethical considerations, to improve efficiency, patient communication, and clinical workflow. Dentists will be able to: Explain what AI is and the difference between an AI model and a prompt. Identify key AI platforms and tools relevant to dentistry and personal use. Apply AI safely in clinical practice while maintaining patient confidentiality.

Here's your local news for Monday, March 9, 2026:We hear how Dane County's new ballot printing vendor is speeding up election prep,Explain the debate over a bill that would codify a controversial definition of antisemitism into state law,Meet an incumbent supervisor who says Dane County has a spending problem,Share the local government's calendar for the week ahead,Mark the anniversary of the 1952 coup in Cuba,Teach you how to mix up a Peach Bellini,Review two new movies on the small screen,And much more.

In order to better understand why racism still exists, it helps to study it like a science. Keon West, social psychologist at Goldsmiths at the University of London, joins host Krys Boyd to discuss his rigorous research into racist beliefs, the results of social experiments that show how far we've moved the mark since the Civil Rights era and what we can definitively say about prejudice today. His book is “The Science of Racism: Everything You Need to Know but Probably Don't—Yet.” Learn about your ad choices: dovetail.prx.org/ad-choices

How do you run an offsite that actually changes performance — not just conversations? In this episode, Travis Timmons and Kelly Allan share with Andrew Stotz what happened during the Fitness Matters off-site. They discuss how a Deming-inspired approach helped their team tackle a critical business aim, align around system improvement, and turn employee engagement into measurable competitive advantage. TRANSCRIPT 0:00:02.5 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we dive deeper into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussion with Travis Timmons, who is the founder and owner of Fitness Matters, an Ohio based practice specializing in the integration of physical therapy and personalized wellness. For 13 years, he's built his business on Dr. Deming's teaching. His hope is simple. The more companies that bring joy to work through Deming's principles, the more likely his kids will one day work at one of those companies. And we also have a special guest, Kelly Allan, who is a long term practitioner of the teachings of Dr. Deming. And he's also been instrumental in bringing the teachings of Dr. Deming to Travis and Fitness Matters, and particularly to this offsite. So the topic for today is how a Deming style offsite can strengthen your company's competitive advantage. Travis, take it away.   0:01:01.4 Travis Timmons: Hey Andrew, thanks again for having us and super excited to share with Kelly and your audience how our offsite went a couple of weeks ago. The short answer, kind of the upfront, is it was amazing. We had fun, number one, which is always important, but engagement from the team was through the roof. For four and a half hours straight. We worked on the work together and had Kelly there to make sure we were appropriately following Dr. Deming's teachings. Had Kelly there to facilitate and a couple of fun things we did. One was the red bead experiment, which I'm sure we'll talk about as we go through the conversation here. The short answer is I know in the last podcast we talked about the preparation that Kelly worked with myself and our leadership team on in preparing for a Deming focused and led offsite. We did that and it was just amazing. What were your thoughts, Kelly?   0:02:06.4 Andrew Stotz: I'm curious, Kelly, as an outsider helping them, observing, what are your observations of how it went?   0:02:14.2 Kelly Allan: I think there was just incredible energy and interest in figuring out some of the challenges ahead for the company. People came in well prepared and it showed. The interactions in the breakout groups, interactions in the full groups. Often when you're in a full group of 60, 70 people, folks are often, especially new folks, and the company's been growing and adding new people, new folks are often somewhat hesitant to speak up. But the culture of the people in that room, the culture of the organization is bring it on, let's have a conversation, let's hear what people have to say. Let's share theories, let's get down and debate and wrestle with some of these things that are not easy. There's no low hanging fruit here. It's complex stuff in a complex and highly competitive industry.   0:03:28.9 Travis Timmons: Some of the feedback we received, I think I shared last time, Andrew. As Kelly said, we've hired several new team members and they've all shared with me just a breath of fresh air from where they came from before. The power of this offsite with it being focused on some of the core teachings of Dr. Deming allowed them to see how is this different? They know they like it, they know the culture is different. They know they can provide care the way they want to. They know they can have a voice, have an impact on the system. But they didn't really know why they just liked it. Having a Deming focused offsite to explain a little bit, you can't fully explain Dr. Deming in four and a half hours, but we covered quite a bit. Make the system visible, operational definitions. What are a couple other ones with the red bead, Kelly? We did some tampering.   0:04:28.8 Kelly Allan: Making sure that we're not being confused by visible numbers alone. That what's important is how we work on the system so that we're not doing special efforts all the time to get great results. It's built into how we do things.   0:04:43.8 Travis Timmons: To Kelly's point, part of why our team, for four and a half hours we had over 50 people all in, sharing thoughts without hesitation because one of the things we talk about in the very beginning of the meeting, one of Dr. Deming's core philosophies, if that's the right way to put it, Kelly, correct me if I'm off base here, but 96% of issues within an organization are system issues, not people issues. When you put that out there, we're here to talk about the system and improve it and make it visible. We're talking about problems with systems and processes, not people. Then the gloves are off and let's dive in and we're gonna say whatever's on our mind and there's no drama, there's no feeling of any backstabbing or throwing under the bus. We just get to work on making the system work better for everybody. That's where it's fun and fast.   0:05:41.9 Andrew Stotz: What I'm hearing is that Dr. Deming, my favorite quote is "people are entitled to joy in work." And part of the key to joy in work is contributing. People want to contribute in life. I love that word because I think everybody wants to feel like they're contributing to a mission, to an aim, to a goal, to a team. And one of the biggest problems we have these days is siloing off people and getting them focused on this little area and missing the whole bigger picture. And so to some extent, you've proven through what you've done that people really do want to contribute. Throughout this discussion, what we're gonna be talking about is this concept of Deming style offsite. And I'm gonna push back at times to try to make sure that we're clear on what's a Deming style offsite. Because it's not to say that Dr. Deming said this is how you do an offsite. But what we're talking about is your interpretations of how do we apply this thinking to this particular meeting style and offsite and ensure that we're true to that.   0:06:56.6 Andrew Stotz: One of the first questions I would discuss is just the idea that maybe you just had a really open, caring environment. And so is that Deming or was that just that? Or maybe you did a lot of prep. You guys have done a tremendous amount of prep. That's what I was impressed about in our prior discussions. Maybe you prepped, maybe you focused on the one thing. Those types of things is what could go through people's minds. Why is it that you're calling this a Deming styled offsite?   0:07:34.9 Kelly Allan: Well, I think in part it starts with Deming's teachings and continued Deming's teachings. I think it might be useful to start with the aim, to have Travis talk about the time that he spent researching and thinking and what's going on in the industry. And even though we can talk later about their industry leading statistics and data and recognition etc, it's off the charts. It starts with the aim. And Dr. Deming said let's be focused on the aim. And so there are a couple, Travis, you wanna just talk about the content aim and then we can talk about even a more cultural Deming cultural aim.   0:08:21.1 Travis Timmons: That was one of my early learnings years ago, Andrew, was the difference of an aim versus a goal. And so from the perspective of this offsite through the Dr. Deming lens, our aim as an organization is to maintain one to one care because we believe that results in optimal outcomes. And it's very rare in our industry to have one to one care. Part of how we do that is we have to be industry leading in everything we do. And the thing that we are industry leading in, but I feel it was the one thing that we could improve upon was our arrival rate. Patients get better if they show up, team members are happy, they don't want holes on their schedules. Referring physicians are happy. Everybody wins. So that aim of a higher arrival rate was our aim of this offsite and conversation.   0:09:17.6 Andrew Stotz: Can you back up just for a second and define arrival rate for those that didn't listen to prior discussions on it?   0:09:23.9 Travis Timmons: Sure. Arrival rate is a visit we have on the calendar. Do they show up or do they cancel? And part of what we worked on and a little bit of an aside here is operational definition of what's a cancellation on our schedule to make sure we're measuring what we want to measure. A funny aside, competitors, we hired several new team members came from other organizations and they tout an arrival rate that is high, like 92% arrival rate. Right.   0:09:55.9 Travis Timmons: And I asked them in the meeting and Kelly will remember this, I said, I know your institutions claim a 90 plus percent arrival rate. Did you have a 92% arrival rate? And they said, absolutely not. But they had people on their team, for example, the front desk might have been bonused based on arrival rate. So how they would take visits off of the calendar would not negatively impact arrival rate. So we talked a lot about operational definition and our aim is to study what we want to study, not to tamper or. Kelly, you share your favorite saying. There's only three ways to get better numbers, and those are   0:10:39.6 Kelly Allan: Manipulate the numbers which you were referring to from another company. Manipulate the system that gives you the numbers. So that also kind of fits with, well, we're not gonna call that a late arrival or a late cancel or a non arrival. We're gonna call that something else so we can manipulate the numbers. And then the third way, which was Deming's way, which is how do we figure out how to improve the system so that late arrivals go down. So that they're a natural part of what we do when people show up, the patients show up when they need to.   0:11:14.6 Travis Timmons: Yeah. And I think that's one of the things to your point earlier, Andrew, is was it just a happy go lucky meeting because Travis and Kelly have great personalities. Well, we know that's not true.   0:11:26.9 Kelly Allan: Speak for yourself.   0:11:29.3 Travis Timmons: But no, I think anymore people know when they're working on something meaningful that's gonna have an impact on their lives or where you're just there to drink coffee and have snacks. People don't suffer fools, right? They want to be there. To have a team of 50 plus people leaning in for almost five hours doesn't happen just because it's a fun environment. To your point, it's the right question to ask. I appreciate you asking that. It comes down to they understand that we're a Deming organization. They understand that what we're talking about is gonna be implemented in a Deming way. We'll talk about that more as we go on, but that, to Kelly's point, was starting with the aim. Our aim is improving arrival rate. How do we do that? That's where the Deming offsite comes into play. Kelly and I and our leadership team worked on, okay, how do we best convey this problem and this aim to our entire team rather than just five or six leadership people working with Kelly and just coming up with our own ideas and then spitting it out to the team at a monthly meeting?   0:12:47.8 Travis Timmons: The power of them owning and seeing the problem and then working on system improvement is the power of that is unmeasurable, as Dr. Deming would say.   0:13:03.1 Kelly Allan: Yeah. I think we talked about the aim to be able to continue to do the one-on-one care with patients because most companies are doing two patients, one physical therapist, three patients. Locally here in Columbus, Ohio, where Travis and I are at, we sometimes hear about classes of five patients with one physical therapist. Physicians and insurance companies, these people are not getting better. Right? These people are... Or if they get discharged, 'cause that's a way to get a better number. "Oh, we got them out." But they come back because they're not really healed. They don't really know how to take care of themselves the way they do when they come out of Fitness Matters. One of those overarching aims has to do with building the culture even further so everybody understands the why behind the what. We could say the what is how do we increase those arrival rates, and then the meeting was about the how we're gonna figure that out, how to do that. But the overarching piece had to do with the why. Why does this matter?   0:14:16.9 Kelly Allan: How do we see...If we see the organization as a system and we use a fishbone chart as a way to visualize some of that, everybody can see handoffs. Everybody can see how different parts of the system, of that patient journey, that patient story, intersect and how what happens upstream affects downstream and how the feedback loop from the discharge point of a physical therapist discharging the patient, how that can wrap back into the understanding of the customer care coordinators and how they can work with that at the very beginning of that relationship with the patient. It's all a part of a system, all a part of continuous flow. We wanted to make sure that everybody, especially the new people, really had a visual, a view of the organization as a system and how they interact. Part of those weeks of planning, it wasn't every day all day long. You start with some ideas, you refine them, you get some research, you refine them, you refine further. Travis spent a lot of time on that. Part of that value is time for reflection, time to have the others on the leadership team weigh in, give their points of view so that we're really seeing this from a fishbone perspective as well.   0:15:44.5 Kelly Allan: So now we can go into that meeting with everybody, and their homework was in part the fishbone with some instructions on how to do that and some examples of how to do that. And that was pre-work. So people came into the meeting already successful. They had already figured some things out. This just gave launch, just gave liftoff to the energy. They'd done this work, to your point, Andrew, they're making a difference, and it just fed on itself. The output was stunning.   