Podcasts about fbas

On this episode of the Phillip Scott Podcast, Phillip speaks directly to the frustration felt across the FBA community: watching “them folks” continuously take from Black culture—our slang, our style, our creativity—without credit, respect, or accountability.From TikTok dances to business trends, the theft is constant—and it's not admiration, it's exploitation.In this powerful commentary, Phillip will:Call out the ongoing pattern of cultural appropriation without acknowledgmentBreak down why FBAs are exhausted watching our originality get stolen and monetized by outsidersExpose how this theft is deeper than just trends—it's about erasure and controlEmpower viewers to protect, own, and gatekeep what rightfully belongs to us

On this episode of the Phillip Scott Podcast, Phillip breaks down a viral moment where a white man comes to a surprising conclusion: anti-Black racism isn't just harming Black people—it's also costing white communities opportunities, stability, and influence.For years, FBAs have warned that a system built on oppression eventually collapses on itself. Now, those who once ignored the warnings are watching that reality unfold.In this episode, Phillip will:Highlight the man's realization and what triggered his change in perspectiveBreak down how racism undermines entire systems, including the ones that benefit its architectsExpose the cost of willful ignorance and false superiorityEmpower FBAs to continue telling the truth—even when it takes others years to catch up

On this episode of the Phillip Scott Podcast, Phillip breaks down a troubling traffic stop where a Foundational Black American man became “suspicious” in the eyes of law enforcement—simply for pulling over when a patrol car got behind him.The brother did what many FBAs have been conditioned to do for safety: slow down, pull over, and de-escalate. But instead of that being seen as caution, the officer twisted it into probable cause for suspicion.In this episode, Phillip discusses:How “complying” still isn't enough in the eyes of some officersWhy everyday survival instincts are used against Black driversThe coded language often used in reports to justify harassmentHow FBAs can remain aware, alert, and legally protected on the road

Planning a Behavior Intervention Plan (BIP) for high-intensity behaviors? This episode walks you through the 7 stages of the Crisis Cycle—and how to use it as a practical tool in your FBAs and behavior plans.We're talking real-world escalation, de-escalation, and everything in between: what the student actually does, how staff should respond, and how to keep your team aligned in high-stress situations.

On this episode of the Phillip Scott Podcast, Phillip speaks directly to the frustration felt across the FBA community: watching “them folks” continuously take from Black culture—our slang, our style, our creativity—without credit, respect, or accountability.From TikTok dances to business trends, the theft is constant—and it's not admiration, it's exploitation.In this powerful commentary, Phillip will:Call out the ongoing pattern of cultural appropriation without acknowledgmentBreak down why FBAs are exhausted watching our originality get stolen and monetized by outsidersExpose how this theft is deeper than just trends—it's about erasure and controlEmpower viewers to protect, own, and gatekeep what rightfully belongs to us

n this episode, Phillip Scott responds to a controversial claim made by a woman who suggested that the Republican-backed SAVE Act could classify Foundational Black Americans (FBAs) as undocumented.This claim has sparked heated conversations online, and Phillip breaks it all down—the history, the fear tactics, and the real impact of mislabeling FBAs in political narratives.

Phillip Scott breaks down the backlash after Foundational Black Americans (FBAs) contributed over $400,000 in support of Carmelo Anthony. While many see it as a show of unity and cultural appreciation, others are questioning or criticizing the move—but what's really fueling their frustration?

Phillip Scott delivers a clear message to other communities who continue to expect Foundational Black Americans (FBAs) to join protest movements that don't prioritize FBA issues. In this bold commentary, he explains why FBAs are choosing strategic separation, political focus, and self-preservation over performative activism.

Phillip Scott explores a rising concern in today's social climate—the growing presence of anti-Black sentiment and what that means for Foundational Black Americans (FBAs).Are FBAs being targeted more openly in today's society?Should we be concerned about subtle or overt racial energy in different spaces?

Phillip Scott reports on the CBC admitting that 5% of illegal immigrants are Black. Yet the CBC wants us to fight for immigration. FBAs don't benefit from immigration at all. We're only fighting for FBAs.

Join us as we break down the pros and cons of being a BCBA in a school vs. clinic setting, covering collaboration, job stability, workload, and more!

Many years ago, a wise principal once told me that good instruction is the best classroom management tool teachers have at their disposal. In Session 293, Dr. Todd Haydon joins me to discuss the practice of increasing the rate of students' opportunities to respond (OTR), which is an instructional practice that has been shown to improve classroom behavior. In doing so, Todd and I did a deep dive on his dissertation work, which culminated in the study, Haydon, Mancil, and Van Loan (2009). This study began with a referral to help students who engaged in disruptive and off-task behaviors. Rather than conduct several individual FBAs, Todd and his colleagues coached the teacher to increase the rate of posing academic questions to the class. The results spoke for themselves, and the rest is history. So tune in to learn how this practice works, and maybe it can be something that will help you in your practice! Oh, and by the way, he concludes the podcast with a very memorable story, so be sure to tune into the entire episode! Resourced discussed in this podcast: Today's ABA (Hanley, Session 160, CEU Available). How to Improve Classroom Management with the Good Behavior Game (Donaldson, Session 171, CEU Available). Pat Friman, No such thing as a bad boy (Inside JABA 7, CEU Available). Deconstructing Compassionate ABA (Hanley, Session 183, CEU Available). How to Use Group Responding (Heward, Session 260, CEU Available). Clinical Interviewing book (How to get "permission" to give advice). Classroom improvement courses from The Behavioral Toolbox. Using Opportunities to Respond in a General Education Classroom: A Case Study (Haydon, Mancil and Van Loan, 2009). Managing Negative Countertransference when Working with Children Exhibiting Externalized Behaviors: A Single-Case Design (Guest et al., 2025). Key and Peele substitute teacher skit. Remedial and Special Education. Tootling: current research and future considerations for school practitioners (Whitefield and Harry, 2024). PAX: The Good Behavior Game. Todd's Research Gate page. Numbered Heads Together. Todd's UC Faculty Page. This podcast is brought to you with the support of: Frontera. Consider taking a demo of Frontera's Assessment Builder and see how the ethical application of AI technologies can help you serve clients and save you time! Your first assessment report is free. And if you use code BOP25 you'll get an additional five assessments for just $100. So head to fronterahealth.com to check it out! The Profound Autism Summit. The Profound Autism Summit is a two-day conference taking place on April 10th and 11th in Boston, MA. Following on the massive success of the 2024 Summit, the 2025 event brings together leaders from the areas of research, medicine, treatment, advocacy, and education to discuss the needs and support of those with Profound Autism across disciplines and throughout the lifespan. HRIC Recruting. Cut out the middleman and speak directly with Barbara Voss, who's been placing BCBAs in great jobs all across the US for 15 years.  CEUs from Behavioral Observations. Learn from your favorite podcast guests while you're commuting, walking the dog, or whatever else you do while listening to podcasts. New events are being added all the time, so check them out here.  The Behavioral Toolbox. Check out our courses for school-based and other behavioral professionals, including our newest one, Motivational Interviewing: Getting Educator Buy-In. The Verbal Behavior Conference. Whether you attend in-person in Austin, TX, or online via BehaviorLive, you're going to love this year's Verbal Behavior Conference! Click here to get all the details!

Please join us for “Your FBA is a Fantasy! Making Trauma-Informed, Neuro-Affirming Practices Actionable, and Aligning our FBAs and BSPs Accordingly” – An Interview with Rick & Doris Bowman about their workshop and upcoming book on trauma-informed FBAs & BSPs Bringing together their combined experience and expertise in the fields of both mental health and education, Rick and Doris Bowman, affectionately known by schools and agencies around the country as “Team Bowman”, provide speaking, training, consultation, and coaching services to both educational organization and mental health agencies on topics of Trauma-Informed Practices/Care, Resilience Practices, Neuro-Affirming Practices, and approaches for intervening with youth with chronic challenging behavior of any cause. Having lived through the opposite ends of what they view as the “trauma spectrum” in childhood, Rick and Doris bring not only their professional expertise but their lived experience to the work that they do – Rick having grown up in the “hot family” that was marked by violence and abuse as a result of his father's own PTSD from serving 4 years fighting in the Philippines in WWII and his mother's mental health diagnosis of schizophrenia, and Doris in the “cold family” where she experienced invalidation of feeling and emotion altogether and the trauma of having had 9 family friends (adults and children) murdered just down the street when she was 7 years old and her family never speaking about what had happened. Rick & Doris's credentials include the following:·         M.A. in Clinical Psychology (Rick)·         M.S., Education / Special Education (Doris)·         Advanced Certified Trauma & Resilience Practitioner – Education® (ACTRP-E®)·         Advanced Certified Trauma & Resilience Practitioner – Clinical (ACTRP-C®)·         Certified HeartMath® and “The Coherence Advantage®” Trainer·         Certified “The Resilient Heart” HeartMath Trauma Practitioner·         Certified “Stress & Well-Being Assessment®” Provider (HeartMath Institute)·         Certified Trainer “Collaborative Problem Solving®(Think:Kids, Massachusetts General Hospital)·         K-12 licensed school administrator in the state of Oregon·         PCI Certified Parent Coach®·         Certified special educator & administrator in the state of OregonBetween them, Rick & Doris have held roles that include:·         Therapist·         Program Director·         Clinical Consultant·         Social Emotional Academic Learning Program Teacher·         Behavior Specialist·         Principal·         Assistant Principal·         Student Services Director They are now in the final stages of preparing to release their first book, titled after their current workshop – “Your FBA is a Fantasy! A Guide to Making Trauma-Informed, Neuro-Affirming Practices Actionable, and Aligning our FBAs and Behavior Plans Accordingly”.Support the show

Phillip Scott reports on an immigrant woman who states her community needs us because ICE is targeting them.

Phillip Scott reports on Rev Al Sharpton doing more performative antics. He led a buy-in at Costco for the company keeping their DEI programs.

Phillip Scott reports on an African immigrant stating that FBAs are becoming more prejudiced than them folks.

Lord Jamar Goes In On Fat Joe For Disrespectful Remarks About Him and FBAs.Lord Jamar breaks his silence on remarks Fat Joe made toward him.

Welcome to PODMAS 2024 of Built Like This Podcast! PODMAS is a 12-part series delivering mini episodes everyday from the 12th of December. Enjoy this additional content of Built Like This Podcast. Walmart is having body cam now, Fat Joe calls out FBAs, and Joe Biden has another pardon moment. For EXCLUSIVE content, become a Patron HERE Subscribe to Built Like This Podcast on YouTube HERE Follow Built Like This Podcast on Instagram HERE --- Support this podcast: https://podcasters.spotify.com/pod/show/built-like-this-podcast/support

Phillip Scott reports on Democrat shill Uncle Luke continuing to wish harm on FBAs because VP Kamala Harris lost the election. --- Support this podcast: https://podcasters.spotify.com/pod/show/phillipscottpodcast/support

Phillip Scott reports that the Democrats will never be able to win elections again until they do right by FBAs. --- Support this podcast: https://podcasters.spotify.com/pod/show/phillipscottpodcast/support

Phillip Scott reports on Democrat shill Bakari Sellers trying to use President Trump's cabinet picks to get Black Americans into an emotional tirade. --- Support this podcast: https://podcasters.spotify.com/pod/show/phillipscottpodcast/support

Welcome back to the Misfit Behaviorist Podcast!

