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Get ready to be called forward! It's time to not be unconsciously emitting frequencies that amplify the reality you don't want.If yes. Here's what you need (what I used) Hahaha it's 11:11 when I wrote this.Obvs.Here's the link if you're tired or not having all the time in the world.https://stan.store/saltandether/p/get-my-meditation-program-nowBIG LOVE, sweet friend.BIG LOVE,Cecee

Here's to you Mike Krukow. Our life long Mike Krukow fans toast the career of one of the best to ever do it. They also react to the Tigers series and then play back some exclusive audio tracks of recent Giants playing their first few games with their new teams. Turns out no matter where you send Heliot Ramos and Robbie Ray, there they are.On the cocktail side of things, today Matthew is drinking a Grab Some Pine, Meat while Ben is drinking a I Wanna Get That (AKA Ugly Finder). Recipes below.Grab Some Pine, Meat!2 oz St. George Terroir Gin1/4 oz Dolin Dry Vermouth1/3 oz Yellow Chartreuse (Sub with Genepy or Benedictine if you don't have Yellow Chartreuse)1 dash orange bitters1 dash celery bitters (optional)Garnish: slapped rosemary sprig + beef jerky.Stir all of the ingredients in a mixing glass with ice until well-chilled. Strain into a nick and nora and carefully add garnish.I Wanna Get That (Ugly Finder)1 1/2 oz White Rum1/2 oz Galliano1 oz Lime Juice3/4 oz Simple Syrup2 oz Sparkling White WineCombine the rum, Galliano, lime juice and simple syrup in a shaker with ice and shake until chilled. Double strain the cocktail into a chilled champagne flute and top with the sparkling white wine.#doitforwilson

Send us Fan MailIntro: Melt the Guns (Boston N1)5. Halley's Comet (MSG N4)4. Bouncing Around the Room (MSG N1)3. Fuego (Boston N1)2. Crosseyed and Painless (MSG N5)1. You Enjoy Myself (MSG N5)Outro: Cold as Ice (MSG N1)Full Summer Stats!!!18 shows across 8 venuesTotal songs (323): [total time: 54 hours 13 minutes]Of those 323 songs, 141 of them went over 10 minutes Jams that went over 15 minutes: 56Jams that went over 20 minutes: 16Jams that went over 30 minutes: 6Jams that went over 40 minutes: 1Songs under 3 minutes (14): Cold as Ice, Lengthwise, Hold Your Head Up, The Horse, Catapult, Ha Ha Ha, I Didn't Know, The Star Spangled Banner, Sweet Adeline, Big Ball Jam, Kung, Vibration of Life, Rocky Top, Strange Design (Note: not counting songs played as part of a sandwich)Semi-bustouts (11): Fast Enough For You (54), Daniel Saw the Stone (55), Strange Design (61), Bold as Love (61), Lengthwise (73), Dinner and a Movie (82), Axilla (82), Big Black Furry Creatures From Mars (88), Weight (88), Contact (95), Scent of a Mule (96)Bustouts (27): Harpua (116), Drowned (119), Talk (122), Fire (132), Hold Your Head Up (135), Ass Handed (138), Makisupa Policeman (149), Avenu Malkenu (191), Catapult (223), Glide (225), Ha Ha Ha (231), Have Mercy (241), Kung (258), Sparks (357), Sweet Adeline (358), The Star-Spangled Banner (362), Love You (382), Back in the U.S.S.R. (485), La Grange (531), Purple Rain (535), Highway to Hell (659), Johnny B. Goode (927), Suspicious Minds (1,021), The Vibration of Life (1,027), Big Ball Jam (1,170), Cold as Ice (1,468), Melt the Guns (2,051)Debuts: None188 unique songs1.0 Songs: 1412.0-4.0 Songs: 47Covers: 36Artists covered more than once: The Beatles (3), Jimi Hendrix (3), Led Zeppelin (2), Prince (2), Talking Head (2), The Who (2)Sandwiches (8): Blaze On, McGrupp and the Watchful Hosemasters, David Bowie, Tube, Down with Disease, Tweezer (3)Total Repeats: 85Songs repeated 3 times (23): Back on the Train, Backwards Down the Number Line, Carini, Chalk Dust Torture, Everything's Right, Fuego, Light, Mike's Song, My Friend My Friend, No Men in No Man's Land, Prince Caspian, Ruby Waves, Runaway Jim, Say It To Me S.A.N.T.O.S., Sigma Oasis, Stash, Tweezer, Tweezer Reprise, A Wave of Hope, Weekapaug Groove, What's Going Through Your Mind, You Enjoy Myself, 2001Songs repeated 4 times (7): Character Zero, Free, Ghost, Harry Hood, Possum, Run Like an Antelope, Sand(Note: Not counting “sandwiches” as repeats)Average Show Gap:MSG N1 137.8MSG N2 132.5MSG N3 125.2MSG N4 79.6MSG N5 93.3MA N1 153.1MA N2 5.69Boston N1 now has the largest Average Show Gap in Phish history at 153.1. MSG N1-N3 rank 3rd-5th all-time, with 2nd place being 9/29/00 (139.3) and 6th place being 10/17/98 (100.2). “Longest ever” version played (19):Bouncing Around the RoomHornVulturesThe WedgeSightless Escape555Split Open and MeltEvolveCreamGolgi ApparatusThe Lizards Contact Life Saving GunAss HandedCariniTurtle in the CloudsBugPurple RainMelt the Guns

The 2026 SEC Preview Part 2: "Ha ha ha, yes!"August Is Preview Season! Joined by the illustrious, salubrious, salaciously sly Davey McNight, we dive head first into the rest of the SEC's upcoming season from our new studio where we now live (without pants).It's good to be back! @ColorofGrey on Twitter/X@ColorofGreyStudio on Instagram #TheGreyZones #FeteGreenville www.GVLmedia.online

And then there were 11...(apologies, Matt's audio is a bit quiet - can't wait for some comedians to message/comment saying 'not quiet enough! HA HA HA') Eels v Panthers (01:44) Knights v Roosters (10:15) Rabbitohs v Storm (23:14) Raiders v Tigers (33:26) Bulldogs v Warriors (54:33) Cowboys v Broncos (01:02:56) Dragons v Titans (01:13:47) Sea Eagles v Sharks (01:22:16) NRLW (01:37:40) Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode of Derapy, this is my goat

Keith explores how investors can build legacy wealth by owning productive teak timber and the land beneath it in Panama.  Mike Cobb, an international real estate developer with over 30 years of experience, explains why Panama's legal framework, economic stability, and U.S. dollar economy make it a compelling destination for first-time offshore investors.  They discuss the long-term return profile of teak, its resilience as a hard asset, and common mistakes to avoid when investing internationally, along with how a sawmill and vertical integration can enhance returns.  This discussion highlights how the strategy can diversify both geography and asset type while also opening doors to potential residency options abroad. Episode Page: GetRichEducation.com/615 For access to properties or free help with a GRE Investment Coach, start here: GREmarketplace.com GRE Free Investment Coaching: GREinvestmentcoach.com Get mortgage loans for investment property: RidgeLendingGroup.com or call 855-74-RIDGE  or e-mail: info@RidgeLendingGroup.com Invest with Freedom Family Investments.  For predictable 10-12% quarterly returns, visit FreedomFamilyInvestments.com/GRE or text  FAMILY to 66866  Unlock truly passive real estate income—visit flockhomes.com/GRE today to see if your properties qualify for a 721 exchange with Flock Homes. To get in the best physical, mental, and professional shape of your life, go to DanielThomasHind.com and apply for Daniel's intensive 1-on-1 coaching for burnt-out entrepreneurs and executives. Will you please leave a review for the show? I'd be grateful. Search "how to leave an Apple Podcasts review"  For advertising inquiries, visit: GetRichEducation.com/ad Best Financial Education: GetRichEducation.com Get our wealth-building newsletter free— GREletter.com  Our YouTube Channel: www.youtube.com/c/GetRichEducation Follow us on Instagram: @getricheducation Complete episode transcript:   Keith Weinhold  0:01   Welcome to GRE. I'm your host Keith Weinhold, talking about a legacy investment. You can profit from this real asset long term, and so can your heirs. It's real estate, but not housing. It's a diverse and more primitive use type. Today on Get Rich Education, you know. Mid South Homebuyers, that top Memphis turnkey provider. I learned that a secret weapon behind their explosive growth is more than just you buying their properties. It's an executive coach. For nine years now, their CEO Terry Kerr and his COO Pat Mix have worked privately with a coach who I've now learned from too, and he doesn't market himself online anywhere. After 12 years behind the scenes, that coach is now making himself available exclusively for GRE listeners. His name is Daniel Thomas Hind. If you're a hard-charging business owner or investor who wants to get in the best shape of your life, physically, mentally, and professionally, you can fill out an application for a free consult. This is private one-on-one coaching for those willing to go to uncommon lengths to achieve uncommon results. Thanks to Daniel, we've all become better leaders, better operators, and better men. It started by showing up for ourselves. Now it's your turn. Go to DanielThomashind.com. H-I-N-D. That's DanielThomashind.com, and sign up before spots fill.   Keith Weinhold  1:35   What if you got your mortgage loans the same place I get mine? You sure can at Ridge Lending Group NMLS 42056. They provided GRE listeners with more loans than anyone because Ridge specializes in investment property. They'll help you build a long-term plan for growing your real estate empire with leverage. Start your prequal and even chat directly with President Caeli Ridge while it's on your mind. Start at ridgelendinggroup.com. That's ridgelendinggroup.com.   Speaker 1  2:08   You're listening to the show that has created more financial freedom than nearly any show in the world. This is Get Rich Education.   Keith Weinhold  2:24   Welcome to GRE from Cherokee, North Carolina, to Cherokee, Panama, and across 188 nations worldwide. I'm your host Keith Weinhold. Welcome back to another Wealth Building Week. You are inside Get Rich Education, where financially free beats debt free. Today we're talking about a specific investment that is not residential real estate. In fact, it's a more primordial real estate type that predates housing. So therefore, it is lucid and intelligible. It's easy to understand. Sort of the opposite of more arcane investment like AI data centers or crypto mining. At a basic level, this makes it easy to understand, and there aren't any tenants to manage. It also does not pay you as often as monthly, though as you'll learn, there is income and appreciation is expected too. Now, if you invest outside your home country, you're probably going to want to be diligent and select a politically stable nation that also has an operator based in that region with a fantastic track record. It helps if they're close to the U.S. This small nation is close to the U.S. in both geographic proximity and economically. Their currency is even the U.S. dollar. They even share an electrical system with the U.S. with the same outlets and voltages. As you might be guessing, where I'm talking about, this nation also has a consumer culture somewhat similar to the U.S. with American restaurants and retailers and brands in our real estate world. What we find more important is how, like the U.S. this nation is a constitutional presidential republic, and both nations have these separate executive, legislative, and judicial branches, the three branches and elected presidents, in these competitive multi-party elections, and both America and this place have market-oriented economies that emphasize private property and private enterprise, banking and financial services, international commerce, logistics, ports, and aviation.   