Podcasts about Failure

In this episode, Seth Studley discusses the exhaustion many feel due to overstimulation and the impact on the nervous system. He emphasizes that this is not a personal failure but a biological response to the current world. Seth offers insights into understanding nervous system regulation, the importance of faith and peace, and practical shifts to help individuals find calm and act in alignment with their goals. Takeaways A lot of us go walking around exhausted, overstimulated and quietly overwhelmed. It's not a motivation problem; it's a nervous system problem. Our brains weren't designed for constant stimulation and chaos. Doom scrolling activates the same fear circuitry as real threats. You need a regulated nervous system, not a beverage. Jesus never rushed; He modeled peace and calm. You can't out hustle your way into peace. Your body needs proof that you're okay. Stop asking what's wrong with me; ask what has my nervous system been exposed to. Everything is okay, and you are not broken. Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode Description:This was one of the most intense conversations James ever recorded.This archive conversation captures David Goggins at the moment Can't Hurt Me was launching — before the mythology around him fully formed. What makes this episode powerful is how grounded it is. He's not selling inspiration. He's explaining the mechanics of suffering, discipline, and self-reinvention in plain terms.Goggins describes growing up with abuse, learning disabilities, fear, and self-hatred — and how those became the raw material for rebuilding himself. He explains his concept of the “40% rule,” the mental governor that convinces people they're done long before they actually are. He also breaks down why failure isn't the end of anything — it's the beginning of knowledge.The conversation moves from ultramarathons and Navy SEAL training into everyday applications: work ethic, education, relationships, accountability, and the quiet habits that build resilience. It's not about extreme athletics. It's about developing a mindset that doesn't collapse when life gets hard.What You'll Learn:Why your brain tells you to quit at 40% — and how to push past that limitHow discomfort, not comfort, is the real training ground for mental strengthWhy failure is data, not defeatHow to build discipline through small daily “mini boot camps”Why accountability starts with brutal honesty about yourselfTimestamped Chapters:[00:00] Haters, criticism, and emotional control[04:00] Introducing David Goggins + the pull-up record shock[08:00] Life as a race: getting to the start line[11:30] Callousing the mind through discomfort[14:00] Living outside the comfort box[16:00] Learning disability and obsessive study discipline[20:00] Public speaking, stuttering, and fear exposure[23:30] Failure as the beginning of growth[27:00] Society's fear of discomfort[30:00] Radical accountability[32:00] Meaning, suffering, and visualization[35:00] The first 100-mile race: confronting death[39:00] Rejection as fuel[41:30] What happens after achievement[44:00] Writing the book and vulnerability[46:00] Discipline audit: where your hours go[48:00] Abuse, forgiveness, and breaking cycles[52:00] Cutting toxic relationships[55:00] The 40% rule explained[58:00] Reflection as survival[01:00:00] Building a personal mental boot camp[01:05:00] Comfort vs. growth: why people stay stuck[01:10:00] Identity, self-image, and reinvention[01:15:00] Discipline as daily practice[01:20:00] Aging, purpose, and long-term mindset[01:25:00] Applying Goggins' philosophy to normal life[01:30:00] Training for life, not races[01:35:00] Legacy and impact[01:40:00] Closing reflections + audiobook discussionAdditional Resources:Can't Hurt Me – David GogginsDavid Goggins Official WebsiteSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Challenger Remembrance, Australian of the Year, and the Mystery of Massive MoonsIn this poignant episode of Space Nuts, hosts Andrew Dunkley and Professor Fred Watson reflect on the 40th anniversary of the Challenger space shuttle disaster, sharing their memories and insights about this tragic event. They also celebrate the announcement of the Australian of the Year and delve into intriguing discussions about the definition of moons and the rapid growth of black holes.Episode Highlights:- Challenger Space Shuttle Disaster: Andrew and Fred discuss the Challenger disaster of 1986, revisiting the events leading to the tragic explosion and the lessons learned from this pivotal moment in space history. They reflect on the human cost and the impact it had on the space program.- Australian of the Year: The hosts celebrate the recognition of Catherine Bennell Pegg, an Australian astronaut and Director of Space Technology at the Australian Space Agency, as the Australian of the Year. They discuss her contributions to space science and her role in inspiring future generations.- Defining a Moon: Andrew and Fred explore a recent study that challenges our understanding of what constitutes a moon. They discuss the discovery of a massive potential moon orbiting a gas giant and the implications for our definitions in astronomy.- The Rapid Growth of Black Holes: The episode concludes with a fascinating examination of how black holes can grow rapidly in chaotic conditions, as discussed in recent research. The hosts analyze the findings and what they mean for our understanding of the universe.For more Space Nuts, including our continuously updating newsfeed and to listen to all our episodes, visit our website. Follow us on social media at SpaceNutsPod on Facebook, Instagram, and more. We love engaging with our community, so be sure to drop us a message or comment on your favorite platform.If you'd like to help support Space Nuts and join our growing family of insiders for commercial-free episodes and more, visit spacenutspodcast.com/about.Stay curious, keep looking up, and join us next time for more stellar insights and cosmic wonders. Until then, clear skies and happy stargazing.Become a supporter of this podcast: https://www.spreaker.com/podcast/space-nuts-astronomy-insights-cosmic-discoveries--2631155/support.

Today's topics04:16 - Carb loading when very active 08:19 - Training to failure14:54 - MARSOC swim frequency 17:19 - Tempo run durations18:54 - Lifting during 2&5 mile base phase20:25 - Weight loss before SFAS prep22:13 - AIT/RASP prep program23:57 - Target 2 + 5 mile times for SFAS25:21 - Best TTM program for SFRE26:44 - Aerobic base adequacy27:34 - Training after selection date delay29:39 - Marriage tips for SOF34:04 - Adjusting JG3.0 for NSW 35:02 - New running program milage35:56 - Training with a broken ankle39:47 - Short game tips42:48 - Knee pain before selection46:14 - IT band pain after long rucks52:21 - Carb timing vs total intake55:40 - Favorite Rice and Grinds combos-Related linksCarbs IG postCarb article Pt. 1Carb article Pt. 2-Questions? Look for bi-weekly Q&A on my stories. I'll answer your questions on IG and here on the podcast.-New Selection Prep Program: Ruck | Run | Lift New Hybrid Program: Jacked Gazelle 3.0Ebook: SOF Selection Recovery & Nutrition Guide-TrainHeroic Team Subscription: T-850 Rebuilt (try a week for free!)-PDF programs2 & 5 Mile Run Program - run improvement program w/ strength workKickstart- beginner/garage gym friendlyTime Crunch- Workouts for those short on timeHypertrophy- intermediate/advancedJacked Gazelle- Hybrid athleteJacked Gazelle 2.0 - Hybrid athleteSFAS Prep- Special forces train-upRuck | Run | Lift - Selection Prep-Spoken Supplements: Code terminator_trainingCwench supplements: Code terminator_training-Let's connect:Newsletter Sign UpIG: terminator_trainingYoutube: Terminator Training Methodwebsite: terminatortraining.comSubstack

What show starts off trying to rig the Request of the Year and ends with remembering the best parts of the 90s? It can only be Saturday Night SEGA! Chapters: 00:00:00 Saturday Night SEGA - 15 Years LiVE 00:01:59 Gotham Knights - Livin' La Vida Loca 00:06:59 Bayonetta 3 - GH()ST 00:10:04 This is Saturday Night SEGA 1 00:20:50 Yakuza Karaoke Selection (Ryu Uta: Ryu ga Gotoku KARAOKE BEST SELECTION) - GET TO THE TOP! (Remix OF THE END) 00:26:03 Monkey Ball - Tropic Aqua 00:29:52 Samba de Amigo [Wii] - Low Rider 00:31:43 This is Saturday Night SEGA 2 00:55:44 Sonic Frontiers - Cyber Space 1-6: Go Back 2 Your Roots 01:00:00 Tom and Jerry - The Movie [Master System] - Credits 01:02:23 The X Files - Main Play 01:03:36 Baywatch - Main Theme 01:05:23 This is Saturday Night SEGA 3 01:17:09 maimai MiLK - Miracle Shopping 01:20:43 3D Fantasy Zone II W - ENDLESS LOVE -LINK LOOP LAND- 01:25:42 Altered Beast (Juuouki) [Arcade] - RISE FROM YOUR GRAVE (ROUND 1, 4) 01:29:44 This is Saturday Night SEGA 4 01:42:07 Clair Obscur: Expedition 33 - World Map - Déchire la Toile 01:45:03 Fist of the North Star: Lost Paradise (Hokuto ga Gotoku) - Minigame BGM: Kuro Operation 01:48:56 Um Bongo Advert 01:49:52 The Lion King [Mega Drive] - I Just Can't Wait To Be King 01:55:16 This is Saturday Night SEGA 5 02:05:00 CRACKIN' DJ REMIX - cool hand (tea spoon mix) 02:07:58 Sonic x Hatsune Miku "Project ONSOKU" - Denkoh Sekka ~ Camellia 02:11:18 TheBitterRoost - Triumph in Failure

Guest: Veronique de Rugy. De Rugy of the Mercatus Center examines the failure of Georgia's film tax credits, noting that productions eventually moved to cheaper locations despite billions in subsidies. She compares this to federal industrial policies like tariffs and Intel subsidies, arguing that government attempts to "pick winners" rarely produce sustainable economic results.1951 JACK DEMPSEY AND MAMIE VAN DOREN

Two families. Two different kinds of catastrophic failure. One expert to help us understand both. Psychotherapist Shavaun Scott — author of The Minds of Mass Killers — joins Hidden Killers for an extended examination of the psychology behind family annihilation and the systemic failures of America's addiction treatment industry.The Paul Caneiro trial continues in Monmouth County, New Jersey. Prosecutors allege Paul murdered his brother Keith, sister-in-law Jennifer, and their children Jesse and Sophia after Keith discovered Paul had stolen $78,000 from a trust account. The violence was staggering — Sophia was stabbed 17 times and allegedly still alive when the fire started. Shavaun explains what drives someone to kill everyone they love rather than face accountability, what overkill reveals about psychological state, and how experts distinguish genuine grief from performance.The Nick Reiner tragedy exposed the failures of addiction treatment. The Reiner family had resources most families can only dream of, and Rob and Michele Reiner are still dead. Shavaun examines the $42 billion industry where relapse is profitable, where insurance companies override clinical judgment, where outcome tracking doesn't exist. We identify who blocks reform and ask whether meaningful change is even possible. From the psychology of mass family killing to the financial incentives keeping broken systems in place — this is essential analysis of how institutions fail the people they're supposed to protect.#ShavaunScott #PaulCaneiro #NickReiner #RobReiner #KeithCaneiro #FamilyAnnihilation #AddictionCrisis #ColtsNeck #TreatmentFailure #HiddenKillersJoin Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspodInstagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/tonybpodListen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872This publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.

Get AudioBooks for FreeBest Self-improvement MotivationThe Art of Losing – Turn Failure into Power SpeechA powerful inspirational speech on losing, resilience, and growth. Learn how setbacks build strength, sharpen mindset, and lead to lasting success.Get AudioBooks for Free⁠We Need Your Love & Support ❤️https://buymeacoffee.com/myinspiration#Motivational_Speech#motivation #inspirational_quotes #motivationalspeech Get AudioBooks for Free Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Tonight on Hidden Killers Live, psychotherapist Shavaun Scott joins us for an extended examination of two cases that expose how systems fail families in catastrophic ways. From the psychology of family annihilation to the financial incentives keeping addiction treatment broken — this is essential expert analysis you won't find anywhere else.In the Paul Caneiro trial, prosecutors allege Paul murdered his brother Keith, sister-in-law Jennifer, and their two children at their Colts Neck mansion after Keith discovered Paul had been stealing from him. Eight-year-old Sophia was stabbed 17 times and allegedly still alive when the fire started. Shavaun breaks down what drives someone to annihilate everyone they love rather than face exposure, what extreme overkill reveals about psychological state, and how to read Paul's courtroom behavior — including his tears during testimony about the children.The Nick Reiner tragedy exposed America's $42 billion addiction treatment industry. The Reiner family had every resource available and Rob and Michele Reiner are still dead. Shavaun follows the money through relapse-profitable business models, insurance company control over clinical decisions, and the accountability vacuum that lets facilities fail without consequence. We identify who blocks reform and ask whether meaningful change is even possible. Join us live for unflinching expert analysis of family violence and institutional failure.#ShavaunScott #PaulCaneiro #NickReiner #RobReiner #FamilyAnnihilation #AddictionTreatment #ColtsNeckMurders #TreatmentIndustry #ExpertAnalysis #HiddenKillersLiveJoin Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspodInstagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/tonybpodListen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872This publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.