Join small business owner Adam Deuling of "Deuling Design", and Nathan McLean of "Dune Hippie Machine" for a new series on the Dune Hippie Podcast. Adam and myself are both small business owners in West Michigan. We have been friends since high school, and we spend hours talking to each other about everything and anything regarding our small business. Todays topic of discussion is, hourly employee mindset vs small business owner mindset. If you have any ideas or questions for future episodes in this series please send them in a DM on social media at.@dunehippiemachine on IG or FBAs always thanks for listening to the show and enjoy,Dune Hippie

Meme crackdown around the world! Watch yourself! Callers call for censorship and worse! We disavow it all! The Hake Report, Thursday, August 15, 2024 AD TIME STAMPS * (0:00:00) Start* (0:04:08) Hey, guys! * (0:06:22) No free speech* (0:15:29) Other stories * (0:21:30) Watch yourself * (0:25:40) JOE, AZ: R-word * (0:32:28) JOE: Mark is ignorant * (0:41:36) JOE: Y'all making me less safe! Son of divorce * (0:47:41) Setup for the take down * (0:51:10) AMY, TX, 1st: 8yo wants makeup * (1:06:19) Coffees… Marcus Jones spirit. Race? * (1:14:38) Coffee: Calling out evil, Welfare, Jealousy/Envy? * (1:21:40) DANIEL, TX: Advice does no good: Angry activism trouble * (1:27:40) DANIEL: Guy caught stealing, what did you expect? * (1:30:59) MARK, CA: Debunking Joe * (1:38:02) MARK: Suggestion: Ban the clown a week! * (1:41:35) AARON, Of Air N' Sea: Govt money; FBAs; joke * (1:51:33) Call me tomorrow! Super Chats tomorrow too * (1:52:36) Starflyer 59 - "For Us" - 2004, Last Laurel EP LINKS BLOG  https://www.thehakereport.com/blog/2024/8/15/the-hake-report-thu-8-15-24 PODCAST / Substack  HAKE NEWS from JLP  https://www.thehakereport.com/jlp-news/2024/8/15/hake-news-thu-8-15-24 Hake is live M-F 9-11a PT (11-1CT/12-2ET) Call-in 1-888-775-3773 https://www.thehakereport.com/show VIDEO  YouTube  -  Rumble*  -  Facebook  -  X  -  BitChute  -  Odysee*  PODCAST  Substack  -  Apple  -  Spotify  -  Castbox  -  Podcast Addict  *SUPER CHAT on platforms* above or  BuyMeACoffee, etc.  SHOP  Spring  -  Cameo  |  All My Links  JLP Network:  JLP  -  Church  -  TFS  -  Nick  -  Joel  -  Punchie  Get full access to HAKE at thehakereport.substack.com/subscribe

This episode was a deep dive into the cultural, political, and historical issues affecting the Foundation of Black Americans. Tariq Nasheed provided insightful perspectives on the importance of preserving Black culture, demanding political accountability, and the ongoing fight for reparations. We encourage our listeners to stay informed and engaged in these critical conversations. *Enhance Your Experience with #Dailyrapupcrew

Tariq Nasheed is known online for his controversial commentary on race. He is a proponent of "Foundational Black Americans" (FBA), an ideology and movement he founded, which is defined as, "any person classified as Black, who can trace their bloodline lineage back to the American system of slavery. To be designated as an FBA, at least one parent must come from a non-immigrant background in The United States of America." Nasheed believes FBAs must "seek out reparations for their own" and that American-born descendants of the American Slave Trade have not adequately sought out resources for themselves. Nasheed is known for his use of the term "bed wench" and the related term "Negro bed wench mentality". He uses the term to refer to black women who date interracially. He revived and popularized use of this term, which historically was used to disparage black women who were raped by their masters during slavery. Ebony Magazine described Nasheed's conception of the term "bed wench" as a put-down of successful black women who challenge the institutions of black patriarchy. Nasheed also uses the term "buck breaking" to refer to the sexual abuse of Black men, particularly in the context of slavery, via a documentary of the same name, which MEL Magazine described as containing "uncooked nonsense" and being largely inaccurate.[2 Learn more about your ad choices. Visit megaphone.fm/adchoices

Dan Brownsher is the President, CEO and Co-Founder at Channel Key; a full service amazon account management and advertising agency. ‌He is a national thought leader in Amazon retail strategy and emerging e-commerce trends. He is a commentator on Amazon practices, policies, and technologies as well as a sought-after opinion source for media outlets across the country. ‌Dan has spoken on panels, at tradeshows, conferences and industry think tanks, advising everyone from multi-million-dollar corporations to fast-paced entrepreneurial start-ups on how to navigate the complex landscape of Amazon retail, and the broader world of e-commerce in general. ‌Dan, along with his two partners, is also co-founder of Trend Nation, a top 200 Global Amazon Seller, selling $1 Billion in revenue. He is a member of TAAN – the worldwide alliance of, and incubator for, independently owned marketing agencies as well as a member of Vistage, the global organization for entrepreneurship and executive coaching and YPO. Dan tells clients the secret to helping everyone succeed with Amazon is real-world experience, learned and perfected the hard way. As he says: “I made the mistakes with Amazon, so you don't have to.” What you will learn How a bachelor party led to the inception of a multi-million dollar e-commerce empire The secrets behind Dan's leap from selling spine implants to dominating the Amazon marketplace The wild west days of Amazon selling, where lack of advertising and FBAs created untapped opportunities for early entrants Hear about the strategic pivot from trading commodities on Amazon to establishing an exclusive distribution model with major brands The challenges and breakthroughs of building a business on the constantly shifting sands of online retail The moment Dan's leadership team “fired” him, a pivotal turning point that underscores the value of delegation and building a strong team dynamic Gain insights into navigating the complexities of Amazon's ecosystem Plus loads more!

Dr. Sofia Vergara  has been a Spanish teacher at New Roads School for the last 17 years and served as Curriculum Coordinator and now Chair for the Spanish division of her department. She is an alumnus of the school and decided to go back and work there after graduating from UC Berkeley with a degree in Political Science and minors in both Spanish and Disability Studies. She also earned a Masters degree in Secondary Education  and Doctorate degree in Educational Leadership for Social Justice both from Loyola Marymount University, Los Angeles.In 2017, Dr. Vergara was asked to join LMU's School of Education as a lecturer where she has taught undergraduate and graduate courses focusing on disability and multiculturalism in special education, specifically in the areas of educational supports for students with disabilities (FBAs, IEPs 504 plans), IDEA, Universal Design for Learning, and transitional planning. Sofia also served as a member and chair of the Board of Directors of the Westside Regional Center, whose mission it is to empower people with developmental disabilities and their families to choose and access community services. These educational and professional experiences, as well as her passion for advocacy and inclusion of individuals with disabilities, are also the essential driving forces behind why, in 2020, Dr Vergara and a colleague co-founded Bridges to Inclusion, a company that provides training and support to educational institutions, organizations, families, and individuals with disabilities.https://www.bridgestoinclusion.org/https://linkedin.com/in/sofia-vergara...sofiamvergara@gmail.com

In this video we are addressing the non-sensical attacks of people who identify as black or African American against people from the Caribbean and various African countries. Links: Podcast: https://www.MoorsinAmerica.com https://www.youtube.com/MoorsinAmerica7 Fezzes for Sale: https://www.MoorishFez.com Marketing Services: https://www.realtrafficmarketing.com Our Temple Website: https://www.MoorishAmericans.com Marketing Services: https://www.realtrafficmarketing.com Get Your Fez Cap: https://www.fezcaps.com If you appreciate this well-researched discourse from a Moorish American view use the links below to support our channel so that we can produce more great works documenting the Moorish American paradigm! Donations/Support: https://patreon.com/moorsinamerica https://paypal.me/lloydmd Unlock the power hidden within you. Use the 40 Day Master System to reprogram your subconscious mind to unlock your greatness! https://www.40DayMasterSytem.com Get the Universal Meditation mp3 HERE: https://payhip.com/b/703y Subscribe & Check Out Our Website http://www.MoorsInAmerica.com Join & Contribute to our FB Group: https://www.facebook.com/groups/moorsinamerica/ Follow Us on Instagram: https://www.instagram.com/moorsinamerica/ Like Us on FB: https://www.facebook.com/MoorsInAmerica/ Follow Us on Twitter: https://twitter.com/MoorsInAmerica/ Tell Everyone about the channel & Subscribe! https://www.youtube.com/c/MoorsInAmerica7 Song: Moors in America by Shawn Bandz http://dreamlyferecords.net/ Featured Artists: Kil Ripkin: https://www.youtube.com/@295035 #✌

The first Under The Hood episode of the year is finally here! Today I'm joined by Gary Guenst, one-half of the founders of ToothShower, a water flosser powered by your own shower.    If the brand sounds familiar, you might've heard it from one of my previous Under The Hood episodes where I chatted with Gary's wife, Lisa.    Here are some of the questions me and Gary went back and forth with from this episode: Does the MFN inventory automatically back up FBA inventory if current FBAs run out? - 5:14 Is there a general rule of thumb for running coupons? - 9:25  What's a realistic ROS on Amazon? - 14:10 Are there more businesses leaving Amazon? - 19:48  What kind of businesses should list their products on Walmart? - 21:41 What are the best platforms to find keywords? - 24:18  What companies benefit most from using Helium 10 and Jungle Scout? - 26:26 What is the best way to leverage selling eBooks on Amazon? - 29:29  Which generates higher conversions? Driving customers through listings or to a brand store? - 32:27  How frequently should businesses update backend keywords, brand content story, listings, and a+ content? - 34:37  How do you set a budget for the performance of Amazon ads? - 36:27  Why should a business care about B2B customers in transaction downloads when Amazon sends updates on the number of B2B customers? - 39:39  Is 14 days enough time to generate reasonable data on Amazon ads? - 42:03  How often should a business post on Amazon? - 42:15  Are there any updates on Amazon's liquidation program? - 43:46  Do you have any tips for businesses in the process of launching a downsized product? - 45:27    Gary and I also went over how ToothShower has done since last appearing on the show and their plans to scale their business in the future by using ads and automated tools, on top of their main goal of downsizing some of their products    As mentioned in the episode, here's a link to one of the best tools to find keywords on Amazon.     If you want a free hour of coaching to help you navigate all the hiccups you've been experiencing in ecommerce, we'd love to have you on our next Under The Hood Episode. If you liked this week's episode, we would appreciate it if you leave us a review on iTunes. As always, happy selling and we'll see you in the next one!

