Podcasts about flexible hours

Join Holly Rustick and Christina Royster, CEO of Cape Fear Grant Solutions, as she discusses how she managed to learn how to write grants, open her business and earn $30,840 in her freelance grant writing business, and work on her novel in her MFA program - all in less than a year. Doors to the Freelance Grant Writer Academy close this Sunday, Feb. 2nd at 11:59 pm EST. Go to https://grantwritingandfunding.com/academy to Replace Your Full-Time Income, on Flexible Hours, Writing Grants from Home - just like Christina. To learn more about Christina, visit: https://grantwritingandfunding.com/Christina "Rate, Review, & Follow on Apple Podcasts Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

With all the news this week about the federal grant freeze, many of you may be wondering: “Is grant writing even going to be needed during this Administration? Can I even get grant writing clients during this Administration?” I get it. There is a lot of commotion this week surrounding federal grants (we've been keeping track of it - follow me on LinkedIn or Instagram for more updates). But…what I also know about Administrations AND grant writing, is…yes, you can secure grants and clients during this Administration and for the many more Administrations to come. Why am I so sure? Because I have written grants for the last 21 years and have been through: -MANY Administrations, -A worldwide Pandemic, -AI, -Inflation, -And more… all while supporting myself with my grant writing skills and business. Grant writing is a skill that's been around for a long time. And if the week has shown us anything, it is that grants are a large part of the U.S. economy that supersede any Administration. And nonprofits are the fastest growing sector in the U.S. economy. Your clients might lean into areas that aren't a priority for the current Administration. Will you maybe need to write more foundation grants or corporate solicitations? Maybe. Will you need to lean into Strategic Planning instead of writing a federal grant? Maybe. Plus, the federal government is NOT the only place where you can find grants. MANY of our Academy students only write non-government grants (Foundation and Community grants). Once again this depends on your cause area and type of organizations you work with. Right now nonprofits need your ability to pivot and write HIGH-QUALITY grants so they can focus on running their missions. Inside the Freelance Grant Writer Academy, we teach you how to write high-quality grants and how to sell your grant writing services during any Administration. Academy students are still securing grants AND clients - even during this week. The doors are open to the Freelance Grant Writer Academy until Sunday, Feb. 2nd. Join now to Replace Your Full-time Income, on Flexible Hours, Writing Grants from Home. https://grantwritingandfunding.com/freelance-grant-writer-academy/

Doors are Now Open to the Freelance Grant Writer Academy (for the final time in 2024)! Join by Oct. 27th if you are an aspiring or seasoned grant writer and want to Replace Your Full-Time Income, on Flexible Hours, Writing Grants from Home. >>Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy/ In this podcast episode, Holly shows you 7 easy ways to get your Return on Investment ($2,500 back!) with just ONE sale inside the Freelance Grant Writer Academy. Listen now and join by Oct. 27th. Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors are Now Open to the Freelance Grant Writer Academy (for the final time in 2024)! Join by Oct. 27th if you are an aspiring or seasoned grant writer and want to Replace Your Full-Time Income, on Flexible Hours, Writing Grants from Home. >>Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy/ In this podcast episode, Holly shows you how to become a PAID federal grant reviewer. Holly's been a federal grant reviewer for more than a decade and have shown countless students how to do this and they LOVE it. Not only do they get paid, their grant writing skills increase exponentially AND they get clients easier than ever because they know how to score grants. And that is a HUGE selling point to nonprofits. You can get paid $1,500 - $2,250 for just ONE grant reviewer gig. Join the Freelance Grant Writer Academy to learn how to become a federal grant reviewer. Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors are Now Open to the Freelance Grant Writer Academy (for the final time in 2024)! Join by Oct. 27th if you are an aspiring or seasoned grant writer and want to Replace Your Full-Time Income, on Flexible Hours, Writing Grants from Home. >>Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy/ In this podcast episode, Holly discusses how to get nonprofits grant ready. Inside the Freelance Grant Writer Academy, we have a bonus - the Nonprofit Wellness Audit which includes a complete Nonprofit Wellness Audit checklist, rating system, and FULL report. This can be a service you do as a stand-alone OR part of your packages/retainer. We show you how to utilize this as a selling point so that you can make sure that funding sources don't have red flags to the overall nonprofit. Hint - this will also increase your grant competitiveness when the nonprofit has their ducks in a row. You can charge $2,500 for just ONE Nonprofit Wellness Audit. Join the Academy today to get this report! https://grantwritingandfunding.com/freelance-grant-writer-academy/ Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors are Now Open to the Freelance Grant Writer Academy (for the final time in 2024)! Join by Oct. 27th if you are an aspiring or seasoned grant writer and want to Replace Your Full-Time Income, on Flexible Hours, Writing Grants from Home. >>Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy/ In this podcast episode, Holly discusses how to do Strategic Planning for Nonprofits and what all is included inside the Academy (wink-wink: you get training on how to do strategic planning for nonprofits, how much to charge, and how to roll it into your services). Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

*Doors Close to the Academy on Sunday, October 27th at 11:59 pm EST. Be sure to join for the Final time in 2024 so you can Replace Your Full-Time Income, on Flexible Hours, Writing Grants From Home. >> https://grantwritingandfunding.com/academy Giving discounts doesn't make you a nice person. I'm sure you already are a nice person as you want to help nonprofits with causes that you care about getting funding. It can be a win-win situation, heart strings and all. Inside the Academy, we help you design the RIGHT number of deliverables for your clients at the right price. You will figure this out going through our Change Statement Formula and get coaching and feedback on it. You can still get your heart strings pulled, be a nice person, and get paid - your full rates. When you join the ​Freelance Grant Writer Academy, you get our formula to figure out how to price your unique services. In the first 90 days, you will work through the Change Statement to come up with your service offerings for the nonprofits that pull your heart strings. You will get this figured out before the end of the year - and it will literally take you only a few hours to work through this, get feedback, and get coaching. Even if you have a full-time job, kids running around, and travel on your plate. You will walk away with having grant writing services that only deliver services based on fair pricing. Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors Close to the Academy on Sunday, October 27th at 11:59 pm EST. Be sure to join for the Final time in 2024 so you can Replace Your Full-Time Income, on Flexible Hours, Writing Grants From Home.https://grantwritingandfunding.com/academy Shonet joined the Academy with 11 years experience of grant writing, but less than a year operating a freelance grant writing business. In one year, Shonet made $83,145 in her grant writing business and secured $190,000 in grant awards for her clients! Listen to her story! Resources Mentioned in this Episode: ✨The Freelance Grant Writer Academy. ✨Open Coaching Call “Is the Freelance Grant Writer Academy for Me?” on Friday, October 25th at 4pm - 6pm EST - Link here Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ "Write Grants. Get Paid" Newsletter - Get FREE Grant Writing Resources in our Newsletter Series grantwritingandfunding.com/get-started/ Freelance Grant Writer Academy: Replace your Full-Time Income Writing Grants Part-Time from Home. grantwritingandfunding.com/freelance-g…er-academy/ Grant Professional Mentorship: Double Your Revenue as a Grant Professional with a Team, Systems, and Scaling Offer - without Burning Out. grantwritingandfunding.com/grant-profe…nt-writers/ ——————————————————————————— To learn more about this episode AND get the full links for each of these, click here: grantwritingandfunding.com/Shonet Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors are Now Open to the Freelance Grant Writer Academy (for the final time in 2024)! Join by Oct. 27th if you are an aspiring or seasoned grant writer and want to Replace Your Full-Time Income, on Flexible Hours, Writing Grants from Home. >>Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy/ The Freelance Grant Writer Academy is the #1 Grant Writing and Nonprofit Business Acumen Program in the Industry.  Each part of the Academy is a simple process, even if you work a full-time job. You get 12 months to do the curriculum, community, and coaching. Listen to this Bonus episode to find out everything inside the Freelance Grant Writer Academy! ______________________________________________________ Get Freelance Grant Writing Spicy Tips when you Join the weekly newsletter series “Write Grants. Get Paid” https://grantwritingandfunding.com/ Freelance Grant Writer Academy: Replace your Full-Time Income Writing Grants Part-Time from Home. https://grantwritingandfunding.com/freelance-grant-writer-academy/ Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors are Now Open to the Freelance Grant Writer Academy (for the final time in 2024)! Join by Oct. 27th if you are an aspiring or seasoned grant writer and want to Replace Your Full-Time Income, on Flexible Hours, Writing Grants from Home. >>Join Now Nonprofits will happily hire you for your grant writing services. Says hundreds of freelance grant writers and nonprofits that I, and Academy students, have worked with. A nonprofit is a business. It is just a not-for-profit business, meaning all profit goes back into the business. Resources Mentioned in this Episode: ✨The Freelance Grant Writer Academy. Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ "Write Grants. Get Paid" Newsletter - Get FREE Grant Writing Resources in our Newsletter Series grantwritingandfunding.com/get-started/ Freelance Grant Writer Academy: Replace your Full-Time Income Writing Grants Part-Time from Home. grantwritingandfunding.com/freelance-g…er-academy/ Grant Professional Mentorship: Double Your Revenue as a Grant Professional with a Team, Systems, and Scaling Offer - without Burning Out. grantwritingandfunding.com/grant-profe…nt-writers/ ——————————————————————————— To learn more about this episode AND get the full links for each of these, click here: grantwritingandfunding.com/372 Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors Close to the Academy on Sunday, October 27th at 11:59 pm EST. Be sure to join for the Final time in 2024 so you can Replace Your Full-Time Income, on Flexible Hours, Writing Grants From Home.https://grantwritingandfunding.com/academy Staci Nelson joined the Academy to streamline her business and within 7 months was able to make $49,000 in her freelance grant writing business! She has leaned into utilizing the Academy unlimited grant reviews to grow her grant writing confidence and grant writing structure in her business. This has helped her deliver the highest quality resources for her clients. Staci also had mindset coaching in the Academy on how to be confident in her pricing even when grants don't get awarded. Tune into her story. Resources Mentioned in this Episode: ✨The Freelance Grant Writer Academy. Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ "Write Grants. Get Paid" Newsletter - Get FREE Grant Writing Resources in our Newsletter Series grantwritingandfunding.com/get-started/ Freelance Grant Writer Academy: Replace your Full-Time Income Writing Grants Part-Time from Home. grantwritingandfunding.com/freelance-g…er-academy/ Grant Professional Mentorship: Double Your Revenue as a Grant Professional with a Team, Systems, and Scaling Offer - without Burning Out. grantwritingandfunding.com/grant-profe…nt-writers/ ——————————————————————————— To learn more about this episode AND get the full links for each of these, click here: grantwritingandfunding.com/370 Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

Doors Close to the Academy on Sunday, October 27th at 11:59 pm EST. Be sure to join for the Final time in 2024 so you can Replace Your Full-Time Income, on Flexible Hours, Writing Grants From Home.https://grantwritingandfunding.com/academy Antionette joined the Academy and has made $42,750 in her freelance grant writing business and secured $25,000 in grant funding for her clients. She also resigned from her 9-5 job within months of joining the Academy when she secured her 3rd client. She doubled her revenue in just one month! Listen to her story! Resources Mentioned in this Episode: ✨The Freelance Grant Writer Academy. Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ "Write Grants. Get Paid" Newsletter - Get FREE Grant Writing Resources in our Newsletter Series grantwritingandfunding.com/get-started/ Freelance Grant Writer Academy: Replace your Full-Time Income Writing Grants Part-Time from Home. grantwritingandfunding.com/freelance-g…er-academy/ Grant Professional Mentorship: Double Your Revenue as a Grant Professional with a Team, Systems, and Scaling Offer - without Burning Out. grantwritingandfunding.com/grant-profe…nt-writers/ ——————————————————————————— To learn more about this episode AND get the full links for each of these, click here: grantwritingandfunding.com/369 Favor, please? If you love this podcast, would you please do me a favor and leave a review on iTunes or your podcast listener? This helps others find the podcast and I read each and every review! “Every time I listen to Holly's show, I learn something”

UAE Government Get Flexible Hours On The First Day Of School10 Property Owners Banned from Leasing Over Shocking Safety ViolationsDubai Employee Sparks Controversy With Cryptocurrency CompensationBluey's Big Play Is Coming To Abu Dhabi!“My Maid Has Been Closing The Cameras In The House To Bring Men”Pinoy Comedian Imah: Mixes The Real & The Outlandish For Viral Comedy Gold

In this episode, Holly talks about the difference between male and female grant writers, the benefits of working from home as a mother, and the freedom that comes with being a freelance grant writer She also explains how to transition from working for a nonprofit to writing grants as a freelancer., how you can increase your income through freelance grant writing, and how to set up your business acumen skills. Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Doors to the Freelance Grant Writer Academy are Now Open Until Sunday, May 12th at 11:59 pm EST. The Freelance Grant Writer Academy is a 12-Month group coaching program for new and experienced grant writers to get everything you need to replace your full-time income by working flexible hours while writing high-quality grants quickly. Our students have earned more than $60Million+ in grant funding, and in less than a year, have earned $1.2MIillion+ in income into their grant writing businesses. The price to the Academy is only One Payment of $2,500 (Get 2 Months Free!) or 12 Monthly Payments of $250. Doors close on Sunday, May 12th at 11:59 pm EST. Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy Interested in Finding out More? Join the “Is the Freelance Grant Writer Academy for Me?” Live Call on Friday, May 10th at 4 pm EST. https://us02web.zoom.us/meeting/register/tZItc-qqqTkpE9UdmfsXGlkFc5mBFwFG9oPx Resources mentioned in this episode: ✨Freelance Grant Writer Academy ✨How Tiffany is Quitting Her Full-Time Job Early with Freelance Grant Writing ✨Why you struggle with pricing as a freelance grant writer with Rachel Waterman ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

In this episode, Holly talks about the skills grant writers need to become business owners, how grant writers should design their service offerings, and why nonprofits often pay for people to join The Freelance Grant Writer Academy. She also explains the business acumen skills you learn in The Freelance Grant Writer Academy, the value of a master grant writing template, and how grant reviews can help grant writers and their nonprofits. Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Doors to the Freelance Grant Writer Academy are Now Open Until Sunday, May 12th at 11:59 pm EST. The Freelance Grant Writer Academy is a 12-Month group coaching program for new and experienced grant writers to get everything you need to replace your full-time income by working flexible hours while writing high-quality grants quickly. Our students have earned more than $60Million+ in grant funding, and in less than a year, have earned $1.2MIillion+ in income into their grant writing businesses. The price to the Academy is only One Payment of $2,500 (Get 2 Months Free!) or 12 Monthly Payments of $250. Doors close on Sunday, May 12th at 11:59 pm EST. Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy Interested in Finding out More? Join the “Is the Freelance Grant Writer Academy for Me?” Live Call on Friday, May 10th at 4 pm EST. https://us02web.zoom.us/meeting/register/tZItc-qqqTkpE9UdmfsXGlkFc5mBFwFG9oPx Resources mentioned in this episode: ✨Freelance Grant Writer Academy ✨Grantable ✨Get your 9-5 to Pay for the Academy ✨Transitioning to Freelance Grant Writing: Building Your Business Gradually ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