Mental Wealth, Leave a New LegacyIn the first Mental Wealth episode of 2026, Katie and Laura walk through a raw post from a mom at her breaking point with a one-year-old. This conversation breaks down the "one-year-old wall," helping us see that feeling like a failure is often just a nervous system hitting its limit.​​Laura offers a shift from "losing myself" to "becoming the leader," exploring how to reframe toddler messes as milestones and use Time Orientation to stay grounded when old trauma feels like it's taking over. By redefining the "good enough" parent, they explain why your fear of "passing it on" is actually proof that you are successfully breaking the cycle offering a much-needed reality check and a "big warm hug" to any mama who is simply exhausted.​​#CycleBreakers #MomBurnout #NervousSystemHealth​​Connect with Laura: https://www.facebook.com/Benavieri​Connect with Katie: https://www.facebook.com/KatieHalleLambert​​Brought to you by Team EvoAZ at eXp Realty and Benavieri Counseling.​​The information shared in this podcast is not intended to treat or diagnose a mental health or medical condition. Please consult your physician or other qualified healthcare provider with any questions you may have regarding a medical condition or treatment. If you or someone you know is experiencing a mental health emergency, please call or text 988. This podcast is prerecorded.

This year, when it seems like all you hear about on social media are success stories (like selling your company for $900M), you may be wondering to yourself, "What about all the times that people fail spectacularly?" Welp. In this classic Sh*t episode, Nikki and Steve are fully aware that life can be a b*tch and they're here to break down the filthy lie that is survivorship bias. Nikki is now an ambassador for Club WPT Gold! Check out: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://clubwptgold.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and use code NIKKI to sign up! Follow the podcast on Insta: @shttheydonttellyou Follow Nikki on Insta: @NikkiLimo Follow Steve on Insta: @SteveGreeneComedy To visit our Patreon: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.patreon.com/stikki⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To watch the podcast on YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://bit.ly/STDTYPodYouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Don't forget to subscribe to the podcast for free wherever you're listening, or by using this link: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://bit.ly/ShtTheyDontTellYou⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you want to support the show, and get all our episodes ad-free go to: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://stdty.supercast.tech/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you like the show, telling a friend about it would be amazing! You can text, email, Tweet, or send this link to a friend: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://bit.ly/ShtTheyDontTellYou⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To submit your questions/feedback, email us at: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠podcast@nikki.limo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To call in with questions/feedback, leave us a voicemail at: (765) 734-0840 To watch more Nikki & Steve on YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.youtube.com/nikkilimo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To watch more of Nikki talking about Poker: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.twitch.tv/trickniks⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To check out Nikki's Jewelry Line: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://kittensandcoffee.com⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit podcastchoices.com/adchoices

Simon Constable faults Prime Minister Starmer's lack of leadership, criticizing the British leader's failure to articulate vision or direction as the United Kingdom drifts through economic and political uncertainty.1849 MONET

In This Episode of Business Lunch: Ryan Deiss and Roland Frasier discuss the importance of reflecting on failures to extract valuable lessons for future growth. They emphasize the significance of distributions as a sign of a healthy business, the necessity of focusing on one task at a time, and the long-term value of content marketing. Additionally, they explore the mindset shift from viewing excuses as valid reasons to recognizing them as barriers to success.Chapters:00:00 Reflecting on Failure and Growth03:10 The Importance of Distributions in Business06:06 Prioritizing Tasks and Focus08:50 The Value of Compounding Content11:56 Excuses vs. Reasons: A Mindset ShiftConnect with me on social:TikTok: Check out my TikTok HereInstagram: Check out my Instagram HereFacebook: Check out my Facebook HereLinkedIn: Check out my LinkedIn HereSubscribe to my YouTube

Evan and Tiki kick off with the numbers behind what it feels like everyone has noticed: the NFL playoffs have been called looser, with penalties way down and offensive holding dropping dramatically. They debate whether it's simply better, cleaner teams or a deliberate “let them play” postseason emphasis, plus the rare moments when the whistle suddenly tightens and drives everyone crazy. Then it shifts back to New York sports expectations. A Yankees caller argues that being better on Opening Day actually matters and that Cashman can always patch holes at the deadline. That leads to a bigger discussion about how low the bar has gotten for Yankees fans, what upgrade they actually wanted, and why the bullpen still feels like the shakiest part of the 2026 picture. Finally, the Knicks conversation turns into a full-on Giannis reality check. The guys replay his famous “is this season a failure?” press conference exchange and ask the only question that matters if he lands in New York: can that mindset survive the Knicks' championship-or-bust pressure, the media, and the fan base after a playoff loss.

Join Jim and Greg for the Wednesday 3 Martini Lunch as they break down how the Electoral College map is likely to look after the 2030 Census, another staggering policy failure under California Gov. Gavin Newsom, the Ilhan Omar incident from last night, and the 40th anniversary of the Space Shuttle Challenger disaster. First, they […]

