Podcasts about five questions

(0:00) The third hour opens with a discussion on when the Red Sox should bring their young stars back.(8:16) Caller reactions on Mazz' Tiers on the most famous sports streaks.(22:09) The guys discuss the issues the Patriots are having with Christian Gonzalez and Gabe Jacas.(30:11) Five Questions with Jim Murray that have nothing to do with sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Who is Gwen?Gwen Acton, PhD, has built her career helping “rocket scientists”—the brilliant scientists, engineers, and technical experts behind today's most innovative companies—become extraordinary leaders. With a background spanning everything from biology to technology, Gwen was inspired by the crucial roles these experts play in industries like biotech, aerospace, AI, big pharma, and government research labs. She saw that while technical leaders are essential for organizational success, many find themselves suddenly tasked with leading teams, often without the tools or training to do so. Gwen made it her mission to bridge this gap, coaching and advising growth-stage companies and R&D groups so their top technical minds can excel both as experts and as leaders.Key TakeawaysSummaryStuart Webb and Gwen Acton PhD discuss* Why technical expertise doesn't equate to leadership proficiency* Common pitfalls technical leaders face (like micromanagement and letting go of control)* The mindset shift required to move from individual contributor to successful team leader* The most essential skills and behaviors for leadership in science and technology-driven organizations* Practical advice for influencing up, engaging teams, and leading transformation* Insights from Gwen's career and highlights from her book, “Leadership for Scientists and Engineers”* Audience questions on changing leaders' minds and the hallmarks of great leadershipWhether you're a new leader, a technical expert on the rise, or simply curious about the bridge between science and leadership, this episode delivers actionable tips and inspirational stories.Timestamps & Overview* 00:00 - Tech glitches and introductions:Stuart Webb kicks off, introducing Gwen Acton PhD, her background, and the episode setup.* 01:24 - Defining the technical leader's challenge:Gwen explains who she helps and the need for leadership skills in technical organizations.* 04:10 - Why technical backgrounds don't prepare you for leadership:Gwen highlights the crucial differences between technical problem-solving and managing people, and why logic alone isn't enough for people problems.* 07:04 - The confusion and blind spots of technical leaders:Discussion about why what worked as a technical expert often fails in leadership, and the importance of learning new interpersonal skills.* 09:16 - Letting go and the pains of delegation:Gwen addresses micromanagement, the struggle to trust others, and methods for successful delegation in high-precision environments.* 11:29 - One piece of leadership advice:Why great leaders ask more (and better) questions instead of always trying to provide answers.* 13:24 - Audience Q&A – Changing minds and influencing up:Gwen shares tips for helping leaders change direction, including the power of genuine questions and one-on-one influence.* 17:05 - Gwen's journey from scientist to leadership expert:Personal story about her path, why group dynamics and leadership in science are so important, and practical solutions for the technical world.* 20:20 - About the book “Leadership for Scientists and Engineers”:What readers will find inside and why it's designed as a practical guide for technical leaders.* 21:34 - What makes a good leader or role model?:Key traits and behaviors ranging from strategic alignment to offering feedback and motivating teams.* 26:48 - The killer question: What separates great leaders from those who plateau?:Gwen's reflections on lifelong learning, intentional skill development, and the humility to accept feedback.* 29:28 - Closing remarks and staying in touch:How to subscribe for future episodes, more about Gwen, and reaching out with questions.Resources and Links*

Weird Carnival Foods, Cheapest Countries to Travel To, and Five Questions "This Evening"

Mind Set | Week 6: Five Questions That Reveal God's Love | Roman 8:31-39 // Ryland Walter // Discover how setting your mind on God's truth transforms every aspect of life. Learn to see yourself, your circumstances, and your future through God's eyes—and experience the life and peace that come from setting your mind on what the Spirit desires.

(0:00) The second hour of the show begins with a reflection on the aftermath of the Jaylen Brown trade.(13:01) Caller reactions to Mazz' Tiers on the most memorable press conferences.(25:18) The guys discuss the USA's exit from the World Cup after Monday's loss against Belgium.(32:04) Five Questions with Jim Murray that have nothing to do with sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The WIP Morning Team is joined by Ruben Amaro Jr., John Kruk, and Jody MacDonald to analyze last night's Philadelphia Phillies loss. The team discusses the bullpen struggles, how the rookies performed last night, and what the Phillies must do going forward. The Morning Team analyzes Zack Wheeler's All-Star Snub with Amaro Jr. and Kruk. They also break down the odds that the Philadelphia 76ers land LeBron James and what that would mean for Joel Embiid. Finally, the team discusses the ticking clock for the Anaheim Ducks to match the Flyers' offer sheet for Leo Carlsson. Life advice, Time's Yours, and Five Questions with Jody MacDonald.

In this episode, we continue our Trading Avatar series by looking at one of the most common execution mistakes traders make:Selling their winners too early.Taking profits isn't automatically the wrong decision.In fact, depending on your strategy and Trading Avatar, it may be exactly the right thing to do.The problem is when you sell because you're afraid of giving back unrealized gains, not because your chart or trading plan tells you it's time.In this episode, we explore why profitable trades can be just as emotional as losing ones, how different Trading Avatars should manage winning positions, and how to decide whether to take profits, take partial profits, or simply let the trend continue.Join the Free Trading CommunityJoin our free trading community (full course + weekly live Q&A):

Red Cards, Trusted Brands, and Five Questions "This Evening"

Avory's Mid-2026 View Luis Alvarez and Avory Chief Investment Officer Sean Emory review the first half and outline Avory's second-half views through five questions: 00:00 Five Big Questions00:36 Show Format And Macro Setup01:35 Market Bifurcation And AI Trade05:00 Laggards, Ceasefire And Rotation07:45 Is AI Really Macro Immune10:44 Hyperscaler CapEx Reality Check12:53 Trim Infrastructure And Be Selective13:39 First Order Vs Second Order AI20:08 Second Order Identity And Trust23:09 Capital Flows And Blackstone Angle23:51 Where Second Order ROI Shows Up25:16 Why Zoom Fits The AI Stack27:07 Zoom as Context Hub28:49 AI Meeting Workflows30:04 Anthropic Stake Math31:34 Real Estate Rate Shock33:21 AI Deflation Thesis36:47 Consumer Health Check38:56 Fed Embraces Real Time40:25 AI Spend Reality Check43:57 Durable Compounders Case47:23 Rapid Fire Wrap UpHosted bySean EmoryFounder & Chief Investment OfficerAvory & Co.Websitewww.avory.xyzDisclaimerThis presentation is for informational purposes only and does not constitute an offer, recommendation, or solicitation to buy or sell any security. Past performance is not indicative of future results. All opinions expressed are as of the date of recording and are subject to change without notice. Any securities discussed may or may not remain in the portfolio. Please consult with a licensed financial advisor before making any investment decisions.© 2026 Avory & Co. All rights reserved.

Who is Sharon?Sharon Kennedy is a business leader and consultant who specializes in helping high-achieving leadership teams reach their goals. With a systemic approach, Sharon works with successful and ambitious individuals who find themselves at a crossroads—where progress seems more difficult than it should be despite their capability and intelligence. By focusing on aligning organizational goals with effective strategies, Sharon guides her clients to greater clarity and collective achievement, emphasizing business-level solutions over individual fixes. Her work is driven by a commitment to turning challenges into opportunities for alignment and business growth.Key TakeawaysIn this insightful episode, Sharon Kennedy shares her expertise on how leaders and businesses can gain better alignment in their work, especially when navigating complexity and uncertainty. She explains why many high-achieving individuals and leadership teams feel like something is “missing,” even when they're doing so much right—and how stepping back, gaining clarity, and focusing on systemic coherence transforms both people and organizations.Key topics include:* Identifying the Type of Client Helped: Sharon discusses the kinds of ambitious leaders and teams she works with, who often find their progress harder than it should be and benefit from a systemic, not just individual, approach.* What Clients Have Tried Before: Many have read books, taken courses, or followed common advice, but struggle to see the results because true change requires personal insight and a shift in perspective.* The Power of Lightbulb Moments: Sharon explains that breakthroughs aren't about doing things “wrong,” but about discovering new ways of seeing challenges and embracing novel solutions.* Sharon's Process at Engage and Prosper: From open, candid diagnostics to supporting genuine business-wide alignment, Sharon covers her approach to lasting organizational change.* Valuable Takeaways: The importance of identifying areas of repeated friction, why strategy often fails to translate into reality, and why real coherence beats great intentions every time.* Inspiration & Influence: Sharon shares her influences, including Rory Sutherland and Simon Sinek, and reflects on what human behavior teaches us about creativity, bravery, and leadership.* The Killer Question: How do you know when your organization lacks coherence—and what can you do about it?Timestamps Overview* [00:00:31–00:01:15] Introduction of Sharon Kennedy and her background in talent and neuro-inclusion* [00:01:27–00:03:22] The characteristics of Sharon's ideal clients and her focus on business systems, not just individuals* [00:03:23–00:05:07] What clients have tried previously and why change requires personal insight and self-determination* [00:07:10–00:09:18] Sharon's process at Engage and Prosper: diagnostics, clarity benchmarking, and identifying points of friction in the business* [00:11:10–00:11:46] Why company values and real behaviors don't always align—and what to do about it* [00:12:45–00:16:27] Sharon's personal journey, influences, and what really prompted her approach to leadership coaching and coherence* [00:17:12–00:19:22] The “killer question”: Signs your organization or team lacks coherence, and what key indicators (like repeated unresolved issues) to look forDon't forget: If you want to connect, ask questions, or get notified about upcoming guests like Maria subscribe to the newsletter here. You only need your first name and email—easy as (coffee) pie!And don't forget: keep an eye out for next guest. To submit your own questions, subscribe to our newsletter and join the conversation!P.S. Loved this episode? Hit reply and let us know what resonated most_________________________________________________________________________________________________Subscribe to our newsletter and get details of when we are doing these interviews live at www.systemise.me/subscribeFind out more about being a guest at : link.thecompleteapproach.co.uk/beaguestSubscribe to the podcast at https://link.thecompleteapproach.co.uk/podcastHelp us get this podcast in front of as many people as possible. Leave a nice five-star review at apple podcasts : https://link.thecompleteapproach.co.uk/apple-podcasts and on YouTube : https://link.thecompleteapproach.co.uk/Itsnotrocketscienceatyt!Do You Need a P.A.T.H. to Scale?We help established business owners with small but growing teams:go from feeling stuck, sceptical, and tired of wasting time and money on false promises,to running a confident, purpose-driven business where their team delivers results, customers are happy, and they can finally enjoy more time with their family -with a results-based refund guarantee: if you follow the process and it doesn't work, we refund what you paid.This is THE P.A.T.H. to scale your business.————————————————————————————————————————————-TranscriptNote, this was transcribed using transcription software and may not reflect the exact words used in the podcast.SUMMARY KEYWORDSneuroinclusion, talent development, innovation, education, high-growth sectors, leadership alignment, coaching, confidence building, skill development, business coherence, systemic approach, candidate-to-company pathway, fragmentation, fresh perspectives, clarity, diagnostic tools, Clarity benchmark, employee engagement, operational systems, team behavior, AI integration, onboarding challenges, early career hires, job fit, organizational congruence, company culture, values alignment, productivity, absenteeism, staff turnover, workplace coherenceSPEAKERSharon Kennedy, Stuart WebbStuart Webb [00:00:00]:Don't mess me about now. Now is not the time to mess me about. Hi and welcome back to It's Not Rocket Science, 5 questions over coffee. I'm here with— this is my coffee, by the way. I'm here with, uh, Sharon, and she has got coffee as well in front of her. Sharon Kennedy is a, um, a coach, uh, helping to develop future talent. Uh, she's, uh, works with people who are looking to develop high potential individuals in innovation, talent development, education. She's helping people build skills, confidence, and insight necessary to move in the fast-moving, high-growth sectors, particularly interested in people with neuro-inclusion in their development.Stuart Webb [00:01:16]:So Sharon, welcome to It's Not Rocket Science, 5 Questions Over Coffee, and thanks for being a guest.Sharon Kennedy [00:01:21]:Thanks for having me.Stuart Webb [00:01:24]:So tell me a little—Sharon Kennedy [00:01:25]:Perfect.Stuart Webb [00:01:27]:Let's, let's just explore a little bit. So if we're looking at the sort of the, the person you're trying to help, what is the, uh, what are the characteristics? What are the— what is it you, you are— you would say are the sort of, um, ideal client, ideal person you're trying to help with this neuroinclusivity, building their confidence, uh, in this fast-paced environment of education and employment today?Sharon Kennedy [00:01:50]:Well, I suppose it's— I suppose the first thing to say, and I understand why you've positioned it the way you have. But I— as much as I work on an individual level, I really come at it from a business level. That's what we're trying to achieve. And so, so the individual leader or individuals in this leadership team are, generally speaking, going to be quite successful and achieving lots of great things, lots of ambition, lots of intelligence, capability, and things like that. It's more that they're at a point where it seems harder than it should be. And they're still pushing forward. And I think really, for me, what I try to do, and, and we as a business, is about helping them find alignment in what they're trying to achieve and how they're trying to achieve it. So it's more of a systemic approach that we take to it.Sharon Kennedy [00:02:38]:So whilst all the things you described are exactly what we also do, you know, clarity, confidence, talent, uh, you know, development, and the sort of candidate-to-company pathway and making that the optimum that it can be. Ultimately, we're about trying to make sure that we're helping leaderships and companies be more coherent in their approach so that the consistency is there and the inner alignment is there as well. So if you ask me about the type of people, they're going to be very intelligent, capable people, but they're just kind of— they know something's missing, but they can't really work out what that is. Um, and so for us, it's normally sort of fragmentation in their thinking, really, and trying to help them sort of stand back sometimes and then look at things with fresh eyes.Stuart Webb [00:03:23]:So, so that's interesting. So, so tell me, um, what they've tried before. What is it they've been attempting to do before they come across somebody like you can help them with that alignment? Have they, have they done books, courses, all of the above?Sharon Kennedy [00:03:36]:All of that. I, I've— well, and just lived on the planet, you know, and, and gained experience and done lots of things brilliantly right. And done lots of other things that they, they don't quite know why it's not worked. And I think, I suppose it's sometimes it's like, you know, we grow up hearing the adages of, like, can't see the wood for the trees, or, you know, you're in the trenches rather than— and working in the business than on the business, all those great phrases. But I suppose actually sometimes it's, it's about helping people sometimes to think differently when they don't know how to think differently. Because it, you know, they'll— yeah, we've— again, I know I'm using the clichés, but the Definition of insanity: keep doing the same thing, expect a different result. And I suppose all these phrases and words don't always mean very much until you actually get to the point of where the penny drops. Somebody says something in a certain way, or enough things happen, and you just kind of go, I, I get it now.Sharon Kennedy [00:04:27]:It— that now makes sense to me in my way. And the problem is we all think differently. None of us think the same. None of us have got the same life experiences or talents or skills. We're all individual mashes of lots of, you know, life and experience and personality and DNA. And, you know, we're just unique individuals. And so what might be the penny dropping for one person is, you know, is it happens in a different way for somebody else at a different time. So it really— I know that might sound a bit ambiguous, but I think it's a bit like— that's what I've learned through doing coaching a lot of the time, is the individual has to self-determine their own insight All anybody else ever does is facilitate that being able to happen.Stuart Webb [00:05:09]:It's interesting. So, so it is— it, it— there's a moment, there's a, there's a point at which something happens, whether that be a difficult situation or a sudden realization that, that you've been doing it wrong all this time, which produces that clarity of thought suddenly that I need help.Sharon Kennedy [00:05:29]:Yeah, I don't even think wrong is not— and I'm not picking— you're not being critical, but wrong isn't the right word because I suppose it's just we all— everything is isn't it? All through our life we're trying and we're experimenting, we're exploring, and we're doing things differently. I think it's just sometimes somebody can have those, you know, whether you call them like light bulb moments or insights, whatever, you know, fat bombs, whatever you want to call them. A number of things happen, you know, whether it's a— you read a piece of content, you have a conversation with someone, you watch something. Sometimes it's just enough things that happen relatively that, that your brain— I mean, our brains are amazing. I've done a lot of stuff around neuroscience, and, you know, when we always think we have those light bulb moments, those light bulb moments are not just suddenly epiphanies. They're, they're our subconscious kind of going, maybe got the answer here if you want to maybe sit down for a bit, do things a bit differently, and listen to me, actually. And that's really what I help to sort of do as well, you know. That's what coaching is, and that's what sort of like systems designers and systems thinking and trying to get people to sort of sometimes stand back and, and just re-look at things with new perspectives, different perspectives, because it's really hard to do that, you know, because we take comfort and confidence in familiarity and, and knowing what we've always done.Sharon Kennedy [00:06:45]:And it might have always worked before, but we're in different times, and every so often you have to stand back and reappraise and reflect on what you have now, because it's, it's a new world all the time, regularly, you know. We're in another industrial revolution or whatever you want to call it. So So I think it is just having the confidence and being brave enough, really, sometimes to kind of go, is there maybe a different way to look at this?Stuart Webb [00:07:10]:So tell me, we've reached the sort of, uh, my third question then, and it's, it's about the valuable, uh, advice that you'd give. So talk to me a little bit about two things, one of which is, so what do you do? How do you bring the outcome that those people are looking for? And secondly, is there a piece of valuable advice that you'd give to our, our listeners at the moment? And yeah, I'd welcome any comments from anybody either listening in the future in the recording or as we're listening to us live now. If you've got questions, let Sharon know what those questions are so that we can, we can pose them to her. But Sharon, start with that first thing. What is it you would actually do within, within your business, Engage and Prosper, to help them overcome that challenge?Sharon Kennedy [00:07:56]:So I suppose the first thing we do is have a proper conversation, uh, and explore really what is happening in their business, what, what frictions and areas they're finding either repeatedly failing or frustrating or just costly, or, you know, they'll, they'll know. Every business will have its own version of that, and it might be a number of them, it might just be one area. So we have really open, candid chats around— structural, structured chat, but it still is a chat, it is a conversation to understand and explore that. And it does require a bit of trust and openness and it's obviously confidential. So that's the first thing we would do. If the next step is the right next step, we would run a Clarity benchmark, which is a diagnostic tool we use, which we've created around understanding the whole element of clarity in systems, people, and behavior, because it is structural, as we say. But, but the, the sort of free advice, if you like, that I would say to anybody on that call or otherwise is to to start thinking about where you're seeing repeated friction in the business, where things are— you're having to revisit them on a regular basis because you thought you dealt with them at that meeting, but something isn't— it's just not changed, or it's not landing, or it— people don't really know what they should be doing about what's been agreed, um, because that's really, again, where the coherence is not really there. It's not— it's not landed, or it's not clear, or it's not being driven in a clear way.Sharon Kennedy [00:09:19]:Um, and again, it's, it's quite difficult to give examples because that might be very diff— different in every business, but it might be, you know, a high turnover of staff for a particular type of role or a particular type of hire. Um, so early years, early career hires are regularly quite hard at the moment to sort of, um, engage and onboard and successfully, you know. Some of that might be because it's the wrong person and job fit. Some of it might be the job needs to evolve and move. Um, and I think you've gone now, so I feel a bit worried that you may have, um, just disappeared. And if this is still live— no, you're there.Stuart Webb [00:09:59]:I was merely focusing on you, Sharon, as you were talking about such an intense subject. I wanted people to, to focus on you rather than seeing me making gudie.Sharon Kennedy [00:10:08]:Tell me you were going to do it anyway. So, so that, so that's really— so it could be different stages of either people coming in, or it could be different systems that you're using. And again, with AI, oh my goodness, you know, people are overwhelmed with it. I think they don't quite know in some organizations and businesses how much they should be using, what they should be using it for, how they should be using it and integrating it. So there, there is— there are a whole, uh, plethora of areas and issues that could be the problem or the challenge for why the organization just isn't achieving what it knows it could and should. Um, so I think that's really the sort of free advice that I would suggest, really. Um, And it could be operational systems, team behavior, attitudes. I mean, you know, coming from an employee engagement, um, business and, you know, background, which I did for a long, long time, a lot of— a tiny example would be about, you know, having behaviors on the wall and these great values as a company culture and saying what it's like to work for us and we're brilliant and we're this and we're that and all the great honest sincere things, but not necessarily living by those values.Sharon Kennedy [00:11:10]:And it becomes a bit rhetoric rather than reality. So I think it— that's just one example of what I'm trying to convey, is that great intent and a great strategy written down isn't necessarily what the reality is or what the lived experience is. And, and I think ultimately that's, that's really what we're trying to do— some, you know, audits, housekeeping, whatever you want to call it— and then really move forward with a really coherent plan and also that individual congruence. So that internal alignment between the— what you want to be as a leader and as a business owner, and also what you are actually then delivering as a, as a leadership team.Stuart Webb [00:11:47]:Brilliant. I will now come back into screen so that you can see me, but I wanted people to focus on you when you were talking about that because I think it's important. Um, Sharon, thank you. And, and just to remind people, um, you'll see at the bottom of the screen I've put where we put our guests' contact details, their offers, uh, things like landing pages where you can go and get free things from them, uh, in systemize.me/free-stuff. And we'll have links to Sharon's website, Engage and Prosper. Yeah, got some downloads, got some downloads that we will be putting into our vault so that you can get hold of those and get— and hear some of the great wisdom that Sharon has on this. So, Sharon, that kind of, uh, you mentioned it once, and I presume, uh, it is from this background of, of, uh, of employing engagement, um, that you, you came to this realization. But it can't just have been employee engagement.Stuart Webb [00:12:45]:There must have been a light bulb moment, a book, a course, a personal experience. What was it that sort of suddenly made you realize that some of this stuff is related to Well, uh, these, these moments that sort of, you know, you now can help to step in and, and to help people to understand better.Sharon Kennedy [00:13:04]:Yeah, I mean, I, I did do a research around this question of like, you know, should I come up with a really clever author and things like that?Stuart Webb [00:13:13]:Please don't do clever, we don't do clever.Sharon Kennedy [00:13:16]:Well, what I suppose I came down to really was the fact that, you know, I'm the, the right side of 50, if that's the right phrase, but you know, I'm 52 now and I think, you know, I've had lots of chapters in my career, lots of working with lots of different, you know, great bosses, great leaders, um, and either, you know, been to events and been inspired to get inspired by people every day. And, um, I suppose what I've recognized through my own observations, pattern recognition, whatever you want to call it, is that when leaders are sort of inconsistent, um, and it's hard to actually see consistency in someone if you're not seeing enough communication, interacting enough, it takes a long time to layer knowledge and understand who somebody is or what business is and all those sort of things. So for me, it's about when things are fragmented, you know, if leadership is fragmented, if how the business works is fragmented, how it communicates, how it does things. And it, you know, and some people might use the word chaos, and I don't really mean chaos because I'm not suggesting any business is chaotic, but I do think we think often it's more organized than it actually is because a lot of things are tacit knowledge, um, things just get done. We don't always know who does what until person leaves that did it. Um, so it's things like that really. It's sometimes just having some order with some scope for creativity, innovation, all those sort of things. But for me, it's not one person, it's not one thing.Sharon Kennedy [00:14:42]:You know, there's some brilliant names I could drop. I mean, Rory Sutherland, I think, is just fabulous. Whenever you— you know, the opposite of a great idea is another great idea. You know, I think that, like, you just go around an eternal loop on that phrase alone. You know, it just proves that there's never one right or wrong way of doing anything. There's many, many ways of doing it. Um, you know, Simon Sinek, you know, he had big influence on me many years ago. Um, Dan Pink, you know, um, I think— trying to think of one of the other big readers, and I can't think of his name now, one of the authors on marketing.Sharon Kennedy [00:15:11]:Um, his name's gone for me, but, um, it might come back in a minute. But loads of people have really inspired me with what they've known, what they've seen, what they've realized. And, and I think really what really inspires me is human behavior. So everybody inspires me because I get to see how they think, how they work, how they manage things, how they overcome things, and how they do things differently. Because it's doing the different things that allow you then to do things differently, which I know might sound really obvious, but, you know, other people being brave enough to do things differently allows you to recognize that there isn't a right or wrong. And so therefore, people can't really judge you for your approach because it's just how you think and what you're prepared to try. Um, and sometimes happy accidents come out of that, and other times— I think Rory Southern gives an example of a, of a, of a about a bench, you know, that when people sadly pass and people put a memorial bench there. And I'm not going to do his talk justice, but I recommend everyone watches it.Sharon Kennedy [00:16:05]:And he talks about, you know, where you do need a bench, there's never any— a bench, you know, nobody ever sat there for a bench to then be put there, you know, or, or things like that. But anyway, you know, I'm not— so I'm not doing him justice, but, you know, he does, uh, he thinks of some things in a very, um, creative way. And I think it's that creativity that allows us to, to do things in a better way. Sometimes like brilliance, and sometimes it's a learning that we grow from, like in an invention, you know.Stuart Webb [00:16:34]:That's brilliant. Um, Sharon, I, I guess, I guess I'm left with only one question, uh, and it's the question that, that, that I often, I often ask in this, which is what is the question that I should have asked that I haven't yet, that, that sort of killer question that brings it all together, which gives us a neat way of sort of, you know, trying to encapsulate all this. And, and I can't think of what that question is, so I guess I have to rely upon you to think about that question. So what's that, what's that killer question? What's that question I should have asked you which I haven't yet? Um, and obviously once you've asked, uh, once you've asked the question, you better answer it for us because I don't know the answer.Sharon Kennedy [00:17:12]:Well, I think we've, we've covered a lot of it already, really, but I suppose the question was, was You know, how do you know when an organization lacks coherence? And I suppose as a, a leader or a manager in it yourself, it's going to be when, you know, some of what I've said before, you know, when that issue just keeps coming back up, it's still not resolved, or the accountability for making it resolved and solved, it just— it doesn't, doesn't land. That person doesn't own it, or that team or department or whoever it is, supplier, whatever it might be, because obviously there's multi-parts of a business running well and growing. Um, it just could be a repetitive issue that you think has got fixed and then it's back again. Um, and, and if people are compensating, I think that's the real deep pit, isn't it? Some things actually work, but not through or without a lot of effort or a lot of being pulled out of shape and, and stress. Um, a burnout, you know, or— I mean, yeah, one of the big dashboard KPIs that most businesses always look at is absenteeism. You know, sickness, uh, you know, turnover. All those— the stats are always normal ones to look at. But I suppose really it's about tenure and productivity for me, you know.Sharon Kennedy [00:18:22]:Are people staying because you're a good employer and it's all working relatively well, i.e., that it's in congruence for them as an individual working for your business? And as a, as a company, are you in coherence with how you should be and could be operating?, so that those KPIs, you know, are actually in a good balance. It's never going to be a perfect world, but, but if you keep having to revisit the same stuff, something's not working. And I suppose it, you know, and I'm making that sound really simple because of course all those individuals are trying to resolve it, but there's, there's obviously got to be a different way to attack it because maybe like with a lot of business development, when a client comes to you and says, this is our problem, it's normally something else that's actually the problem, not what they think it is. And that's because often they just don't get the time or the luxury to be able to sit back and actually look at things with fresh perspectives and, and ask different questions.Stuart Webb [00:19:22]:Yeah, uh, Sharon, uh, yeah, great perspective. Uh, thank you so much for causing us to just stop for a moment and think about some of those things. And, uh, I encourage you, uh, listening, uh, listening to the recording, uh, drop into the comments below this your questions to Sharon. She will, she will be able to get back to you and answer them because I think that's important that you get questions like this answered. Um, and for me, I just have one tiny little ask, and that is, um, if you've enjoyed this, even if you haven't, um, excuse me, uh, please go to www.systemize.me.Sharon Kennedy [00:20:04]:That's s-y-s-t-e-m-i-s-e.me/subscribe.Stuart Webb [00:20:09]:There's a simple form there that just gives you, uh, asks you for your name, uh, your email address, and that means you can get onto the mailing list where I send out information about who's coming up in this week's podcast recording. And you can get it then, and, uh, you also get the copy of the recording when it comes out. So Sharon, excuse me again. Thank you so much. Thank you for just spending a few minutes with us. Now, uh, we've had— we would appear the people are now leaving the live, uh, live recording, so they have had their questions answered, which is important. Thank you so much for spending a few minutes with us. I look forward to, uh, to, to seeing you answer those questions that come in on the chat below the, the podcast.Stuart Webb [00:20:53]:So thank you for spending some time with us.Sharon Kennedy [00:20:55]:Thanks for having me, Stuart. I really enjoyed it. Get full access to It's Not Rocket Science! at thecompleteapproach.substack.com/subscribe

