Podcasts about externally

A 30 second testCoffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

If you're feeling stressed or stuck – adjust one of these ingredientsCoffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

I use AI in my own self-coaching all the time…and there's no way I'm letting go of my own coach.Coffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

The enemy's gate is down.Coffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

One will burn you out. The other will keep you in flow.Coffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

I recommend building a jungle.Coffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Use this spectrum to toggle your brain out of fear and back into flow.Coffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Mistake #7: Expecting the process to be linear.Previous parts of this series: https://poojav.substack.com/p/7-mistakes-high-achievers-make-whenPuzzle box video: https://www.instagram.com/p/CAa1KUfDEFn/Coffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

It's not a productivity problem. It's an emotional avoidance problem.Coffee Chat - one-off coaching about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

You're probably burning out right now. Here's why.Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Akbar and Birbal tell you to stop cold-applying to jobs on LinkedInCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

So relax and have a great long weekend :)Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Mistake #6: Using the School Grading Model instead of the Matchmaking Model.Introduction to this series and Mistakes #1-5: https://poojav.substack.com/p/7-mistakes-high-achievers-make-whenCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

And start prioritizing them by this insteadCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Find the signal in the noiseCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Mistake #5: Being in Execution Mode instead of Exploratory Mode.Previous parts of this series: https://poojav.substack.com/p/7-mistakes-high-achievers-make-when5 quick and easy career experiments: https://poojav.substack.com/p/5-quick-career-experiments-you-couldCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

The right things aren't what you think they are.Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

The Lord's devotees have a special qualification in that, as Kṛṣṇa says in the Bhagavad-gītā (6.32): "ātmaupamyena sarvatra samaṁ paśyati yo 'rjuna sukhaṁ vā yadi vā duḥkhaṁ sa yogī paramo mataḥ." They're the parama yogīs because, He says, they have compassion. Atmaupamyena means they feel empathy towards others because they've been through it themselves, and they know what the material world's like. Although Kṛṣṇa oversees the material world and there's a sense of the suffering of the living entities, the ones who feel it most intensely are those who've been in it and then have been saved by the Supreme Personality of Godhead and are given the opportunity, then, as a lifetime occupation, to go out and give mercy to others. And He describes, as everyone knows, several ways in which this potency of Kṛṣṇa appears through the devotees in this world, through the seemingly incidental way in which someone may introduce somebody to Kṛṣṇa consciousness—the vartmana pradakṣaka guru, somebody who shows you the path. Kṛṣṇa works through that person. There's serendipity there. Interestingly, that person who introduces one to the path may not even be fully aware that he or she is doing it. For instance, Bilvamaṅgala Ṭhākura is mentioned in the first chapter of the Caitanya-caritāmṛta, and his girlfriend is the one he accredits for introducing him to the path of pure bhakti. He was just going to hang out, and she said, "What are you doing with your life? Couldn't you, like, get it together? You'd actually be a great devotee if you just use some of this energy for God." And it woke him up. So he eternally gives her credit as Kṛṣṇa is speaking to him through an agent called the vartmana pradakṣaka guru—guru, one who opens one's eyes from darkness into light. Then he describes how there are many instructors who speak on behalf of Kṛṣṇa, and then there's one who gives the mantra. And all of these, Kṛṣṇadāsa Kavirāja Gosvāmī describes as manifestations of Kṛṣṇa. It's the way that He appears in this world. Uddhava mentions at the end of the Uddhava-gītā: "naivopayanty apacitiṁ kavayas taveśa brahmāyuṣāpi kṛtam ṛddha-mudaḥ smarantaḥ yo 'ntar bahis tanu-bhṛtām aśubhaṁ vidhunvann ācārya-caittya-vapuṣā sva-gatiṁ vyanakti (SB 11.29.6)." He says to Lord Kṛṣṇa, 'That I cannot offer enough gratitude. I cannot express enough gratitude to You, because You appear in this world as the ācārya to sva-gatiṁ vyanakti, to show the path to You. And You also appear as the antaryāmī, the Supersoul within the heart.' As we know, and Kavirāja Gosvāmī quotes this in the first chapter of the Ādi-līlā: "teṣāṁ satata-yuktānāṁ bhajatāṁ prīti-pūrvakam dadāmi buddhi-yogaṁ taṁ yena mām upayānti te" He uses the metaphor that 'I'm there ready to light a lamp and show you the direction if you become interested in Me.' He said, 'So You're there as the antarayāmī to show the path.' And then he said, 'You manifest externally as the different gurus who will show me the path. Externally walk me by the hand along the path of devotional service,' called anugraha. As graha means a grabber, and anu means follow. So somebody who makes you follow, like, 'No, no, come here. Hold on there, little fella, come over here for a second. We have a little something for you,' and that the devotees who are representing the Lord in the material world, although The Lord doesn't get involved; the devotees do that. They're little grabbers. People feel a little bit roughed up for a minute or two, and then they realize later on, "Oh, saved me from falling on the railway track, pulled me up, grabbed me from falling off the roof." As Prahlāda Mahārāja says.. To connect with His Grace Vaiśeṣika Dāsa, please visit https://www.fanthespark.com/next-steps/ask-vaisesika-dasa/ Add to your wisdom literature collection: https://iskconsv.com/book-store/ https://www.bbtacademic.com/books/ https://thefourquestionsbook.com/

You don't have a laziness problem. You have a misalignment problem.Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Mistake #4: Prematurely accepting tradeoffs.——— Intro to this series: https://poojav.substack.com/p/7-mistakes-high-achievers-make-whenMistake #1: https://poojav.substack.com/p/7-mistakes-high-achievers-make-when-3bbMistake #2: https://poojav.substack.com/p/7-mistakes-high-achievers-make-when-544Mistake #3: https://poojav.substack.com/p/7-mistakes-high-achievers-make-when-544Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Mistake #3: Discounting the value of your craft because it comes easily to you.Intro to this series: https://poojav.substack.com/p/7-mistakes-high-achievers-make-whenMistake #1: https://poojav.substack.com/p/7-mistakes-high-achievers-make-when-3bbMistake #2: https://poojav.substack.com/p/7-mistakes-high-achievers-make-when-544Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

One is signal, and the other is noise.Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

(Insight Meditation Society - Retreat Center)

(Insight Meditation Society - Retreat Center)

(Insight Meditation Society - Retreat Center)

Mistake #2: Thinking in terms of industries and functions…Instead of thinking in terms of goals, blockers, and problems to be solved.Intro to this series: https://poojav.substack.com/p/7-mistakes-high-achievers-make-whenMistake #1: https://poojav.substack.com/p/7-mistakes-high-achievers-make-when-3bbCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Mistake #1: Thinking in terms of jobs and roles…Instead of thinking in terms of applications of their craft.Introduction to this series: https://poojav.substack.com/p/7-mistakes-high-achievers-make-whenSubscribe to my email newsletter: https://poojav.substack.com/Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contactMy “your job vs. your craft” idea is heavily influenced by Simone Seol's concept of “your profession vs. your artistry,” which she elaborates on in this podcast episode: https://open.spotify.com/episode/4eGc3hQ01JjtzhErJv1DY1?si=hDt4ge33Q0q5kR-XXoJLyg——— 