Chris Rose and Trevor Plouffe discuss the hottest offseason stories in baseball! Use our code for 10% off your next SeatGeek order*: https://seatgeek.onelink.me/RrnK/BASEBALL2026. Sponsored by SeatGeek. *Restrictions apply. Max $20 discount Shop your favorite gear from the Jomboy Media store. Click here to shop today! https://shop.jomboymedia.com/ 00:00 INTRO02:34 Giants sign Harrison Bader09:17 Do the Phillies get a passing grade for this offseason?20:39 Failure if the Mets don't sign Freddy Peralta long-term?29:05 The Yankees are running it back34:51 What's taking so long in Framber Valdez's free agency?40:25 OUTRO Follow us on X/Instagram: @ChrisRoseSports Chris Rose on X/Instagram: @ChrisRose Trevor Plouffe on X/Instagram @TrevorPlouffe Follow all of our content on https://jomboymedia.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Kiera is joined by Dr. Paul Etchison to talk about changing the mindset of turnover = failure. This transition is part of the evolution of leadership. Both Kiera and Dr. Etchison share their own experiences in remaining true to core values, and keeping their definitions of success separate from whether a team member stuck around or not. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00) Hello, Dental A Team listeners. This is Kiera and today is an extra special day. I have one of my faves and every time we podcast, people say, you two just seem like you love each other so much. And I really do. I've been to this man's practice. We've been friends in the industry for I don't even know how many years pre-COVID. That's a long time. And we've been on each other's podcasts a lot. He has an incredible podcast. He's an incredible human, incredible friend, incredible mentor. I got the one and only Paul Etchison on the podcast today. Welcome. How are you today, Paul?   Paul Etchison (00:28) Hey, I'm good. And I was just thinking about how you mentioned like the pre-COVID thing. You texted me a picture of when you came into my practice for two days. And it was like before COVID. And what was funny about it, and I don't know if it's funny or not, but like I looked at it and half of my team has turned over. They're all new people. So I know. ⁓   Kiera Dent (00:36) cute.   Mm-hmm.   It's real life, Paul. That's real life. It is funny and isn't because I go back and I used to   be embarrassed about that. So let's just kind of highlight on that. I used to actually be very embarrassed of like, my gosh, I don't have senior team members. And like, I hate the question. There was a hot minute. The Dental A Team felt like I was Johnny Depp in the middle of the ocean and my boat was full blown on fire. And I was like, I just hope another one shows up soon. Like I hope something comes. ⁓   And then I realized that's business ownership. Like that's real life. And yes, we built these great cultures, but you outgrow team members and team members outgrow you in life circumstances. And I'd rather be honest and real rather than perfect. And so the fact that like teams shift in a lot, mean, shoot, I used to have this vision board, Paul, you want to hear how ridiculous this was? And I took the team and I put them in the one year, the three year, the 10, and I just had this like same team follow with me. That lasted me for like six months. And I was like, rip this thing up.   Paul Etchison (01:31) Yes.   You   Kiera Dent (01:40) It's   gotten better, it's stabilized, but I think that that's real life. So thanks for talking about it.   Paul Etchison (01:44) It's hard,   yeah, I mean, we look at it and I think like the beginning of my practice career, I had very little turnover, but it was, I had to put so much into keeping that. Like it was such a hard thing to keep going. there was a lot of team members that I kept and I was able to make them happy and I was able to have it be a productive relationship and they were good at the practice. But sometimes I look back on it I'm like, man, it was just, that was a lot of energy I put into one person. I should have just moved on.   So that's how I practice now. It's different. There's a little bit more turnover and I think that's normal and that's part of business ownership. So we're okay.   Kiera Dent (02:16) What changed in your mindset for that? I have so many questions for you today. You guys, Paul and I, when we get on the podcast, it really is just like a free for all. And Paul has no clue. I have a full plan of what I'm asking you today, ⁓ but it's going to be a free for all rift of business ownership of teams. How did you change that perspective? Because I think so many people chalk that up to, I'm a failure of a boss if I've got turnover. Like I had a doctor the other day on a coaching call and she's like, Kiera,   Paul Etchison (02:19) Yeah.   Kiera Dent (02:42) What am I going to do for PR? Like I've got people turning over and how do I PR this? So anything is twofold. One, how did you get like mentally change that mindset? Cause I think it's a big mental game.   Paul Etchison (02:54) Yeah, for me, was everything that I've done in my career as far as like leadership growth and stuff, I think has always stemmed from some period of just struggle and burnout to some extent. It was like, I got to the point where I was taking everything that happened at the practice personally, every upset person at upset employees, they're bothered about something. They're they always, I mean, they're telling you how you should be doing things that not realizing that there's very complicated solutions. And sometimes there's not perfect solutions. A lot of times there's   perfect solutions. So I think what changed for me is I started looking at it from a point of my mental sanity saying I can't attribute my feelings on the happiness of all these team members anymore.   And all I need to do is just be very clear on what I want, be very consistent with the way that I treat them and hold them to that standard. But ultimately, I'm putting the ball in their court. It's up to them. And if they want to play ball, cool. If they don't, that's cool too. We can still be friends and you can go to some other office where it's more to your liking. But the biggest change for me was just realizing I can't be everything to everybody. And I did it for a long time and it was really exhausting. And I worked through that and I feel a lot better   it.   I think my team   is better for it.   Kiera Dent (04:08) Yeah, no, I don't disagree. And I'm glad you talked about that. It's been fun. think Paul, you felt like, I don't know, a big brother to me when we met and I came out to your practice and the fun things we've been able to do together and just the differences. ⁓ I think as we've grown up in the industry together, but I, I admired that because I always thought you had this amazing team. And I think to hear your version and then my version at the same time was very similar. I just realized like,   We got a killer team. Like this is an amazing company. And I think when I evolved to you're so lucky to work here, you're so like not in an egotistical way, but I think in a confidence way of like, this is a great place and we're going to attract people. I started realizing like I had confidence to make offers of what we actually wanted to pay versus what I felt like I had to chase to get people to be here. ⁓ we pivoted and I used to like chase all the time and try to be everything for everybody. And then I'm like,   Why am I doing this? Kiera, like you have built a company and a culture and a space that people love. And yes, there are changes and I will continue on forever evolve. I don't think that we're a perfectly set company, but I think that we're a pretty great, awesome place to work. And I think when I became centered, confident in me and what I was providing in the culture without having to be everything, I noticed I actually attracted a way different type of employee. I attracted somebody who wanted that same style. They, it,   It was like no more like games. think in like compensation and all this, it was more just centered. It was like, this is what we do and this is who we are and I want great people. And I also think it was very much attributed to like, got dialed in on core values. And I was like, I'm sticking to these. These are like rock solid. do not deviate from that. And if you don't fit. Fantastic. There is another opportunity, like go find your dream place and we're going to find our dream team member. And I say that in a very like confident, hopefully not egotistical. And I think you, sounds like you did a similar thing, but I.   I will say, I think you go through a space of realizing you're not a failure. It's an evolution. I think of, of leadership. It's almost like going from, I don't want to say immature. It's more like children and how's they grow. Like, I don't think a little baby is a failure for having that knowledge and that mindset. And I think some of us, are toddler baby owners. Like we've never done this before. We don't know. So we're going to have a different mindset. And then you just start to morph and evolve just like   Children grow up and they morph and evolve into these teenagers, into these college students, into like the prime of their life. To me, that also feels like a maturity of leadership as well to being confident with that.   Paul Etchison (06:42) Yeah,   I love that you point that out too, because we do, we hear a lot of complaints from our team members and then we start to, it starts to add up and then we start to really doubt.   Did we really create a great work environment? I mean, we just had an all day meeting maybe about two months ago, maybe six weeks ago,   like that. And one of the questions I asked, we use this thing called Slido. It's just in real time, you put on a PowerPoint slide and everybody can vote on their phone. There's a million like programs that do this. But I asked the whole team anonymously on a scale of one to 10, how fun is it to work at Nelson Ridge Family Dental? And I was terrified to throw that   Kiera Dent (07:03) Thank   Paul Etchison (07:19) there. I had no idea what people were going to say.   Kiera Dent (07:20) I don't blame you.   Paul Etchison (07:22) It was everybody was like eight, nine. There was like three or four sixes. Now I have 30 something team members.   So the   Kiera Dent (07:29) Yeah.   Paul Etchison (07:30) of it was very good, but it was, it was scary.   if you would have asked me what I thought it was going to   Kiera Dent (07:35) Mm-hmm. Mm-hmm.   Paul Etchison (07:37) I did not think it was going to be that good because the squeaky wheel gets the grease. This, you know, that's what we hear. That's what we focus on. And it reminds me of this one coaching client I had, cause I coached dentists as well. had a coach coaching client named Isaac and he did very similar to you.   choir practice, he really got deep into the foundational core values of this is what the practice is. And   turned over his entire team and he said, I feel like such a failure. I feel like everybody's leaving. I feel like I'm just turning everybody off. Patients are coming in and asking where everybody is. I just don't think my leadership's good. And I told him, just hang through,   Hang, you'll find your people. And then six months later, he was like, I cannot tell you how much I love my team. And so I think the message of what you and I are saying, Kiera, is that no matter   Kiera Dent (08:12) Mm-hmm. Mm-hmm.   Right.   Paul Etchison (08:22) what you want to do with what kind of vision you have for your practice, your team's out there. They are there. They are waiting for someone to take charge and just make it a big deal that that's the type of people we have at this practice.   Kiera Dent (08:26) Mm-hmm.   Paul Etchison (08:33) So if anyone's listening thinking like, have this issue at my office, get those core values out, talk to the team about it. Don't just like leave it on a document, bring it up with ⁓ a meeting and say, guys, this is what I truly want.   And sometimes apologize. I'm   I haven't been holding everyone to the highest regard or the highest standard, but I'm ready to do it and I need your help. So I love that you brought up those two points. Those are amazing things and I think everybody struggles with that.   Kiera Dent (08:55) Yeah.   I think, and I think that that's something that I feel you and I both strive to do is tell people feel like they're not alone. I think so many doctors feel like I'm the only one out there. I'm the only one who can't keep my team there. I'm the only one who has team turnover. And like, this is not the path that we were even on my radar to head, but I think it's obviously the most important path for people to hear. ⁓ I think Paul, it's the no judgment. It's the hang through it. It's, ⁓ having a guide, a mentor who's been there, done that, done that successfully. I mean, you and I can both like,   Gosh, you like grit through that and it's painful. But I also believe that while yes, painful, I feel it's an evolution of soul that you actually internally are craving. I don't believe that we rise to the call until we're ready. Like Kieran 2020, when I'm sitting on Johnny Depp like boat in the ocean, it was on fire. I was not ready for the call and the evolution that came in 2024 for me.   Like I just, wasn't ready for it, but come 2024. And I think it's a, it's a shedding, it's a shifting. It's a, like, I call it like the skin sloughing. Like it's like a snake, like you're leaving it behind. It's, I watched penguins when I was in Antarctica, like small flex there, Paul. Like the Antarctica trip was pretty rad. And we watched it. Right? We went to Antarctica. Penguins are so cute and they smell terrible. Like they're like little ketchup bottles that just squirt poop all day long. And it's disgusting.   Paul Etchison (10:11) I was just going to follow up on that. Whoa.   Kiera Dent (10:25) but they were molting when we were there and they just looked absolutely miserable. Like they sat there and they told us like, please don't touch the penguins. like, these look just, they're like, it's very painful for them. They're having to completely molt off all of these feathers. And I think that that's how I feel a lot of business owners are like, are you going through that molting process? But again, just like those penguins, just like us, I really do believe that when we're ready to be called to that higher level, one, you're not alone, two, you don't have to go through it alone.   Three, it's normal and it's part of growth, but like, there's also, you don't have to grow until you actually want to. Like, it sounds like Isaac was just ready. Like, I'm ready, I'm done. Like, I've hit my limit. I was ready, I was done. I was like, we are having a complete culture shift. Like, we're done and like, it needs to evolve. Sounds like you had it. But I also feel, and I don't know how you feel, Kieran 2020, Kieran 2024, even into 2025, leadership culture company.   keeps evolving. don't feel like I have as many of those like huge molting in 2020, huge molting in 2024, 2025. It's more of a shift in a refinement rather than a full molt. But that's, think how, at least for me, that's how I think I view leadership is.   Paul Etchison (11:37) Yeah, totally agree. It's like we go through these stages of leadership growth. And I remember for me, like leadership all the way up to COVID was like system, system, systems, consistency with team. And my team grew to like 35, 40 people and it got really unmanageable. And then when we came back from COVID from being shut down, I really wanted to try to do something different. And I wanted to keep that. ⁓   I just loved when we were shut down for COVID. I loved how it felt. It felt easy. And I said, I want that, but I don't want that craziness when we open up again. And when I did, I started to feel that same craziness. And I was going to therapy at the time. And like the therapist will tell you, just change your expectations. Don't take everything personally. And what I learned through that is there's no amount of therapy that can   broken leadership   Is that I had systems, I had consistency, but my team   had outgrown those systems. We needed more systems of leadership. So the next stage in my leadership was learning how to lead leaders and truly delegate and truly give them the autonomy to do everything. And when we did that, everything got so much better. there was parts of me that was like, I'm not the right person for this level of organization. not the right person for this size of a dental office. I'm just too anxious. I take   Kiera Dent (12:41) Mm-hmm.   Paul Etchison (12:59) too personally. And ultimately, I think it was just I   Kiera Dent (12:59) you   Paul Etchison (13:02) set up, I didn't set up my organization the proper way. So that was the next level up for me. And I think that's me shedding my skin finally once and for all to learn how to lead leaders. And who knows what's   Kiera Dent (13:14) Paul, I think that you are actually a really good example of letting go of control. How do you do that? Like,   I remember talking to you one day, this is offline, hopefully I'm not oversharing. And you're like, a lot of people say, like, what are you going to do if you retire? And I know you sold your practice to a DSO and you're like, I've never looked back. Like it was great. Um, you're like, I'm actually the person who's okay to just like sleep in and do nothing. Like I really am okay with that. Like, how did you let go of that control with your team? Um, knowing that they weren't going to do it exactly like you, like, I think people have this in theory. They try to do it, but.   Paul Etchison (13:23) No, of course not.   Kiera Dent (13:49) Like that's another molting. That's another really hard gap to go from full control. You're in charge of everything to I'm stressed out. Now I'm going to let team members take over and maybe you're, maybe you're an anomaly, maybe you're a unicorn, but how did you do it?   Paul Etchison (13:59) Yeah.   I think it's like we talked about the growth, but I think where we screw up as practice owners when we do this is we get upset that the team members are not doing exactly the way that we would do it. And there needs to be some wiggle room. There needs to be a lot of forgiveness. But ultimately, there's got to be clarity. And not enough practice owners are having the conversations with their team members. Like I always say, like, I'm coaching dentists all the time, and they're telling me about these issues they're having at their practice. And I'm saying, well, why do you think that is? And the answer is like, well, it might be this.   kind of think it's this and it's like, well, get curious, ask, ask your team. So for me, it was about telling my team what's expected and when   Kiera Dent (14:36) Mm-hmm.   Paul Etchison (14:42) didn't meet expectations, instead of like dancing around it, just going right at the   getting curious, what is going on with this? What is, why is this not happening? And then always like, you know, if you ask the right questions, the next step for any leadership, any leader is to validate their perspective.   no matter what it is and that will go so far. If you take one thing out of this podcast, do that. When your team members share something with you or if you're getting curious, asking them why things are happening, how they're feeling about something, validate their experience and watch how much they open up and they're.   open to behavior change and other options. And then that allows you the opportunity to then ask and invite participation in the solutions. What do you think we should do?   I noticed our cancellations are getting up there. Like, what are we doing about this?   What do you see happening? Getting curious. And they're saying, well, I don't know. Like, I got to ask some more   OK. And then validate their experience. I totally see how maybe you got busy with your other things and you haven't been asking your team. But we've got to ask the team and find out just so many little things.   For me, was getting out of the way, being clear with expectations. But then instead of trying to go around my leads and my leaders, my practice and go around them and deal with the other other teams myself, I let them do it and I let them fail and I help them and I support them.   And I think I know there's a lot of like team members that listen to your podcast, Kiera. I would hope if you're listening to this and you're team member, I would hope you understand how valuable you are to an owner. If you can take things, find solutions and hold your, your team members, your fellow coworkers to a certain standard, like you would be so valuable. Everyone's like, well, how can I get a raise? How can I contribute more value? I would people on my team, my leaders that do this for me, they are so valuable to me and every owner.   is just waiting for somebody to step in and fill that role. I mean, every practice could use   Kiera Dent (16:38) team members, their number one objective is to make their doctor happy.   every day, all day. That's like what my job is. That's what I want to do. That's how I want to serve. That's how I want to help out. ⁓ And I think as owners, I think it can be easy to see all the problems in your team. But I think it's what pair of sunglasses do I want to put on? Do I want to put on the one where I see like, what's wrong is just as available as what's right. Both are always available in every single scenario, every single situation. And so what are we bringing to the table and how are we looking at these different things?   How are we guiding our teams? How are we guiding our leaders? How are we showing up as leaders? How are we like, what is the filter I'm putting on every single day? Like those, those two sunglasses are right there as you walk out the door and which pair are you choosing to put on? Cause you're going to influence impact and create a team. No matter what we see what we want to see. And I believe that we create our own realities. I believe that reality is what we believe it is. And so, ⁓ I think shifting that seeing that, and I think having just a bigger plan, a bigger vision. know when I got very crystal clear of where am I headed?   What is my role? Like, this is gonna sound funny, Paul. I literally Googled like, what does a CEO do? I think doctors come out of school, like you're a doctor, like you do the dentistry, like that's what I'm supposed to do. And I remember one day I was sitting there and I'm like, what is the CEO even supposed to do? Like, I don't even know, like, like really, like where is a CEO, like dictionary, like job description, I realized, got it. It's profit, vision, and culture. Like those are really my main things. Stay out of the weeds and like go for it. And...   Paul Etchison (17:43) you   Kiera Dent (18:04) That's what I'm bred to do. Bring the great ideas, bring those different pieces. That's my job. That's my responsibility. I think dentists also have the second tier of you do dentistry too. So you are a clinician in there and then you have those pieces. But driving culture, driving a culture of accountability of fail, fail forward. like, gosh, I just read this really awesome book and they said, we measure it by outcomes, not activity.   Like just stuff like that. Like you start to become this person who wants to evolve your culture, evolve who your team is, evolve who you are as a person. And I think Paul, even in just knowing you, I think there's been an evolution of who you are as well. ⁓ I think that is just, and hopefully I've evolved too, like fingers crossed there's been an evolution and I'm not as quite, I don't know. I think we keep the best of ourselves. And then I think just evolve into our 2.0, 3.0, 4.0 levels. I guess I just asked the questions of   Paul Etchison (18:42) Absolutely.   Kiera Dent (18:58) I think you've got a fascinating story. You were full, full practice owner. You were in there. You sold out to a DSO. You're still in your practice. You still train. You, you've evolved. If you were sitting back when I met you, what would you tell that Paul of what you know today that would have made that whole experience, whether you're selling, whether you're growing, evolving. I mean, you have a very large practice. It's been real fun to watch you and your practice and everything. What would you have told that Paul?   Paul Etchison (19:27) Yeah, and this comes up a lot with my coaching clients. A lot of people ask me that. And one of the things, if we're looking at our practice, and I'm going back to the beginning, is if we want to sell our practice, if we want to cut back our days, if we want to have the most profitable practice ever, a lot of the times the strategy is identical. We're just trying to go through and create more freedom for ourselves as practice owners by empowering our team, getting them to do a lot of the responsibility.   Kiera Dent (19:48) Mm-hmm.   Paul Etchison (19:57) to be accountable for a lot of the stuff. So I think if I could go back and tell myself again, man, first of all, just stop taking everything so personal. And you come in and you look at it with these different lens of leadership and maturity and all these leadership skills. It's not just at the practice. It shows up in your relationships with your spouse, with your friends, with your kids, like all these things. Like it's all intertwined. But I would have much earlier got the leaders going in my practice because one of the things   Kiera Dent (20:16) Mm-hmm. Mm-hmm.   Paul Etchison (20:27) happen through my practice sale is I just like I mentioned I felt like it wasn't I'm not cut out for this I'm sick of being miserable I'm sick of being stressed I'm sick of taking it home and I'm sick of taking it out on people that I love and so when I sold it I said okay I'm on my three-year exit plan I'm getting out of here I'm moving on I don't know what I'm gonna do but I'm gonna move on so I said you know my associate partner Dr. Kathy she owns part of the practice too   I'm gonna pass it to her and maybe she won't be able to do it as well as me. But I need to set this up so she is just, I wanna bless her with this amazing practice that runs on its own. And in the process of setting that up with my leaders, I realized, dang, I don't know if I would have sold. And I'm still happy I sold, don't get me wrong. I'm not saying I would have, but that's what I would have tried to do early in my career. I would have went, who are the leaders? ⁓ The whole thing with like the Dan Kennedy of the who, not how. Not how do we do it, but who's gonna do this?   Kiera Dent (21:11) Mm-hmm, mm-hmm, mm-hmm.   Right.   Paul Etchison (21:25) And I would have leaned into that a lot more because I think I would have been a lot happier. I would have been able to enjoy the journey more. But at the same time, it's like we learn from our mistakes and you got to make the mistakes to learn from. So it's like, so that whole Catch-22, would I change anything? I don't think so because I wouldn't be, if I didn't have the same experience, I wouldn't be the person I am today. But man, I wish I had learned it earlier. That's for sure.   Kiera Dent (21:45) Sure.   It's fair. And I'm actually happy to hear that because I feel like this is like the DSO conundrum and like the cell. And I'm happy to hear you say that because it validates what we try to coach on to. So many doctors are like, I'm just going to sell. And I'm like, well, let's just look at this. If you sell, let's look at what your life will look like on the other side of it. Let's look to see where you are today. And really, let's get to the root of why do you want to sell? And I think, Paula, if we would have asked you that same question.   Why did you wanna sell? My hunch is it was all these problems, all these issues. It was just like, I'm sick of it. Like, let's just pass this on. Let's move on. When a great leader, a great office manager, a CEO, a CFO could have easily come in, taken over for you. You could have had the exact same scenario. You just would have owned it and had more options on the table. Like you said, it's not right, it's not wrong. But I think like for everybody listening, I think today is a good reflection of one, are you going through a molt? Like, are we molting anywhere?   ⁓ and do we, or do we need to molt? Like, is there something we need to shed, let go of identity wise? And then two, I like to do this reflection a lot. And I encourage a lot of people to do it. It sounds like Paul, you do it. Like when we're in these issues in these problems, are we stopping and pausing and asking like, what is the root? Not the symptom, the top line symptom is like, I'm so stressed. And I got this and this and this, but like, do we ever stop and pause to dig to that route and find out   what is really at the root. For me, I often have many journals that are like this, this, this, and I just like list it all out of all these things are frustrating me. But what I'm trying to do is find what is a thread? What is the piece in that that's causing the chaos because then we go fix that. And that's what I love in practices because 99 % of the time what people tell you on the top line, so coaching offices, coaching doctors, coaching teams, like Paul, you know this, I know this. What people tell you at the top is not really what's the problem.   It's the bottom layered, there's something rooted, there's something under there. These are just symptoms on the top. Same thing with patients and case acceptance, right? It's the up at the top, what they're telling you is not really what they're feeling. And all you gotta do is just dig under, find out what that root is and stress and that will go away. And so Paul, thank you for, I just am curious. I've always been curious, like, would you have done something differently? Of course we never can, like, no, we're not going to. But if I could go back and tell that younger self things, like,   Kyri, get rid of your ego, honey. Like trust your team, trust that team to do amazing, trust them to do better than you are, trust them to be better than you, trust them to make better decisions than you do, because I want to create that kind of a team and me believing that is going to ultimately turn my team into that. They have the whole study about teachers with kids and IQs and like if they believe that they have a stronger IQ without doing anything different, that child actually ends up with a higher IQ. Well, why don't we take that same principle and apply it to our teams and see what happens.   Paul Etchison (24:23) Yeah.   It's so true. And I love that you say like the reflection that you did, because I noticed this with my coaching   is that there's a lot of, there's a lot of how, how do we do this? How do we fix this? But I think anyone listening, if you just sat down in a dark room, maybe not dark room, but you're sitting down in a quiet room for 30 minutes and you reflect it, what do I really, you know, I do this with my coaching clients. We call it a practice clarity and frustration exercise. What do we, what really bothers you with the practice? What is it that really just, you know, grind your gears,   it down and it sounds simple but once you write it down you can like visually see it and start to brainstorm for solutions and you start to make this progress that not only affects the way your practice runs but the way that you're the way that you feel and I think ultimately as practice owners we need to realize that the CEO hat you mentioned what does a CEO do we need time for that and we don't have time for that when you're doing four or five days of dentistry that's why when I'm working with clients the first thing I'm gonna do with a practice owner is I'm gonna get them down to three days clinic   Kiera Dent (25:10) Mm-hmm.   Paul Etchison (25:27) And it always works. so inefficient. There's so many things we can do with scheduling and efficiency and production that we can get you down to three days clinical. But now you've got that extra day to put on that CEO hat, to reflect on the things, to write down and figure out what your plan of attack is. I mean, that's what I've got a workshop coming up in February that that's focused on that. How do we get you down to three days? And that's all I want to do in this three day workshop. We're, of course, doing these reflection activities. But I think this is over the course of my career and working   Kiera Dent (25:27) Mm-hmm.   Paul Etchison (25:57) with people, that's what I've seen moves the needle the most. We need time and we need to give the energy where it's due. And it's not, we   be 100 % clinician. It just doesn't work that way.   Kiera Dent (26:09) Yeah, no, Paul, I love that. And think that's such a fun thing. I think dentists need this. Dentists need to have their vision, have their clarity. But I think from today, the wrap is it started out with a photo, unexpectedly, of this is what we're ⁓ kicking the day off of, going from where we were to where we want to be, ⁓ looking at that, reflecting back, seeing. Because   Paul Etchison (26:23) Yeah. How do we get here?   Kiera Dent (26:34) There's a client that you and I both know. They're pretty well known ⁓ that we work with. whenever I work with, gosh, it's so many practices. I think there's like 300 employees and I'm like, gosh, I remember all their names every time. ⁓ But they talk about how sometimes the best learning is just remembering. Remembering where we've been, remembering where we're going to go, remembering things that we've learned looking there. So it's like remembering where I've been so that way I can kickstart and project into where I need to go.   using your team to get there. Your team wants to be your best asset for that. So Paul, those are kind of my wrap thoughts. I know today has just been a real fun day. Always enjoy a good podcast with you. Any last thoughts you have?   Paul Etchison (27:15) No, you know, I would just close it off with   having the listener just believe, just believe in the possibility of what's going, what is possible with your practice. ⁓ There was a point where we talked about reflection. I reflected and I said, I wrote down everything I do at the practice and I wrote down how many of these activities bring me joy and how many of them I hate. And I believe it was something like 80 % of them I hated. So that's no way to live your practice life. You spend a lot of time at work. So why not do the reflection and put the time and energy into   Kiera Dent (27:38) Mm-hmm.   Paul Etchison (27:45) Making your practice a better place to be at it's not just gonna affect you. It's gonna affect your family. It's gonna affect your team ⁓ There's big your ripples that come from this little thing So I would say sit down find a coach find a mentor read some books it is possible believe in yourself and It all starts with the planning so sit down and write down some things journal love it   Kiera Dent (28:09) Journal it up. Well, Paul, I appreciate you so much.   I ⁓ just love what you're doing for our community. I love the things that we're able to accomplish together. ⁓ And yeah, guys, check him out in Dental Practice Heroes podcast. He's got some great stuff over there as well. ⁓ Paul, so good to have you on the podcast. I think you mentioned the event in February. If people want to know more about that, how do they connect with you on that?   Paul Etchison (28:35) Yeah, go to DentalPracticeHeroes.com slash freedom. So that's where the information on the three day workshop, it's going to   awesome. And I'm doing a money back guarantee. If you don't think you liked it, if you don't like what you signed up for, I'll give you all your money back. I believe in it that much. And I know from me coaching for the past six years, I know this is what produces results. So go check that out,   more about the courses, check out the podcast. And I'm always happy to talk to any listeners if they want some help or they just want to find out what we're more about. Please just go to the website, DentalPracticeHeroes.com.   dot com.   Kiera Dent (29:06) Amazing. Paul, thank you so much for being on the podcast. For all of you listening, I hope you do take the time to reflect. I do hope you think about where you want to go and what you want with your life. And just appreciate you guys all being here. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.  