Keith Weinhold  4:49   Today, we're talking about the opportunity for you to own productive timber and the land beneath it, teak hardwood trees in Panama, a quarter-acre parcel. At a time with your name on the deed, that direct ownership is known as fee simple ownership. I have directly invested in Panama for about 11 years myself. Now, though teak might be able to survive in a climate like Hawaii, mere survival is not enough in the U.S. It is difficult to impossible to find anywhere that grows productive plantation teak. Here in the late 2020s decade, we've had bouts of El Nino or La Nina a lot of places in the world, and that has severely weakened some crop types. Other providers of different agricultural investments are failing, but not this teak. They're resilient, and we'll get into the physical properties of the teak. I'm going to ask today's distinguished guest about that. He and his business partners planted some select timber 27 years ago, and they've been offering teak hardware parcels to investors for that long, 27 years, and for about the last 10 years to GRE investors. Hundreds of you are participating now, but I'm going to wait to ask more about the physical teak product itself until later, because what's more important are the investment environment and the strength of the operator. So learn more about this and what the projected investment returns are, and just how much exactly does a quarter-acre parcel of teak cost? If you so choose, owning teak parcels also gives you the option of residency status in Panama, and you only need to spend two days there every two years in part of maintaining that status, they offer investor in-person tours of the teak plantations too because they're proud of what they do there. I expect a fascinating discussion with Mike, the teak company co-founder and CEO. This week's guest has become a friend since I met him about 10 years ago. He co-founded and is CEO of an international real estate development company. He's got active projects throughout Central America. He's been doing it for more than 30 years, so he's not a tinkerer and not trying out project concepts.   Keith Weinhold  7:26   And at this point, he's helped thousands of North Americans diversify their portfolios through international real estate ownership and residency planning, and even lifestyle investing. And if you've ever attended an investment conference on something like global diversification. You might have seen him speak there because he's such a frequent, recognized speaker and voice, and he's authored multiple books on real estate, financial freedom, expat living, and just unlocking a better lifestyle. Hey, welcome back onto the show, Mike Cobb.   Mike Cobb  7:59   Oh Keith, nice to be with you. And you're right. 10 years, we've enjoyed one another's company at many conferences. It's always great to be back with you virtually. I look forward to seeing you again personally one of these days as well. And yeah, thank you for the very kind words on the intro.   Keith Weinhold  8:14   Yeah, if I'm teetering on whether or not to attend a conference, I ask myself, is Mike going to be there? That's right.   Mike Cobb  8:20   We'll hang out,   Keith Weinhold  8:22   100% And you know, Mike, he's also an avid reader of GRE's "Don't Quit Your Daydream" newsletter. So then, clearly, he's even smarter than you've ever thought. You heard him on the show before, so you knew he was smart, but now he's even smarter than you ever knew since he's a reader. Tell us what you like about the newsletter.   Mike Cobb  8:40   You know, Keith. I gotta say, every issue that comes in, I read it. By the way, today's issue said read before Thursday, so you give me a couple days tomorrow at least to read it. Anyway, no, you know what? You are so powerfully succinct. The charts that you put in are wonderful. You were a geographer major, and and so spatial things are important. I also recognize. I love the charts. I love the graphs, and I hate to even say I love sort of the I hate to call it the trivial information, but you know enough data points that seem trivial when you put a theory around them actually become meaningful. And what you are able to do is you're able to connect dots that most people don't connect. That's the hallmark of genius, and I think you are a genius, by the way. And I think your newsletter shows that. And so, thanks for putting it out. Your readers are very, very fortunate to have you there, giving them the kinds of information that are super relevant in the marketplace at one level and on a specific level. But even more important, creating the theoretical constructs that allow them to understand the why of something's happening because you know if you understand the why of something you know it makes a lot more sense first of all but it also allows us to maybe forecast the next what coming down the pike and if we can be on the front edge of something or you know being able to look over the hill or around the bend that's. Powerful in the marketplace, and and you bring that power to your readers. Well done, man.   Keith Weinhold  10:04   Thanks. Yeah, it's not just what; it's why this matters. And that was an incredibly kind thing to say. I write every word of the letter myself, and you, the listener, you can get the letter free now@greletter.com I send it about weekly, and Mike, I know that U.S. investors, including some Get Rich Education followers, they've been increasingly looking offshore for one thing many perceive the political risk has palpably higher than it was a few years ago. So, just broadly, tell us more about what North American investors seem to be looking for.   Mike Cobb  10:42   Sure, I summed it up earlier today. I was talking with a conference organizer, and he was really giving me the hard sell on why I should come to his conference. And it's probably not a good fit. But I heard myself say it for the first time. What we really help folks do in certain spheres, but maybe in this sphere, is help people get a good night's sleep, you know, peace of mind, right? And when you've got the political turmoil, you wrote an article or a newsletter a couple weeks ago, and it was about inflation, the kinds of things that were happening, and it was so spot on. And I think your readers, and not just your readers, but people who are tuned into what's really happening from a political standpoint, a financial standpoint. There is no way you can print this much money. There's no way you can have these kinds of things going on all the time that create a huge run-up of debt, right? And it's not even the debt; it's the implications of the debt. What's going to happen next? How's this thing going to unwind, right? And so when you have all of this stuff going on. You have people who are really, really worried about their future. It's a financial future. I say there are two train wrecks. There's a train wreck of debt, which is what I just talked about, and there's a train wreck of freedom. And that train wreck of freedom is really, in some ways, a result of the train wreck of debt. But when you've got a train wreck or two train wrecks happening, we really have three choices. We can ride it out, right? Take the ride and go for the crash, right? We can do something about it, but we really have to do something about it before. I'm going to mix a metaphor here, but if you know a hurricane's coming in three or four days, you don't wait till the wind's blowing 150 miles an hour to put up the plywood, right? You get out there while the sun's still shining. You put up the plywood, and then when the hurricane hits, like you got plywood over the windows, and you can ride out the storm. And this is where I think so many people are today. They're recognizing this hurricane is coming. The problem is, is that I don't think people always know where to go get plywood, right? What do I do? How do I protect myself and my assets, right?   Mike Cobb  12:38   And what this conversation right here is about is here's one kind of plywood you can put up on your window and the diversification overseas the diversification internationally into a hard asset that is not really inflation proof because I'm not sure there is such a thing but largely inflation proof or a big a great hedge against inflation real stuff hard assets real estate timber commodity right this is. what so many people are now looking at, and then the other piece of it is you can layer in a residency, which starts to give you that political plan B. You've got an economic plan B, kind of the hedge against inflation, but you've got this residency component that gives you sort of a hedge against the political uncertainty, and 1000s of folks have moved in this direction. Several 100, I think it's about 600 folks now, have picked up the residency as part of their timber investment as well. So a lot of different things going on, but I think they do circle all the way back to this train wreck of debt and a train wreck of freedom, the political divisiveness kind of what's happening.   Keith Weinhold  13:40   Now, what if someone hasn't invested in a hard asset overseas before, Mike? I'm thinking some people might come ask you. You know, why would I do this? For example, I live in the United States, where we have a rule of law and stable, mature markets and high property ownership rights. So, why should I look to diversify internationally with hard assets,   Mike Cobb  14:01   yeah, I think there's a general answer, and then maybe a couple specific answers. Generally, you know, I would never bet against the U.S. the U.S. economy. We're the largest economy in the world. I would never bet against it, right? But I think that for prudence, we would all want to have at least another basket for a few of our eggs: 5% 10% 20% Pick. Pick a number that's comfortable, but have some of your investable net worth outside your home country. Like that's just prudent, right? Why would you have everything all in one basket? And so we see that as a general answer. Specifically, a country like Panama, where we do have artique plantations, they have public title escritora publica. It's fee simple title, but in the civil law, so it's called escritora publica. The rule of law is strong in Panama. And then the other thing about Panama that I absolutely love is you have the canal, and the canal provides both economic stability and political stability. On the economic side, it generates just. Under $5 billion a year of cash flow, year in year out, right? So just it's like an ATM machine for a country with a population of about 4 million people. Do the math on that; like that's a huge amount of money on a per capita basis, right?   Keith Weinhold  15:13   Narrow water passages have really been newsworthy for a long time now, too.   