Olive Idehen is the founder and owner of Callive, LLC an independent organizational development consulting firm for small and medium sized social change and nonprofit organizations. Olive explains how to decide which nonprofits to work with, the strategic planning systems that can be created for onboarding clients, and the ways having a master grant template can help with prospecting. She also talks about the importance of pricing your grant writing services correctly, how she positioned herself as a more credible grant writer, and the ways that the Freelance Grant Writer Academy has supported her. When you join the Freelance Grant Writer Academy, aspiring and seasoned grant writers get everything you need to quit your full-time job and replace your full-time income by freelance grant writing from your home. The Freelance Grant Writer Academy is a 12-Month group coaching program, where you get curriculum, coaching, customized feedback and support to start a Freelance Grant Writing Business. The price of the Academy is only One Payment of $2,500 (Get 2 Months Free!) or 12 Monthly Payments of $250. The doors are open to The Freelance Grant Writer Academy unti May 12th, click here to join - https://grantwritingandfunding.com/freelance-grant-writer-academy/ Resources mentioned in this episode: ✨Freelance Grant Writer Academy ✨Everything Inside the FGW Academy, Who It's For, & How to Get Your Investment Back with One Sale ✨Finding a Community of Grant Writers ✨How Jen Made Her Investment Back within 3 Months, booked out clients, and won her first grant Inside the Academy Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

Doors to the Freelance Grant Writer Academy are Now Open Until Sunday, May 12th at 11:59 pm EST. The Freelance Grant Writer Academy is a 12-Month group coaching program for new and experienced grant writers to get everything you need to replace your full-time income by working flexible hours while writing high-quality grants quickly. Our students have earned more than $60Million+ in grant funding, and in less than a year, have earned $1.2MIillion+ in income into their grant writing businesses. The price to the Academy is only One Payment of $2,500 (Get 2 Months Free!) or 12 Monthly Payments of $250. Doors close on Sunday, May 12th at 11:59 pm EST. Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy Listen to the full Webinar Replay, "Replace Your Full-Time Income, on Flexible Hours, Writing High-Quality Grants Fast" and all of the live Q&A

**Doors OPEN! *** The Freelance Grant Writer Academy is a 12-Month group coaching program for new and experienced grant writers to get everything you need to replace your full-time income by working flexible hours while writing high-quality grants quickly. Our students have earned more than $60Million+ in grant funding, and in less than a year, have earned $1.2MIillion+ in income into their grant writing businesses. The price to the Academy is only One Payment of $2,500 (Get 2 Months Free!) or 12 Monthly Payments of $250. Doors close on Sunday, May 12th at 11:59 pm EST. Join Now: https://grantwritingandfunding.com/freelance-grant-writer-academy In this episode, Holly talks about how long it takes to get your investment back from The Freelance Grant Writer Academy, the community of grant writers in the academy, and how they can support you. She also explains how the grant review service works, the systems grant writers should have to earn a profitable income, and how to have sales conversations with nonprofits ethically and helpfully. Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Doors to the Freelance Grant Writer Academy are Now Open Until Sunday, May 12th at 11:59 pm EST. Resources mentioned in this episode: ✨Freelance Grant Writer Academy ✨Get your 9-5 to Pay for the Academy ✨Transitioning to Freelance Grant Writing: Building Your Business Gradually ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

Listeners are invited to sign up for a free webinar, “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Fast” on Tuesday, April 30th at 4pm – 5:30 pm EST where Holly will delve deeper into the strategies for creating a full-time income on flexible hours as a grant writer. In this episode, Holly explains the different features available in the freelance grant writer academy, what you'll learn in the academy, and why a nonprofit will pay for you to attend the academy. She also talks about the different grant training and reviews available, how much it normally costs to get a grant reviewed, and how you can get your nonprofit to pay for you to go to the freelance grant writer academy. Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Resources mentioned in this episode: ✨In the free webinar “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” you will know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. https://grantwritingandfunding.com/freelance-webinar ✨Toggl Track ✨Freelance Grant Writer Academy ✨Everything Inside the FGW Academy, Who It's For, & How to Get Your Investment Back with One Sale ✨Transitioning to Freelance Grant Writing: Building Your Business Gradually ✨Finding a Community of Grant Writers ✨Grant Easy Management Software Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

Register for the FREE Webinar, “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Fast” on Tuesday, April 30th at 4pm – 5:30 pm EST: grantwritingandfunding.com/freelance-webinar. In this episode, Holly talks about the difference between full-time freelancing and part-time freelancing, the flexibility and freedom involved with grant writing, and how you can replace your full-time income on flexible hours by writing grants. She also explains how most grant writers get clients, the different ways to build your credibility as a grant writer, and start your freelance grant writing journey. Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Resources mentioned in this episode: ✨In the free webinar “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” you will know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. https://grantwritingandfunding.com/freelance-webinar ✨Freelance Grant Writer Academy ✨Treat Your 9-5 as Your Anchor Client as a Freelance Grant Writer ✨Transitioning to Freelance Grant Writing: Building Your Business Gradually ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

Listeners are invited to sign up for a free webinar, “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Fast” on Tuesday, April 30th at 4pm – 5:30 pm EST where Holly will delve deeper into the strategies for creating a full-time income on flexible hours as a grant writer. In this episode, Holly explains the mindset freelance grant writers need to have, why you should treat your 9-5 job as an anchor client, and how to eventually transition from being their employee to a freelancer who works for them. She also talks about the different strategies you can use to reposition yourself as a freelance grant writer, how to improve your relationship with a nonprofit, and how to transition from a job to freelance grant writing without any risk. Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Resources mentioned in this episode: ✨In the free webinar “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” you will know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. https://grantwritingandfunding.com/freelance-webinar ✨Toggl Track ✨Freelance Grant Writer Academy ✨Transitioning to Freelance Grant Writing: Building Your Business Gradually ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer ✨Doubling Clients and Cutting Hours: Dr. Lauren's $500K Grant Writing Journey inside the Academy ✨Grant Easy Management Software "Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Holly explains how to get a grant a grant writing certification, the reasons a grant writing certification can be helpful, and why having a grant writing certificate isn't necessary. She also talks about how to present yourself as an experienced grant writer, improve your skills as a grant writer, and get feedback on the grants you write. Resources mentioned in this episode: ✨In the free webinar “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” you will know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. https://grantwritingandfunding.com/freelance-webinar Freelance Grant Writer Academy ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer ✨A Master Grant Template Application: How it Reduces Your Grant Writing Time & Why Every Grant Writer Needs to Write One ✨Doubling Clients and Cutting Hours: Dr. Lauren's $500K Grant Writing Journey inside the Academy ___________________________________________________________ ✨

Join the upcoming, free webinar, “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” to know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. >> https://grantwritingandfunding.com/freelance-webinar In this episode, Holly talks about the ways to write a grant, the amount of demand there is for freelance grant writers, and the best way to structure a grant writing sales call. She also explains how to improve your grant writing process, increase your sales confidence, and get unlimited grant reviews. Resources mentioned in this episode: ✨In the free webinar “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” you will know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. https://grantwritingandfunding.com/freelance-webinar ✨Freelance Grant Writer Academy ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer ✨A Master Grant Template Application: How it Reduces Your Grant Writing Time & Why Every Grant Writer Needs to Write One ✨How Tiffany is Quitting Her Full-Time Job Early with Freelance Grant Writing ✨Doubling Clients and Cutting Hours: Dr. Lauren's $500K Grant Writing Journey inside the Academy ✨Grant Easy Management Software Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. "Rate, Review, & Follow on Apple Podcasts ___________________________________________________________ ✨

When COVID hit, remote work went from a neat perk to an absolute necessity. Even as companies start transitioning back to the office, many employees aren't willing to give up the flexibility and comfort of working from home. If you're looking to hire remote staff for the first time or grow an existing distributed team, this video has some great tips. I'll share what I've learned from my own experience managing remote employees over the past few years. You'll discover: How to optimize your job postings to attract qualified remote candidates Tips for conducting effective video interviews The key elements of a smooth virtual onboarding process Ideas to maintain company culture across a distributed team Strategies to keep remote employees engaged and happy in the long run I had my fair share of challenges figuring all this out at first, so I hope my lessons learned will help set you up for success. Managing a remote team has so many advantages when you have the right systems in place. Let me know in the comments if you have any other questions! Wishing you all the best on your remote work journey. #RemoteStaffingBestPractices #OptimizingJobPostings #EffectiveOnboardingProcess #MaintainingCompanyCulture #RetainingRemoteEmployees #RemoteWorkTips  #RemoteHiringStrategies  #VirtualOnboarding  #WorkFromHomeSuccess #RemoteTeamManagemen Key Moments  00:00:03 - The Rise of Remote Staffing   00:01:32 - Optimizing the Hiring Process   00:05:12 - Utilizing Technology in the Hiring Process   00:10:00 - Virtual Onboarding and Compliance   00:17:43 - Importance of Flexible Hours   00:18:30 - Focus on Mental Health   00:19:14 - Digital Upskilling   00:20:32 - Building Mutual Trust   https://youtu.be/ASKj0sxrMeI  Support the showResources: https://affordablebookkeepingandpayroll.com/resource-opt-in Become a supported of the show: https://www.buzzsprout.com/1522381/support

Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Holly explains what you need to know before you price your grant writing services, the different pricing strategies grant writers can use, and why freelance grant writers should use value based pricing. She also talks about the different ways to sell grant writing services, how to improve your grant writing, and set up sustainable grant funding plans for nonprofits. Resources mentioned in this episode: ✨In the free webinar “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” you will know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. https://grantwritingandfunding.com/freelance-webinar ✨Freelance Grant Writer Academy ✨Why you struggle with pricing as a freelance grant writer ✨Replace Your Full-Time Income with Freelance Grant Writing ✨Replace Full-Time Income on Flexible Hours as a Freelance Grant Writer ___________________________________________________________ ✨

Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Holly explains the toxic side of working with nonprofits, why people get guilted to work at nonprofits, and how you can transition to freelance grant writing. She also talks about the microaggressions you see in nonprofits, what makes freelance grant writing better than in-house grant writing, and how grant writers can get financial stability. Resources mentioned in this episode: ✨Freelance Grant Writer Academy ✨In the free webinar “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Quickly” you will know how you can make a grant writing business work for you. The webinar will take place on Tuesday, April 30th at 4 pm EST. https://grantwritingandfunding.com/freelance-webinar ✨Freelance Grant Writing is More Financially Stable Than a Nonprofit Job ✨How Tiffany is Quitting Her Full-Time Job Early with Freelance Grant Writing ✨Transitioning to Freelance Grant Writing ✨Grant Easy Management Software ___________________________________________________________ ✨

Register for the FREE Webinar, "Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Fast" on Tuesday, April 30th at 4pm - 5:30 pm EST: https://grantwritingandfunding.com/freelance-webinar Welcome to the Grant Writing and Funding podcast, where we help passionate individuals create stable income with flexible schedules by securing ideal nonprofit clients through the best grant writing and nonprofit sales strategies. In this bonus episode, host Holly Rustick shares strategies for replacing a full-time income with part-time grant writing work. From overcoming imposter syndrome to setting boundaries and value-based pricing, Holly provides valuable insights gained from her own experience as a grant writer. Join the webinar on April 30th to learn how you can achieve financial stability on flexible hours through grant writing. Register for free at grantwritingandfunding.com/318 or grantwritingandfunding.com/freelance-webinar. Don't miss out on the 48-hour bonus for webinar participants. _________________________________________________________________ ✨