Most goals do not fail because of a lack of motivation. They fail because people misunderstand the odds. Kyle Austin Young explains why goal setting breaks down, how hidden risks quietly derail progress, and how his probability hacking framework helps leaders and entrepreneurs intentionally improve their chances of success. The conversation explores decision making under uncertainty, resilience, and why thinking about what could go wrong is often the smartest path forward. If you want a more realistic, strategic way to achieve big goals, this episode reframes how success actually works. Today we discussed: 00:00 Why Goals Are About Odds, Not Motivation 03:22 Thinking Negative to Prevent Failure 04:06 Probability Hacking and the Success Diagram 07:39 How to Build a Success Diagram Step by Step 09:09 Why Averaging Odds Fails Your Goals 11:55 Failure, Repetition, and Multiple Attempts 15:38 Advantage, Persistence, and Playing the Odds 18:26 Edison, Experiments, and True Resilience 20:05 Why Reverse Engineering Success Is Risky 21:27 Where to Connect Rate, Review, & Follow If you liked this episode, please rate and review the show. Let us know what you loved most about the episode. Struggling with strategy? Unlock your free AI-powered prompts now and start building a winning strategy today!

In its latest joint letter to Judges Richard M. Berman and Paul A. Engelmayer, the Department of Justice frames its update as a status report on compliance with the Epstein Files Transparency Act, emphasizing the scale and complexity of the task rather than offering concrete results. The DOJ reiterates that it is conducting an extensive review of materials connected to both United States v. Jeffrey Epstein and United States v. Ghislaine Maxwell, describing the universe of records as massive and varied, including investigative files, recordings, and other sensitive materials. The department stresses that its review process is focused heavily on redaction, particularly to protect victim identities and sensitive third-party information, and portrays this as a labor-intensive, multi-layered effort requiring careful quality control.Notably, the letter avoids committing to any firm timeline for completion or public release, instead repeating assurances of “ongoing progress” and good-faith compliance with the Act's directives. While the DOJ presents its work as methodical and necessary, the update effectively confirms that large portions of the Epstein-related materials remain unreleased well past statutory deadlines. The tone of the submission positions delay as an unavoidable consequence of caution and volume, offering process explanations in place of deliverables, and leaving the ultimate scope, pace, and completeness of the eventual disclosures unresolved.to contact me:bobbycapucci@protonmail.comsource:gov.uscourts.nysd.539612.845.0.pdf

The human journey is filled with all kinds of seasons—some of success, some of failure, and some of transition. In this episode, we discuss how to support yourself in showing up through ALL of life's seasons. Discover how to give yourself grace in each season, live without regrets, and shine in a way you'll be proud of looking back.

Click here for more on this topic and other free resources - https://www.drjimrichards.com This is week three of our January series, Resolutions That Work. If you made resolutions this year and you've already broken them, or you're close, you're not alone. Most people don't fail because they lack discipline. They fail because they don't understand how faith actually works. In this week's CyberChurch message, The Faith of God, I take you into Mark 11 and the story of the fig tree to show you why real change often starts invisibly. When Jesus spoke, nothing seemed to change at first, but the change had already begun at the root. Words spoken from the heart carry power, and many people cancel their own faith by speaking doubt, fear, or old beliefs about themselves before anything has time to manifest. If you want your decisions to last, they have to be rooted in who you are, not just what you want. That's why I encourage you to spend time with my book, Wired for Success, Programmed for Failure. It will help you develop your heart so that what you build actually lasts.