Do your kids melt down, throw tantrums, engage in attention-seeking behaviors, or (gasp!) spit?! Then you'll probably want to learn about BCBAs, FBAs, BIPs, FCT, EATS, RBTs, functions of behavior, head-banging, elopement, and extinction bursts, oh my! Today we host power education couple Chris and Ashley Ponce to discuss how school psychs and behavior analysts can best work together (and separately!) in school settings to help kids with behavior issues...and how each of these pros' professional inclinations impact parenting their two young children. (Sound familiar? :))First, an ego-feeding story from Chris to Gill about a Texas Tech professor admiring his MI work. Then, the episode. (Scroll to 3:00 to skip the narcissism feed, or just stay for the feels)--Ashley, THE BCBA, Chris, THE LSSP, Two Individuals, Two Minds, One Goal - helping children and students in the education and clinic environment to be successful and functioning members of society! Also we have two kids.Ashley Ponce is a former special education teacher turned BCBA. She has worked in multiple different settings working with a variety of students who exhibit multiple different dysregulation concerns. On top of all of that, she is a badass mother to two children (three if you count Chris). What can't she do!?!--Honorable Mentions:-Chris's first appearance on The Psychologists Podcast (Season 1, Episode 18, 9/26/2021) -Gill and Julia's episodes are #s 38 (Gill and Julia together), 39 (Gill on MI), and 46 (Julia's personal therapy session ;))-TASP Talks Podcast (Chris is a host!) - on Apple Podcasts and Spotify- What is a BCBA and what can they do in schools? Welcome to The Psychologists Podcast, where we talk about all things psychology through a very personal lens. Gill Strait PhD and Julia Strait PhD are both Licensed Psychologists (TX) and Licensed Specialists in School Psychology (LSSPs, TX). They are alumni of The University of South Carolina School Psychology Doctoral Program (Go Gamecocks). Gill is a teacher, researcher, and supervisor at a university graduate psychology training program. Julia is owner and therapist at Ocean Therapy in Houston, TX, offering telehealth therapy to young adults in their 20s and 30s who are struggling with anxiety. Check it out here: https://www.oceantherapy.net/

Welcome to Fiction Therapy - just a couple of gals discussing outstanding fantasy fiction books and relating them to mental health and life.We complete our discussion on From Blood and Ash by Jennifer L. Armentrout today! This is the first book in the From Blood and Ash series! Timestamps0:00 - Welcome / Life Update0:30 - Disclaimers below4:00 - SKIP TO DISCUSSION56:00 - "Invitations" Disclaimers! This podcast was designed for true fans of the books that we discuss! It's not a review of the plot or a synopsis. We include SPOILERS! As in, if you have not read the book we are covering OR read ALL the other books in the FBAS series, you will be SPOILED! In FBAS and in all the other books, there are some spicy scenes! We discuss sex in these episodes.Content Warnings: We discuss the following topics during the episode: trauma, abuse, sex, PTSD, toxic romantic relationshipsThese are just OUR thoughts and opinions. We know that there are a lot of varying opinions on JLA's characters and stories. This is meant to be an open discussion. We know that others will have opposing opinions or different perspectives! We don't expect you to agree with everything we say and actually hope that something in the discussion spurs on deeper thought or more conversation about an idea. “Invitations” i.e. what we are inviting into our lives latelyT: Space for herself and for restB: “Be, not Do”A Kingdom of Flesh and Fire is up next! Our Instagram handle: @fictiontherapypodcast_ Join our discord at https://discord.gg/ktdqYZcndA

What if FBAs and BIPs are feeling like the same thing over and over without big results? What if you find another child's name in the IEP? What should parents ask during a classroom or special education program tour? Get answers to these 3 questions on this episode of the Special Education Inner Circle podcast! Learn About Master IEP Coach® Programs: https://www.masteriepcoach.com/learn

Can you be whole without relationships/partnerships, Folks saying that hip hop was CREATED by FBAs and Latinos and Caribbeans, Jay-z God did Verse, and more Enjoy & Subscribe!

LAUSD Main Offices - Downtown Los Angeles   The school year hasn't even started yet and Los Angeles Unified School District (LAUSD), the second-largest school district in the country, has already hit the ground running with illegalities left and right, not the least of which is the systemic policy issue that I'm focusing on in today's post. It's hardly the only violation, but its a systemic one that stands to continue hurting a lot of children with disabilities, particularly our kiddos on the autism spectrum.   What I'm about to tell you would sound far-fetched if it was not for the fact that the United States is currently engaged in a soft civil war in which right-wing extremists are attempting to change us from a democratic republic to a ethno-religious dictatorship. The evidence indicates these decades-long plans were started at the local level in city councils, school districts, and various county agencies, then percolated upward into our federal agencies before culminating in the January 6, 2021 insurrection against our democratic republic.   The reality is that I've been dealing with these kinds of behaviors from local education agencies for the last 31 years, and there is no end in sight for many families in local education agencies as large as LAUSD. It's the Titanic, it's been on a direct course for an iceberg for decades, and it will collapse and sink under its own weight before too much longer at the rate it's currently going.   This is particularly the case as the pro-democracy backlash to recent fascist efforts to overthrow our system of government is gaining momentum as more and more high-ranking fascist individuals at the federal level face the consequences of their actions with the J6 Hearings and related Department of Justice (DOJ) investigations. When the example is finally set at the national level and all of those responsible for J6 are either behind bars or being pursued by the feds and Interpol after fleeing the country, the trickle-down of legal consequences to State and local government agencies that have been engaging in fascist practices all this time will be severe.   But, we're not there, yet. The only way to really get there is to make public what the heck is really going on so that taxpaying registered voters in Los Angeles can make informed decisions about the people they entrust with the responsibility of educating their children, particularly their children with disabilities. So, let me get into the actual issue to which I want to call immediate attention, that being LAUSD's unlawful and unethical method of conducting Functional Behavioral Assessments (FBAs), which it has implemented as a policy, district-wide, according to District personnel.     Title 34, Code of the Federal Regulations (34 CFR) Section 300.304 describes the parameters for how special education assessments are supposed to be conducted. 34 CFR Sec. 300.320(a)(4) mandates the application of the peer-reviewed research to the design and delivery of special education, which includes the assessment process. Taken together, these laws require that competent assessors acting within the scope of their qualifications conduct assessments according to the professional standards that apply to each of the various types of assessments being conducted, in conformity with the peer-reviewed research.   There is no standardized measure, like an IQ test, when conducting an FBA, though there are assessment tools and instruments that can help inform the process. Instead, the applicable science describes the types of critical thinking and lines of inquiry a properly trained behaviorist must apply when determining the function of a maladaptive behavior and the most appropriate ways of responding to it. The science used is referred to as Applied Behavioral Analysis (ABA).   ABA is not a special education service, per se. ABA is the science behind effective behavioral interventions. ABA services requires scientists to think independently in applying the known science to the unique facts of each individual person assessed. It's not a paint-by-numbers, one-size-fits-all measure. It's not psychometrics in the sense that norm-referenced standardized tests will be administered to the student. It requires more thought and higher-level critical thinking skills than that, and the people who are certified to do it must prove their abilities to function that way.   There are no formal criteria for FBAs, specifically, but they are based off the Functional Analysis (FA) procedures developed by Dr. Brian Iwata and his colleagues in their published research. While being certified as a Board Certified Behavior Analyst (BCBA) is supposed to confirm that a behavioral scientist is adequately qualified to analyze behavior, BCBA certification is not required in California for conducting FBAs in the special education context. Anyone who has gone to graduate school for a school psychologist credential should have theoretically been trained on ABA just as a part of their grad school education.   My master's degree is in educational psychology and I had to study ABA more than once during my higher education. It is not typically part of a special education teaching credential program, other than to mention that other professionals are available in the special education context to conduct FBAs and provide ABA-based behavioral interventions.   That is, except, in LAUSD, which is using special education teachers to conduct its FBAs. It will hire Non-Public Agencies (NPAs) that specialize in providing ABA services through and under the supervision of BCBAs, but it will not allow the BCBAs to actually conduct their own FBAs to inform their own Behavior Intervention Design (BID) services, which then compromises the quality of the Behavior Intervention Implementation (BII) services. This is a district policy, according to various LAUSD employees with whom I've been speaking about this since April, and they don't seem to understand why I have such an issue with it.   First, the 8th grade LAUSD student I'm currently representing in which this issue has come up has been "assessed" under this model since the 1st grade and he still has the same behavioral challenges today that he had in 1st grade. He's made no improvements and now he's over 6 feet tall. His toddler-like tantrums result in significant property destruction, which has only gotten worse as he's gotten smarter and bigger over time, and he puts himself and others at risk of injury when he throws them. Not only does LAUSD's method of conducting FBAs fail to comply with the applicable science and law, it does not work!   LAUSD's solution is to offer yet another illegal FBA conducted by an inexpert special education teacher who must then hand off their "data" to a BCBA who is then supposed to somehow magically engage in scientifically valid BID and supervise a Registered Behavior Technician (RBT) who is supposed to provide the BII in conformity with the plan designed by the BCBA. When I point out the epic failure of logic behind this practice to LAUSD personnel, I'm met with the Orwellian Doublespeak of corrupt District administrators and the blank stares of ineptitude and rote recitations of District policy from school-site personnel.   One school site administrator actually tried to get me to lie to the parent and trick him into doing something he otherwise was not inclined to do. I analyzed her behavior according to ABA standards based on what information I could gather and ultimately concluded that she's as stupid as she is corrupt; her behaviors were automatically reinforcing and externally reinforced by her employer, which appears to employ the dumbest people it can find in positions of authority well beyond their critical thinking abilities and professional skills so that they can be the clueless, easily manipulated henchmen of the mafiosos at the main office on Beaudry.   Basically, what we are dealing with here is science denialism and unconstitutional conduct on the part of public officials to the tune of hundreds of millions of taxpayer dollars. LAUSD is the government, regulated by the rule of law and answerable to its local constituency, but the people generally have no voice against this behemoth of a self-serving institution, which is why I'm talking about it, here.   LAUSD is long overdue for a reckoning regarding its systemic illegal conduct across all aspects of special education, and it's probably safe to say that if the District is willing to compromise its most vulnerable constituents, that being children with disabilities, it's likely equally comfortable violating everybody else's rights, as well. I can't speak to the other social justice issues in which the District might be in the wrong, but it has historically failed on the special education front ever since special education and related civil rights laws were first passed in the 1970s.   Disability-related civil rights law is truly the canary in the coal mine for American democracy. The measure of how civilized a society is can be determined by how well it takes care of its most vulnerable members, and children with disabilities are among the most vulnerable humans on Earth. If LAUSD is willing to treat children with disabilities this way, it's top administrators should probably swap out their dress suits for animal pelts so that their lack of civility is adequately conveyed. Otherwise, they're just wolves in sheep's clothing, preying our our most vulnerable children.   The Chanda Smith Consent Decree came after decades of unlawful special education conduct and was in place for decades thereafter in an effort to end the District's unlawful conduct, which it failed to do. The courts attempted to pull LAUSD out of the gutter with the consent decree, but LAUSD just pulled the courts into the gutter with it. An Independent Monitor was hired to oversee the consent decree until such time that LAUSD came into compliance with special education law, but that day never came.   Apparently, presuming that compliance would never happen, the Independent Monitor began engaging in equally corrupt behavior, assuming lifelong job security for so long as LAUSD continued to violate special education law and grifting the system by overpaying consultants who failed to make any kind of perceptible difference with respect to LAUSD's compliance. The Office of the Independent Monitor was shut down and the consent degree was closed out following an audit that revealed excessive unnecessary spending by the Independent Monitor that could not be related to the District's conformity with the consent decree.   Further, while it may be true that the District legitimately improved some of its special education programming, by no means had to come close to a reasonable degree of compliance, as evidenced by the number of families who have still had to file lawsuits to get services, and even that doesn't guarantee they'll get all of the right services for their children. Many get only some of the services their children need, making their IEPs as effective as watered-down penicillin in the face of a raging bacterial infection. For all the services they may actually get that they need, the absence of the other services they also need undermines any successes they may have in the areas in which they've actually received help.   Which circles back around to the question that serves as the title to today's post/podcast, which is, "Is LAUSD Run by a Fascist Mafia?" From the outside looking in, this seems to be a legitimate question.   Let's start with the fact that LAUSD hired computer coders to work with its in-house counsel decades ago to bastardize a piece of insurance software known as Welligent into its IEP software. As a result, LAUSD has basically bureaucratically obligated its school site personnel to break the law because of the software limitations of Welligent, or at least how it has been coded by the District, that fail to even offer compliant options to its users in many areas of special education.   For example, let's look at the assessment plan, redacted for privacy, that was offered to my current LAUSD student, which was generated from Welligent, and compare it to another redacted assessment plan for another student on my caseload in a different school district who also needed an FBA.   Example 1, below, is the assessment plan offered to my LAUSD student, and shows the FBA as an "alternative assessment" to be conducted by a special education teacher. "Alternative assessments" usually refer to non-traditional assessment measures or methods from those typically used in the place of standardized testing.   For example, using curriculum-based assessments in the classroom to gather informal data on actual classroom performance can be a more reliable method of assessing academic achievement than a standardized measure like the WJ-IV or the WIAT-4. None of this assessment plan makes sense with respect to the FBA.   Example 1 - page 1   Looking at the table of "standardized" testing from page 2 of this assessment plan, which is referenced by page 1, FBAs are not listed. Item 7 targets "Adaptive Behavior," but that goes more to independent living skills and self-care, like dressing, toileting, and navigating the school setting. FBAs do not fit that category and the LAUSD assessment plan has no category that FBAs would logically fit. This was a deliberate coding decision made in Welligent by the District that has absolutely nothing to do with adequately assessing children with special needs and offering them appropriate behavioral supports at school.   Example 1 - page 2   Example 2, below, shows a different student's assessment plan from a different school district. This assessment plan offers the student involved an FBA to be performed by the school psychologist in collaboration with a district behaviorist. This actually makes sense.   In this student's case, it turns out the special education teacher was the problem and she got reassigned to a different classroom. This student had gone without behavioral challenges until she was placed in this teacher's class, and the FBA made clear that the teacher was the one provoking the behaviors. Objectivity is one of the most critical aspects of science that must apply to special education assessments. Can you imagine if she had been trusted to conduct the FBA?     I can assure you the quality of the outcomes using appropriately qualified people who actually care makes all the difference in the world. Whereas our LAUSD student has historically been assessed according to plans virtually similar to Example 1, above, and has now gone for over six years with next to no improvements in his behaviors, our student from whose case Example 2 was taken is now thriving in school with no serious behavioral challenges of any kind.   To be clear, it's not like the student in Example 2 has never had issues with this school district. There were problems years ago when she was little that I had to deal with, but it had been smooth sailing until she ended up in that whacko teacher's classroom, last school year.   Because the student's behaviors were interfering with her learning, even though we suspected the teacher was likely the problem, we didn't go in accusing the teacher of anything. We simply asked for an FBA to get to the bottom of the behaviors and the next thing we knew the teacher was gone. The FBA report we got back was very well-written and explained the facts without demeaning the teacher or doing anything else unprofessional.   We hit a huge bump in the road that had the potential to go really badly, but the District in that student's case handled it professionally, compassionately, and responsibly. I've yet to see any of those qualities from anyone I've dealt with from LAUSD regarding my LAUSD student. The difference in handling is night and day, and I've caught both districts messing up before. The difference is that my other student was met with professionalism, while my LAUSD student is being met with science denialism and an utter abandonment of the rule of law.   It is this refusal to abide by science and law on the part of the second largest school district in the nation that raises the specter of fascism. It's all very "Marjorie Taylor Green-ish."   Consider that California has adopted the Common Core as its State Standards. The purpose of these standards is for our public schools in California to teach students how to use academic knowledge and skills to solve real-world problems, yet LAUSD doesn't use academic knowledge and skills to solve problems. It denies science and breaks the law.   How can people who deny science teach our kids to use science to solve problems? How can people who have abandoned the rule of law credibly teach social studies, particularly civics, and educate our kids to become knowledgeable participants in American democracy? How is this anything other than fascism and when are the feds going to do something about it?   I tried filing a complaint with the U.S. Department of Education, Office for Civil Rights (OCR), but it twisted my words into a narrower complaint than what I alleged and then declined to investigate its twisted version of my allegations, which is a first for OCR with me, I have to admit, and it makes me fear for our democracy even more, now.   If OCR is too intimidated by LAUSD to investigate such that it makes up lame excuses as to why it shouldn't have to, how does that not also suggest the presence of organized crime within LAUSD so large and expansive that even the feds won't touch it? DOJ is a little busy with the J6 investigations, but I suspect all of this stuff in inter-related as multiple spokes of a wheel-and-spoke conspiracy to overturn democracy in America.   Remember that Betsy DeVos tried to shut down OCR after she was appointed Secretary of Education by the 45th President until she had the snot sued out of her and subsequently reinstated it. She also admitted that her goal was to abolish USDOE as the Secretary of Education; she took the job with the specific intent of shutting down the entire agency from within.   How many people from the last administration continue to poison the well at USDOE? It's the same question Americans have to ask about every single federal agency, but as pointed out in the above linked-to article from The Root describing DeVos' desire to abolish USDOE altogether also describes the conference at which she recently shared her continued desire to shut down USDOE as teaching far-right parents how to build conservative-dominated school boards in their local communities, ban books, and a host of other undemocratic activities intended to deny the civil rights of children with disabilities, LGBTQ+ students, students of color, and students from other protected classes.   It's an anti-science, anti-democracy approach that includes anti-vax, anti-masking nut-jobs who are too dumb to know how dumb they are and/or are profoundly mentally ill, being manipulated by grifters like DeVos to vote against their own interests in favor of the interests of the grifters. It's the "have-nots" falling for the tricks of the "haves" who know the only way they can have way more than what they actually need is to make sure others don't have enough.   Today's post isn't about documenting how I've figured out a way to overcome whatever fascist mafia might control LAUSD. It's about exposing what I've witnessed and adding my voice and the voices of the LAUSD students who aren't getting what they need to the conversation in the hopes that it will spark others to also help hold LAUSD to account for its egregious violations of special education law.   I'm hoping that voters in LA will learn more about these issues, understand that special education social justice issues cuts across all other demographic groups, and no segment of society is safe for so long as our government is allowed to conduct itself in this way. If you are involved in any type of social justice issue in which LAUSD has engaged in discrimination and withheld services it is legally required to provide, consider getting involved with our Meetup Group, Social Justice Series - Everyday Local Democracy for All.   Our Meetup Group is not limited to people living within the LAUSD attendance area, but we certainly have Angeleños already in the Group. You can comment/DM us directly on Meetup or on our social media, or use our Contact Us form on our site with any questions/feedback. We don't have all the answers, but awareness is the first step to solving a problem, so we're starting there.