Welcome to NASPA's SA Voices From the Field Podcast where we delve into discussions that shape the future of higher education and student support. In today's post, we reflect on the poignant insights from Dr. Joisanne Rodgers, Director of Contemporary Student Services at George Mason University, who recently graced our podcast episode. **Bridging Gaps: From First-Gen Student to Student Advocacy** Dr. Rodgers' noteworthy journey from a security-seeking first-generation college student to a beacon for inclusive education mirrors the ambitions of many striving to find belonging within academia's halls. Her multifaceted career path exemplifies how diverse experiences can coalesce into a powerful drive for institutional change. Rodgers' role at George Mason University is not just about administration; it's about forging connections with and for students who have traditionally been on the periphery of college life support structures. **Language Evolution: A Step Toward Inclusion** The evolution from 'non-traditional' to 'post-traditional' student terminology that Dr. Rodgers discusses signifies an important shift in the higher education lexicon. By moving towards more inclusive language, institutions like George Mason University acknowledge the changing demographics of their student bodies and the unique challenges these students face, underscoring a commitment to support that encompasses not just academic, but life success. **A Supportive Community: More Than Just Space** Dr. Rodgers highlights that creating physical and conceptual spaces for students to flourish is paramount. George Mason University's community spaces, unique ambassador positions, and appreciation events underscore an approach that sees students not as secondary participants in their education but as central figures with rich, intricate narratives expanding beyond the classroom. **Post-Traditional Pioneering: A University's Role** The university isn't just leading the charge through in-house initiatives but is contributing to the broader dialogue on supporting post-traditional students, partnering with organizations such as NASPA. These partnerships foster a crucial exchange of best practices and innovative ideas, equipping institutions to better serve their diverse student populations. **Looking Forward** As Dr. Rodgers and many other advocates for contemporary students make clear, universities have an opportunity and responsibility to adapt, evolve, and provide equitable support. This not only benefits post-traditional students but enriches the entire educational community. Their successes aren't just personal triumphs; they are milestones in the progress towards a more inclusive, holistic approach to higher education.    TRANSCRIPT Dr. Jill Creighton [00:00:01]: Welcome to student affairs voices from the field, the podcast where we share your student affairs stories from fresh perspectives to seasoned experts. This is season 10, continuing our season 9 theme of on transitions in student affairs. This podcast is brought to you by NASPA, and I'm doctor Jill Creighton. She, her, hers, your essay voices from the field host. Welcome back for our next episode of essay voices from the field, where once again we were able to sit down with a guest at the NASPA annual conference. I'm pleased to introduce you today to doctor Joisanne Rogers, sheher. Joisanne is a first generation college student, a post traditional student, a life long learner, and an educator passionate about post traditional and contemporary students. Doctor Rogers has worked in higher education for nearly 20 years in various roles, including admissions and recruitment, advising and success coaching, housing and residence life, marketing and outreach, retention initiatives, and student success initiatives. Dr. Jill Creighton [00:00:55]: She currently serves as director of contemporary student services at George Mason University in Virginia. Doctor Rogers leads a fantastic team of advocates and champions, serving Mason's contemporary student population. This team collaborates and partners throughout the Mason community to support contemporary student belonging, thriving and success. The team are proud recipients of the bronze level 2023, 2024, NASPA Excellence Award in commuter, off campus, military connected, non traditional, and related. Doctor Rogers also serves as an adjunct associate professor at University of Maryland Global Campus, where she earned outstanding adjunct faculty designation as an alumni volunteer at Algany College in Pennsylvania. Doctor Rogers earned a bachelor's in political science and dance studies from Alghany College, a master's in student affairs and higher education from Western Kentucky University, a specialist in leadership from American College of Education, and a doctorate in leadership with a focus on higher education from American College of Education. Her research interests include post traditional and contemporary students, mitigation and elimination of institutional barriers, and student success and retention. Welcome to essay voices, Joisanne. Dr. Jill Creighton [00:01:58]: Thank you. I'm glad to be here. And thank you so much for taking time out of your conference schedule to sit with us here in Seattle. Joisanne Rodgers [00:02:04]: Absolutely. It's delightful rainy weather, So glad to hang out with you for a bit. Dr. Jill Creighton [00:02:09]: This is my hometown and, you know, people are always like, oh, it must rain a lot in Seattle. I'm like, oh, not really. And I really appreciate that Seattle's like showing out for you all with the rain today. Joisanne Rodgers [00:02:20]: It's true. Dr. Jill Creighton [00:02:20]: We also may get to be dodging a protest for a different organization today. So, you know, all sorts of eventful things happening in Seattle. Joisanne Rodgers [00:02:28]: Well, coming from DC, I'm I'm a pro.  Dr. Jill Creighton [00:02:30]: Oh, the other Washington. Yeah. The other Washington. The other Washington. Joisanne Rodgers [00:02:33]: We got it covered. Dr. Jill Creighton [00:02:33]: I do when I say I'm from Washington, people go DC and I'm like, no. State. The other other farther away one. But we're really looking forward to learning from you today about your transition story into higher education from an arts background. That's something that you and I share in common. My bachelor's degree is in music performance. And weird fun fact, I used to teach top classes to pay for college. So Nice. Dr. Jill Creighton [00:02:55]: So I'm really looking forward to hearing that from you. We got to know you a little bit at the top of the show through your bio, but we always love to start with asking our guests how you got to your current seat. Joisanne Rodgers [00:03:03]: Sure. So first of all, I'm a 1st generation college student, and so I went to undergrad not far from where I grew up. A little bit of safety in that. I knew the institution, knew the campus. And so not knowing much of anything else, that was where I was going. I had friends who went there. So I went to Allegheny College as an undergraduate, majored in political science, and minored in dance studies. Joisanne Rodgers [00:03:29]: I taught community ballroom classes.  Dr. Jill Creighton [00:03:32]: So I love this. I love this so much. Yeah. Joisanne Rodgers [00:03:35]: And then I figured out while I was there. I went in, wanting to be a lawyer. That's what I was gonna do. And non spoiler spoiler alert, that's not what I'm doing as I'm on the NASPA podcast. Right? And so I found that those folks that were outside of the classroom were really the folks who were making big differences in what my access and what I could do and how I thought about things and and that kind of stuff and figured out that that was a job. Yeah. Who knew? And so I started looking for programs and positions both and got hired at Western Kentucky University. So I was a full time housing residence life staff member, part time graduate student there. Joisanne Rodgers [00:04:18]: I was an assistant hall director and hall director through that, and then moved to the DC area and realized that many times there's a gap between the academic side of the house and the student affairs side of the house. Mhmm. And I wanted to collect secret decoder rings Oh. To help build those bridges. So I started looking in the DC area for positions that were maybe academic adviser positions or those kinds of things that leaned into the student affairs counseling things that I've been doing just kind of in a different way. And so I became an academic advisor that then kind of morphed into a success coach role at what was then University of Maryland University College is now University of Maryland Global Campus, and started working with post traditional students at a non traditional institution, which was very different than any experience at at the institutions I had been at, small liberal arts, regional with some global reach, into this global giant institution and learned a lot through my work there, but also connecting with colleagues and moved up and around there and decided I should probably go for that next degree because why not? Worked on my doctorate, did my research in institutional barriers for non, post traditional students, and all of that kind of came together for the position that I'm in now at George Mason University. So in 2019, George Mason University created the contemporary student services unit, which is a really innovative, first of its kind way to serve all of these different post traditional populations and the intersectionalities of all of those in a one stop shop kind of way, really. And so, like I said, it's a it's a first of its kind, and as of last Google, the only of its kind. Joisanne Rodgers [00:06:05]: So when I saw the job description, it was one of those things where I took a moment and thought, okay. Either someone is totally stalking me online and created this specifically for me, or I may have just found the job I've always been looking for. Either way, like, I sent it to my friends. I'm like, I'm not misreading this. Right? Like They wrote this for me. Joisanne Rodgers [00:06:25]: They wrote this for me. I didn't completely, like, lose total reading comprehension. Right? So, I had that moment of this is too good to be true. Right? And it wasn't, and that is fabulous. And so I applied and hired on and now work with this incredible team of folks who are dedicated to post traditional students, contemporary students off campus transfer, adult learners, student parents, veteran military connected folks, foster care alumni, system impacted folks. So it's a really great place and a really great space to be innovative and stay ahead and to use all of that background. I like to tell folks because we had a conversation about having that arts beginning that I use my dance theory and knowledge just as frequently student development. It just really depends because they both are part of the everyday process of the work that I do. Dr. Jill Creighton [00:07:26]: I'd like to dig into the language that you're using a little bit because I think that is an evolution and transition of how we've talked about students over 25 and students with children and etcetera, etcetera. So you're now using the term post traditional students and non traditional student is the terming that had been used for years. So tell us, about the inclusion of that new term and how it's reflective of current practice and why it's different. Joisanne Rodgers [00:07:51]: Yeah. So nontraditional, anything non. Right? You're not the usual. That makes you feel great. Right? Like, no. Am I really supposed to be here? But I don't yeah. So there's some othering about that. And so post traditional is more inclusive, still descriptive, and is coming up in the research. Joisanne Rodgers [00:08:12]: More is the the term used. And that definition of that is, yes, 25 and older, but also anyone who has adult, and I'm putting air quotes around that that you can't see, adult responsibilities. So that includes those student parents, married, widowed, divorced, military and veteran connected, although, admittedly, there's a whole another set of criteria and things going on for those folks when we talk about JSTs and all these other things. But so it's more inclusive of that in a kind of a broader umbrella, and the term, the language to it is better, in my humble opinion, for that population. But then elevating that even more, talking about contemporary students at Mason, and our definition of that is, yes, our post traditional, but also our transfer students are part of that. Our off campus students are part of that as well. So those folks who, again, don't fit that traditional mold, who come in with more experience than the traditional student might. And it's really about honoring and seeing the folks, the students that are sitting in front of us and not the picture that we have in our head of 18 straight out of high school straight in has no other responsibilities living on campus. Dr. Jill Creighton [00:09:23]: I really appreciate that new framing of contemporary student. I'm also wondering how you connect that term to the students that you're serving because it might be new for them as well. Joisanne Rodgers [00:09:32]: It's absolutely new for them. It's also new for our faculty and staff as well. Mhmm. And so we've spent some time like I said, the contemporary student services or CSS was established before lockdown. And then lockdown happened, and there was a lot of turnover and a lot of changes, of course, as everybody's experienced. So in this post lockdown era, 3 of my 4 staff members, myself included, were new into CSS. And so that really gave us a chance to kind of reestablish ourselves and reach out and connect with the faculty and staff as well as the students across the institution to reintroduce, reconnect, and reestablish contemporary, what that is, what that looks like, and how the great thing is also that all of my staff members hold some contemporary identity. I was an adult learner. Joisanne Rodgers [00:10:26]: 1 of my coordinators is a transfer student. Another one is student parent. So we all hold those identities. So when we say peer, we mean it though we may not be in classes right now, it honestly wasn't that long ago that we were in that very same spot. And so having those conversations and having that lived experience really makes the biggest difference when we're connecting with students, but also when we're representing our students and advocating for our students. So, I'd like to say our work is about ACEs, a c e s. We advocate, celebrate, educate, and serve. Dr. Jill Creighton [00:10:58]: Okay. And we have to make sure that we're separating that ACES from adverse childhood experiences.  Joisanne Rodgers [00:11:04]: Yes, for sure. Dr. Jill Creighton [00:11:05]: That's really helpful to kind of wrap our minds around this different conceptualization. You also said that George Mason is on the forefront of this new transition of how we're thinking about serving these very unique but growing populations at our university. Mhmm. How are you working with others in the field to kind of stabilize some of this and normalize it? Joisanne Rodgers [00:11:25]: Yeah. So we're doing a lot internally and then regionally and then nationally. Right? So we've partnered for some of our subpopulations. We've partnered with folks like Generation Hope and participated in a Family U cohort. We, in this last year, earned the Family U seal, which is really exciting. Congratulations. Thank you. We're super excited about that to kind of amplify and celebrate our work with student parents and caregiver caregivers. Joisanne Rodgers [00:11:54]: And but we're also working with our 1st generation center because the when you add 1st gen over over contemporary populations, that Venn diagram doesn't really get all that much bigger. It still stays real tight. Dr. Jill Creighton [00:12:05]: Mhmm. Joisanne Rodgers [00:12:06]: So we partner with our friends in 1st gen center, which are part of the 1st gen efforts through NASPA. And so having NASPA support in that is beautiful and really helpful. And we also are working with everyone from, for example, our Marcom, our marketing communications folks at the institution and in our university life space to make sure that there's visual representation of all of our students too. And so we wanna make sure that we're seeing that our students are seeing themselves in all of the collateral that happens in the marketing that happens across the institution and across the region because there are buses driving all over DC with Mason on them, and we want them to see themselves in that in that place and space too. And now we're looking at I'm here at NASPA. We're, taking that in. We're also Generation Hope is hosting their very first HOPE conference this year in New Orleans. So I'm going straight from NASPA to that conference Mhmm. Joisanne Rodgers [00:13:03]: To present, but also to take in what other folks are doing. And we're part of an Aspen network for Ascend. So we're really trying to connect in to work smarter, not harder, as I mentioned. So for us, we have, as I mentioned before, 4 full time professional staff members. We have a graduate student and student staff as well as an office manager. And sometimes I'm talking to folks and they say, oh my gosh. You only have 4 staff members to do that. And I talk to other folks, and I'm like, oh, my gosh. Joisanne Rodgers [00:13:32]: You have 4 staff members. I'd love to have that. So we're in a great spot, kind of. And so looking at that too and making sure that as we're looking at emerging populations and looking at our work, that we're staying in a place where we can really help and advocate across the institution that we are not the only ones doing this work. Joisanne Rodgers [00:13:55]: I think that's the important part of it too is as we're gathering ideas from NASPA sessions, as we're gathering ideas from Hope Conference sessions, some of my staff went to FYE this year. And gathering that information, it's about how do we partner, what are great ways that we can advocate, consult, do these things so that, ideally, all of our faculty and staff across Mason see this contemporary student work as their work too. Joisanne Rodgers [00:14:25]: And a lot of times, it's just having the conversation about the language or having a little bit of conversation about calling them in to that work and making just little tweaks and changes because most of the time they're doing it. They just don't know that they're doing it. Or we're saying, that's really great. What if you could? And kind of leveling it up. Dr. Jill Creighton [00:14:45]: There's a book for 1st gen student success that NASPA, I believe, is a co publisher on, or maybe the publisher on. I I don't know exactly, but there's a list in it about, like, the 15 or 25 things that you can do to support first gen students. And the messaging I always come back to with that is if it's good for 1st gen students, it's good for all students because it's really about teaching people how to navigate the system of higher education, creating new to the system don't have, the social capital to understand, and and I really hear the echoes of serving those first gen students with your contemporary students. And it just it's so great to see that you're creating synergy with your 1st gen success center as well. Joisanne Rodgers [00:15:28]: Absolutely. And you're 12,000 percent correct in that, like, that hidden curriculum, the paper ceilings that a lot of our adult learners and and folks are hitting, and that's what's bringing them back into our into higher ed. But also understanding this strange lexicon that they've either never encountered or it's been a really long time, or maybe they encountered it with their children when they were sending their kids to college, but they've never had to apply that to themselves. And so it works a little differently. And so, yeah, you're absolutely right. Like, those overlaps are spot on. Dr. Jill Creighton [00:16:01]: I wanna talk a little bit about that dance theory component because with your origins being in the arts and dance theory, a lot of people that have never studied the arts in a formal context probably are saying I didn't know that there was theory to apply to to arts in that way. And we have those theories in music education and dance education. It's about how we teach learning. It's about how we absorb and create and a number of other things. So I'm wondering if you can tell us a little bit about 1 or 2 of the dance theories that you rely on and how you're transitioning those from context of the ballroom to context of contemporary Joisanne Rodgers [00:16:34]: students. Sure. So I have this kind of, like, running list of yes. There's, like, the formal theories and learning and and things like that, but I also kind of have this running list of things that always came from the director of the dance program, my undergrad, who doctor Jan Hyatt, love her, had these phrases that she always used that really stuck. And so a couple of those I think I have a list of, like, 10 or 15 in my notebook that have come with me all of these years later. And so the one that I use most frequently is you have to put the support in place before you need it. So whether you're executing a dance move, whether you're like, you don't just start playing for music, like, you just don't start playing. You ready yourself, instrument up, fingering, all of those things. Joisanne Rodgers [00:17:20]: Right? And so even when you're taking a step forward, your body is you do it unconsciously, more likely than not, but your body is putting these supports in place so that when you step forward, you don't fall flat on your face. Mhmm. So it's the same thing. We're talking about emerging populations. There were changes in Pell Grant rules and regs that open possibilities for previously incarcerated folks. That means that's that's opening up this emerging population. We've been looking at that population for the last year and a half or so, doing some research, doing some interviews, and putting