Our Great Friend, Courtney Beck is back on the podcast with a Toolbox Extra "Comeback" - Courtney shares her own Comeback Story and it's a a great reminder to all of us that Failure does not mean it's Finished! THIS is The Educational AD Podast!

In this episode, Candace reflects on a powerful moment from Jay Shetty's podcast with climber Alex Honnold — a reminder that success is often just a brief moment at the end of years of repeated failure.As a climber, Alex shares that failing is constant. Projects can take five or six years of trying, falling short, adjusting, and returning — all for a few minutes of completion before moving on to the next challenge. That perspective opens a deeper conversation about how we relate to failure in our own lives.Candace invites us to reframe failure not as something to avoid, but as the very substance of the journey itself. The repetition. The discomfort. The trying again when it would be easier to quit. If things came easily, the moment of arrival wouldn't carry the same meaning.Failure builds character — grit, determination, endurance, and the ability to stay present with uncertainty. It shapes us quietly, teaching us who we are long before we ever “succeed.”This episode is a gentle reminder to stop leaving dreams in the closet or ideas stuck in the mind. To start the thing. To do the hard thing. And to walk forward knowing that failure isn't a sign you're doing it wrong — it's proof that you're on the path.

Microsoft is laying the blame for its crap earnings call at the feet of its video game studios and Xbox. Couldn't possibly be Windows 11 or Microslop AI. No sir.Watch the podcast episodes on YouTube and all major podcast hosts including Spotify.CLOWNFISH TV is an independent, opinionated news and commentary podcast that covers Entertainment and Tech from a consumer's point of view. We talk about Gaming, Comics, Anime, TV, Movies, Animation and more. Hosted by Kneon and Geeky Sparkles.Get more news, views and reviews on Clownfish TV News - https://more.clownfishtv.com/On YouTube - https://www.youtube.com/c/ClownfishTVOn Spotify - https://open.spotify.com/show/4Tu83D1NcCmh7K1zHIedvgOn Apple Podcasts - https://podcasts.apple.com/us/podcast/clownfish-tv-audio-edition/id1726838629

What happens when grief arrives all at once—and refuses to follow the rules?In this deeply moving episode of Female Voices: Life & Loss, host Teresa Reiniger sits down with Mon Trice Williams (aka Poet Emma Dree)—a widow, mother, poet, author, and curator of healing spaces—who shares how losing her mother, husband, and five other family members within single year reshaped everything she thought she knew about grief, self-care, and resilience.Rather than trying to “fix” her grief, Mon Trice learned to listen to it—and what emerged was a powerful philosophy: self-care isn't a one-time rescue, it's a sustainable network. Through poetry, interactive open mics, serenity suppers, and immersive writing experiences, Mon Trice now creates healing spaces that help people process grief, identity shifts, and loss—together.This episode is a must-listen for anyone navigating grief, burnout, widowhood, or emotional overwhelm—and for those who feel pressure to be “high-functioning” while silently unraveling.

Listen to my Morning Monologue: I'm sharing my take on pressing issues, enlightening research on human behavior, answering questions I get by email, and my favorite, most instructive interactions with callers. Everything you'll hear is designed to help you become a better spouse, parent, family member, co-worker, friend, and human being. It's the free therapy you need! Call 1-800-DR-LAURA / 1-800-375-2872, email drlaura@drlaura.com, or make an appointment at DrLaura.comFollow me on social media:Facebook.com/DrLauraInstagram.com/DrLauraProgramYouTube.com/DrLauraJoin My Family!!Receive my Weekly Newsletter + 20% off my Marriage 101 course & 25% off Merch! Sign up now, it's FREE!Each week you'll get new articles, featured emails from listeners, special event invitations, early access to my Dr. Laura Designs Store benefiting Children of Fallen Patriots, and MORE! Sign up at DrLaura.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Join Jim and Greg for the Wednesday 3 Martini Lunch as they break down how the Electoral College map is likely to look after the 2030 Census, another staggering policy failure under California Gov. Gavin Newsom, the Ilhan Omar incident from last night, and the 40th anniversary of the Space Shuttle Challenger disaster.First, they welcome projections showing the next U.S. Census shifting the Electoral College map in Republicans' favor. Red states are expected to gain eight electoral votes, swing states one, while blue states lose nine. California is poised to lose four while Texas should gain four. If the projection holds, it could give GOP candidates an easier path to the White House starting n 2032.Next, they react in disbelief to a $236 million California program meant to help mentally ill individuals cycling through homelessness and jail that has reportedly helped just 22 people. Gov. Gavin Newsom insists the number is higher, but even generous estimates point to a massive failure and another example of ineffective governance in deep-blue states.Then, they discuss Rep. Ilhan Omar being confronted and having liquid squirted on her during a public forum Tuesday night. Omar was not seriously harmed and completed the event. Finally, Jim and Greg reflect on 40 years since the Space Shuttle Challenger exploded shortly after liftoff in 1986, sharing where they were when it happened and how it became their generation's defining national tragedy until the  9/11 terrorist attacks.Please visit our great sponsors:Try QUO for free, PLUS get 20% off your first 6 months when you visit https://Quo.com/3MLTake your personal data back with Incogni. Go to https://Incogni.com/3ML to get 60% off an Annual Plan. New episodes every weekday. 

Best known for her role as Queen Charlotte in Bridgerton, Golda Rosheuvel is an acclaimed actor of stage and screen. Her career spans powerful theatrical roles including Romeo and Juliet, Jesus Christ Superstar and a groundbreaking lesbian interpretation of Othello. She also stars in the spin-off series Queen Charlotte: A Bridgerton Story. In this conversation, Golda speaks movingly about her childhood and family: how her mother, a white social worker, met her father, a Guyanese Anglican priest, by chance at a choir rehearsal in Jamaica. She reflects on discovering she was dyslexic, navigating rejection, experiencing racism, struggling with motivation - and even failing an early audition for Bridgerton. Plus: why representation is so important. ✨ IN THIS EPISODE: 00:00 Introduction 04:12 Impact of Representation and Public Recognition 08:39 Challenges with Dyslexia 21:15 Navigating Identity and Belonging 28:10 Professional Challenges and Identity 29:08 Casting and Industry Feedback 29:47 Facing Rejection and Overcoming Setbacks 30:32 Failed Auditions and Lessons Learned 31:45 Challenges of Racial Identity in Theatre 34:04 Progress in Representation and Diversity 35:35 Reflecting on Parental Influence 38:58 Navigating Personal and Professional Identity 40:36 Struggles with Exercise and Motivation 47:54 Final Thoughts and Legacy

*Note: This episode was originally released on May 30, 2023.In 2011, 19-year-old Josie Dikeman was accused of child neglect after her boyfriend's one-year-old daughter suffered a skull fracture and a brain injury in her care. That charge was dropped. Two years later, she was convicted in a separate child neglect case regarding the same little girl, by then age three, who had been returned from foster care only to become malnourished and suffer fractured hands and feet while in Josie and her boyfriend's care.After Josie moved in with her new boyfriend, Derek Pedrin, forming a large, blended family with seven children, loved ones began reporting concerns that Josie was abusing or neglecting Derek's son, Alexavier. Derek and Josie began refusing to let Alexavier's maternal family see him. On February 10 of this year, police performed a welfare check at the family's request, finding Alexavier asleep and very drowsy, but supposedly fine. Fifteen hours later, police returned to the home, where six-year-old Alexavier was pronounced dead.This is part one of the infuriating story of Alexavier Pedrin. Links discussed in today's episode:Anderson family GoFundMe campaign: https://www.gofundme.com/f/rjfpz-justice-for-alexJustice for Alexavier on Facebook: https://www.facebook.com/profile.php?id=100090123498090 Justice for Alexavier on TikTok: https://tiktok.com/@justice.alexavier Photos related to today's episode can be viewed on Facebook: https://www.facebook.com/sufferthelittlechildrenpodYou can also follow the podcast on:Instagram: https://www.instagram.com/sufferthelittlechildrenpod Youtube: https://www.youtube.com/c/sufferthelittlechildrenpodcast TikTok: https://www.tiktok.com/@STLCpod My Linktree is available here: https://linktr.ee/stlcpod Visit the podcast's web page at https://www.sufferthelittlechildrenpod.com. By supporting me on Patreon, you'll also access rewards, including a shout-out by name on the podcast and exclusive rewards. Visit www.patreon.com/STLCpod. You can also support the podcast at www.ko-fi.com/STLCpod.**New! Become a member of my channel for perks, ranging from a shout-out, members-only chat emoji, and loyalty badges to other rewards. Click here: https://www.youtube.com/channel/UCogRWoIzWMy7TX5PuX18smQ/joinJoin my Spreaker Supporters' Club: https://www.spreaker.com/podcast/suffer-the-little-children--4232884/support This podcast is researched, written, hosted, edited, and produced by Laine.Music for this episode is licensed from https://audiojungle.net. Subscribe to Suffer the Little Children:Apple Podcasts: https://podcasts.apple.com/us/podcast/suffer-the-little-children/id1499010711Google Podcasts: https://playmusic.app.goo.gl/?ibi=com.google.PlayMusic&isi=691797987&ius=googleplaymusic&apn=com.google.android.music&link=https://play.google.com/music/m/I5mx3lacxpdkhssmk2n22csf32u?t%3DSuffer_the_Little_Children%26pcampaignid%3DMKT-na-all-co-pr-mu-pod-16Spreaker: https://www.spreaker.com/show/suffer-the-little-children Pandora: https://www.pandora.com/podcast/suffer-the-little-children/PC:61848?part=PC:61848&corr=podcast_organic_external_site&TID=Brand:POC:PC61848:podcast_organic_external_siteSpotify: https://open.spotify.com/show/0w98Tpd3710BZ0u036T1KEiHeartRadio: https://iheart.com/podcast/77891101/ ...or on your favorite podcast listening platform.If you see something, say something. https://childhelp.org

For years we have warned about the attempt at a push to break up the USA and the West with an engineered Civil War and the Hollywood propaganda has foreshadowed this. Tonight we cover the recent shocking events pushing this collapse. Send Superchats at any time here: https://streamlabs.com/jaydyer/tip Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/join Order New Book Available here: https://jaysanalysis.com/product/esoteric-hollywood-3-sex-cults-apocalypse-in-films/ Get started with Bitcoin here: https://www.swanbitcoin.com/jaydyer/ The New Philosophy Course is here: https://marketplace.autonomyagora.com/philosophy101 Set up recurring Choq subscription with the discount code JAY60LIFE for 60% off now https://choq.com Subscribe to my site here: https://jaysanalysis.com/membership-account/membership-levels/ Follow me on R0kfin here: https://rokfin.com/jaydyer Music by Dr Evo the Producer, Jay Dyer and Amid the Ruins 1453 https://www.youtube.com/@amidtheruinsOVERHAUL Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/join #entertainment #podcast #comedyBecome a supporter of this podcast: https://www.spreaker.com/podcast/jay-sanalysis--1423846/support.

For years we have warned about the attempt at a push to break up the USA and the West with an engineered Civil War and the Hollywood propaganda has foreshadowed this. Tonight we cover the recent shocking events pushing this collapse. Send Superchats at any time here: https://streamlabs.com/jaydyer/tip Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/join Order New Book Available here: https://jaysanalysis.com/product/esoteric-hollywood-3-sex-cults-apocalypse-in-films/ Get started with Bitcoin here: https://www.swanbitcoin.com/jaydyer/ The New Philosophy Course is here: https://marketplace.autonomyagora.com/philosophy101 Set up recurring Choq subscription with the discount code JAY60LIFE for 60% off now https://choq.com Subscribe to my site here: https://jaysanalysis.com/membership-account/membership-levels/ Follow me on R0kfin here: https://rokfin.com/jaydyer Music by Dr Evo the Producer, Jay Dyer and Amid the Ruins 1453 https://www.youtube.com/@amidtheruinsOVERHAUL Join this channel to get access to perks: https://www.youtube.com/channel/UCnt7Iy8GlmdPwy_Tzyx93bA/join #entertainment #podcast #comedyBecome a supporter of this podcast: https://www.spreaker.com/podcast/jay-sanalysis--1423846/support.