0:16:21.0 Andrew Stotz: Travis, I'm gonna write your company aim as I heard it from you, and that is, or from both of you, is maintain one-to-one care. It's best, it's rare, it works. And the off-site aim was different from the company aim. It was the number one thing that we can do to improve that company aim is improve our arrival rates. Correct?   0:16:51.4 Travis Timmons: 100% correct. And you talk, I think you used the term silos earlier, Andrew. Part of the aha moments and making the system visible and working on this and building culture and teamwork, when everybody sees the complexity within your organization and understands that, there's a lot more willingness to support, like, "Hey, we need to change this process at the front desk," even though it may not be optimal for the physical therapist, as long as it achieves our overarching aim and improves joy in work for the front or less friction for a client coming in. Now the team starts to see and understand, all right, that's a system win rather than silos or turf wars. The amount of energy that is spent on that in organizations is... I couldn't do it.   0:17:52.9 Andrew Stotz: Another thing I think that would be difficult for many people with an off-site is you just had one aim. If we were doing prep in the companies that I know and I own and others, we're gonna list out 17 things we want to talk about in that four-and-a-half-hour off-site. From your perspective, why is it so important to get this one focus, one aim? And then I want you also to tell us more about how it went. We've set it up now, so just one last thing on the setup is this idea of focusing on one thing when you've got 17 different problems in our company and we got everybody together and you're telling me just one thing.   0:18:40.5 Travis Timmons: Well, and Kelly can chime in here because he was instrumental in getting us from pre-work to meeting day. But part of it, that's why it's two-and-a-half, three months of work leading up to this. We had the aim of arrival rate. All right, what are we gonna do? A lot of different ways we could have tackled that. We landed on fishbone and making the entire system visible. And that turned out to be the right move. I think Kelly can correct me if I'm wrong.   0:19:15.0 Kelly Allan: I would agree.   0:19:16.0 Travis Timmons: So we started with the aim and it's like, okay, how do we get 50 people to work on this together? Dr. Deming says make the system visible. And so we chose to do that via a couple different breakouts of a fishbone. And to your point, Andrew, when we did that, now there's understanding of complexity and then where are the biggest opportunities? Because we have seven things we're working on to achieve that aim. There's gonna be three or four large PDSAs. We're doing a software upgrade, which in and of itself... And a funny aside, so our organization's been doing the Deming approach for 13 years. Right, Kelly? We announced that we're changing softwares at this meeting. Right.   0:20:13.7 Travis Timmons: Everybody was like, "Okay, let's do it."   0:20:17.4 Kelly Allan: Unheard of. I see a lot of companies, that's usually panic time.   0:20:23.5 Travis Timmons: And it was announced at the beginning of the meeting. Any questions? "Nope, sounds like the right move for our aim."   0:20:32.3 Kelly Allan: Well, Travis, you provided the why behind the what. The what was that we have to change the software. You provided the rationale from all points of view, including from internal people who deal with the software to making it even less friction for customers and for physicians and for insurance companies, etc. People understood the why behind that what, and now they're ready to work on the how.   0:21:06.4 Travis Timmons: And I would even argue, because I agree with that, and because we've done Dr. Deming and have had success and accomplished so many things that people don't believe we've been able to accomplish as an independent organization, having lenses to look through and "by what method?" That's one of my favorite Kelly Allan-isms. By what method?   0:21:33.5 Kelly Allan: That's a quote from Dr. Deming.   0:21:36.0 Travis Timmons: Oh, okay. We're good.   0:21:38.9 Andrew Stotz: We stand on the shoulders of giants.   0:21:41.6 Travis Timmons: Yeah. There's a high level of trust in our organization that we can implement change. I think that...   0:21:51.3 Kelly Allan: I agree.   0:21:51.8 Travis Timmons: I don't want to undersell that in terms of how powerful that is that I announce we're changing our entire operating software in a few months and the entire team was... And we told them why, to Kelly's point. But to make that announcement and then just have everybody say, "Okay. Cool." I think that's crazy to me. I believe it because of everything else I've seen happen over 13 years. But to have a way, by what method, using Dr. Deming's principles, PDSAs, operational definitions, system view, we're gonna diagram it. Everybody left there confident that, "All right, we can do this and we're gonna do it." Anyway, what would you add to that, Kelly?   0:22:40.9 Kelly Allan: Yeah. I would say that fulfilling the promises that have been made at previous offsites just builds the credibility that this leadership team gets it, understands it, and is interested in engaging people and making things happen and getting things done in a way that doesn't disenfranchise people, it doesn't beat up on people, it doesn't cause harm, but people work together because they wanna figure it out. It's fun to figure it out. Yeah.   0:23:17.5 Kelly Allan: It can be at times a little too much fun, a little too exhausting to figure it out. But we're born wanting to make a difference and people can come to work there and know that they have a voice, they're heard.   0:23:33.1 Travis Timmons: And I think that's our superpower that I've learned from Dr. Deming is if I'm the only one figuring stuff out, we're in trouble. We're in trouble. So the team knows that we're gonna bring stuff, we're gonna talk about it, and we're gonna solve problems collectively through the Dr. Deming philosophy. That's something that just popped in my brain, Andrew, because it was such a non-event. But in most instances, that would have been the entire meeting would have been about that, the side conversations, people coming up to me...   0:24:15.0 Kelly Allan: And Travis, there would have been a lot of discussions at a non-Deming company about, "How do we get buy-in?"   0:24:22.4 Travis Timmons: Right.   0:24:22.8 Kelly Allan: "How do we manipulate people into saying this is okay?" We didn't have any...We didn't spend a minute on that.   0:24:30.5 Travis Timmons: Not one person asked me about the software the entire evening at dinner. It was just like, "We're gonna do it." It just struck me because it was a non-event in the meeting, but I think that would have been rare had we not had our history of Dr. Deming's approach and how we presented it in the meeting.   0:24:52.9 Andrew Stotz: Kelly, you said something that made me think of a book that I read in the past by Richard Feynman called The Pleasure of Finding Things Out. Great scientist. You talked about contribution and the desire for contribution and you talked about how people were figuring things out. And that's fun, that's exciting. That's what people want to get out of their management team and out of their employees. In some ways, I feel like you're talking about recess, a playground. Put all that stuff aside, let's go out and let's build this thing. All the joy that we did have when we were young. Think about, "Let's make a sandcastle! Yeah, you do that, I'll do this." That excitement...   0:25:45.0 Kelly Allan: That's what it was in the room that day. Different breakout groups working on different parts of the fishbone and then bringing them together and debriefing around it. It was very exciting. The energy was high. Andrew, you mentioned something, I think in part you were channeling Dr. Deming there because he also pointed out about how we're born wanting to make a difference, to make a contribution. Then we go to school and that gets beaten out of us with grades and command-and-control teaching, et cetera, et cetera. But to your earlier question about what makes this unique, special in regard to Deming, Travis mentioned the complexity. And so we go right back to the core of Deming: understanding variation and special cause, common cause, the important few things versus the trivial many, and how do you sort through those? That makes it very Deming. It makes it very Deming. The other thing that you won't see, and I've been in a lot of them through the years, in most offsites is those conversations about the why. It's usually, "Competitor's doing this," or, "We gotta make more money," or whatever.   0:27:01.0 Kelly Allan: No, the why for Fitness Matters is to achieve those aims. Right.   0:27:07.1 Andrew Stotz: Some of the things that you mentioned: have an aim, what makes this a Deming style, have an aim, think system, not individual focus, understand variation and how that can help you think system, not individual focus. You talked about pre-work, taking it seriously, and I would say that kind of responsibility for your employees and the environment. I was blown away with the amount of pre-work that we talked about previously. You talked about some tools like fishbone as an example. You've talked about the why. Travis, why don't you give us a very high level... We arrived at this time, this was then, we did this first, then we did that, then that. So we can just understand the structure of this meeting a little bit.   0:27:59.5 Travis Timmons: Sure. We've been big on operational definitions. So the operational definition of start time is Travis will start talking at 12:30 to start the meeting. Learned that one over the years. And I...   0:28:18.2 Travis Timmons: It was at a new location, so we had a couple people go to the wrong place. We put the map inside of the homework, swim upstream, try to make this as easy as possible. But to answer your question, we had an operational definition of the meeting starts at 12:30, and that means the meeting begins at 12:30. Operational definition, we had name tags. From an efficiency standpoint, we had six tables when we were going to do breakouts. People picked up their name tags, it had number one through six on it, so they know what table they would be going to at breakouts. We did a quick intro of every team member and what location they work at because we have had a lot of growth. Put names with faces, introduced Kelly so that everybody knew who he was. There's probably 11 people that didn't know who he was in person introduction and how that was going to be diving more into Dr. Deming. I made it very clear up front that this meeting, we're going to celebrate wins from 2025, but I made it very clear we're going to go through those quickly, not because they weren't huge wins, but because we had a lot of work to do to make sure we stay on that growth and excellence trajectory.   0:29:38.2 Travis Timmons: So we went through all of our wins for 2025. We reviewed our BHAGs, and then we got into the aim. In 30 minutes, we introduced everybody, we went over our wins for 2025, we reviewed our BHAGs, one of which is to be the best, leverage technology better than any physical therapy practice in the country was one of our BHAGs. Then I dovetailed that into, and we're switching softwares in a few months. Any questions? No. We go right into, here's what we're going to be working on today, referenced they're going to be using their homework, so they brought their homework booklets with them. We had PowerPoint slides so they knew what the directions were for the first breakout group. Kelly and I got there early and some of the leadership team got there early. We had the table set. We had the, I call it newsprint, up on tripods ready to go. You want to be prepared. They hit their tables because of the name tag. We had leaders assigned for each table.   0:30:50.1 Kelly Allan: And they were trained in advance. Yeah. Facilitators. Yeah.   0:30:53.5 Travis Timmons: We had leadership.   0:30:54.7 Andrew Stotz: So there was an intro period and then you said, "This is our aim and now go to your tables," or how did that... What were you telling them to do at the tables?   0:31:06.0 Travis Timmons: We told them the aim, reviewed the aim. To your point earlier, Andrew, overarching aim is maintaining our one-to-one care model.   0:31:14.0 Andrew Stotz: Yep.   0:31:14.7 Travis Timmons: Our aim of the meeting is how do we improve our arrival rate as an organization to greater than 85%? One of the ways we're going to accomplish that is making the entire system visible. We're going to go to our tables and we're going to work on... We had the fishbones drawn at each table, but we wanted them to fill in the fishbone as groups from their homework because everybody brought different ideas to the table. We wanted some conversation around that.   0:31:44.2 Andrew Stotz: That was a general fishbone. I think I remember later you talked about then breaking it down into separate fishbones, but that was just a general one to review what they'd done.   0:31:54.8 Travis Timmons: General one, work on the work together. To Kelly's point earlier, just the energy around working on ideas or, "Hey, I hadn't thought about that," or, "I didn't even know we did that in our system." Right.   0:32:07.0 Travis Timmons: Just understanding the complexity and really just getting the juices flowing on, here's what we're going to be working on because the next layer is going to be diving deeper into each one of those.   0:32:18.5 Andrew Stotz: How long was that period of going through the first fishbone and looking at their homework, discussing it together? How long did that last?   0:32:27.7 Travis Timmons: That one was a half hour because they'd already done the pre-work, so we assumed most of it was already going to be done. It was just kind of...   0:32:38.4 Andrew Stotz: Did you have them present any of that or that's just, "Go through that and that'll prep you for the next thing"?   