For clinicians working in schools, you probably know that being asked to write up functional behavior assessments is a nigh-weekly occurrence. And while functional analyses may be the gold standard of behavior assessment, barely 50% of BCBAs in the world regularly use them. Rather than wag our fingers for a full hour, we take a look at the literature around conducting the best FBAs possible taking into account time, space, and efficiency. Plus, Rob's spicy hot takes on descriptive assessments! This episode is available for 1.0 LEARNING CEU. Articles discussed this episode: Nesselrode, R., Falcomata, T.S., Hills, L., & Erhard, P. (2022). Functional analysis in public school settings: A systematic review of the literature. Behavior Analysis in Practice. doi: 10.1007/s40617-022-00679-8 Oliver, A.C., Pratt, L.A., & Normand, M.P. (2015). A survey of functional behavior assessment methods used by behavior analysts in practice. Journal of Applied Behavior Analysis, 48, 817-829. doi: 10.1002/jaba.256 Asmus, J.M., Vollmer, T.R., & Borrero, J.C. (2002). Functional behavior assessment: A school based model. Education and Treatment of Children, 25, 67-90. https://www.jstor.org/stable/42900516 Anderson, C.M. & St. Peter, C.C. (2013). Functional analysis with typically developing children: Best practice or too early to tell?: In response to Hanley (2012). Behavior Analysis in Practice, 6, 62-76. doi: 10.1007/BF03391806 Kestner, K.M., Peterson, S.M., Eldridge, R.R., & Peterson, L.D. (2018). Considerations of baseline classroom conditions in conducting functional behavior assessments in school settings. Behavior Analysis in Practice, 12, 452-465. doi: 10.1007/s40617-018-0269-1 Lewis, T.J., Mitchell, B.S., Harvey, K., Green, A., & McKenzie, J. (2015). A comparison of functional behavioral assessment and functional analysis methodology among students with mild disabilities. Behavioral Disorders, 41, 5-20. doi: 10.17988/0198-7429-41.1.5 If you're interested in ordering CEs for listening to this episode, click here to go to the store page. You'll need to enter your name, BCBA #, and the two episode secret code words to complete the purchase. Email us at abainsidetrack@gmail.com for further assistance.

The TASP Talks team is here with a pair of LSSP/BCBA unicorns: Drs. Jenn Baker ands Christy Chapman. We discuss AU, ABA, FBAs, and other related acronyms. Got a question or comment? reach us at podcast@txasp.org Intro/Outro Music by Shane Ivers - https://www.silvermansound.com

Co-host of the new TASP Talks Podcast Chris Ponce shares his experiences working as a school psychologist in the San Antonio schools, before and after COVID and Zoom. Join us as we wax poetic about helping kids and prepare for the greatest season of all, #SchoolPsychWeek ...which is in November, but still. #Schoolpsych graduate students, interns, and early career peeps will find this especially interesting, but everybody likes the Elmo Potty Song, so don't miss it even if you're just a regular human, either. (Plus, our guest interviews US at the end, and you might just find out which one swam in trash cans as a child!)Honorable Mentions:-Dr. Jeremy Sullivan, the Silver Fox https://www.researchgate.net/profile/Jeremy-Sullivan-5-Bases of power https://www.mindtools.com/pages/article/newLDR_56.htm-the Elmo Potty Song-SES and parent involvement-Advice for school psych students/interns/supervisees-Pros and cons of telehealth for school psychs-FBAs, MDRs, REEDs, ARDs, and IEPs, OH MY!-Social capital (and how to build visibility during a pandemic)-the MIGDAS https://www.wpspublish.com/migdas-2-monteiro-interview-guidelines-for-diagnosing-the-autism-spectrum-second-edition-the CSRPI ("Crispy") https://www.parinc.com/Products/Pkey/72-TASP TALKS Podcast on Spotify: https://open.spotify.com/show/70CDPS7bJY3UJxRg7SU8ke and Apple: https://podcasts.apple.com/us/podcast/the-tasp-talks-podcast/id1570910285To find out more about becoming a #schoolpsychologist ...or to learn more about what the hell that even is, visit the Texas Association of School Psychologists at https://www.txasp.org---Chris Ponce, LSSP is a school psychologist (#saymyname!) =currently employed in a public district in San Antonio. He graduated from UTSA in 2016 and has been practicing for five years. He has been on the Texas Association of School Psychologists (TASP) board for the past two years. He has occupied the position of Public Relations and Information Chair and is currently the Area 5 representative (region 20 & 15). He is also the host of the newly formed TASP TALKS podcast.https://www.instagram.com/txasp/https://www.facebook.com/pg/TXASP/photos/---Welcome to The Psychologists Podcast, where we talk about all things psychology through a very personal lens.Gill Strait PhD and Julia Strait PhD are both Licensed Psychologists (TX) and Licensed Specialists in School Psychology (LSSPs, TX). They are alumni of The University of South Carolina School Psychology Doctoral Program (Go Gamecocks).Gill is a teacher, researcher, and supervisor at a university graduate psychology training program.Julia is a testing psychologist at Stepping Stone Therapy in Houston, TX: https://steppingstonetherapy.org/strait/ Instagram: @drjuliatx https://www.instagram.com/drjuliatx/?hl=en