Join Jim and Greg for the Wednesday 3 Martini Lunch as they break down how the Electoral College map is likely to look after the 2030 Census, another staggering policy failure under California Gov. Gavin Newsom, the Ilhan Omar incident from last night, and the 40th anniversary of the Space Shuttle Challenger disaster. First, they […]

Austin shares 4 ways that failure has helped to skyrocket his career. Success and failure are perceived incorrectly by so many people, so change your mindset. Learn from your failures and that will lead to your success!Time Stamped Show Notes:[0:25] - 4 ways that failure helped to skyrocket Austin's career[0:35] - The problem with the perception of success and failure[2:54] - Austin's journey through failure to success[3:05] - Trying to start a music blog[4:42] - Trying to start an apparel company[6:40] - Trying to be a freelancer[7:35] - Trying to create an app[9:28] - The beginning of Cultivated Culture[13:25] - Just go try somethingWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

Today we're going beyond the crime to expose the system that created the conditions for tragedy.The Nick Reiner case has America asking how this could happen. But the harder question — the one nobody in power wants to answer — is why we built a treatment system where failure is the feature, not the bug.This True Crime Today deep dive examines a $42 billion addiction treatment industry with relapse rates between 40-90% depending on the substance. An industry where insurance companies can override treating physicians and discharge patients in crisis because the money ran out. Where facilities charge families six figures and face zero accountability when treatment fails.We break down the 28-day myth — how an arbitrary insurance timeline from the 1970s became the gold standard for treatment, despite zero neuroscience supporting it. We expose utilization review, the process that lets someone in another state with no medical degree decide that a suicidal patient is "stable enough" for discharge.And we examine how the workers on the front lines — counselors starting at $38,000 a year — burn out at alarming rates while the industry they power generates billions.The Reiner case isn't an anomaly. It's a symptom. Families across America are trapped in the same cycle: emergency intervention, treatment, discharge, relapse, repeat. Until the money runs out or the worst happens.Today, we name what's killing them.#TrueCrimeToday #NickReiner #RobReiner #RehabScandal #AddictionTreatment #MentalHealthCrisis #InsuranceIndustry #FamilyDestruction #SystemicFailure #AccountabilityJoin Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspodInstagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/tonybpodListen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872This publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.

Kiera is here with a gift to make your practice even better: The three most common mistakes dental practices make, and guidance on how to get out of them. Is your practice making one of these mistakes? Delegating tasks without ownership Avoiding hard conversations Flying blind on your numbers Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners, this is Kiera and today is one of my favorite topics of all time. It's how to avoid the pitfalls because I feel like these are costly mistakes that dental practice owners make. We make these costly pitfalls. We go into them. We don't know about them. And you guys, if you know me, I have a mantra and I say, don't lose money. I hate losing money. It's one of my biggest pet peeves and I don't want you to lose money. So I'm excited to talk about it. I hope you guys are excited because...   The reality is like so many people talk about like, success leaves clues and it does, but so does failure. And I I talk about this a lot when I present and when I speak and I say like success and failure are truly not radically different. They're not, they're like small little things. It's like successful practices are consistent. Successful practices put systems in, successful practices look at their KPIs, successful practices have team meetings that are effective. Successful practices have CEO time.   Successful practices have delegation and ownership. Successful practices ⁓ follow through. They look at their case acceptance. They make their re-care calls. They do their reactivation. They do different verbiage. Like that's what they do. Failure practices don't stay consistent. They always have an excuse. They're always blaming. ⁓ They don't check their case acceptance. They don't track their KPIs. They don't look at their numbers. They don't take CEO time. Like these are just little steps. And like with my fingers, if you're just listening, I'm like,   almost like scallops, like if we've got a middle point, success is I checked my KPIs, failure is I didn't check my KPIs. And while that's not like a huge move, it is moving you points away to where you end up either closer to success or closer to failure. And so I think when we realize this, these are the ones, like, how can I help you guys avoid these costs and mistakes? How can I like motivate and inspire you and like, not just motivate, but genuinely change you?   So that way it's not this I like, well, shoot, we're on failure row. Shoot, like, I don't really know about this. Like, I just want to talk about three of the most common mistakes that people make and how do you correct course because you're going to make mistakes. But like if I'm doing the scallops again, successful offices realize like we didn't do the KPIs. So we're going to start doing the KPIs and we don't miss those. We're going to hold the meetings and we don't miss those.   they course correct before they end up in the failure or the success bucket. They're course correcting constantly. And so this is just like where I'm at coaching hundreds and thousands of offices, team members galore, our team, like literally, I feel so blessed that we get to serve so many offices. I just saw like this really awesome highlight reel of all these doctors that came in person and I was watching it with Jason and I look over and Jason's just the sweetest thing. He's tearing up and he said, Kiera.   I knew when you started Dental A Team, it was going to be like, he's like, I never imagined it being what it is today. He said, but all those people's lives, including all of you listening to the podcasts, all of those lives that we've been able to change because of Dental A Team Gosh, that is just such a blessing. It's such a beautiful thing. And I just want to say thank you. Like, thank you for being here. Thank you for being a part of the offices. Thank you for being a part of my Dental A Team podcast family. Thank you for just showing up. Thank you for changing lives through dentistry. Thank you for giving people a gift of confidence. Like,   And for me to be able to give you a gift to make your practice even better, that's what I'm here for. That's what Dental A Team's about. So like we're here to help you recognize patterns. We're here to help you avoid burnout. We're here to help you make small changes before they become giant snowballs. And I think like my thought process has always been I'm here to positively impact the world of dentistry in the greatest way possible. We're here to share this podcast message with every single office out there. We're here to help offices realize like running a successful practice.   does not have to be hard. It can actually be easy. And let's give you the tools, the tips, the resources, all of that to make your life a grand success. So if that sounds great to you, we'll rock on. So step number one, mistake number one that's very costly is delegating tasks without ownership. So like so many offices, hear them like, Kiera, I listened to the podcast and we implemented it, but like it just didn't work out. And I'm like, yeah, cause you delegated it and you didn't have the structure, didn't have the ownership, you didn't have the accountability, you didn't have the metrics. Like, okay.   One of the doctors called this doctor out and they said, this doctor is a walking cheat, like cheat code. Go talk to him, go ask him what he does because he's been able to take his practice for massive success, which is true. When I met them, were doing about 1.5. Now we're clearing five. We're going to be crushing six to seven. And I just like, gosh, the giddiness in me for this office. Like they deserve the sun, the moon, the stars. Like you name it.   They're just such good humans. And so when I think about this, like we're talking, this is a practice that went from like 1.5, 2 million up to this six, $7 million practice now, something I've noticed. And like I said, this doctor is a walking cheat code. They, when we go in and we're like, okay, we're going to roll out this new process. So we're going to do a new process on how we do case acceptance, or we're going do new process on how we do cancellations. They don't just go to the team and be like, all right guys, we're going to do cancellations. They are like, we're going to build an SOP.   we're gonna have a team training, we're gonna have a metric, we're gonna do it for these four weeks. And they don't take a long time to execute on that. So it's like, perfect, we're gonna have this done in the next three weeks. But they execute, it's rolled out, it's like, it's very, very thorough. And this is a practice of a very large team and they all do it consistently. And when something gets off, they just go right back to the SOP, they update the SOP, where was it missed? What do we need to do? Let's do a team training on it. But I will say I've coached hundreds of offices and this is one office that I watch   constantly that is able to delegate, have ownership and be able to have a full team move and stay hyper accountable. So this is just like, you've got to have ownership. You've got to have SOPs. You've got to roll it out to the team, make sure everybody's aware. And then we've got to have the metrics and the check-ins to make sure something's not off. And if it is off, we follow through on it. So people know that when we roll out new processes, they're here to stick. They're not just like a flash in the pan of like, I heard it on a podcast. Let's try it out.   No, it's very, very, very thorough. So a quick check for you is like, go back and look at the last three things that you delegated. Did you assign them? Did you own them? And did you have follow up on it?   crickets. Yeah, yeah, because you did it. Darn it. But you're going to do it in the future. Or maybe you did. And I'm high fiving you. But most of the time, people don't. And this is so costly because then you can't ever be free. You think you're moving. You're taking one step forward, but you're actually taking like 500 steps backwards because nothing's actually getting delegated. Nothing's actually moving forward. And you're only relying on your A plus star players that are building all these ownership accountability pieces. And people are like, but I want everybody to be that way. And I'm like, human nature is not. Tell me how you're doing on your New Year's.   resolutions, probably not great because human nature by default doesn't stay accountable. Why do think I'm in business? because people, they know what they need to do. People are like, Kiera, I pay you to tell me like what to do that you do on the podcast. And it's like, yeah, because human nature is not follow through. Why do I pay a gym trainer? I've got all the resources, I got all the tools. I need somebody to literally hold me accountable to make me show up to work out. So look at the last three tasks. Did you delegate them? Was their ownership?   Did you follow up on them? Did they have a metric? If not, it up, fix that and start to delegate with ownership and accountability. So mistake number two, are you guys ready for this? It's avoiding hard conversations. ⁓ man, that's a crowd drop off. This is so real though, because we don't have like Patrick Lanziani has the five dysfunctions of a team. And if you and your team have not read this, I highly recommend it's a very easy fable. Have it as like some like,   evening reading. It's so fast, it's so easy and it's very, very great. And I think it's a reread. So if you've listened to it in the past or you read it, maybe do a reread. ⁓ But when we don't have trust and vulnerability and then we don't have healthy debate, AKA hard conversations, what happens is like little small issues become cracks and cracks aren't bad. But if cracks stay there, they actually break and then it becomes toxic and then it arose the entire team. So in leadership, we've got to have, let's like,   I coached his office. guys might know him. He's incredible. ⁓ They've got a lot of offices. think I did seven office visits ⁓ in three days. We were hauling booty. And I love this doctor because he pays for me to come in to coach his teams, to teach them how to have uncomfortable conversations, to remind them like this is why we're here. And the more we have just a few of these and we get away from the fear of discomfort.   and wanting to keep the peace, which is actually artificial harmony, we like care, we align and we move forward. And we use the sports analogy on this of, can you just imagine like pick your favorite sports team, basketball, baseball, soccer, I don't care what it is. Can you imagine for one second, like we'll just use basketball for instance, or football. Like if the quarterback or the point guard goes in, like let's do football, because they get thrashed. Like if that quarterback gets thrashed because his defensive line is not protecting for him.   or no one's open because they didn't follow the play, can you just imagine if that quarterback runs off the field and is like, hey coach, could you tell the defensive line to cover for me next time? Like absolutely not. Or if that quarterback is just like, I'm just so angry with my defensive line. Like they didn't block for me. Like, no, can you imagine? Like, no, they call it out. Like you got a freaking block for me. Like we need to win this game. I need this to happen. And they do it in real time because everybody on the team,   is committed to winning and they call each other in real time of their blind spots. Like my brother said, I'll play basketball. I played tennis. You got to call it in the moment. Like my dad is like, you got to call it in real time. You got to say, Hey, I need you to block. I need you to box out for me. I need you to like throw the ball. Like I'm here. Like I need you guys to get open, whatever it is. But like, if we can get a little bit better, that that's our culture rather than a, we sit here pretending to be perfect, but ultimately hating each other.   and hate's probably a strong word, but creating gaps. And so what I encourage is we normalize uncomfortable conversations. We normalize and encourage it. We push on peer to peer accountability. We have each other instead of it being up to the coach, AKA office manager or doctor, to each other, peer to peer, to where we talk about it. We wanna get the W, we wanna win. And so helping your team realize that this is going to be the best way for us to win is to have these hard conversations.   And it's not, I say it's not confrontation. It's just a conversation. Like let's take that hard out of there, but let's say what needs to happen. And so I would say, doctors, one of the worst things you can do to your great players is to tolerate the poor performance of a lower player. ⁓ Because they're watching you. They're watching to see standards are not what you say. They're what you tolerate. And so when you're A plus players are watching, like, well, doctor is going to do this constantly or doctors are not going to care about that. Now team members, can rise up and you can take care of things too.   Doctors, we've also got to make sure that we're encouraging and we're having the hard conversations too. I don't think you know how much I do not enjoy hard conversations, but I know as a leader, as a boss, as a CEO, as a consultant, I have got to have the hard conversations and I'm going to keep having them. They're not easy, but they are my responsibility and I'm going to show up as a good team member because actually that's better than living in artificial harmony. It's so much better. So there's a great quote.   If you want it, your success and happiness, that's my add on your success and happiness are directly proportional to the number of uncomfortable conversations you're willing to have. So if you want to grow, if you want to rise, how many of you look at your KPIs or your numbers like, gosh, freaking schedule is not full. Like, oh, like our profitability, like, but I go to my team meetings and I'm like, great job guys, you're doing great. Why don't we call it out? Hey, profitability is not where it needs to be.   What are our solutions to get it to where it needs to be? I'm not being a jerk. I'm not sitting here sizzling. Hey, our schedule is not up to goal. What are we doing to get that fixed? Let's have a conversation. Let's fix it. Let's normalize that. That's calling out in real time. Hey, our schedule is not to goal. Like what's our solution? How are we going to get there? It's like it's a huddle. It's a genuine huddle. Think about sports players. Like they get together. Like you need to block. I need you to call that person. I need you to do this. You guys need to call that all the hygienists. If you've got downtime, call seven patients, whatever it is. That's how we get the W.   something rude, let's normalize that we are a team. We call each other out. We celebrate when we win. Also like on the flip, like let's go to basketball, let's go to football. When they score a touchdown, the whole team that was just calling each other out of like, I need you to block, I need you to do this. They also go to the end zone and they freaking celebrate. They lift each other up, they're high-fiving. It's both. So let's make sure that we're calling each other out and normalizing that. And we're also celebrating and normalizing that as well. So this is something of, I would just encourage you to have   one honest conversation, and also I'd recommend in your next team meeting, let's have this if that's a standard, put it up in the break room. We normalize hard conversations. We encourage hard conversations. We are a company that does not sit in artificial harmony. Whatever it is, plaster that, build that into your culture. This is something you've got to like, if you guys could see, I'm like boxing out, like I'm pushing the defense. Like you've got to push this through all the way for you guys to get this to be that and to avoid that costly mistake.   All right, mistake number three. This one should come as a no brainer. You guys know I love numbers and numbers love me. It's flying blind on your numbers. So I think that production feeds the ego, profit feeds the family. So when I look at this, so many doctors are like, well, Kiera, I know you say that the numbers are there, but I don't have any money. And I'm like, yes, but making haphazard, crazy decisions because you're not looking at your numbers and you're not using them as a roadmap, you're just   flying by the seat your pants. And so when you look at this, you've got to know like, here's just a, guess, I guess to help you see like, am I flying blind on my numbers or do I maybe know my numbers? Question number one, what's your breakeven number? Now that's twofold. What's the breakeven number on the practice and what's the breakeven number paying you? Two questions, okay? My question is, what is your overhead on your supplies? What percent, what is your current overhead?   What is your debt services taken out of your overhead? What is your EBITDA? What is your net profit? AKA cashflow. Of that profit, are you saving your taxes? Hmm, something to think about. Fascinating, right? That's how you know. And if you can't answer those questions right now.   I know you're probably flying a little blind. Maybe you even just have like a eye patch on. That's okay. Maybe you're only half blind, not all the way blind. Or maybe you're like, Kiera, I'm walking in the dark. I don't even know any of that. don't even know where to find the PNL. It's fine. Wherever you are, you've got to get this dialed. Like I am a sticky broken record. haven't talked to her. Oh man, I'm so excited. She's going to get on podcast with me. And last year we were chatting and she was like, Kiera, like we were debating. Is she going to join consulting? Is she not going to join consulting? And she's like,   I have got to get profitable. And I said, all right, rock on, challenge accepted. We are going to get you profitable. I have been a broken record with this poor doctor for an entire year. It's production, profit, production, profit, production, profit, production, profit. Head down, produce, make sure your team's collecting and make sure we're profitable. That is what we've done all year long. And guess what? Come the end of the year, she's like, Kiera, I have so much money, I got to pay taxes on it. Like we did it.   and she did it in 11 months. So production, profit, production, profit. If you're producing, but you're not collecting and you're not looking at your numbers, you're not going to be profitable. If you're not planning for taxes and you're not saving for taxes, you're not gonna be profitable. If you don't know what your breakeven is on the practice and then what the breakeven is and what it needs to produce with you in there, you can't project this out and you can't forecast it and we can't figure out what your daily goal needs to be. And then you're just producing for the sake of producing for your ego.   Who was that a rank? Could you tell us there? If you like that email me Hello@TheDentalATeam.com. I might rap it. You guys, I used to have a rapper name Skittlez with a Z so I could wrap with Eminem. Tell Eminem I'd love to wrap with him. I've never gotten that far, but you know, Skittlez, Skittlez and Eminem. I don't know why I just told you that. Email me Hello@TheDentalATeam.com. If you think I should be Skittlez and rap it out. I'd love to hear from you. I genuinely love a good pen pal. So write me. But you've got to know your numbers. You have to.   non-negotiable. And this is, think, where accountability as a coach comes into play. I force our clients with our consultants to know their numbers. We call it the yes model. You've got to have your vision. That's the Y. E stands for earnings. You've got to be profitable, non-negotiable, otherwise go be an associate. And S stands for systems and team development. If we know the vision, when we look at the numbers, it's going to tell us the systems and team development we need to do, period. Period. That's the formula. That's all it is. So if you're flying blind on your numbers, like, ugh.   Guys, I'm scratching my head over here. This is stress. If you ever see me fluff my hair, it means I'm stressed, okay? My team has told me they're like, Kiera, what you do is it's a little like side fluff. And right now it's both hands fluff. Like I'm stressed out for you because I used to fly blind on numbers. So many clients flying by on non-numbers. They don't look at it. They've got multi-practices and they don't break it down. You guys, these are costly pitfalls. So remember, go back to the success and failure. They're not radically different. It's failure to look at the numbers.   It's failure to say like, I don't care if you don't know numbers or not, I don't know numbers either. But guess what? Kiera freaking loves numbers and numbers freaking love Kiera. That is how this works. It is, I'm going to force myself to learn this. You guys, on my goal board, I'm not joking you. I should like take pictures of this so you guys can see it. In my bedroom, Jason and I made this like joint goal board. If you guys wanna get your spouse involved in your life, cause you feel like you're just driving and growing without them.   Joint goal board between the two of us has been amazing and it sits in our bedroom. It's not pretty It was built on Canva. It cost me eight bucks. It took us a Sunday to do it together But I literally have this like sign and it says tax expert ahead. I Did not know taxes. I was getting burned every single year I was crying every single December and I was like I am never doing this again I'm going to become a freaking tax expert. I started reading books on it. I called up the CPAs. I started researching it I was like, okay, it's just a formula. Yes, of course. They're like all these ways I can reduce it   But at the end of the day, it's really just a very simple formula. Whatever my profit is, whatever my tax bracket is, I know, yes, yes, yes, yes, yes, this is a very simplified version. CPAs don't come after me right now. It's just truly like, if I can take that, I'm always gonna have a slush and I'm not gonna cry. And I figured it out. And for you, I want you to take it on like, you're gonna learn taxes. You're going to be profitable. I want your goal for 2026, 2027, 2028, 29, 30, 31, 32, 33, forever that you are profitable always.   I have a mantra and I say, Kiera Dent does not lose money. And I want you to be the same way. Always profitability, profitability, profitability, get the production, get the profitability. We got to, and again, the way we increase profit, increase production, increase collections, decrease costs. Those are the three levers. So look at the numbers, get your team bought in. This is a costly mistake that I don't want you to make. So commit that by Friday, you will have a KPI scorecard in place, or you're going to call Dental A Team.   TheDentalATeam.com go on over, email me, hello, book a call, whatever it is, I will help you out, but you are going to learn your numbers. There's no more excuses. It's not that hard. I promise you, our fee will offset the amount of money you are going to make. Most of our clients are like a two to one, eight to one, 10 to one ratio, meaning we are making that much more money. So a 10 to 30 % increase in production, 30 % would be a three to one ratio. Like you guys, it's insanity what we're able to do for offices. I love it. We usually pay for ourselves in the first couple of months.   So it's 100 % worth it. Know your numbers. You just knowing your numbers and tracking and measuring will make you more profitable. So don't be the person that has these costs and mistakes. You gotta take ownership. Like bottom line, the way we had this, mistake number one, delegating tasks and not having ownership. So think back to that. We gotta delegate like that office I told you about. Again, this is a $7 million practice. You wanna be like a $7 million? Do the things today to be the $7 million practice.   You've got to have the hard conversations, normalize that, have that be a part of your culture. And number three is you've got to freaking know those numbers. I love numbers, numbers love me. And if you're not great at this, that's why I've got the podcast. That's why we're here. Reach out, Hello@TheDentalATeam.com. Do not do this alone. Do not spend another minute struggling through these costly pitfalls. You don't deserve it. Your team doesn't deserve it. Your patients don't deserve it. So reach out, it's time. Hello@TheDentalATeam.com. But please commit to yourself that you're going to do this.   You're not failing. You're not clear over the failure bucket. You're just a few little shifts away from it. And again, remember success and failure are not radically different. They're just small little micro steps. You can quickly make those back and get closer to where you actually want to be. It's not huge. It's not hard. It's not all these crazy things. It's small incremental changes that are going to radically change your life. So make the call, make the changes, commit. You're worth it. You deserve it. And as always, I'm cheering you on forever and ever.   I'm here on your team. I'm here in your corner. I'm here in your air pod. Wherever I'm at, just know I'm rooting for you. You deserve it. Let's do this together. Let's have you do this on your own, whatever it's going to be, but commit to not having these costly mistakes be your mistakes. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.  