0:32:46.0 Travis Timmons: We had them spend 25 minutes on that and then we saved room for five minutes for them to have kind of sharings or learnings or ahas. What did this experience teach you? Do you have anything to share?   0:33:01.9 Andrew Stotz: They're doing that within their group or they're doing that...   0:33:05.1 Travis Timmons: We went table by table and had them share with the entire team. Table by table, we had the team lead or anybody at the table, "Hey, what'd you think? What'd you learn?"   0:33:14.3 Andrew Stotz: Someone may say, "I didn't even realize that this impacts that and I just realized that now after seeing it." Okay.   0:33:24.0 Travis Timmons: Yeah. What are some of the things you heard, Kelly? I heard, "Oh, this is complex."   0:33:29.8 Kelly Allan: I also heard things like, "Well, I know how to handle this, but I need to define a process so that if I'm out, someone else can do it." Right? It's those kinds of little aha moments. Others were just, "Oh, is there a way for us to systematize that even further?" Again, it was that thinking about the system coming out in their comments. I think another part of the appreciation was really recognizing that a lot of people have to win. Deming talked about win-win being very stable and win-lose is not. They wanted to make sure the patients and the clients win, the physicians win, that the insurance companies are getting what they need, that the PTs and the Pilates people and the MAT people, etc., and the customer care coordinators are also having joy in their work. Because when you have a joyful staff, customers, clients really appreciate that. They just know there's something different. There's something different.   0:34:42.0 Andrew Stotz: And one question is, did you have any drift at that point where people started talking about other things that were unrelated but were key problems they're facing, or was setting your aim and doing the pre-work really kept them on track?   0:34:56.8 Kelly Allan: Great question. Yeah.   0:34:58.5 Travis Timmons: They were focused. They were focused the entire meeting. One of the things I learned it from Kelly or Ray, or maybe you taught Ray, I don't know, but we have a piece of paper we put up at every off-site, Andrew, we call it the parking lot. So that if somebody does have an idea that's outside of what we're there to tackle, we just have them go up and write it down so that they're heard, and it could be important, for sure, but we're not working on that today. We gotta stay laser-focused on what we're here for. So we have a parking lot, which has been super powerful, but nobody went to the parking lot the first half of the day at all.   0:35:39.2 Andrew Stotz: That's good. That's better than the woodshed. Excellent.   0:35:43.5 Travis Timmons: Speaking of the woodshed, this is one of my... I think this is one of the critical learnings, one of the many critical learnings I've had with Dr. Deming and the approach to leadership's responsibility. For me as the owner, at the end of the day, the buck stops with me, is to create joy in work, to create engaged teams where they can do fulfilling work. So you talked about the woodshed. It reminds me another one of my favorite quotes. A lot of owners or leaders talk about, "We have a lot of dead wood around here. Have a lot of dead wood on our team." The first Deming off-site I went to, Kelly said, "Well, there's only two ways that could have happened. Either one, you hired dead wood, and if you did, that's on you with your hiring process. Or number two, you hired live wood and you killed it. Either way, it's on the owner and leadership."   0:36:52.4 Kelly Allan: And I stole that from Peter Scholtes.   0:36:55.5 Andrew Stotz: Okay, got it.   0:36:57.0 Travis Timmons: But that struck me in terms of, okay, responsibility's on Travis to ensure we don't have that. Can't point fingers anywhere else. It's not people coming in with bad attitudes. So anyway.   0:37:15.8 Andrew Stotz: Okay, excellent. So now you've had the general fishbone discussion, you've had people present what were their key learnings from it. What happened next?   0:37:26.6 Travis Timmons: Just some quick aha's, anything from the homework, stuff like that. And then from there we did a couple-minute break and then we went right into the...   0:37:37.9 Andrew Stotz: It sounds like a HIIT, like a high-intensity interval training here. We did a couple-minute break.   0:37:44.6 Travis Timmons: We had work to do, man. People were there to get work done and get on to dinner. We had snacks and water in there they could grab real quick. Restrooms were close. And then agenda, we've gotta stay... And the team understands we have to do what we're doing, we have to be excellent in all categories. So the next thing we did, we came back together as a team, the entire team, and Kelly did the red bead experiment in preparation for the next breakout. Super powerful. For those that have seen the red bead experiment and how Dr. Deming used that to show how the willing worker shows up wanting to get all white beads, right? And the white bead, it's the white bead company, but there's red beads intermixed. No matter how hard they try, or Kelly offered a hundred-dollar bonus to somebody if they would just only bring out white beads the next time they put their paddle in, and it just had that visceral, in-the-moment realization that people show up wanting to do a good job. And issues, so the red beads were what we called cancellations impacting our arrival rate. Therapists want their patients to show up. Front desk wants, the client care coordinators want their patients to show up. Physicians want their patients to show up. So what do we need to do? It can't be bonus them if they show up or just try harder. What's not working? So that was a great...   0:39:23.4 Andrew Stotz: Why don't we go to that for a second. We're gonna have Kelly, maybe you can tell us a little bit about what you observed from that, and then we'll continue on with the rest of the structure.   0:39:36.2 Kelly Allan: Well, the way we set up the red bead experiment was very much focused on the real challenges and real issues that everybody at Fitness Matters faces in terms of this topic of increasing the arrival rate and how complex that is. I think the red bead experiment demonstrates for not only the people who are the willing workers and the people who are the inspectors and the person who is the scribe who keeps the spreadsheet, they realize that the numbers alone are not telling us what's going on. They realize that unless there's a system improvement, process improvement, and people working together to make those happen, you can bribe people, you can incent people, you can threaten people, you can send them home, you can give them a performance appraisal, you can do every kind of command-and-control management, but you haven't improved the system in which people work. There's still red beads. There's still red beads. We have to reduce the friction, we have to change the paddle. We have to figure out how it is we can help make it possible and easier for clients to want to show up so that they can get healthy and so that they can really appreciate what happens when they don't show up, how they are a part of the system. Once they become a patient, they're a part of the system of Fitness Matters.   0:41:18.3 Andrew Stotz: I'm just curious if there was also anything different. You've done the red bead experiment a lot of times with a lot of different types of companies. Were there any observations you had of the way they interpreted that that was either the same or different? What were some of your observations there?   0:41:37.7 Kelly Allan: Well, we planned it so that Travis and his leadership team could really do more of the debriefing so that they would have the context for the people in the audience as well as for the people on the stage, versus just a more generic, which is still powerful, to talk about how the system's in control and is this a common cause system or a special cause, what's really going on. Travis and his folks were able to then bring that context to the red beads, which I think made it especially powerful for this audience, for this group.   0:42:16.2 Andrew Stotz: Excellent. Travis, why don't you continue?   0:42:22.0 Travis Timmons: As Kelly shared, the leadership team debriefed after the red beads of the learnings and how that might be. The red beads were the cancellations that we currently have. Then we introduced, "Okay, now what we're gonna do is go do a deeper dive into the fishbones." There's five primary parts of our system, five bones. Each bone we're now gonna break out and work on the granular details. We did a fishbone for each of the larger bones.   0:43:01.8 Kelly Allan: Why don't you give a couple examples of the bones if you have it handy?   0:43:07.3 Travis Timmons: First bone is what we call initial contact. The first time a client has an interaction with Fitness Matters. Could be website, could be a physician referral, could be a neighbor talking to them, could be driving by. Initial contact, that's bone number one. How does that entire process work at Fitness Matters? Where's the friction point? Are there people that we don't even get into our door efficiently? They're not coming in set up for success, for example. Next bone would be setting them up for the evaluation. Third bone is evaluation day. Fourth bone is every subsequent visit up until discharge. And the fifth and final bone is discharge to ongoing wellness and how do we continue to stay connected? Those are the five bones as you flow through as a client at Fitness Matters, and the five major gates, if you will, is how we looked at it.   0:44:07.8 Kelly Allan: Every one of those is filled with complexity. There are a lot of little details to reduce the friction for the clients and for the system, for the patients in the system. I think that was an aha moment for people as well because a lot of them are in the quadrant four of unconscious competence. They've been doing this job well for a long time and they tend to forget the complexity. We have to identify the complexity so we can work on it and make it less complex, more streamlined, and so new people coming in can appreciate why Fitness Matters makes informed, thoughtful decisions about how they do things. It didn't just happen. These have been thoughtful things that have been worked on for years, but they can still be improved further and we can document them and make them more visible. When people saw all those little bones coming off the main bones, it's like, "Wow, there's a lot of little things that happen and we can impact almost all of those."   0:45:18.1 Travis Timmons: In some of the work we've already done on the bones to already have industry-leading arrival rate, but I think we can do better. We're one of the few, maybe one of the few medical appointments people have in their lives, not just physical therapy, but in general, that you go to do a medical appointment, do you know what it's gonna cost you out of pocket before you show up? Generally, you don't. We've swam upstream to make that visible to clients, so they already are coming in knowing what the cost is gonna be and are we providing that value? Just an example of, okay, can we swim further upstream with that and make it easier to pay and make it visible on their insurance deductible and all of that?   0:46:05.9 Kelly Allan: Well, and also, Travis, I think... I was just gonna say in terms of how many times have people been to a doctor's office, they've had to fill out a whole bunch of forms either online or in the office and then nobody ever looks at it. Something that Fitness Matters has been a leader on for a long time, which is how many of these questions are really required? How are we really gonna use that information? Let's not have seven pages. Can we get it down to four? Can we get it down to three? And increase... Because remember Deming's teachings are quality goes up as costs go down. Quality goes up as we have to commit less time. Quality goes up as joy in work goes up. Right? So that's that Deming structure of, no, quality does not have to cost more. In fact, Deming said if you're doing it this way, quality will cost less. And that's in part how Fitness Matters can compete against these big, big companies and win. I think, Travis, you've gotta share some of the statistics about what makes Fitness Matters an industry leader. What kinds of things are measured that you and others look at in the industry?   0:47:17.8 Travis Timmons: One of the big things in the physical therapy industry, Andrew, is what they call outcomes. They're measurable questionnaire by body part that you have a patient fill out at evaluation day and at discharge day, and it gives you a percentage of... In our industry, they call it functional ability. Are you 100% able with your shoulder or do you have a 60% disability with your shoulder? For example, across all body parts, we're 30 to 40% above national average on our outcomes. Not even close. Because of the efficiency, our patients show up. Again, the one-to-one care model is why it's our true north, and everything we do has to support that because of those industry-leading outcomes. Our no-show rate is one of the other things we define. Again, something we're working to improve upon, but we're already nation-leading. Our definition of a no-show is 24 hours notice up into a no-show. Most companies in our industry only call it a no-show if the patient just doesn't show up. With our definition of 24 hours notice or less, we're at 4% to 5%. National average of true no-shows, just not showing up, is 15%.   0:48:45.8 Andrew Stotz: Yeah, I can imagine even probably higher than that, but 15, yeah.   0:48:49.7 Travis Timmons: 15 to 20% depending on the research. Just two examples there. The Deming approach to system thinking, team engagement, getting rid of silos, operational definitions. To Kelly's point, we worked years ago on that initial client intake. I used an example several years ago around the time we were working on that project. My one son, got him an Apple iPad for Christmas. Other son got an Xbox 360. One product we got out of the box and turned it on, it was fully charged and ready to go in about 37 seconds. The other product took all kinds of unpacking, had to plug it in, and as soon as it came up, it said software upgrade required, and it proceeded to spend the entire day of Christmas downloading the update. We just use that as an example of how hard is this? We want that same experience for our clients. How do we make it an unbelievable healthcare experience for our clients?   0:50:10.1 Kelly Allan: Well, and Travis is being way too modest here, so I have to jump in. I don't know if I have the numbers exactly right, but Travis will correct me. Let's say you have an injury or you're recovering from surgery or whatever it happens to be, and the industry average is it's going to take 17 visits with a physical therapist for you to be at some level of functionality. At Fitness Matters, it might be 13 visits. Travis, is that too high?   0:50:42.3 Travis Timmons: 10.   