Podcasts about get your team

In this episode Derek Champagne talks with NY Times best selling author Liane Davey. Liane has spent more than 25 years researching and advising teams on how to perform at their best. Known as the “teamwork doctor,” she works with teams from the frontlines to the boardroom, across industries and around the world, from Boston to Bangkok. Through her work with hundreds of teams, including 26 Global Fortune 500 companies (and counting), she has developed a practical, research-backed approach to solving the challenges that prevent teams from working effectively together.Liane is a New York Times bestselling author of You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done and The Good Fight: Use Productive Conflict to Get Your Team and Organization Back on Track. She is a regular contributor to Harvard Business Review and a sought-after expert for media outlets including CNN, NPR, USA Today, The Globe & Mail, and Forbes. Her work focuses on increasing productivity, strengtheningengagement, developing leaders, and helping teams navigate conflict in healthier, more effective ways.Liane's clients have included Amazon, Walmart, TD Bank, RBC, AMD, MD Anderson, Google, Bayer, KPMG, Aviva, UNICEF, and SONY Interactive Entertainment. While she works across a wide range of industries, she customizes every conversation to reflect the realities of each audience.In Thoughtload, Liane tackles today's most pressing management challenges: over-burdened systems, burned-out teams, and plateauing results. However, contrary to conventional wisdom, Davey argues that the problem is not with out-sized workloads. The root cause of the madness sapping productivity in today's offices is our excessive thoughtload.Thoughtload is the cumulative and often overwhelming burden of increasing cognitive and emotional demands, worsened by decreasing physical and mental energy. In this brilliant, highly prescriptive guide, Davey lays out the steps for reducing thoughtload, so that managers and their teams feel more focused―and get more done.For free resources and to order a copy of Thoughtload visit: Thoughtload.comBusiness Leadership Series Intro and Outro music provided by Just Off Turner: https://music.apple.com/za/album/the-long-walk-back/268386576

You introduced the new tool. You explained it. You maybe made a Loom. And your team is still doing it the old way. This isn't a people problem- it's almost always a framing problem. When leaders lead with what the organization needs instead of what each person gets, adoption stalls. Every time. In this episode, Lia breaks down the framework she's used at Microsoft, Apple, and Google to change that.In this episode you will learn:Why "we need this" is the wrong frame for any rollout and what to lead with insteadHow reframing a new platform around what the design team actually wanted got full adoption at Microsoft in one weekThe one question to ask before introducing anything new: what does each person specifically get from this?What this looks like in practice for a simple weekly check-in processAn introduction to Snippets: Lia's new web app for team check-ins built around making adoption straightforwardResources mentioned:Snippets web app: liagarvin.com/snippetsLooking for support for yourself of your team? I've got you covered.Explore manager training, leaders keynotes & offsites, and 1:1 advisory, or my 90-Day-COO program for business owners who want simple systems that actually work.I help teams build clarity, accountability, and momentum through practical tools and research-backed strategies that make managing easier.Get all the details at: www.liagarvin.comor reach out at hello@liagarvin.com

In this episode we break down YOUR teams and walk through the best trade ideas and structural fixes for the upcoming round. We'll look at must-have guns, cash cows, under-priced pods and obvious sells, plus how to navigate byes, injuries and role changes heading into Round 8.This episode is part of The Seven Tackle Set, the NRL SuperCoach podcast from SuperCoach Insight.Check out our other shows from 2026: https://youtube.com/playlist?list=PL1cFHlQFzCbxZL8bSACsca6S5ty-6Y11A&si=BT0gM1j82wbB2xbOPatreonIf you want the full experience and actual weekly edges, our Patreon is where everything lives. Exclusive podcasts and articles, weekly team reveals and trades, subscriber Q&A, consensus position rankings, premium Discord access, and direct 1-1 access to the hosts. Sign up here - https://www.patreon.com/12428569/joinJoin the number 1 stats provider for SuperCoach, Fantasy and Draftstars at rugbyleaguefantasypro.com. With SuperCoach changing the scoring, and making it impossible to see who averages what, RLFP is the best resource out there to get any scoring stat you need.USE CODE: INSIGHT26 for 10% off.www.rugbyleaguefantasypro.comJoin our FREE discord here: https://discord.gg/6fDXWnBHMCGet your FREE consult with Ryan from Astute Newstead: https://tally.so/r/n005AQHostsSC BrainInstagram: https://www.instagram.com/braintalksball/Twitter: https://x.com/BrainTalksBallSC WhispererInstagram: https://www.instagram.com/scwhisperer/Twitter: https://x.com/SCWhispererSC MattrixInstagram: https://www.instagram.com/sc_mattrix/Twitter: https://x.com/SC_MattrixSeven Tackle SetInstagram: https://www.instagram.com/seventacklesetnrl/Twitter: https://x.com/7TackleSetNRLCHAPTERS0:00 Introduction – Round 8 Subscriber Surgery0:23 Big Scores, Chasing Points & Tedesco Talk2:03 Team 1: Syndesmosis Squad (Aljeron) – $421k in the Bank8:20 Team 2: Buster's Big Holes (Kevin) – Rank 6,70014:59 Team 3: Glass Houses (Josh) – Turbo, Kiraz & Boost Decisions21:38 Team 4: Pain in My Hass (ZQAR) – Top 10k Squad26:37 Wrap Up & How to Get Your Team on the ShowFind our socials, sponsors, all our shows, join our community and become a subscriber here: https://linktr.ee/InsightFantasySports Hosted on Acast. See acast.com/privacy for more information.

If one of your goals in English is to sound more strategic and less directive, this episode is for you. I break down how to structure a coaching conversation in English, with precise language you can use to guide your team, encourage ownership, and handle performance discussions with more confidence. Enjoy! Anna   GET MY FREE WEEKLY NEWSLETTER - Become a free member and get my weekly round up of tips in the newsletter and extra bonus content INTERESTED IN COACHING WITH ME? Register interest to be informed of future places on my 3-month programme THIS PODCAST IS MADE POSSIBLE BY OUR FANTASTIC SUPPORTERS. WANT TO BECOME A SUPPORTER TOO? TRANSCRIPTS - do an in-depth review of the episode content LinkedIn @AnnaConnellyYouTube @annabusinessenglish

Why does AI feel overwhelming right now, and how can teams use it more effectively? In this episode, Donna Peterson addresses one of the most common challenges leaders and teams are facing today- AI overload. Across industries, teams are experimenting with AI tools but not seeing meaningful progress. The issue is not a lack of effort. It is a lack of clarity, focus, and alignment. Donna introduces a more grounded approach to AI, one that prioritizes business goals over tools, and collaboration over individual experimentation. This episode also introduces a shift in direction for the podcast toward a more practical, no-hype approach to using AI effectively in real business environments. What You'll Learn: Why AI feels overwhelming for most teams right now The real reason AI efforts are not producing results Why more tools are not the solution What “Grounding AI” means in practice How leaders can align teams around one clear goal Key Insight: AI becomes effective when teams are aligned and working toward one shared outcome—not when individuals are experimenting in isolation. Actionable Takeaway: Take 10 minutes and ask your team: What is the one key outcome we need to improve right now? Are we aligned on how we are using AI to support that outcome? Start there. Focus beats complexity every time. Stay tuned for our rebrand next week, "Grounding AI". *** Reach out to dpeterson@worldinnovators.comif you'd like help building a marketing strategy that builds relationships and/or AI training for individuals or full teams.*** Visit www.worldinnovators.comfor more resources on building stronger marketing and leadership strategies.*** Subscribe to the Grounding AI podcast for weekly insights into marketing, leadership, and the future of AI.