Hey, Rainmakers! Stephen and Chelsey here, this is one of those episodes that you may want to save or download for later, there is a good chance you won't even make it to the end of the show before you start taking action on this opportunity. At least that is how we felt when we first heard a podcast about this! After constantly trading time for money through our wedding photography business, we knew that our business wasn't sustainable if we wanted to have kids and not be gone every weekend. Honestly, that season of our lives was brutal. That is why it seemed like a breath of fresh air and the light at the end of the tunnel when Stephen started researching passive income ideas and we discovered there was a better way through FBAs. (FBA stands for fulfilled by Amazon) Maybe you have heard of this before or maybe you haven't. Either way, I want you to hear us out because we believe this is the #1 entrepreneurial opportunity in 2021. In this deep dive conversation, we share our personal journey with FBAs, why we think this is the BEST business for families who want to achieve financial freedom without breaking the bank with a huge buy-in or give up precious family time. Plus, hear our top two favorite resources that will help get you started on your own FBA journey today! As we said, this episode is a keeper. We encourage you to listen with your spouse or business partner so you can start dreaming together!   More of What We Talk About: How Amazon is actually made for small businesses The #1 reason why FBA is the best eCommerce option The most common questions we hear about FBAs How we can almost guarantee success with any product  How one year of focused energy can unlock your dreams Case studies and success stories What we wish we knew in the beginning Why you don't have to be an inventor to sell a product Put manufacturing on autopilot How this model is future proof And much more!     LINKS:   Helium 10: GetHelium10.com The 7 Day Rainmaker Challenge: https://therainmakerchallenge.com   ► Subscribe To Our YouTube Channel: https://bit.ly/33EdgBs ► Website: therainmakerfamily.com ► Facebook: www.facebook.com/diazfamilylegacy ► Instagram: instagram.com/chels_diaz instagram.com/steezdiaz instagram.com/therainmakerfamily ► Get Free Stuff On Amazon: stephensfreestuff.com/sfs     Episode Minute By Minute: 0:36 Welcome back! 0:52 Let's talk about FBA's 2:19 What led us to FBA 3:50 the biggest misconception we had about Amazon 8:04 Why Chelsey loves FBA 10:46 The real power behind Amazon 14:07 Why Amazon is the simplest path to E-commerce  15:06 What makes a product flop or fly off the shelves  17:56 The small business owner mindset 19:51 The lie I believed for so long 23:09 The resources you need to get started 25:16 How to learn about FBA from us!

Shawnna Sumaoang: Hi, and welcome to the Sales Enablement PRO podcast. I am Shawnna Sumaoang. Sales enablement is a constantly evolving space, and we’re here to help professionals stay up to date on the latest trends and best practices so that they can be more effective in their jobs. Today, I’m excited to have Eilidh from Relative Insight join us. Eilidh, I would love for you to introduce yourself, your role, and your organization to our audience. Eilidh Reynolds: My name is pronounced Eilidh, and I’m obviously never offended if people get that wrong. I work for a company called Relative Insight as the VP of sales enablement. To cut a very long story short, Relative Insight is what we call a comparative linguistics platform. We’ve actually been around for 14 years, but the first 10 years of that, the software was used to catch bad guys online. So, what I mean by that is the software would overlay on huge amounts of text, be that from chat rooms or forums or high school internets and was used to identify linguistic outliers. What I mean by that is adults doing a very sophisticated, but not quite perfect impression of a young person speaking online. That’s what it did for the first 10 years. Four years ago, we were updated and adapted to help brands and agencies better understand audiences, trends, competitors, anything they’re interested in, still by where you can put any language data in there so we can understand anything that’s written down – be it from the likes of social media forums or also traditional research. That could be focus group transcripts, that could be survey opens, anything you like, we can put that in there. As well as that, we use comparison to identify things in language that you wouldn’t know to search for. SS: Having two young children, I am glad that there are organizations like yours out there. Now, you mentioned on LinkedIn, and this is definitely one of the reasons I wanted to chat with you, that one of your core responsibilities is helping Relative Insight expand its global commercial team. From your perspective, what are some of the necessary steps that sales enablement can take in order to help ensure that they’re delivering very impactful onboarding at scale? ER: Absolutely. I think one of the first things to consider is you should be endlessly open to feedback from any new hire. I always think in the world of coaching and enablement, it’s a really important message someone taught me in the early days here, is it’s impossible to imagine not knowing what you know. Organizing a really sensible structure and flow of onboarding sessions, you automatically build that. Obviously, this is a startup, so I built a lot of the onboarding structure that we have here, but I came from the industry, so I know a lot of the things that already happened here. Every round of new starters that goes through the onboarding that we run at Relative Insight, we let them know that it’s not personal if they give us bad feedback on certain sessions or the order of sessions. We’ve actually hugely improved our onboarding through making really sensible changes that people have given us. The other two things, I think it’s specifically what makes it impactful is a blend of different sessions. Our onboarding is split into from us and from you. The from us is sessions run either by different teams in the company, or I work with the People team for that, or specifically ones within your role, with your manager, or with me. But then the from you sessions are activities we want people to complete and when to complete them by. It’s a bit self-starter as well, and not so much sitting, listening to endless sessions or hearing my voice, which I’m sure all new starters at Relative Insight are sick of after the first three weeks. The final thing we do a lot of here is there’s a surprising amount of a parallel between new people starting at Relative Insight and new clients starting with Relative Insight, because it’s all people who know a bit about the company and are quite excited about it, but haven’t really gotten into the weeds of it yet. We have an amazing audience marketer here who does a lot of standard sessions for new clients, such as we have Comparison University which you can graduate from. I’m a graduate, very proud. All our new starters join Comparison University and sessions that new clients are actually joining, to learn exactly what new relative insights customers land. SS: Very fascinating. I love that you allow some of that pace learning in your onboarding program as well and are able to repurpose a lot of that material. Now, when designing onboarding programs, there can be challenges along the way, particularly as you’re scaling quickly. From your perspective, what are some of the top challenges that sales enablement professionals can face when they’re designing or even implementing onboarding programs? Do you have strategies around how to overcome those obstacles? ER: Yeah. I think one main challenge we face when designing an onboarding program from scratch is definitely that there’s multiple stakeholders involved. I always see sales enablement as a supporting function. All the people who work in the commercial team at Relative Insight are my clients and all of the senior people in the commercial teams will have an opinion on how our onboarding should be done best, what sessions they should run, what sessions I should run, how it should be put. There are multiple different teams. In commercial, we have marketing, we have new business, then we have retention teams, and some people need to go through certain sessions with everyone and other ones split out. I also am responsible for training managers how to run the sessions appropriately. I think that there’s lots of different moving parts with onboarding and everyone cares just as much as the next person about how quickly people ramp when they’re new to their teams and rightfully so. I think the only way I’ve found to overcome that is, I’m really lucky at Relative that I report straight into the CRO and he completely backs sales enablement. I also work closely with the CEO who also fully supports sales enablement. When designing the onboarding, I was able to just request full ownership of it and say, I want to work with the People team, and I want to build it all myself based on my previous experience of helping to build onboarding programs. Then, I promise I will be constantly open to feedback on any changes that need to be made throughout it. I think just having it as my project, the other people could have opinions on media. It’s easier than having lots of people around the table with different ideas, so that’s one of them. The second thing is, I guess everyone’s going to say this, it’s measuring the success of an onboarding program. There are obviously very simple ways to do that. But also, maybe a richer longer tail of qual and softer ways to measure it. I think it’s also working with my clients or the sales leadership team and sales managers and account management to decide what success would look like. What do you want this person to be able to do after a certain amount of time? I had an interesting one recently where it was a sales manager who hadn’t hired anyone new for a while. They just weren’t sure what good would look like at different stages. We had a very open dialogue of, this is what’s normal at this stage for people to understand, and this person’s actually here in measurement to that. I think that open dialogue and clear guidelines of what success is in a softer way that isn’t just complete quants is another way to make that work. SS: Absolutely. Now, if you don’t mind, I’d love to dive a little bit deeper with regard to thinking about key objectives and to your point, metrics of success. One way that a lot of people think about onboarding is to accelerate ramp time for new hires. I think the catch there is, everybody, even within maybe the same organization, might think about ramp in different ways. How do you define ramp time and what are some of your strategies to accelerate ramp time for reps? ER: Absolutely. I think one of the things I’m a strong advocate for is only focusing on what you can control right now. We have a structure at Relative Insight where we hire at the bottom and promote from within. We hire junior sales commercial associates, who then become our BDRs here and they move up to then become our BDMs, and then our managers. Most of the people I’m working with haven’t worked in a sales environment before or have a small amount of sales experience. So, I think to say to them, time to first deal, while I think that is an important metric, when you’re new to a new job, you can’t really wake up and make sure your BDM closes a deal today. You can’t control that. What you can control as a new commercial associate or a new SDR is you can control making sure you do the right amount of work that day. Then what you can also control is when you look at that amount of work. I hate setting an exact activity level to do every day, but we can obviously see how many activities people are doing. I do constantly just say, just do an amount of work that it looks like everyone else is roughly doing. We obviously have a sales automation tool where we can measure that. They can control that in the early days. Great. You’re now doing as much work as everyone else. That’s the first tick. Then I want people to look at their open rates. So, have you got the lowest open rate in the team? Are you targeting the right people? Here’s your personas. Make sure it’s the right job titles. Then, let’s tweak your email subject line or let’s tweak the opening line of your email. Then that’s another metric you can work on in terms of ramp time is getting your open rates up, then your reply rates by effecting the body of the emails, then your success rates from the reply rates. Then, moving on to how you conduct yourself in your first call with clients. I think the way I measure success is very incremental. I then think people can see the successes are not just time to first deal, which can take longer and can make people feel like they’re not impacting it now. My way of doing it is always to break it down into lots of small measures that are incremental and build up to that lovely first deal. SS: I love that. I think that sets expectations well along the way for the new hire on what the expectation is of them. Now, other than ramp time, how do you measure the success of your onboarding programs overall? ER: As I said in the first point we talked about is the qual feedback is absolutely essentially at the end of the day. We’re onboarding people and we need to be people when we’re checking in with them on how it went. That’s definitely important. Our onboarding in the first two weeks is pretty set in stone. This is what everyone will go through. When you start in this, we’ll send you your onboarding doc with all the sessions and all of that. At the end of the two weeks, we have a check-in session where we take feedback on how it’s been to see if I can improve it or iterate it for the next round of onboarding. But secondly, the third week is bespoke to what that person needs and what their manager thinks they need. So, definitely measuring constantly what that qualitative feedback is. As well as that, we have a progression document. We’re very much about creating a culture where you know what you have to do to get to the next level. We’re very lucky to have lots of very driven people here. It’s cool to stay at the level you’re at, if that’s what you want. But if you want to see from day one, the kind of things you need to work on to be promoted, our progression document has some softer skills on there that we want people to meet before we’d consider them for promotion. Of course, we have your standard “hit your KPIs, hit your target”. It’s still a commercial environment, but we also have things like we want you to always have completed your actions from your one-to-one. So, whatever your managers told you to do that week, by the next week, you always have to have done it because we really prioritize a culture of coachability and being open to following instructions and being collaborative in that respect. We also have another, which I love personally, obviously being in enablement, which is you have to have lead by example training sessions. You have to have proven application of new methodologies that are taught in them to show that you’ve listened in training sessions and have gone out and applied it, and being open to feedback about it. We’ve got lots of Slack channels for feeding back new methodologies that have been taught. Measuring success comes in definitely the little metrics we all just talked about, definitely feedback from them, but also our onboarding is about building long-term colleagues and friends that all follow certain approaches that we have within the company as well. There are all those softer skills we look at as well. SS: I think that’s fantastic. Now, I want to dive into that a little bit more as well, because I think one of the points that you’ve made is that Relative Insight is very focused on culture. I noticed in a blog post that you did that one of the things that you focus on is kindness. That’s a very unique company culture and company value. What are some of your strategies for ensuring that new hires feel included and immersed in that culture? ER: Firstly, I feel so proud to work at a company that puts being kind as one of its values. I think that’s so, so important. Life’s hard without working somewhere with really nice people and promoting kindness. I think that’s a fantastic, so I’m flying the flag of Relative Insight for how proud I am of that. There’s lots of things that I try and implement. I’m very lucky to work naturally in a culture that is absolutely unbelievably, naturally supportive, even before I started working here. The culture already existed before I even started. I’ve been here a year now, so I can take no credit for that. That’s all down to my colleagues. But I have brought in a couple of things that I think should help. One thing that was actually already here before I started is there’s weekly shout outs, which are quite lovely, something quite funny, some quite serious, which are really nice. I don’t know if anyone else felt the first week of this year was particularly tough. My friend in marketing and I created an award ceremony called the FBAs. It was the First Friday Back Awards, and we did a poll for lots of different awards for all of our colleagues, which was lovely. There was a broad mix of wins of lots of different people from lots of different teams contributing as well. Particularly for onboarding, with April who works in our People team, we’ve launched a buddy system. From day one, we have people internally who volunteer that want to be buddies. When a new person starts, we pair them up with someone who isn’t their manager and isn’t in their direct team. It’s someone they probably wouldn’t talk to any of the rest of the time. Once a week, in real life you would go for lunch with them, but now we’re just grabbing a virtual coffee and you can talk to them about work if you want. You also can talk to them about actually anything that you like. I know we have one buddy pair here who go for a walk together and ring each other once a week, which is really nice. Then finally, we also have a new SDR club, it’s called The Buds for a multitude of reasons, it was decided internally and I think it’s quite lovely, where if you’ve been here for six months or less, we just have a little club where once a week we sit down and we talk about things that maybe you don’t want to go and ask someone else. Maybe you’re like, “Oh, how does this part of the software work? Or what on earth is an API? What does that actually mean? Building all these lists together. There’s also a really nice little new starter supportive community there as well. SS: I love that idea. In fact, we might, we might need to borrow that even within our own organization. Now, last question for you, and this goes back to the notion of scaling. How can sales enablement help maintain an organization’s culture as it grows and expands, particularly as you start to span global teams and work cultures might be a little bit different? ER: I think it can be easy because sales enablement is a bit of a different pillar in the company. You’re there to support everyone and help everyone and instruct everyone and coach everyone. It can be easy to become an island. I think one of the first things is for sales enablement to be a part of the company and culture yourselves if they’re asking for volunteers to do certain things, or if they’re asking people to apply for certain questionnaires or be visible. I like to really contribute to the organization’s culture myself, because I think it’s leading from the front and that’s very important. I also think, as I’ve said throughout this, being open to feedback is completely instrumental. We have an office in the U.S. and of course they can’t join our morning kickoff meetings because it be about four o’clock in the morning for them. Making sure someone’s there to run through everything with them so they don’t feel like as much of a satellite and constantly making sure that they know it’s okay to be like, “Hey, we would like to have something like this more at our time.” We’re actually in a weird position at the moment where one of our employees is in Hong Kong. Because of COVID, they can’t get back to the UK, so they’re actually working almost through the night. We’re currently trying to align calendars to people in Texas, all the way to people in Hong Kong with quite a small team. It’s also telling people that if the timing’s absolutely ridiculous for you and it is midnight wherever you’re based or four o’clock in the morning, that’s fine. We’ll organize something at your time. I also think, much like in a SaaS company when you win a new client, their first few weeks with you is absolutely pivotal to their success with you as a client. It’s the same as a new hire. I think onboarding is completely pivotal to being really amazing. I’ve had some really fun sessions recently with my CRO and April who runs our recruitment of how we can try and make starting work at Relative Insight one of the best things that ever could happen to you? So, really fun, really different. We really care. We’ve hired you because we’re really going to invest in you and making sure that the culture, the fact that we really care and we’re really invested in this, is there from the second you first speak to us, before you’ve even properly interviewed for the job. The long answer sort of distilled down would be to be involved in the culture simply means that I have to be involved in the culture and anyone I hire in the enablement team here does as well. We have to spider across and work with so many different teams within the company to make sure we help every team be involved in the culture. We mirror that and make sure that it’s all aligned. SS: I think that’s a fantastic approach, Eilidh. Thank you so much for joining us today. I enjoyed learning from you. ER: It’s been an absolute pleasure. Thank you for having me. SS: To our audience, thanks for listening. For more insights, tips, and expertise from sales enablement leaders, visit salesenablement.pro. If there’s something you want to share or a topic you’d like to learn more about, please let us know. We’d love to hear from you.