0:50:43.1 Kelly Allan: 10 visits. 10 visits. So cut it in half. They're getting better in half the time. That's Deming.   0:50:52.9 Travis Timmons: Yeah.   0:50:53.3 Kelly Allan: Quality goes up, costs go down. Which is why Travis then can... Insurance companies also love them, right? It's like, wow, these people are getting better and they don't circle back just because they were... Operational definition is they're well. Discharged by somebody else, oh yeah, they had their 17, 18 visits, 19 visits, they're well. No, they're not. They come back or they go somewhere else and they're claiming insurance again. Fitness Matters, they learn how to stay well.   0:51:22.4 Travis Timmons: And that brings in another important thing that we've learned over the years, Andrew, with the Deming approach. Our data is industry leading, and we've worked hard at that. And we've got a great team that works within the construct that we've created through Deming. To get back to the unknown or unknowable quote that Dr. Deming would use, our marketing costs are low because patients go back to their physicians and say, "Hey, this is the best PT experience I've ever had." And after they hear that four or five times with us and they get complaints when they send them elsewhere, all of a sudden we start getting referrals from these doctors we've not even heard of before.   0:52:07.6 Kelly Allan: Yeah. Yep.   0:52:08.9 Travis Timmons: How do you measure that? What amount of marketing dollars would have to be spent to get in front of... Like, we doubled the number of physicians that referred to us in the last year.   0:52:23.6 Kelly Allan: Yes. That's a double, Andrew. Unheard of.   0:52:27.5 Andrew Stotz: Yeah.   0:52:28.1 Kelly Allan: Unheard of.   0:52:28.5 Andrew Stotz: Incredible. So you got amazing outcomes. Let's now wrap up about where did you get to at the end of this? What did you personally and the management team end up with?   0:52:45.9 Travis Timmons: So we had some do-outs. Our closing PowerPoint slide was within two weeks we would report back with one to two updated operational definitions and probably three PDSAs that we were going to tackle. That was kind of our promise back to the team, that we would look at all the work. We have paper everywhere. People got to vote. We had a one-page paper on potential PDSAs, and we gave them little stickers to vote on where they think we should put our time and energy and resources. Our takeaway, our product, if you will, three PDSAs. One that has two under it is the new software. We're gonna start doing online scheduling, automated waitlists. I won't get into all the details, but PDSA one has software change. PDSA two, there was a lot of feedback on, "Hey, it would be great if we had kind of a scripted conversation point for the client care coordinators for these four scenarios: first phone call, first in-visit, how we take payment and make their benefits visible to them, how do we take a phone call and handle a cancellation when they do happen to ensure that it's a positive experience."   0:54:12.4 Travis Timmons: And then how do we handle kind of a no-show? Another PDSA is we're gonna have those client care coordinators create their first version of what they think the best script would be, 'cause they're the ones that do it all day. Why would I try to come up with that? And then have them send it to us and do some feedback there. Then we updated our operational definition of canceled visits so that there was clarity across the system to make sure we're measuring what we want to measure, which is how many people show up to their visits each day. We reported that back to the team last Friday, actually, to make sure we hit the deadline we promised to them. And then we let them know we're also gonna be working on kind of a third or fourth PDSA—I kind of lost track there of how we're counting it under the software—but training the entire team on what does it mean to have client engagement and what is our operational definition of client connection and client engagement. So they know we're gonna be doing that on a location-by-location basis at the March monthly meeting.   0:55:26.4 Travis Timmons: That was our takeaway. A lot of product to come away with, and they're gonna have all of the context from the team off-site to understand what we're getting ready to tackle, especially with the software change.   0:55:40.1 Andrew Stotz: My first reaction to that is, oh, those seem like kind of things that you could have figured out some other way, or there's not that many things, or there wasn't some stunning breakthrough. Explain why you're happy with what you got versus you prepared, you did a lot of work, you got those things. Some of it may be that, hey, we need to go through a process. I may have known some of those conclusions, but if we don't have a process of going through that, first we have the risk of maybe I'm wrong in what I think. And the second thing we have is that we have the risk that it's just a business run by dictate rather than getting real buy-in. I'm just curious if you could explain a little bit about that.   0:56:30.7 Kelly Allan: You said the bad word. You said the B-word.   0:56:34.5 Andrew Stotz: Buy-in.   0:56:35.4 Travis Timmons: Understanding, Andrew. Not buy-in.   0:56:38.4 Andrew Stotz: We're looking for buy-in. No. Okay.   0:56:40.8 Kelly Allan: We change it. How do we get... The conversation changes when you say, "How do we get understanding?" Now it's about the why behind the what that leads to the how, versus buy-in, which means, "How are we gonna sell this to somebody?" Sorry, Travis, I couldn't resist.   0:57:02.8 Travis Timmons: No, it's 100% true. And to answer your question, Andrew, my first answer and probably the most powerful answer we already talked about earlier, but it's very important to reiterate and maybe close with, is because of our approach and the time and investment we spent preparing for the meeting, doing the meeting, the fact that there was zero concern or stress around us switching our software system. The amount of engagement that there's gonna be, 'cause there's gonna be work to be done by all team members in preparation for that software change. I am confident I'm not gonna have to do any motivational speeches leading up to that. I'm not gonna have to bribe people. They want this to work because they understand why we're doing it, they understand the value it's gonna provide, and they understand, now that they have deep understanding of our system, they understand why we need to do this to continue to excel.   0:58:13.9 Travis Timmons: I don't know what that's worth. That's unmeasurable. But I know had I just announced this and not had any process, not a Deming approach, just, "Hey, guys, Travis thinks we need to do a new software and we're gonna change how you document, how you schedule," I feel fairly confident how well that would've gone. That would be my answer, Andrew, is the power of being able to present that to a team. They're already asking me questions about, "Have you thought about this in our system?" We have a shared Word document across the team. What questions are coming up in your system thinking? "How are we gonna message this to all of our clients so that they know they're gonna get new emails for their home program?" Great question. I had not thought of that. That is unmeasurable, but I know we're gonna be successful when we switch softwares because of our approach via Deming. What would you add to that, Kelly?   0:59:14.7 Kelly Allan: I think that's the essential nature of what happens. When you set out with a clear, healthy, thoughtful aim, you have conversations around that with your leadership team and what they can do then to filter that and start to talk about that with their teams at their locations, and then you have time to reflect and continually improve that, you're really creating a racehorse. Most off-sites, and Andrew, you've been to these, I know, they start... It's the 17 things. I thought of this when you mentioned it earlier. We start out, we have a racetrack and we want to have a racehorse. But by the time most companies get to their off-site, they've put so much stuff on that horse that it's now a pack mule. It will eventually make it around the track, but if you're competing with Travis, his racehorse, that team's racehorse has been around that track past you many, many times. You may get there, but they're already onto another track by the time you get to the finish line. You're finished.   1:00:36.7 Andrew Stotz: Yeah. You may even be releasing kittens and he's got a horse.   1:00:42.0 Travis Timmons: Kelly brings up another great point there. The other thing that gives our team confidence, because of our system view, 96% of issues are due to systems and processes, not people, the Fitness Matters team is confident that there's gonna be hiccups with a software change. They're confident they're gonna be able to talk about it in a system view quickly, and they're confident we're gonna implement change to rectify that. That goes into one of the reasons why I got zero shocked looks or zero sidebar conversations the entire day. The only feedback I've gotten is, "Hey, we're excited about it. We think we need to do this. And have you considered this as part of our system change?" I don't know what else as a business you could want.   1:01:40.4 Andrew Stotz: Kelly, I was thinking about a good wrap-up from you is to help the listener and the viewer think about how can they apply this into their business. Let's step back a little bit from Travis and think about the work you do and give us some hope, give us some guidance about, can we do this? How?   1:02:04.6 Kelly Allan: Yeah. Several things come to mind. One is that when you first start to learn about the Deming lens, the System of Profound Knowledge, his approach, it seems, it's different. It is different and it can seem to be, oh my gosh, that's so different. We'll never be able to do that. But the point is, the Deming Institute offers a two-day seminar workshop and they can learn not to be incredibly proficient or masterful in two days of how to go back and do Deming, but they know how to get started and they do get started. And then it just becomes part of, again, the Deming magic is as you start to work on these things, your costs go down, your quality goes up, and sometimes you can raise your prices because of the quality and sometimes you just are more competitive at the existing price, but you're taking work and rework and waste out of the system through the Deming approach, which allows you the time. That's the big constraint in most companies. I don't have time to work on improvement. I gotta fix this.   1:03:29.9 Andrew Stotz: Yeah. Right.   1:03:30.9 Kelly Allan: So that's a fix that's gonna fail. That's a fix that's gonna fail. So I think the message is you just want to read The New Economics. If you get the third edition, start with the new chapter. It's like 40 pages and it sums up a whole lot of what we've been talking about. Then there's DemingNext videos through the Deming Institute. You can get your feet wet there. You can then, if you want, attend a seminar or read more things or reach out and have conversations with people. But you just have to try it so that you can see that the payback is there, that the joy in work is there. And in a war for talent, they wanna work for Deming. People wanna work for Deming-based companies because they're not about manipulating people. They're about joy in work. They're about reducing the friction. So you just gotta get started and don't be just because it's so different doesn't mean you can't learn it quickly. You can.   1:04:36.7 Andrew Stotz: Yep. And Travis is a great example of that. In our prior episodes, he talked about the journey, about the pain and all that. I think that's exciting. I'm gonna wrap it up. I just have to laugh because I've been out of the corporate world for a while, just doing my own thing. But I was thinking, you mentioned about buy-in and then you said it means you're selling something. And I thought that's funny. I remember my father used to say, he used to get so annoyed because he'd say, "Yeah, let's talk around this," which was a common thing back in those days. But then I was also thinking another thing that we were saying was onboard. Let's get people onboard with this. What if you're onboard? It pretty much means you're drowning. And I just thought about those types of things that when we talk about fear and work or fear in what we're trying to remove fear and stuff, part of it is the way we speak and the way we communicate.   1:05:41.1 Andrew Stotz: Travis, I feel like I want to leave you with the last word. So why don't you bring us home?   1:05:48.0 Travis Timmons: Yeah, I think I would follow on what Kelly said is I would just the amount of joy, the amount of stress this took off of me as a business owner and as a parent thinking about things differently. And the first time you start learning about Deming's teachings and the System of Profound Knowledge, it seems a little off. Seems a little like this just doesn't seem possible. I've had several people I've talked to about that. It just doesn't work that way. To Kelly's point, I would encourage just try a couple things, whether it be do you have clear operational definitions? Have you done a PDSA? Do you know how to do a PDSA? But the two-day seminars is where you kind of do the deep dive into like, oh, okay, I need to think about things differently. So anyone struggling with a business trying the latest and greatest book that's been out or the latest and greatest compensation model to create ownership thinking within your organization or whatever the buzzwords are, this is a long-term path to clarity and to just an understanding of how you can make your organization a place that has a positive impact on the lives of your employees and your clients.   1:07:17.7 Travis Timmons: And man, if you get that right, everything else follows. Sales, profit, all the stuff that a lot of metrics look at. If you get the point of your job is to have a positive place for your team to work and how do you do that? Deming is the way to do that. Everything else follows after that, in my opinion.   1:07:38.6 Andrew Stotz: And on that note, Travis and Kelly, on behalf of everyone at the Deming Institute, I want to thank you again for this discussion. For listeners, remember, as Kelly and Travis have both said, go to deming.org, go to DemingNEXT. There's resources there so you can continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming. I constantly repeat it because I love it, and that is: "People are entitled to joy in work."