In this episode of the Leaning Into Leadership podcast, Dr. Darrin Peppard takes on a challenge that quietly impacts even the strongest leadership teams: misalignment.You can have talented, committed leaders who care deeply about their work—and still feel like something is off. Conversations feel unclear. Decisions take longer than they should. Initiatives pile up without traction.That's misalignment.And while it may not be loud or obvious, it comes at a cost.In this episode, Darrin breaks down:What misalignment really looks like in leadership teamsThe hidden costs, including decision fatigue, staff confusion, and lost timeA personal leadership story that reshaped his understanding of alignmentWhy alignment doesn't happen during the work—it must be built intentionallyDarrin also shares a practical tool you can use immediately with your team:Start. Stop. Continue. Consider.This simple protocol helps leadership teams:Identify what needs to be addedEliminate what's no longer alignedProtect what's workingThink strategically about what's nextWhether used in a leadership retreat or a focused team session, this process creates the clarity and shared direction teams need to move forward together.Key takeaway:Your team doesn't need to work harder.They need to work together—on the right things, in the right way.

What if AAC feels heavy in your classroom, not because you're doing it wrong — but because you've been carrying pressure that was never meant to be there? In this episode, we reflect on what unfolded during AAC Bootcamp and explore the invisible weight educators, SLPs, and caregivers often carry when supporting AAC users. From second-guessing modeling to worrying about prompt dependency, progress monitoring, and team hesitation, this conversation gently reframes what AAC is actually meant to be. AAC is not about performance. It is about exposure. You'll hear real classroom examples of what modeling without expectation looked like in action, what shifted when adults removed pressure, and how teams began moving from urgency to presence. This episode centers regulation, access, and sustainability — because support works best when it fits daily life. In This Episode, You'll Learn • Why AAC often feels fragile or intimidating in school settings • The hidden performance pressure educators carry around communication • The difference between modeling for exposure and modeling for output • What modeling without expectation actually looks like in real routines • Why slow AAC growth is expected — and meaningful • How core boards increase language visibility across the classroom • What changes when devices become part of classroom culture • How to support paraprofessionals and team members in feeling confident with AAC • Why advocacy increases when educators feel clear and grounded • How shifting from outcomes to opportunities changes everything Key Takeaways • AAC is not about performance — it is about exposure • Modeling without expectation reduces pressure and builds trust • Communication grows through consistent, low-pressure modeling • Slow progress does not mean ineffective support • When nervous systems are supported, learning becomes possible • Language should be visible and available across routines • Confidence across teams increases access for students • Culture shifts happen when adults align around shared understanding • Access reduces pressure Try This • Choose one daily routine — snack, art, sensory bins, or transitions — and model one or two core words naturally without pausing for imitation • Place one core board in a high-use area to increase visual exposure • Share this phrase with your team: "We're modeling for exposure, not performance." • Focus on consistency over intensity Related Resources & Links Autism Little Learners Membership (includes full AAC Bootcamp replay): www.autismlittlelearners.com/pod AAC Companion Pack AAC Strategies: Building Buy-In to Help Teams Embrace AAC as a Child's Voice Gestalt Language Processing & Music Communication, Autism & AAC: Why AAC Is Not a Reward  AAC and Dysregulation: Why Kids Can't Use AAC When They're Dysregulated When adults move from pressure to presence, classrooms feel safer. When we trust exposure, language grows. Connection is the foundation.

"Use AI to do more!" might be the worst advice B2B marketers are getting right now. In this episode, host Jason Bradwell sits down with Charlie Riley, Head of Marketing at OneScreen.ai, to talk about why mass personalisation is backfiring, how to actually build stakeholder buy-in for thought leadership, and why being a marketing team of one forces you to make better strategic choices. Charlie breaks down his approach to aligning sales and marketing around LinkedIn advocacy, creating non-scalable experiences that actually convert, and using out-of-home advertising as both a brand and demand gen play. If you're drowning in AI tools and wondering what actually moves the needle, this conversation will reset your thinking. Jason and Charlie start by tackling the conventional wisdom that AI lets you "do more", more outreach, more personalisation, more content. Charlie's take? That approach is creating AI slop that people see right through. He explains why marketers are starting to swing back toward doing fewer things better, especially things that can't scale (spoiler: that's where the magic happens). As a marketing team of one at OneScreen, Charlie's had to get ruthless about focus. He shares his three-to-five channel strategy: LinkedIn (organic and paid), visual content showcasing real OOH campaigns, and live events like Drive and Spring. He explains how these channels create an owned media flywheel, content feeds community, community shows up at events, events create more content. They dig into LinkedIn strategy, and Charlie makes a key point: people don't work with brands, they work with people. OneScreen focuses more on executive and team member profiles than the company page. Charlie shares practical tactics for getting internal buy-in, finding a champion, helping them time-block 15 minutes daily for LinkedIn, and gamifying the process for competitive salespeople. Jason shares his own experience trying to roll out an advocacy program across an entire sales team (spoiler: it failed) before pivoting to work with two or three champions who were already posting. Once they could show millions in attributed pipeline, executive buy-in came naturally. Charlie adds that you have to get into the psychology of each function, salespeople want commission, CS wants retention bonuses, and CFOs want shorter sales cycles. If you're a B2B marketer feeling pressure to "do more with AI" or struggling to get internal stakeholders bought into content and thought leadership, this conversation offers a refreshingly practical alternative. Charlie's insights on doing fewer things better, building advocacy programs that actually work, and creating experiences that don't scale will help you cut through the noise and focus on what genuinely drives results. 00:00 - Introduction: Marketing as psychology 02:00 - Why "do more with AI" is backwards 05:00 - Building marketing as a team of one 07:00 - Three-to-five channel strategy 09:00 - The owned media flywheel 11:00 - People work with people, not brands 13:00 - Getting executives to share on LinkedIn 15:00 - Internal advocacy: finding your champion 18:00 - Gamifying LinkedIn for salespeople 20:00 - The blank check question: curated experiences Connect with Charlie Riley on LinkedIn and on his website charlieriley.com  Connect with Jason Bradwell on LinkedIn Subscribe to Beyond the Billboard (Apple Podcasts)  Visit OneScreen.ai Explore B2B Better website and the Pipe Dream podcast 