Mike Cobb  15:16   Well, they have, and just like the Strait of Hormuz, right? You know, people sometimes go. I hear it said, "Oh, the canal is a vital strategic U.S. interest. That is absolutely 100% correct. But if you're a country that produces any goods that ship, or you're a country that receives any goods by ship, that canal is a strategic interest to you, and by definition, that's every country in the world. Every country in the world wants that canal open and transiting, right? Because everybody either produces or receives or both, right? And so you've got the political stability element as well as the economic stability element. You've got the rule of law. Panama is a great, great place for that person who you mentioned who's never done an overseas investment, never gone offshore, right? What's an easy place to start? What's one of the safest places to start is Panama, and it's in this hemisphere too, so it's close. I mean, you can get there for three hours from Miami, three and a half hours from Houston. Flights all over to U.S. Canada. It's easy. So I think a lot of folks see Panama as a very, very easy way to make that first step overseas.   Keith Weinhold  16:25   I happen to know that you just flew in from Panama. You're in the United States today, but you're constantly going to Central America. You span time zones more often than almost anyone I know. You mentioned fee simple ownership in there. For those that don't know, I think of that as direct ownership, where you don't have some weird administrative government layer in there that can dilute your hard asset.   Mike Cobb  16:47   Right, you can own it in your own name, you can own it in a corporation, so it's easy to own it. But yeah, no layering, right? By the way, the Constitution treats owners who are Panamanian the same exact ways it treats all foreign owners, and actually, we do business all over Central America. The one thing that we look for is a a legal regime that protects foreigners and foreign investors the same as it does domestic. Panama does that.   Keith Weinhold  17:12   Yeah, so investing in hard asset in Panama is a bit like investing internationally with training wheels on, due to its close relationship with the United States bolstered by the Panama Canal, but yet if someone hasn't invested internationally first, there are still a few mistakes to avoid. Maybe things that one isn't aware of. Can you tell us more about that?    Mike Cobb  17:33   The biggest danger people have when they make their first foreign investment is what I call margarita madness, right? And a lot of times it happens. You're on vacation in Cancun. You're having the time of your life. You're you just went parasailing, whatever. You're walking down the beach, and some developer says, "Hey, come on up here and take a look at my condo project. You know, and we'll buy you dinner at Senior Frogs tonight. We'll give you a coupon or whatever, right?   Keith Weinhold  17:55   Right.   Mike Cobb  17:55   And a lot of people do that, and then later that night, that's Senior Frogs. They're celebrating the condo they just bought, right? I mean, it's not how we transact real estate in the U.S. and Canada. There's a due diligence process. There's a due diligence period. It takes weeks or months to transact on a property, not hours, right? And so the single biggest mistake is that, and the way that we really can resolve it. I mean, my book is all about this. In fact, you have a copy, and I think you've helped some of your your readers and listeners get copies as well. It's called "How to Buy Your Home Overseas and Get It Right the First Time, and it really boils down to three simple principles: buy what you see. Is it there? Right. Own community. Right. Make sure it's in a place where you have people around. Right? Because there are a lot of ghost towns out there, and then know the developer. Do your due diligence on the developer himself, right? So you've got these three principles, and if you follow those three principles, you could do a lot better. But I actually think there's even a better way, and it has to do with character. It has to do with us, and you know when we move to the developing world, anywhere outside of you know North America, Northern Europe, maybe Australia, New Zealand, right? We're moving from the land of seller beware, right? Think lemon laws, think Ralph Nader, think advocacy groups, you know, lots of laws and regulations that control the seller, to the world of buyer beware, where none of those laws exist, and so now you're on your own. And because we've been living and transacting our whole lives in a seller beware environment, in a bubble of protection, we're protected by the government, right? We think we are. We'll just say that anyway. But we're protected. We're in a bubble, and we move to the land of buyer beware.   Mike Cobb  19:38   The problem is we don't really know how to transact. We don't know the right questions to ask, and our single biggest advantage, our single biggest attribute or asset that we have, is actually humility, because we don't know what we don't know, and we have to forget what we think we know. Assumptions, right? We can't bring assumptions with us that hold true. Some do some. Don't right. If we approach a transaction overseas with humility, there are no dumb questions. I'm going to ask every question I can think of. I'm going to do as much research as I can within a limited period of time. I'm not going to not analysis to paralysis forever. I'm going to say, look, I'm going to spend the next 30 days. I'm going to do a ton of due diligence, and at the end of 30 days, if I like what I say, I'm going to transact, right? So you're you're not getting the deer in the headlights never to do something, right? But you know, several weeks, maybe a month or two, depending on what it is you're doing, is enough time to do really, really good due diligence. Ask all the questions you can think of, but approach it with humility. And when we do those things, we transact so much, so much better than if we just rush into it with Margarita Madness.   Keith Weinhold  20:44   Right? People get caught up in those emotions with Margarita Madness and end up with a timeshare that they can't get rid of, or something like that. You said something so interesting there, Mike. When you move from the developed world to the developing world, you move from a seller beware world, like with some of the things you have to be aware of, and like you need to give disclosures and such into a buyer beware world. I hadn't thought of it that way before.   Mike Cobb  21:08   Yeah, and really, a lot of my book and a lot of the presentations that I've given, you've seen me give over the years, really deal with what I call a change in thought process. Because mostly in presentations, right? My goal in a presentation is to help somebody change how they think, to take away the bubble and understand that they're on their own, right? It's not really their own. They have you, they have me, they have other resources, right? But they don't have this bubble of government or regulations or laws out there protecting them anymore. Now it's the individual, and as an individual, I don't want to be rugged individual. I want to find other people that can help me, right? But I have to do that as opposed to it's just there for me, right? So if I can help people change how they think, they will transact so much better. They'll make better investments. They'll make investments that work for them in ways that they want them to work for them, right? They'll achieve the goal or the dream in a much, much, much higher percentage of the cases,   Keith Weinhold  22:04   we're talking about investing antique tree hardwood plantations, principally in Panama, like you mentioned, and we're talking about one mindset about crossing borders with our investing, and another is oftentimes, at least for GRE listeners, we're crossing asset use type because we're so used to residential rental housing. So when you cross into agriculture or forestry, I guess as it is with teak, what are some of the bridges to cross there as we change use type?    Mike Cobb  22:35   The reason I love timber generally and teak specifically in Panama in this case is that most people, most people, and I hope that many of your readers aren't most people. Most investors look at 20-five years and they simply say themselves, "No way, no way. And I love that because right now teak timber is being cut down 10 to 12 times faster than anyone is replanting it. And the reason people don't replant it is because most average investors come along and say, "Oh, it's 25 years. I can't wait 25 years. Well, you know what? Good, because the folks who do decide to move ahead and plant the teak, what that means is the price of teak is very highly likely to continue to increase in value far beyond inflation. Teak wholesale teak prices have gone up five and a half percent a year on average for the last 50-three years. I think that number is going to increase largely because there's this huge psychological barrier. People think, "Oh, 20-five years, but back in 1990-eight I bought 100-acre cattle pasture in Panama, and we had a professional forestry company plant it and maintain it for the last now 27 years, and two two and a half years ago, we started building a sawmill. Our sawmill is up and running. In fact, was just down there and brought back one of our first retail products. We're producing lumber. Our first container of lumber is headed out to a distributor in Colorado next week.   Keith Weinhold  23:56   Mike's holding up a nice cutting board for those in the audience.   Mike Cobb  24:00   Nice cutting board. We're setting up an e-commerce site. We're going business to consumer with cutting board, bath mat, shelving, tables, chairs. We have our whole production facility ramping up with new retail products. So the bottom line is, is yeah, man, it does take 25 years. You know.   Keith Weinhold  24:15   The lantation to harvest cycle. That's the 25 year span you're talking about here. The patience it takes for an investor.   Mike Cobb  24:21   Thank you. Yes, absolutely. And then, as we cut down this mature plantation that we we are now harvesting right now, it gets replanted, and the next 25 year harvest. I'm 61 Maybe I'll make 86 I don't know. Maybe not. Right. But my kids probably will, and they'll get the big harvest in 25 years, and then it'll replant, and maybe they'll get a next one, or maybe it'll be the grandkids, right? And so what we found savvy investors, people who are really not your average bear, right? And they think to themselves, how can I create generational wealth stewardship? I have enough money coming in. I mean, Keith, that the I mean, you can own teak for 10 grand. You can. Own a quarter acre of teak. You own the land. You own the trees. 