together toolkits so that we can put the support in place before we need it. Mhmm. Joisanne Rodgers [00:17:57]: So, yes, some of those students already exist in our population, but we know that the possibility of more is coming. So we're putting that support in place before we need it. Just like if we were stepping forward, we don't wanna fall on our faces. Not that it's gonna work perfectly. Right? Practice and test and learns, that's how we come at it, but applying that. The other thing that I will say from her, mainly because this links directly into the podcast, is life is in the transitions. And so the importance of a move to the space in between the two moves is just as important as hitting your point or hitting the move or those kinds of things. And so that transition space and time is when things happen. Joisanne Rodgers [00:18:37]: Like, that's where the good stuff happens. And so that is always part of what I remind myself of as things are happening, and I translate that into the work and kind of the business y thing of, like, testing test and learns. Right? It's always a process and it's an iterative process. Speaking of more theory, formal theory, is one of my favorite quotes from Margaret Dobler is, where the sum total are experiences Mhmm. And that's the only way we can show up, and that's the only way that we can react, which to me says meet the students where they are. Like, those things are very, if not exactly the same, very, very similar, which is a tenet of student affairs. Right? How many times do you hear folks say meet the students where they are? Dr. Jill Creighton [00:19:19]: Mhmm. That tenet has been one of the major constants through NASPA's existence, I think. You know, the organization itself is, I think, a 100 ish years old, and the the core of NASPA's philosophies have been fairly constant over time. I had the pleasure of interviewing some folks, it was maybe 3 years ago at this point, who were the administrators at Kent State University during the Kent State situation, situation. And they read me the NASPA manual from that year, and it was all still relevant. So it's really interesting to see how the way that we approach the work has changed a lot over time and we've become more justice focused, we've become more inclusive, we've become broader in who we serve, but we are still keeping that core of we're trying to help college students and young adults kind of realize their full selves in that out of classroom space, continue to show up as our best. Joisanne Rodgers [00:20:08]: Yeah. Keeping that good stuff as the core. Absolutely. Dr. Jill Creighton [00:20:11]: I'm wondering if you could tell us how folks might be able to read more about these new evolutions in serving contemporary students. Because we're not seeing that research necessarily show up as boldly in some of the major journals, but there's so much work that is, I think, the future of what's happening in American higher education, specifically. Joisanne Rodgers [00:20:28]: Yeah. I think when we're looking at research, we get really specific. So for me, when I was doing, for example, my dissertation research and doing my lit review, it was a lot of looking at the specific subpopulations. Student parent, parenting student, all the variations of that. And so looking at that broader space, you know, I think about all of the advice that I got as I was constructing my research questions and things like that. And without fail, the first I would like to say 2 to 3, but it was probably more like 6 to 8 times. It was like, no. You gotta get narrower. Joisanne Rodgers [00:21:12]: It's like you're you're gonna you're never gonna get this done if you don't get specific. And so I think that's what's hard is that post traditional is so big and broad, contemporary is so big and broad, and so we talk a lot and there's a lot of research about those subpopulations, but looking at that in the broader sense is a little harder. Dr. Jill Creighton [00:21:31]: You just said what every doctoral student has heard, too much pain. Right? Like, please please narrow your focus. I'm working with a person right now who is trying to narrow their focus from studying a population that is millions of people and going, oh, I just wanna study the population. Okay. But what about that population? And it's just so important for doctoral students to remember this is the first time you'll do independent research, not the last time. Yes. That's a hard lesson to learn, I think. Joisanne Rodgers [00:22:00]: Yeah. It absolutely I did a lit review on contemporary students, what would I be doing, and how would I look at these subpopulations, and how would I bring this together? And then thinking about those big, over arching Mhmm. Needs that are identified in that in that literature. So coordination of service being one of those, access and not necessarily access to education, which might be where your brain goes immediately when I say access, but it's really access to information. Mhmm. It's that social capital piece. Exactly. And so having those and having a not just a group of peers, but a group of peers that reflect their identities Mhmm. Joisanne Rodgers [00:22:46]: And whatever is most salient in the moment. So we know that for adult learners in particular, and this is true across all contemporary populations, but if they have a peer group that is just traditional students, it's not great. It can be detrimental. Mhmm. So helping them find their community and find their village, I've been at Mason I don't know. It feels like maybe 12 minutes. Really, it was probably a couple months. And one of our student parents who is working with us with Generation Hope was our student parent fellow. Valeria said at a convening, said everybody says it takes a village. Joisanne Rodgers [00:23:26]: But not everybody has one. Mhmm. And that just I was like, yeah. Exactly. That, like, just hit me, and it was this beautiful encapsulation Joisanne Rodgers [00:23:38]: Of everything that we were talking about, of students coming in and not having what they need, but that we could help and we could connect them, and we could be a village. We could be part of that support network and system. And not being a student parent, but being an auntie of, like, in with my best friend who was a student parent. She was getting her MBA, and my goddaughter was really, really tiny. And I was doing my doctorate, and so we were trading off for doing homework and hanging out with the kiddo and all of those things. And so I get that village. I'm like, I am a villager. We can be villagers. Joisanne Rodgers [00:24:15]: Let's do it. But that's not just true for our student parents and caregivers. It's true for many of our students. Dr. Jill Creighton [00:24:22]: You just gave one great example of what that can look like in practice. I'm wondering if you have any other practice elements that you think is important for our listenerships. Yeah. Joisanne Rodgers [00:24:29]: I think the big things for us that we've gotten really big positive feedback on are several things. 2 that I'll pull out is 1, we have community spaces that we plan out early so that we can let our students get those on their calendars and make notes so that they can make the time. We'll also do multimodal, so sometimes they'll be in person, sometimes they'll be online, so they can connect with each other. And it's really it's truly just a space of, like, we're providing the space, but our students our student workers, we've created, student ambassador positions that work differently than your traditional student worker position where you're asking for 15 or 20 hours a week. Those aren't working for all of our contemporary students, particularly for our adult learners, our student parents, and military veteran connected folks. Many of them are already living in time poverty, so asking for 15 to 20 hours a week, not gonna happen. Mhmm. So we created these ambassador positions that are right now, I think we have them set to, like, 50, 55 hours over the entirety of the semester. Joisanne Rodgers [00:25:37]: Okay. And we have a stipend that's attached to that because their lived experience is important, and if we're doing things for them, we wanna do that with them. And so those students are supporting those spaces and coming up with ideas of activities or topics and connections. So that's one thing that has been really great, and it's really helped our students build their own villages and build their their success network across the Mason community too because we also invite our colleagues into that space and into our lounge that we have on campus. I think the other thing is that, like every other population, we have us the contemporary student appreciation week. But we do that in April, and at the end of the week, we have a graduation celebration for our contemporary students. So we have contemporary student courts that they can come and pick up and wear at commencement. But at the graduation celebration, if they haven't already grabbed those, we have those available for them. Joisanne Rodgers [00:26:35]: But we encourage them to bring their village. We don't limit the number of folks that they can bring. We want them to bring their kids. We have kids' activities at the at the event. We want them to bring their parents. We want them to bring whoever is supporting them and has been a champion for them, including Mason faculty and staff. So So when they RSVP for that event, we ask them, who's been a champion for you? Who really made a difference? Is there a professor, a staff member, a community member that really just lifted you up or amplified or advocated for you or just was there and supportive and would listen? And when they identify the folks, we send them an invite. You know, like, come celebrate with us. Joisanne Rodgers [00:27:16]: And so we have this really great mix of students and their families and faculty and staff, and our VP comes and talks, and our AVP, and it's just this really beautiful event. We give them a whole bunch of, like, different areas. They can take pictures, and it's just a really beautiful event that kind of setting yourself up for success when you do a graduation celebration. That part I won't lie about. I know. Like, we're already starting at a 7 out of 10. But those connections are also really great in that space of having gratitude at the end of this journey that was not easy. Yeah. Joisanne Rodgers [00:27:50]: There isn't anybody in that room being like, this was a breeze. Glad to see I'm out. No. Everybody in that room is, this was a hard one situation. Mhmm. And I had to make some hard decisions. I had to make some really difficult priority management decisions, And I just have some really interesting conversations with my partner, with my kids about, it's homework time. You do your homework. Joisanne Rodgers [00:28:15]: I'm doing my homework. This is what we've gotta do. But at the end, it wasn't easy, but it wasn't worth it. Dr. Jill Creighton [00:28:21]: It's time to take a quick break and toss it over to producer Chris to learn what's going on in the NASPA world. Dr. Christopher Lewis [00:28:27]: Thanks so much, Jill. So excited to be back in the NASPA world, and there's a number of professional development opportunities that are coming up in the future that some of you may have an interest in. The 2024 Women's Leadership Institute is coming up December 10th through December 13th, and the call for programs ends on May 9, 2024. The Women's Leadership Institute provides an experience that offers strategies for women to succeed in the higher education profession. Participants include women with from facilities and operations, administration, auxiliary services, student affairs, recreation, and libraries who share a passion for the profession and plan to lead with lasting impact. This is a joint venture between NASPA and ACUI and a great opportunity for anyone looking to hone their leadership skills for working in a rapidly changing environment while also developing a better understanding of the campus as a workplace and culture and being able to connect with others to share experiences about how campuses are adapting and adjusting to the new reality that surrounds us. Early registration goes through October 21st, but the big deadline right now, as I mentioned at the beginning, is the call for programs, which does end on May 9, 2024. Some of the leadership cycle topics that are encouraged include topics surrounding supervision and performance management, strategic planning, financial well-being, upskillreskill, the bridge to the future, delegating and giving away, picking up new skills and putting things down. Dr. Christopher Lewis [00:30:00]: I highly encourage you to consider putting in a program proposal and if not, consider attending this amazing professional development opportunity. You can find out more on the NASPA website. The 2024 NASPA M. Ben Hogan Small Colleges and Universities Institute is coming up June 23rd through 26th in Portland, Oregon. This institute is hosted on a biannual basis by NASPA Small College and Universities Division. The Institute is a 4 day residential program, during which vice presidents for student affairs and the equivalent and other senior level leaders engage in discussion and reflection about critical issues in student affairs and examine effective and innovative programs. There's still time to register under the early registration deadline, which is April 30, 2024. This Institute offers amazing opportunities for individuals working at small colleges and universities to be able to build lasting friendships and connections that will help them to be able to lead their own units at their own institutions in new ways. Dr. Christopher Lewis [00:31:04]: If you've never attended this professional development in the past, I highly encourage you to attend this year. You definitely don't want to miss this opportunity to be able to connect, be rejuvenated and to prepare yourself to lead your organization to the next level. The 2024 Leadership Educators Institute is happening December 9th through December 11th in Philadelphia. This is a partnership between NASPA, ACPA, College Student Educators International, and the National Clearing House for Leadership Programs. LEI provides a unique opportunity for all professional levels within our field to engage in critical dialogue to promote positive, sustainable change on your campus. The Leadership Institute creates a space for student affairs administrators, scholars, and practitioners to discuss and advance current leadership topics, such as modern leadership theories and models, including new research, applications and critical perspectives, innovative and inclusive curriculum, pedagogy, and strategies for leadership studies courses, assessment and evaluation of leadership programs, student development and learning outcomes, future directions in leadership education and development based on widely used studies and standards such as the multi institutional study of leadership, CAS, and ILA guiding questions, unique co curricular program models and high impact practices, including those with cohort and multi year engagement, distance and online learning, service learning, mentoring, and global experiences. Strategy and management of leadership program operations, including staff training, funding, and partnerships, as well as interdissectional and interdisciplinary approaches to leadership education. If you are someone that is leading leadership training and leadership development of students on your own campus or wish to be a part of that in the future, this professional development is a must go to. Dr. Christopher Lewis [00:33:06]: Registration is now open. Pre early registration ends on June teenth with early registration ending on September 9th. Find out more on the NASPA website. Every week we're going to be sharing some amazing things that are happening within the association. So we are going to be able to try and keep you up to date on everything that's happening and allow for you to be able to get involved in different ways because the association is as strong as its members. And for all of us, we have to find our place within the association, whether it be getting involved with a knowledge community, giving back within one of the the centers or the divisions of the association. And as you're doing that, it's important to be able to identify for yourself, where do you fit? Where do you wanna give back? Each week, we're hoping that we will share some things that might encourage you, might allow for you to be able to get some ideas that will provide you with an opportunity to be able to say, hey, I see myself in that knowledge community. I see myself doing something like that. Dr. Christopher Lewis [00:34:14]: Or encourage you in other ways that allow for you to be able to think beyond what's available right now, to offer other things to the association, to bring your gifts, your talents to the association and to all of the members within the association. Because through doing that, all of us are stronger and the association is better. Tune in again next week as we find out more about what is happening in NASPA. Dr. Jill Creighton [00:34:42]: Chris, thank you so much for another great addition of NASPA World. We really appreciate you keeping us informed on what's going around in and around NASPA. And, Joisanne, we have reached our lightning round. Oh. I've got 7 questions for you. 90 seconds. Oh my. Alright. Dr. Jill Creighton [00:34:56]: I'm ready. Question 1. If you were a conference keynote speaker, what would Joisanne Rodgers [00:35:00]: your entrance music be? Ain't No Man, The Avett Brothers. Dr. Jill Creighton [00:35:03]: Number 2, when you were 5 years old, what did you wanna be when you grew up? Joisanne Rodgers [00:35:06]: I wanted to be a teacher because student affairs professional, not on the kindergarten chart.  Dr. Jill Creighton [00:35:12]: True story. Number 3, who's your most influential professional mentor? Joisanne Rodgers [00:35:17]: I had a list. I talked about Jan, which is important. I think in the place and space that I'm in right now, it's my current supervisor, Sally Laurenson, and she has been amazing. Number 4, your essential student affairs read. Oh my gosh. Everything. Consume everything you can and run it through the lens of you and your life and your strengths and your institution. Number 5. Joisanne Rodgers [00:35:45]: The best TV show you binged during the pandemic. I feel like I should say The Chair, because it just is absolutely directly related, but really the guilty pleasure version of that is Love is Blind. Dr. Jill Creighton [00:35:57]: Number 6, the podcast you've spent the most hours listening to in the last year. Joisanne Rodgers [00:36:00]: Oh, that one's easy. Malcolm Gladwell revisionist history. Dr. Jill Creighton [00:36:04]: And finally, number 7, any shout outs you'd like to give personal or professional? Joisanne Rodgers [00:36:08]: Oh, my gosh. Everybody. I stand on the shoulders of giants is really what that is. So I have this really amazing family that despite not having a lens necessarily for what I do is still a 1000% in. And when I say things like, I'm sorry. I can't come home for Thanksgiving if you want me home at Christmas. They were not thrilled about it, but they made it work and were lovely the whole time, and I know that was difficult. And so I love them, but, also, I've had the privilege of working with some really great folks and having people like Ted Smith, who was my first RD, who told me this could be a job, and support from folks at Allegheny, as well as then moving into my first professional position at Western Kentucky University and having this group of folks who were in it and wanted everyone to succeed in just this really great village of folks that supported me in that and helped me learn how to be a professional in that place and space. Joisanne Rodgers [00:37:10]: And my first supervisor, Nick Wired, and Brian Powell, and Ben Ellis just absolutely giving me space and grace to fail fast and forward, and supporting me in that, and having a leadership team, particularly in in HRL, but also in my internships and things like that. So my Western Kentucky family, my Hilltopper family being great support in that as well. Dr. Jill Creighton [00:37:38]: Joisanne, I know I learned a lot from you today, and I'm sure there are others who have. If they'd like to reach out to you, how can they find you? Joisanne Rodgers [00:37:44]: Absolutely. You can find me on LinkedIn. Look at the ad for my name. It's spelled a little differently than you might think, but I'm pretty easy to find. So connect with me on LinkedIn, send me a note, add a note to that that you heard me here and ask some questions. I'm always happy to answer those or jump on a Zoom with someone and chat about what's going on. Dr. Jill Creighton [00:38:03]: Thank you so much, Joisanne, for sharing your voice with us today. Joisanne Rodgers [00:38:06]: Absolutely. Thank you for having Dr. Jill Creighton [00:38:10]: me. This has been an episode of Student Affairs Voices from the Field, a podcast brought to you by NASPA. This show continues to be possible because you choose to listen to us. We are so grateful for your subscriptions and your downloads and your engagement with the content. If you'd like to reach the show, please email us at sa voices at naspa.org or find me on LinkedIn by searching for doctor Jill L. Creighton. We always welcome your feedback and your topic and guest suggestions. We'd love it if you take a moment to tell a colleague about the show and give us a 5 star rating on Apple Podcasts or wherever you're listening now. Dr. Jill Creighton [00:38:44]: It really does help other student affairs professionals find the show and helps raise the show's profile within the larger podcasting community. This episode was produced and hosted by doctor Jill Creighton, that's me, produced and audio engineered by doctor Chris Lewis. Special thanks to the University of Michigan Flint for your support as we create this project. Catch you next time.