Bob Schwahn | Lead Pastor | March 8, 2026 Referenced Scripture: Hebrews 3:7,15; 4:7, Luke 9:57-62, Philippians 3:12-14 Reflection Questions: Read: Luke 9:57-621. What has been the most challenging thing you have experienced in trying to be an ALL IN follower of Jesus? 2. What are some examples from Scripture where people had to make difficult choices to be obedient and follow God/Jesus? What difficulties did they face? What made the choices challenging? Why do you think they were able to make the decisions that they did? Explain. 3. What have been some of the difficult decisions you have made in your life in order to say “yes” to following Jesus? What was the outcome of saying “yes”? Have you ever said “no” to some decisions to obey and follow Jesus? Share those stories. What was the cost of saying “no”? 4. Does Jesus promise that following him will always be comfortable and require no risk? Explain your answer. What does He promise if we are willing to follow Him and obey? 5. What are the places in your life where you find it most difficult to follow Jesus in obedience? Why do you think that is? 6. Why is it easy to say, “Yes, but first…” and put off obedience to someday in the future? How have you justified disobedience by putting off something you know that you should do or stop doing? Explain. 7. What might be potential areas of your life that you prioritize above Jesus? What are the costs to these misplaced priorities? What costs have you experienced in your life by not putting obedience to Jesus first? Hebrews 3:7,15; 4:7So, as the Holy Spirit says:“Today, if you hear his voice,do not harden your hearts…"8. What is one thing that you need to say “yes” to the Spirit TODAY, so that your heart does not become hard? What's your next step? Connect: We'd love to connect with you! Fill out our Connect Card to receive more information, have us pray for you, or to ask us any questions: http://journeybozeman.com/connectcardConnect: Get your children connected to our children's ministry, Base Camp: https://journeybozeman.com/childrenConnect: Our Student Ministry is for High School and Middle School students: https://journeybozeman.com/studentsGive: Want to worship through giving and support the ministry of Journey Church: https://journeybozeman.com/giveGather: Subscribe to our YouTube Channel: https://www.youtube.com/c/JourneyChurchBozemanGather: Download our app: https://journeybozeman.com/app Gather: Join our Facebook Group to stay connected throughout the week: https://facebook.com/groups/JourneyChurchBozeman