10 grand, like it's 9000 something or other, but 10 grand, right? I mean, the bottom line is it's such an affordable, easy investment, right? And it turns into well over $100,000 in today's numbers. Who knows what inflation? But in today's numbers, buying power, you know, 10,000 turns into 100,000 right? Over 20-five years, and so most people who do this recognize the fact that they might get the first harvest, but it's their kids, their grandkids, their great grandkids who are going to get this harvest every 20-five years thereafter. And so the 20-five year thing becomes a wonderful thing, not a bad thing. Right, it keeps many people out, which keeps the price of teak high and growing, which we like. But it also creates this cash flow period. People go, "Oh, it doesn't cash flow. I'm like, "Absolutely, it does. It cash flows phenomenally four times a century. Like you have an internal rate of return of almost 11% 10 point something, right? You have an internal rate of return of 11% and it cash flows four times a century. This is a phenomenal cash flow investment. You might get to see the first one or the second one, but you're probably not seeing three or four. But somebody else in your lineage, your family, your heirs will see it, and they will all be so happy you made that decision to own teak.   Keith Weinhold  26:22   We're talking about the ability for you to own teak parcels and the land beneath it, title in your own name, one quarter of an acre at a time. We're going to talk more about that with Mike when we come back. You're listening to Get Rich Education. I'm your host Keith Weinhold. Flock Homes helps you retire from real estate and landlording, whether it's one problem property or your whole portfolio, through a 721 exchange, deferring your capital gains tax and depreciation recapture. It's a strategy long used by the ultra wealthy. Now mom and pop landlords can 721 their residential real estate. Request your initial valuation. See if your properties qualify at flockhomes.com/gre. That's flockehomes.com/gre.   Keith Weinhold  27:09   Let me ask you something: If you've worked hard to build wealth, is your money positioned to actually support your goals? A lot of accredited investors leave capital sitting in cash because it feels safe, but inflation and missed income opportunities can quietly erode its value. Freedom Family Investments offers freedom notes for investors seeking structured income backed by real estate. It's a straightforward approach built on real assets, not speculation. And full disclosure, I'm an investor myself. What I like is that their team walks you through how it all works, so you can decide if it aligns with your portfolio and income goals. Every investment carries risk, and nothing is guaranteed. But with a track record of consistent, on-time investor payouts, they built real credibility. Go to freedomfamilyinvestments.com to book a clarity call or text family to 66866 That's family to 66866.   Ken McElroy  28:12   This is Rich Dad advisor Ken McElroy. Listen to Get Rich Education with Keith Weinhold and don't quit your daydream.   Keith Weinhold  28:29   Welcome back to Get Rich Education. We're talking about international investing with teak tree plantations. This isn't something experimental. We're not talking about a tinkerer here. You have to be more careful when you go overseas, and we're talking about with the owner of an international company that's been doing this for 30 years, providing international investments. But the teak tree plantation, I think, began in 1998 or 1999 Is that right?   Mike Cobb  28:56   Yeah, 98 was the purchase of the property, and in the rainy season of 99 we planted the first 100 acres. Yep.   Keith Weinhold  29:03   Yeah. Well, talk to us more about that because you talked to us about how historically teak appreciates at about 5% per year. Tell us about how we get to that 11% internal rate of return.   Mike Cobb  29:15   Yeah. Sure. I mean, so two things. One, you've got the five and a half percent a year kind of calculated out over a very long period of time, 50-three years. So that's a pretty good statistical baseline. And then the fact that your trees actually physically grow, right? I mean, back in 2008 my joke is from 2008 to 2012 While the rest of us in real estate were hating life, my trees just simply kept growing, right? They just kept growing. And so what you start off with is about 100 maybe 110, I think, trees on a quarter acre, and in the end, after all the thinnings, you end up with somewhere between 22 and 25 trees per quarter acre, and each of those trees produces about 1.2 to 1.6 cubic meters of timber. For lumber, by the way, one of the things that we are working on, and you know, look at the end of the day, you had a walk, jog, run, right? And we're in the walk stage right now, but we're harvesting out all of the other elements of the teak tree. Your lumber piece, that just you know, sell it as boards, you know, one by fours, one by sixes, one by eights, whatever it is. Ship that stuff off. That's your 1.2 to 1.6 cubic meters, but you've got other pieces of the tree. You've got stuff that's too thin, the root stock that can be turned into other things, including cellucrete with cellulose, the ground up, the sawdust itself. We're saving all the sawdust. We're going to use that for cellulite. This is the math on this. Our investors get 80% of the net proceeds after processing costs, which is 15% my company gets 20% and so we, my company, has the highest incentive to drive the highest possible return to the investor possible because I get 20% of whatever I make for the investor, and so all the numbers we use are always the net investor number, right? And we have a business plan. All the numbers are laid out. It's all there, and it's pretty easy to see how the IRR gets up. About I think it's 10.6, 10.7% I can't remember. Just under 11% but it's all in the business plan, Keith. And again, this is part of that due diligence process, right? Get a copy of the business plan. Get on the phone with one of our property consultants maybe take a trip to Panama. I just got back. We just took a group of people. Yeah, we got tours. Yeah, we have tours, and so like as part of the due diligence process, come visit, come see the trees, come see the sawmill. Right? If it's something that makes sense from a an investment standpoint, yeah, the material, the facts, and the due diligence is all there for people to be able to pick up and do over a you know several week period, you know 30 days, 60 days, 90 days, whatever it is.   Keith Weinhold  31:47   Well, let's back up because seemingly you have had really good prescience. Because when we look at world agriculture today, we see some problems. Whether some people want to call it erratic weather, other want to call it climate change, and how that's really ravaged some crops and created disruptions in certain produce. Or with coffee, you know, we've also got a cattle production problem, for example. But you've chosen something that's been really resilient. Tell us more about that resilience and just why teak of all crops and forestry.   Mike Cobb  32:22   Let me start by saying, who was it? Yogi Berra says, you know, predicting is hard to do, especially when it's about the future or something. Exactly. Yeah. Right. But I mean, look, we're talking about the future. I mean, who the heck knows, right? I mean, that's what makes it investing rather than you know something else. But teak has been grown in plantations for almost 400 years. It was started by the British in India, what was then Burman throughout Southeast Asia. And one of the things the Brits did so so well is they documented everything. They had statisticians keeping track of altitude, rainfall, soil types, different stock. I mean, just anything and everything that you could imagine, and so by the early 1900s, some of the best books about teak and teak plantation farming was written. I actually read those books in order to interview the forestry management companies in Panama that we would hire them to manage our plantation, because I don't know anything about it, right? But I wanted to be prepared to do the interviews, so I was. What amazed and fascinated me was this incredible track record of production for almost 400 years of teak as a commodity in the marketplace, and then for the last 50 years, 53 years, you know, seeing what's happened to the price of teak in that time period. Look, nobody can predict the future. Weather patterns change. Teak as a species, is very very resilient. You know, the highest quality teak is grown in very specific conditions, and the Darien province of Panama has exactly the conditions to produce the highest quality teak. If those conditions change, maybe the quality of the teak goes down. Maybe the quality of the teak goes up a little bit. Who knows, right? I mean, at the end of the day, we don't control weather. We don't control weather patterns. We don't control the future. But that thing goes back to the idea of diversification. Like, how can we mitigate against the future? I think we do that by just simply broad diversification. And if we have all of our assets and stocks, bonds, and rental real estate, we're pretty concentrated, especially if it's all in the United States, right? Our home country, for example, and so some diversification into other sectors probably makes sense. I know it makes sense for me because I think that's my way of hedging against the uncertainties of the future.   Keith Weinhold  34:37   Let's talk about the tree quality and then the sawmill, because some people don't understand that teak really has pretty special properties that maple or black cherry or oak doesn't have.   Mike Cobb  34:47   It does. It has a very very high oil content and it has a hardness that makes it extremely resistant to rot fungus, which is why it's used in the marine environment. If you look at Chris Craft. Boats or yachts. You always hear about teak, teak, teak. Teak is used in maritime environments because it holds up to the salt water-not just salt water-holds up to water, but even more so, salt water and the environment, which makes it unique. And so, even if you don't treat teak, right, you just leave it out. It turns gray, but it doesn't rot. And then you can come back. You can you know sand it and varnish it and turn it into that beautiful, rich color. It's a beautiful, beautiful wood. It's funny because it has furniture uses, outdoor furniture, patio furniture, things like that, decking. But now they're starting to use it in hardwood floors. They're using it in gates and fences and soffit materials. Again, outdoor uses, but it can be used indoors as well for very very fine furniture, which at the end of the day teak has a panache that a lot of these other woods don't have. Mahogany is certainly one mahogany. The thing about mahogany is it's softer, right? It's a softer wood. It carries some qualities in terms of the grains and the colors that make it a a very favorable product for cabinetry and other things. We actually looked at mahogany as a species to possibly grow, and it's about a 30-five to 40-year harvest cycle. And so, when we looked at that, we said, you know, we can get our heads around 20-five, and and maybe someday we will do some mahogany plantations as well. But for now, we we started with teak. Actually, when we did the analysis, I don't know if this is still true, but 27, 28 years ago, when I did the initial research and analysis, it had the best time value of money ROI.   