Holly Rustick is a world-renowned grant writing expert and Amazon bestselling author who has been coaching grant writers on how to run successful 5-6 figure businesses since 2017. Holly explains how long it takes to learn how to write grants, how to save time when writing grant applications, and the benefits of using a grant template. She also talks about what to include in a master grant application template, the commonalities between different grant applications, and how to use AI in the grant writing process. Resources mentioned in this episode: ✨Freelance Grant Writer Academy ✨Live Webinar on Tuesday, April 30th at 4pm - 5:30 pm EST: “Replace Your Full-Time Income, on Flexible Hours, by Writing High-Quality Grants Fast” https://grantwritingandfunding.com/freelance-webinar ✨Grant Easy Management Software ✨Decolonizing Grant Research: Crafting an Inclusive Grant Template for Funding Success ✨Finding a Community of Grant Writers ✨Everything Inside the FGW Academy, Who It's For, & How to Get Your Investment Back with One Sale ___________________________________________________________ ✨

In this podcast today, I will discuss the company Citizen! Listen to the podcasts for details! --- Support this podcast: https://podcasters.spotify.com/pod/show/thressa-sweat/support

In this podcast today, I will discuss the company Invisible! Listen to the podcast for details! --- Support this podcast: https://podcasters.spotify.com/pod/show/thressa-sweat/support

Welcome to episode 6 of 15 in my Pharmacist Authors Series!  My guest is Tony Guerra, PharmD.  Join us as we discuss his Pharmacist Residency and Career Series (8 books).  Stay tuned until the VERY end of the episode to hear Tony narrate a sample from Book 1 in the series.   Thank you for listening to episode 225 of The Pharmacist's Voice ® Podcast! To read the FULL show notes, visit https://www.thepharmacistsvoice.com/podcast.  Click on episode 225. Subscribe to or follow The Pharmacist's Voice ® Podcast to get each episode delivered to your podcast player and YouTube each time a new one comes out.   Apple Podcasts   https://apple.co/42yqXOG  Google Podcasts  https://bit.ly/3J19bws  Spotify  https://spoti.fi/3qAk3uY  Amazon/Audible  https://adbl.co/43tM45P YouTube https://bit.ly/43Rnrjt Bio  Tony Guerra, PharmD, originally from the Baltimore-Washington corridor, has combined creative writing work with his experience to author over 30 books.  He's either written and/or produced books in four major categories, pharmacology, pharmacotherapy, career/residency, and professional school admissions and interviews. He has taught college pharmacology and chemistry for over a decade and a half and lives in Ankeny, Iowa, with his wife Mindy and triplet daughters Brielle, Rianne, and Teagan. You can work with him at https://residency.teachable.com/courses/ or hear his podcasts at pharmacy.libsyn.com and memorizing.libsyn.com  Highlights from our interview Tony is an English major. His expertise is in writing and helping people tell their story.  He's more of a writing expert than than a residency expert.  Tony helps pharmacy students one-on-one write a Letter of Intent.  The goal is to find a pharmacist residency that's a good fit.  According to Tony, it's very hard for pharmacists to talk about themselves and to do a “humble brag."  The audience for this 8-part books series is pharmacy students, namely P2's for 3-year programs and P3's for 4-year programs.  Students, read these books as you start those years of school! Tony loves audiobooks, and he understands the need for them for his readers.  However, depending on the length of the book, Tony sometimes hires narrators instead of narrating the books himself.  Tune in to hear his advice for pharmacist authors who want to narrate their own audiobooks.   Pharmacist Residency and Career Series (8 books) amazon.com links The Strong Residency Letter of Intent: Writing to Be Interviewed with a Cover Letter that Earns the Invite (Pharmacist Residency and Career Series Book 1)  by Tony Guerra Residency Interview Help: In Case of Interview Invitation, Break Glass (Pharmacist Residency and Career Series Book 2) by Tony Guerra https://bit.ly/44876qx  100 Strong Residency Interview Questions, Answers, and Rationales for the Residency Match (Pharmacist Residency and Career Series Book 3) by Brandon Dyson and Tony Guerra (audiobook available)  Phone Interview Survival Tips: Job Interview Questions and Answers for Introverts and Extroverts (Pharmacist Residency and Career Series Book 4) by Tony Guerra Crushing the Phase 2 Pharmacy Residency Match: Proven Tactics to Earn a Clinical Pharmacist Training Position (Pharmacist Residency and Career Series Book 5) by Tony Guerra Finding Your Unicorn Job for Pharmacists: Financial Freedom, Flexible Hours, and Personal Fulfillment Beyond the Pharmacy Counter (Pharmacist Residency and Career Series Book 6) by Tony Guerra READ THIS BEFORE PHARMACY RESIDENCY: The Right Moves on the Road to a Residency Match (Pharmacist Residency and Career Series Book 7) by Tony Guerra, Chase DiMarco, and Gene Rodden Strong Ambulatory Care Residency Letter of Intent: Writing Cover Letters that Earn Multiple Interview Invites (Pharmacist Residency and Career Series Book 8) by Callie Abramowitz and Tony Guerra Links from this episode The Pharmacist's Voice ® Podcast Episode 156 featuring Tony Guerra, PharmD Pharmacy Residency Podcast

Summary Much of the discussion around flexible work has focused on the ‘where' of work. It turns out the ‘when', ‘what' and ‘why' of work matter even more.   Transcript Welcome to episode 169 of the Leadership Today podcast where each week we bring research to life in your leadership. This week we explore how the discussions around flexible work are often the wrong way around. Instead of starting with the ‘where', we should begin with the ‘why'. A lot of discussion about flexible work has focused on the ‘where' of work. Can I work at home instead of the office? If so, how many days a week? Are you going to force me to come in particular days? Interestingly, a recent survey of 10,000 knowledge workers in the US found the ability to set their own hours was even more important than working from home. While 78% of workers wanted flexibility for where they worked, 95% wanted flexibility over when they worked. While people are focused on the ‘where' and ‘when' of their jobs, the ‘what' and the ‘why' of work provide even greater opportunities to engage and motivate people. Clarifying the ‘why' of the work involves identifying why this work matters, the broader purpose people are contributing to, and how this role contributes to that purpose. This sense of purpose helps with motivation - people are more motivated when they feel like they are contributing to something meaningful and important. And it also ensures people are working in the same direction. When things are unclear, they can refer back to this broader purpose to guide their decision making and efforts. This is what I describe as aligned motivation - people are motivated and heading in the same direction. But it's possible to be aligned and not motivated, so what else can we do to motivate others? Deci and Ryan's work shows motivation is about providing autonomy, building capability and confidence, and fostering a sense of belonging through meaningful connections. If you're interested in how leaders practically do this you can take a look at our Leadership Practices in the Leadership Today app for a free assessment and tips. When you're seeking to engage your people, it's easy to become drawn into a discussion about the ‘where' and ‘when' of work. Instead, make sure you begin with the ‘why' and ‘what' of work before moving on to the ‘when' and ‘where'.   Reference Katherine Bindley and Chip Cutter. Workers Care More About Flexible Hours Than Remote Work , Wall Street Journal. https://www.wsj.com/articles/workers-care-more-about-lexible-hours-than-remote-work-11643112004 

South African employers are planning to increase their budgets for pay rises by an average of 6.2% in 2023 as they struggle with a challenging labour market and staff expectations around inflation, according to research by global advisory firm, WTW.See omnystudio.com/listener for privacy information.

Each Friday in June 2022, I'm publishing an interview with a pharmacist dad in honor of Father's Day, which is Sunday, June 19. This episode is an interview with Tony Guerra, PharmD.  During the first half of our conversation, we discuss how Tony uses his voice as a pharmacist.  In the second half, we focus on Tony's role as a Dad.   Thank you for listening to episode 156 of The Pharmacist's Voice ® Podcast! To read the full show notes, visit https://www.thepharmacistsvoice.com.  Click on the podcast tab, and search for episode 156.   Tony Guerra, M.HCI., Pharm.D., is a pharmacist who helps students write their way into a residency by helping them with their interviews, CVs, and letters of intent.  He lives in Ankeny, Iowa with his wife and triplet daughters.  You can find The Pharmacy Residency Podcast on iTunes or at  https://pharmacyresidencypodcast.com/  You can find his courses at https://residency.teachable.com/   You can find his audiobooks on Audible from career to pharmacology and pharmacotherapy here https://www.audible.com/author/Tony-Guerra/B00AECS0ZG  He welcomes you to join and subscribe to his TonyPharmD YouTube channel has 35,000 subscribers https://www.youtube.com/c/tonypharmd  Highlights from our conversation Tony uses his voice as a pharmacist in a number of ways. He has experience in retail pharmacy.  Now, he's a college professor, podcaster, online course creator, author, husband, father of 3, youth sports coach, and more.   Some pharmacists have learned that traditional, clinical pharmacist hours are fundamentally incompatible with being a good parent.   Tony reveled the #1 reason someone does not get a residency.  He also gave advice about writing a residency letter of intent. Tony is an entrepreneur.  He finds a need and fills the gap.  Many pharmacists feel guilty about getting paid to do something outside traditional, clinical practice.  Tony pointed out that providing free resources as well as paid resources is a good way to overcome that guilt.   As an experienced author, Tony talked about how long it takes to go from idea to published and described how long it takes for a normal book compared to a book that he recently published with Brandon Dyson, PharmD at an accelerated pace.  Tony also shared tips on writing a book.  How can women get men to read books, like Tony Guerra's Without Being Asked: How Can Dads and Kids Help Organize and Declutter To Reduce Family Burnout?  Tony suggested putting it in, “Fix-it language” or, “Guy speak.”   Tony shares individual drug name pronunciations on his YouTube channel.  To learn more, visit https://www.youtube.com/c/tonypharmd.   Visit https://residency.teachable.com to learn more about Tony's online courses.  Topics include pharmacology and pharmacy residencies.   Tony has been married since 2007, and has triplet daughters, age 10.  We discussed a range of “Dad” topics, including:  Apologizing “Dad time-outs” Being present and not letting career get in the way of being present Fertility issues Praise for his wife during her long hospital bedrest His daughters' 3 month stay in the NICU Advice to pharmacist dads on when to have a child/children Biggest challenges of fatherhood Favorite things about fatherhood Kids and sports/extracurricular activities Raising kids is expensive.  We discussed an expense that surprised Tony. General advice for current or prospective pharmacist dads. Mentioned in this episode Tony Guerra, Pharmacist LinkedIn Profile https://www.linkedin.com/in/tonypharmd/  Tony's YouTube Channel https://www.youtube.com/c/tonypharmd   Audiobooks https://www.audible.com/author/Tony-Guerra/B00AECS0ZG  Tony Guerra author profile on amazon.com  Books mentioned in this episode Without Being Asked: How Can Dads and Kids Help Organize and Declutter To Reduce Family Burnout? by Tony Guerra  Finding Your Unicorn Job for Pharmacists:  Financial Freedom, Flexible Hours, and Personal Fulfillment Beyond the Pharmacy Counter (Pharmacist Residency and Career Series Book 6) by Tony Guerra How to Pronounce Drug Names:  A Visual Approach to Preventing Medication Errors by Tony Guerra  100 Strong Residency Interview Questions, Answers, and Rationales by Tony Guerra and Brandon Dyson, et al. Pharmfluencers:  The Inspiring Stories of Pharmacy Entrepreneurs by Kimber Boothe How Not to Hate your Husband After Kids by Jancee Dunn  How Pharmacists Lead:  Answers from Women Who Are Leading, Succeeding, and Impacting Pharmacy by Hillary Blackburn, PharmD If You're in My Office, It's Already Too Late:  A Divorce Lawyer's Guide to Staying Together by James J. Sexton The Five Love Languages:  The Secret to Love That Lasts by Gary Chapman The University of Toledo College of Pharmacy https://www.utoledo.edu/pharmacy/  Online courses (Pharmacy Residency Podcast Courses) https://residency.teachable.com  Todd Eury LinkedIn Profile https://www.linkedin.com/in/toddeury/  Pharmacy Podcast Network https://pharmacypodcast.com  Check out Tony's podcasts:  Pharmacy Future Leaders Podcast Pharmacy Residency Podcast Thank you for listening to episode 156 of The Pharmacist's Voice ® Podcast! Please share this episode!  