I was invited to speak at a $7M company's all-hands meeting as they prepare to scale past eight figures—and they let me bring YOU with me. In this episode, I share how I restructured my own team, led through uncertainty, and got everyone to believe in a vision they couldn't yet see. If you're scaling and leading a team, this episode is your roadmap. Let's grow together.Click play to hear all of this and:[00:49] The story of restructuring my company and leading through massive uncertainty[02:41] A rare look inside a private team meeting at a 7-figure company scaling to 8[03:33] What it really means to be in the top 1% of businesses—and why staying there requires change[06:08] How to build a culture where “when we win, the team wins”[07:59] How to ask your team to choose growth—even if it means choosing change or choosing to leave[11:22] The 3 things required to scale: clear vision, clear action, and clear systems[15:05] Why fixing systems is the fastest way to get more time, more money, or bothListen to Related Episodes:My (Un)Sexy Strategy for Business GrowthHow to Create Team Systems and Operations That Simplify Scaling and Growth3 Signs It's Time to Restructure Your Team as a Leader

If your team keeps missing the mark even though the numbers "look fine," this one is for you. In this episode, Chad Peterman breaks down the fifth dysfunction of a team, inattention to results, and explains why so many HVAC, plumbing, and home service companies stall out even with strong individual performers. Using real examples from the field and a few sports stories, Chad shows how focusing on the company scoreboard, not just personal stats, transforms culture and performance. If you are leading an HVAC, plumbing, electrical, or other home service team and you are tired of silos, blame, and inconsistent results, this episode will help you build a culture of accountability where everyone owns the win. Chad unpacks how to coach the process instead of just chasing numbers, how to use one-on-ones to create breakthrough growth, and how to reframe close rates and average tickets so your team understands the opportunity in front of them. Additional Resources: Join The ARENA - a CSTG Community (powered by our media partner, PeopleForward Network) Subscribe to CSTG on YouTube! Connect with Chad on LinkedIn Chad Peterman | CEO | Author Learn more about the Peterman Brothers Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network Key Takeaways: One scoreboard matters more than any individual win. Bad process with good results is a time bomb. Accountability is caring enough not to let people slip. Real change happens in consistent one-on-ones. Leaders own every result the team produces.

Getting everyone to move in the same direction can feel impossible — but it all comes down to one word: buy-in.In this episode, CF breaks down how leaders turn ordinary companies into movements that inspire passion, unity, and unstoppable results. Whether you lead a team of 3 or 300, you'll learn the psychology of buy-in and how to transform your business culture from the inside out.

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

In an industry struggling with retention and wage disparity, how can operators build a business that is both profitable and truly equitable? In this episode, we talk to Ji Hye Kim, the celebrated chef-owner of Miss Kim and a leading advocate for One Fair Wage. She shares the innovative and practical systems she uses to foster a transparent and engaged team culture. From daily "Best Next Time" conversations that empower staff voices to "Gross Games" that make open-book finance an exciting team sport, Ji Hye offers a blueprint for a new kind of restaurant management. She details the evolution of her compensation model—from no-tip to a base pay plus tip-share system—and explains how it has eliminated the front-of-house/back-of-house divide, creating a unified and motivated team.Key TakeawaysSimple Tools for Engagement: Learn about "Best Next Time," a simple post-shift framework to encourage open, constructive, and action-oriented feedback from the entire team.Making Open-Book Finance Fun: Discover how "Gross Games" transforms the abstract concept of sales numbers into a fun, daily competition that connects the team's effort directly to the restaurant's performance.A Fair Compensation Model: Ji Hye breaks down her base pay plus tip-share model, which ensures all staff earn well above minimum wage and fosters collaboration between the kitchen and dining room.Transparency Builds Trust: Understand why creating a simple, easy-to-understand pay structure is crucial for building trust and ensuring everyone feels valued.Retention Through Empowerment: Hear Ji Hye's philosophy on retention—that creating a safe, empowering environment where personal goals are discussed is key to making restaurant jobs a viable long-term career.Resources MentionedMiss Kim Restaurant: https://www.misskimannarbor.com/Zingerman's Community of Businesses: https://www.zingermanscommunity.com/One Fair Wage: https://onefairwage.site/Send us a text

Episode: How to Get Your Team to Embrace AI: Leadership, Training & The WhyHost: Donna Peterson, World InnovatorsEpisode Summary-Many forward-thinking CEOs and leaders are embracing AI — but struggle with one key challenge: how to get their teams on board. In this episode of the B2B Marketing Excellence & AI Podcast, host Donna Peterson shares practical strategies to inspire buy-in, align employees with AI tools, and create a culture of experimentation.Drawing from leadership principles and her own journey with ChatGPT, Donna explains why defining the “why” is critical, how transparency builds trust, and why training and one-on-one conversations are essential to long-term adoption. You'll also hear examples of how leaders can introduce AI in simple, personal ways that reduce overwhelm and spark curiosity.If you're a leader trying to integrate AI into your business, this 16-minute episode will help you move beyond resistance and turn your team into active adopters of AI.Key Takeaways You Can Implement Right Away-Start with the why. Explain why AI matters for the company — and help each team member find their personal why.Be transparent. Share your own AI journey, including doubts, failures, and wins.Encourage curiosity. Create space for experimentation; not every AI use case has to stick long-term.Invest in training. Don't expect employees to learn AI on their own — provide workshops and accountability sessions.One-on-one conversations matter. Personal discussions help employees connect AI with their specific goals and tasks.Start simple and personal. Show fun, everyday uses (recipes, sports training, book summaries) to break down barriers.Make it ongoing. Set up regular check-ins so employees consistently engage with AI and build confidence over time.Episode Chapters (~16 minutes)00:00 Introduction: The challenge of getting teams to embrace AI01:10 Why the “why” is the starting point03:00 Lessons from leadership books on purpose and ownership05:20 Be transparent about your own AI journey07:15 Encourage experimentation and curiosity09:05 Why training and accountability sessions matter11:20 The importance of one-on-one conversations with team members13:40 Start small and personal: simple AI use cases to spark interest15:00 Closing thoughts and call to action: inspire success through AI adoptionResources Mentioned-Simon Sinek – Start With WhyJocko Willink & Leif Babin – Extreme OwnershipAnnie Howell & Ed Frauenheim – The AI-Savvy LeaderCall to Action-Leaders: AI adoption starts with you. Share your journey, invest in training, and connect with your team so they see the value of AI for themselves.