“AI can accelerate everything, but if you don't have a clear strategy and alignment across leadership, you're just scaling inefficiency faster. Before you invest in tools or systems, you need to know why they matter, how you'll measure impact, and whether your organization is built to move fast enough to see results.” That's a quote from Mark Goloboy and a sneak peek at today's episode.Welcome to Revenue Boost, A Marketing Podcast. I'm your host, Kerry Curran—revenue growth expert, industry analyst, and relentless advocate for turning marketing into a revenue engine. Each episode, we bring you the strategies, insights, and conversations that help drive your revenue growth. Search for Revenue Boost in your favorite podcast directory and hit subscribe to stay ahead of the game.In a world where AI is evolving faster than your org chart, how do you build a marketing engine that's both smart and scalable? In From Strategy to Speed: Building a Modern Marketing Engine with AI, I sat down with Mark Goloboy, founder of Market Growth Consulting. We unpack how AI is transforming B2B marketing—and why strategy still comes first.From RAG pipelines and LLM optimization to lean team structures and rapid execution, Mark shares what today's business leaders need to know to move fast, stay aligned, and drive measurable growth. If you're tired of the AI hype and ready for more practical ways to accelerate performance, this one's for you.Be sure to listen through to the end, where Mark shares what you need to do to get started building your AI marketing engine today. Let's go!Kerry Curran, RBMA (00:01.359)So welcome, Mark. Please introduce yourself and share your background and expertise.Mark Goloboy (00:07.502)Excellent. Thank you, Kerry, for having me. Mark Goloboy, I'm the founder and CEO of Market Growth Consulting. We provide a variety of services to everything from small businesses to public companies. Our clients range from a private manufacturer north of Boston to global public companies.My background is on the sales-facing side of marketing. I've been the head of demand gen, marketing operations, and marketing analytics as I grew into marketing leadership. About two and a half years ago, I went out on my own to work directly with CEOs to fill in marketing gaps.At smaller companies, we place fractional CMOs and heads of demand gen to lead marketing, filling in subcontractors and agencies to execute. At larger companies, we run projects covering everything from marketing strategy, org strategy, budgeting, go-to-market strategy, and building out systems—we're currently doing a HubSpot to Salesforce and Marketo migration. We also do executive staffing, placing directors through CMOs either as temp-to-perm so clients can try before they buy, or through contingent staffing where if we find the right person, the client hires them for their future marketing leadership.Kerry Curran, RBMA (01:37.057)Excellent. Thank you, Mark. You've seen it all and are still very involved across business challenges and needs from a marketing, demand gen, and go-to-market perspective. There are lots of hot topics we could cover, but what are you hearing the most from your clients today? What's hottest for them?Mark Goloboy (02:03.662)Marketing really grew in 2022 and 2023 in terms of department size. But I think a lot of us felt it—venture-backed companies especially, but really everyone—wanted to get smaller again in 2023 and 2024. That was a painful adjustment across the industry. Now, as we move through 2024 into 2025, everyone is focused on:How do we do more with less? How do we think about fractional or contract roles in areas we never would have previously?That extends into AI-driven marketing, where every leader is looking to be more efficient and scale faster and smarter by using tools that take over some of the marketing workload. The real challenge now for marketing leaders is finding the balance between the people they need to hire, the money they need to spend, and where AI can make them faster, smarter, and more scalable—while still needing human review and strategic oversight.Kerry Curran, RBMA (03:38.947)Yeah, I agree. And you see so many emerging tools. I think if you search for AI in MarTech today, there's been a huge increase in companies claiming to offer something new or different. But AI actually means a lot of different things. You and I were talking earlier about how important it is to dig into the formula and structure behind what's labeled "AI." What are you seeing from that perspective?Mark Goloboy (04:15.054)Well, I think the big challenge, for me at least—I'm a solo entrepreneur running my own business with just myself and no employees—is figuring out how to work efficiently while wearing many hats.I use subcontractors who are experts at what they do, and I hire based on likeability and capability because my clients will keep rehiring me if they like who I bring them and the work gets done right.But because I'm a solo operator, I have to maximize my own productivity. So every day, I start by looking at what's on my plate and ask: "Could AI help me do this faster, better, or more scalably?"Whether it's a deliverable, a proposal, or a project plan, I always pause and think about how AI can be part of the solution—even if it's just for my internal work, not necessarily client-facing marketing.Kerry Curran, RBMA (05:31.545)Thank you.Mark Goloboy (05:43.870)Each of the major frontier models—OpenAI, Google Gemini, Claude, and others—are developing rapidly. Every time I try something, it's a little different, and the outputs are constantly improving.Last week, I had a meeting with a prospect using an ABM tool I had never heard of. I wanted to appear knowledgeable, so I asked OpenAI to compare it to Sixth Sense and Demandbase, which I know well.Within a minute, it gave me four pages of detailed research on each tool, plus a comparison grid. That would have taken a junior marketer on my team two months to produce. That's how fast this technology is evolving.Kerry Curran, RBMA (06:57.549)Yes, same for me. There's so much you can do faster now. You mentioned video editing, and I recently used napkin.ai to turn raw text into beautiful slides. It's such a game-changer for solo entrepreneurs.Mark Goloboy (07:27.790)Exactly. Externally, too, clients come to us with needs, and it's up to us to creatively think: "How can we use AI to deliver this better?"Last year, we trained an AI model to write like a PhD psychologist who had run a department at Columbia Med. Using her writing, interviews, and videos, we trained Google Gemini to mimic her voice—and she couldn't tell which blog posts were hers versus AI-generated.This was mid-2024, when people still said AI content was bland. But we were producing PhD-level work that passed her own review.Kerry Curran, RBMA (08:39.865)Yeah, it's pretty incredible. It helps us do a lot more and get a lot more out of our hours and days—getting smarter and more effective. What are some of the other ways or tools you've developed for your clients to help them with their demand gen and other aspects of business?Mark Goloboy (09:00.270)Yeah, so I joke with my clients that I didn't know what the letters RAG meant in December—but now I do. It stands for Retrieval Augmented Generation. That's about developing agentic pipelines to connect your internal data sources—whether documents, databases, or internal systems—to the large language models (LLMs), so you can move information between them and generate outputs informed not just by public data, but by your own proprietary data.Right now, we're building RAG agentic pipelines for a PR firm, for example. Their CEO prioritized the three use cases that would save their account managers the most time:Meeting scheduling and rescheduling, which wastes hours every week. Contract review, since they're doing placements in major media outlets and need to review hundreds of contracts a month. Media monitoring, summarizing brand mentions across the web and sending daily summaries to clients—something that takes an hour per client per day. By automating these processes, they save massive amounts of time, and as they grow, they don't need to hire as many new account managers.Kerry Curran, RBMA (10:58.467)Yes, that's super valuable. I love that it allows them to free up time to be more strategic instead of bogged down in busywork. So what are some of the steps required for someone to set this up? How did you learn more about creating these pipelines and the RAG system?Mark Goloboy (11:20.398)There are some really good places to learn. The first one I always recommend is the Marketing AI Institute. Paul Roetzer is the founder, and I learn the most from him.Paul and his content lead put out a one-hour podcast every week that breaks down everything that's changed in AI since the last episode. It's incredibly rich information. I usually listen at 1.5x speed and get through it in 40 minutes. I don't care about every topic, but I hear what matters and know where to dive deeper.Beyond that, I follow a few amazing marketers—Liza Adams, Nicole Leffer, and Andy Crestodina—who are brilliant at testing new things and sharing what works. They save me countless hours of trial and error.Kerry Curran, RBMA (12:41.133)Thank you—we'll be sure to include all of those in the show notes as well. One thing you mentioned was that the podcast covers what's changed in just the past week. AI is changing so fast. What should people keep in mind when they're building these tools or leveraging different sources?Mark Goloboy (13:01.336)I'm used to building very permanent, robust systems—CRM, marketing automation, ABM platforms—that are meant to deliver value for years. But with AI, we have to accept that some development is disposable.It's crucial to prioritize effort. We help clients understand: we're not building something that will last 5 years. Some of the code we build today might be obsolete in 6–12 months.For example, OpenAI just launched a new pipeline tool that replaced the one we were using. If we had spent six months building on the old system, it would already be outdated.So we advise clients: build for today's ROI and be ready to pivot constantly. If you're rigid, you'll miss the opportunity.Kerry Curran, RBMA (14:47.747)Yeah, it made me think about how, in a lot of organizations, it takes so long just to get buy-in and approvals to start using new tools. It's a whole culture and mindset shift—especially for marketing leaders.Mark Goloboy (15:07.788)Exactly. I couldn't imagine a one-year approval cycle for an AI project. By the time you'd get sign-off, the tools would have changed and you'd have to start over.You need faster review and approval cycles. Otherwise, AI-driven innovation simply won't be possible.Kerry Curran, RBMA (15:29.475)Yes, definitely. And that's another benefit of bringing someone like you in—you're well-versed in what's changing, and you have the curiosity and experience to guide them through it.Mark Goloboy (15:45.954)Exactly.Kerry Curran, RBMA (15:47.407)So for people listening who want to get started—maybe building custom pipelines or just leveraging AI more—what are the foundations they need to have in place?Mark Goloboy (16:14.830)The most important thing is a good strategy.When we come into companies, often because of turnover—whether it's the CRO, CMO, CEO—they don't have strong alignment on strategy anymore. If you don't have a clear strategy that demands an investment, and you don't know how you'll measure the value of what you're building, you're setting yourself up for failure.So we always start at the strategic level first.We also move fast. If you want a slow project, there are large consulting firms that are happy to take years and millions of dollars. That's not us. We think in three- to six-month project cycles—then we operate and optimize from there.We want to move quickly and get you results now, not years down the road.Kerry Curran, RBMA (18:29.229)That's such an important point. And it ties back to so many of the themes we talk about on this podcast—internal alignment, clear business goals, and unified execution across the organization.One of the tools you mentioned that I think is really fascinating helps address the trend of AI tools becoming new search engines. Can you talk about how you're helping your clients optimize for that?Mark Goloboy (19:19.950)Absolutely. Most of my clients are B2B. And historically, Google was how people found solutions. You wrote your content for Google—end of story.But now, with ChatGPT and other LLMs, people are searching inside AI to get answers. It's shifting fast—from 80/20 Google to maybe 50/50 Google/LLMs within a few years.We partnered with a tool called Brand Luminaire. It analyzes how LLMs like Gemini, Claude, and ChatGPT surface information about your brand and your competitors.Critically, it shows you what sources the LLMs are pulling from. That means you know where to focus your writing, PR, and SEO efforts—not just for Google, but for the LLMs too.It's a massive shift. Brands that don't adapt will lose mindshare at the point of research and decision-making.Kerry Curran, RBMA (22:06.307)That's excellent. It's something all brands are going to need to prioritize as search behavior expands beyond just Google.So this has been great, Mark. Thank you so much for sharing so many practical insights and tools. For people who want to get in touch with you and learn more about your services, where should they go?Mark Goloboy (22:29.454)They can email me directly at mark@marketgrowthconsulting.com—I'm very functional with my branding: market growth consulting is what I do!Or you can find me on LinkedIn—I'm easy to find with my unique last name.Kerry Curran, RBMA (22:46.541)Awesome. We'll put that in the show notes too. Thank you again, Mark, for being here and sharing so much of your expertise.Mark Goloboy (22:55.064)Thank you so much for having me, Kerry.Kerry Curran, RBMA (22:57.071)Thank you.Thanks for tuning in to Revenue Boost: A Marketing Podcast. I hope today's conversation sparked some new ideas and challenged the way you think about how to incorporate AI into your marketing strategy and initiatives.If you're serious about turning marketing into a true revenue driver, this is just the beginning. We've got more insightful conversation, experts, guests, and actionable strategies coming your way. So search for us in your favorite podcast directory and hit subscribe!And hey, if this episode gave you value, share it with a colleague and leave a quick review. It helps more revenue minded leaders like you find the show. Until next time, I'm Kerry Curran, revenue marketing expert helping you connect marketing to growth one episode at a time. We'll see you soon.