What would make a 30-year-old with a corner office, a clear path to CEO, and more money than he ever imagined… walk away from it all?That's the question at the center of this conversation with Daniel Harkavy.Daniel spent his 20s grinding in the mortgage banking world, chasing deals, money, and success. By 30, he was next in line to run the company—but a quiet inner voice told him this wasn't the life he was meant to live. So he walked away.For the last three decades, Daniel has helped high-performing leaders do what this show is all about: build successful businesses without sacrificing their life in the process. As Founder of Building Champions, he's coached CEOs and executive teams at organizations like Chick-fil-A, Pfizer, and Bank of America.We talk about why so many leaders burn out after they scale, how culture and leadership behavior quietly shape everything, and what it really means to do business and life by design.5 of the biggest insights from Daniel Harkavy…#1.) Walking Away Wasn't Quitting, It Was ClarityDaniel walked away at the height of his career because success didn't feel sustainable anymore. A one-year sabbatical forced him to realize that continuing would have meant building a life he didn't want, no matter how successful it looked.#2.) A Smart Approach to Hiring Top PerformersDaniel built his team by intentionally spending time building relationships with his competitors — learning their goals, understanding where they were stuck, and finding ways to help them improve. By genuinely helping competitors grow where they were, he built trust, loyalty, and credibility. And when the time came, people chose him willingly.#3.) Scaling Without Vision Is How Advisors Get StuckA lot of advisors scale because they think they're supposed to. But if the “why” isn't clear, growth just adds complexity, stress, and people problems. Scaling only works when you're being pulled forward by a clear vision — not pushed by ego, comparison, or fear of missing out.#4.) Emotional Volatility Quietly Destroys CultureEmotional blowups cost more than most leaders realize. The energy spent repairing internal damage is energy not spent growing the business. Over time, volatility wears down culture, momentum, and trust, even when intentions are good.#5.) Fear Loses Power When You Zoom OutWhen you really ask, “What's the worst case?” most of the fear driving decisions starts to shrink. Failure is part of building anything meaningful, but it's rarely the disaster we imagine. Perspective changes the weight of decisions and helps you build with intention instead of fear.SHOW NOTEShttps://bradleyjohnson.com/153FOLLOW BRAD JOHNSON ON SOCIALTwitterInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies.TP01255162010 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In Part 2 of this powerful conversation, Robyn Benincasa returns to go deeper on one of the most misunderstood elements of leadership: commitment when motivation fades. Drawing from decades of adventure racing, firefighting, and nonprofit leadership, Robyn explains why elite teams don't wait to feel ready — they move forward anyway. Together with Dwayne Kerrigan, Robyn unpacks the difference between confidence and ego, why standing still is often more dangerous than moving imperfectly, and how innovation only emerges when teams focus on how to win, not how to avoid losing. Through unforgettable stories involving Steve Gurney, creative rule-bending, and suffering with grace, she illustrates how forward momentum unlocks answers that planning alone never will. The conversation culminates with a deep dive into Project Athena, the nonprofit Robyn founded to help survivors of medical and traumatic setbacks reclaim identity, confidence, and purpose through team-based endurance adventures. This episode is a masterclass in leadership under pressure, culture design, and why the ability to suffer well — together — is a competitive advantage in business and in life. EPISODE HIGHLIGHTS: 00:00 – Robyn explains commitment through action, not emotion. 02:00 – Dwayne connects mentorship, influence, and leadership responsibility. 05:00 – Why being willing to be a beginner fuels innovation. 07:30 – Failure, repetition, and learning through action. 10:30 – Why preparation paralysis keeps people stuck. 13:30 – Emotions, discipline, and not letting feelings run your life. 16:00 – “Winning is that way” and the mindset shift that sparks innovation. 18:30 – Steve Gurney stories and thinking inside the rules vs. white space. 22:00 – Team selection, culture fit, and suffering equally. 26:00 – Ego vs. confidence and rotating leadership by strength. 30:00 – Why top-down leadership fails in complex environments. 34:00 – Relinquishing ego to avoid slowing the entire team down. 38:00 – Project Athena's mission and creating comeback identities. 43:00 – How shared suffering builds lifelong trust and leadership. 48:00 – “Excellent suffering” and using adversity as an advantage. 52:00 – Robyn's six hip surgeries and redefining resilience. 54:00 – Where to find Robyn, Project Athena, and closing reflections. KEY TAKEAWAYS: Commitment is demonstrated by action, not emotion. Feelings can inform decisions, but they should never rule them. Forward momentum creates clarity; standing still creates fear. Innovation comes from operating in the white space. Helping others is the healthiest outlet for ego. Identity is shaped by comeback stories, not setbacks. NOTABLE QUOTES: “ I show my commitment to my goals by what I do, regardless of how I feel.” - Robyn Benincasa “ Commitment starts when the fun stops, right? I mean, you're not actually showing your commitment until shit's not fun anymore.” - Robyn Benincasa “There's a difference between...