Bobby Bonilla Day, World Cup, and Five Questions with Dan Tiant "This Evening"

Most men spend years learning how to build a career, provide for others, and solve problems–but very few are ever taught how to know the truth of their own heart. Which leads them to dismissing and deflecting the hearts of others. In this episode of Sex, Lies and Love, I share five deceptively simple questions that can expose what's really driving your decisions, your relationships, and your emotional life. These aren't questions designed to judge you. They're invitations to discover whether you're living from fear or freedom...obligation or love... performance or presence. If you've been feeling emotionally unsettled, disconnected, or quietly exhausted, these questions may reveal why.Sometimes one honest question can change the direction of a man's life. Perhaps one of these will be yours. Warmly,Commandresssexlieslove.com#Emotional Intelligence for Men#Masculinity #PersonalGrowth#Self-Awareness #MensMentalHealth#Relationships#Courage#Healing #Vulnerability #menspodcast#sexliesandlove

(00:00) The third hour of Felger and Mazz starts with Jaylen Brown and Stephen A. Smith's comments against each other.(12:39) We continue with our reactions to Chris Mannix's comments on Jaylen Brown.(24:35) The callers touch on everything we've talked about so far.(35:11) Felger asks Five Questions that have nothing to do with sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

He remains our favorite rush chairman, and he's this week's guest on the “Leaders and Legends” podcast. Tim Matheson discusses “Animal House”, his acting influences, and answers our Five Questions in a delightful interview.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode 4150 │ June 18, 2026 A routine Pentagon contract reveals a much deeper agenda when you ask the right questions. Headlines are designed to mislead. WHAT THIS EPISODE COVERS Scott Kesterson takes a single Pentagon contract — awarded to Parallel Works to unify military supercomputing with commercial cloud infrastructure — and uses it as a live intelligence exercise, demonstrating how five disciplined questions transform a routine procurement headline into a documented blueprint for a centralized AI control grid spanning the entire federal government, built without public debate and imposed on local communities through national security exemptions that override democratic resistance. The episode then connects this architecture to the broader pattern of distraction — Iran, Ukraine, the Strait of Hormuz, Epstein, the White House ballroom — arguing that the speed of the information cycle is itself a weapon, designed to prevent the kind of deliberate questioning that exposes what is actually being built. The five-question calibration framework — establish the floor, name the who, test falsifiability, follow the incentive structure of the messenger, and check whether the mechanism explains too much — is presented as a practical field tool for every listener navigating an information environment engineered to capture belief before evidence can be examined. KEY QUESTIONS ADDRESSED What does the Pentagon's Parallel Works contract actually reveal about a whole-of-government AI architecture when you follow the documented chain of decision, budget, and beneficiary rather than the headline? Who benefits from you accepting the specific account from the specific source at the specific moment — and why is that question more revealing than simply asking who benefits from the cover-up? What is the difference between a faith position and an analytical conclusion — and why does the inability to name evidence that would change your mind expose the belief as unfalsifiable? ABOUT BARDSFM BardsFM is a daily independent podcast covering faith, liberty, history, and information warfare. Hosted by Scott Kesterson — combat veteran, documentary filmmaker, and rancher. Over 4,100 episodes and 50 million lifetime downloads. New episodes every weekday. bards.fm This episode was researched and produced under the Sentinel Framework — the analytical methodology built by Scott Kesterson — with AI-assisted research synthesis. All analysis, conclusions, and editorial judgments are those of Scott Kesterson. AFFILIATE LINKS Bards Nation Health Store: www.bardsnationhealth.com MYPillow promo code: BARDS >> Go to https://www.mypillow.com/bards and use the promo code BARDS or... Call 1-800-975-2939.  EMPShield protect your vehicles and home. Promo code BARDS: Click here Treadlite Broadforks...best garden tool EVER. Promo code BARDS26: TreadliteBroadforks.com EnviroKlenz Air Purification, promo code BARDS to save 10%: www.enviroklenz.com Morning Intro Music Provided by Brian Kahanek: www.briankahanek.com Founders Bible 20% discount code: BARDS >>> TheFoundersBible.com Windblown Media 20% Discount with promo code BARDS: windblownmedia.com White Oak Pastures Grassfed Meats, Get $20 off any order $150 or more. Promo Code BARDS: www.whiteoakpastures.com/BARDS Mission Darkness Faraday Bags and RF Shielding. Promo code BARDS: Click here DONATIONS: If you wish to support this podcast directly you can donate here... DONATE: Click here MAILING ADDRESS: Xpedition Cafe, LLC Attn. Scott Kesterson 591 E Central Ave, #740 Sutherlin, OR  97479