A lil amuse bouche before we kick off the series next weekSubscribe to my email newsletter to see the whole series: https://poojav.substack.com/Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Correct these mistakes, and clarity, conviction, and momentum will swiftly follow.Subscribe to my email newsletter to see the whole series: https://poojav.substack.com/Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

“And if I don't get to pay $1000, I'm going to leave the store and not buy anything.”

You need to listen to thisCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

What it is & what it isn'tCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Ever felt stuck in a role you once loved?   Check out this week's episode where I discuss the story of a Director of IT who's been with the same company for 15 years: great salary and benefits, remote, great relationships.   As leadership turned over in her organization, she was overlooked for promotion, even when a VP role opened. Externally, opportunities were no better.   Cue frustration, self-doubt, and questions like: ‘Am I missing something?'   If you're nodding your head, this episode is for you. I'm sharing the behind-the-scenes reality of feeling boxed in; and the simple shifts in perspective required to land the role you desire.   Ready for the next step? Tune in to find out.   FREE TRAINING Register for The Catapult Your Career Bootcamp (http://thecatapultbootcamp.com) WORK WITH US Join the Catapult Your Career Program (http://cycprogram.com) GET IN TOUCH Linkedin: https://www.linkedin.com/in/stellaodogwu/ Instagram: https://www.instagram.com/_intelle/ Email: contact@intelle.us Text: 949-519-4554

And get off the anxiety hamster wheel

A parable to help you find flow no matter what's going on around youCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Failing? Fucking up? Don't worry. You're right on track.Coffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

Yes, it's as simple as thatCoffee Chat - one-off brainstorm about your situation, no strings attached: https://calendly.com/pooja-venkatraman/coffee-chatConsult Call - let's talk about working together in a full coaching engagement: https://poojavcoaching.com/contact——— 