Tony Guerra, MHCI, PharmD discusses how he has built his real estate investment portfolio and how he is using those investments to build generational wealth.  Key Points From This Episode Tony's professional background as a pharmacist. What motivated Tony to begin investing in real estate. Learn the value of intergenerational wealth and knowledge. What Tony's approach ultimately aims to achieve through finance and investing. A brief rundown of Tony's real estate investment background and his current portfolio. Tony shares his approaches to finance and real estate investing. The benefits of fewer and in-demand properties: financial reassurance. Why it is essential to get advice when deciding on a real estate investment. How Tony approaches managing his properties from day to day. The benefits of having handy tenants. When Tony thinks it is the best time to start investing in real estate. What qualities he thinks an experienced real estate agent should have. Tony shares how his love for running helps him decide on real estate investments. Some tips and advice for people interested in purchasing real estate. Outline of Tony's strategy to combine his pharmacy and real estate experience. A resource that he has found the most useful in his real estate journey. Links Mentioned on Today's Episode Pharmacy Residency Podcast Tony PharmD Youtube The Ramsey Show Finding Your Unicorn Job for Pharmacists: Financial Freedom, Flexible Hours, and Personal Fulfillment Beyond the Pharmacy Counter (Pharmacist Residency and Career Series Book 6) by Tony Guerra Buffini & Company: Real Estate Coaching & Training Work by Referral: Live the Good Life! Proven Strategies for Success and Happiness in the Real Estate Business by Brian Buffini and Joe Niego Email Tony Guerra: tonythepharmacist@gnail.com YFP Real Estate Investing Join the YFP Real Estate Investing Facebook Group Your Financial Pharmacist Disclaimer and Disclosures

In this episode, host Bidemi Ologunde discussed mass resignations, burnout, pay increases, employees taking their future into their own hands, an increasing preference for flexible hours, and five things to consider when looking for a new job.Please send questions, comments, and suggestions to bidemi@thebidpicture.com. You can also get in touch on LinkedIn, Twitter, the Clubhouse app (@bid), and the Wisdom app (@bidemi).Check out host Bidemi Ologunde's latest book, Feet of Clay: Democracy, Democratic Values & Destructive Influences, available on Amazon, eBay, and Barnes & Noble.Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

“How to present to legislators and others about the Randolph-Sheppard Program” Part I: “Getting advocates involved in Reaching Legislators and others” Robert Jackson (VA), NAMA Government Affairs Manager, National Automatic Merchandising Association (NAMA) Part II: “Telling Your Story” Donna Seliger (IA), Long-time IA advocate Jeff Thom (CA), California Council of the Blind Governmental Affairs Director Advocates will share Examples of telling your own story to lawmakers. “The importance of Necessary Business Insurance” Mark Polak (CA), Owner Lemark Insurance This session explains the need for the following: Product liability, Employee Non-owner Driver vehicle Insurance (ENOD), and Workmen's Compensation. It will also mention the benefits of an Umbrella policy and when to Bond Employees. “When to Use a Broker or get a 401K policy or Self- Employed (SEP) insurance plan?” Mark L. Simon (CA), LUTCF, Diversified Benefits Insurance Services “Navigating the Trends in Employee Compensation” Malena Otero (CA), Strategic HR Alliance This session focuses on managing increasing wages and other compensation and how to adapt to trends in the industry: Minimum wage, Implementing Benefits: Holiday Pay and Sick Leave, and Flexible Hours. Find out more at https://acb-events.pinecast.co This podcast is powered by Pinecast. Try Pinecast for free, forever, no credit card required. If you decide to upgrade, use coupon code r-af0929 for 40% off for 4 months, and support ACB Events.

Hey there, teacher friend! Boy do I have a treat for you today!  Having a homeschooling business allows you to customize the services you provide in multiple ways.  Many teachers may be looking for an alternative to full time instruction and searching for more flexible hours.  In today's episode, I explain a high value marketable service you can provide students and families.  This model offers flexibility and a unique partnership between parents, students and teachers. Whether you choose to take the micro-school approach or homeschooling business approach, each model is customizable and easily adaptable to the idea I share today. I hope you walk away feeling inspired to create a business you love as a teacher!   Let Your Light Shine, Makenzie Oliver Check out our free resources and gain more insight for building micro schools!  www.teachersletyourlightshine.com Need help getting started with your micro-school? Want to walk hand in hand with someone to ensure your dream becomes reality? Check out the coaching packages to see what's right for you! https://teachersletyourlightshine.com/coaching Come Connect with us in our Facebook Group: Teacher Let Your Light Shine GROUP-Start Your Homeschooling Business! https://www.facebook.com/groups/250368126648112 Connect with me on Instagram: @Teacherletyourlightshine Want to chat? Have some questions? I'd love to hear from you! Send an Email: teacherletyourlightshine@gmail.com Twitter: @teacher_light Check out Our School on Facebook: https://www.facebook.com/lighthouselearninghomeschool  

“I'd rather regret the things I've done than regret the things I haven't done.” If you're a professional woman who's been mulling over entrepreneurship, but haven't done any more than that, this quote from Lucille Ball should serve as a foretelling.For professional women, there are plenty of great reasons to start a side business such as creating multiple streams of income, building something for yourself, and setting your own hours. In this episode Lori Vajda and Nola Boea share the five questions (plus bonus questions) to ask yourself before pursuing the entrepreneurial journey.  Thanks for Listening!Ready to start your business or grow your personal brand? Schedule a free 20 min. consultation call now. Sticky Brand Lab is the place for professionals who want to take their knowledge, experience or ideas on the road less traveled. In This Episode You'll Learn WhyWomen should seriously consider starting their own business.Entrepreneurship doesn't have to be daunting and it doesn't mean you need to quit your day job.It's better to start small and learn along the way, before building up to something bigger.The more ‘yeses' you have to these questions, the more likely it is you can be a successful business owner regardless of background, education or experience level.Starting a side business creates career-changing opportunities you wouldn't have normally stumbled upon working a full-time job.While there are many reasons women benefit from starting a business, including unstable job markets, economies and pandemics. Older women in particular face more discrimination during these life change events than their your counterparts. As Nola and Lori point out, understanding your intrinsic motivation for starting a side business can help you establish a solid foundation for launching a successful entrepreneurial journey. (2:56.25) Building a side business with limited hours to dedicate to it outside of your day job is never easy. Question number one is all about evaluating how passionate you are toward the idea of starting a business.  (6:37.72) This question isn't so much about delayed gratification as much as it's about whether or not you're in it for the long game.(9:31.23) It takes time for a business to grow, which is why question number three is so important. Are you willing to put in the time to create a sticky brand? (12:36:44) You definitely can't create a successful side business venture without support, and we're not talking about the financial kind with question number four.(15:02:69) There's good reason why you don't want to be first to market and question number five explores this in more detail. (17:57:60) Bonus question number one focuses on the one thing no talks about, and that is all about getting out of your comfort zone. (22:22:78) Bonus, bonus question, would you be willing to let us follow your entrepreneurial journey? Resources You can subscribe to Lori and Nola's show, (we love you and want to make it easy) on Apple Podcasts, Spotify, Audible, Google Podcasts, Stitcher, or wherever you listen to podcasts.This episode was supported by: Be-YOU-niquePodcast Transcript

Kenji is the Founder and CEO of Acuity which builds and maintains financial functions for entrepreneurs and startups. Through Acuity, he’s provided thousands of companies with a full range of financial solutions from high-level strategic financial counsel through its fractional CFO practice all the way to virtualized bookkeeping solutions for early-stage startups. Kenji’s core business mission is to provide scalable financial solutions for entrepreneurs so that their main focus can be on growing their company. Prior to co-founding Acuity, Kenji was the vice president of finance and administration for one of the fastest-growing private companies in the nation, where he directed the planning, reporting, analysis, and execution of company financial processes. His experience also includes significant tenure with Arthur Andersen where he handled diverse business engagements, including coordinating domestic and international project teams, performing financial services, and assisting clients with due diligence. Kenji is active in financial, business, and community organizations throughout Atlanta. He is a Board Member for The Entrepreneurs Organization, a Founding Venture Partner at NextGen Ventures, a Board Member of Staplehouse Restaurant (a subsidiary of The Giving Kitchen), a Board Member of Refuge Coffee, and serves on the Xero Partner Advisory Council. He is a CPA in the State of Georgia and a graduate of Wake Forest University, where he earned a bachelor's degree in Accounting. He was named as one of The Atlanta Business Chronicle's 40 Under 40, a TIE Top Entrepreneur, and a Top 50 Cloud Accountant. Discussion Topics Given the success and positive momentum in your business, you recently returned from a leadership retreat where you closely examined this important question: “What is the significance?” Why was that question central to your planned discussions? What were some of the biggest problems you experienced in the public accounting advisory sector that you set out to do differently when you started the Acuity journey in 2004? What gave you the confidence in growing your business around an entirely remote workforce, many of whom work flexible and part-time hours to serve your clients? Going back to the present day as you reflect on the outcomes of your retreat and the question of “what is the significance?” - what answers did your team arrive at? Why did you recently decide to go through the certification process to become a B Corporation? How has this decision to become a B Corp been received by your team and how do you feel it will impact your ability to have a positive influence on society as a for-profit business going forward? Follow/Get In Touch Visit Acuity.co Follow Kenji on Twitter Follow Kenji on LinkedIn Subscribe to Acuity on YouTube to watch fun videos including their series, Drink While You Think, where Kenji and his business partner Matthew chat about cloud accounting, current events, and other hot topics (over drinks and with the occasional special guest). Presented ByB Local G Georgia: a collection of for-profit companies each dedicated to creating a future where businesses operate as a positive influence on societyInspiredu: Nonprofit Leaders Bridging The Digital DivideAppBarry: Custom Web And Mobile Application DevelopmentClassic City Consulting: WordPress Website DevelopmentStratfield Consulting: Consulting, Staffing, RecruitingSee omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

Kenji is the Founder and CEO of Acuity which builds and maintains financial functions for entrepreneurs and startups. Through Acuity, he's provided thousands of companies with a full range of financial solutions from high-level strategic financial counsel through its fractional CFO practice all the way to virtualized bookkeeping solutions for early-stage startups. Kenji's core business mission is to provide scalable financial solutions for entrepreneurs so that their main focus can be on growing their company. Prior to co-founding Acuity, Kenji was the vice president of finance and administration for one of the fastest-growing private companies in the nation, where he directed the planning, reporting, analysis, and execution of company financial processes. His experience also includes significant tenure with Arthur Andersen where he handled diverse business engagements, including coordinating domestic and international project teams, performing financial services, and assisting clients with due diligence. Kenji is active in financial, business, and community organizations throughout Atlanta. He is a Board Member for The Entrepreneurs Organization, a Founding Venture Partner at NextGen Ventures, a Board Member of Staplehouse Restaurant (a subsidiary of The Giving Kitchen), a Board Member of Refuge Coffee, and serves on the Xero Partner Advisory Council. He is a CPA in the State of Georgia and a graduate of Wake Forest University, where he earned a bachelor's degree in Accounting. He was named as one of The Atlanta Business Chronicle's 40 Under 40, a TIE Top Entrepreneur, and a Top 50 Cloud Accountant.   Discussion Topics Given the success and positive momentum  in your business, you recently returned from a leadership retreat where you closely examined this important question: “What is the significance?” Why was that question central to your planned discussions? What were some of the biggest problems you experienced in the public accounting advisory sector that you set out to do differently when you started the Acuity journey in 2004? What gave you the confidence in growing your business around an entirely remote workforce, many of whom work flexible and part-time hours to serve your clients? Going back to the present day as you reflect on the outcomes of your retreat and the question of “what is the significance?” -  what answers did your team arrive at? Why did you recently decide to go through the certification process to become a B Corporation? How has this decision to become a B Corp been received by your team and how do you feel it will impact your ability to have a positive influence on society as a for-profit business going forward? Follow/Get In Touch Visit Acuity.co Follow Kenji on Twitter Follow Kenji on LinkedIn Subscribe to Acuity on YouTube to watch fun videos including their series, Drink While You Think, where Kenji and his business partner Matthew chat about cloud accounting, current events, and other hot topics (over drinks and with the occasional special guest). Presented By B Local G Georgia: a collection of for-profit companies each dedicated to creating a future where businesses operate as a positive influence on society Inspiredu: Nonprofit Leaders Bridging The Digital Divide AppBarry: Custom Web And Mobile Application Development Classic City Consulting: WordPress Website Development Stratfield Consulting: Consulting, Staffing, Recruiting See omnystudio.com/listener for privacy information.

We're all hit by the pandemic. No question about it. And that includes our JasSuccess guest tomorrow — Narben. She's a private employee for almost 20 years. When the pandemic strikes last year, she looked for another earning opportunity. "Hindi ko na naituloy pa ang ticketing services ko dahil bawal na bumiyahe. So naghanap na ako ng paraan how can we survive these tough times, nasa bahay lang kami. Paano na ang day to day living namin." And that's where she discovered freelancing. So how did she started from scratch? How did she find her first client? What are her challenges? Find out on April 14, Wednesday at 4:30pm. See you there!