(0:00) The third hour starts with reactions to the Red Sox getting swept by the Blue Jays.(9:55) Conversation about the future of the Red Sox, Driveline, and more.(20:44) Jim Murray asks five questions that have nothing to do with sports.(31:14) The hour closes with caller reactions to Mazz' Tiers, the Bruins, and more.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Who is Maria?Maria Dolores: A Life Guided by Seven PrinciplesMaria Dolores's journey is deeply anchored in her belief in seven guiding principles. From an early age, she embraced the right to her body, her emotions, and her thoughts, cherishing both the freedom and the responsibility that come with caring for her physical and mental well-being. As she matured, Maria expanded her focus to the importance of personal power, communication, and the essence of life itself. She believes every person deserves the right to express themselves—whether through speech or creativity—while maintaining accountability for their actions and words.Maria's story is one of balancing self-awareness with compassion for others, always striving to act with dignity and listen with an open heart, embodying the fundamental human needs of both the individual and the collective.Key Takeaways* Maria Dolores shares the Human Constitution—7 principles for rights and responsibilities—drawing from global values and encouraging maturity, dignity, and collaboration in every aspect of life and work.* Leaders, business owners, and individuals: caring for physical and mental health isn't just personal, it's foundational for thriving teams. Maria reminds us, maturity starts with self-awareness and responsibility.* Our experiences, from grief to joy, shape how we connect and broaden perspectives. Maria believes embracing discomfort and lessons is key to growing as individuals and humanity as a whole.* The Human Constitution isn't top-down or political—it's an invitation to reflect on our rights and responsibilities. Change begins within, and our ideas can change the world.* Dignity means wearing your crown and honoring others' crowns, too. Maria's life and work remind us: we all have birthrights, but true maturity comes when we care for ourselves and each other with integrity.00:00 “Maria Dolores: Five Questions Chat”04:18 Human Constitution: Rights and Responsibilities09:28 “Striving for Human Maturity”11:25 “Human Evolution and Technology's Role”15:07 Lessons in Discomfort and Growth20:31 “Rights, Responsibilities, and Life's Journey”24:38 “Living and Serving with Dignity”27:52 “Maria's Insights & Subscription Info”29:27 Grateful AcknowledgmentDon't forget: If you want to connect, ask questions, or get notified about upcoming guests like Maria subscribe to the newsletter here. You only need your first name and email—easy as (coffee) pie!And don't forget: keep an eye out for next guest. To submit your own questions, subscribe to our newsletter and join the conversation!P.S. Loved this episode? Hit reply and let us know what resonated most_________________________________________________________________________________________________Subscribe to our newsletter and get details of when we are doing these interviews live at www.systemise.me/subscribeFind out more about being a guest at : link.thecompleteapproach.co.uk/beaguestSubscribe to the podcast at https://link.thecompleteapproach.co.uk/podcastHelp us get this podcast in front of as many people as possible. Leave a nice five-star review at apple podcasts : https://link.thecompleteapproach.co.uk/apple-podcasts and on YouTube : https://link.thecompleteapproach.co.uk/Itsnotrocketscienceatyt!Do You Need a P.A.T.H. to Scale?We help established business owners with small but growing teams:go from feeling stuck, sceptical, and tired of wasting time and money on false promises,to running a confident, purpose-driven business where their team delivers results, customers are happy, and they can finally enjoy more time with their family -with a results-based refund guarantee: if you follow the process and it doesn't work, we refund what you paid.This is THE P.A.T.H. to scale your business.————————————————————————————————————————————-TranscriptNote, this was transcribed using transcription software and may not reflect the exact words used in the podcast.SUMMARY KEYWORDSHuman Contract Foundation, Human Constitution, Universal Human Rights, birthrights, rights and responsibilities, dignity, maturity, global goals, civil courage, moral courage, collective rights, collective responsibilities, physical health, mental health, leadership, human resources, burnout, emotional health, personal power, communication, freedom of speech, freedom of creativity, empathy, self-worth, integrity, cultural diversity, global village, technology, collaboration, community change, slavery statisticsSPEAKERMaria Dolores, Stuart WebbStuart Webb [00:00:33]:Hi and welcome back to 5 Questions Over Coffee. I have in front of me my coffee mug. I know Maria, our guest today, has her coffee in front of her as well. So welcome to Maria Dolores. Maria is a global speaker, uh, she is a— the founder of the Human Contract Foundation, and we're going to get into what the Human Contract Foundation is She's the author of The Human Constitution, which I think is a really interesting and great document, and there will be links to that in the show notes so that you can access that and read it. And she was Ambassador for World Peace— that was, she was honored with that in 2023. And also only last year was given an honorary doctorate in humane letters, which I think is a brilliant achievement. So Maria, thank you for spending a few minutes with us and making some time in what I think must be a very, very busy life for you to come and spend a few minutes talking to us here at Five Questions Over Coffee.Maria Dolores [00:01:33]:Thank you, thank you, Stuart. I'm so happy to be here with you in the audience and to share about the Human Contract, the Human Constitution, and our rights and responsibilities. Thank you, thank you.Stuart Webb [00:01:47]:And we're really looking forward to hearing it. So, so tell me a little bit about— and we'll get into a little bit about the, the history behind it, but Who is it that you think— I mean, we're all human beings, we all have rights, but who is it you're trying to reach most at the moment with this contract, with the foundation that you're working with?Maria Dolores [00:02:08]:Yeah, so I help leaders to remember people's rights and responsibilities and to lessen hate, disrespect, and to increase Dignity and maturity. And I do this with the Human Constitution. The Human Constitution is 7 principles regarding our— to take a stand for our right, our birthrights, and that we all need to mature with these birthrights.Stuart Webb [00:02:41]:And, and tell us a little bit about those 7, if you like, to really get us into understanding how they fit.Maria Dolores [00:02:48]:Yes. Okay. So the 7 principles is based and derived from United Nations Declaration of the Universal Human Rights, but with rights, we should have responsibilities. Don't you think, Stuart?Stuart Webb [00:03:04]:Yeah, absolutely.Maria Dolores [00:03:06]:So these 7 principles, the first 3 is personal: body, emotion, and thought, that you are born with a right to your body. You're born with a right to the range of all your emotions and your thoughts. But we also have a responsibility to care for our body, our physical and mental health. So the first 3 principles is addressing our fundamental human needs as a, as a species and individually. And then the coming 3 is about power, communication, and life. That you have the right to your power, your personal power, and we also have a responsibility in how we act and interact with each other. And the fifth principle is about our communication, our freedom of speech and freedom of creativity, but also responsibility in what we say and what we create and to express and trying to express with dignity and trying to listen to each other. And so that's the fifth principle.Maria Dolores [00:04:18]:And the sixth out of the seven is our life, that you have the right to your life and you have a responsibility to respect others' way of life and other life forms, but never at the cost of any other. So, and I think we have a lot to do and a lot to mature here. Respecting— and so it also ties not only to United Nations Declaration of the Universal Human Rights, but it's also the 17 Global Goals. And then the last principle, the, the 7th principle, is about our collective rights and responsibilities. In Swedish, we call this civil courage, which is moral courage, and to to increase civil participation and to increase how we need— and we, yeah, we really need to collaborate more as a species. So that's the human constitution.Stuart Webb [00:05:22]:So can I just— I know the first 3, I can see how we get to sort of 6 and 7, how business owners, business leaders will see exactly they apply to their business. But the first 3, how do you help business owners, business leaders, people who are in charge of large organizations to understand the first 3? Because within a workspace, often we forget we have a responsibility. We forget ourselves. We work for a corporation. How do we manage that situation? How do you think we should?Maria Dolores [00:05:59]:Yeah. So Stuart, my, my background is with human resources and leadership. So I worked with 25 years and more with human resources and leadership. So I worked with everything from, you know, attracting strategies and recruiting and developing individual group organization and offboarding roles, offboarding groups and organization. And it's really addressing our physical mental health. It's when we get recruited and onboarded and to care for the individual and, and both the individual and the team and to develop our physical health understanding. So I was working in the Swedish steel industry and forest industry where we have people working in different schedules., you know, different times. I— for what, what do you call that? We call it shift.Maria Dolores [00:07:01]:They're working.Stuart Webb [00:07:02]:Shift is a good— yeah.Maria Dolores [00:07:06]:Okay. So, and that's also with the understanding of to have to really care about ourselves. And as leaders, you know, it's really the fundamentals of how to have a well-functioning leadership, but also a good functioning team is to truly care about the physical mental health. Burnout is because we don't acknowledge the early symptoms of burnout and not listen to ourselves. So it's really, really fundamental. Both for the leader and for, for the co-worker. And we also— to have— now, the human constitution is not about— I'm not telling anyone anything. I'm just simply taking a stand for our rights and our responsibilities.Maria Dolores [00:08:13]:And this is not religious, it's not party political, it's not even an ideology, but simply to take a stand for our rights and responsibilities. How you want to do that is up to you. Some, like for instance, so some people are smoking, right? And we know that's not really good for our health, but it's to leave the choice for the individual and that we all have both rights and responsibility for ourselves. And one another. So it's the choices that we make and to be more curious about our own emotions and our thoughts and to broaden perspectives and to be more curious and to mature with that.Stuart Webb [00:09:08]:And the maturity is such an important thing. And I know that we've just before we came on air, we discovered that today is your birthday. So very happy birthday, Maria, for, for today. Thank you. You talked a little bit about the fact that maturing is an important part of living.Maria Dolores [00:09:28]:Yeah, yeah. And you know, I'm sure you know also, Stewart, we have met the humans that are like 5 years old and who are very mature and very wise. And then we meet people who have lived most of their lives and who are very, you know, judgmental and, and locked in, in a narrow mindset and, yes, you know, immature, immature, really. So the human constitution is to encourage all humans, all 8 billion of us, to strive for maturity with more physical mental health, to lessen the drama, to increase and to broaden perspectives, to be more curious about ourselves and one another, and, and to mature in our relationships as well as we all need to mature as a species.Stuart Webb [00:10:34]:And that's a really interesting point.Maria Dolores [00:10:38]:Because.Stuart Webb [00:10:38]:Um, we often, we often, we often almost, uh, I wouldn't say throw away, but, but, but experience, uh, is not valued as much as it was, particularly in the Western world. Experience is often, uh, is often scorned in some respects, and yet it is an extremely valuable contribution. I mean, we, you, you look in the world of with nature. There are very few animals that keep grandparents around in order to help raise young people. Elephants is a great example, human beings and others. That's because of the huge experience those, those elders have and can bring and contribute. And we often don't see that as a, as a benefit.Maria Dolores [00:11:25]:Yeah. And what I also find, Stuart, is that we're, we're in a very privileged time in our human history right now. If we look back through our human history, the, the, um, here, there, the 300,000-year human history, and we have always had technology supporting and driving us to the next level and the next level. And, you know, 300,000 years ago, we lived in groups of 150 people, and then we grew in groups, became, becoming agricultural and having groups of 1,000, and then empires, and then various forms of democracies. And right now, we still have representation of people living, indigenous communities and nomads, in groups of 150. And we have small communities with agriculture living close to nature, various forms of empires, and various forms of democracies. So I think it's really essential, and the change that we are in right now, obviously, like you, the audience, and you, Stuart, that we are scattered all across the planet and we have this beautiful technology supporting us and connecting us. So we're standing very much in a nation-centric thinking and going to a global-local world.Maria Dolores [00:13:14]:And the shift going from this nation-centric thinking to the global-local world, and that shift is about embracing our history, embracing the potential of and the beauty of each cultural, the beauty of each region, the beauty of the Americanness, the beauty of the Britishness, the beauty of the Swedishness, and to embrace and to see that gemstone and that potential. For all of us to be proud, more proud and more mature of who we are, but also more curious about each other.Stuart Webb [00:14:04]:Yeah, I think that's a beautiful thought, Maria, because when the internet was first dreamt up, the concept of a global village was very prominent in those first internet pioneers. And we have lost a lot of that thinking because Social media now tends to drive us into tribes, and you meet with only the people that you want to hear the same voices from. And hearing different voices from around the world and recognizing and understanding different voices, I think, is a key element of being a human being. And I would encourage any any teacher, any, uh, any parent to teach your children not to just, uh, follow the crowd, but to, to think about what they're hearing and take from it the good and discard the bad. Because I think so often we fail to do that ourselves, don't.Maria Dolores [00:15:05]:We?Stuart Webb [00:15:07]:Yeah.Maria Dolores [00:15:07]:And, and also with discarding the— discarding the what you say bad, for me, that's also the lessons that we need to learn. Because usually whenever there is friction, whenever there is, you know, discomfort, there is also learning and a lesson in that. So the discomfort may be driven from an old belief, something we need to question. Or, you know, all the fear, anger, frustration, all the emotions that we carry, and more the dense emotion, there are lessons learned. And sometimes the lesson is to step away from, from a toxic situation, a toxic relationship, or a toxic workplace even, and, and to have and to increase our healthy boundaries, to have a healthy ego, to care for ourselves and our life in our relationships. So I see, I see this as very important lessons to learn.Stuart Webb [00:16:28]:I think that's lovely, and I think it also reminds us of those later principles that we also have responsibilities for the planet, don't we? We have responsibilities for those around us. It's not just ourselves, but we have to look after, the people around us. Because otherwise, how can we continue to look after ourselves if the planet is— if we don't look after the planet, if we don't look around, look around our neighbors and look after them, we have no way of being able to actually ensure that we are looking after ourselves, do we?Maria Dolores [00:16:57]:Yeah, yeah. And that's why I think the human constitution is, as you understand, it's not anything like top-down. It's not a decree. It's not a policy. It's simply an offering, and it's to be curious about ourselves, who we are. What is my right and what is my responsibility? Yes. How can I mature in this situation? How can I care better for myself? How can I show better care in my relationships and in, in this preconditions that I have? And how can we better collaborate? You know, to, to bring up a, a heavy topic, um, we have 45 million slaves in the world today. 45 million slaves.Maria Dolores [00:17:55]:We have never had as many slaves in the world through our human history. Yet we have never had as few in percentage. So I think the change needs to be both from within and in the community, because if we have 45 million slaves, then we have about half a billion people working and trading around this. So the change needs to come from within and within the community and the pressure and the support from all of us saying, we're not accepting this anymore. This is not okay. And that's the 6th and the 7th principle reminding us about who we are and who we.Stuart Webb [00:18:49]:Can be. I was going to ask you as my 3rd question, I know we've been talking for a while over 1 or 2, but my 3rd question is, is there one, and I I would just at this point invite any of the people who are either watching or listening on the recording, if you have questions that you want to pose to Maria, we will have available show notes that will enable you to sort of follow and understand where Maria posts a lot of her talks and where she works. So please reach out, ask Maria questions. Is there one thing, one tip that you would like to sort of get? If somebody wants to remember nothing else from what you've said, what is the one thing you want want them to take.Maria Dolores [00:19:34]:Away today? I, I want to say that your ideas matter, and your ideas can change the world. Your change within can change the world. And to, to listen to what would be my rights here and what would be.Stuart Webb [00:20:00]:My responsibilities. Maria, my fourth question is around how you got to this place where you are at the moment. This is not something that you just sort of sit one evening and sort of realize that you need to document these 7 principles. This is the work of somebody who's thought deeply and come to realize it. So how did you come to understand these 7 principles? What was the journey? And please don't feel you need to go into every detail, but give us a flavor of exactly how you came.Maria Dolores [00:20:31]:To where you are today. Yeah, so, um, uh, it's true, I have been working on this for decades. Um, 10 years ago I published my book, uh, State of Grace: Human Rights and Human Obligations. So that was when I first published and started to talk about our rights and responsibilities Obviously, you know, no thoughts come just out of nothing. Everything is building on everything, I would say. And so in conversations with my friends, but also being a woman born and raised in Sweden, studying psychology, my major in sociology, philosophy, working with human resources and leadership and to see the need and also the human history, which I described earlier, and to see the breaking point of where we are today and the potential of the beautiful technology we have, but also the lack of the fundamentals that could support humans and humanity forward, which is really the, the core of our rights and responsibilities. It's about life here and now. And I, you know, personally experienced grief, and my mother died in 2015, experienced extreme fear, and my ex-husband was stalking me in, in our divorce, and but also the freedom and insights of life and how life is evolving, and to see other aspects of life.Maria Dolores [00:22:31]:And I've done over the years, I've done over 160 days of meditation. So it's both reading and growing up in a society where we have had 200 years of peace, but also seeing myself and my own lessons and humanity as a whole and my love really for people. Seeing people and in all different situations.Stuart Webb [00:23:15]:Wow. Gosh, wow. That's a, that's a story, and I'm sure there's another book in there as well somehow. Maria, I realize I've taken up a lot of your time. As I said, I welcome comments, questions from people watching and listening at the moment because I think you have a wealth of experience to offer to us. If you've got questions about, you know, how do you apply some of this in your business, if you've got questions about how you apply some of this in your own personal life, there are some resources that we'll point you to. And Maria's just an open person. I know that she will love to engage and talk with you.Stuart Webb [00:23:57]:But there must be one question at the moment, Maria, you're thinking, he hasn't asked me the one truly killer question, and he's gonna do it any minute now. Well, I admit I never ever know what the killer question is, so therefore I ask you, what is the question that I should have asked you? And please, once you've explained the question, you need to answer it for us because you're the expert. So what is that killer question, the final question that I really should have.Maria Dolores [00:24:24]:Asked and I haven't yet? Thank you. My core value is dignity, and so the question would be, so what.Stuart Webb [00:24:35]:Is dignity? What a great question.Maria Dolores [00:24:38]:And dignity for me is when you have the crown on your head. You are the king, you are the queen in your life, and you have the crown on and you treat yourself with dignity and grace, but also to see others as their king and their queen in their life. And I, I worked with dignity in— while helping my friend in her funeral business and casketing 3,000 people, seeing all religions— Christian, Muslim, Buddhist, Hindu, Sikh, and secular sermons. So all the major religions. And also attending 1,500 funerals and with dignity to see and to acknowledge that we have both rights and responsibility for all our emotions and to be who we are in that moment in grief, but also the potential of broadening perspectives. For ourselves and one another.Stuart Webb [00:25:58]:So dignity. So how do you see, because I often spend a lot of my time thinking about people who have very little self-worth. They don't have enough of an understanding of how they fit into the world. How do I describe this? Self-worth for me is being able to walk down the street and not necessarily feeling as though you own the street, because I don't think that's the right thing, but you don't care who owns the street. You walk down the street not worrying about anything else around you. Do you see that as a form of dignity? Do you see dignity as related to.Maria Dolores [00:26:36]:That in some way? Yeah, and that's for me dignity and integrity is like a brother and sister. But yeah, dignity, you know, if you feel like You own the street. You know, it's— I think that's a good way to express it. But you don't own the street at the expense of others. No. It's to hold that, to imagine like you're in a protective bubble or, you know, an integrity bubble and with mutual respect. And you have steward, you have that crown on your head, and you are the pride, but not the oppression.Stuart Webb [00:27:29]:So if I can summarize it, you walk down the street, but you don't care who owns the street. As far as you're concerned, you have the right, you have the responsibility to act in a way which is with with compassion, but you walk down the street because that's where you need to be, and you just know that's where.Maria Dolores [00:27:49]:You need to be.Stuart Webb [00:27:52]:Yeah. And I think with that, Maria, I have to thank you for such a fascinating, uh, discussion. Um, uh, for those of you watching and listening, uh, Maria is a, is a, is a fantastic person to follow on LinkedIn and on her various social medias. There will be links to where you can find out more about Maria in show notes. And I would ask you at this stage, if you want to to be able to get a simple email from me, uh, which just allows you to know who's going to come up on these, uh, and, and spend some time watching, listening, catching up with some of these brilliant interviews. And I love some of the people that come on this and talk to us about these fascinating subjects. If you go to www.systemize— that's S-Y-S-T-E-M-I-S-E—.me/subscribe there's a simple form. It asks for just two things: your first name, your email address.Stuart Webb [00:28:45]:That's all it needs, and you will get an email from me which says who's coming up on these podcasts, how you can get involved, how you can ask questions, or where you can get and speak to some of these fabulous, fabulous people that are on. Maria, thank you so much, uh, for, for coming on. I'd love it if, uh, if you— if you're listening, uh, follow, follow this podcast, but follow Maria. She is fascinating and brilliant speaker with a wonderful idea. And you'll get notes on where you can get the, uh, more information about what Maria says, does, in the show notes. Maria, thank you so much for spending a few minutes with us. We really do appreciate you spending a few minutes out of your, I know, very busy day.Maria Dolores [00:29:27]:Thank you. Thank you, Stuart. Thank you very much. Get full access to It's Not Rocket Science! at thecompleteapproach.substack.com/subscribe