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In this episode of the Building Texas Business Podcast, I sit down with Jacob Robinson, the founder of Dig World, a construction-themed amusement park. Jacob's journey from owning a commercial cleaning business to launching a theme park was inspired by his son Pierce's courage in overcoming a severe illness. Jacob shares how this personal experience drove him to create a space where families can make lasting memories by operating real construction equipment. We also explore Jacob's unexpected invitation to appear on Shark Tank, which initially seemed too good to be true. Jacob describes the rigorous preparation process for the show and how securing a deal with Robert Herjavec provided significant exposure and credibility for Dig World. This experience sparked interest in franchise opportunities nationwide, propelling the business forward. However, Jacob's path has not been without challenges. He reflects on the operational setbacks faced during Dig World's grand opening and the importance of resilience in entrepreneurship. Jacob emphasizes learning from these failures and the need to be patient and ready for success. Throughout the episode, Jacob discusses his leadership evolution, focusing on servant leadership and building a passionate, customer-focused team. He highlights the importance of creating a culture of trust and creativity to ensure a safe and memorable experience for all visitors. Jacob remains committed to expanding DigWorld while offering an affordable alternative to traditional family outings. SHOW HIGHLIGHTS I discussed Jacob Robinson's inspiring journey from running a commercial cleaning company to founding Dig World, a construction-themed amusement park inspired by his son Pierce's battle with a severe illness. Jacob shared the story of how an unexpected email invitation led to his appearance on Shark Tank, which resulted in a significant deal with Robert Herjavec and propelled Dig World into the national spotlight. We explored the challenges faced during Dig World's opening day, highlighting the operational setbacks that resulted in temporary closure and how these experiences taught valuable lessons about patience and readiness. Jacob explained the development of custom technology to enhance safety and functionality in the park's machinery, ensuring a secure and manageable experience for visitors operating real construction equipment. We discussed the importance of building a passionate and customer-focused team, emphasizing a culture of creativity and care that enhances the visitor experience and supports the company's mission. Jacob described his evolution from a fear-driven leadership style to one centered on servant leadership, focusing on resilience and motivating his team positively through setbacks. As Dig World plans for expansion, Jacob remains committed to offering an affordable, enriching alternative to traditional family outings, while also contemplating new mascots and improvements to machinery safety. LINKSShow Notes Previous Episodes About BoyarMiller About Dig World GUESTS Jacob RobinsonAbout Jacob TRANSCRIPT (AI transcript provided as supporting material and may contain errors) Chris: Jacob, I want to welcome you to Building Texas Business. Thanks for taking time to come on the podcast. Jacob: No, thank you. I'm so honored to be here. Chris: So we can see from behind you. You know Dig World's your company. Take a minute to tell the listeners what Dig World is. What do you do? What are you known for? Jacob: Yeah, great question. So we are a construction theme park where we allow kids and adults to operate real construction equipment. So we let them drive real skid steers, real excavators, real UTVs would take you up and boom lifts, the whole deal. And the only thing is you need to be three years old or older. And so we truly are a fun family theme park, but we allow you to operate real construction equipment. Chris: Wow, I mean, that's amazing Real construction equipment. I can't wait to get into more of the details behind that, but first I have to ask you what was the inspiration to start a company like this? Jacob: Yeah, it's crazy. You don't wake up with a dream every day to start a construction theme park. Chris: Yeah, maybe a construction theme park, but not one where a three-year-old can operate. That's right. Jacob: That's fair? That's fair? Well, no. So we, my wife and I, were blessed. We have three amazing kids. We have nine-year-old, a five-year-old and almost a two-year-old, and so life is good and hectic right now. But my nine-year-old son, pierce, was born in 2015, a happy, healthy baby boy, and life progressed just normally and just fine. And then, in 2017, one morning on a Saturday morning, my wife found him in his crib unconscious and after rushing him to the hospital, we learned that he had contracted bacterial meningitis. We weren't sure if he was going to make it through the weekend, but the Lord had different plans. He was in a coma 12 days and we were in the hospital 75 days. And when we left the hospital, pierce left with a whole host of issues he's nonverbal, he's epileptic, he's deaf in both ears, you know, wheelchair and mental capacity of call it maybe a one-year-old, but but he is a happy little boy and, as I was telling somebody else, you know Pierce sees the world the way that we should all see the world. He doesn't see your skin color. He doesn't see your income. He doesn't see what car you drive. As long as you hang out with them, you've, we could bring people together. You know, you conceptually always understand that life is short, but when you're faced with something like that, you really understand that life is short and precious and so you want to bring people together and create memories and have good times and not just look up and say, man, all I did was work for 40, 50 years. And here I am, and so we had this idea. You know, as I told somebody, we're pretty good arrogant Texans. We thought we could build a theme park. It couldn't be that hard, right. And man, we were wrong and we'll get into that, I'm sure, at some point in the show. But Pierce's always loved construction equipment garbage trucks, dump trucks, really thinking that whole, everything in that category. And so we said, hey, we really think we could build a theme park where kids could actually come and operate real construction equipment. And for the listeners out there, some of you may be thinking, oh, this must be some toned down version. No, these are real. These are 3027s, these are 305s, these are 243 skid steers, and so these are the real deal that we have re-engineered to where it's safe, but these are the real deal that you get to operate the park. So that's how we got started. Pierce is the inspiration behind the park, the inspiration behind really a lot of things that I do in life, and bringing people together to create memories that last a lifetime. Chris: My gosh, I mean what? I mean? That's a mic drop story, jacob. I mean, you know, blessings to you and Pierce and your whole family. I hope to get the chance to meet him one day. Yes, he's the coolest member of our family. So, yes, that is amazing. So, wow. I love the inspiration and the story and this whole idea of bringing people and families together for those memories. So were you in the construction business when you started this, or what? Jacob: were you doing? I would say yes and no. I had a commercial cleaning company. I started in 2015. That was my job. We just recently sold that business and where we started that business was in the construction cleaning space. So anytime a general contractor would go and build a big building or a hotel or an office building, we would come in, we would work for the general contractor and we would do the final clean on that building. So I was kind of in the construction space. We, you know we answered to GCs all day, but I am not a construction guy by trade. I was an ag major at Texas A&M, so I was a janitor turned theme park guy. So it's been a very interesting career, as you can ask my CPA wife from all the meandering roads that we've taken. Chris: Yeah, so you know we're on inspiration. So then let's yeah, let's kind of dig into what a lot of entrepreneurs and business owners you know face is that first step right Of actually getting the courage to, to chase that dream. So let's take us back to that. What was that like? You know what were, you know what were the first steps like, what were the feelings? Like? How'd you convince that CPA wife that you know CPA wife that this wasn't quite as crazy as it sounded? Jacob: Yes, I'm not sure, when we crossed that line that the craziness went out the window. We may have been there for a couple of years, but I would say to those entrepreneurs out there it's easy to say and it's cliche to say, but everybody sees the end of the story, everybody sees Dig World. Now We've been open, we're on Shark Tank, we're franchising. You know everybody's going ah, great idea. Listen, that was not the case when we first started. We went back and counted. I had roughly 248 pitch meetings where they told me no, that I was crazy, it was never going to work. Nobody's ever going to come to this, nobody's. You know, it's not safe All these kinds of things. And so 248, it's a lot of meetings. It's a lot of meetings. It's a lot of no's. It's a lot of no's. To keep coming home and go, no, it was a good meeting. It was a good meeting. What did they give you? Money? Not at all, quite the opposite, but it was a good meeting, right? And so to those entrepreneurs out there that you, you, if you're pounding your head against the pavement and going, man, if one more person tells me no, hey, I've been there with you, I know what that's like. Keep pressing on, keep going. If you have the vision and you have the conviction behind it, I promise you, at some point you are going to find somebody that believes in your vision for no other reason than you've just been at it for so long and you've got conviction behind it that somebody will take a flyer on you. But it was difficult. It was difficult. We started in 2019, and then COVID hit right, and so we told people not only were we the crazy theme park people running around asking people to invest, but then we were the crazy people saying hey, listen, not only are we going to build it, we're going to get a whole bunch of people together. And that messaging wasn't going over very well during COVID, and so you know, we had all of these factors that were not going in our favor. And then, finally, in 21, in 2021, we had a first couple of people start to say yes, and then Domino's started to fall, and then we opened in March of 2022. And, frankly, that was an epic failure, too, that we can talk about as well, but it was a long journey. It was a long journey, and so my encouragement to those that are out there, either on that journey or those that are at the beginning of that journey is take a step, just take a step. Right, do something. Just call somebody and say your dream out loud, right? Call somebody and say hey, listen, I'm going to let a three-year-old drive a skid steer. Right, and the more you start to say it out loud, the better that muscle is going to become being flexed. And then, all of a sudden, you're going to be the confident person that walks in the room and goes no, yeah, of course we're going to put a three-year-old on skid steer. We're going to let them drive an excavator. We're going to have birthday parties here, and then, hey, guess what they? But that theme of just take the step, just do it just go for it. Chris: No one's ever going to believe it as much as you do, so you got to have that passion and belief and eventually you will find someone to get behind you, and then it's on you to deliver. Right, that's right, that's right, that's exactly right. So I do want to get to the story on the opening, but I have to ask you mentioned it earlier, so how did the Shark Tank thing come about? How did you, how'd you wind up on Shark Tank? Let's talk a little bit about that experience and what that was like. Jacob: Yeah, an amazing experience, you know, it just was fantastic all around. An exhausting experience nonetheless, but it was a fantastic experience. You know, we were very blessed. One day I was sitting at my computer and we got an email to our info account and said hey, would you consider being on season 16 of Shark Tank? And clearly we thought it was a joke, right, and clearly thought something was going to be hacked if I responded to it. Chris: Don't click the attachment right, that's right, that's right. Jacob: All of a sudden our bank account gets hacked. But it was actually one of the producers. She had seen us on Instagram and said, hey, listen, would you be interested? Let's learn more