September is here, and with it comes what Gen Z has dubbed “The Great Lock-In”, a post-summer push to refocus, reenergize, and finish the year strong. But this moment isn't just a trend, it's a powerful opportunity for leaders.In this episode of The New Manager Playbook podcast, I share how to use this time to reconnect your team to purpose and progress, without pushing them to burnout.You'll learn:Why 79% of employees feel disengaged, and what you can do about itWhy problems like low motivation and confusion don't solve themselvesHow to set a goal your team can rally around, no matter what the business isA story from my time at Microsoft that shows what real team buy-in looks likeHow to get everyone, from top performers to behind-the-scenes rockstars, locked in and ready to deliverPlus, grab my free Snippets Template to keep your team on track each week: liagarvin.com/snippets

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

On this episode of The Team Chip Podcast, Chip Townsend sits down with his wife, Glyn Ann, to tackle one of the toughest challenges school owners face: getting your team to care as much as you do. From bridging the passion gap, to communicating vision, creating accountability, and celebrating your people, Chip and Glyn Ann break down practical ways to build a team that feels true ownership. When your instructors care deeply about the mission, your culture strengthens, your students thrive, and growth happens naturally.

True team buy-in requires both operational involvement (hands and feet) and emotional involvement (hearts and minds), with many managers struggling to achieve both simultaneously. The distinction matters because emotional investment drives innovation, resilience, and sustained performance beyond mere task completion. In this episode of the Lead In 30 podcast, Lone Rock Leadership co-founder Russ Hill dives into the difference between operational and emotional involvement.• Operational involvement means team members show up and do the work but may just be going through the motions• Emotional involvement means they genuinely care about outcomes and are intellectually invested• A river rafting experience demonstrates how clear leadership creates both types of involvement automatically in high-stakes situations• The more ambitious your organizational vision, the more critical emotional involvement becomes• "Founder mode" or command-and-control leadership actively kills emotional investment from team members• Emergency situations are rare exceptions where directive leadership doesn't diminish emotional involvement• Most successful leaders consciously cultivate both operational efficiency and emotional connectionShare this episode with a colleague, your team or a friend.--Get weekly leadership tips delivered to your email inbox:Subscribe to our leadership email newsletterhttps://www.leadin30.com/newsletterConnect with me on LinkedIn or to send me a DM:https://www.linkedin.com/in/russleads/Tap here to check out my first book, Decide to Lead, on Amazon. Thank you so much to the thousands of you who have already purchased it for yourself or your company! --About the podcast:The Lead In 30 Podcast with Russ Hill is for leaders of teams who want to grow and accelerate their results. In each episode, Russ Hill shares what he's learned consulting executives. Subscribe to get two new episodes every week. To connect with Russ message him on LinkedIn!

Case acceptance is down. Patients are confused. Your team is frustrated. Sound familiar? These are all signs your practice is out of alignment. Whether you own one practice or multiple locations, this episode will help you get everyone on the same page clinically — from the front office to hygienists, assistants, and doctors.You'll learn how to run effective calibration meetings that set clear clinical standards, get your team on board, and guide them without conflict. These tips will improve communication and cut out the chaos in your practice!Topics discussed in this episode:The key to getting your team on the same pageHow to get your team engagedThe first step to clinical calibrationWhy you should coach and not teachThe role of SOPs and team buy-inText us your feedback! (please note: we cannot respond through this channel))Take Control of Your Practice and Your Life We help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams. Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.

In this episode, we explore five transformative steps to empower your team and create a strong safety culture in the workplace. Learn how to shift from traditional safety management to an integrated approach, fostering accountability and collaboration among employees. Discover practical tools and strategies that will enable everyone to take ownership of safety, ensuring a safer work environment for all. Read the full show notes at https://thesafetygeek.com/129  Time Stamps:00:00 Introduction to Safety Responsibilities01:52 Special Presentation Overview03:05 The Role of Safety in the Workplace03:43 Introducing a New Safety Model03:51 About the Presenter: Brian Sergeant05:22 Challenges in Safety Management06:19 Historical Context of Safety Departments16:33 The Importance of Authority in Safety18:50 Real-Life Example: Authority Matters22:18 Why Supervisors Should Lead Safety Training24:54 Q&A Session25:42 Handling Confrontations and Communication26:34 Rewarding Engagement and Participation28:48 Promoting Safety in a Fun Way30:19 Integrating Safety into Business Practices31:55 Steps to Accountability34:29 Empowering Supervisors and Employees41:16 Building Respect and Collaboration42:58 Final Thoughts and Embracing Human-Centric Safety Thank you for taking the time to listen to this episode. If you liked it, be sure to share it with your best safety friend. It's a goal of The Safety Geek to elevate the role of the safety manager, and that is why I share tips and resources on how you can manage your safety program more effectively. Visit the website at https://TheSafetyGeek.com Subscribe to the YouTube Channel at https://www.youtube.com/c/safetygeek Sign up for the Safety Leadership Newsletter, where I share exclusive tips, content, forms, and templates at https://TheSafetyGeek.com/Newsletter Follow me @ Facebook: https://www.facebook.com/TheSafetyGeek LinkedIn: https://www.linkedin.com/in/brye-sargent/ Instagram: https://www.instagram.com/safety_brye/ Pinterest: https://www.pinterest.com/thesafetygeek/

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Disorganization quietly drains a business, creating confusion, inefficiency, and missed opportunities. When teams aren't aligned, projects stall, resources go to waste, and frustration builds at every level. A company that runs smoothly isn't just more productive—it moves with purpose, where every effort contributes to a larger, clearly understood goal. The difference between chaos and cohesion isn't luck; it's having the right structure in place to keep everything working in sync. Brian Cain and Steve Gran, co-authors of Getting on the Same Page, are work strategists specializing in organizational alignment and performance. Their methodology helps businesses streamline operations, enhance communication, and set clear goals. Today, they share their work excellence method, emphasizing four key elements—direction, system, measurement, and improvement—to help organizations reduce waste, improve team dynamics, and achieve consistent results. Stay tuned! Resources: Get your organization, departments, and teams on the same page with Work Excellence Technology. Connect with Brian Cain on LinkedIn Connect with Steve Gran on LinkedIn

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Welcome to the Financial Freedom & Wealth Trailblazers Podcast! In today's episode, we're talking all about helping leaders grow and improve themselves so they can make a greater impact on their teams.Dale Turnbull is a seasoned expert with over a decade of experience in training and coaching within the recruitment industry. Having coached and trained over 700 recruiters—300 of whom he has directly managed—Dale quickly recognized a fundamental challenge: people don't always listen or apply what they're taught.Determined to bridge this gap, he turned to Neuro-Linguistic Programming (NLP), refining his approach to training by tailoring it to different learning styles. This shift transformed his ability to not only develop recruitment professionals but also help leaders create lasting impact in their organizations.In this conversation, we'll dive into the psychology of leadership, the hidden patterns that drive success (or hold us back), and how NLP can be a game-changer in both recruitment and business. Whether you're a recruiter, a leader, or simply someone looking to refine your ability to deliver a message that truly lands, Dale's insights will give you the strategies you need to level up.Connect with Dale Here: https://www.linkedin.com/feed/https://www.leadadaptimpact.com/===================================If you enjoyed this episode, remember to hit the like button and subscribe. Then share this episode with your friends.Thanks for watching the Financial Freedom & Wealth Trailblazers Podcast. This podcast is part of the Digital Trailblazer family of podcasts. To learn more about Digital Trailblazer and what we do to help entrepreneurs, go to DigitalTrailblazer.com.Are you a coach, consultant, expert, or online course creator? Then we'd love to invite you to our FREE Facebook Group where you can learn the best strategies to land more high-ticket clients and customers. QUICK LINKS: APPLY TO BE FEATURED: https://app.digitaltrailblazer.com/podcast-guest-applicationDIGITAL TRAILBLAZER: https://digitaltrailblazer.com/