The Rebel News podcasts features free audio-only versions of select RebelNews+ content and other Rebel News long-form videos, livestreams, and interviews. Monday to Friday enjoy the audio version of Ezra Levant's daily TV-style show, The Ezra Levant Show, where Ezra gives you his contrarian and conservative take on free speech, politics, and foreign policy through in-depth commentary and interviews. Wednesday evenings you can listen to the audio version of The Gunn Show with Sheila Gunn Reid the Chief Reporter of Rebel News. Sheila brings a western sensibility to Canadian news. With one foot in the oil patch and one foot in agriculture, Sheila challenges mainstream media narratives and stands up for Albertans. If you want to watch the video versions of these podcasts, make sure to begin your free RebelNewsPlus trial by subscribing at http://www.RebelNewsPlus.com

It's time for your favorite show of the week where Faustie sends Cav the news and he reads and reacts to it in real time giving thoughts and opinions, this week... Tom Brady in WWE? WhatchuSaid Jade hated or a work? Did Finlay make the right move? How to watch AEW??? Does Road Dogg still work there tho? Boom Grift Subscribe on patreon.com/LingusMafia for ad-free and video versions of the show, exclusive PPV/PLE reviews and bonus shows including every Wrestlemania, SummerSlam, Royal Rumble, Survivor Series, and Saturday Night's Main Event ever. Get access to over 10 years of podcasts! Stay connected: All our social media (@LingusMafia) links can be found here: https://linktr.ee/lingusmafia We have merch! Shirts, hoodies, stickers and more: lingusmafiashop.printify.me/ Drop us an email with comments or questions: lingusmafia@gmail.com Check our YouTube out at Wrestle Lingus Show! Remember to leave a comment and rate the show wherever you get your podcast from, we gotta get the word out there, we aren't too proud to beg, please? Buy some merch here! https://lingusmafia.printful.me/ Murders and Mistresses free demo on steam, click the link below https://store.steampowered.com/app/4355720/Murders__Mistresses_Demo/?utm_source=WrestleLingus&utm_campaign=steamnextfestfeb2026 Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Today, we are bringing you a live episode recorded in Sydney that celebrates the strength, resilience and brilliance of women everywhere. This conversation is our tribute to that journey and a vital call to action to finally close the gender pain gap. Why are women consistently told that pain is "part and parcel" of the female experience? Following our chat with Kate Walsh, her and Claire are joined on the sofa for a panel discussion with four leading experts; PROFESSOR CAROLINE GARGETT: A world-leading reproductive and stem cell science researcher and Group Head of Endometrial Stem Cell Biology Laboratory with 28 years research experience in gynaecological research with a focus on endometriosis and developing a cell based therapy for Pelvic Organ Prolapse. THEA BAKER: Thea has treated women with complex trauma and co-morbid pain conditions as a Psychotherapist in Australia for over 10 years. She also has her own lived experience of chronic pain herself from endometriosis and osteoarthritis A/ PROFESSOR SUSAN EVANS: A specialist, researcher, educator, innovator, advocate and CEO in pelvic pain for over 20 years. As a gynaecologist, laparoscopic surgeon and pain physician, A/Prof Susan Evans Co-founded the Pelvic Pain Foundation of Australia, co-developed the Periods, Pain and Endometriosis Schools Program, and is now working with Alyra Biotech developing innovative new treatments for pelvic pain. PROFESSOR MARIA FIATARONE SINGH: A geriatrician whose research, clinical, and teaching career has focused on the integration of medicine, exercise physiology, and nutrition as a means to improve health status and quality of life across the lifespan. (Physical & Metabolic Longevity) We dive deep into why women’s symptoms are still frequently dismissed as psychological, the revolutionary potential of menstrual fluid in diagnostics and why "looking normal" on a scan doesn't mean the pain isn't real. From the first period to the complexities of ageing, our experts provide a roadmap for women to reclaim their health and advocate for their own bodies. We explore the "Pain Scale Paradox", revealing why the traditional 1-10 measurement fails those with chronic conditions, while unpacking the biological "amplifier" that predisposes women to persistent pain. It’s time to strip away the historical stigma of "hysteria" and replace it with a medical system that finally validates the female experience! THE END BITS All your health information is in the Well Hub. For more information on topics discussed, please find the resources below: Bridging the Gender Pain Gap - The Inquiry into Women's Pain Report 2025 Australasian Menopausal Society Endocrine Society The International Menopause Society Jean Hailes For Women’s Health GET IN TOUCH Sign up to the Well Newsletter to receive your weekly dose of trusted health expertise without the medical jargon. Ask a question of our experts or share your story, feedback, or dilemma - you can send it anonymously here, email here or leave us a voice note here. Ask The Doc: Ask us a question in The Waiting Room. Follow us on Instagram and Tiktok. Support independent women’s media by becoming a Mamamia subscriber CREDITS Hosts: Claire Murphy Guest: Kate Walsh, Professor Caroline Gargett, Thea Baker, A/Professor Susan Evans, Professor Maria Fiatarone Singh Senior Producers: Claire Murphy and Sally Best Audio Producer: Scott Stronach Video Producer: Glenn Urquhart Social Producer: Elly Moore Mamamia acknowledges the Traditional Owners of the Land we have recorded this podcast on, the Gadigal people of the Eora Nation. We pay our respects to their Elders past and present, and extend that respect to all Aboriginal and Torres Strait Islander cultures.Information discussed in Well. is for education purposes only and is not intended to provide professional medical advice. Listeners should seek their own medical advice, specific to their circumstances, from their treating doctor or health care professional. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++++Support the show: https://www.mamamia.com.au/mplus/See omnystudio.com/listener for privacy information.