Keith Weinhold  36:29   Ah, that's the first time I learned that. And some of these durability properties that you've been talking about really go back to my earlier question about how some more sensitive crops have been ravaged lately.   Mike Cobb  36:39   Yeah, it holds up very very well to the environment. By the way, it'll do well in pretty much everything but desert, right? If it rains too much, the teak will grow faster. Actually, it produces a less quality. The quality of the teak is less. If so, if panama's rain system changed and it started raining every day of the year, where we have it growing, teak trees would grow wonderfully. The quality of the teak would be lower, right? Still, be teak. It'd still be valuable, but not as valuable in the marketplace. So.   Keith Weinhold  37:08   Now you've been here to talk about teak before, but something that you added a few years ago was a sawmill to really bring some vertical integration there. And now you're not at the mercy, perhaps, of the price that you would need to sell to a lumberyard. Can you tell us more about how it's going with that?   Mike Cobb  37:22   Yeah, absolutely. Well, the bottom line is, is because we earn 20% of what we earn for the investor on their wood, our goal is to sell it for as high a possible price. And lumber does pretty well. I mean, you can sell logs. Let's just start there. You can cut the trees and sell the logs for X. You can turn the logs into lumber and sell it for you know whatever 578 x. You can turn it into things like cutting board, chairs, tables, a finished product, and there you're talking about you know not just five to 7x You're talking about another 10x on top of that. So that's like 30x right? I mean it's an incredible difference. So from log to finished product, it's about a 30 times differential in what you ultimately achieve out of the marketplace for return. Right now it takes longer to do it. There's more work involved, but at the end of the day, because you make more of the investor, we make more. Some of the teak is going to go out as finished product, and so we get a blended return of lumber. We don't do logs, but we're going to have a blended return of lumber and finished product that will push that yield up maybe higher than we've anticipated, which would be just fine with everybody.    Keith Weinhold  38:30   ll right, all right. Diversifying your exit, then. Well, before we learn about how we can get a hold of more information, is there any last thing that we should know about investing across international lines into teak, maybe something that I didn't think about asking you, Mike.   Mike Cobb  38:45   The only thing there is two of the teak farm parcels can be bundled together for a half acre with about a I don't know it's a seven $8,000 legal piece government fees to achieve a residency. So you can actually become a resident of Panama with the teak investment, and again coming in on about 600 folks have done the residency as well as the investment and ownership of the teak farms. So I would say that's a piece. Again, if people aren't sleeping well at night, they're worried about inflation, they're worried about social disruption, polarization, where things are headed, right? And they like the idea of the teak investment, then you know it may make sense to just do the extra government legal piece and get the residency card. I mean, I just did that. By the way, I think you know I'm a I'm a Nicaraguan resident because I lived in Nicaragua for 14 years.   Keith Weinhold  39:34   Mike is holding up his Nicaraguan ID.   Mike Cobb  39:37   but last summer I also got my Panama residency card, so now I have, y'all. I'm a U.S. resident, U.S. citizen, and I'm also a Nicaraguan. I think I held up my West Virginia driver's license. Hold on, let me go. Here's my Nicaraguan residency. Sorry, I was like, yeah. Wait a minute. Anyway, so right. So I'm a U.S. citizen, and I'm a resident of both Nicaragua and Panama. And so, this is something that a lot of folks choose to do because of the uncertainty, the political and social uncertainty in their lives. The teak itself will help with the economic uncertainty, but the residency then helps with the other two elements.   Keith Weinhold  40:15   Next time you fly in and you're doing customs in Panama City or Managua, show them your West Virginia driver's license and see how they like it. See what happens.   Mike Cobb  40:22   It wouldn't work. Hahaha.   Keith Weinhold  40:25   Well, the prices are low. You do not need to be an accredited investor in order to do this. So there's really no qualification bar to clear. There's really no limit in the number of parcels that you can buy. Some people like to purchase 10 parcels, but you can buy as little as one, and tell us more about that price.   Mike Cobb  40:42   Yeah, in fact, we've introduced Keith since the last time we talked a financing program. Oh,   Keith Weinhold  40:48   I didn't know that yet.   Mike Cobb  40:49   We did. That's a fairly new. It's a this year thing, right? So the teak parcels, I think 9890 or something, whatever. Call it 10 grand. The parcels just under $10,000.   Keith Weinhold  40:59   Okay.   Mike Cobb  40:59   Yeah, and they have a down payment and a credit card thing. I think it stretches maybe over a year or two, so it's a fairly short period. Let's people who don't have the entire 10,000 upfront who want the teak investment to be able to acquire it. And if they're doing the residency piece, the residency piece can only begin after the teak farm piece is acquired, right? But it can also lead to the residency piece over time. So yeah, and then there are some discounts on three of them and 10 of them. So we have a lot of people that actually end up getting them for. And and here's a really cool thing because it's titled in your own name, it can also be titled in a child's name or a grandchild's name. And so we have a lot of people that actually acquire them and they don't take ownership. They put it in their kid's name or their grand name. Yeah, so it's a wonderful way to move that asset already right out of the gates into the next generation or the next generation.   Keith Weinhold  41:52   So we're talking about diversifying at least twice, both internationally and then in a different asset type as well. This has been fascinating to learn about, Mike. It's just fascinating alone, I think, to learn about the geography and the teak itself. And like we touched on earlier, they do organize tours. Any reputable provider should do that. They're proud of what they offer there. Tours in the Darien province of Panama, in this case, to see your teak tree parcels. It's a really approachable price. If you want to learn more and get a report and perhaps purchase some parcels, Mike's one of our GRE marketplace providers. You can visit gremarketplace.com/teak or talk to your GRE investment coach. Mike has been fascinating as always. It's been great having you back on the show.   Mike Cobb  42:40   Nice to be here. Thank you, Keith.   Keith Weinhold  42:48   Teak is one of the more durable crops that there is. The demand for teak hardwood is substantial, and it's really growing. They have also had the same tree manager for all 27 years since the teak was planted, some real continuity there. The name of the manager is Heyo Forestall. There's a little to manage with the teak hardwood trees, like performing thinnings, and those thinnings do give investors like you intermittent income. So you're not waiting for absolutely everything for 25 years, but the income from the thinning is really small. Most of the return takes place in that 25 years, and it's interesting to me to see the profile of the GRE investor in teak because it attracts young investors, and maybe that's because the cost of entry is so low. It also attracts older investors because they more often have an eye toward passing along something productive to their heirs that is going to outlive them. A lot of them don't want to give their heirs money because money can be spent on fleeting trivialities. Also, the older a person is, they just have an easier time visualizing the fact of 25 years and knowing that it really will pass by. And yes, in-person tours are offered there in the Darien province of Panama, and there were 13 to 14 attendees on a recent tour. They do need to limit the group size, and the tours are for you, whether you're an existing investor or not. If you're just checking it out, that's for you too. If you believe that you want to attend a tour and you don't want to buy, I understand that you can get your money back from the tour.   Keith Weinhold  44:35   The next tour is in September. Each quarter-acre newborn teak parcel costs $9,680 $9,680 and over 20-five years, it's projected to produce about 110k in today's dollars. And yes, now with financing, we've talked about this investment on GRE before, but it's the first time where they now have financing in place, so you don't even need. 9680 to get started. Also, retirement funds might be eligible for use here. And really, when you think about the long-term horizon of this investment, retirement funds make sense. If this is potentially interesting to you, get a hold of the report that goes into the details and shows you some projections and more. You can do so by either contacting your GRE investment coach or visit gremarketplace.com/teek. Money may not grow on trees, but sometimes trees grow into money. Until next time, keep growing your means and maybe a few trees. You could visit gremarketplace.com/teak. Until next week, I'm your host Keith Weinhold. Don't quit your daydream.   Speaker 1  45:53   Nothing on this show should be considered specific, personal, or professional advice. Please consult an appropriate tax, legal, real estate, financial, or business professional for individualized advice. Opinions of guests are their own. Information is not guaranteed. All investment strategies have the potential for profit or loss. The host is operating on behalf of Get Rich Education LLC exclusively.    Keith Weinhold  46:21   The preceding program was brought to you by your home for wealth building. getricheduceducation.com  

This week we take a detour to have a one-on-one with an artist we've wanted to talk to since season one: Julia Masli, the creator and performer of the incredible Ha Ha Ha Ha Ha Ha Ha, which is making its way to San Diego starting on July 28th, and will be popping up at the Philadelphia Fringe this September.SHOW NOTESHa Ha Ha Ha Ha Ha Ha in San DiegoHa Ha Ha Ha Ha Ha Ha at the Philly FringeNext Stage Salon NYC: Finding Your AudienceSubscribe to No Proscenium Hosted on Acast. See acast.com/privacy for more information.