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Welcome back to the brand new dynamic and practical video tip series designed to help restoration professionals overcome common team challenges and drive consistent, high-quality results.Erik Berglund, expert and founder of The Language of Leadership, in collaboration with RTILearning.com, presents “How to Get Your Team to Do the Thing.”This series offers actionable insights on building highly accountable teams, eliminating excuses, and effectively implementing new strategies, services, technology, products, equipment, and any other “thing” essential to your business's success.

Chip and Gini discuss the need for managers to support and mentor their employees, leveraging both internal and external resources, and the value of making time to mentor individuals outside one's own organization.

In this episode, Chip and Gini discuss the importance of mentorship for small agency employees. They explore various approaches including informal and formal mentorships, organic development of mentor-mentee relationships, and bringing in external consultants for mentorship. Gini shares her personal experiences, highlighting the challenges of forced mentorship and the benefits of organically developed relationships. The hosts emphasize the need for managers to support and mentor their employees, leveraging both internal and external resources, and the value of making time to mentor individuals outside one’s own organization. Key takeaways Gini Dietrich: “Keep in mind that in a really good mentor-mentee relationship, the mentor keeps their mentee’s best interest at heart, even if it’s not the best thing for the organization.” Chip Griffin: “There are a lot of more modern approaches to mentorship because of all the technology and tools that we have available to us. Gini Dietrich: “Being a mentor almost always benefits you in the long run.” Chip Griffin: “There’s this fear, I don’t have time to be a mentor. Make time.” Related Helping your agency's new managers Managing employees in a small agency Helping agency employees to improve their PR skills View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, I think I need a mentor to help me through this whole podcasting process. Can you be my mentor? Gini Dietrich: Yes, I would love to. Thank you. Chip Griffin: Excellent. Excellent. So we are going to talk about mentorship today because this is something that I think a lot of small agency owners may realize that their team members need. I mean, they may need it themselves too, but we’re going to focus on it from an employee standpoint. You know, you’ve got, you’ve got employees, you want to try to help them to get to the next level in their careers. But honestly, most owners don’t tend to invest a lot of time in it themselves as far as helping to bring along team members because they’re all caught up in the day to day. And honestly, I think a lot struggle with how do I even do this effectively? And so I’ve seen a lot of different things over the years. I’ve seen forced mentorships in larger agencies where people are like, okay, you five new employees, you’re going to have designated mentors. And so they just assign people. I’ve, I’ve seen ones where people are encouraged to get mentors, but not given any guidance as to how to find them or how does it work? And so I think the, the question really becomes whether it’s a mentor or something similar, how do you help your team members get to where they need to be to, to be that future employee and not just a current employee? Gini Dietrich: Yeah, I think it’s… They, they’re, I think you made this point somewhere along the line too, but it’s, it’s less, sometimes it’s not formal. Sometimes it really is, you know, for me, I’ve had situations where I’ve been informal mentors to clients. Like especially their, their young professionals on their marketing and comms teams. And where I have found that people look to me as their mentor, whether or not it’s formal is when I’m helping them with professional development and teaching and explaining. And so, you know, lots of one to one meetings or lots of education during meetings or it’s that kind of stuff. Like it’s helping them learn the next step in their job and, and kind of think through their career path. And, and like I said, maybe it’s formal and maybe it’s not, but as agency owners, I think we can think about that. Like how, how we’re best suited and you know, we can’t be a mentor to everybody, a formal mentor to everybody on our teams. But we are best suited to be able to say, okay, your strengths lie here, so I can see that you would go here, but having that conversation to say, hey, listen, you know, what do you, what do you want out of your career? Where do you think you’re going? How can we help you get there? And then say, here are the strengths that I see that you have. Let’s work on this together. So it could be part of a formal review process. It could be an informal, like, this is just how we run things. It could be part, it could be part of your culture. But there is the opportunity for all of us to really look at the people that we work with and say these are your strengths, let me help you play to them so that you can progress your career. Chip Griffin: Yeah, and to your point, I mean, I think that my own view is that the, the, the best mentorships develop organically. They are not, they’re not thrust upon you. They are not something where you’re actively seeking a mentor. It’s one where, you know, perhaps you’ve got a current or former boss who just, you know, really that you click with, both professionally and personally, and you can have open, honest conversations. I would say it’s generally, mentors are generally better when they’re not doing a performance review of you, but you can still, you can still be a mentor if you are the direct supervisor of an individual. And I think Managers in general need to view part of their role as being a mentor, even if it is not in a more formal organized sense, right? We need to be thinking about all of our team members who report to us in a way of how can we be helpful to them? And it, it shouldn’t be just, how can I be helpful to them in terms of what’s good for, for me in my role or my business, but how can I help them advance? Because if you help them move forward, that is ultimately good for you. It may not be exactly what you want when they decide they’re going to go off somewhere else, but down the road, they might become a new client, or they might be a boomerang employee, or all sorts of potential opportunities for you. So, so you need to give selflessly of yourself to the people who report to you. But in general, mentors are people that, that, that the individual just really meshes with. And I, I think it’s really hard to force that. And I’ve seen a lot of mentorship programs that, that try to do it in a more organized way and it’s better than nothing, but it doesn’t work at the same level of effectiveness as ones that develop organically. Gini Dietrich: I’m sure I’ve told this story before because it was very traumatizing for me, but I was probably a year and a half or two years out of college and I worked with a woman who was on a PIP. And my boss came to me and said, Hey, we want to give you some leadership and mentorship experience. We’d like you to work with her for the next 30 days as she’s on this PIP to see if you can get her out of it. To see if you can get her to exceed these goals. And at the time, you know, I’m a year and a half or two years out of college and I’m a young whippersnapper. I really thought I could help her do it. It was the most awkward, unsuccessful thing probably I’ve ever done. Because she didn’t want anything to do with me. She was older than me, and had more experience than I did, and was like, what do you mean I have to work with her? I don’t like her. I don’t trust her. Like, all of these things, and I’m like, I can help you so you don’t get scared, right? It’s terrible. But they wanted to give me that quote unquote experience. To be able to say, okay, these are the kinds of things that you should be thinking about. And, and truthfully, it did give me the experience to be able to understand what works and what doesn’t and what a mentorship, mentorship should look like. But it was a very, very awkward experience and truth be told, she, she didn’t make it the full 30 days. She, I think she quit after two and a half weeks. It was terrible. It was terrible. Chip Griffin: I mean, a PIP is the last time, you don’t want to be setting up a mentorship when someone’s in a PIP. I mean, PIPs are awful anyway. I’ve talked about this before. PIPs are stupid. PIPs are only to CYA. And if you actually think a PIP is going to work, you’re crazy. Gini Dietrich: It doesn’t. Yeah. Chip Griffin: But, but that is the, the time to look for and try to facilitate mentorships is when someone is doing generally well or is fairly new and you don’t have a lot of…that they shouldn’t be used as a corrective measure. And I have seen that before, where you, whether, maybe it’s even someone who’s not on a PIP, but someone just, you know, the boss feels like that, this person just needs a little help in progressing, they’re not quite where they need to be, maybe we’re not at a PIP, but we, we still want to help them out, and so a mentor is the solution. Not the solution. Mentors help you to become even better, they don’t generally serve to fix something that is wrong. And so if you’re looking at it that way, you’re, you’re probably going about it the wrong way. But let’s say that you’ve got a team and, and you, you’ve got some, some more junior employees who you think would benefit from mentorship, you know, how do you try to arrange for them to find those opportunities? And I think it’s a little bit more challenging today where we don’t have the same natural connection points because we’re not in offices in the same way that we used to be. And, and this is, while I, I generally, believe in, in remote work, this is one of the areas where I think it does create additional challenges because in the old days, you could build some of these relationships by going out for coffee or hanging out at the water cooler or the copy machine or the fax machine or all those things that we used to have back in the day that, you know, you younguns who are listening to us are like, what’s a fax machine? I, I’ve heard them reference it in a doctor’s office, but I don’t know, I don’t know what it is. So, you know, how do you… Gini Dietrich: The server, hang out at the server. Chip Griffin: Yeah. So how do you, how do you help out team members to find mentorship relationships or, or build them in some fashion? Gini Dietrich: I think it depends, which is the key to our podcast in general. Chip Griffin: Indeed. We could just say that just, I mean, every episode, it depends and then walk away. Gini Dietrich: See you later. Okay. Peace out. You know, I think it depends on