about your business, see if it checks a lot of these boxes. And then that started the whole process. And the process is rigorous and it's long, and your fate hangs in the hands of people that you never get to see or talk to. And you know it goes from one lawyer to another lawyer. None of those lawyers have talked to each other, and so the whole process is very interesting. And then you know the show is true. It's true to form. The only thing scripted about the show is the very beginning pitch that you give, and other than that, it's a free for all. The Sharks don't know about your business, they don't have a flyer on your business, they haven't been given any information. It's truly a live pitch pitching again when I'm like, hey, no, hold on, we got the park open, I don't need to pitch anybody again. Plenty of people have told me no, I don't need, you know, five people on national television to blast me and tell me no. But so when we got there, we did the pitch and we were very blessed it went well. We secured a deal from Robert Herjavec, the tech entrepreneur on the show. He's one of the staple sharks and it's just been a great experience and once there's one of those things that you look up and you really have to sit in the fact that it's one of those once in a lifetime crazy things. And even yesterday I was driving to the grocery store and I sat there and I was like man, this really happened. That's crazy and just trying to enjoy those moments. Chris: Well, and it has to be. I mean, it's great that it worked out and you got, you know, some additional investment from a very seasoned person, but just the notoriety of being on right Open, you know, a lot of eyes to you and had to, you know, you know, increase traction and interest in what you were doing. Jacob: Totally. I think, from even, just you know, foot traffic to the park here in Katy. That that's been tremendous. But then even, obviously, you know we went on the show to sell franchises. That that's our next big hurdle is selling franchises across the country and we have been flooded with requests of franchises to bring people, you know, bring a park to their location, their city. Talking to potential franchisees, it really just just totally gasoline on the fire. Chris: Yeah. So let's go back to the opening. You said March 2022. One of the things I like to talk to people about is let's talk about a failure that you've encountered and most people will tell you can do a whole show on them, right. Literally, I was going to say you don't have enough time on this, but you know you shared that. I guess the opening didn't go so well or something around that. So let's talk about what were some of the failures around that. What did you learn that made you better going forward? Jacob: That's right. You know, I tell people one day when I'm, when I give it, when I give a speech one day at a theme park conference, I'm going to be able to tell people I'm one of the very few theme park operators in the world that has opened a theme park and closed it the same day because it went so poorly. And so you know, I do have that badge of honor with me. So we opened the park too soon and that was a hundred percent my fault, right you too soon, and that was 100% my fault, right? You're trying to you build in these parameters in your head. We got to open this date. We got to do this. You know people are waiting and I really wanted it to be open that Thursday of spring break back in 2022. Could I have waited 48 hours more and would that have fixed our problems? Yes, did I? No, and I think a lot of it was. You know, we had been at this for four years. At this point, we were exhausted and here was the finish line. The finish line was on Thursday and we could do this and everybody's gonna love it. Tickets were sold out there. There was plenty of buzz. You know we were being interviewed from broadcaster. You know I was on NPR and we're doing this interview in this country and all over the US, and there was so much media attention. We had helicopters circling over the park doing filming, getting ready for the opening, and when we opened, man, it was an epic disaster, and the reason it was is I pushed the grand opening. All of our machines were not ready. We had not put on our technology of all the machines, not that we were letting people operate those machines, but we did not have enough time built in to put a computer on this machine, and then this machine, and then this machine. And so what happened is we opened the park to hundreds and hundreds of people and we didn't have that many machines going, and so those hundreds and hundreds of people waited in line for hours and it was just disastrous. And people were angry at me, rightfully so. People wanted to tell me what they thought about me, and rightfully so. The amount of refunds that we issued that day were it was probably dollar for dollar, we probably made $0 that day or just lost money, and so we had to shut the park down. So so I go on, and we, you know we were open. We were going to be open that Thursday, friday, saturday, sunday, and I just canceled everything and said hey, I'm so sorry, we're not going to be open, we'll refund you your tickets or you can come back whenever you want. And, man, people were so mad at us. They were so mad at us. The news was doing coverage about how Dig World closed in less than 24 hours and it was a disaster, an epic failure. And so you know you go home that night and something you had been working for four years, there was no, nothing good about it. There wasn't even. There was no silver lining, like you could be, like well, but no, it was terrible and kids left crying. I mean, just like I said, just terrible. And my wife will tell you that, looking back on that night, she goes hey, I thought I lost you mentally that night, like I thought you were so down in the dumps that night that I didn't know where we were going to go from here. And yeah, I remember the next day waking up, I was trying to, I was going to take my son on a walk and I remember getting halfway out of the neighborhood and having to turn around, got to go back into the office. We've got to go on the offensive here and really try to say hey, listen, we're sorry, let's own the mistake right. Hey, we opened too soon, please come back. And so I think you look at it right and it just was one of those epic failures, and we've had many more along the way, right? Advert Hello friends, this is Chris Hanslick, your Building Texas business host. Did you know that Boyer Miller, the producer of this podcast, is a business law firm that works with entrepreneurs, corporations and business leaders? Our team of attorneys serve as strategic partners to businesses by providing legal guidance to organizations of all sizes. Get to know the firm at boyermillercom, and thanks for listening to the show. Jacob: I was thinking of just trying to figure out how to run a theme park, and we've never run a theme park, but that was one. That's an easy recall when somebody asked me to talk about failure. Chris: Right, like you almost were there right Reliving it that day. Jacob: Oh man yes. Chris: Well, the lesson, though, in that you found the positive and I think it's true in so many different circumstances. We're all going to make mistakes, right, we've made them in the past. One thing certain we're going to make them again in the future, it's owning it right, be this, taking ownership of it, and then kind of committing to do better. I think when you do that, you know what, more times than not, what comes from that is grace. You know people grace to you, and I think that's what it seems like what you've experienced. Right, you owned it, so we're going to do better. The community gave you grace, and when you open back up, they came. Jacob: I think don't pass the blame, Even honestly, even if it's not really your blame, right? People want somebody to stand up and say, hey, it's on me, and I think we don't see that a lot of times in leadership throughout you know, whatever. But people willing to say, hey, that was on me, I'm gonna raise my hand, that was on me. And then the key is forgetting quickly and moving on right and not dwelling which, whatever you do, operate out of imagination, not memory. Right, Don't go back there, sit in those failures operate out of imagination, not memory. Chris: That's a good one. I haven't heard that one before I'm writing it down. Jacob: I would like to take credit for it, but somebody much smarter than me said it, so yeah, right. Chris: So I want to talk a little bit about technology and innovation because, I mean, I know these are, you know, big machinery used out in the construction. There's nothing really innovative about them, but it seems to me that using them in your theme park has to have some innovation and technology to make them safe, as you've described them. So you know, tell us about that. How did you come up with it or did you, or where did you find it? Jacob: it? Yeah, great question. So, yes, yes, all of the above. I know I did not come up with it, I'm not smart enough to write code, but we partnered with an engineer and we said hey, listen, this is what we want to do. We believe this can happen. And what we did, in simplistic terms, we built our own computer to put onto the back of the machine. That goes into its wiring to override a lot of the functionality of it. And so when we call it dig world mode, when the computer's in dig world mode, it is safe. The excavators are stationary, they can't go forward and backwards, they only go certain degrees to the right and left and up and down. Our skid steers are heavily governed, the hydraulics and a lot of functionalities are disengaged. We have kill switches and then we can flip the computer back to normal mode and it's a normal functioning machine. And so really, coming alongside a bright engineering team and building this technology that's our technology and putting it on these machines is really outside the box kind of stuff. And finding somebody that wanted to dream alongside with us was the key to success there. And he's still dreaming alongside with us. I mean he had made a technology upgrade this past week. That's one of those things you look at and you go why didn't we do that three years ago? That makes things a lot, you know not safer, they were very safe it makes it simpler for our team to utilize, and so we're always improving. I think that's the other thing. You know you hear it all the time as an entrepreneur, but as a business owner, one of the things that's very easy to do is get stuck in a rut and go well, we've always done it that way, right? I had a call with my business partner this morning and he's newer to the team and he said well, why are we doing that? And I was like well, honestly, I don't know if we've ever asked that question. I think we've just done it and let's try something new here. And knowing that you don't always have the right answers, and your teammate you may have a high school kid that works for you, like I do that comes to you and goes hey, why, why aren't we doing it like this? Could we do it like this? And you go it's a genius idea, let's do it that way. Yeah, and being okay and putting your pride aside and saying let's change and adapt. Chris: Right. So you're clearly kind of in the entertainment business. Let's talk about building a team right, because I think I mean clearly you've got an internal team there, I guess in the office that's got to run the company, some creativity around it, but then you have another team, that's, you know, customer facing. How have you gone about building kind of each of those teams to try to maximize the company's success? Jacob: Yeah, it's a great question, Thank you. I would say, yeah, our two teams I'd almost kind of say like our corporate team. Right, our corporate team is the X's and O's business focus. How do we grow the franchises? How do we optimize the P&L? And really the key to success there is not to overstate cliches, but like go hire somebody smarter than you and go hire somebody that is great at your weaknesses and then give them the reins to run it. I don't go in your lane, you know how to run it. I trust you explicitly. I've given you the keys of the kingdom because if not, if I'm just going to micromanage you, then why would I even have you on my team? That's demeaning to you. I'm going to end up doing the work anyways because I'm a control freak. So I'm going to go hire somebody that really knows what they're doing and say go, do it right. Or my business partner he oversees a lot of different things, but one of them is the marketing, and today he said hey, listen, do we want to spend here? Do you want to spend here? I think the answer is here. Yep, let's go there right, if you think that's interview going. Hey, this