Promoting a high-producing advisor into a leadership role without teaching them how to lead isn't development, it's a risk transfer. Ray Sclafani has seen this pattern play out across hundreds of advisory firms: the best advisor gets promoted, the firm assumes leadership will follow, and within months the culture quietly starts to fracture. In this episode, Ray makes the case that leadership development is not a soft-skills initiative as it is an operational and economic imperative that directly shapes growth, retention, client experience, and enterprise value.What You Will Learn in This EpisodeWhy promoting high performers without leadership training is one of the most common and costly mistakes in wealth managementThe five direct questions every leadership team should ask to diagnose their management infrastructureHow to define what "meeting," "exceeding," and "far exceeding" expectations looks like for every leadership role in your firmHow to build a leadership scorecard that makes accountability observable, coachable, and measurableWhy leadership depth, not any single rainmaker or founder, is what allows a firm to grow without breakingKey Insight from This Episode"Promoting a high-producing advisor into a manager or leadership role without teaching that person how to lead is not development. That is a risk transfer."Leadership is not a reward for strong performance. It is a distinct skill set that requires training, structure, and ongoing accountability. The firms that invest in building that infrastructure now will have the bench depth, the culture, and the continuity to compete at the highest level — and to scale without depending on any one person.The Five Questions to Diagnose Your Leadership InfrastructureAsk your leadership team right now:Performance Reviews: Do you conduct performance reviews more than once a year?One-on-Ones: Do managers hold one-on-one meetings with their direct reports at least monthly?Feedback: Do employees receive regular, real-time feedback — not just at review time?Defined Standards: Have you defined what meeting, exceeding, and far exceeding expectations looks like for every role in your firm?Manager Accountability: Are managers held accountable for engagement, retention, and the development of the people they lead?If the honest answer to most of those is "no" or "not consistently," you have a leadership development gap and that gap has a direct cost.The Four-Step Framework for Building LeadersStep 1 — Define the Leadership Role Vague expectations produce vague performance. When a person is promoted to manager, their scope must be explicit and written down: What do they own? Which decisions are theirs to make? Which require alignment? Which belong elsewhere? Clarity here is not bureaucratic, because it is the foundation of effective leadership.Step 2 — Define What Strong Performance Looks Like For every leadership role, articulate three levels:Meeting expectations — Holds regular one-on-ones, provides timely feedback, follows through on commitments, keeps the team alignedExceeding expectations — Develops talent ahead of need, strengthens team capacity, reduces confusion, helps others make better decisionsFar exceeding expectations — Develops leaders who develop other leaders, builds scalable systems, improves retention, reduces the firm's dependence on any single personOnce the levels are defined, performance conversations, calibration, comp decisions, and development plans all improve. People stop guessing.Step 3 — Build a Feedback Cadence Annual reviews are too slow. By the time the review occurs, everyone already knows what should have been said months earlier. Managers should hold regular one-on-ones, provide feedback in real time, and ask the questions that matter: What is working? What is unclear? What needs to change? What support is required? What are you learning? Where do you want to grow? Feedback should not be dramatic. It should be normal.Step 4 — Hold Leaders Accountable for the People They Lead A manager should be evaluated not only on their personal performance or technical competence, but on the engagement, retention, development, and performance of their team. If a leader is personally successful but leaves behind confusion, burnout, or turnover, that is not strong leadership. Create a leadership scorecard for every manager in your firm. Include five measures: communication rhythm, feedback quality, talent development, accountability, and team health. Review it quarterly. Coach to it. Compensate it.Coaching Questions for ReflectionWhich leaders in your firm, including you, have been promoted based on production or contribution, but never trained to lead?Where have you clearly defined performance expectations, and where are people still guessing?Which leadership behaviors should be measured because they directly shape culture and retention at your firm?What would change if managers were held accountable for the growth of the people they lead?Why This Matters for Enterprise ValueManagers shape the firm's lived experience. Not the values poster in the break room. Not the retreat agenda. Not the title structure. Managers decide how feedback is delivered, whether accountability is real, whether talent is developed or ignored, whether high performers are challenged, whether underperformance is tolerated, whether meetings are useful, and whether people feel stretched, supported, and included.SHRM research shows that only 44% of managers globally have received formal management training. More than 90% of HR executives say people managers are critically important to organizational success — and job satisfaction nearly doubles among workers with highly effective managers.For advisory firms, this isn't abstract. Leadership development affects growth and retention, client experience, and ultimately the enterprise value of what you are building.The firms that develop leaders will win — because they will not rely on any single founder, rainmaker, or heroic operator. They will build bench depth. And that bench depth is what allows a firm to grow without breaking.Resources & References MentionedSHRM — Global Management Training ResearchKorn Ferry — Workforce 2025 Research ReportBuilding the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeBuilding The Billion Dollar Business

visit: https://www.ysguys.comY's Guys made history with its first-ever remote broadcast, live from the Redmond Farm Store in Orem for Redmond Night with Y's Guys. Dave McCann and Blaine Fowler welcomed a packed lineup of BYU athletes, coaches, and special guests, including Kevin Young, Bruce Branch III, Robert Wright III, Richie Saunders, Bear Bachmeier, Tiger Bachmeier, Todd Miller, Ben Barton, Spencer Steiner, and Michael Johanson.The show opened with Kevin Young and Bruce Branch III discussing Bruce's arrival at BYU, his experience playing for USA Basketball, and the role his mother, Constance, has played in shaping his defensive mindset and team-first approach. Kevin talked about recruiting high-character players, building a family-centered culture, and what makes Bruce different from past BYU stars like Egor Demin and AJ Dybantsa. Robert Wright III also joined briefly, with both Bruce and Robert expressing excitement about playing together this season.Richie Saunders stopped by to talk about his recovery, the NBA Draft, and his hope to return to the court this fall. Richie said the draft process has been exciting and emotional, and he expressed deep gratitude for his wife, Rachel, and Cougar Nation's support during his rehab.Bear Bachmeier and Tiger Bachmeier joined the show together to talk about summer workouts, team bonding, the upcoming season, Notre Dame coming to LaVell Edwards Stadium, the Arizona game, and their first Bear and Tiger Football Camp. Bear emphasized BYU's mission of Christlike service and giving back to kids, while Tiger shared his excitement about playing alongside his brother and potentially catching a touchdown from him this fall.Ben Barton was named the Redmond Re-Lyte Athlete of the Week after winning the NCAA decathlon national championship in Eugene, Oregon. Ben became BYU's first decathlon national champion since Tito Steiner in 1981, scoring a personal-best 8,169 points. Later in the show, Ben joined in person to describe the emotional finish, his wife Clara's sacrifices after the birth of their son William, and what it means to represent BYU and the Church as a national champion.New BYU men's golf head coach Todd Miller joined the show to discuss taking over for Bruce Brockbank, the legacy of BYU golf, and the future of the program. Todd talked about Kihei Akina's historic freshman season, the depth of the team, his father Johnny Miller's influence, and his excitement about building on BYU golf's recent success.The show also included campus notes on BYU track and field, football preseason honors, the Brendan Sorsby eligibility situation at Texas Tech, Michael Rucker's call-up with the Seattle Mariners, and BYU women's volleyball's upcoming schedule. Spencer Steiner from Redmond gave a “Hydration 101” lesson about electrolytes, salt, and why athletes need more than water to stay properly hydrated. Michael Johanson from the BYU Alumni Association closed the guest lineup with thoughts on BYU's Cougs Care service efforts and the growing connection between athletics, alumni, and service.Timestamps (approximate):00:00 — Redmond Night with Y's Guys begins in Orem01:32 — Bruce Branch III and Robert Wright III join the show04:38 — Kevin Young talks BYU basketball culture and Bruce Branch15:19 — Five Questions with Kevin Young and Bruce Branch19:59 — Ben Barton named Redmond Re-Lyte Athlete of the Week22:34 — Richie Saunders discusses the NBA Draft and his recovery28:49 — Bear and Tiger Bachmeier join the show32:43 — Brendan Sorsby, Texas Tech, and Big 12 football talk38:53 — Bear and Tiger preview their football camp53:20 — BYU football, track and field, baseball, and volleyball notes1:02:18 — Todd Miller talks BYU golf and Kihei Akina1:24:55 — Ben Barton joins after winning the NCAA decathlon title1:41:35 — Spencer Steiner explains Redmond hydration and electrolytes1:48:56 — Michael Johanson on BYU Alumni service efforts1:54:19 — On This Day, Mike Holmgren quote, and show wrap-up Hosted on Acast. See acast.com/privacy for more information.

[18:39] The countdown is on for the 2026 Toastmasters International Convention taking place August 19 to 22, 2026, in Vancouver, British Columbia, Canada. In this annual convention preview episode, Greg Gazin speaks with Convention Host Co-Chairs Carole Murphy and Tom Jones for an early look at what attendees can expect and to learn more about the volunteers and leaders helping bring Toastmasters' largest event to life.You'll get to know Carole and Tom as they share how they unexpectedly received the invitation to serve, what their role as co-chairs involves, and how their different personalities and leadership styles complement one another and what they've learned along the way. You'll also hear why Vancouver, often called Hollywood North, continues to be a favourite convention destination and the meaning behind this year's convention theme: Wide Open Communication.Highlights this year include keynote speaker Jody Carrington and 2026 Golden Gavel honouree Jennifer Moss presenting Why Are We Here? Creating a Work Culture Everyone Wants.You'll also hear about some of the convention activities, including:• Traditional opening ceremonies and the Parade of Flags• Semifinals and finals of the World Championship of Public Speaking• Accredited Speaker presentation and business meeting• First-timers activities and networking opportunities• Smedley Harbour Cruise and Smedley Fun Bingo evening events• Education sessions and Toastmasters Journey workshops including a new AI-focused session designed to help attract prospective members...and more!About:Carole Murphy, DTM, has been a Toastmaster for 31 years and serves as Convention Co-Chair for the 2026 Toastmasters International Convention.Tom Jones, DTM, is a Past International Director, entrepreneur, management consultant, and Convention Co-Chair for the 2026 Toastmasters International Convention.REGISTER NOWConvention details, agenda, volunteer opportunities, and Dear Boss resources.You can also read:1. Five Questions with Carole Murphy DTM and Tom Jones DTM: Behind the Scenes with the 2026 Convention Co-Chairs2. Wide-Open Communication: 2026 Convention: Head to Vancouver, Canada, for inspiration, education, and connection.Both articles appear in the June 2026 issue of Toastmaster Magazine.Related Episode:Episode #299: Championing Workplace Well-Being — Meet the 2026 Golden Gavel Recipient Jennifer Moss

Knicks, Santa Eulalia, and Five Questions "This Evening"

Ben and Andrew begin by talking through five questions on WWDC in 2026, including thoughts on Apple's answer to the critics, whether Apple is or is not thinking different, decoding the Google partnership and Craig Federighi's corporate speak, the wide gap between Siri AI and frontier AI, and why memory concerns are misplaced. From there: Explaining the Fable 5 guard rails, Anthropic safety concerns that align with Anthropic business incentives, Ben's first impressions of the Fable 5 performance, and a week of Anthropic angst that adds additional context to the company's standoff with the Department of War. At the end: Passing another checkpoint on the AI 2027 journey, Microsoft on the hot seat in the AI era, and the United States of YouTube.

(0:00) The third hour opens with a conversation on the future of Craig Breslow and the Red Sox front office.(15:27) Barth gives his updates from the last day of Patriots mandatory minicamp.(22:54) The guys take caller reactions for Mazz' Tiers.(36:45) Mike Felger asks five questions that have nothing to do with sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Writing a book is one of the most overlooked thought leadership moves a female founder can make, and most people go into it completely unprepared.On this episode of Dear FoundHer, Lindsay Pinchuk talks with Ruthie Ackerman, author of The Mother Code and founder of Ignite Writers Collective, about what it actually takes to write and publish a book. Ruthie spent years as a journalist and deputy editor at Forbes Women before losing her job, starting a business, and landing a Random House book deal. Now she helps women in business find their voice on the page, and she's honest about how hard the process is.The publishing world has a glamour problem. Most people picture the finished book, not the 90-page proposal, the years of revision, or the media outreach that a publisher will not do for you. Ruthie lays out what female founders need to know before they commit, including how to choose the right publishing path, what a real publicity strategy looks like, and why treating your book like a business launch is the only approach that works.For anyone building a personal brand and wondering whether a book belongs in that plan, Ruthie also speaks directly to the PR for small business reality. Getting press, landing speaking opportunities, and reaching the right audiences all require the same intentionality you bring to every other part of your business. A book done right is a long-term thought leadership asset, not a project you finish and walk away from.If your story has been sitting in the back of your mind waiting for the right moment, this episode is worth your time.Episode Breakdown:00:00 Thought Leadership Starts With Your Story03:51 Ruthie Ackerman's Path From Forbes to Random House05:59 Getting Laid Off and Launching Ignite Writers Collective08:21 How Ignite Writers Collective Grew During the Pandemic10:35 Starting a Book Three Months After Having a Baby12:08 Five Questions to Ask Before You Write a Book13:57 Traditional Publishing vs. Self-Publishing vs. Hybrid15:50 What a 90-Page Book Proposal Actually Looks Like18:35 Why Authors Have to Be Their Own Marketers20:07 Three Tips for Making Time to Write22:08 What Not to Do When Writing a Book24:10 How to Find a Literary Agent26:41 All the Hats You Have to Wear as an Author28:55 How Ignite Studios Supports Authors End-to-End32:11 Ruthie's Three Actionable Steps for Aspiring AuthorsConnect with Ruthie Ackerman:Follow Ruthie on Instagram Subscribe to The FoundHer Files Follow Dear FoundHer on Instagram Podcast production and show notes provided by HiveCast.fm Hosted on Acast. See acast.com/privacy for more information.

A CMO Confidential Interview with Joe Gagliese, Co-Founder and CEO at Viral Nation, a full-service digital and social agency. Joe discusses the concept of social as "the people's media," details why he believes "discovery begins with social" and outlines how brands might think about becoming "social centered." Key topics include:Why social has become a prerequisite for certain categoriesQuestions to ask your social agencyWhy measurement is still a bit of an Achilles heelHow to think of social as a living organism which works in concert with the rest of your marketingTune in to hear why social is so important for autos and thoughts on reading Marcus Aurelius.⏱️ Chapters01:12 - Introduction to CMO Confidential01:42 - Introducing Joe Gagliese02:46 - Defining "Social First"05:40 - Social Strategy as a Behavioral System08:03 - The Prerequisite of Radical Transparency12:11 - Transitioning to a Social-First Organization15:03 - Maintaining Authenticity with Creators17:33 - Steps to Develop a Social-First Strategy20:20 - Determining Brand Readiness22:01 - Measuring Social Performance and Conversion25:18 - Five Questions to Ask Social Agencies28:28 - Common Mistakes in Social Marketing30:10 - Practical Advice and Closing RemarksThis episode is sponsored by Typeface - the agentic AI marketing platform that turns one idea into thousands of on-brand assets. Learn more: typeface.ai/cmo.Subscribe for weekly episodes featuring world-class marketing leaders, board members, and C-Suite executives.#CMOConfidential, #MarketingLeadership, #BrandStrategy, #CorporateActivism, #MarketingStrategy, #CMO, #AIinMarketing, #ExecutiveLeadership, #BrandReputation, #ConsumerTrust, #DigitalMarketing, #MarketingInsights, #ThoughtLeadership, #BusinessStrategy, #CustomerCentricSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Earthquakes, Trees, Water, and Five Questions "This Evening"