what the goals are and what your culture is like and what the person or the team has in mind. In some cases, the mentor might be external and it might be somebody who can help them with networking or with leadership skills or pitching new business or whatever it happens to be, right? And it might be external. So it’s, I think you’re right when you said earlier that it’s really about somebody that you bond with and that you, because the real key to it is you have to trust one another and you have to trust that they have your best interests at heart. And if it’s somebody internal, that’s a little more challenging because you have to trust that they have your best interests at heart. And sometimes your best interest doesn’t align with the company’s best interest. Because it, that may be that your best interest is your employee’s best interest might be that, you know, two or three years from now they leave the organization to go on to do something else. And the company’s best interest is to keep them here, right? So you also have to keep that in mind that a really good mentor mentee relationship is the mentor keeps the, their, their mentee’s best interest at heart, even if it’s not the best thing for the organization. So, so it may be internal and it may not, it just depends. Chip Griffin: Yeah, I mean, I think there are absolutely pros and cons to both. And, you know, I think in an ideal world, it would be someone external because it does give you additional freedom. At the same time, someone who is, is internal can also commiserate with you in a way that that someone external might not be able to or they would understand some of the specific unique challenges that you have without you having to explain it in excruciating detail. You know, well, why is this person difficult to work with? Why are the expectations, you know, it requires you to go through a lot more. Now there’s benefits to explaining those things sometimes, because sometimes being forced to explain what the problem is can help you to see it more clearly yourself. But nevertheless, I think there are, there are clearly advantages and disadvantages to each approach. I will say that, you know, I’ve seen a couple of different approaches that organizations have taken to facilitating mentorships when they’re not organic. I think that there are, again, pros and cons to each. The first one is sort of, and I’ve been part of mentorship programs like these where it’s sort of a speed dating approach where you have a group of potential mentors and you have a group of potential mentees and you do the whole speed dating thing. You go around, you sit and you talk for, you know, two or three minutes. And then at the end, the mentees typically will make a list of their preferred mentors and then some organizer will make matches for that. And that’s, there’s, there’s one particular program where I’ve done that, multiple times with, and I will say that those are, it’s hit or miss. Because you still run into the issue of, you know, maybe in those two or three minutes that you had, you know, during the speed dating thing, you know, there were some connection or, or maybe, maybe there even wasn’t, but, but the, the mentee wanted to work with you because of what you do and who they think you can open doors to or whatever. And so, you know, I, I think that there are some challenges there, but it, it, it ends up getting you a mentor mentee relationship at least. And so it can be productive from that standpoint that you actually are moving the ball forward and some of them will survive the long term and some, you know, will fade out after three, four or five months, whatever. But it still can be beneficial to the individual if they’ve never had a mentor before to sort of see what it might look like. And so they can start thinking that through. So that is, that is certainly one approach to consider. Probably you would need to have a larger small agency. You know, 20, 30 employees as opposed to two or three employees, because obviously it doesn’t make as much sense if you’re really small. Gini Dietrich: Yeah. I think the other thing you can do is you can encourage your team to look to people they respect in the industry. You know, if there are thought leaders or industry influencers that they really respect or they like the way that they think, that’s a good way to do it. You know, I probably get I don’t know, a handful of requests every year from especially young women who are looking for mentors to help them kind of through their career path. So, and I almost always say yes, you know, and certainly depends on how busy we are, but I almost always say yes. So I think that that’s a good opportunity too, to look at, you know, thought leaders, subject matter experts and industry influencers that, that your team respects. And have them reach out, have them do the, the work to set to, to figure out if this is the right person and, and do the informational interview and, you know, do all the things that they need to do to make sure it’s the right person for that. But really support them in being able to do that. Chip Griffin: Yeah, no, I, I think, and I think that the agency owners ought to be open to being mentors to people outside of your own organization. You know, you do have to be reasonable and not say yes to so many that you, you really can’t give the mentee what they’re looking for or what they need, right? Because then you’re not really serving them anymore. But I, but I, I think that’s less of a problem for most people than simply not saying yes enough. Because there’s, there’s this fear, I don’t have time for this. Make time. It’s, to me it’s, it’s like the pick the brain conversations that, that people are, I don’t have time for that, you gotta pay me for that. No. Look, if, if someone, if someone reaches out to you for career advice, wants to, to work with you potentially as a mentor, you ought to be open to it and try to find a way to make it work. Because you probably had people like that in your career that helped you to get where you are. And so you, I believe, you have an obligation to give back in some way. Now, if it’s not a fit or you just literally do not have time, it is what it is, right? Be honest with the person. But at the same time, lean towards saying yes as opposed to instinctively saying, Oh my God, I don’t have time for this. Gini Dietrich: Yeah, and I will say that, first of all, it doesn’t take that much time. It really doesn’t. Chip Griffin: It shouldn’t. If it does, then it’s not a mentor mentee relationship. You’re a free therapist or something. Gini Dietrich: Right. Fair. But it almost, I mean, karma is great. It always, almost always benefits you in the long run. Like, I have someone that I mentored years and years and years ago, and she’s at her third company now where they’ve hired us. So, we, my agency essentially follows her to every job, and it’s because of that relationship that we developed probably a decade ago. So. There are always benefits to it. It’s longer term. It’s a longer term investment for sure, but there are always benefits. Chip Griffin: Absolutely. Now, the other thing that I’ve seen, this is, this tends to be again in more mid sized organizations, but I’ve seen, it’s not quite a true mentorship, but I’ve seen where the organization has brought in a consultant coach type who serves a similar mentor type role to individuals. And sometimes it’s with, and it, I wouldn’t call it a true like executive coaching kind of thing. It’s not true mentorship. It’s kind of a hybrid. Gini Dietrich: Yep. Chip Griffin: But, but someone who can come in who has experience either on the human resources side of things or on the actual agency side or something like that, who can share perspective. Now, the trick here is that if you’re bringing in someone from the outside who is paid by the agency, that the employees have to feel like they can still open up. So it’s going to take some time for that person effectively to prove themselves to the team that they can be trusted with your deepest, darkest secrets, professionally speaking. Because if someone can’t open up to you, then you can’t have a productive mentoring or coaching or any kind of relationship like that. But it is, it, it, particularly if, if you are, if you really want to provide that kind of guidance and help and support for team members and you just, you don’t have the means to do it internally, bringing in someone from the outside can get you probably 80 percent of the way there. Obviously it requires an investment. It will take time for the trust to build, but that is another option that I have seen. Gini Dietrich: Yeah. And to that end, Vistage, which is a worldwide organization for, started out for CEOs, but now has grown into all leaders, has a new emerging leaders program. I want to say it’s like 1200 bucks, maybe two grand a year. But you can do something like that too, where you, they, they can go into that program and it teaches them the leadership skills they need. You know, all of the things that they need to help you grow your, your business. Plus it gives them a group of people. That they can trust and they sort of quote unquote grow up with that they aren’t working directly with day to day and that’s pretty successful too. Chip Griffin: Yeah, and, and, and that’s the other thing to consider is that, you know, there are a lot of more modern approaches to mentorship because of all the technology and tools that we have here, available to us. And, and certainly, you know, we see that regularly in the Spin Sucks community where there are, you know, more junior communicators or marketers in there who are asking questions and building relationships with folks. And so there are a lot of these kinds of things out there that you can take advantage of and you can encourage your team to take advantage of as well. So that, you know, again, it’s, it’s not the same as a one on one mentorship, but there are, there are a lot of different ways to get the resources and support that you need in order to advance your career and help your team members advance their careers. And so you ought to be taking advantage of everything that’s out there. Gini Dietrich: Absolutely. Yeah, I think it’s a good idea. It helps everybody. It helps you in the long run. It helps them for sure. And like you said, there, it may be that they leave and come back. I mean, they’re always, I wouldn’t, I wouldn’t shy away from it just because you think they’re going to grow out of working with you because that’s going to happen anyway. And there’ll be opportunities for you to maybe bring them back later. Chip Griffin: Absolutely. So, find a way to, to support your team members, find a way to, to help them find mentorships and, and cultivate mentorships and become mentors themselves, and you should be one as well. With that, that will draw to an end this episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich. Chip Griffin: And it depends.