is what we sleep and breathe here. We love the customer, we love that people are here. We're going to love on them and we're going to make memories. Can you do that? And that's what I'm going to hire and fire against. If I see you out there and you're not loving on customers and you're not creating memories that last a lifetime, we're going to ask you to leave. But that's what you know from the beginning. We're going to hire and fire against. Do we love people and are we serving them well? And if we do those things, we're going to build a culture that people start to talk about. And every team meeting that we have, I kick off of hey, today we're going to love people and today we're going to think outside the box, and I know you had, you know, a long week at school. I'm asking you from nine to five today to dig deep and love on people because and when you really frame it up, we get to be a part of something so special and so unique. We get to really be a part of this kid or this family's memory bank, and hopefully in a good way. Right, there are going to be hundreds and hundreds of kids for the rest of their lives that are able to say man, when I was five I had my birthday party at this place called Dig World and I got to drive a real excavator. They're gonna tell that story for their whole life. We get to be a part of that. How humbling is that. And so when you really can set the picture for these kids, what we're doing here is not just a job. We're not here today to collect tickets and put you on a machine and say thank you for coming. We are ingraining ourselves into your memory bank, and when we can take that on in the privilege of that, then, man, we can really sky's the limit. Chris: Yeah, well, I could see if you get that light bulb to go off and kind of in any employee, right, it changes the whole dynamic, the mindset and luckily those high school kids I got to believe they're learning great life skills to have to deal with people on the fly. And that's what we do every day. Right, we're dealing with people as we as they come to us, and so that's exactly right. Jacob: And get to teaching that, hey, the customer's not always right Sometimes. You know we can stand our ground every now and then too, and so really, yeah, how do we handle conflict with each other? How do we handle conflict with a customer? You know those are skills that are in an online day and age are becoming less and less, so how do we actually stand in front of another human being and say, hey, listen, I know you're frustrated, let's figure out how we can work through this kind of deal. So hopefully we're teaching them things that can go far beyond Dig World. Chris: Yes, for sure. So we're here in Texas. You started this business here. Tell me some of the things that you found, or have found, to be advantageous about being a Texas-based business. Jacob: Oh man, so many, one. Obviously. Just the people right, the people buy in and they love it. They love supporting the business, they love supporting what we're trying to do here. And so, culturally, it's amazing to be here in Texas. We were fortunate when we started we had a partnership with Texas A&M, my alma mater and so I'm a little biased there but really getting their buy-in, and a university that saw what we were trying to do and said, hey, listen, let's go capture the next generation of construction workers and teach them about Texas A&M. Yes, but let's also teach them about this great industry of construction. And then really, just the flexibility of Texas. You know there's not many states you can just go out and, for the first and foremost, be like, hey, listen, we're going to start a theme park and it's going to let kids operate construction equipment, right, the flexibility and you know we went through the whole rigmarole and everything with insurance and the filings, but really the adaptability of the state and going, yeah, that sounds great, let's do that. And then everybody behind it. It's just, it's been amazing. Chris: That's great. So I'd like to talk about leadership, and you know you're clearly, as a founder and CEO, leader, but how do you think those leadership qualities have developed over time and how would you describe your leadership style? Jacob: Yeah, I tell people a lot of times I think there's two versions of Jacob as the leader. There is pre-Pierce getting sick and then there's post-Pierce getting sick. Not that the goals have changed. The goals are still. Listen, you're running a business. You got to make money and you got to keep the doors open right At the end of the day. That's the name of the game. But mindset around those have changed. The intensity around that has changed and the bigger picture around that has changed. So, for example, pre Pierce getting sick and our cleaning business, we lose a contract. I'm pretty frustrated. I'm probably a little panicky. We're getting a little desperate on how do we replace that contract. I'm driving the team harder. What are we selling? I'm micromanaging more because I'm feeling nervous and anxious. Right, post Pierce getting sick, the intensity is not gone, but the priorities are going hey, we lost the contract, okay, let's go home, let's reset. Tomorrow, we'll find another one. There's another one out there, let's go find another one. Right, and motivating the team that way, instead of fear-based whether it be my fear or the fear I'm instilling rather than going hey, we'll be fine, we're gonna keep doing what we're doing. We're gonna keep doing the X's and O's of the business and it will be there. And so I think, when failure of a grand opening and a grand closing comes, you go. Okay, listen, today was not a good day, today was a terrible day. However, I'm still here, my family's still here, and tomorrow we're going to figure out how we survive this and we're going to pick up and we're going to go to work tomorrow and we're going to figure it out, and then I think, at the end of the day, I'm a servant leader. I hope our high school kids see me doing things that I asked them to do. I hope they see me cleaning the bathrooms. I hope they see me doing this, not to manipulate them to saying, hey, you know, oh, jacob's doing it, I should go do it. No, I want you to see that we're all in this together, right, and I believe in it this much that I'm going to get in here with you and I'm not going do at that point is they go? Yeah, I'll go clean the bathrooms, right, and hey, jacob asked me to do it, I'll go do it because I know he would do it right, rather than the dictator style leadership or the authoritarian style leadership. So I think for me it's coming alongside them, servant leadership, getting in the trenches, dealing with the disgruntled customers and not just making them deal with it, all of those kinds of things, I think. Build in the goodwill with the team and they see somebody that wants to link arms with you, and then what it allows me to do is come alongside them on those times where I either have to discipline or I have to recorrect or reposition, and they go. Ok, I know. But I know at the end of the day, he loves me. I know at the end of the day, it's the best, even if he's firing me. You know at the end that you, moving on, I'm still going to be in your corner, and so I think I view my leadership in those two ways. Chris: I like that. I can identify with it as well, feel the same way. To me the servant leadership is so valuable, right? Your employees have to believe not only they've seen you do it, not that you will do it, they've seen you do it right, and that when you ask them to do it it's important and so that's great. You know, just thinking about the obviously a lot of stuff going on in our world and in any kind of different ways. But you know economically, you know legislatively, what are some of the headwinds, given all that that you kind of see facing dig world as you're kind of looking out over the next 30, 60, 90, 120 days, year, kind of yeah, yeah. Jacob: It's a great question. I would answer it two ways. One you know, as we look at the economics of our park and people coming to our park, you know what we feel like is we sit in that middle or probably lower to middle ground of your discretionary spending as a family, meaning. Meaning, as I compare it to a Disney right, and when the economy goes down a little bit or people are a little worried or nervous, the Disney vacation may go on the back burner. Right, because that's a significant financial investment into that. It's a great experience, but it's significant. Where we fall is on the lower end of that category, hopefully delivering the same memories and experiences and fun and joy, but the price point is significantly cheaper than that. So we feel in good times and in rougher times we hope to be a resource that allows those families to still create memories in that regard. Externally, as we look to grow franchises, the ups and downs of the economy can sway different investors. They can sway how they want to hold their money, what they want to do with their money, what they don't want to do with their money. Now my sales pitch to those individuals are hey, you could take your money and put it over here, or you could take your money and put it over here and you could kind of be in control of it, but you also can create something that's bigger than you for your community, for your family, things like that. So it it will be interesting to see what the next probably call it 120 days have in store for us as far as how we're received on the investment side. But right now, our focus on this phase one is how do we get five franchises across the finish line, and right now, praise the Lord, we're very close to hitting that number. And then we got to get them open and we have to produce right. Chris: At the end of the day, you have to produce and I understand you have two open now or the second one's about to open. Dallas will be open by the end of this year. That's correct. Okay, that's great. So I gotta ask. I mean, you're talking about disney, made me think. Do you have some kind of mascot or anybody like in a big suit when you show up at dig world? You know? Jacob: so. But he said I literally got off a phone call earlier we are, we've honed it into kind of two mascots that we want, and so that will be released soon once the debate can be decided within our team of which way we're going. Chris: Okay very good. So let's just kind of turn to a little more casual side. Yeah, you said you and Katie went to A&M. I'm taking those two data points and making an assumption you're a born and raised Texan, it's a great question. Jacob: It's a great assumption, but no, I am a son of a healthcare executive, and so I was born in Alabama, raised all over Texas, graduated high school in South Carolina, then came to A&M, met my wife, who is a Houstonian, who's a Katie girl and much smarter than I am, and so she had a real job after college, and so I followed her here and I've been here ever since. Chris: Okay, Great story. So just talking about Texas, you know you all have a favorite spot. You like to go within the state to get away, maybe vacation time. Jacob: Yeah, you know it's funny whenever, within the state, melissa and I we love to head over to San Antonio. We love the Hill Country side. We like a couple of the resorts there. That's our, our getaway. And then I think you know when we're getting away. Now we've got young kids. Grandparents and cousins and nephews live in waco and so we head over to waco. We spend a lot of time there. But if melissa and I are just getting away and staying in the state, we're gonna head probably over to san antonio very good. Chris: That leads me to the next question then do you prefer tex-mex or barbecue? Jacob: oh man, that's. Oh man, see that one. That's a tricky question because we'd have to be like specific in the subcategory right. Like'd have, we'd have to like pit two against each other. Chris: I hear you. Everyone says that that's the hardest question saved for last. Jacob: Oh, my goodness, I'm going to have to go barbecue. I'm going to have to go barbecue. Chris: All right, all right. I love how you're going to break it down, though, cause I'm the same way. You know. It's like. Well, I don't know, it depends, I mean it depends it just. Jacob: You know, on Friday night this weekend I had Tex-Mex. On Saturday I had barbecue. So you know like it literally is, but I'd have to go barbecue. Chris: All right, very good. Well, jacob, thank you again for taking time to come on the podcast. I mean your story, obviously from the start of it with Pierce, was amazing, but just such a creative, unique thing that you've created. And you know, just wish you the best of success, thank you. Thank you, honored to be here today. Thank you for taking time Special Guest: Jacob Robinson.