The MLR has created a whole new replay and review system that replaces TMO. RRS (Referee Review System) seeks to place the power back into the hands of the head official. The intent is to speed up reviews and create a more transparent process designed to enhance rugby for all supporters to enjoy.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Sean thinks that Evgeni Malkin will be suspended three games for his high stick on Rasmus Dahlin. Will anything change Kyle Dubas' mind at the deadline? Sean thinks it's more likely the Penguins add a defenseman before the deadline. Joe is ready to hand the reins to Sergei Murashov!

Hour 3 with Joe Starkey: Sean Gentille thinks that Evgeni Malkin will be suspended three games for his high stick on Rasmus Dahlin. He thinks there is a 66.6% chance that Evgeni Malkin comes back. Sean thinks that Ben Kindel's full potential is a really good, valuable player as a No. 2 center. The Bechtold Breakdown - The Pirates said thank you and good luck to Andrew McCutchen.

Jen Psaki shares a dizzying collection of contradictions and nonsense from the Trump administration and its allies trying to explain the reason for attacking Iran, the goals of doing so, or even whether it's ok to call it a war. Senator Mark Kelly joins to discuss the incompetence of the Trump administration's handling of Iran and other national security issues compromised by Trump's poor choices. James Talarico won the Democratic nomination for Senate in Texas in a primary with remarkable turnout, a talented campaigner with a unique ability to speak to voters of faith, and with an opponent who is now emphasizing party unity. On the Republican side, and already acrimonious primary will be tied up in a nasty runoff election for weeks to come, leaving the eventual winner inevitably battered. And all of this takes place in the context of Donald Trump being wildly unpopular and finding new ways to upset American voters almost daily. Former Congressman Beto O'Rourke talks with Jen Psaki about why this year's midterm election holds promise to be the one that finally begins to turn Texas blue.  To listen to this show and other MS podcasts without ads, sign up for MS NOW Premium on Apple Podcasts. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Is "commitment" a concept that only applies to romantic relationships? What role does it play in friendships when these are completely elective relationships unbound with contract and formal obligations?In this episode of the Friend Forward podcast, host and women's friendship expert Danielle Bayard Jackson explores what it looks like to "promise before the preview."Want more?Members of "Office Hours" (our digital community) will enjoy access to the full discussion, including:an extra video explaining the difference in the types of investments you can make in friendshipa "close read" of an article that explains the formula for satisfactionbonus reflection questions and connection questions to inspire conversation with friends about friendship commitmentWANT TO BE FEATURED ON THE SHOW?Send your questions, hot takes, or personal friendship stories via Instagram @friendforward (go the to direct messages, hold the microphone icon down and proceed with your voice note) or send a video/ voice note to us via email at hello@betterfemalefriendships.com.BRING THIS CONVERSATION TO YOUR ORGANIZATIONIf you're looking for a customized, research-driven experience with a balance of education and humor, book Danielle Bayard Jackson to speak at your upcoming event. To make it happen, contact us at info@tellpublicrelations.com and inquire today.

Are you really bad with money, or are you just loyal to your money wounds?Josh Trent welcomes Elizabeth Ralph to the Wellness + Wisdom Podcast, episode 804, to unpack the collective money wound, how inherited beliefs and ego-driven validation distort our relationship with wealth, why frequency and standards determine opportunity, and how choosing freedom over entanglement recalibrates your identity from exhaustion and control into abundance and true self-expression.The Spiritual Investor ClubThe Spiritual Investor Club is your gateway to mastering the energetics of money and pairing it with powerful investment strategies.Imagine a life where wealth flows effortlessly, money worries disappear, and every financial decision aligns with your higher purpose, all while making a positive impact on the world.Whether you're just starting out or ready to dive into advanced wealth strategies, Elizabeth's two membership tiers (SI Club and SI Club Advanced) are designed to meet you where you are and take you where you want to go.Get One Month FREEUse code JOSH for a free month of the SI Club.In This Episode, Elizabeth Ralph Uncovers:(01:00) Collective Money Wound(06:00) "I'm Not Good with Money"(11:55) Define Your Own Freedom(15:50) From Depression to Abundance(19:40) Let Spirituality Find You(25:00) The Start of a Spiritual Journey(34:30) How to Identify Your Frequency(40:45) Heart-Led Marketing(43:20) Why You're Still Broke(47:25) Stop Seeking Validation(52:10) What Is Wealth to You?(56:20) The Universe Doesn't Wait(01:00:55) Get Clear on Your Standards(01:04:25) Spiritual and Emotional Hygiene(01:07:45) Break The Structure(01:13:50) Entanglement(01:15:55) What Is Ethical Wealth?(01:20:50) You Can Choose Freedom