The KEYS to VICTORY inside this episode...

Global channel sales in IT are projected to exceed $4 trillion this year, with two-thirds of total spending driven by partner-led deals, according to Omdia research. However, managed service providers (MSPs) continue to encounter significant integration failures following mergers and acquisitions, leading to operational inefficiencies and diminished client trust. The Business of Tech analysis highlights that stacking acquisitions without comprehensive integration amplifies risks, particularly affecting margins, service consistency, and accountability.Supporting survey data from POPX indicates that 60% of UK MSPs report platform and data integration as critical hurdles post-acquisition, while 44% identify poor morale and lack of team alignment as sources of inefficiency. Notably, 38% experienced client disruption during transitional periods, signaling that rapid growth without sufficient operational coherence creates drag rather than leverage. These issues are compounded by rising technology budgets—nearly 75% of organizations expect increased IT spending—and intensifying reliance on AI and cloud services in MSP environments.Additional stories addressed include the widespread adoption of unsanctioned "Shadow AI" tools in healthcare settings, with over 40% of workers aware of unapproved usage, and the increasing tendency for AI platforms to reference general sources like YouTube over traditional medical authorities. The episode further examines new AI-driven arbitration tools, platform consolidations within managed security, and the centralization of authority across purchasing and service delivery ecosystems. Vendor integrations, such as Synchro's marketplace partnership with Ironscales and LevelBlue's acquisition of AlertLogic's unit, illustrate a shift away from component choices towards streamlined, but potentially opaque, accountability structures.For MSPs and IT service leaders, the central takeaway is not the urgency to adopt new tools, but the necessity to clarify ownership, governance, and liability as technology platforms accelerate efficiency and centralize control. Failure to address integration fundamentals, define formal oversight for AI-driven decisions, and maintain transparency amid automation will expose service providers to unpriced risks and erode client trust. Sustained growth is contingent upon operational discipline, not just expanding portfolios. Four things to know today 00:00 Channel Growth Accelerates While MSP Integration Failures Threaten Margins and Trust03:58 New Research Shows Agentic AI Adoption Outpacing Governance and Workforce Readiness07:25 AI Interfaces, Security Consolidation, and MSP Marketplaces Point to a Shift in Where Authority Lives10:27 AAA's AI Arbitrator Shows How Automation Changes Who Owns Decisions, Not Just How Fast They're Made This is the Business of Tech.    Supported by: 

Send us a textIn this conversation, Thomas' guest shares his journey from a challenging upbringing in Brazil to becoming a successful Jiu Jitsu champion. He discusses the importance of competition, the influence of his family, and the lessons learned through sports. He emphasizes the significance of mental health in athletic performance and reflects on the role of failure in personal growth.Here is The RŌL Radio with the head coach at Sanctum Jiu-Jitsu, a 2 time ADCC vet, and a 2025 Worlds NoGi and Gi champion, Roosevelt Sousa.www.rolacademy.tv 30% discount with ROLRADIO code at checkout. Over 1600 videos for your Jiu-Jitsu journey.FREE Access to ROL TV - https://rolacademy.tv/yt/269-the-rol-radiohttp://www.therolradio.comhttps://www.instagram.com/therolradiohttps://www.facebook.com/therolradio/https://www.instagram.com/rooseveltbjj/https://www.instagram.com/sanctumjiujitsu/Episode Highlights:2:27 Roosevelt's Reasons for Being Competitive8:48 Lessons from a Tough Upbringing20:17 Starting Jiu-Jitsu and Finding Purpose in the Sport32:52 Becoming a Coach and Mentor36:40 Do Things Happen for a Reason41:22 Failure and Hardship57:35 Positive Mindset1:02:53 Biggest Life LessonSupport the show

Chris Papst is an awarding winning reporter and the author of "Failure Factory: How Baltimore City Public Schools Deprive Taxpayers and Students of a Future."We had a great conversation.You can probably imagine what we talked about. I hope you find it as interesting as I did.

Ever feel like you're running full throttle, but stuck at the same spot? You're pushing hard, grinding daily, checking off the to-do lists, but something just isn't clicking. You're moving, but you're not making the progress you want. That gap between where you are and where you want to be? It's suffocating you. It's got you questioning what you're doing wrong. And let's be real — you might even be thinking, "I'm a failure." I've been there. The frustration…the self-doubt…the pain of feeling like your goals are still out of reach. Trust me—I've faced that big gap between dreams and reality more times than I can count. I've hit major roadblocks, fallen flat on my face, and thought I'd never get where I wanted to go. But here's the secret I've learned (the hard way): Failure is never permanent when you have a next step. In today's 5-Minute Drill, I'm diving deep into how to turn your pain into progress. I'm not just talking about moving past setbacks — I'm sharing the exact strategy that helped me and countless other pro and executive athletes find clarity and keep pushing forward when we felt stuck. So, if you're sick of feeling paralyzed by the gap, stuck in that frustrating place between where you are and where you want to be in any area of life, this episode is for YOU. In this episode, you'll hear: How to reframe failure and see it for what it really is How to process the gap between your dreams and reality and stop it from holding you back The strategy to help you take your next step no matter how small it may seem Connect with J.R.  Facebook: https://www.facebook.com/jamesJRreid  Instagram: https://www.instagram.com/jamesjrreid/  LinkedIn: https://www.linkedin.com/in/jamesjrreid/  Twitter: https://twitter.com/jamesJRreid Website: jamesreid.com Check out The Clutch Club™️: jamesreid.com/club (For Men Only) Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select "Ratings and Reviews" and "Write a Review" then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know we sent you.

Brian From reflects on the passage of time—from the 40th anniversary of the Bears’ Super Bowl win to the Challenger disaster—and what those moments teach us about pressure, pride, and doing the right thing. Along the way, the episode explores failure and redemption, political double-speak, perseverance in sports, career wisdom from a retiring CEO, and why character must outweigh convenience. Brian closes with a devotional call to courage, resolve, and faithfulness, reminding listeners to stand firm, assume the best in others, and live with integrity in both public and private life.See omnystudio.com/listener for privacy information.

Ever feel like you're doing everything “right” but one email, one comment, or one awkward moment wipes your motivation clean? We've been there. Today we flip the script with a simple, powerful playbook: change the question, choose meaning over motivation, and use the 10-10-10 rule to shrink regret and build momentum you can trust.We start with a classic Roddy Piper line and turn it into a mindset tool: when you don't have the answer, change the question. That shift moves you from rumination to learning. Instead of “Why did I fail?” we ask “What can I learn?” and “What's the next best step?” From there we dig into why motivation fades under daily friction—emails, traffic, tense calls—and how a clear sense of meaning outlasts the noise. When your mission is written, specific, and personal, your energy flows where it matters and momentum finally sticks.We get honest about mental replay loops that spotlight mistakes over wins, and we bring in the 10-10-10 rule to right-size fear and embarrassment. How will this matter in 10 minutes, 10 months, and 10 years? That time lens cools hot emotions and clarifies action, whether you're pitching a client, launching a product, or recovering from a cringey moment. Along the way we underline a hard truth: growth happens in the valleys. Failure leaves clues. Resilience is built by walking through the mess, not dodging it.If you're ready to redirect your focus, regain control, and move forward with practical tools you can use today, this one's for you. Subscribe, share with a friend who needs the nudge, and leave a review to tell us the one question you're changing this week.If you found value in today's show please return the favor and leave a positive review and share it with someone important to you! https://www.sharethestrugglepodcast.com/reviews/new/Find all you need to know about the show https://www.sharethestrugglepodcast.com/Official Facebook Page https://www.facebook.com/profile.php?id=100077724159859Join the 2% of Americans that Buy American and support American Together we can bring back American Manufacturing https://www.loudproudamerican.shop/Loud Proud American Facebook: https://www.facebook.com/LoudproudamericanLoud Proud American Instagram: https://www.instagram.com/loud_proud_american/Loud Proud American TikTok: https://www.tiktok.com/@loud_proud_americanLoud Proud American YouTube: https://www.youtube.com/channel/UCmYQtOt6KVURuySWYQ2GWtwThank you for Supporting My American Dream!

In its latest joint letter to Judges Richard M. Berman and Paul A. Engelmayer, the Department of Justice frames its update as a status report on compliance with the Epstein Files Transparency Act, emphasizing the scale and complexity of the task rather than offering concrete results. The DOJ reiterates that it is conducting an extensive review of materials connected to both United States v. Jeffrey Epstein and United States v. Ghislaine Maxwell, describing the universe of records as massive and varied, including investigative files, recordings, and other sensitive materials. The department stresses that its review process is focused heavily on redaction, particularly to protect victim identities and sensitive third-party information, and portrays this as a labor-intensive, multi-layered effort requiring careful quality control.Notably, the letter avoids committing to any firm timeline for completion or public release, instead repeating assurances of “ongoing progress” and good-faith compliance with the Act's directives. While the DOJ presents its work as methodical and necessary, the update effectively confirms that large portions of the Epstein-related materials remain unreleased well past statutory deadlines. The tone of the submission positions delay as an unavoidable consequence of caution and volume, offering process explanations in place of deliverables, and leaving the ultimate scope, pace, and completeness of the eventual disclosures unresolved.to contact me:bobbycapucci@protonmail.comsource:gov.uscourts.nysd.539612.845.0.pdfBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Alyssa joins executive producer Brian Teta to share her thoughts on the situation in Minneapolis following two fatal shootings involving federal agents. She also discusses Pennsylvania Governor Josh Shapiro's appearance on 'The View' and whether she believes he intends to run for president. Later, she shifts to lighter topics, including the new season of 'Bridgerton' and why she's changed her opinion on the Beckham family drama. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Hard Salt Beef. Railroad's Tales of Dunk and Egg is the best thing he's ever written in the ASOIAF universe, and the long overdue adaptation has finally made it to television. Red & Ivan smack the fleas out of their clothes and head to the Inn at the Crossroads to talk HBO's A Knight of the Seven Kingdoms. Dunk and Egg theme by Daniel Preston AKA Wesley Thunder Also, check out Red & Maggie Tokuda-Hall's podcast, Failure to Adapt, available on Spotify, Apple Podcasts, or via RSS As always: Support Ivan & Red! → patreon.com/boarsgoreswords Follow us on twitter → @boarsgoreswords Find us on facebook → facebook.com/BoarsGoreSwords

J-Si has been dealing with a lot of failure. Learn more about your ad choices. Visit megaphone.fm/adchoices

The Museum of Personal Failure is very relatable, BOOB TUBE: Nigella comes to "GBBO" and "Fear Factor," and MOVIE REVIEW: "Bugonia" -- the movie that's melting everyone's mind! See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.