Love-letter from your host:Welcome to UNBOUND, sweet friend. I hope you find this at the perfect time. In today's episode you join me on the couch as I tell you one of my most underrated manifestation techniques, ever. I never even considered this to be BIG until a conversation I had a few years ago. My parents programmed this as a value into me, so it was just my rules of engagement with life. But now I see that when use this as my ROE .. Magic always follows. Results that don't make sense come from here. Same with amazing adventures. I hope you enjoy today's episode. I would love it if you left a review, or made some time to DM me your thoughts, breakthroughs, and something that could be of value for the UNBOUND community. We now have listeners in 32 countries. Wild. Because of this manifestation technique.Truly.Hahaha it never seizes to amaze me.Until next time, BIG LOVE, sweetness.BIG LOVE.-Cece

Well, it's fair to say Lionel Messi has still got it. A hat-trick on his return to the world stage. Should we really be surprised?Marcus, Jim & David are here to revel in his sheer brilliance as he nicks another of Cristiano Ronaldo's records. HAHAHA. Plus, FIFA threaten legal action against a Canadian weed shop and an important update on a fishy Kevin Keegan rug.Get your Ramble World Cup watch party tickets hereGet your Football Ramble x Admiral kit hereFind us on Bluesky, X, Instagram, TikTok and YouTube, and email us here: show@footballramble.com.Sign up to the Football Ramble Patreon for ad-free shows for just $5 per month: https://www.patreon.com/footballramble.***Please take the time to rate us on your podcast app. It means a great deal to the show and will make it easier for other potential listeners to find us. Thanks!*** The Football Ramble, the original and best football podcast. Brand new podcasts every single weekday throughout the Premier League season and every day throughout the 2026 FIFA World Cup.No cliches. No ex-pros like Peter Crouch or The Rest is Football. Just the funniest football conversation out there. Your guardian for the season, daily not weekly. Stick to the Ramble, totally. Hosted on Acast. See acast.com/privacy for more information.

"A million dollars a shot is my price. But I only take one a year. The rest of the time I maintain my skills." That was Francisco Scaramanga, the villain in The Man With the Golden Gun, played by the superb Christopher Lee. Who, interestingly, was a cousin of James Bond creator Ian Fleming and a regular golfing partner of his. Now, while I certainly wouldn't recommend following Scaramanga's career path, there's a valuable lesson in that line. The reason Scaramanga could ask such a high price was not because he worked all the time. It was because he spent most of his time practising, refining, and maintaining his skills so that when the moment came, he could perform at an exceptional level. And that brings us to this week's question, which is all about developing, and more importantly, maintaining, your skills at managing your work and your time.   Links: Email Me | Twitter | Facebook | Website | Linkedin   The COD Productivity Method  Learn more about the Quiet Productivity Method here   Get Your Copy Of Your Time, Your Way: Time Well Managed, Life Well Lived The Working With… Weekly Newsletter Carl Pullein Learning Centre Carl's YouTube Channel Carl Pullein Coaching Programmes Subscribe to my Substack  The Working With… Podcast Previous episodes page   Script |421 Hello, and welcome to episode 421 of the Your Time, Your Way Podcast. A podcast to answer all your questions about productivity, time management, self-development, and goal planning. My name is Carl Pullein, and I am your host of this show.  There's a belief, held by many, that becoming better at time management and productivity is something you learn once and then you're set.  Or all you need to do is buy the latest productivity tool and all your struggles disappear.  Hahaha, it's not quite so easy.  Theoretically, it may be possible to add a new app or use a new process for getting your work done. Unfortunately, life doesn't fit perfectly into the little boxes we create. There's always something different or new.  This is why the idea of plotting out every minute of your day on your calendar doesn't work in practice.  Simple, natural things are not always predictable. You don't know when you will need a bathroom break, or if a colleague asks you a question, or perhaps you spill your coffee all over your desk.  If any of these things happen when you have carefully mapped out every minute of your day, your day is ruined.  The missing pieces are flexibility and practice, and that is where this week's question comes in.  So, let me now hand you over to the Mystery Podcast Voice for this week's question.  This week's question comes from Kathy. Kathy asks, Hi Carl, I've recently taken your Time Sector System course and loved it. One thing that's worrying me, though, is that no matter how well I plan my week, by Tuesday, my whole plan is ruined. Do you have any tips on staying on plan when things become hectic? Hi Kathy, thank you for your question.  This is a common discovery. Once you know the theory, putting it into practice can show up bumps in the road that cause problems.  One of the first problems people face is changing habits. If, for instance, you've never planned a week or a day, getting into the habit of consistently doing so is hard.  After all, you've spent most of your life so far without having a plan; skipping a daily or weekly planning session isn't going to cause too many problems.  Yet when you are building your system, it's that skipping that causes a problem. The more times you don't do it, the longer it will take you to build the essential habits.  The goal is to use your new knowledge automatically. When you're processing your inbox, you instinctively know what to do. It's like there's a voice in your head asking the three questions: What is it? What do I need to do with it? When will I do it? When you start, asking these questions can be slow. You're naturally thinking too much. But when you've done it consistently for a few weeks, you think less, and you automatically move things to their rightful place.  Today, I can process an inbox of twenty items in less than 6 minutes. When I first started following this sequence of questions, though, it would easily have taken me twenty to thirty minutes. I was overthinking and learning patterns.  In one scene in The Man With the Golden Gun, Bond and Scaramanga are having lunch. The lunch begins amiably, but soon turns hostile. At one point, Bond reaches into his coat pocket to pull out his gun. The camera pans to Scaramanga, who is pointing his legendary golden gun at Bond.  The surprising thing here is that Scaramanga had to build his gun from a golden cigarette case, a lighter, a fountain pen, and a cufflink. All Bond had to do was pull his gun from his shoulder holster.  How was Scaramanga faster? Practice.  How many hours would Scaramanga have had to practice putting his gun together to get that fast?  I know, it's fiction. But the point is, you get faster the more you do something.  This is why people who continually switch apps are also consistently behind on their work. They remain stuck at being slow.  What's happening there is they have to learn new ways of getting things into their system, and then moving tasks, and learning all the new features. And that doesn't account for the time it takes to move everything over to the new app.  It's dead time. Instead, sticking with the apps you already have forces you to get better and faster at using them.  Then we come to the realisation that no two weeks are ever the same. No matter how carefully we plan something, things will inevitably go wrong.  This is where practice and experience come in.  I have a client who travels for work a lot. Sometimes he travels domestically; other times he travels internationally, often to the other side of the world, which involves 20 hours of flying time.  He found the Time Sector System worked brilliantly when he was working from his office, but it fell apart when he had to travel.  When we analysed the problem, we discovered that he was trying to run things the same way while travelling as he did at his office.  How many times have you booked a flight, found that WIFI would be available for the flight and thought, ah, I'll catch up on my email and messages when flying, only to discover that the WIFI doesn't work? Now, you could respond to your actionable emails while flying, but you won't be able to send them until you get into a WIFI zone. But that disruption to your plans can leave you feeling very frustrated.  The solution in this case was to have a travelling routine. On days when my client was travelling, he reduced his task list to the essentials. Rescheduling or postponing routine tasks  He also set up a routine for international travel, using the flight time to plan and clean things up. None of which required WIFI.  The first few times he used this new process, he found he needed to make adjustments, but after a few tries, he had it working perfectly.  And that's the key part. Build in flexibility.  In my client's case, it was not to try and follow the same system when travelling as he does when at the office.  When you plan your week, allow for the unexpected.  One way to do this is to ensure that, when you plan your week, you have time for the essential things. That would be your core work and the parts of your life you have decided are important. Time with family and friends, hobbies and exercise, for example.  Once you have those on your calendar, then really you have the beginnings of a solid plan that should be flexible enough.  Hopefully, you have already locked in your core work.  When I was a teacher, I had an hour each day protected for class preparation. I was teaching around four to five hours a day; those times were fixed each month and were non-negotiable. I had to be in the classroom teaching.  The class preparation time did change from day to day, but it was always there, and I tried to fix it around the same time each day, which made it much easier to make it a habit.  The unknowns often come from project work. Projects, by their very nature, are unique. Each one requires something different. You will find that while you may not be able to plan precisely what needs to be done at a weekly level, scheduling time to work on your projects each week will help ensure you have enough time to keep these moving forward.  If you've ever read Stephen Covey's 7 Habits of Highly Effective People, you will no doubt remember the chapter: Sharpen the Saw.  In the chapter, Stephen Covey uses the example of a wood cutter who's working so hard that they never stop to sharpen the saw. Over time, the time required to cut the tree increases, not because the woodcutter is getting weaker, but because the saw is becoming blunter.  Your time management and productivity skills operate the same way. Sometimes you have to stop and sharpen your skills.  For example, I use an iPhone, and every time Apple updates its iPhone operating system, I review my collecting methods to see if anything in the new software will make collecting faster.  For example, when Apple added the action button to their phones, it let me map that button to add tasks to my task manager's inbox. It's super fast, and after a few days it became automatic for me to tap the action button when I needed to add something.  The most productive people I know spend time improving their ability to produce. This is why athletes train, musicians practise scales, pilots rehearse procedures, and surgeons continually update their skills. The performance people see is only possible because of the preparation and practice nobody sees. This is also why the Scaramanga quote fits this question. His point was essentially the same. As he said: “The rest of the time I maintain my skills.” Scaramanga's version is darker, of course, but the principle is identical. Exceptional performance is not the result of the moment itself; it's the result of the time spent preparing for that moment. If you find that by Tuesday your plan for the week looks destroyed, allow for that when you plan your week.  One way you can do this is to plan your objectives.  What is it that you want to get accomplished next week? These could be: To finish an important proposal Get on top of your emails To clean up the garden  To exercise a minimum of four times To update your LinkedIn profile With these five objectives, you can then decide when you will do them.  One tip here is to front-load your week with these activities. This way, if you do get waylaid, there's still time to recover in the week.  This reminds me of a story from one of the world's top rugby coaches. When he joined a new team, he found that if the team got ahead early in the game, they invariably won.  However, when they went behind early on, the likelihood was they would lose.  When he analysed this, he found that the team panicked when they fell behind, dropped their plan, and spent too much of the game taking unnecessary risks to get ahead.  He reminded the team that it was an 80-minute game and that what really mattered was sticking to their plan.  Tackle aggressively, maintain their defensive line and minimise mistakes. If they stuck to that, they would likely end the game ahead.  You don't win games in the first twenty minutes. You win the game over 80 minutes. It's the same for you, Kathy; you don't win or lose the week early on. You win the week by sticking to your plan and making adjustments where necessary, without losing sight of it.  I hope that has helped. Thank you for your question. And thank you to you, too, for listening.  It just remains for me to wish you all a very, very productive week.   