Why do people often struggle to follow through on their responsibilities, even after they agree to do so in a meeting? Today's guest is here to unpack this exact issue and offers practical solutions to help you and your team get things done.Meet Steven Blue. Steven is the CEO of Miller Ingenuity, which creates high technology products that save lives and preserve the environment. He is a keynote speaker and has addressed audiences at Harvard Business School, The United Nations, Carnegie Hall, The Safe America Foundation, and many more. Steven is also the CEO in residence at Winona State University and author of 5 best-selling books including Mastering the Art of Success, The $10 Million Dollar Employee and Metamorphosis. He works with executives, leaders, entrepreneurs, and anyone seeking to learn how to maximize their company's growth through fostering company culture and innovation.In this episode, Steven and I dive into why employees sometimes fail to follow through and what managers can do to address these challenges—from mentoring to clear delegation to creating a workplace culture that empowers employees.In the extended episode available to members of Podast+, you'll also hear powerful examples of what happens when values are aligned and how intentional culture-building transforms organizations.Join the conversation now!Get FREE mini-episode guides with the big idea from the week's episode delivered to your inbox when you subscribe to my weekly email.Conversation Topics(00:00) Introduction(02:24) Why people struggle to follow through on tasks(04:28) Giving employees the permission “not to know” (07:13) Two most powerful phrases every leader should use(08:57) Strategies to ensure team members fulfill their responsibilities(16:30) The 3 Cs of effective communication(22:46) Building a values-driven organizational culture(26:55) A great manager Steven has worked for(28:09) Keep up with Steven Blue(28:44) [Extended Episode Only] Understanding your organization's culture(31:23) [Extended Episode Only] Transitioning to the cultural values you wantAdditional Resources:- Get the extended episode by Joining The Modern Manager Podcast+ Community for just $15 per month- Read the full transcript here- Follow me on Instagram here - Visit my website for more here- Upskill your team here- Subscribe to my YouTube Channel hereKeep up with Steven Blue- Follow Steven on LinkedIn here- Visit Steven's official website for more information hereFree Book or Coaching Session for 5 Members of Podcast+Steve is offering five members of Podcast+ either a Free copy of Unlocking Success: Inspiring Tales of Resilience, Innovation, and Growth or a private 1-hour coaching session with him.In Unlocking Success, Jack Canfield, the co-creator of the bestselling Chicken Soup for the Soul® series, joins forces with an exceptional group of professionals from around the globe to bring you a collection of stories that illuminate the power of resilience, creativity, and determination.Each chapter offers a unique glimpse into the journey of individuals who faced adversity, embraced innovation, and transformed obstacles into opportunities.To get this guest bonus and many other member benefits, become a member of The Modern Manager Podcast+ Community.---------------------The Modern Manager is a leadership podcast for rockstar managers who want to create a working environment where people thrive, and great work gets done.Follow The Modern Manager on your favorite podcast platform so you won't miss an episode!

In this episode, we share three "must haves" you can use to get your team moving in 2025. If your team is confused, you lose. So, lean in an apply these three "must haves" and you'll position you and your team for success in 2025.