Are you really bad with money, or are you just loyal to your money wounds? Josh Trent welcomes Elizabeth Ralph to the Wellness + Wisdom Podcast, episode 804, to unpack the collective money wound, how inherited beliefs and ego-driven validation distort our relationship with wealth, why frequency and standards determine opportunity, and how choosing freedom over entanglement recalibrates your identity from exhaustion and control into abundance and true self-expression. The Spiritual Investor Club The Spiritual Investor Club is your gateway to mastering the energetics of money and pairing it with powerful investment strategies. Imagine a life where wealth flows effortlessly, money worries disappear, and every financial decision aligns with your higher purpose, all while making a positive impact on the world. Whether you're just starting out or ready to dive into advanced wealth strategies, Elizabeth's two membership tiers (SI Club and SI Club Advanced) are designed to meet you where you are and take you where you want to go. Get One Month FREE Use code JOSH for a free month of the SI Club. In This Episode, Elizabeth Ralph Uncovers: [01:00] Collective Money Wound Why all of our money wounds are given to us by someone else. How we're collectively exhausted. Why giving significance to something creates an energetic separation. How we trade abundance for oneness. Why we can't be in the energy of unconditional love if we need something. How we become controlled by money and time. Resources: Elizabeth Ralph Spiritual Investor Club - Use code JOSH to get one month free [06:00] "I'm Not Good with Money" Why words are spells. How to distinguish what's true and what's an inherited belief. Why flow is not a feeling. How we're not actually bad with money. Why we believe that we will only belong if we operate from our ego. [11:55] Define Your Own Freedom Why Elizabeth used to believe the world was broken. How she realized that wild animals define their own freedom. Why she started investing in real estate. [15:50] From Depression to Abundance How achieving financial freedom can take a long time. Why Elizabeth struggled with depression when she was only focusing on her career and making money. How she decided to give some of her money away to support horses. [19:40] Let Spirituality Find You Why we cannot bypass negative emotions. How a coworker inspired Elizabeth's spiritual growth. Why she didn't know what she would do after quitting her corporate job. [25:00] The Start of a Spiritual Journey How we only become a new version of ourselves when we can recognize that we're not the same person we used to be. Why Elizabeth didn't realize that she was becoming a spiritual money coach. How she knew when she was on her path. [28:45] Recalibrate Your Identity Why working with large groups allows us to see the patterns. How many women are afraid of making a mistake. The importance of not victimizing ourselves. Why we can't compare ourselves to others. How the identity of people with money is being sold as useful information that pulls us into our identity. [34:30] How to Identify Your Frequency How we only know our frequency from what is reflected back to us. Why opportunities come to us based on the frequency we're vibrating at. How effortlessness, standards, and opportunities reveal our frequencies. Why we need to fall out of love with who we are right now in order to change.  How everything in our life is one energy. [40:45] Heart-Led Marketing Why marketing can be connected to our heart and spirit. How we are the ones who can bring authenticity to our business. Why we need to make others feel what we feel to embody the frequency. [43:20] Why You're Still Broke How money is a reflection of how we're of service to others. Why what's behind the energy is more important than the energy itself. How we can't derive truth from the physical world. Why some people help others but don't make almost any money. How some people don't know how to receive money. [47:25] Stop Seeking Validation Why many professionals need validation. The importance of not letting our ego get in the way of our success and love. Why people who are seeking validation can't build wealth. How knowing our gifts gives us the responsibility to be wealthy. [52:10] What Is Wealth to You? What financial habits signal whether we're seeking validation or wealth. How the definition of wealth is defined by each one of us. Why people who struggle with money constantly check their finances and investments. Resources: Walking Each Other Home by Ram Dass [56:20] The Universe Doesn't Wait How waiting for something means we don't have it. Why we can achieve bigger things in a shorter time with all the tools and opportunities we have now. How most people don't actually want money. Resources: Outwitting The Devil by Napoleon Hill [01:00:55] Get Clear on Your Standards The difference between standards and expectations. How we have external and internal standards. Why we can adopt standards that invite money in. How our self-expression projects our standards. [01:04:25] Spiritual and Emotional Hygiene Why we get superpowers from our childhood trauma. How Elizabeth didn't absorb many of the normal conditionings. Why money has always been easy for her, but she struggles with relationships. [01:07:45] Break The Structure How Elizabeth learned to make decisions for herself. Why control can block us from what's meant for us. How our childhood trauma can lead us on a path of success. Why breaking the structure allows us to step into alignment. [01:13:50] Entanglement The indicators that show us where we are on the journey. How entanglement keeps us at a specific frequency. Why we often confuse entanglement for love. [01:15:55] What Is Ethical Wealth? How to build ethical wealth. Why we can't build an unethical business when we are ourselves. How categorizing things puts us in the 3D. Why we have many conditionings around male and female roles. Resources: Finding Joe (2011) [01:20:50] You Can Choose Freedom Why we judge people who are winning. How freedom is something that's chosen. Why we choose everything in our lives and create the world. How we can become a self-expression of freedom. "We don't have our own money wounding. It was given to us by someone else. And the moment that we realize that it's not ours, it doesn't become ours anymore." — Elizabeth Ralph Leave Wellness + Wisdom a Review on Apple Podcasts All Resources From This Episode Elizabeth Ralph Spiritual Investor Club - Use code JOSH to get one month free Walking Each Other Home by Ram Dass Outwitting The Devil by Napoleon Hill Finding Joe (2011) Josh's Trusted Products | Up To 40% Off Shop All Products Biohacking⁠ ❤️ WAVwatch - Now 15% off with JOSH100 Timeline Nutrition - Now 30% off with JOSH BRICK - 20% off with JOSH + regain your focus from distracting apps MANNA Vitality - Save 20% with code JOSH20 HigherDOSE - 15% off with the code WELLNESSANDWISDOM PLUNGE - $150 off with discount code WELLNESSFORCE SaunaSpace - 10% off with discount code JOSH10 Neuronic - 20% off with code WISDOM Wellness Test Kits Tiny Health Gut Tests - $20 off with discount code JOSH20 VIVOO Health Tests - Save 30% off with code JOSH SiPhox Health Blood Test - Save 15% off with code JOSH Nutrition + Gut Health Little Saints | Non-Alcoholic, Plant-Based Cocktails - 20% off with JOSH Organifi - 20% off with discount code WELLNESSFORCE EQUIP Foods - 20% off with the code WELLNESS20 Just Thrive - 20% off with the code JOSH Kreatures of Habit - Save 20% with WISDOM20 Supplements MANNA GOLD - $20 off with the code JOSHGOLD Adapt Naturals - 20% off with discount code WELLNESSFORCE MitoZen - 10% off with the code WELLNESSFORCE Activation Products - 20% off with the code JOSH20 BiOptimizers - 10% off with discount code JOSH10 Fatty15 Essential Fatty Acids Supplement - Get 15% off with code JOSH15 Sleep BiOptimizers Sleep Breakthrough - 10% off with JOSH10 Zyppah Anti-Snoring Mouthpiece - 20% off with the code JOSH MitoZen Super SandMan Ultra™ (Melatonin Liposomal)+ | 10% off with WELLNESSFORCE Luminette Light Therapy Glasses - 15% off with JOSH15 Cured Nutrition CBN Night Oil - 20% off with JOSH Natural Energy MTE - Save 20% with JOSH TruKava - Save 20% with code JOSH20 Drink Update - Save 25% with discount code JOSH25 EONS Mushroom Coffee - 20% off with the discount code JOSH20 EnergyBITS - 20% off with the code WELLNESSFORCE BUBS Naturals - Save 20% with JOSH20 Fitness + Physical Health Kineon - 10% off with discount code JOSH10 Create Wellness Creatine Gummies - 20% off with discount code JOSH BioPro+ by BioProtein Technology - Save $30 OFF WITH CODE JOSH Drink LMNT - Zero Sugar Hydration: Get your free LMNT Sample Pack, with any purchase Healthy Home SunHome Saunas - Save $200 with JOSH200 JASPR Air Purifier - Save 10% with code WELLNESS Holy Hydrogen - $100 off with discount code JOSH SimplyO3 - 10% off with discount code JOSH10 LEELA Quantum Upgrade + Frequency Bundles - Get 15 days free with code JOSH15 TrulyFree Toxic- Free Cleaning Products - Get 40% off + Freebies with code WELLNESSFORCE Mental Health + Stress Release Mendi.io - 20% off with the code JOSH20 NOOTOPIA - 10% off with the discount code JOSH10 CalmiGo - $30 off the device with discount code JOSH30 QUALIA - 15% off with WELLNESSFORCE Apothékary - 15% off on orders over $75 with JOSHTRENT Personal Care⁠ ⁠⁠Intelligence of Nature - NOW 35% off Skin Support with the code JOSH35⁠⁠ The Wellness Company's Emergency Health Kits + More - Save 10% with code JOSH Farrow Life - Save 20% with JOSH Young Goose - Save 10% with code JOSH10 Mindfulness + Meditation BREATHE - 33% off with the code PODCAST33 Neuvana - 15% off with the code WELLNESSFORCE Essential Oil Wizardry - 10% off with the code WELLNESSFORCE Four Visions - Save 15% with code JOSH15 Lotuswei - 10% off with JOSH Clothing Rhizal Grounded Barefoot Shoes - Save 10% with code WELLNESS Earth Runners Shoes - 10% off with the code WELLNESSFORCE Free Resources M21 Wellness Guide - Free 3-Week Breathwork Program with Josh Trent Join The Liberated Life Tribe

Sam helped grow Dan Martell from under 100,000 followers to over 10 million across platforms. In this episode, Sam breaks down exactly how they built a media machine generating eight figures per year and why most creators are focused on the wrong metrics.Sam shares what actually drives growth today, why views do not matter if they do not convert to followers, and how to monetize content without relying on sponsorships or AdSense. You will hear the Hook, Explain, Illustrate, Teach framework, how to validate ideas before filming, and why life experience is the real unfair advantage in content creation.If you want to build a personal brand, turn content into revenue, and stop overthinking camera gear and tactics that do not move the needle, this is a tactical masterclass on becoming a serious creator.Want To Quit Your Job In The Next 6-18 Months Through Buying Commercial Real Estate & Small Businesses?

This 'Media Buzz Meter' first aired on February 24th, 2026… Howie Kurtz on the U.S. men's hockey team's Olympic gold win over Canada & FBI Director Kash Patel being invited to celebrate with them, new allegations from a former ICE instructor that the agency cut training standards for new officers, and violence breaking out across Mexico after the killing of a major cartel leader. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Senator Mark Warner tells NPR that the families of sailors in the conflict area that he has met with "have no idea why their sons and daughters are being put in harm's way." Warner says that the president should appear before Congress and ask for a declaration of war.For sponsor-free episodes of Consider This, sign up for Consider This+ via Apple Podcasts or at plus.npr.org. Email us at considerthis@npr.org.This episode was produced by Henry Larson. It was edited by Patrick Jarenwattananon and Sarah Robbins. Our executive producer is Sami Yenigun.To manage podcast ad preferences, review the links below:See pcm.adswizz.com for information about our collection and use of personal data for sponsorship and to manage your podcast sponsorship preferences.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

We're OFF THE CHAIN! Today on the Show, Johnjay's got a SHANE MONDAY GAME FOR YOUUU! But first, DANCE PARTY USA, a throwback for many, confusion for us younger folks, but a SPECIAL GUEST APPEARANCE IN 1989 took the world by storm! Then, a typical visit to THE DRUNK DIAL LOUNGE goes SIDEWAYS WHEN WE GET A WILD REQUEST. Also, YOUR ICKS from SECOND DATE UPDATE LAST WEEK and a new JJR phrase "Mike Eats Toast" to add to "Quinn Wouldn't Do This" if you love JJR MEME LORE keep track of this one! All of this including FRANK who INNOCENTLY dug himself a DEEP GRAVE and we are all a little on edge until we hear the rest of this story. It's a nail biter so BUCKLE IN and LET'S GET TO ITSee omnystudio.com/listener for privacy information.

What started decades ago at the U.S.-Mexico border didn’t stay there. Journalist, author, and professor Jean Guerrero speaks with Maria Hinojosa and argues that communities on the southern border were a “testing ground” for the increased immigration enforcement that we’re seeing play out across U.S. cities. Jean also makes the case that Honduras may be the next laboratory for something called “startup cities” which could be replicated here. Latino USA is the longest-running news and culture radio program in the U.S., centering Latino stories and hosted by Pulitzer Prize-winning journalist Maria Hinojosa. Follow the show to get every episode. Want to support our independent journalism? Join Futuro+ for exclusive episodes, sneak peeks and behind-the-scenes chisme on Latino USA and all our podcasts. Follow us on TikTok and YouTube. Subscribe to our newsletter. See omnystudio.com/listener for privacy information.