(0:00) The third hour opens with a discussion on Isiah Kiner-Falefa's comments after Tuesday's Red Sox loss.(13:12) The guys discuss what the Red Sox could do at the trade deadline.(19:52) Caller reactions on the Celtics, Red Sox, and more.(30:47) Jim Murray asks five questions that have nothing to do with sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Who is Ally?Ally Machete has built her career working closely with a dynamic range of authors, but she has found her true passion in helping confident business owners become first-time authors. She specializes in guiding experienced entrepreneurs who know their industries inside out but feel unsure when it comes to writing a book. Understanding that her clients have no time, energy, or money to waste, Ally works deliberately and strategically to ensure their book aligns with their greater business goals. She is the expert these leaders turn to when the stakes are high, and there's no room for mistakes—helping them transform their hard-won expertise into powerful, purposeful books.Key Takeaways* Writing a book isn't just for the famous—it's a powerful tool to build credibility and open doors for any expert. As Ally Machete shares, the real impact comes from writing the right book, with the right strategy behind it.* Don't write a book for “everyone.” As Ally Machete explains, clarity about your target audience and their needs makes your book not only marketable but transformative for your business or career.* A well-crafted book is more than “decoration for your Zoom background,” says Ally Machete. It's a tool—something to leverage intentionally, not just a vanity project.* Not every business needs a book. Ally Machete recommends crafting your strategy first—sometimes timing or focus on other projects delivers more growth than rushing into publishing.* Feeling the “magic” of book writing doesn't mean ditching strategy. Ally Machete urges authors: don't just write what you want, write what solves a real need for your ideal reader. That's how culture shifts—one book at a time.Don't forget: If you want to connect, ask questions, or get notified about upcoming guests like Ally, subscribe to the newsletter here. You only need your first name and email—easy as (coffee) pie!And don't forget: keep an eye out for next guest. To submit your own questions, subscribe to our newsletter and join the conversation!P.S. Loved this episode? Hit reply and let us know what resonated most_________________________________________________________________________________________________Subscribe to our newsletter and get details of when we are doing these interviews live at www.systemise.me/subscribeFind out more about being a guest at : link.thecompleteapproach.co.uk/beaguestSubscribe to the podcast at https://link.thecompleteapproach.co.uk/podcastHelp us get this podcast in front of as many people as possible. Leave a nice five-star review at apple podcasts : https://link.thecompleteapproach.co.uk/apple-podcasts and on YouTube : https://link.thecompleteapproach.co.uk/Itsnotrocketscienceatyt!Do You Need a P.A.T.H. to Scale?We help established business owners with small but growing teams:go from feeling stuck, sceptical, and tired of wasting time and money on false promises,to running a confident, purpose-driven business where their team delivers results, customers are happy, and they can finally enjoy more time with their family -with a results-based refund guarantee: if you follow the process and it doesn't work, we refund what you paid.This is THE P.A.T.H. to scale your business.————————————————————————————————————————————-TranscriptNote, this was transcribed using transcription software and may not reflect the exact words used in the podcast.SUMMARY KEYWORDSwriting a book, lead generation, business owners, book marketing, strategic writing, target audience, book publishing, book as a tool, writing process, marketable book, author credibility, authority, business growth, writing strategy, book promotion, niche audience, sales conversion, email list building, free resources, blog articles, podcast interviews, digital printing, ebooks, networking, credibility signal, partnership promotion, course creation, return on investment (ROI), book launch, marketing strategySPEAKERAlly Machate, Stuart WebbStuart Webb [00:00:00]:Live, please go live. Yeah. Hi, and welcome back to It's Not Rocket Science. Five questions over coffee. I am here today with Ali Machati, the writer's ally. I've got those two right, haven't I, Ali, Please tell me. Okay, thank you. So I was going to get something wrong.Stuart Webb [00:00:47]:I've managed to get through without actually making a huge mistake yet. So welcome, Ali. Thank you so much for making a few minutes today. Ali is, well, she's somebody who helps people write books. So I can tell you somebody who has tried to do that and successfully succeeded, but by golly, it was hard. You need an ally in your corner. So I'm really pleased Ali has made some time today to come talk to us a little bit about this. You know, writing a book is probably the greatest lead generator you can do because it really sets you apart from the competition.Stuart Webb [00:01:18]:Ali is going to tell us all about that. So, Ali, thank you so much for being the writer's ally. And welcome to It's Not Rocket Science. Five questions over coffee.Ally Machete [00:01:26]:Thank you so much for having me, Stuart. I'm really excited to be here.Stuart Webb [00:01:30]:Well, I hope. I hope we're going to have a really interesting conversation. So let's start by talking a little bit about, well, the sort of people you try to help as the. As the writer's ally.Ally Machete [00:01:43]:Yeah. So we work with lots of kinds of authors, but our real sweet spot, our ideal client, are generally business owners, people who have been in business for a little while and are really confident in their expertise. But now they're thinking about writing a book and they're not confident about that. You know, they don't have time, money, energy to waste. All of that has to go very deliberately into their plans and their strategies in business. But they want to have that book. They know enough to know that there's things they don't know, and they know that they really need to get it right. That book has really important goals attached to it.Ally Machete [00:02:24]:It's a tool that's going to be really valuable to them and is a part of their growth strategy. And so they need it to be done at the highest level. And that's where we come in.Stuart Webb [00:02:33]:That's brilliant. So tell me. I mean, you've obviously, you've obviously helped a lot of people do this.Ally Machete [00:02:38]:What.Stuart Webb [00:02:38]:What are the sort of things they tried to do? I mean, you know, everybody has sat with that sort of completely blank piece of paper or blank screen or whatever nowadays and thought, where do I start? What are the things that you've seen them try which have failed to get them anywhere.Ally Machete [00:02:54]:Well, one of the things that I think a lot of people who are new to writing a book get stuck on is there's this sort of kind of like romantic, kind of magical, I think thinking around what a, what a writing process looks like. You know, you're going to get struck by the muse and you're going to sit down and it's all going to flow out of you in a number of hours and you're going to end up with this masterpiece that, you know, just needs a spell check and then you're done. Right. And they don't understand how much harder it actually is. You know, even if you are fortunate enough to be able to create a rough draft very easily, and some people certainly can, some people do have that experience, but that is rarely the finished product. Right. There is so much that goes into crafting a book strategically. Not just writing a good book, but writing a marketable book.Ally Machete [00:03:44]:Writing a book that's going to get you certain results in your business is a lot more than just writing something that's, you know, basically well written and, or even interesting to read. So I think that's, that's the biggest piece where people tend to get tripped up is they think, well, I wrote it, it's good, right. It's objectively good. And they miss that strategic tie in piece and they end up with a book that on the surface is really nice and looks professional and is well done, but doesn't move the dial in their business.Stuart Webb [00:04:14]:So we may be straying into the sort of the third question here, which is about what, what free advice, what valuable advice you can give, but sort of talk a little bit about that. Sort of, what do you mean by a marketable book? Sort of explain the whole, you know, what that does to a little bit about what that does to somebody's business, somebody's career, but also a little bit about what needs to go into a marketable book for it to be something that people actually want to pick up and look at.Ally Machete [00:04:41]:Yeah. So one element of that is when you write a book that is the wrong book. Right. So first let's just assume you've written a book, it's a good book, it's objectively well written. Right. It's been, you've put energy into it, you've made an effort, it looks nice, you paid for a nice cover, maybe even, and it all looks good. What might make that book not marketable are a few different things. First of all, if you were never clear on exactly who your Target audience for that book is a lot of people write a book thinking that anybody can benefit from this, this book will help everyone.Ally Machete [00:05:15]:And even though that may be true, you can never market to everyone. Right. Like, I like to say that if you're trying to talk to everybody, then you're going to be connecting with nobody. So this idea that it's just, I'm putting this out there, it's going to help all of these people without really getting clear about who exactly the book is for, that can make a book not marketable. If you don't know who to put the book in front of to sell copies, it's almost impossible to create a marketing strategy. Right. A lot of marketing strategy is about who are the right readers for this and how do we get in front of those people. So if your audience isn't clear, if your promise isn't clear, if it isn't crystal clear why your target reader needs your book.Ally Machete [00:05:56]:Right. Again, a lot of people start a book from a kind of internal place. If they have something they want to say or they have something that they feel like they can share, that's a value. But ultimately, people don't buy books because you think they need the book. Right. They buy the book because there's something they want or there's something they're looking for that they feel like your book is the answer to. So that comes back to your unique promise. If your promise isn't crystal clear, it might be a good book, but it's going to be very difficult to position and it's going to be very difficult to have that conversion situation.Ally Machete [00:06:28]:Just like any other product or any other sale, when you're just trying to sell books, there's conversions. People will come and check it out. If there's nothing there to actually hook them in and make them see, yeah, this is the book that's going to solve my problem or teach me the thing I need to learn. They don't convert.Stuart Webb [00:06:43]:Do you know, Ali, you make it sound as if you're trying to sort of put together a marketing strategy for some sort of product, which you would hope a business owner has learned how to do. But anyway, let's, let's move on a little bit. Tell me a little bit more about the. The sort of effects that you think a book can have to somebody's business, somebody's career, if you like. I mean, we can all think of people like Tony Robbins who have written interesting books and then they end up on the world stage. I'm not necessarily suggesting that we're all going to do that tomorrow?Ally Machete [00:07:11]:No. And you don't have to. That's the really beautiful thing about books. And especially these days. You know, not only do we have the Internet, which gives us tons of opportunities to directly connect with our target audience and to market a book with, you know, very little cost compared to, let's say, print media, for example, but also we have digital and print tech, digital printing technology, and ebooks. So the very act of creating a book, making it available for sale, getting it out there, is also more accessible to people now than it pretty much ever has been in history, really. So those are all really wonderful things. But excuse me, when you put that book out there.Ally Machete [00:07:52]:So let's say, for example, that somebody is writing a book to bring in more clients. That's like a pretty classic example. They're writing a book to bring in more clients if they write a memoir. And I've seen this a lot with coaches, in particular coaches and consultants, they think, well, people who want to work with me want to know more about me. So instead of writing a book that shows how they think about that particular problem, how they've worked with people in that particular niche, how their process or their way of, you know, approaching a situation is a good method or a different way of thinking about certain things, and instead they write a memoir, they write a book that's just all about them and their life's journey. Right? Sure, there will be a subset of people who are interested in that book, but most people don't come to the book because they want to learn all about you. Again, people buy a book because what's in it for me? Right? What are they going to get from it? So when you have a book that's dialed in to the right people and is strategically aligned to achieve goals in your business, and it can accomplish large numbers of things. Everything from the very simple giving books away to build your mailing list.Ally Machete [00:09:05]:We've had clients too, in particular that were enormously successful simply finding partners who are willing to promote the free ebook to their lists because they thought that it was something of value. It's a win, win situation, right? I want you to promote my book. You get to give something free to your audience. Everybody looks good. Now all of a sudden you have thousands of people opting in to join your list to get a copy of that free book. That's a real basic, simple way of leveraging a book to grow your business. But also things like we've had clients tell us that sitting down in a meeting with people and Taking a few copies of the book out of their bag and handing it to the high level people that they're meeting with changes the conversation instantly. Right.Ally Machete [00:09:50]:Giving a book to somebody or even just knowing that someone is the author of a book is an instant credibility signal. They don't even have to read the book. The very fact that you've written one, again, assuming it's the right one and it's done well, you hand it to them, they look at it, they can see this person literally wrote the book on this subject. And there's a psychological effect. Again, there's a reason why the word author is the root word of authority. Right. And that's how we think about people with books. So having that book can get you to open more doors, it can get you on more stages, it can get you more clients, it can get you higher level clients, it can help you to close deals.Ally Machete [00:10:32]:It shortens the like, no trust factor and gets those that cycle, that sales cycle to shorten and speed up. It can do a number of really important things for your business. And I agree, I think it is one of the most powerful lead generating tools even still.Stuart Webb [00:10:47]:Yeah. And amazingly, I learned a little bit about this. But the words sort of, you know, the best business card you will ever have are really applicable here, aren't they? Because somebody who has a book, you don't need to leave them a business card. You leave them the book, they'll find you. Even if you've got very little else in that book in terms of contact details, they will find you because a book says something about you. Ali, I'm going to sort of pose the, you know, is there one piece of. And I think you've already given some advice, but I'm sure there are other things and I know we've got some things that we're going to be sort of pointing people towards, which is in our vault, which is in www.systemize.me. free stuff.Stuart Webb [00:11:32]:Tell us a little bit about some of the free, valuable services you provide to people.Ally Machete [00:11:38]:Well, we have a blog, of course. We publish new articles every month. So our blog is available for free at our website. Atthewriters ally.com you can find our newly launched library. And in the library we have links to the blog with all of those articles. We have a playlist of podcasts that I've been on. I've been on more than 50 podcasts. And so they can listen to those recordings or watch those videos and download a number of free resources that we have available.Ally Machete [00:12:08]:Checklists, a few mini Guides. I have a ton of stuff available for people. I've been in this business more than 20 years and I've accumulated some stuff. So I've really put it all together. We just launched this website. I'm very excited about having this, you know, the ability to put all of this stuff in one place to give to people.Stuart Webb [00:12:26]:And, and I, and I've had a look at some of the checklists and I must admit I, I was, I was really, really impressed. So look, if you haven't captured all of the, the details of that, we will have links to, well, where you can find all this stuff and more stuff from alysystemize me forward slash free hyphen stuff. Yeah.Ally Machete [00:12:45]:Before you jump to the last question, I just wanted to add one thing.Stuart Webb [00:12:48]:We're not even close to that yet. Don't get excited.Ally Machete [00:12:52]:I also have a free gift that I prepared especially for your audience. And they can.Stuart Webb [00:12:56]:Oh, thank you.Ally Machete [00:12:57]:Yes, they can get that. If you go to offers.the writers ally.com rocketscience it is an evergreen video of my webinar called Don't Write the Wrong Book. And it is about just that. What does it mean to write the right book? How do you avoid writing the wrong book? And a simplified step process for thinking through your book idea. Whether you have one idea you're trying to choose, or if you've already started writing and you want to temperature check what you're working on, it'll help make sure that everything is strategically aligned in the way that we're talking about today.Stuart Webb [00:13:27]:I will make sure that link is in the, in the vault, our vault, which is another valuable resource. But I will make sure that's pointing straight to you. We, we will, we will get that to people. We are not yet at the end though, Ali, because we have more to go. Awesome. What, what you've just said. You've been in this business for 20 years, so that's, that's a huge amount of experience. But let's, let's talk about how you got here.Stuart Webb [00:13:52]:What is it? Was it, was it a realization that you just had to write? Was it the realization you didn't write very well? What was it that brought you to understanding how to give such valuable advice? Was it a book? Was it a program? Was it a life experience that brought you this level of understanding of how to write a book?Ally Machete [00:14:11]:Well, Stuart, I am a lifelong dedicated book nerd. Really. I've always loved books. I've always loved writing and reading. It's family legend that I learned to read at the age of three because I was frustrated that my parents just wouldn't sit and read to me all day long, you know, God, they had had to go to work and like do things. But I started reading very early and making books out of construction paper and crayons and I would give them to like my neighbors and my friends. And I would tell people I was, I was a book publisher. And even as early as first grade, you know, you get into school and everyone's always asking, what do you want to be when you grow up? What do you want to be? And I would tell people I wanted to be a writer, a lawyer and an editor at Simon and Schuster.Stuart Webb [00:14:56]:Oh, wow.Ally Machete [00:14:58]:Yes. And you know, I have no idea where that came from. I'll be totally honest, you know, like, why Simon and Schuster? Where did I pick that up? Goodness only knows. But it was something that I said and I stuck with it. I stuck with that love all the way through my academic career. I did, you know, yearbook and school paper and lit mag and all that kind of stuff. But was really in college where I started getting more serious about it. I started freelancing for pay as a writer as the Internet started becoming a thing and really opening up opportunities.Ally Machete [00:15:26]:And then of course, I did an internship at a small regional publisher while I was still in school in upstate New York. And after that, the big, big turning point was that I got that dream job and I got hired at Simon and Schuster.Stuart Webb [00:15:39]:Oh, wow. Wow, wow, wow. But the greater challenge was then to go on and do it and show other people how to do that.Ally Machete [00:15:46]:That's absolutely true. Yeah. So I spent some time there. I learned a ton, as you can imagine. Big five publishing. You know, that's, that's the Olympics of publishing. Like you really learn everything at the highest level. And I was also fortunate to be in particular in a department that was very nurturing and very supportive of its young people.Ally Machete [00:16:05]:So I got to really learn. Hands on. I acquired my first book for the company before I had been there a year, which is pretty much unheard of. And so I was able to just dive in and learn a lot about how it all worked. And then, you know, fast forward a few years, dot com bust happened, 9, 11 happened. A lot of things were changing in New York. I decided to step away for a little while. I thought I would wrap up.Ally Machete [00:16:29]:I was doing a part time master's degree that had taken me a few years. I was real close. I thought, you know what, I'll knock it out. I'll take a Year, I'll go full time, I'll finish all my classes, I'll do some freelancing, I and I'll come back and maybe, you know, the economy will have calmed down and the market, the job market will have opened up again. And I loved working directly with the authors and running my own business so much that I never looked back.Stuart Webb [00:16:50]:Yeah, well done. Well done. Look, Alec, I'm going to have to say you've been asking some and or answering some brilliant questions. But there must be one question that you cannot get away from thinking. When is he going to ask me that killer question, the really important one? Well, I don't know what that question is, so I'm just gonna have to ask you what is the killer question that I should have asked you by now? And obviously, well, you have the question, so you might as well answer it as well.Ally Machete [00:17:19]:Well, I think the killer question is one that most people maybe don't ask because they assume, which is, should everybody have a book?Stuart Webb [00:17:26]:You know the question.Ally Machete [00:17:29]:Yeah, and the answer might surprise you because there are a lot of people out there who suggest that if you have a business, if you are an expert, you have to have a book, it is just a must have. And I do not agree with that at all. I think there are situations in which a book may not be right for your business. It really depends on what your strategy is and where you're trying to go. Because as we've been talking about, the real power in a book is as a tool to be leveraged, right? It's not just decoration for your zoom background, it's something you're going to use in your business.Stuart Webb [00:18:04]:Business.Ally Machete [00:18:05]:Not every business benefits from a book and not every business benefits from a book at any time. So there's also a timing issue involved writing a book. As you know, Stuart, you've been involved. It's a huge commitment of time, energy and money. And anything that you are saying yes to means you're also saying no to other things, right? So, you know, one of the biggest misconceptions I think people have is this idea that, well, if every business owner has to have a book, I'm new to business, I'm still growing my business. If I write this book, that will help me establish myself. But you have to have a business to grow before a book can help you grow a business, right? It's not the thing that gives you a business, it's the thing that helps you level up what you already have. So if you're not already at least a little, well, established, it might be too early for a book to really give you the kind of benefits that it would if you waited a little bit longer or if you're in a situation where you have a choice to do I launch a new course? Do I do this big marketing push? Do I change this part of my business, or do I write a book? You want to think strategically.Ally Machete [00:19:09]:What is the thing that's going to give you the most ROI where you need it first? And a book is not always the answer.Stuart Webb [00:19:17]:Do you know, it's almost as if you are trying to say to people, you have to have a strategy why you are writing a book, know who your audience is and write the book for that audience. And if you're still in the process of working out who what your business is about and who your audience is, maybe a book is not going to help you achieve that goal.Ally Machete [00:19:35]:Exactly right. Exactly right.Stuart Webb [00:19:38]:Hey, I think that is a fantastic and truly brilliant way to wrap this up. Because if there's one thing that I think you've proven to us, Ali, is that you are an ally. You are somebody who is trying to think of the best for the authority, trying to think of the best way of helping that author achieve their goals, rather than just trying to pitch everybody on doing the same thing just for the sake of it. That's a truly allied way of thinking. So thank you so much for bringing that perspective. And if you don't mind me just taking two minutes from me, if you, you get such value from some of these, from some of these interviews from brilliant people like Ali, who's bringing this wealth of knowledge. I would like to be able to send you an email once a week just to say who's coming up on the podcast. And the only way you can get that email is if you join the blog, the email list, and that is to go to www.systemize.me.Stuart Webb [00:20:38]:subscribe. That's a simple form. It takes you to. It needs two things. Your first name, your email address. I don't want anything else. I just want to be able to send you an email. I just want to be able to address you as you and, and tell you about the brilliant stuff that's coming up.Stuart Webb [00:20:50]:Ali, thank you so much for spending a few minutes with us and being so, so, so honest with your advice and so, so helping us to think through just how we need to use books to be so intentional. Thank you for that time.Ally Machete [00:21:06]:It's my pleasure, really. Thank you for having me. And you know, I like to say I'm a reader too. I want there to be better books out there for me too, you know. So I really do care is it.Stuart Webb [00:21:17]:Is a heart led business for somebody who's been doing that since three years old. I guess you do need another one of those books to just have a look at least. At least one more time, don't you? Thank you so much Ali. I really appreciate it.Ally Machete [00:21:32]:Thanks again. Get full access to It's Not Rocket Science! at thecompleteapproach.substack.com/subscribe

Dave McCann and Blaine Fowler welcomed Cougar Nation to the June 1 edition of Y's Guys, opening with BYU football schedule news, the buzz around Kevin Young being mentioned in connection with the Chicago Bulls, and growing excitement for BYU's first remote show: Redmond Night with Y's Guys on June 15 at the Redmond Heritage Farm Store in Orem.The first guest was BYU cornerbacks coach Lewis Walker, who talked about returning to his home state, joining Kalani Sitake's staff, and coaching one of BYU football's strongest position groups. Walker discussed his relationship with Sitake, his transition from Utah ties to wearing BYU blue, and the talent in the cornerback room, including Evan Johnson, Trey Alexander, Jonathan Kabeya, Jayven Williams, Cannon DeVries, Jordyn Criss, Kevin Doe, and Matthias Leach. He also praised Bear Bachmeier's growth, humility, and ability to read defenses.The Redmond Re-Lyte Athlete of the Week was Jane Hedengren, who qualified for the NCAA Championships in both the 10,000 meters and 5,000 meters after a remarkable performance at the NCAA West Preliminaries in Fayetteville, Arkansas. Dave and Blaine highlighted her 10,000-meter win over Pamela Kosgei, her facility record, and her chance to compete for national titles in Eugene.Derek Miller, president of the BYU Alumni Association Board and president and CEO of the Salt Lake Chamber and Downtown Alliance, joined the show to talk about BYU's worldwide alumni network. He discussed the power of BYU sports as a “megaphone” for the university, the impact of tailgates and Cougs Care service projects, and the broader mission of connecting alumni through service, education, and shared BYU values.The show also promoted the Ephraim Hope Mission golf tournament and online auction, including items such as an AJ Dybantsa signed basketball, a Richie Saunders signed jersey, and the chance to golf with Dave and Blaine. The proceeds support educational opportunities for children in Uganda.The BYU Super Fan segment featured Russ Paulus from Naperville, Illinois, who shared his conversion story, his early BYU memories, his love for BYU football, and memories from the 1980 Miracle Bowl, the 1984 national championship season, and classic games at LaVell Edwards Stadium. He also talked about why BYU means so much to fans who live far outside Utah.The show closed with BYU campus notes, NCAA track and field updates, BYU golf news, a reminder about CougarTribe, “On This Day” history, and a Brigham Young quote in honor of his birthday.Timestamps (approximate):00:04:30 — Opening, Kevin Young NBA rumors, and BYU football buzz00:15:51 — BYU football schedule, kickoff times, and Notre Dame discussion00:22:45 — BYU named a Big 12 favorite; Kalani Sitake national recognition00:26:10 — Lewis Walker joins Y's Guys00:37:40 — BYU's cornerbacks, defensive depth, and Bear Bachmeier outlook00:51:06 — Five Questions with Lewis Walker00:57:17 — Jane Hedengren named Re-Lyte Athlete of the Week01:01:06 — Derek Miller on BYU alumni, Cougar Nation, and service projects01:26:06 — Five Questions with Derek Miller01:34:27 — BYU basketball, AJ Dybantsa, golf, and track updates01:40:49 — Ephraim Hope Mission auction and golf tournament01:44:02 — BYU Super Fan Russ Paulus shares his Cougar story02:01:56 — Five Questions with Russ Paulus02:09:34 — CougarTribe, This Day in History, Brigham Young quote, and show wrap-up#YsGuys #BYUFootball #GoCougs #BYUSports #BYUBasketball #BYUTrack #CougarNation #LewisWalker #KalaniSitake #JaneHedengren #AJDybantsa #RedmondReLyte #BYUAlumni #CougarTribe #LDS Hosted on Acast. See acast.com/privacy for more information.