It's terrible to think about, but 1500 applicants who did not get an interview already know they will not match in Phase 2. What is troubling is that another 2500 applicants will learn, at the exact same time, they did not match. Here are my five steps for success in Phase 2 and where you can go for one-on-one help https://residency.teachable.com/courses The Five Steps to Take If You Don’t Match Introduction These are the five steps to take If you don't match. I am Tony Guerra, PharmD of the Pharmacy Residency Podcast. And I want to talk a little bit first about the emotional impact of the match and then how little time you have to take that next step. And I'll tell you why. And it has a lot to do with the numbers, but let's first take a look at that [match] day and how you might feel if you don't match. You're going to feel like you let your teams down, not just your college, but your friends, family, and everyone that has kind of supported you. Maybe you have an immediate family and you're married, have kids, all of these things. And you're going to have this feeling that you made mistakes and you didn't do well enough. You also are going to feel that you let yourself down. You worked hard, but in hindsight now you might be able to see some of the opportunities that you had, that you didn't take. And under the duress of all the work that you had to do, it was really, really hard for you to make the right moves and you weren't able to do it. The feeling is going to be one that your heart is going to be pulled out of your chest. The problem is that if you're going to apply for phase two, you have literally hours till the list comes out. And then just a few days until you have to get your application in to the next step, because when you go into phase two, the issue is that you have 2,500 other people that just found out that they didn't match - in addition to the 1500 people that already knew that they wouldn't match because they had no interview invitation. Now there are approximately 4,000 people that are going to try to either move into phase two or move into the job market. It's pretty clear the road will be difficult. I work out and do CrossFit and two of the people that I work out with sometimes are pharmacy supervisors. They've already seen the uptick in applications of students who want to quotation fingers, get back to the community,. This is really saying, “the residency thing didn't work out, I gave it a shot. I'm not going to try for phase two.” But many people will try for phase two and they have about 96 hours from just before the weekend to the next week. You have to get your application in, as soon as it opens because there is such a flood of applications that even if the residency sites don't shut their site down, they will stop looking at applications because they're going to have enough. As we move along it’s accelerated in phase two. It's more competitive, it's accelerated, and it's just tougher. Think about it as moving from a sport that was high school competition to now going to state or even nationals. You have to revise your letters of intent, articulate clearly why this site and how you match and you have to change around your CVs, especially if you're changing from [applying to] acute care to ambulatory care, ambulatory care to community, community, to ambulatory care or something like that. The order of your APPEs is the biggest thing where you need to have the most relevant sites that you went to at the top. Let’s say for example, that you had it in chronological order and you were applying to ambulatory care sites, but you put your acute care sites at the top, which may or may not make a lot of sense or your electives at the top, just because they were first in order. That's not what you want to do. The next thing includes the recommendations which I've talked about before. Not only do you have to let your recommenders know you're going to phase two, you also need to figure out if one of those recommendations or maybe more than one was toxic. Now it is absolutely the most painful thing to think that someone that you trusted did not give you a positive recommendation. But the question you have to ask yourself is, did you ask them if they would give you a positive recommendation? What is absolutely brutal, and this is one of those aspects I don't want to call a secret, but it's certainly something few talk about. Many times it is a faculty member at your own college that writes an honest recommendation. They're doing their job to write an honest recommendation, but the [unwritten] expectation is that if they are not able to write a positive recommendation after you spent a quarter of a million dollars on this education, it would have been nice for them to tell you, “I will write it, but I'm just letting you know that it would difficult for me to write a recommendation as positive as it might need to be for you to be successful in this residency search.” I have done that clearly articulating the nature of the recommendation and said, although you've done well, I don't think that the recommendation I will give will support you as well as maybe someone who came after me when you knew a little bit better what was expected [in rotation]. So, you have this very small window to get everything done and you need a team. I will be there from the time that everybody hears they didn't get it residency to the time where the application needs to be turned in. I'll be turning around letters of intent within 48 hours, usually sooner. And it's just going to be a matter of making sure that you know where your top site is, because what I do is I take that top site and help you make a letter of recommendation for that top site. And then I give you a template from that one so you can build your other letters and I can help you with those other ones if you want. But the fee for the course is for this one letter and if you want other ones, that's fine, but we can talk about that later. Right now, we need to focus on the team. Who are they? Whether it's your pharmacy fraternity, your college pharmily, or your friends. This may be the hardest thing for you to do, but you must let everyone know you did not match. If you do this quickly, it will be like pulling the Band-Aid off really quick or diving into a cold pool where once you get underneath the water, it’s fine. You must let everyone know you did not match because of what's going to happen with social media. The majority of the social media feeds are going to be filled with people putting pictures up of the that they matched and where they matched. But it is rare, and I mean one in a hundred or one in fifty that an applicant will l put up that they did not match. What applicants need to post, if they did not match, is that, “I need your help.” People cannot help you if they don't know you didn’t match.   What's going to happen when you tell a group whose primary responsibility is to help people that you need help? The first thing they're going do is reach out to you and, and try to help, and that’s what you need, from a little word of encouragement to a recommendation to them saying, “Oh my gosh. I can't believe you didn't match. Let's talk a little bit about what happened.” We might find that you applied to the top four sites and you only applied to four sites because that is what the initial application fee paid for. They can put a good word in for you, but they cannot help if they don't know. Let's talk about the five steps for phase two and how you should approach it. The Five Steps Read the Book I've written a book I need you to listen to or read. The phase two book will take an hour. It needs to be your first step. Don't start looking at the menu of sites that are open. Don't start doing anything that would take you down the negative road of what did I you wrong. Just listen to my advice for an hour on what you need to do and what phase two is all about.I assure you that if invest that one hour in listening to the book, it will make it a lot easier for you to get to where you want to go a lot faster. Identify Sites Then, and only then after you have that perspective, identify the sites in phase two that you are interested in. For example, you might live in a state where there might only be four or five available sites in that state. In general, there are around 200 spots. There were about 3,500 to 4,000 spots in phase. Of those, there's about 200 to 250 left. The issue is that there were 8,000 applicants for 4,000 sites and now there are 4,000 applicants, potential applicants, It's not that many, for 250 sites. So, the competition is much higher. Contact Sites Before the Application You must contact them about your interest. This is not an application. This is starting the conversation. Hey, I saw that you didn't have a match in phase two. I am also available. I just wanted to let you know that I will be submitting an application to you. Is there anything specific that I should know about your process and what you're doing? From these, you might get a conversation, but this is not a formal interview. You may get some informal interviews. Revise Your Letters of Intent, CVs, and Recommendations LOIs. You can send a past letter to tonythepharmacist@gmail.com to have me look at it and I can tell you in about five or ten seconds what the primary issues are and if I can help you. If you have a letter of intent that looks perfectly good, then it's something with your CV or your recommendations. But if I look at it and I see the UCSF template or the ACCP template, and I'm not going to judge you, but I'm just going to tell you that this is a generic letter of intent. We have a couple of hours to make this into a letter of intent that shows how you uniquely matched better to that site, better than anyone else. That's your goal. CVs. You need to, especially if you are changing from ambulatory care to community, community to ambulatory care, or acute care to ambulatory care, whatever it is, you need some revision, but maybe not as much as the LOI. Recommendations. And then the recommenders, you need to let them know right away. Hey, I'm going to need recommendations for phase 2. I want to go for it. Will you be willing to write a positive letter of recommendation for me? It is so important to put the word positive in because if they cannot, this gives them an opening that yes, I could write a letter of recommendation, but I don't feel that it would be positive at the level that you would need. And what that also does is tells you why maybe you didn't match in phase one. Immediate application. You must apply when the applications open at that hour. Crash the servers. Do what you must because there are literally hundreds of applications going to these sites that maybe before they didn't get a lot of applications. They're going to get them now because the numbers are so overwhelming. Again, it was 8,000 applicants for 4,000 spots. Now it's 4,000 available applicants for 200 spots - an order of magnitude different. Let's walk through these steps. Step 1. Read the Book – Expanded First we're going to get perspective and listen to a book about a student who matched in phase 2. The book is called Crushing the Phase 2 Pharmacy Residency Match: Proven Tactics to Earn a Clinical Pharmacist Training Position. Before you can even start this process, you first need to believe, and I know that's cliché but you can match in phase 2. eBook If you have Kindle Unlimited, you can already get the eBook for free. It's part of your Kindle Unlimited. I have made it that way so you can have access to it. It's like 10 bucks if you get the eBook without Kindle Unlimited. Audiobook If you've never been on Audible.com before, you can get on and get this audiobook for free, or you can email me at tonythepharmacist@gmail.com. I have 20 free codes left. I've given a couple of them away, already to people that have asked me for them that know that they didn't unfortunately get an interview opportunity. But, I do have a couple of free codes left. I don't think it's expensive though. I think it's like $5 or something like that, but it is under $10 to get the audiobook. But what I need you to do is not only understand how phase two works, but I need you to hear a story about someone who did it, and this is the key. They matched in an academic medical center, one of the toughest residencies to get. Parts of the Book There's an introduction explaining the numbers from a year ago because it takes so long to write a book like this and get it published in audio format, but the information is still relevant. You will learn about match day, the four day weekend, 96 hours when phase two opens for applications and how you use match statistics to inform your application. So, if you're coming from a school that matches well traditionally, then phase two sites are going to be very excited about your application. For example, if you’re at Kentucky or UNC or Drake or Iowa or Minnesota, or UCSF and someone sees your application, then they will look very favorably on your application. Are they just going to look at your school? Imagine if you got 200 applications in a single day and you have four residents and yourself who thought the process was over and now you and those four residents need to somehow evaluate 200 applications. What's the very quickest way to do it? Look at the top schools. Dr. Key Gales, who worked for me for a couple of years helping as a college teaching assistant matched  in phase two, not only in PGY-1, but in phase two of PGY-2. It's a story about someone who was well qualified, who did something that is very difficult to pull off. He applied to acute care sites, being very honest about his goal to be an ambulatory care. But I think he actually ended up wanting acute care after he began his residency. He matched to a highly sought after academic medical center, which is hard enough to do in phase one, which is nearly impossible to do in phase two. And I don't think that if he didn't come from Drake, one of the top schools in that year, I don't think he would've had a chance. But he was a Midwesterner coming to a Midwest site and I'll talk more about location later. And then there's a chapter about another book that I've written called Finding Your Unicorn Job for Pharmacists: Financial Freedom, Flexible Hours, and Personal Fulfillment Beyond the Pharmacy Counter. The misconception is that a unicorn job is when there is only one of them. And what I am really saying is that it's a job that you create because it's exactly a perfect fit for what you want. But again, I made the Crushing Phase 2 Book intentionally just an hour so that you can get through it on the drive home. Step 2. Identify Sites Expanded The first thing you want to do is get your head around is that this is a people game, not a qualifications game. When you have 200 people applying for the same spot, that means that the director needs a way to sort it out. And I've talked to RPD after RPD, and they all say the same thing. It doesn't matter what we do with the rubric. Everybody's a couple points from each other. We need to know people and we need some kind of connection. Sites Where You Know People The very first place you want to go is where you know someone or where someone, you know, knows someone. And this is where it becomes so important that you were in an organization, especially if you were in a leadership position. And from that leadership position, you can reach out to other people. If you did an APPE at the site, you've already done a five-week interview and you can let them know, “Hey, I didn't match. Are you open to an interview?” You can communicate with them and get that started. But also, you can speak to your faculty, and say, “Hey, you know, I didn't match.” And they will help not just because it looks better for the school if extra students match, but because they genuinely have been building you up and developing you and they want you to succeed. In-State Sites, then Regional, then National I would definitely prioritize sites in your own state, then sites in your own region and then sites nationwide - in that order. It is really hard in phase two with the speed that all of this happens for someone in the Southeast to articulate their value to someone in the Pacific Northwest or someone in the Southwest to articulate their value to someone in new England. You have to build that relationships. Maybe with APPEs or through connections, but you might be in a state that has only one or two available spots and you'll expand to your region. And then from that region, you'll go nationwide. But again, we are going to start talking about contacting sites because the process really is going to start happening the day that that notice goes out at noon. Step 3. Contact sites before application day. One. Sites often schedule informal meetings before the application day, but they cannot accept your application, that has to go through PhORCAS. Don't think that good places aren't in phase 2. Maryland was in phase 2, which gets easily 200 applications per position. Cleveland clinic was in Phase 2 last year. There are many, many very good programs in phase 2. And they are there because they didn’t need to rank everybody that they looked at in Phase 1, because they know that there's going to be plenty of good applicants in phase 2. Yeah, it's going to be a pain, but they know that the quality of their residents will remain very high. Two. An email of interest that allows you to see which sites are receptive to you. They really want to hear from you and this may sound strange, but you're going to be thinking, well, I don't want to bother them if they're going to have all this volume. Well, what needs to happen is that you need to contact them, make the application, and then build a relationship and you have to do this very quickly. I have heard of students emailing 30 or 40 sites and actually hearing back from maybe half that, 15 to 20, and then making applications to those where they got a positive response. And what that does is it halves your work, instead of hoping that these sites are going to be receptive to you, you're going to find the sites that are actually receptive to a quick email back saying, “I definitely think you should apply to our site. I think we're good fit.” Here is best practice. You should attach and put your information in the body of the email. I remember when I was hiring during the housing market crash and I was still running a real estate practice. Because there were so many real estate agents going out of the business, I had plenty of work to do, and I was hiring, but I was getting all of these applications. And what I would find is that maybe they application was in Pages, which is Mac or Apple's word processing program. I couldn't open it because I had a Dell at the time. Now I have a Mac. Make sure that you put a relevant part of your cover letter or CV in the actual body of the email. So that instead of that need for an extra click, the director can quickly scroll down and immediately and see, “Oh, wow, they've got a bunch of these rotations that they've done at nearby hospitals. This person might be a really good person to interview. So again, attach and put the same information in the body of your email. Step 4 Revise LOIs, CVs, and Recommendations – Expanded LOIs This is the book I've written it, The Strong Residency Letter of Intent: Writing to Be Interviewed with a Cover Letter that Earns the Invite. You must revise your letter of intent. The LOI is not why you are the best, someone will always have more qualifications. This is the number one reason that someone did not get an interview. They are trying to win a marathon against a marathoner and they are a 5k runner, or they don't work out much at all. There is always going to be someone more qualified. What you must do is match them best and show how you are the best fit that the marathoner may not be a very good fit with a group that likes to play hockey. And I'm just making up some sports analogies. Show don't tell how you match. Let's say there's a Children's Hospital that has an opening available. And you say, this is a story about my experience in the PICU. And I want to talk about the PGY-2 rotations that you have that are really something that I would love to build on the experience that I had in the PICU. That is showing why you are qualified. What is telling that you are qualified is to say “I want to do pediatrics.” The big thing with this phase 2 is making sure that you are able to show them quickly in a scannable document. What that means is that the most important thing is in the first couple of sentences that you are writing a unique letter to them. You cannot pull off a generic LOI in phase 2, it's just not going to work. The Illusion of Explanatory Depth. A letter of intent is, and when you wrote it the first time you may have just taken a template, written a letter, made sure the grammar is right and sent it in. It's just a letter about you. It should be really easy. This is the illusion of explanatory depth. So why is it so hard to write a good letter of intent? And this is an excerpt from the Strong Residency Letter of Intent Writing To Be Interviewed With A Cover Letter That Earns The Invite. Here's a nerdy answer. Can you tell me how a microwave works? You'd probably say sure, but then when i asked you to give me a detailed explanation with drawings, you would really struggle. This is the illusion of explanatory depth, which basically says, most people think they understand something better than they do until they have to explain it to someone else in detail and I should have put after that “or do it themselves.” We need to write a cover letter that tells us about your past, about how your experiences match the site’s offerings. We need you to do it in a single page and please use 11-to-12-point font with one-inch margins and proper business formatting, making sure to double space between the paragraphs. Okay. Got a little harder. Right? So, when you try to write a letter of intent, you are the victim of this illusion. You've written emails, papers, maybe a resume or CV, but properly crafting a letter of intent that earns you an interview takes a specific skillset that you likely haven't honed. It's not that you couldn't do it if you were given enough time, but in 96 hours, you have to write maybe 10 letters. That's why people come to me because what I do is I help them write that first template, the perfect unique template to them, to that first site. Then I helped them with the template for the second through 10th letter. While the people I'm working with are banging out those letters, no problem, getting them done and moving on to the CV and recommendations, fine tuning their emails to those people that they want to talk others are wondering what went wrong with their letter. I've read hundreds and hundreds of letters. It takes me seconds to figure out what was wrong. And it takes me a little while longer to make it right, but I assure you that I can. And if you've not worked with me before you just go to residency.teachable.com/p/extremeLOI and sign up for the course, email me your letter and CV and first choice residency and we will be off and running or contact me at tonythepharmacist@gmail.com. I mentioned this before, you must prioritize the rotations they offer in the APPEs you match to. You don't have to list APPEs chronologically, which often makes no sense. And if you're listening to this on audio and can't see the image here is the image of someone who doesn't seem like they didn't match. They're relaxing on their backpack, on a beach, just typing with the waves in the background, what you want to do as you're doing the CV is relax. As you're writing the letter of intent is acting as if you are going to match and that if you don't match, no problem. It's a very tough feeling to pull off. But what you want to do is not write this in this frenzy. What I hear over and over again from the people I work with is that “I feel so much more confident. Now my anxiety is so much less. Now, at least I know that I did the very best I could in this area.” There are no guarantees or anything like that, but what I can do is change the feeling that you have from one of scattered, chaotic confusion, and lack of confidence for a better term, to a confident, well-articulated argument that you match to. If you can't see the image, it's a soccer coach talking to a group of kids sitting down and showing the game plan. You want to gather your recommenders and game plan with them. They will fight for you if they really liked you and they want you to succeed. They will make the calls for you. You never know if in the background, someone called someone to say, “Hey, I think you should really take a look at this person. I know that they're going to apply.” Okay. What, what was the person's name? How do you spell that last name? Okay, great. And you say, no, that really doesn't happen. I assure you. It happens all the time. Pharmacy is a small world. We know a lot of people. When you have a preceptor and especially if they're in a specific field, they have an even smaller group, but they can let you know about some opportunities that you may not have heard of, or that are coming up. But again, the network, the organization that you have put your time into, that's where you really want to go and make sure that the recommenders know what they need to do. Apply on the first day - Expanded Even if the sites don't formally close, the sites will stop taking applications. They will stop answering emails. If you've ever been in a community pharmacy where maybe two people called out and you don't even have time to answer the phone, it’s like that. You must apply on the first day and early in that first day as many Phase 2 sites have never done Phase 2 before. Let's use the number 200 if 4,000 matched. Okay. That means that only 5% of sites would not have matched in the past year. And I know that this math is not exactly right, the way that I'm doing this, but that means that if we had 4,000 sites every year, and if every year, 200 didn't match, that means that it would take 20 years between times they didn't match. It is at least a rare event that Phase 2 sites have not matched. So, when you say, gosh, they seem really disorganized. What you want to do is provide the solution. Let me help you. Let me tell you why I can solve your problem. Let the other applicants go. I am your solution. Obviously. You're not going to write that, but that's what you've got to think is that, Oh, wait a minute. They're really struggling, they've got to scramble to get the interviews in, to get this job hire person hired, because if they don't get hired, the institution may cut that person from the budget. The volume is absolutely overwhelming on their side. In this last part I want to talk about a sports analogy. And I don't want to call it little league because it's soccer, but my daughters are nine years old, and they've been very successful in soccer. And the reason is because of a small shift and a single book that I read, and yes, I've been coaching them. But when we started this and I mentioned this in the number of my books, I was not good. We lost games, a lot of games. We only won a few. And I said, okay, well, this is my fault. Let's see what are the things that we can do? And I became a student of soccer so that I could serve them at the highest level. Now I'm going to help you become a student of the Phase 2 process and how to do this in such a way that you can maximize your chances. The book on soccer, the book is from Dan Blank, who was a Division I coach for a little while, but his fame actually came from being, I think, an NAIA coach where he clearly articulated what the things are that a student of the game would need to know. And I'm going to tell you three of those things and how they relate to the residency process. The Holy Grail of Soccer and Phase 2 -  Speed of play where everything is faster to tactics. We'll talk about the 50/50 throw-in ball and odds as you have to know where you stand based on your college. And if you're applying in-state / out-of-state and all of those things to know how many applications and where to apply Right place, right time. The kids used to wear wristbands. And I bought them these wrist bands where blue would be the strikers pink would be the midfielders and then white would be the defenders or backs. What we would do is we would set it up in such a way that they would know exactly where they need to go and we would make these shifts as we're transitioning people in. And they would know exactly what their role is as they went in, because they were getting this wristband now in COVID. We couldn't do it. But again, that's, the approach that we took. Let me talk about the Strong Letter of Intent Book excerpt, as I relate to speed of play tactics and being at the right place and right time In applying for residency, you don't realize your speed of play is not up to par until a professor rejects your recommendation requests, because she has too many already. When you spend weeks on your CV compared to hours on your letter of intent and recommendation, your tactics are off. The LOI and recommendation letters count much more than your CV and four years of school. When you try to talk with the residency director during the mob, that is the residency showcase you're not meeting in the right place and right time, meaningful conversations happen at the evening, relaxing state and college gatherings later in the day, I don't want you shut out. Like my team was in that game. I want you to be a member of the team to beat. You have to increase your speed of play, study, successful tactics, and put yourself in the right place at the right time. Speed of play: Take everything you do and do it faster In soccer. I remember this game so clearly, and I remember the other coach screaming at the ref, and there's nothing I could have done. And the ref couldn't hear him. My daughter was so fast at getting the throw in and throwing it in that she no longer cared if it was our throw in or the other teams. The ref, it was their very first time refereeing a game, but she didn’t stop my daughter who just kept throwing it in for us. This coach is just screaming and there's nothing I could do. Because everyone in the team knew where the ball was going to go, they didn't have to bother setting up. They were already running towards the goal. The other speed of play aspect, which is a little bit tougher, and this is really more when you're kind of getting to 9 and 10 year olds and maybe 11 year olds is the one touch pass, where the ball comes to you and you don't sit there and wait with it, kind of look around and then make a decision. But rather you've already made the decision as the ball is coming to you. And in one touch, you make the pass so that the defender can't attack you or tackle you. In residency, you must apply on day one of phase 2 and you must communicate before the application turn-in day. That is an increased speed of play. You are talking to them beforehand. You are not waiting, hoping that you’re going to submit the application and cross your fingers and hope for the best. You are an active person, making sure to lean into your network and to talk to those people ahead of time and apply on the day. Tactics The picture is actually the daughter that does the throw in thing. I became a student of the game and I found out that in soccer, throw ins are a 50/50 ball. That is whether you are throwing it in towards your team or not, you will lose the ball fifty percent of the time. In such a short field, if you throw it at their goal, instead of throwing it back to our goal, to maybe one of our players, to bring it up the field, you have not only gained 15 feet towards the goal, but not lost an additional 15 feet towards our own goal. In residency, you must apply to local versus national first. That's your best chance where you have relationships. You want to apply where your pharmacy school has had historical successes. Some pharmacy schools traditionally have sent many, many students to residency. I've mentioned this before, but the top 10 schools send 500 students to residency. That is an order of magnitude of 10. If your school is at the bottom, you know that you must increase the number of applications and you must apply locally. You must increase your connections to the people who are making the decisions. If you're in the top, you must lean into the network. Take advantage of that. And hopefully you have a local site to apply to. Right place, right time. Position yourself for success In soccer. The shape must change in offense and defense, and it was completely my fault, but we lost the game because of just this tactic. When you are in offense, your defenders should be spread out and should be up closer to the midline which is the second image on the right. If you are defending, you should contract and you should both be really at the top of the goal box. For  about six minutes of the game, I had wwo players that thought they were wings and not defenders. And it was up to me to clarify that and clear it and figure it out. And I didn't, and we lost the game by one, but in that six minutes, the other team scored four goals as they just attacked right down the middle, right down the middle. We just opened it up that lane for them because we were in the wrong shape, in the wrong position. Local equals less risk for the residency site. And for the applicant, if they know you're from around here, then you'll probably stay around here, and it'll be a better deal. How do we start? How can I help? I have helped almost 200 students this season, in just this season. So, we're talking that of the entire national applicant pool to residency this year. I have helped 3% of that entire group. I will be helping students with letters of intent all weekend from the time they find out where to the time that you need to apply, I will be returning those letters of intent within 24 to 48 hours. People ask, well, how many revisions do I get? You don't need them. I'm a PhD level trained English, major undergrad has done master's work and PhD work in English. I have taught Composition I and Composition II and Comp II is most important because it talks about the arguments and logos, ethos, and pathos. That is what you're really doing is making an argument as to why emotionally, logically and through evidence that you should be the one that matches. Go to http://residency.teachable.com/p/extremeloi It's $95, if you want to work with me. And if you are PDC, please let me know because a portion will be going to national. That's a new thing, but I just want to let you know that if you are a PDC, please let me know when you send me your old letter of intent and your CV. I will always look to see. So even if you don't tell me, I can see if you were the worthy prelate or in another position. LOI Course But it is $95 if you want to work with me, but I assure you that turnaround and the quality that you get. Ask somebody who's worked with me as I've worked with so many people. There's probably someone at your school that have worked with and my track record speaks for itself in terms of success. I have had a student I've worked with who has, I believe, 15 interviews and another one, who was perfect, getting interviews at all the places they applied. While I can't guarantee that you will get the residency position, I can guarantee that it will be the best that you can possibly do given the amount of time. And it will be a very high-quality letter, but that is my specialty. I can look at CVs and things like that, for an additional charge, but I I'd really recommend you use me for the letter of intent. I'm good at grammar and syntax with CVs and seeing what needs to be where, but in terms of formatting, that's just not my thing. Interview Course And then if you do get an interview, I do have an interview course, residency.teachable.com/p/ interview that will, in three hours, explain the point system to you. So, if you did have interviews and you asked, “Why didn't I match?” With the interview course you get up to six months of email support from me. So, if you have questions like this is my thank you email, is this grammatically correct? And I'll say, okay, well, no, it's not. Here's what it should be. And then I'll help fix it for you, or I'm trying to rank these. Can you help me with the rankings? Yeah, sure. I can do that for you. Past Interview Review If you want me to do this, and I only do this for a couple of people for $295, I will listen to up to an hour of your interview that you have had or a half hour of interview questions that you will answer. And I will provide my feedback on what happened, why didn't you match with the answers that you had. But again, that $300, that's kind of a premium service. I only do it with a dozen people. If you really want it, I'll do it. I do enjoy it, but again, I know that's a lot of money for someone that just spent a couple of hundred thousand dollars, but again, the payoff is of course, hopefully getting, the residency in Phase 2 but sometimes the easiest thing to do is just email me: tonythepharmacist@gmail.com. Sometimes it might just be easiest to just contact me with a question that you have, and I'll let you know if I can or can't help you. I apologize if you're emailing me during that busy time. I'm going to prioritize those that have already enrolled in the course and that have sent me their letter of intent and CV, but I'll try to do my best to help you, but the volume is immense during that weekend. and I've cleared my schedule for that so that I can honor that promise of returning a high-quality letter to you within 24 to 48 hours. But if you have a question now has been a better time to ask me at tonythepharmacist@gmail.com.  