I learned a lot about myself when Jack was a baby.  One of the most obvious things I learned is that I’m a “why” person.  I want to know the reason for stuff.  I want to know the “why.”  We worked on coming to midline, deliberately reaching away from midline, and crossing midline.  Sure, I would have done it, because the therapists said to, but I really needed to know why.  Why are we working on this skill?  What does this do to help Jack?  What’s going on in his brain or body that makes this so hard for him?  Why?     This is why I immediately “clicked” with Dr. David Kuhn when introduced to him.  In our first conversation, David and I talked about Functional Behavior Assessments and ABC (antecedent-behavior-consequence) data.  He wasn’t two sentences into the discussion when he geeked out about the need to tweak consequences in order to zero in on the function of any particular behavior.  David was speaking my language.  If we don’t test our hypothesis by manipulating that consequence, how would we know if we have hit the “why?”     In today’s episode Dr. Kuhn and I talk about this topic.  He explains the need to manipulate the consequences of behavior to test a hypothesis before writing a plan to support the behavior.  He takes behavior down to the science of testing the hypothesis, which makes it so simple.     I invited David onto the podcast to talk about this particular issue, but as is usually the case, we came up with a much more broad conversation about FBAs, BIPs, and generally supporting children with behavioral needs at school and in their communities.  Of course, this must start with a very thorough analysis of the behaviors.     David Kuhn is one of the good ones.  His incredible credentials and experience are fueled by a lifelong appreciation of and passion for helping people with disabilities.  No wonder he’s so smart!     Episode you will also enjoy: https://ashleybarlowco.com/functional-behavior-assessments-and-behavior-intervention-plans-with-dr-solandy-forte/

Behavior is always a hot topic in special education.  If a school struggles to support a child’s behavior, the child often struggles comprehensively.  One solution is a comprehensive functional behavior assessment, which is an evaluation of the child’s trigger behaviors.  Once an FBA is done, the team can develop a BIP.Dr. Solandy Forte of Milestones Behavioral Services walks us through the components to a well-written, comprehensive FBA in today’s episode. Solandy is my friend.  We met at the COPAA Convention through her husband, Jeff, who is a special education attorney in Connecticut.  I’d met Jeff at Wrightslaw’s ISEA a few years prior.  I met Solandy at a happy hour and knew I wanted to sit by her at dinner, as her passion and wisdom are contagious!  I could listen to her talk behavior all day!  Dr. Forte’s explanation of the FBA is practical and thorough.  I have read so many FBAs that tell me very little about the child.  She explains the components of the FBA (which are listed in the FREE resource on my website here) and also the reasons that you need them.  This is amazing information that you can tote along with you to your next IEP meeting!    Then, she explains how to take the recommendations from an FBA to draft a Behavior Intervention Plan, which both supports the child with proactive and preventative strategies but also reactive interventions.  I have a lot of cases that involve behavior, and Solandy taught me a thing or two in today’s episode!  It’s just that good!   Meet My Guest: Solandy Forte, PhD, LCSW, BCBA-DLicensed Behavior Analyst in CT, MADirector, Consultation Services and Community OutreachDr. Solandy Forte is a doctoral level Board Certified Behavior Analyst licensed in Connecticut and Massachusetts and a Licensed Clinical Social Worker at Milestones Behavioral Services in Connecticut. Solandy provides consultation services to the Milestones’ School Programs, Advanced Intervention and Daycare. She is also leading the Community Outreach initiative.Solandy has worked with children and young adults with a wide range of developmental disabilities, mental health disorders, autism and related disorders in their homes, schools, and community settings. She has coordinated with multi-disciplinary teams to promote capacity for educating children within the least restrictive educational setting.Currently, Solandy serves on the Board of Directors for the Behavior Analyst Leadership Council (BALC) and has been a member of the Executive Council for the Connecticut Association for Behavior Analysts (CTABA). She has presented at regional and national conferences on topics related to staff training, behavioral assessment, navigating through cultural barriers, behavioral consultation, supervision, and ethics.Solandy is an adjunct professor for the Institute of Autism and Behavioral Studies at the University of Saint Joseph in West Hartford, Connecticut and the Institute of Behavioral Studies at Endicott College in Beverly, Massachusetts. Never miss out on a new episode by joining my mailing list here: https://view.flodesk.com/pages/5f43ff3f99f8080026e08ed7 Functional Behavioral Assessments Download: https://view.flodesk.com/pages/5f8058b825883d31008455f7

The beginning, campaigning, getting dug out, 1882 movement, mistakes, the FBAs, Hope Solo, One Club, and your questions.- Patreon - http://bit.ly/2uECfa3- Twitch - https://bit.ly/3ekjTx9- Twitter - http://bit.ly/2wleG6z- Facebook - http://bit.ly/39bN7LM- Instagram - http://bit.ly/3ae2GCx- WhatsApp - https://bit.ly/3dhrQTd- YouTube - http://bit.ly/2I31iH7 - A Tottenham Hotspur Podcast, Up the Spurs! See acast.com/privacy for privacy and opt-out information.