Best Florida Athletes, Ballrooms, and Five Questions "This Evening"

(0:00) The third hour opens with a discussion on what people in the Red Sox organization are saying about Roman Anthony's injury.(10:21) The guys talk about the Hurricanes beating the Canadiens 4-0 in Game 4 to go up 3-1 in the series.(20:33) Discussing the Red Sox young core. Plus, thoughts from the callers.(33:56) Jim Murray asks five questions that have nothing to do with sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

World Trivia, Generation Names, and Five Questions "This Evening"

(0:00) The third hour starts with a look at the A.L. playoff picture and what the path could look like for the Red Sox.(11:34) The guys react to what Theo Epstein had to say in a recent podcast appearance.(20:05) The guys give their thoughts on Kyle Harrison and the trade with the Brewers.(32:45) Jim Murray asks five questions that have nothing to do with sports.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Who is Julia?Julia Felton is a business consultant who has built a reputation for identifying the real issues behind her clients' challenges. While companies often approach her with concerns about team dysfunction, lack of trust, and poor collaboration, Julia quickly uncovers that these surface symptoms stem from deeper underlying causes. With her insightful approach, she helps organizations move beyond treating just the symptoms—enabling teams to break free from silos, improve communication, and achieve the results they desire. Julia's clients rely on her expertise to foster genuine trust and collaboration within their teams.Key Takeaways* Is your team chasing results but feeling disconnected? Julia Felton says it's all about energy alignment, not just process. Slow down, reset, and watch collaboration grow.* Most trust issues in teams don't come from lack of tools, but from not investing enough in relationships. Build social capital, even if it feels “frivolous”—it's critical for flow.* True leadership isn't about controlling everything. Julia Felton reminds us: empower your team, step back, and let the natural talents shine for real productivity.* Vision isn't a one-time message. Keep communicating your purpose so everyone knows where you're heading. As Julia Felton notes, clarity builds trust and connection.* Take inspiration from nature: humans, like herds, thrive when leadership is shared. Health, harmony, unity—let these guide your team to higher trust and adaptability.Don't forget: If you want to connect, ask questions, or get notified about upcoming guests like Julia, subscribe to the newsletter here. You only need your first name and email—easy as (coffee) pie!And don't forget: keep an eye out for next guest. To submit your own questions, subscribe to our newsletter and join the conversation!P.S. Loved this episode? Hit reply and let us know what resonated most_________________________________________________________________________________________________Subscribe to our newsletter and get details of when we are doing these interviews live at www.systemise.me/subscribeFind out more about being a guest at : link.thecompleteapproach.co.uk/beaguestSubscribe to the podcast at https://link.thecompleteapproach.co.uk/podcastHelp us get this podcast in front of as many people as possible. Leave a nice five-star review at apple podcasts : https://link.thecompleteapproach.co.uk/apple-podcasts and on YouTube : https://link.thecompleteapproach.co.uk/Itsnotrocketscienceatyt!Do You Need a P.A.T.H. to Scale?We help established business owners with small but growing teams:go from feeling stuck, sceptical, and tired of wasting time and money on false promises,to running a confident, purpose-driven business where their team delivers results, customers are happy, and they can finally enjoy more time with their family -with a results-based refund guarantee: if you follow the process and it doesn't work, we refund what you paid.This is THE P.A.T.H. to scale your business.————————————————————————————————————————————-TranscriptNote, this was transcribed using transcription software and may not reflect the exact words used in the podcast.SUMMARY KEYWORDStrust issues, team building, rewilding leadership, misaligned energy, team dynamics, collaboration, silos in business, business productivity, meeting fatigue, leadership styles, performance paradox, shared leadership, empowerment, micromanagement, business culture, teamship, employee engagement, organizational trust, social capital, remote work challenges, communication in teams, business vision, talent management, role alignment, leveraging strengths, sustainable leadership, natural leadership, flow in teams, founder-led business, relationship buildingSPEAKERJulia Felton, Stuart WebbStuart Webb [00:00:01]:Hopefully. Hi, and welcome back to It's Not Rocket Science. Five questions over coffee. I'm delighted. Today I've been joined by Julia Felton. Julia is an expert in, well, helping to fix trust issues within teams using rewilding leadership. She's really going to help us to understand exactly how we can rebuild those trust issues which so often dog startups, even rapidly scaling a growing company. So, Julia, welcome to It's Not Rocket Science.Stuart Webb [00:01:01]:Five questions over coffee. I hope you've got your coffee in front of you. I've actually got a fruit tea at the moment, but that's because it's after Christmas. I try to be careful with my body.Julia Felton [00:01:12]:Well, me too, Stuart. I'm, I've got ginger and lemon here.Stuart Webb [00:01:15]:So I've been off your only way to live. Let's start by understanding, you know, the sort of person you're trying to help. You obviously, you're obviously trying to help somebody that's got a problem. But how do, how would you recognize them? What would they, what would they be saying? What would they be doing in order to sort of, you know, for you to be able to say, well, that's exactly the sort of person I'm trying to help.Julia Felton [00:01:42]:Yeah, that's such a great question. Because I think what typically happens is what people come to me with and what actually the problem is, are very different. And I think often what we find in business, isn't it, we, we, we, we of treating the symptom rather than the cause. So sort of people come to me and they go, oh, my team's not functioning properly, Julia. You know, and people don't trust each other. There's a lot of bickering going on, we're not getting the results we want. You know, there's people are working in silos, nobody collaborates together. Those are the sorts of things that my clients are saying.Julia Felton [00:02:19]:And my clients range from, you know, smaller SMEs up to larger corporates, you know, and this, these kinds of problems exist throughout many types of organizations. So anywhere where you've got people involved, really. Because at the end of the day, trust drives everything in business. Right.Stuart Webb [00:02:41]:So what would some of those, I mean, you just talked about sort of smaller SMEs, large corporates. I mean, they've tried everything before, haven't they? They've done the courses, they've sent people off on the training courses, they've, they've done that, they've done the online stuff, they've done everything they can and it's still not fixing it. So what are the sort of things that they are trying that you break through and you find that even having done this stuff, they've still got these issues.Julia Felton [00:03:08]:Sure. So I think if we distill it back down and we go to, well, what's really the cause of what's going on in the business? Rather the biggest challenge, if I was to sum it up like that, is it's, it's not this lack of skill or ambition or desire, but it's actually all to do with misaligned energy. So we've got brilliant purpose driven leaders out there. They built often fast growing businesses, but somewhere along the way this momentum turns into mayhem, right? And the team's busy, but it's not productive. People, you know, having loads and loads of meetings. We know this meeting fatigue, right? The progress stalls, everyone's working harder, but people aren't working collectively together, they're not pulling in the same direction. So I call that the performance paradox. Because what we're seeing is companies chasing these results so hard, but they've become really disconnected from the very people and the energy that creates them.Julia Felton [00:04:08]:So what happens is these businesses start running on logic and process rather when what we really need is this connection and trust and flow, Flow. And so I think what I really see leaders craving is a much more natural, sustainable way of leading where we get everyone pulling in the same direction and we stop forcing the results and we start getting the results flowing naturally because everyone's working in their right energy. And as you know, Stuart, you know, I'm very passionate about nature. I reference everything back to the natural world. And, and you know, when we look at the natural world, the natural world understands the ebb and flow of energy and how it goes inside cycles. And that's what we're not really seeing in business right now is leaders really understanding that. And it's interesting, we're recording this right after Christmas, right, where people have actually had an opportunity to kind of rest and re reset themselves for this year. But we tend to wait till Christmas, right.Julia Felton [00:05:10]:And we take a week or two weeks off, try and rest and reset and then we don't. Then we try and go for another whole year and, and that's not feasible for people.Stuart Webb [00:05:21]:So what are some of the things that you then introduce into the business in order for them to, to understand that it's that, you know, to develop that ebb and flow. What is it you do to help them essentially reset on a more regular basis?Julia Felton [00:05:36]:Yeah, well, obviously as we, as we just talked about there, you know, reset the rhythm and flow and recovery. So for me, that's actually about leaders taking time out to rest and relax and, and it's that psychology of slowing down to speed up that, you know, instinctively we know that, but everything's saying to us, oh, you know, if I, if I take the afternoon off, I'm not going to get everything done. But I don't know about you, Stuart, but I know when I step away from my desk, if I'm really struggling with something, all of a sudden when I'm away from, from my work and what I'm doing, I get all these insights. So it's about understanding that in order to get into flow, we actually have to go through a period of resetting ourselves and resting and stepping away from the problem in order to get back. You know, it's a good old adage, isn't it? You know, we get our best ideas in the shower, wherever it is, out on walks and stuff like that. So I think it's about really purposefully crafting time into our weekly schedules to do that. Because I think most people, they go into the office, you know, foot to the metal, go, go, go all day and we get to the end of the day and then they're like, I'm not even sure what I've accomplished because we've just been being that busy fool that, you know, you and I know, I've talked about, you know, we're spending all this time doing things, but we're not doing the right things that we need to do.Stuart Webb [00:07:05]:Yeah.Julia Felton [00:07:05]:So, you know, if we look at some of the mistakes that people are making around, this is the first thing we often see companies doing, is we put all these tools right. We've got problems. Like you said, you know, teams are working in silos, there's no collaboration. So we throw tools at the problem. You know, we maybe buy, you know, a collaboration platform like Trello or Asana or something like that to try and make everyone work more effectively together. And that rarely solves the problem. Right. Or we send people on team building away days or training courses, and all of these can have some marginal gain for the business, but they don't really get to the shifting the underlying energy or trust dynamics that are actually blocking performance.Julia Felton [00:07:52]:And for me, the way that we change those trust dynamics is actually by really slowing down and investing time in building relationships. It's this importance of social capital within business. Right. And sometimes it seems a bit frivolous. Right. You know, oh, we, we're stopping and we're talking to somebody in the corridor. But I don't know about you, but you know, in the days when we were all in the office and I was in the corporate world, I got all my information from those informal chats. That's where you knew what was going on.Julia Felton [00:08:23]:Of course the trouble that we've got right now is with so many people working remotely, all of that informal communication you might want to say isn't getting shared and you don't know what's going on in another team, which you would have found out because you walk with somebody and you went and grabbed lunch with them when we used to go out to the sandwich bars for lunch or whatever or you were making your coffee. So I think there's a big problem there that we're not spending enough time investing in building that social capital.Stuart Webb [00:08:54]:Yeah.Julia Felton [00:08:55]:And go. I'm sorry.Stuart Webb [00:08:57]:No indeed. I'm just agreeing with you. Absolutely agreeing with you.Julia Felton [00:09:00]:Yeah. And I think one of the other mistakes I'm seeing companies make is that they, when things aren't going well, there's a tendency, particularly if it's a smaller founder led business for the founders want to take everything back, to control everything. Right. You know, if I control everything, it's going to work better, better. More meetings, more KPIs, more oversight. But actually all that's doing is draining the founders energy. But more importantly it's signaling to your team members that you don't trust them. We're not allowing them to get on.Julia Felton [00:09:32]:They don't feel empowered because there's so much micromanagement. And actually really what our team members are looking for is for us to trust them and to empower them to get the job done and then get out their way and leave them to do it. And when we've got that, then people will get on and do the job. And then the other lens that I often see going on here is when again when we've got problems we want to fix the people, we always think it's a people problem. And rather than think about, well, what is the potential our team members have got to unlock, how can we leverage them more effectively in the business? What new responsibilities can we give them? What new opportunities can we give them to help them thrive? You know, can we redefine their roles to give them a role which is more naturally aligned to what they love to do? Because we all know we've got more energy for the things we love to do. Right. And so if your role, you're spending 50% of your time doing things you don't love to do, in it, you're never going to be as productive as if you've got a role maybe where you've got 80 or 90% of things time doing the things you love. Now, the caveat I would just say against this is we're all going to have to do things in our role that we don't love.Julia Felton [00:10:50]:That's just life. But, you know, we want to spend the vast proportion of our time and when we can start redefining roles so that people do that, it makes a massive difference to their performance, their, you know, their productivity and then ultimately the productivity of the business. So, you know, I reflect back often to my corporate role where I didn't understand about energy and the best roles that people could go in. And I had this data manager, her name's Jane. And every single appraisal I was like, jane, you need to get better at spreadsheets, you know, because, you know, you're running the data center and that's what you need to do. Failing to realize that her complete zone of genius and what she bought to my business was actually her ability to rally the troops around. She was a great collaborator, a great people person, and I didn't leverage her skills effectively. So she wasn't as happy as she could be and I wasn't getting the best results out of her.Stuart Webb [00:11:46]:Yeah, I know. I remember very early on, in one of the first businesses that I, that I founded, somebody took me home on time. It was one of the non executives that sort of came in to help the business, said, are you asking the people that you're working with anything about, you know, what they do when they go home? And I, I sort of looked at, I'll be honest, I looked at him. What's that got to do with this? As in somehow, you know, he was talking complete nonsense. He said, you'll find those people go home and they run scout groups, they run, they run charity bazaars, they run charities and they run them brilliantly. All of those skills are open to you. If you only knew about them. And I looked at him and thought, that's a huge insight that I've got to think about.Stuart Webb [00:12:30]:And it was back to what you were saying there. It's about communication, isn't it? I haven't bothered to say to these people, what else are you up to? And, you know, they turn us, oh, I run a scout group. Are you good at admin? And that's a really useful thing to know because oftentimes people come into work and they sort of drop all these skills over their shoulder at the front door and then walk in and sort of just come in and do their job, don't they? Because they don't think they have to bring any of those skills with them because I'm at work now. And then they go home, they pick up all those skills again and they take them home and they use them very, very effectively. So sometimes it does mean that we've just got to speak to each other, ask what's going on and then go, wow, that's a really useful skill that we could use and then learn to let them get on with it.Julia Felton [00:13:17]:Yeah. And then, and then they feel more empowered, they feel trusted, you know, they know that they've been heard and you know, it's a win, win all round at the end of. But yet so important for us to, to really know our team members, like you say, what motivates them, what's inspires them and what the skills are that they've got that they're not bringing to the workplace that we could really leverage more effectively.Stuart Webb [00:13:39]:Yeah, brilliant. Julia, I'm sure that there's a. And I'm. I know you've given us some very valuable information to stick into our vault, which is at www.systemize.me/free stuff. Gosh, there's an awful lot of words in there. Immediately after the longish break, talk to us about what you've got available for people to be able to sort of advice, guidance that you could give people which they can tap into. And all of this will be available in the vault.Julia Felton [00:14:14]:Yeah, sure. So where I always suggest that people start is I've got a turbocharge your team quiz, which you can get at businesshorsepower.com forward/quiz. And it's. What is it? It's about 15 questions that just really helps you identify where your team's energy is getting drained. And what I often talk about is something called Team Ship, which we'll get onto in a minute when we talk about books and stuff. But Team Ship is about how do you. How do you run your business? Rather than leadership, it's all about teamship, people getting together. And then when you take the quiz, you actually get a free copy of my ebook on how to create a business that runs on teamship and the three pillars that actually underpin that.Julia Felton [00:15:01]:And then anyone who's taken the quiz is also welcome to join me for a Turbocharger quiz audit where I help you unpack the results of the quiz in more detail so that you can start to put together a kind of a short plan on how to how you want to change things in your business going forward.Stuart Webb [00:15:18]:And I can, I can assure you because I've been on, had a look, good look at that stuff. If you go to systemize me free stuff, you'll see all of the details of that. And Julia is really good at this stuff. So you will be pleasantly surprised when you see the level of detail that this goes into. Julia, yes, you're right. We're about to get on to other things. What was it that brought you to your understanding? You talked about your corporate career, you've talked a little bit about your passion for nature. How did you get to now books, courses, programs that enabled you to understand that teamship was actually the thing which needed to drive your day to day existence in your life now.Julia Felton [00:16:10]:Yeah, such a great question because I think, you know, once I left the corporate world, you know, like so many of us do, you know, you see things in the rear view mirror, right, that you didn't see when you were in it. And you know, I look back and I just got really frustrated with the way that we were running and leading businesses. And as everything I looked to nature and horses were a big part of my life. And what I looked to was the way that horses actually operate as a unity in unity, you know, that a team is a horse herd is always concerned with the health, harmony and unity of the herd, how to keep it all together. And they employ something called, I call shared leadership at the time. And shared leadership is this concept of as a leader you don't need to know everything. And let's face it, you know, in the good old days before Mr. Google, you know, and we were in the industrial era, it was probably true that the factory manager, they did know everything, right? But that doesn't exist today.Julia Felton [00:17:13]:So I think for any leader today, they want to know that it's okay to share the leadership with each other. And horse herds do this so well. And we see this in a lot of other dynamics of animals in nature, but they share the leadership. They realize that not one animal can keep the whole herd safe. So in the horse herd, they share the leadership between everybody. But there is a lead marine and a lead stallion within the herd that, you know, have pacific roles and then everyone else in the herd looks for the danger. And I was like, well that would be so much better if that was a model that happened in business where everybody in the organization is responsible for the health and safety of the organization. So even though you are, you know, on the production line or, you know, you're in the admin team or whatever it might be, you still have a duty of care to ensure that the business is going to stay successful.Julia Felton [00:18:08]:So if you see a competitor doing something, you should be able to speak up and say, did anyone else notice that going on over there? That could be a threat for us, you know, so it's all these eyes and ears looking out. So it was when I read Keith Freshley's book, Never Lead Alone. He t. He introduces this concept of teamship, which is effectively shared leadership. And I was like, it gave me kind of a framework and some language to use. So I've now created my own framework. It's called the unbridled Teamship roadmap, which helps leaders create this high level of trust, adaptability and shared energy within their teams that we see within, particularly within horse herds, for example. So Keith Farazi, I have to acknowledge him, he kind of gave me the language for this, but it was my life experience of partnering with the horses and seeing things in the natural world, particularly when I lived in Africa, that that kind of bought these two worlds together.Julia Felton [00:19:03]:And I was like, yeah, this is a new framework for how we need to lead in the 21st century that is just going to be much more compelling and engaging for people.Stuart Webb [00:19:13]:And I think you're right. The, the, the, the, the days of the command and control have largely gone, haven't they? Because there are so too many, too many moving parts, too quickly moving for you to be able to make, to be able to control everything. And so unless you're prepared to allow the leadership to spread, it will be impossible.Julia Felton [00:19:38]:And you just become a bottleneck as well as the leader. If you try and keep it all together, right, because everything's moving so fast, you've just not got the capacity to make that many decisions all day, every day. So we've got to share it out. Otherwise your business is likely to, to stumble and falter just because you've just not got the brain power to do it. All right? So, you know, you can actually end up being the biggest risk factor in your business if you don't share the leadership.Stuart Webb [00:20:06]:Yeah, that's the challenge. So, Julie, there must be one question that I haven't yet asked you that you really want me to ask, which will sort of open up, open up the eyes of people who are currently thinking, this is kind of me, but I'm not sure what is the question that you think I should have asked. And, and as you obviously know the question, you probably also know the answer. So what would the answer to that question be?Julia Felton [00:20:35]:Well, I hope I know the answer. I think it. I think it's this reframe about how do we reframe leadership? Because we're still seeing leadership through this lens of performance and results. And I get that. We've got to get that. But actually, how can we reframe leadership to be the role of a leader is more about how do you direct and orchestrate the energy of the people around you? Because performance is the byproduct of where our energy goes. So if we're really clear on where our energy goes, where our attention is going, then we can get better results. And we see this all the time, don't we, where you get leaders that something happens and they go, you know, they go in.Julia Felton [00:21:17]:This is frenetic, scattered energy all over the place. And that ripples through the team. It causes confusion and nobody knows what they're doing, and everyone starts running around like headless chickens. And we've seen this so often in businesses, you know, when this firefighting throws in, but actually it just causes disarray. And how would it be if the leader recognized in. Actually, in that moment is the moment that you need to become more grounded, more coherent and really pause to go back to the rest and set and pause and. And just be discerning about what's going on? Is this something that I really need to get frantic about right now, or is this something that I can just slow down, pay attention to and realize there's different ways I can approach it? And that kind of coherence is very, very contagious within the team, and it slows all the team down. And then we've got.Julia Felton [00:22:14]:We can be just a lot more discerning then about the decisions that we really need to take. So I think for from when we start looking at leadership, my question would be that you didn't ask is, you know, what if leadership isn't about performance anymore, it's about how do we orchestrate the ebb and flow of the energy of the team so that everyone can work from their natural stance. And therefore we're shifting from this control stance to getting connection. We're moving from burnout to flow, and we're moving into really true leadership that is sustainable for everybody.Stuart Webb [00:22:50]:And do you therefore think, and I'm sorry, that I'm going to ask you a question when you've just answered a question, do you think in order to sort of support that the leader has to have been able to transmit their vision for the business to everybody. So that when they get into that state of flow, they're able to operate without constantly referring back and saying, why are we doing this again? I've forgotten.Julia Felton [00:23:14]:Yeah, absolutely. That's 100% at the top of everything. If nobody knows where they're going, nobody knows where we're going to end up. You know, I often when my clients, you know, I say, well, you know, there's so many different ways that we could maybe get to. I'm in the uk, so I could get to London at the end of. End of this call, right? But I got to know I'm going to London, otherwise the team will end up in Edinburgh or somebody will end up in Dublin or somebody will fly to New York. Right? And I think having that really clear purpose and vision absolutely underpins everything because it's. That, for me, is the glue that pulls everyone in the right direction.Julia Felton [00:23:48]:And we need to remember that. We need to continually articulate that to come back to communication. It's very easy for people to go, I've told everyone the vision and we expect people to remember it, right? But we have to be embedded into absolutely everything. Everything we do day in, day out needs to be aligned with the vision because people don't remember, you know, and I know from, you know, having run workshops with clients, I. I remember I run the same workshop, I hosted the same venue, like, four, no, five or six times in a row, and my client attended as a guest each time because it was her venue and it was a particular workshop. Actually, I was running with the horses. And she said to me on the sixth workshop, she goes, that bit you said about xyz, that was a genius, Julia. And I was like, God, that has been in every single workshop.Stuart Webb [00:24:36]:It's such cool content.Julia Felton [00:24:38]:And she hadn't heard it. And of course, this is what we forget about communication. People only hear what they want to hear when they want to hear it. So we've got to keep repeating the vision where we want to go to the strategy. And sometimes I think as leaders, we. You can feel a bit like a broken record. We're like, I've told everyone that. But people only hear it and get it when they want to hear it.Julia Felton [00:25:00]:Yes, absolutely. Underpins everything, Stuart. Yeah, And. And I think, you know, when we put that clear purpose, that really builds trust because people know, right? People have got that clarity about where we're going. We know what the outcomes are, we know where we're heading. So people have got trust that what's going to happen. We. We've got a.Julia Felton [00:25:18]:We've got a vision, we've got a plan. And so that really helps.Stuart Webb [00:25:20]:Wonderful, wonderful. Julia, this has been really, really, really wonderful. It's a really great way to sort of. For me to kick off what we do this year. Just one small thing from me, if you don't mind.Julia Felton [00:25:36]:Yeah.Stuart Webb [00:25:37]:I send out about one email a week on the weeks where we're doing a podcast, and it just. It just tells you who's coming up and why you need to get in front of the. And be live. We've had a number of people, tens of people watching this today. So they got that from, you know, they've sat at the desk. They hopefully some of them have gone away and thought, I've got some problems I need to resolve. So if you would like to be one of those people who gets the email that sort of says, somebody's coming up, go to www.systemize. that's S Y S T E M I S E.com forward slash, subscribe.Stuart Webb [00:26:13]:Simple form. It asks you for just your first name and an email address. I don't want any more than that because I just want to send you an email which basically says it's coming up, so please go do that. Julia, this has been really enlightening to start with. Wonderful reset of what we should be doing as leaders. Thinking about trying to sort of allow the energy and allow the natural talents to sort of dominate rather than somehow trying to force everybody down into a narrow path in order to sort of make things happen. So thank you so much for bringing that to us, and I really appreciate you spending some time with it. No problem at all.Julia Felton [00:26:48]:Thank you so much.Stuart Webb [00:26:49]:Thank you very much.Julia Felton [00:26:50]:Thank you so much indeed, Stuart. Really appreciate it. It's been a pleasure.Stuart Webb [00:27:19]:So I can talk to you. Get full access to It's Not Rocket Science! at thecompleteapproach.substack.com/subscribe