Alison Brie takes her shoes off to talk about He-Man and even other things. Don't believe me? Hahaha, okay.

Toadies...Power...Christians...

Nick Kroll (Too Much Tuna, Big Mouth, Kroll Show, Mating Season, Date Night, Sing, The League) takes his shoes off for the second time as he and Rick Glassman talk about stuff. Don't believe me? Hahaha, okay.

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Tiff and Nikki continue the topic of your practice's vision by discussing how to turn it into something your entire team believes in. They discuss believing in your own vision first, communicating it to your team, establishing consistency and repetition so everyone remembers it, and more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello Dental A Team listeners. I'm so excited to be here with you guys today. You know I say that every single time because I truly love what we do. I love what Dental A Team stands for and I love the podcast. and set out a long time ago to really, really, really just provide so much amazing, incredible information for the dental world and beyond. We have listeners on here who are not a part of the dental world. We serve all kinds of business owners and ⁓ healthcare providers and all kinds of people. So it's just really cool. And I want you guys to know how special you are.   And today I have with me a super special guest, someone you guys have not heard from before. I get the amazing privilege of bringing Ms. Nikki Mack onto the stage with us here today in our little podcast universe. Nikki, welcome. How are you today?   Nikki Mack (00:31) Okay.   I'm so good, I'm so excited to finally get to be a part of it. I'm on the other side now, long time listener, first time participator. ⁓   The Dental A Team (00:53) Yeah.   I love that you have been a long time listener. So thank you for that. And for those of you who have not yet met Nikki, you probably were not at our in-person event in February, which means you should get your tail over there next time so that you can meet all of us in person. And very specifically, Miss Nikki Mack here. She has joined our team. She is new to Dental A Team is what we like to say, but she has been in consulting in the DSO world in the   you know, general practitioner role, the family practice role, like all over the place. She's been, she has so much experience. She's been all over the block. We'll call her Nikki from the block from now on. I've got your nickname, Nikki. Yeah, there you go. Carol come up with a new one. But Nikki's, Nikki has been with our team for a few months now. We are just so, so happy to have you, Nikki, a wealth of knowledge. Your clients are already seeing massive results. They are.   Nikki Mack (01:36) love it.   The Dental A Team (01:49) loving you and you connect so easily. So everyone just give Nikki a huge shout out and come meet her at our next in-person event in September here in Phoenix. So Nikki, welcome and gosh tell me I'll do an icebreaker for you for the world here. I know, I didn't prep you for this. Yep, unscripted, that happens. That's how my brain works. So let's talk   Nikki Mack (02:03) Yeah.   Ooh, okay, unscripted. Love it.   The Dental A Team (02:16) Let's talk dental, we won't get too crazy. Tell us your favorite position within the dental world. It doesn't have to be within the practice, it can be outside. What's your favorite position you've ever held?   Nikki Mack (02:28) that I've ever held. ⁓ This is probably gonna come as a surprise or not. ⁓ Marketing, like doing the like B2B marketing and stuff. ⁓ I just, I love being able to get out and connect with lots of practices and being able to represent my team. You know, when I go out like on behalf of a doctor, it's super exciting. Cause like I love the office I'm in. I love the team I work with and the doctor I work for and getting to be the person that   The Dental A Team (02:35) I'll ask them.   Nikki Mack (02:56) like shares our office with the world. ⁓ It's just, it's so fun. So, and you get to meet new people, yeah.   The Dental A Team (03:01) That's really cool.   Yeah. Yeah. Yeah. I feel like you thrive meeting new people so I could see that for sure. That's awesome. What kind of practice did you do B2B marketing for?   Nikki Mack (03:06) Hahaha.   So that was my time with ⁓ pediatrics and orthodontics. Yep, the most. So yeah, fun events and things like that.   The Dental A Team (03:16) Awesome. I figured. Yeah, that's so cool. Yeah,   yeah, we have a lot of pediatric practices and a few ortho actually. So I know the team will be picking your brain because marketing for pediatrics is a massive space to ⁓ unfold, we shall say. Awesome. Very cool.   Nikki Mack (03:33) Yeah.   The Dental A Team (03:36) Well, today, you guys, we really wanted to chat with you some about your vision and communicating your vision. So we walked you through quite a few times. And if you haven't heard them go back through and listen. If you haven't worked with your consultant yet to get your vision out, go call your consultant. We've worked through kind of how to get your vision, how to get there. And I think you guys might remember, I think it was Dana and I, or Christie and I, really chatting about how like your vision, your mission, your reason for being here isn't necessarily.   what is scripted on your wall that says bringing great smiles to our community. Like, yeah, we're bringing great smiles to our community, but what does that great smile mean? How are we actually impacting the people? And today we wanted to chat. I wanted to pick Nikki's brain here on how to communicate that across to your team. So your team actually believes it. And I think more than anything, Nikki, it's really how do dentists and how do you coach your doctors on   expressing their vision in a way that the team not only believes it, because I think there's a difference in like believing it, I can believe that that's your vision, like cool, yep, that's your vision. And me as a team member living it and breathing it, it's a massive difference. So believing it and standing behind it. And with your experience, the things that you've done and the coaching you do now,   How do you help doctors to really, practice owners to really take that vision and create it to be something that a team can move forward with?   Nikki Mack (05:07) Well, and I think a big part of it really stems from that leadership piece and having a team that values you and believes in you as a leader. And then the vision just supports that. But you kind of hit on it. You have to believe it too. If I'm the doctor or the practice owner and I'm unclear on my vision, how can I expect my team to understand it or follow it? Now you'll always have those employees that just value you and will lead wherever you go. Right. doc, we're going to be, I want it. But   The Dental A Team (05:35) Yeah.   Nikki Mack (05:36) Some need to know why we're going there. They'll do what you need, but why are we doing it? So my first step with a team or a doctor is usually what really is your vision? Not what you think your vision is. Let's talk about what is your vision and how do we use that to get ourselves where we want to be? How do we use that to support our goals?   The Dental A Team (05:56) I love that I actually are making me think of something that I heard the other day on is on a Mel Robbins was actually her book, the left them theory. So some of you guys may have heard this or read it. And she talks about, I'm going to botch the first name, but one of the Toyota brothers has the theory of five wise and ask it was forced like she is in context. I'm sure he is in context of when you're bothered by something or you have like a miscommunication or an upset in life, asking yourself like, why does this bother me but   As you're speaking, Nikki, I'm actually thinking it's so hard to dig to your root. why I think is for me, my quote unquote, why are my vision is it feels like it's my purpose. And I think we spend our entire lives seeking our purpose. And we're like, why am I, we've read the purpose driven, you know, books and all these things. And we're constantly looking for it, but realistically it's getting under the surface layers of your thoughts.   because there's so much wrapped around what you think it should be, how you think it should be perceived, how you think it should be ⁓ communicated to anyone. And so I wonder even like that five why theory is, you know, why do I want to change smiles in my community? Well, because, okay, why is that important to me? Well, because and really taking it so deep. I feel like when you feel that emotional tug, and then you speak from that emotion,   that's your why. And the people around you, I mean, I guess if they're the right people, right, if they're the wrong people on the right bus, they're probably not going to feel the emotional tug to it as well, you know, right alongside with you. But when you do finally get to that emotional tug why, I feel like people can't help but be like, yeah, let's do that. Like that sounds freaking amazing. And it might not be specifically my why, but I want to support you in it because I'm so excited.   by your excitement for what you're about to step into the world to do.   Nikki Mack (07:57) Yep, I think excitement is the key word there. You have to be excited about your why and your team has to as well. It's some of the doctors I still think about, you all these years later that I worked for, it's their why and how excited they were to fulfill that purpose, right? And we get to, you know, change the face of dentistry, right? All these people that hate going to the dentist and then they get to come to our office and now they have a different outlook. Like those whys that drive you.   they inspire your team. And that's that kind of key to leadership. You have to understand that piece and be super clear because that's what drives your team, I think, at their core too. Especially to your point, when it's the right people, you're aligned and you guys are just rowing that boat forward, right?   The Dental A Team (08:39) Yeah.   Yeah, and then allows   them the space your team to search for their own. So I know when Kiera got really clear on her why and the vision for this company, it was like, I can live that. And then I saw, this is how mine actually like follow suit or attaches to Kiera's and the company's why how I serve a purpose in this company based on what I want to do in the world.   how I want to show up and how I want to impact the world, I can see how my purpose is served within the company, why as well.   Nikki Mack (09:22) Exactly. Yep. And that I think too, when you're working at a team, because if you're a doctor or a practice owner and you're growing or you're just leveling up, it's challenging sometimes. And it's that drive and that why that helps keep both you and your team motivated to push towards that end result. That's why we see a patient through lunch. That's why we start a same day for someone who really needs it. It's why we do those things. And that makes it to where   the goal makes sense. It's not just spinning our wheels. Yeah.   The Dental A Team (09:52) Yeah.   