Conducting a thorough functional behavior assessment is critical for a successful behavior plan and causing real, positive behavior change. In this episode, school based BCBA, Abbey Mix, shares the rubric she and her team created to guide the creation of an FBA. Abbey talks through how her team uses this rubric and how both teams and individual teachers can utilize this tool to create FBAs that are more effective. This rubric can be used as a reminder for including all important steps within the functional behavior process and also as a method for teams to follow or reflect back on previously written FBAs. Download the FBA rubric here: https://theautismhelper.com/fba-rubric/ Click here to find out more info about The Autism Helper Professional Development Membership: https://theautismhelper.com/membership-2021/ Want more information about The Autism Helper Courses? Visit: https://theautismhelper.com/courses/ Looking for a specific product or resource? Visit The Autism Helper store on TpT: https://www.teacherspayteachers.com/Store/The-Autism-Helper Get all updates from The Autism Helper Podcast by clicking subscribe above. Head over to theautismhelper.com for more info. Follow us on Facebook, Instagram, or Pinterest @theautismhelper.

This week we have guest Wayne G of FBAS Sports podcast who brings a wealth of information about the audio engineers aspects of podcasting. He also provides some insight of podcast networks and how he manages to be 1 of 3 host of FBAS Sports Podcast. This episode is very informative and would be great for anyone starting out in podcasting or wanting to enhance their skills. Follow Wayne's show on Twitter Also check out his show on Facebook Follow the Diary of a Mad Black Man on Instagram, Twitter, Facebook (you can click these links). Inquiries can be sent to blake@theblackpodcastclub.com If you would like to support, donate or invest, to my podcast, cash app is $mealsbyblake or click the link below to contribute monthly! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/diaryofamadblackman/message

Kenji ROI Founder, Danny Carlson shares his expertise in Amazon listings and optimization and goes in-depth on strategies to execute to increase conversions and make more money for your business. He introduces the Triple Optimized Amazon Listing Methodology and what makes it the most efficient and effective way to get customers buying.WHAT YOU’LL LEARN Introducing Kenji ROI Triple Optimize Amazon Listing Other Tactical tips for FBA’s Other Tips for FBAsKEY POINTS Kenji ROI is a 3 and a half years old company that helps FBAs in their Amazon listing, creation and optimization. It has worked with 1,200 listings raising conversion between 25 to 75% increasing sales and value for the companies. The triple optimize Amazon listing is a method developed by Kenji ROI that optimizes the on-line presence of the FBA’s raising its “click-ability”, and thus raising it ranking among Amazon listings. One of the common mistakes made by FBA’s is having too many keywords that mess with the Amazon algorithm. Likewise, putting so many texts in the product descriptions that drowns out the competitive feature of the product as opposed to the other products available. It is important to focus on key differentiation and clear key words that attract customers. Description should be relevant and not voluminous. Videos are becoming more important; however, it is best to engage a professional rather than upload a poor video. It is better to look into setting up e-follow-ups for customers rather than considering setting up a separate store. Setting up an e-store is like setting up a business and entrepreneurs are advised to just concentrate on growing one. ABOUTDanny Carlson is a 27 year old entrepreneur, podcaster, & lifestyle architect. He started his first business producing extreme downhill longboarding videos in 2014 & has since grown the Amazon FBA Agency “Kenji ROI” to more than 10 team members. --- Send in a voice message: https://anchor.fm/ecom-exits-podcast/message

What is a functional behavior assessment? When is one required?  How is this different from a Behavior Intervention Plan?  Lisa and Miriam are joined by John Moenk, a law clerk and former school administrator, to discuss what federal law mandates when it comes to students with behavioral challenges. School administrators address misconduct on a daily basis, but some districts are more proactive and successful while others continue to struggle. This episode focuses on how to develop and implement behavior intervention plans (including conducting FBAs) that are meaningful and effective as opposed to perfunctory and redundant. We practice law, including special education law, at Walter Haverfield in Cleveland, Ohio and we welcome your suggestions and comments. Please check us out at: https://www.walterhav.com/professional/lisa-h-woloszynek/ https://www.walterhav.com/professional/miriam-m-pearlmutter/  

In Session 101, Dr. Missy Olive and I talk about a topic that's near and dear to my heart: consulting in public school settings. Long-time listeners will recall that I did an episode on this topic in January of 2019. Since then, I've received numerous listener requests to return to this important issue. My colleague Jen Farris saw Missy speak at a conference a few months ago, and insisted that I reach out to her to get her on the show, and I'm grateful for the recommendation, as this episode is chock full of great information for those of us who practice in this area. Missy is the Executive Director of Applied Behavioral Strategies, an organization who's mission is to assist individuals to achieve their potential to live independently and with dignity. We spend the first part of the podcast talking about Missy's background, and the unique way she found herself in our field, so I will not repeat it here. However, let's just say that Missy is clearly an "early adopter," of ABA. Whether you work in schools or not, I think you're really going to like this episode, as there are lessons for practitioners that are, in my opinion, broadly applicable. If you'd like to learn more about Special Education Law and/or conducting Functional Behavioral Assessments in school settings, she has a few webinars coming up: Special Education Law and Ethics for BCBA's on 12/5/19. Ethical Issues Related to Developing Behavioral Intervention Plans on 12/12/19. Missy has graciously offered a huge discount for podcast listeners. These are normally $80, but if you mention the podcast when you sign up, you can attend these events for $25! During the interview, we mentioned tons of other resources. I was furiously scribbling notes the whole time, and I have as many links as I could find. Here they are: Considerations of Baseline Classroom Conditions in Conducting Functional Behavioral Assessments in School Settings (Kestner, et al., 2019). Simon Sinek on Millennials in the workplace. Michael Giangreco (author and cartoonist). Avoiding Substantive Errors in IEP Development (Yell, et al., 2016). State Special Education Laws for FBAs and BIPs (Zirkel, 2011). ABS's free journal club. Practical Ethics for the Effective Treatment of ASD. Council on Exceptional Children Journals. Beyond Behavior. Focus on Autism and Other Developmental Disabilities. Behavioral Disorders. Alberto and Troutman. Applied Behavior Analysis for Teachers. This podcast is brought to you with support from the following: The University of Cincinnati Online. The UC Online program can be a rewarding way to advance in your career. Gain the cutting-edge knowledge and skills so you can help others while increasing your career options and earning potential. For more information, please visit behavioranalysisuc.online for more information. HRI Colorado.com, and whether you live in Colorado or Connecticut, or anywhere else in between, their mission is to find you your dream job. So for a confidential chat about opportunities in your neck of the woods, go to HRIColorado.com. The OBM 2.0 Pro-Social Teaming Model workshop, which will be taught by Drs. Darnell Lattal and Thomas Szabo. Here are the details: It’s being held at Green River Community College, Auburn, Washington on January 18th and 19th. Attendees will learn the ProSocial model: evidence-based practices to promote employee engagement, cooperation, high-level performance, and complex organizational problem-solving. The workshop provides 16 CEU’s, and there’s a remote follow-up option that can extend this to 22 CEU’s. Space is limited for this event, and the prices go up as we get closer to the dates. The event organizers, Connections Behavior Planning and Intervention, have offered listeners a discount. So for more information, click here, and be sure to use the code podcast25. The Innovation in Education: BCBA Consultation in Schools Annual Webinar. This year’s event features podcast favorites Drs. Linda Leblanc and Merrill Winston. Merrill will start the day off by talking about the ethical considerations of restraint usage in public school settings, and Linda will focus on mentoring and other supervision and management practices. Earn your Ethics and Supervision CE’s from two people who are at the top of their game their areas of expertise! For more information, go to www.SWWC.org/workshops. Don't forget to save 10% on your registration by using the promo code PODCAST.

What is the Value in an Amazon AccountThere's nothing like finding exactly what you need you when you need it...right? No-fuss, no hassle, just easy and convenient.Turns out most consumers want that for their online shopping.Besides, the Internet is supposed to be convenient, it shouldn't feel like walking through virtual aisles of a store - and platforms like Amazon prioritize this consumer need.In our last episode, we talked to Jason and Ron from WebsiteClosers.com about the basics of companies that are fulfilled by Amazon – also known as FBAs.On today's episode of Deal Closers - A Tech & Internet M&A Discussion, we go a little more in-depth about the values these companies bring when it's time to sell.[02:16] How can some FBAs differ from each other? For example, can you have FBA companies that operate solely on Amazon platform and others that use multiple online platforms to sell?One of the things that a lot of our clients are doing is setting up Shopify stores. Others will go into places like Walmart, and depending on the type of product, they may also do well on a place like Etsy. We've got several clients that would be roughly 50% on Amazon and 50% on their site. By creating this mix, your company becomes a much more valuable one because you truly create a brand where there's awareness in the social space.With just an only Amazon company, while it's still easily sellable, it doesn't quite have the branding yet, off of that platform.[04:50] What are some of the things that you guys do, at websiteclosers.com, that sets you apart from other companies that sell FBAs?We position ourselves as one that wants to push the highest possible multiples on a business.Our sole focus is how can we position this in the light most favorable to the market place and how we're going to get the largest possible deal.We're able to advise people – each step of the way we tell them when and why to do certain things.We do what our clients do every day – we own and operate a number of eCommerce companies that operate their own website and they also operate on Amazon.[09:43] Is it common for companies to sell while they're transitioning into or out of being an FBA business?Years ago that was the case but now you're not going to see somebody in the middle of that kind of transition.[11:25] I understand it's relatively difficult to transition an Amazon Account. What has been your experience with that?It's changed a lot over the years. When Ron and I were selling these companies a long time ago, we actually had to sell them as stock transactions because there wasn't an easy way to change an account.That's completely changed in recent years. Now you can log in and change your legal entity and it's nice and easy for you to transition away.We'd like to make sure people are aware that we're not selling Amazon Accounts, we're just transitioning a company that operates on the platform to another that operates on the platform.[13:49] What expectations are set when an FBA company wants to sell?That varies a great deal because there's all different kinds of sellers out there.It's important for us as intermediaries to manage expectations tightly throughout the process because what a seller wants for a business and what a buyer is willing to pay are sometimes two completely different things.[21:47] What are some common misconceptions you've seen on the behalf of FBA sellers?One misconception, just in general, from Mergers & Acquisitions is that guys will go out and look online to see what kind of multiples are being paid for businesses, but every company is different. A lot of times we are having that battle up front with a client, where they've done this research, they see what's out there, and we're telling them the way it really is.Another misconception is that owners believe that they could just sell a company and move on. Resources:websiteclosers.com Hosted on Acast. See acast.com/privacy for more information.