Show SummaryOn today's episode, talking with comedian Brad Bonar, founder of One Degree of Separation, an organization that uses stand-up comedy to spark honest conversations about depression and suicide prevention. We discuss his lived experience, breaking the silence with comedy, and turning their live shows into official training for service members, Veterans and their familiesProvide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestBrad Bonar Jr. is the founder and creative force behind 1° of Separation. A seasoned stand-up comedian and magician by trade, Brad has spent nearly 30 years making people laugh around the world. He built a successful entertainment career headlining clubs and corporate shows, including a popular Dry Bar Comedy special that has garnered over 13 million online views. His comedy draws on everyday life and family, and is known for its clean yet keenly observant humor. But beneath the laughter, Brad quietly fought his own battles with depression since childhood.A turning point came a few years ago when Brad discovered an old keepsake: “I found a suicide note that I wrote in the 6th grade,” he recalls. “At first I kinda laughed about it, but then it became very sobering.“ Realizing that he had been struggling in silence for decades, and seeing so many others still doing the same, Brad felt compelled to act. He channeled his talents and insider knowledge of comedy into a deeply personal mission: “I've spent the past 25 years traveling the world making people laugh. Now I'm using my talents for something more personal. It's time to cast a spotlight that removes the stigma of mental illness.” With that, 1 Degree of Separation was born in 2019 as a project to fight depression with comedy.Brad immersed himself in learning about mental health, interviewing doctors and therapists to shape a show that was both funny and responsible in its messaging. He crafted the Five Questions after hours of writing and self-reflection one night. And he recruited fellow comedians (including his wife, Victoria, and others) willing to share their stories on stage. As a performer, Brad has a disarming, warm presence. Audiences often don't expect a comedian to talk about subjects like suicidal ideation, but Brad does so with authenticity and even hope. He frequently opens up about his own experiences – from that sixth-grade note, to a more recent mental health crisis that landed him in a 5150 psychiatric hold, to how “comedy saved me” when he learned to talk about his pain rather than hide it.Today, Brad Bonar Jr. serves as CEO of 1° of Separation, Inc., leading the nonprofit's growth while still touring as one of its headline speakers. Under his leadership, 1° of Separation has gained national attention for its innovative approach (featured on media from local news to podcasts and even military press.) Brad's ability to wear two hats – entertainer and mental health advocate – makes him a unique voice in suicide prevention. He often says, “Laughter changes your brain” and indeed, he's now leveraging laughter to change lives. Brad and his wife Victoria are based in Northern California, but travel constantly for training. When not on the road, he continues to perform traditional comedy and magic shows and is at work on a book about his journey and the intersection of comedy and mental health. In recognition of his efforts, Brad was invited to present at the Department of Defense/VA Suicide Prevention Conference in 2023, where 1° of Separation received a standing ovation from 2,500 professionals. Brad's personal mantra: “Comedy is universal… and if we can laugh at this, we can talk about it," encapsulates the spirit he brings to the cause. He proves that a comedian can change the world, one punchline and one life at a time.Links Mentioned in this Episode 1° of Separation websitePsychArmor Resource of the WeekThis week's resource of the week is the PsychArmor course, Supporting a Veteran in Crisis. This course is designed for businesses to educate them on the differences between their Veteran and civilian employees and ways to support them. You can find the resource here:  https://learn.psycharmor.org/courses/supporting-a-veteran-in-crisis Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on TwitterPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

visit: https://www.ysguys.comThis week's Y's Guys opened the first episode of year five with Dave McCann and Blaine Fowler covering BYU football scheduling news, major BYU basketball dates, NFL holiday games, and the continuing build toward the 2026 season. The show also announced upcoming Redmond Night with Y's Guys on June 15 and highlighted another dominant performance from Jane Hedengren, who was named Re-Lyte Athlete of the Week after winning the Big 12 5000m title and breaking a 27-year facility record.The first guest was BYU associate athletic director of performance nutrition Rachel Higginson, who explained how BYU's nutrition program has evolved, how athletes are tested and fueled, why salt and hydration matter, and what everyday people can do to improve their nutrition.BYU grad Bryce Lake from Smith Entertainment Group then joined the show to talk Utah Jazz, Utah Mammoth, fan experience, sponsorships, and the impact of the Jazz landing the No. 2 pick in the NBA Draft.The show also featured Melanie Zanche, a BYU-Pathway Worldwide graduate from Buenos Aires, Argentina, who shared how Pathway helped her learn English, earn a degree, and start a marketing agency with her sister.BYU Super Fan Porter Larson closed out the guest lineup with stories about growing up in a BYU family, serving his mission during the 2015 BYU football season, favorite Cougar memories, and why Notre Dame's visit to Provo could be one of the biggest games in LaVell Edwards Stadium history.#BYU #BYUSports #BYUFootball #BYUBasketball #RachelHigginson #BryceLake #MelanieZanchi #PorterLarson #JaneHedengren #ReLyteAthleteOfTheWeek #BYUPathway #UtahJazz #UtahMammoth #CougarNation #YSGUYS #LDS Timestamps (approximate):3:45 — Show Open and Start of Year Five10:56 — Redmond Night with Y's Guys Announcement17:20 — BYU Football Rankings and National Title Discussion21:16 — NFL Schedule and BYU Basketball Updates26:13 — Rachel Higginson Joins the Show36:35 — Nutrition Advice for Everyday People49:13 — Five Questions with Rachel Higginson58:03 — Re-Lyte Athlete of the Week: Jane Hedengren1:01:17 — Bryce Lake Joins the Show1:17:22 — Utah Jazz Future and the No. 2 Draft Pick1:33:04 — Melanie Zanchi's BYU Pathway Story from Argentina1:49:26 — BYU Super Fan Porter Larson Joins the Show2:05:05 — Five Questions with Porter Larson2:11:07 — On This Day and Closing Hosted on Acast. See acast.com/privacy for more information.

This week, Katia Adams shares a message drawn from Galatians 5:13–6:18 and Ephesians 4:25–32. Anchoring her teaching in Paul's instructions to the churches of Galatia and Ephesus, Katia addresses what she identifies as one of the most pressing and spiritually dangerous patterns in the contemporary church: the way believers have absorbed a culturally-driven model of accountability and called it justice.Using the vivid image of a rogue tomato plant that grew uninvited in her garden — cute at first, then destructive — Katia frames the sermon around five diagnostic questions every believer must ask before bringing correction: What is your proximity? What is your practice? What is your purpose? What is your posture? What is your perspective? She moves through each with pastoral specificity, pushing back against social media callout culture, third-party documentaries and podcasts about people we've never met, and self-appointed "correction ministries" that elevate exposure over restoration. Real accountability, she argues, requires proximity — the same proximity that led God himself to become flesh and move into the neighborhood.The theological anchor of the message is the conviction that the Holy Spirit is not poured out to give us goosebumps, but to uproot the poisonous seeds of offense, gossip, and self-righteous judgment that have no place in the heart of a believer. Katia draws directly on Galatians 6:1 — restore him in a spirit of gentleness — and contrasts it with the spirit of accusation the body has so readily embraced, reminding her listeners that the accuser has a name, and his name is Satan.Ultimately, this sermon is an invitation to let Scripture read us rather than the other way around — to examine our hearts honestly, uproot what grieves the Holy Spirit, and commit to a costly, inconvenient, Spirit-empowered love for the body of Christ. Katia closes with a charge that is both convicting and hopeful: how we speak to our children, our neighbors, and those who have made a mess of their lives will form our crown to give to Jesus — so make it a good one.

Talkin' Old School Baseball and Five Questions with Dan Tiant "This Evening"

How do you know if you're truly adding value to those around you, or just going through the motions? In this week's episode, John Maxwell reveals the five essential questions every leader should ask to elevate their influence and impact. After his lesson, Mark Cole and Chris Goede dive into their strategies for weaving these value-adding principles into your everyday leadership. Key takeaways:  Before you can add value to others, you must recognize and develop the unique value you bring to the table.  Valuing what you do—and the people you serve—is the foundation for authentic influence and sustained growth.  Leaders multiply their impact by continuously growing themselves and intentionally focusing on what is best for others, not just them. Our BONUS resource for this episode is the Five Questions to Help You Add Value to Others Worksheet, which includes fill-in-the-blank notes from John's teaching. You can download the worksheet by visiting MaxwellPodcast.com/ValueOthers and clicking "Download the Bonus Resource."  This episode is sponsored by BELAY:  Leaders, stop trying to do it all yourself. The best leaders know their limits, operate out of their strengths, and set others up for success. Find freedom with BELAY — pairing you with vetted U.S. virtual assistants so you can focus on what matters.  To help you get started, BELAY is offering Maxwell Leadership listeners a free download of their resource, Culture Clarity: A Guide to Uncovering Your Real Culture Through Feedback. Just text MAXWELL to 55123 for FREE access.   References:  Watch this episode on YouTube! Get the High Road Leadership online course for 33% off Apply this week's episode with other growth-minded leaders in the Maxwell Leadership Podcast Social Community Order your copy of John Maxwell's resilience guide, How to Get a Return on Failure (use code ROFPOD at checkout to get The Quick Start Guide to Getting a Return on Failure 100% free!)  Discover your leadership level with John Maxwell's 5 levels of leadership What Serving Others Has Taught Me Podcast Episode It's Not About You: Leadership, Communication, and Putting Others First Podcast Episode Episode 400: How to Use Failure for Success Podcast Episode Join the Maxwell Leadership Certified Team

Q&A Wednesday is back. Markets are pushing record highs while oil prices surge on renewed Iran and Strait of Hormuz tensions, inflation concerns remain elevated, and the AI trade continues to dominate Wall Street headlines. Investors are also watching the Fed, tariffs, interest rates, retirement risks, taxes, and portfolio positioning as volatility quietly builds beneath the surface. Lance Roberts and Danny Ratliff answer your questions, live, with straightforward analysis and no spin. Bring your questions about markets, retirement planning, portfolio management, taxes, risk, the economy, or whatever is on your mind. Questions we answered on today's show include: 0:00 - INTRO 0:56 - CPI Checks In Higher Than Expected 5:02 - Duration and Velocity of Bullish Stampede 9:47 - Birthday Fishing Present 14:44 - Berkshire Hathaway Exposure to AI 17:30 - Investing Like Warren Buffett 19:12 - Why Aren't Swap Lines "Printing Money Out of Thin Air"? 22:03 - CPI Revisions 25:17 - Deflation in Rents 26:03 - GDP, Inflation, & Yields 27:00 - Hold Long-Dated Bonds or Sell? 28:04 - Are REIT's Over Extended? 29:41 - Should You Average into the S&P? 30:52 - Why is Stock-picking/Diversification So Hard Now? 32:30 - Stock Market Regimes & Asset Allocation 34:41 - CPI Data vs Fixed Income Allocations 41:06 - Church vs Casino Investing 42:03 - Long Term Investor: What's Your Personality? 46:37 - RSP vs SPY in Current Market Condition? 50:44 - What's a Good ETF for a Younger Person to Invest In? 52:34 - Space-X IPO Effects on Markets & Indexes Hosted by RIA Advisors Chief Investment Strategist, Lance Roberts, CIO, w Senior Investment Advisor, Danny Ratliff, CFP Produced by Brent Clanton, Executive Producer ------- Articles Mentioned in Today's Show: "Commodity Supercycle: The Enemy Of The Bull Thesis (Part 1)" https://realinvestmentadvice.com/resources/blog/commodity-supercycle-the-enemy-of-the-bull-thesis-part-1/ "Earnings Estimate Revisions Are Very Optimistic" https://realinvestmentadvice.com/resources/blog/earnings-estimate-revisions-are-very-optimistic/ "Parabolic Semiconductor Rally Is Pricing In 2028 Already" https://realinvestmentadvice.com/resources/blog/parabolic-semiconductor-rally-is-pricing-in-2028-already/ ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtube.com/live/vMLyZ9wZbH8 ------- Watch today's "Before the Bell" feature, "Buying Stampede: Good News & Bad News." here: https://youtu.be/hDeUW-rmwC4 ------- Watch our previous show, "Five Questions for Smarter Money Decisions" https://youtu.be/rZ1lej68NvE ------- * REGISTER for our next Candid Coffee, Saturday, May 16: "Financial Organization Made Simple:" https://streamyard.com/watch/SA6aj2aMdMhf -------- Download Lance's Latest e-book, "Laws of Money & Wealth:"https://realinvestmentadvice.com/ria-e-guide-library/ -------- SUBSCRIBE to The Real Investment Show here: http://www.youtube.com/c/TheRealInvestmentShow -------- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN -------- Subscribe to SimpleVisor: https://www.simplevisor.com/register-new -------- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #StockMarket #SP500 #Investing #MarketCorrection #BullMarket #QandAWednesday #StockMarket #RetirementPlanning #Investing #AskUsAnything