In the ever-evolving landscape of agency operations, mastering process documentation is not just a task—it's a strategy for success.Galen Low is joined by Alyson Caffrey (Co-founder of Operations Agency), Gray Mackenzie (Co-founder of ZenPilot), and Brian Kessman (Founder of Lodestar Agency Consulting) to explore how agencies can transform their workflows through strategic process documentation and innovation.Resources from this episode:Join DPM MembershipSubscribe to the newsletter to get our latest articles and podcastsConnect with Alyson, Brian, and Gray on LinkedInCheck out ZenPilot, Operations Agency, and Lodestar Agency Consulting

My Guest is Benji Taylor Jones, an accomplished co-founder of Innovative Capital Law and a powerhouse in the evolving landscape of modern finance. With a track record of advising on multi-billion dollar transactions, she bridges the gap between traditional capital raising and cutting-edge FinTech solutions. Her expertise spans from guiding startups through crowdfunding campaigns to orchestrating complex M&A deals for public companies and venture capital funds. Currently serving on council at Smith Anderson, Benji has pioneered innovative funding approaches that blend traditional private placements and angel investments with emerging technologies like blockchain smart contracts and digital assets. Her unique toolbox of financial strategies has helped countless companies navigate both conventional and alternative paths to raising capital, making her one of the most versatile and forward-thinking legal advisors in the industry. Join us as we dive into Benji's insights on the future of capital raising and how companies can leverage both traditional and innovative funding mechanisms to fuel their growth.   Linkedin: https://www.linkedin.com/in/benji-taylor-jones/ Website: https://www.smithlaw.com/   Follow Digital Niche Agency on Socials for Up To Date Marketing Expertise and Insights: Facebook: https://www.facebook.com/digitalnicheagency Linkedin: https://www.linkedin.com/company/digitalnicheagency Instagram: DNA - Digital Niche Agency @digitalnicheagency  Twitter: https://twitter.com/DNAgency_CA YouTube: https://www.youtube.com/@DigitalNicheAgency

In this episode of The Social Dentist, Dr. Desiree Yazdan is focusing on empowering dental teams to perform effectively and autonomously. Dr. Yazdan shares insights on creating a successful practice by fostering a motivated team, implementing structured systems, and utilizing tools for accountability. Dr. Yazdan highlights the significance of having a cohesive team in a dental practice. You don't want to miss the personal story she shares about a humorous comment from a follower who suggested her team must dislike her. Listen to find out what the "Shadow Protocol," is because you'll definitely want to implement it in your own practice. You'll enjoy hearing the story behind the creation of the Shadow Protocol. Find out how it encourages team members to step into roles they might not have considered, revealing talents and strengths that had previously gone unnoticed. Dr. Yazdan provides practical advice on building a strong dental team. She offers actionable steps that can be implemented immediately. By tuning in, dental professionals can learn how to create a supportive work environment that not only boosts team morale but also improves patient satisfaction. This episode of The Social Dentist is a must-listen for anyone in the healthcare field seeking to enhance their practice's performance through effective team management. If you're ready to transform your dental practice and empower your team, don't miss out on this insightful episode from Dr. Yazdan. Tune in now, and take the first step towards creating a thriving practice where your team can excel. Subscribe to the podcast and join our community of dental professionals committed to growth and success. Watch Dr. Yazdan's Make More Money Video - www.dryazdancoaching.com/mdm Join Dr. Yazdan's Coaching Waitlist - www.dryazdancoaching.com/waitlist Sign up for Dr. Yazdan's Free Masterclass, How To Get Patients From IG into Your Practice - www.dryazdan.com/newpatients Sign up for Dr. Yazdan's Newsletter - https://dryazdan.com/email Follow Dr. Yazdan on Instagram - https://www.instagram.com/dryazdan/

Deb Mashek reveals the critical factors that make workplace collaborations less painful and more productive. — YOU'LL LEARN — 1) The key ingredients of great collaboration 2) Why hiring good collaborators isn't enough 3) The key questions to kickstart great collaborations Subscribe or visit AwesomeAtYourJob.com/ep982 for clickable versions of the links below. — ABOUT DEB — Dr. Deb Mashek, PhD is an experienced business advisor, professor, higher education administrator, and national nonprofit executive. She is the author of the book Collabor(h)ate: How to build incredible collaborative relationships at work (even if you'd rather work alone). Named one of the Top 35 Women in Higher Education by Diverse: Issues in Higher Education, she has been featured in media outlets including MIT Sloan Management Review, The New York Times, The Atlantic, Inc., Forbes, Fortune, The Hechinger Report, Inside Higher Ed, Reason, Business Week, University Business Insider, and The Hill. She writes regularly for Reworked and Psychology Today.Deb is the founder of Myco Consulting LLC, where she helps networked organizations (e.g., consortia, collaboratives, associations, federations, etc.) avoid the predictable pitfalls of complex, multi-stakeholder initiatives so that they can drive impact and achieve big visions. A member of the Association for Collaborative Leadership, Deb has been an invited speaker on collaboration and viewpoint diversity at leading organizations including the United Nations, Siemens, and the American Psychological Association.• Book: Collabor(h)ate: How to build incredible collaborative relationships at work (even if you'd rather work alone) • Book Website: Collaborhate.com • Website: DebMashek.com — RESOURCES MENTIONED IN THE SHOW — • Article: "36 Questions to Fall In Love" • Book: The Good Fight: Use Productive Conflict to Get Your Team and Organization Back on Track by Liane Davey • Research: "The Experimental Generation of Interpersonal Closeness: A Procedure and Some Preliminary Findings" by Arthur Aaron, Edward Melinat, Elaine Aaron, Robert Vallone, Renee Bator — THANK YOU SPONSORS! — • Jenni Kayne. Use the code AWESOME15 to get 15% off your order!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Frustrated that you're the only person in your business who seems to be stressing about revenue and profitability? In this QUICK WIN episode, I share a case study of how I helped a client shift the mindset of her team members to take an active role in bringing in new business. This is an issue my clients share with me ALL OF THE TIME - and the solution is simpler than you think!--WORK WITH LIA:How many times have you thought "I wish this whole managing people thing was a little easier"? I've got you covered ;) Head to liagarvin.com/actiontracker for my list of 10 things you can do each week to get better results from your team and make your job easier.  Book your Scale-up strategy call to dive into where you're getting stuck with your team and learn more about how we can work together: calendly.com/liagarvin/scaleup-strategy CONNECT WITH LIA:Website: https://www.liagarvin.com/Linkedin: https://www.linkedin.com/in/liagarvin/Instagram: https://www.instagram.com/lia.garvin/Music by: https://www.instagram.com/isaacy8s/

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Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/ See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

  Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/   Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com)   Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/   See Thousands of Case Studies Today HERE:  www.thrivetimeshow.com/does-it-work/