You need something and you need it fast, so what do you do? Where do you start?For some of us our first instinct, besides going in-store, is to check online. Fast online shopping is a lot more dependable than it used to be. There are a lot more services available that get products to customers as soon as possible but Amazon takes it to the next level. The platform provides businesses a place to sell products online. It's simple, customer-friendly, and useful.So what's the deal behind businesses on the Amazon platform?On today's episode of Deal Closers - A Tech & Internet M&A Discussion, I had a chance to talk again to Jason and Ron from websiteclosers.com about Amazon and its business model for other businesses.[02:02] It turns out that several eCommerce companies turn to the platform to drive sales. Why is it profitable to become an FBA (Fulfillment By Amazon)?The algorithms on Amazon are going to promote a particular product that's shipped in two-day shipping or prime shipping over one that isn't;If you're an FBA, it means that they are controlling shipping and they know it's going to get there in one or two days;FBAs are easy to operate.[06:18] What are the two different kinds of FBA sellers?Those who have their own brand and their own products;Those who sell other people's products.[06:55] Why people choose Amazon as a platform to sell their products?They can get rich fast;It's a lifestyle choice;The platform has so much growth left, and people notice that.[07:45] In terms of your end of working within FBA business, how might that be different than other businesses you work with?It depends on where the FBA business is located – if it's international, the banks are not going to be involved in those deals, so it takes a little longer to sell the business;How big the company is, impacts the valuation of a deal, the buyer pool and the time to get the deal closed;From a diligence perspective, FBA companies are super easy to sell because you're not faking any of the numbers, it's all coming straight through the Amazon Platform.[11:04] How might the valuation process of an FBA company be unique?We don't look at them as “FBA Companies”. Rather, we look at them as any eCommerce company, as a brand – we're selling the brand;Their only uniqueness is that if they are concentrated on one particular product, it can be a problem and a risk profile because there are buyers out there that get concerned if something happens to the product;When you have a company that's highly diversified from a concentration standpoint, that really helps and can impact the valuation;Also, something that impacts valuation for FBA companies is growth. You want a company to be growing nicely, year over year. You want to go to the market when you are growing, not when you are on a downtrend;If you have a highly competitive product – how are you competing on the Amazon platform, what makes you different from others?[17:05] When people are looking to sell their Amazon business for profit, what's the biggest mistake you see people make?Not paying attention to their financials;Not building a foundation and a team;Thinking that just because they have this great selling product, they're set. Resources:websiteclosers.com Hosted on Acast. See acast.com/privacy for more information.

It's back! The FBAs award winning podcast returns for another season along with your favourite characters Si Ferry, Kevin Kyle and Paul Slane.  

It's back! The FBAs award winning podcast returns for another season along with your favourite characters Si Ferry, Kevin Kyle and Paul Slane.  

Stamford Chidge is joined by Jonathan Kydd, Dan Silver and Tony Glover to digest a a very unpalatable defeat to Liverpool at Anfield which may have helped Liverpool's quest for their first title in 29 years.On the show tonight we look at Sarri’s tactics, inept refereeing, Salah cheating, Rudiger going off, Chelsea perennially leaking goals between the 45th and 60th minute to try and explain what went wrong and could it have all been very different.In part two its operation ‘get the vote out’ for the FBAs and we announce the next Hyundai Extra Mile winner and have an interview with him, before asking are Chelsea simply not good enough; have we become too entitled or does it just hurt like hell losing to Liverpool and can we still make the top 4 in spite of yesterday’s defeat? We also look at some foul behaviour by both Liverpool players and their fans.Vote for Chelsea FanCast as Best Podcast in the Football Blogging Awards! Vote here: https://footballbloggingawards.co.uk/vote-now/ In part three we look ahead to Thursday’s Europa League 2nd leg quarter final against Slavia Prague where Chelsea have a slender 1-0 lead but can they beat Slavia and go on to win the cup? All this plus this week’s parish notices.In part four we have loads of your emails to read out and questions to answer.Support the Chelsea FanCast and become a Patron:Become a Patron! See acast.com/privacy for privacy and opt-out information.

93rdEpi - GW35 - Greatest hits Following a gameweek full of fixtures we are limited to 6 for the next round of FPL fixtures. Some top teams on show however and this will likely be the favourable time to play the new free hit chip. Richard Kenny joins the surgeons to discuss the favourable players, who provides punt value and a few you may never have considered. With Bully and Richard both playing their free hit chip this week and the Iceman having already played it in DGW34 you get the view from both sides. Richards website: infernosix.wordpress.com We answer your twitter questions and check the feedback box in the latest edition of the fantasy football surgery podcast! We answer the questions of the tinternet and share wisdom on the fantasy football surgery podcast! Click to vote for us at the FBAs: https://www.footballbloggingawards.co.uk/about/vote-now-football-blogging-awards/ #rightupthere #upthepod Join the FF_Surgery league to win prizes: 1173-455 https://www.patreon.com/FantasyFootballSurgery https://soundcloud.com/fantasyfootballsurgery www.fantasyfootballsurgery.com www.facebook.com/fantasyfootballsurgery Twitter - @FF_Surgery Email - ffsurgerypodcast@yahoo.com

Authors Robert H. Horner and Mitchell L. Yell discuss their April 17th, 2017 article in the Journal of Special Education, "Commentary on Zirkel: Judicial Rulings Specific to FBAs or BIPs Under the IDEA and Corollary State Laws--An Update."

Hey hey hey,  Two games, one Cole, no goals; it's this week's Nii Lamptey Show!  We try not to get too carried away with the Cole signing although it's very much a case of getting back to the stable with your horse pretty much out of sight.  We find it pretty easy to not get carried away with two, admittedly very different, 0-0 draws and as usual we cut right through both of them with our laser sharp analysis laser. Joey actually had time and tried to do a proper Swindon preview.  This is the best he could do...  God help us. Oooh, FBAs!  You've got 'til 31st October to vote and then I'll stop bugging you.  Vote via Twitter (see @NiiLampteyShow for details) and/or go to www.footballbloggingawards.co.uk to register your vote.  Get your friend to vote.  Get your dog to vote.  Just bloody vote.  Oh and thanks very much if you already did. Little note that we only get a certain amount of storage space where we host the podcast and October seems to have been a busy month.  That means that this pod and next week's pod will be a little bit lower quality.  Hopefully it doesn't ruin your listening experience. Final word, just an early heads up that we'll be having a week (or so) off at the start of November.  Deal with it.  All this vote begging has made us tired and we need some winter Sun.  We'll be back next week though for some tip top Swindon reviewing action.  Cheerio

Two of the three Niis (of orient are...) made the short journey home from Bury and are now talking about it in your ears. There's a mixture of frustration and analysis as usual as they rue a game where the team failed to learn from the mistakes of their most recent victory. In other news there's a gettable Only Covvect question for once and Neil explains what he thinks is excellent about Shrewsbury's manager. Warning: Podcast contains no begging to vote for us in the FBAs by going to www.footballbloggingawards.co.uk or by heading to @niilampteyshow and @skybluesblog because we don't do that sort of thing any more

Another week, another win.  Being awful is so 1988 to May 2015... In between speculating about the pronunciation of Tom Soares' surname and Paul's chances of taking over from Brendan Rogers we take the time to celebrate a decent performance and bemoan some questionable decision making in our victory over Chesterfield.   As usual time is spent fawning over Romain Vincelot and (despite his injury, nothing can stop us) James Maddison whilst Marc Antoine Fortune inspires what no-one is calling a 'Classic Knowlian Rant' Warning:  Contains more begging for votes.  Speaking of which, please head to www.footballbloggingawards.co.uk to vote for us as best football Podcast at the 2015 FBas and for Neil's www.skybluesblog.co.uk as best club blog in the very same awards.  If you're a twitterer then head to @niilampteyshow and @skybluesblog for details of how to vote on there too. (we've made it really easy for you)  Thanks to those of you who have voted already, it really means a lot to us

The Lion of Vienna Suite is back, late once again, as Chris is joined by Tom and, on his last appearance before heading off to university, Dan. Here's what Bolton Wanderers chat they got up to: 1) Bolton 2-1 Wolves   Thoughts on the game Squad depth Prince Desir Gouano and Derik Osese being brilliant  Gary Madine misfiring again Mark Davies back to his best Afobe and Le Fondre   2) News   The new big screen Johan Mjallby departing, Steve Walford coming in Kevin Nolan returning to the club? Linked with James Wilson and Kyle Lafferty Max Clayton plays and scores for the reserves. David Wheater, Liam Trotter and Francesco Pisano also got time. Jamie Thomas score again. Alex Samizadeh   3) Sheffield Wednesday Preview and Question   How the game will go Team seletion Prediction Question of the week Vote for us in the FBAs! Download and listen to the podcast on iTunes or Blog Talk Radio Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Lion of Vienna Suite is back, late once again, as Chris is joined by Tom and, on his last appearance before heading off to university, Dan. Here's what Bolton Wanderers chat they got up to: 1) Bolton 2-1 Wolves   Thoughts on the game Squad depth Prince Desir Gouano and Derik Osese being brilliant  Gary Madine misfiring again Mark Davies back to his best Afobe and Le Fondre   2) News   The new big screen Johan Mjallby departing, Steve Walford coming in Kevin Nolan returning to the club? Linked with James Wilson and Kyle Lafferty Max Clayton plays and scores for the reserves. David Wheater, Liam Trotter and Francesco Pisano also got time. Jamie Thomas score again. Alex Samizadeh   3) Sheffield Wednesday Preview and Question   How the game will go Team seletion Prediction Question of the week Vote for us in the FBAs! Download and listen to the podcast on iTunes or Blog Talk Radio Learn more about your ad choices. Visit megaphone.fm/adchoices

Like Autism Live on Facebook at http://facebook.com/autismlive  Today on Autism Live Dr. Doreen Granpeesheh answers viewer questions about elopement, teaching safety,  co morbidities, potty training, ASD in public schools, speech therapies, FBAs and much more.   During Let’s Talk Autism with Shannon & Nancy, the ladies welcome author, autism advocate and creator of BE SAFE the Movie, Emily Iland as well as disability advocate Starr Taxmen to talk about important safety considerations all Autism parents should be aware of and taking action on! Autism Live is a production of the Center for Autism and Related Disorders (CARD), headquartered in Tarzana, California, and with offices throughout, the United States and around the globe. For more information on therapy for autism and other related disorders, visit the CARD website at http://centerforautism.com

Dr. Greene's guest today on CPS at School was Julie Benay, prinicpal at Mallets Bay School in Colchester, Vermont.  A great discussion about...well, the title pretty much tells the tale...

Background: Ongoing changes in cancer care cause an increase in the complexity of cases which is characterized by modern treatment techniques and a higher demand for patient information about the underlying disease and therapeutic options. At the same time, the restructuring of health services and reduced funding have led to the downsizing of hospital care services. These trends strongly influence the workplace environment and are a potential source of stress and burnout among professionals working in radiotherapy. Methods and patients: A postal survey was sent to members of the workgroup "Quality of Life" which is part of DEGRO (German Society for Radiooncology). Thus far, 11 departments have answered the survey. 406 (76.1%) out of 534 cancer care workers (23% physicians, 35% radiographers, 31% nurses, 11% physicists) from 8 university hospitals and 3 general hospitals completed the FBAS form (Stress Questionnaire of Physicians and Nurses; 42 items, 7 scales), and a self-designed questionnaire regarding work situation and one question on global job satisfaction. Furthermore, the participants could make voluntary suggestions about how to improve their situation. Results: Nurses and physicians showed the highest level of job stress (total score 2.2 and 2.1). The greatest source of job stress (physicians, nurses and radiographers) stemmed from structural conditions (e. g. underpayment, ringing of the telephone) a "stress by compassion" (e. g. "long suffering of patients"