Q&A Wednesday is back. Markets are pushing record highs while oil prices surge on renewed Iran and Strait of Hormuz tensions, inflation concerns remain elevated, and the AI trade continues to dominate Wall Street headlines. Investors are also watching the Fed, tariffs, interest rates, retirement risks, taxes, and portfolio positioning as volatility quietly builds beneath the surface. Lance Roberts and Danny Ratliff answer your questions, live, with straightforward analysis and no spin. Bring your questions about markets, retirement planning, portfolio management, taxes, risk, the economy, or whatever is on your mind. Questions we answered on today's show include: 0:00 - INTRO 0:56 - CPI Checks In Higher Than Expected 5:02 - Duration and Velocity of Bullish Stampede 9:47 - Birthday Fishing Present 14:44 - Berkshire Hathaway Exposure to AI 17:30 - Investing Like Warren Buffett 19:12 - Why Aren't Swap Lines "Printing Money Out of Thin Air"? 22:03 - CPI Revisions 25:17 - Deflation in Rents 26:03 - GDP, Inflation, & Yields 27:00 - Hold Long-Dated Bonds or Sell? 28:04 - Are REIT's Over Extended? 29:41 - Should You Average into the S&P? 30:52 - Why is Stock-picking/Diversification So Hard Now? 32:30 - Stock Market Regimes & Asset Allocation 34:41 - CPI Data vs Fixed Income Allocations 41:06 - Church vs Casino Investing 42:03 - Long Term Investor: What's Your Personality? 46:37 - RSP vs SPY in Current Market Condition? 50:44 - What's a Good ETF for a Younger Person to Invest In? 52:34 - Space-X IPO Effects on Markets & Indexes Hosted by RIA Advisors Chief Investment Strategist, Lance Roberts, CIO, w Senior Investment Advisor, Danny Ratliff, CFP Produced by Brent Clanton, Executive Producer ------- Articles Mentioned in Today's Show: "Commodity Supercycle: The Enemy Of The Bull Thesis (Part 1)" https://realinvestmentadvice.com/resources/blog/commodity-supercycle-the-enemy-of-the-bull-thesis-part-1/ "Earnings Estimate Revisions Are Very Optimistic" https://realinvestmentadvice.com/resources/blog/earnings-estimate-revisions-are-very-optimistic/ "Parabolic Semiconductor Rally Is Pricing In 2028 Already" https://realinvestmentadvice.com/resources/blog/parabolic-semiconductor-rally-is-pricing-in-2028-already/ ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtube.com/live/vMLyZ9wZbH8 ------- Watch today's "Before the Bell" feature, "Buying Stampede: Good News & Bad News." here: https://youtu.be/hDeUW-rmwC4 ------- Watch our previous show, "Five Questions for Smarter Money Decisions" https://youtu.be/rZ1lej68NvE ------- * REGISTER for our next Candid Coffee, Saturday, May 16: "Financial Organization Made Simple:" https://streamyard.com/watch/SA6aj2aMdMhf -------- Download Lance's Latest e-book, "Laws of Money & Wealth:"https://realinvestmentadvice.com/ria-e-guide-library/ -------- SUBSCRIBE to The Real Investment Show here: http://www.youtube.com/c/TheRealInvestmentShow -------- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN -------- Subscribe to SimpleVisor: https://www.simplevisor.com/register-new -------- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #StockMarket #SP500 #Investing #MarketCorrection #BullMarket #QandAWednesday #StockMarket #RetirementPlanning #Investing #AskUsAnything

In the latest episode of Five Questions, Five Answers, host Birgit Matthiesen is joined by ArentFox Schiff colleagues Jackson David Toof and Mario A. Torrico for a conversation on the False Claims Act (FCA), its origins, and its continued importance as a tool to combat fraud against the federal government. The discussion examines how US Customs and Border Protection (CBP) and the US Department of Justice (DOJ) are increasingly using the FCA to pursue customs fraud and trade violations, the significant business and reputational risks companies face, and the compliance missteps that commonly lead to enforcement actions. It also highlights the importance of proactive compliance strategies for managing FCA exposure. Takeaways - The FCA is a long-standing and powerful enforcement tool. - FCA enforcement by CBP and the DOJ is increasing sharply. - FCA violations pose serious financial and reputational risks for importers. - Compliance exposure most often arises from classification, valuation, and country‑of‑origin errors. - Proactive compliance programs offer both risk reduction and competitive advantage.

Should you pay off debt, invest more in your 401(k), or do both? Lance Roberts & Jon Penn walk through five real-world financial decisions that millions of Americans face every year. Using new Vanguard research and simple math, we break down how to prioritize credit cards, mortgages, student loans, retirement savings, and employer matches to maximize long-term wealth. We also discuss why the mathematically correct answer is not always the emotionally correct one, and how personal priorities, risk tolerance, and peace of mind factor into financial planning. Key topics include: 0:00 - INTRO 1:12 - Six Weeks of Market Advances - What Happens in Week-7?4:36 - Economic Data Review 5:30 - Narrow market Rally Poses Portfolio Risk 10:35 - Birthday Table & Coming Attractions 12:00 - Five Questions to Help You Make Better Financial Decisions 13:45 - Everybody Starts from Scratch 18:20 - Invest or Pay off Debt? 20:54 - Not Everybody Contributes to 401k Plan 25:50 - The Number One Asset is Time 30:21 - Taking a Loan Against Your 401k? (NO!) 32:51 - Margo Has Money Troubles & Other Streaming Treats 35:12 - Inherited Money: Pay Off Mortgage? (NO!) 43:04 - Healthy Debt vs Unhealthy Debt Hosted by RIA Advisors Chief Investment Strategist, Lance Roberts, CIO, w Senior Investment Advisor, Jonathan Penn, CFP Produced by Brent Clanton, Executive Producer ------- Articles Mentioned in Today's Show: "Commodity Supercycle: The Enemy Of The Bull Thesis (Part 1)" https://realinvestmentadvice.com/resources/blog/commodity-supercycle-the-enemy-of-the-bull-thesis-part-1/ "Earnings Estimate Revisions Are Very Optimistic" https://realinvestmentadvice.com/resources/blog/earnings-estimate-revisions-are-very-optimistic/ "Parabolic Semiconductor Rally Is Pricing In 2028 Already" https://realinvestmentadvice.com/resources/blog/parabolic-semiconductor-rally-is-pricing-in-2028-already/ ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtu.be/rZ1lej68NvE ------- Watch today's "Before the Bell" feature, "Tech Rally Risk Is Rising" here: https://youtu.be/RU_xjKIGiDs ------- Watch our previous show, "Annuities: Smart Move or Costly Mistake?" https://youtube.com/live/6Rag3wz8r3k ------- * REGISTER for our next Candid Coffee, Saturday, May 16: "Financial Organization Made Simple:" https://streamyard.com/watch/SA6aj2aMdMhf -------- Download Lance's Latest e-book, "Laws of Money & Wealth:"https://realinvestmentadvice.com/ria-e-guide-library/ -------- SUBSCRIBE to The Real Investment Show here: http://www.youtube.com/c/TheRealInvestmentShow -------- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN -------- Subscribe to SimpleVisor: https://www.simplevisor.com/register-new -------- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #TechnologyStocks #XLK #StockMarket #Investing #MarketRisk #FinancialPlanning #401k #DebtManagement #RetirementPlanning #PersonalFinance

Should you pay off debt, invest more in your 401(k), or do both? Lance Roberts & Jon Penn walk through five real-world financial decisions that millions of Americans face every year. Using new Vanguard research and simple math, we break down how to prioritize credit cards, mortgages, student loans, retirement savings, and employer matches to maximize long-term wealth. We also discuss why the mathematically correct answer is not always the emotionally correct one, and how personal priorities, risk tolerance, and peace of mind factor into financial planning. Key topics include: 0:00 - INTRO 1:12 - Six Weeks of Market Advances - What Happens in Week-7?4:36 - Economic Data Review 5:30 - Narrow market Rally Poses Portfolio Risk 10:35 - Birthday Table & Coming Attractions 12:00 - Five Questions to Help You Make Better Financial Decisions 13:45 - Everybody Starts from Scratch 18:20 - Invest or Pay off Debt? 20:54 - Not Everybody Contributes to 401k Plan 25:50 - The Number One Asset is Time 30:21 - Taking a Loan Against Your 401k? (NO!) 32:51 - Margo Has Money Troubles & Other Streaming Treats 35:12 - Inherited Money: Pay Off Mortgage? (NO!) 43:04 - Healthy Debt vs Unhealthy Debt Hosted by RIA Advisors Chief Investment Strategist, Lance Roberts, CIO, w Senior Investment Advisor, Jonathan Penn, CFP Produced by Brent Clanton, Executive Producer ------- Articles Mentioned in Today's Show: "Commodity Supercycle: The Enemy Of The Bull Thesis (Part 1)" https://realinvestmentadvice.com/resources/blog/commodity-supercycle-the-enemy-of-the-bull-thesis-part-1/ "Earnings Estimate Revisions Are Very Optimistic" https://realinvestmentadvice.com/resources/blog/earnings-estimate-revisions-are-very-optimistic/ "Parabolic Semiconductor Rally Is Pricing In 2028 Already" https://realinvestmentadvice.com/resources/blog/parabolic-semiconductor-rally-is-pricing-in-2028-already/ ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtu.be/rZ1lej68NvE ------- Watch today's "Before the Bell" feature, "Tech Rally Risk Is Rising" here: https://youtu.be/RU_xjKIGiDs ------- Watch our previous show, "Annuities: Smart Move or Costly Mistake?" https://youtube.com/live/6Rag3wz8r3k ------- * REGISTER for our next Candid Coffee, Saturday, May 16: "Financial Organization Made Simple:" https://streamyard.com/watch/SA6aj2aMdMhf -------- Download Lance's Latest e-book, "Laws of Money & Wealth:"https://realinvestmentadvice.com/ria-e-guide-library/ -------- SUBSCRIBE to The Real Investment Show here: http://www.youtube.com/c/TheRealInvestmentShow -------- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN -------- Subscribe to SimpleVisor: https://www.simplevisor.com/register-new -------- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #TechnologyStocks #XLK #StockMarket #Investing #MarketRisk #FinancialPlanning #401k #DebtManagement #RetirementPlanning #PersonalFinance

This week's Y's Guys featured Dave McCann and Blaine Fowler talking BYU football, basketball, baseball, women's hoops, and a new fan-focused segment. The show opened with the announcement of “Redmond Night with the Y's Guys' on June 15, plus Matt Hansen being named the Re-Lyte Athlete of the Week after hitting two home runs to help BYU baseball clinch a spot in the Big 12 Tournament.BYU offensive line coach and run game coordinator TJ Woods joined the show to discuss BYU's 23–4 run over the last two seasons, the growth of the offensive line, recruiting momentum, the physicality required in the trenches, and what it means to block for LJ Martin and Bear Bachmeier. The guys also welcomed BYU Super Fan Ryan Robinson for the debut of a new fan interview segment, giving viewers a chance to share their BYU story on the show.Later, BYU women's basketball stars Delaney Gibb and Olivia Hamlin joined fresh from class to talk about their friendship, BYU's 26-win season, the team's WBIT run, the program's growing home-court energy, representing BYU and their faith, and what's ahead this summer. The episode also covered AJ Dybantsa's NBA Draft outlook, Bruce Branch III's Team USA opportunity, NCAA Tournament expansion, BYU's attendance ranking, and campus notes across track and field, baseball, golf, volleyball, lacrosse, and more.#BYU #BYUSports #BYUFootball #BYUBasketball #TJWoods #DelaneyGibb #OliviaHamlin #LJMartin #BearBachmeier #AJDybantsa #BYUBaseball #CougarNation #YSGUYS #WiseGuys #LDS Timestamps (approximate):1:05 — Show Open and Viewer Check-In2:38 — Tonight's Guests and Show Preview7:30 — Redmond Night with the Wise Guys Announcement9:51 — Re-Lyte Athlete of the Week: Matt Hansen11:28 — BYU Football Rankings and Bowl Projections17:24 — TJ Woods Joins the Show23:14 — BYU's Offensive Line: Smart, Tough and Together31:05 — Blocking for Bear Bachmeier and LJ Martin39:15 — BYU's Offensive Staff and Run Game Collaboration47:30 — AJ Dybantsa, the Utah Jazz and the NBA Draft54:14 — NCAA Tournament Expansion and BYU Basketball Notes59:15 — BYU Super Fan Ryan Robinson Joins the Show1:17:17 — Campus Notes Across BYU Athletics1:25:17 — Delaney Gibb and Olivia Hamlin Join the Show1:31:35 — BYU Women's Basketball Identity and WBIT Momentum1:35:03 — Representing BYU, Faith and the Savior1:43:26 — Five Questions with Delaney and Olivia1:51:19 — CougarTribe Segment1:53:04 — On This Day and Final Notes1:59:06 — Closing Remarks Hosted on Acast. See acast.com/privacy for more information.

This episode dives into the transformative power of doing hard things, the benefits of journaling and cold plunging, and how lifestyle choices can shape our mental and physical health. Hosted by Tom Butterfield, this conversation with Lindsay Ross offers practical insights and personal stories to inspire resilience and well-being.Main topics:The mental and emotional benefits of journaling with pen and paperScience behind cold plunges and their impact on inflammation, fat burning, and sleepThe importance of doing hard things for personal growth and resilienceLifestyle choices: alcohol, reading, and being proactive about healthOvercoming obstacles and starting new habits for a healthier lifeLeave a Review/Comment or Ask a Question. Scroll down past the 'Ratings and Review' section and look for the 'Write a Review' link..... if you get to the 'About' section you've gone too far. Seems to work best on a mobile device rather than a laptop. If you don't have an Apple device leave your comment or review on our Youtube page..... Thank you so much. :)Youtube Channel - You'll find all of our videos here. Leave comments, suggestions or questions in the comments section of a video. (Subscribe if you fancy it.... could be fun.)Leave A Tip - We appreciate your support.... and it means we can buy Buddy a new blanket as he tends to chew holes in them.------------------------We get asked questions every day by our clients both in person at our clinic, and also through our online platforms.All questions tend to fall under one of the Five Main Health Pillars;NutritionSleepMindsetExercise/MovementBreath WorkWe answer these question based upon over 17 years of clinical experience, and what we learn from the vast array of collaborators we work alongside and learn from every day. We don't see people in the same field as competitors, we see them as potential collaborators.It's much more rewarding, interesting, and infinitely much more fun when you approach your life seeing the abundance of opportunities out there, rather than desperately trying to cling to your own small bit of territory and see those around you as a threat. Nobody can replicate what you do, because there is nobody else like you in the world....... and there never will be again.So, you could use an idea from somebody else, but put your own personality into it. Then it becomes your own.We love hearing from our listeners and clients to hear where they need help, and it's so interesting to hear how we have helped start the ball rolling, but they are the ones that have ultimately found the formula that works best for them...... we're there to help bounce ideas, provide experience and encourage you to experiment and enjoy the journey on the way to the goals they've set themselves.I'm rambling I know.... but that's because this isn't a pre-meditated calculated marketing script. This is me sat of my sofa with our dog Buddy (he's helping me obviously!) tapping this out on my laptop in stream of consciousness.Life is fun, people are wonderful, and we are so fortunate to be in a position to help those who choose to visit our clinic and seek our guidance through our online platforms.Useful LinksElevate Health Chiropractic and Wellbeing Website - Our clinic website.Elevate Health Online Membership Registration - If you'd like to work with us online click on this link and we'll look forward to starting the process.

The 94 WIP Morning Team evaluate Aaron Nola's dominant shutout and the Phillies' solid run of games after the firing of Rob Thomson. They also introduced their side topic: the best TV character of the 1990s, highlighting icons like George Costanza and Chandler Bing. Jody Mac shares his experience at the 1986 World Series, witnessing the famous Bill Buckner error. 01:14 - Sixers and Flyers Concern 02:31 - Aaron Nola's Shutout Gem 05:53 - Best 90s TV Characters 09:29 - Listener 90s Character Picks 14:13 - Five Questions for Jody Mack

James Seltzer and Jody Mac fill in on the WIP Morning Show to recap a disastrous night for Philadelphia sports featuring a Sixers blowout and a Flyers OT loss. They analyze the impact of fatigue on Joel Embiid and Tyrese Maxey before shifting focus to Aaron Nola's resurgent performance for the Phillies. The crew also welcomes Eliot Shorr-Parks to discuss Eagles rookie camp and potential roster moves. 01:50 - Hosting Changes and Injury Updates 06:45 - Sixers' Blowout Loss to Knicks 12:00 - Maxey's Passive Start Concerns 17:15 - Flyers' 0-2 Hole and OT Recap 22:30 - Konecny and Foerster's Struggles 27:45 - Nola's Shutout and Mattingly's Impact 33:00 - Greatest 90s TV Character Contest 39:00 - Jody Mac's Favorite Career Moments 46:15 - Sixers' Fatigue and Emotional Letdown 53:00 - Flyers' Power Play and Goaltending 01:05:30 - Harper's Reaction to Topper Firing 01:16:45 - Five Questions with the Mac Man 01:24:15 - Philly Sports Fan Double Standards 01:32:45 - NHL Tactical Analysis and Superstars 01:40:45 - Nick Nurse and Embiid Postgame 01:53:15 - Maple Leafs Press Conference Drama 02:02:00 - Shorr-Parks on Eagles Rookie Camp 02:09:30 - AJ Brown Trade Scenario Percentages 02:32:15 - Philly Sports Concern Level Polls 02:51:30 - Julius Erving's Impact on Jody

Do you actually know if your Etsy product line is set up to rank or are you just hoping it is?Most sellers are putting in real work and still not seeing consistent traffic, and a lot of the time it comes down to one or two specific gaps in how their product line is built. In this episode I'm walking you through five yes or no questions you can ask about your shop right now to find out exactly where those gaps are.What You'll Learn:Whether you have enough listings for Etsy to start treating your shop as relevant in your nicheWhy the number of listings you need isn't a one-size-fits-all answer and what actually determines itHow to know if your keywords are based on real buyer search data or just educated guessesThe three specific listing elements that need to work together for your SEO to actually landWhy your thumbnail image is doing more work than you think and what it needs to do in search resultsWhat a healthy Etsy conversion rate actually looks like and how to calculate yours in two minutesHow to use your nos as a starting point instead of a reason to panicResources Mentioned:Free Live Masterclass: https://sarahjwaggoner.com/freeclass/DM Sarah on Instagram with which question gave you a no: https://www.instagram.com/sarahjwaggoner/Your Next Steps:Work with Sarah: https://sarahjwaggoner.com/etsy-visibility-acceleratorJoin the Facebook Community: https://www.facebook.com/groups/theheartlandcreativeFollow on Threads: https://www.threads.com/@sarahjwaggonerFollow on Instagram: https://www.instagram.com/sarahjwaggoner/