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Have you been trying to land your next role as Sr Director, VP, SVP or C-Suite?   Tired of endless interviews with zero traction?   It's not in your head: these roles are hyper-competitive.   The good news? You can land this role with the right combination of strategy and mindset.   In today's episode, we'll reveal how to cultivate an unstoppable mindset and present yourself as an undeniable asset.   FREE TRAINING Register for The Catapult Your Career Bootcamp (http://thecatapultbootcamp.com) WORK WITH US Join the Catapult Your Career Program (http://cycprogram.com) GET IN TOUCH Linkedin: https://www.linkedin.com/in/stellaodogwu/ Instagram: https://www.instagram.com/_intelle/ Email: contact@intelle.us Text: 949-519-4554

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Welcome to Day 2600 of Wisdom-Trek. Thank you for joining me. This is Guthrie Chamberlain, Your Guide to Wisdom Day 2600 – Wisdom Nuggets – Psalm 55:20-23 – Daily Wisdom Wisdom-Trek Podcast Script - Day 2600 Welcome to Wisdom-Trek with Gramps! I am Guthrie Chamberlain, and we are on Day 2600 of our Trek. The Purpose of Wisdom-Trek is to create a legacy of wisdom, to seek out discernment and insights, and to boldly grow where few have chosen to grow before. In today's Wisdom Nugget, I'll guide you on this trek through God's Word, exploring truths that can transform our lives, one step at a time. Thank you for joining me today as we conclude our thoughtful journey through Psalm 55. Today, we're focusing on the closing verses—Psalm 55:20-23. Throughout this Psalm, we've seen David pour out his heart in deep anguish over betrayal, yet he continually turns his eyes toward God, reaffirming his trust. These final verses bring clarity to the nature of David's pain, highlight God's justice, and encourage us toward authentic trust, even when life feels confusing and painful. Let's read Psalm 55:20-23 from the New Living Translation together: 20 As for my companion, he betrayed his friends; he broke his promises. 21 His words are as smooth as butter, but in his heart is war. His words are as soothing as lotion, but underneath are daggers! 22 Give your burdens to the Lord, and he will take care of you. He will not permit the godly to slip and fall. 23 But you, O God, will send the wicked down to the pit of destruction. Murderers and liars will die young, but I am trusting you to save me. The Pain of Personal Betrayal (Verses 20-21) David begins this final portion by vividly describing the nature of his deep emotional pain: “As for my companion, he betrayed his friends; he broke his promises. His words are as smooth as butter, but in his heart is war. His words are as soothing as lotion, but underneath are daggers!” In these verses, David pinpoints the source of his distress: betrayal by someone close—a trusted companion. It's essential to recognize the intensity here. David isn't simply troubled by enemy armies or hostile nations. Instead, the most profound pain comes from within his own circle, from someone he had fully trusted. In ancient Israelite culture, friendship was sacred. Covenants, promises, and trust formed the very fabric of relationships, binding families, tribes, and communities. To betray those bonds wasn't just hurtful—it was deeply shameful, destructive, and dishonorable. David emphasizes this betrayal vividly: “His words are smooth as butter, but in his heart is war.” Externally, this person appeared loyal, kind, supportive—even comforting. Internally, however, he harbored destructive intent, ready to strike at the first opportunity. David uses another striking image: “His words are as soothing as lotion, but underneath are daggers!” Outward charm masks inward deceit, making the betrayal especially painful. Historically, scholars often associate Psalm 55 with Ahithophel's betrayal. Ahithophel was David's wise counselor, highly respected and trusted. But when David's son Absalom rebelled, Ahithophel switched allegiance. This personal betrayal deeply wounded David, prompting this painful,...