This episode sees us dive into supporting mothers and others juggling a career and caregiving responsibilities with Leslie Forde, who’s research helps mothers in particular make space for self-care. Leslie shares her story to what led her to develop Mom’s Hierarchy of Needs, using her ground-breaking research on working mothers and the stressful and difficult juggling act they have to navigate every day. More recently she has been studying how the pandemic is affecting work and life for parents and gives tips for business leaders to develop a work culture that allows and supports caregivers to not only succeed and grow but to achieve leadership in their careers.Leslie has used research to inform growth and innovation strategy for over 20 years. Connect with her on LinkedIn or Twitter: @leslieforde.For more insightful conversations, visit www.talentxpodcast.com. We hope you enjoy this episode of the TalentX podcast!

Lori Kaiser, CEO of accounting and finance IT company Kaiser Consulting, is known for her innovative approach to recruiting and retaining high-level CPAs and IT professionals. On this episode of the Ignite Your Business® Podcast, Lori talks about how she grew her company of all part-time employees into one of central Ohio’s largest and most-respected firms in the accounting industry. https://greencrest.com/ignite-your-business-podcast/

Delphine Carter is the founder of Boulo. Boulo connects smart, driven women with talent seeking companies offering jobs with flexible schedules; helping both reach their highest potential.

https://www.nibs.orghttp://www.companytribes.com

OMNI INTERACTIONS IS THE NAME OF THE COMPANY ~ APPLY HERE>>> https://omniinteractions.applicantpro.com/jobs/1373797.html SUBSCRIBE TO OUR YOUTUBE CHANNEL.>>> (TWO CHICKS WITH A SIDE HUSTLE) https://www.youtube.com/channel/UC1NngSfgCJa271NvVVleM1g JOIN US ON FACEBOOK (GROUP) >>>https://www.facebook.com/groups/453652555434435 LIKE US ON FACEBOOK (TWO CHICKS WITH A SIDE HUSTLE) >>> https://www.facebook.com/twochickswithasidehustle --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/two-chicks-with-a-side-hu/support

Today I’m really excited since I get to introduce you to Jill Schiefelbein. She’s a university faculty-turned-entrepreneur --- an award-winning business owner, author, and recovering academic. She taught business communication at Arizona State University for 11 years, analyzed terrorist documents to provide counter-terrorism messaging strategies to the military, and was a pioneer in the digital education space. Jill's latest book, Dynamic Communication: 27 Strategies to Grow, Lead, and Manage Your Business, is in bookstores around the country. Jill has helped clients across the board learn dynamic communication skills: from Boomers, to Millennials, to Generation Z, from Fortune 500 to non-profits - so we wanted to make sure to connect with her to figure out where work communication is going.Some of what we cover:The fear of AI taking away jobs - how do you communicate about that potential arising concern?As automation grows, how important will it be a communicator since an AI can’t replicate?What are some generational communication differences in the workplace? Remote work & remote meetings: what do you lose when you can’t see the person you're meeting with? How might virtual reality change this?What is inherent to human nature that will never change no matter how much our technology does?As always, we welcome your feedback. Please make sure to subscribe, rate, and review on Apple Podcasts, Stitcher, and Google Play.

In this episode, Rob and Sara talk about how a freelancer can leverage their flexible schedule to take care of their mental and physical health. Rob talks about how beneficial it's been during their house building process. Sara ponders what people on strict PTO schedules do when they're pregnant.

We're back! It might be the darkness and cold that's covered Stockholm that makes us reflect on...not working. What vacation policies do we expect to have, what does our job status have to do with flexible hours and how we shouldn't spend a sabbatical. For sending those DMs we mention so much, follow us on Instagram: @mill_atwork Hosted by Edīte Garjāne and Rasmus Noah Hansen, Millennials at Work is about… exactly that - millennials at work. What we want from a workplace, how to be our boss and everything around being a young professional.

How to design, negotiate and manage flexible work hours.

On today's episode of the Business of Architecture show we speak with Ed Bourget - a principal with saam architecture, based in Boston Massachusetts. Saam architecture offers some employee benefits I think you'll find to be very interesting - 100% flexible office hours and unlimited paid vacations. Today we talk about how to communicate as a team so that the team can accomplish powerful things together. You'll hear about the Monday meeting powow that ensures projects stay on track, and how to ensure team work and coordination among people who aren't in the same physical location.

What do you want out of life? More time with friends and family? Extra money to travel or enjoy a few perks. Or are you looking for more? A way to make a bigger impact. The beauty of a Shaklee business is that it allows you to put feet to your dreams; designed around your life in a way that works for you. Jerry and JoAnn Aldrich, wellness consultants and senior key coordinators with the number one natural nutrition company in the US return to share the benefits of owning a personal Shaklee home business. If you are interested or know someone who may be interested in becoming healthier and then sharing with others the gift of health, you will want to tune in to this segment of Living Well With Zenobia Bailey. A Special Note: ? Since the original broadcast, the website for additional information has changed.  To learn more, visit: www.youcanbuildabiz.com