This week on The Business of Open Source I talked about Open Source Manifestos with Vincent Untz, CTO of Centreon. The entire conversation focused on this idea of open source manifestos, which Vincent is going to talk about at Open Source Founders Summit — and I had never heard of before. The idea to create an open source manifesto came about because internally there was a lot of frustration around Centreon's relationship with open source. A lot of people, especially those who didn't come from an engineering background, would routinely ask why the company invested so much in open source. At the same time, there was a feeling among the engineering team that the company's commitment to open source — and the concrete development time spent on open source — was slipping. After creating the manifesto, the doubts about why open source mattered went away immediately — there hasn't been a single conversation calling into question why open source matters since the manifesto was finished. Now conversations about open source are different. Externally, there's been a huge change in conversations around open source. People say things like “Centreon is back in the game.” It's hard to point to concrete financial results as a result of the manifesto, but there have been differences in relationships with partners for sure, and it has helped get more companies to contribute to the project. Want to see what the Centreon Open Source Manifesto looks like? Check it out here. 

The guys discuss if they feel the answer is already on the roster or an outside upgrade is needed

Discover the essential keys to church revitalization through outreach in this insightful episode with Scott Ball and AJ Mathieu. Learn why most churches have outreach activities but lack effective outreach strategies, and how this disconnect becomes a major barrier to growth. The hosts break down three critical steps that can transform your congregation from inward-focused to externally-oriented: shifting your mindset from "us" to "them," genuinely understanding your community's needs beyond surface-level assumptions, and establishing sustainable outreach practices that become part of your church's DNA. Whether your church is plateaued, declining, or simply looking to maximize its community impact, these actionable insights will help you develop the external focus necessary for true church revitalization. Don't miss this practical guide to fulfilling the Great Commission in your local context. Full show notes at https://malphursgroup.com/280

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Co-Hosts: Ben Criddle (@criddlebenjamin)Subscribe to the Cougar Sports with Ben Criddle podcast:Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676