Yeah,   and ⁓ working through lunch makes me think of, ⁓ you know, one, we've all done that, right, the freaking root canal that has to go through lunch every single time. But when you're attached to how we're here to serve and show up for our patients, working through lunch is a lot less daunting. I know there are some days that I'm like, heck yeah, let's do it. Let's go. Let's go. Let's help this person. And there are other days that I was like, ⁓ another lunch hour. Like, what the heck, but like, I still got lunch. I just took lunch after.   Nikki Mack (09:58) Hahaha   Ha   The Dental A Team (10:22) lunch or before lunch, like we still worked it out, but there were some days that it was like inspiring to help this person. And then there were other days that it was like, I kind of forgot our reason and our purpose. And it was more like it was being forced on me. And those were different seasons of practice and different seasons of, of life there within. But I agree. That's my point there. And I think once you have that, then you're literally, you're speaking it. And, and I think   Nikki Mack (10:45) Yeah.   The Dental A Team (10:51) Something that we often miss is the repetition that's needed in life for everything. needs to be repeated. We have to build systems. People, I think, think life can be so mundane and it's like routines suck. Like you shouldn't have like all of your life shouldn't be a routine. Like no, actually consistency is human nature. We want to be consistent. We want the routines. And when we're not repeating things, they get lost and they get forgotten.   Nikki Mack (10:57) Yes.   The Dental A Team (11:20) And I think Nikki, something I've noticed in coaching is that we'll key in on it. Doctors are like, heck yeah, let's do it. And then six months later, they're just in the mundane and they're like, I'm working through lunch again, this sucks. So how do you help your doctors and your teams to stay in their why in that vision?   Nikki Mack (11:41) Well, and it's funny you mentioned how you do get to that point where you're like, why are we doing this? You have to revisit it. So I think the same way that we talk about doctors and practice owners being clear with themselves before they hit the team, you also have to revisit it as a team. So one of the things I've suggested in my coaching before is like about quarterly or at least twice a year in our team meetings, we're readdressing that why and our mission, our values.   so that the team is clear. Because the day-to-day in a dental office is a whirlwind, right? And talk about routine and repetition. Sometimes it can be a grind, and that's a good thing, but you have to be able to circle back. And ⁓ what is that expression, slow down to speed up? We have to take a step back, and what is that vision? Why are we doing this? And is what we're doing aligning with our values, right? Working through lunch to help a patient, amazing. Love it, always wanna do it.   The Dental A Team (12:16) Yeah.   Yeah.   Nikki Mack (12:40) working through lunch just as a routine, because we're not scheduling well, that probably doesn't align with our vision and we need to kind of revisit it. So it's okay to evaluate our systems and our processes and how does this align with our vision and does it get us where we want to go? So I usually recommend absolutely quarterly is like my dream as your consultant, but at least a couple of times a year, how does this fit? Where are we at? Because you're going to have team change too, right? People are going to change positions. We might grow and get new team members.   And so we have to make sure that everybody's kind of on that same page and approaching it from the same place, I think is what keeps us ⁓ consistent and in that, you know, good mindset, that good position.   The Dental A Team (13:22) Yeah, and something you said sparked a thought. said, is this an alignment? like working through lunch to help somebody is an alignment. Working through lunch just because it's a routine, it may not be an alignment. And I think you keyed in on something really special there of really looking at what are we doing that is serving ROI and what are we doing that is pulling us away from ROI or just.   opposing our why because it's so easy in dentistry to get so like keyed in on just what's not working. So like let's just complain bucket and we're always working through lunch. Well, why does it suck? It sucks because it's not in alignment with what we said we wanted to do. That's why it sucks. If we said we are an office that works through lunch every single time, great.   we can be upset about it, but that we are in alignment with, this is what I'm choosing to do. But when that's not an alignment, that's where we get those upsets and that like rubbing raw situation. so Nikki, even like going through as often as you can, love the quarterly, love, I mean, do you guys want to talk about it every week? Please talk about it all the time. And Nikki is, yeah, it's like, bring those examples. What did we do this week? What did we do this quarter?   Nikki Mack (14:31) We're in.   The Dental A Team (14:41) that served our why, how did we help people? And when you start from there, you're inspired again. So we wanna talk about communicating your vision to your team so they believe it. Like what is your vision and how are we serving it? And how is that serving us as humans and serving our community I think is huge.   Nikki Mack (15:02) Yeah, 100%. It's how I think it establishes for you that baseline. You know, like we said, because we can always bring it back to our vision is what we're doing in alignment, is what we're doing supporting it, is what we're doing helping move it forward. And it's a way to not only grow, but hold ourselves accountable to, you know, the choices and decisions we're making, the systems we use, how do we reevaluate those and make sure that they make sense for the practice, the patients, you know, the team.   It's that mission, it's that values that we talk about that are gonna steer that ship, I think, yeah.   The Dental A Team (15:37) I think so too. And you keyed in again on like something massive is really how we choose to consult, how our company consults. Because what you just said is really looking at the systems, the protocols, the procedures, the things that we are doing every day, are they serving us and our mission and our vision and where we are going? And the reason Dental A Team doesn't pop into your team and into your practice with this massive cookbook that says A to Z, this is how you should do things.   is because you are an individual practice with an individual mission that's serving a different purpose than the guy down the street. And if we gave you and the guy down the street the same recipe book, it's not guaranteed to work. Are some things going to stick and some things going to work? Absolutely, 100 % hands down. Do we do the same systems and similar systems with each practice? 100 % hands down. But the autonomy in it is how does this system   serve you and what you said there Nikki is how are they how how are the systems and things that we're doing every day how are they pushing us forward it's exactly how we consult and you keying in on that is huge because your teams your practices Nikki are getting something really special from you because I know you lead with their why I've watched you do it I get to watch it on recap so I've watched your recap from your in-office visit you just had in Vegas it's   It just looked freaking incredible. And I know you know him as a human. You know his why. And everything that you did with that team served that and taught them to go back and see, OK, is this working to progress towards what our goals are for our vision and our practice goals, or is it detracting us?   Nikki Mack (17:27) Yeah, it's honestly, it's one of the things I love the best about being a part of Dental A Team is that we truly understand that every practice is different. And a lot of people say that because we know it, right? But I've worked in the dental sphere in a few different like worlds and specialties and, you know, like ownership profiles and everyone is so different. And that's not even counting demographics, right? You know, where we are, are we urban or we rural? Is it saturated? Is it not?   The Dental A Team (17:51) Yeah.   Nikki Mack (17:56) And I think that's why there's just no blanket answer that fixes things. And Dental A Team does such a good job of getting to that why. And why do you want to get to a place? And here's how I can help you get there that stays true to you and your practice and your identity. For me, that's kind of the most fun part is if we know where we're going, then perfect. I've got some tools to put in your toolbox and help get us there, but it's got to feel like you. I can't do it for you or tell you how to be perfect.   I'm here to help you get there and make it work. And I think that's why teams get on board. We're not asking them to just do a cookie cutter situation. The doctor's involved, the team's involved, and it feels like you. It feels authentic. It's something that you can present. Circling back to my marketing thing, right? It's something your team can be proud of and sharing that with the world, whether it's the patients in their chair or the oral surgeon down the street or whatever that looks like.   The Dental A Team (18:43) Yeah.   Nikki Mack (18:54) That's why it's so important. It truly shapes every decision that you make in your practice. And I love getting to kind of help that discovery and then finding out those next steps. That's so important and empowering. I love it.   The Dental A Team (19:09) Yeah, I completely agree. You circle back to the marketing and I, I love that kind of marketing too. I really do. I love the beat. I love marketing. You can listen to a couple podcasts ago. ⁓ I love the marketing, but this is why because to me, the marketing is that relationship build and that like speaking of the vision because when you believe in a practice, you believe in what we're doing. You want people   to know, you want to talk about it, you want to invite them to the practice, you want to invite them to invite their friends and family members to the practice and leave great reviews and you want to do all of these things and when you think about it, if you're bought into it, you're like, yes, I want to serve this mission too in this vision, you're showing up different every day because now I'm showing up as the person, okay, wait, back up, like I said when we first started, right?   I said, know, I told you, before we got on here, told you, Kiera, prior to knowing me in person, personally, she stalked me on Facebook and she saw, wow, she's super fun. She's always on Facebook Live. She's doing Beachbody coaching. And I did, and I loved it. I loved it because I loved the energy and I loved the people. And obviously it like forced me to work out. Kiera thought she was hiring this like,   heck yeah, let's go cheerleader who is just 100 % on all the time. But what she didn't realize is I'm secretly like, not even secretly, I'm a very, I'm a Taurus through and through, like I'm the bull sleeping in the pasture as often as I can. So I'm super efficient so that I can have a ton of time to just do nothing if I want to do nothing. So what happens is here, right, I become Tiffanie that's podcasting.   I become Tiffanie who's showing up as your consultant. I become Tiffanie who's on stage. Just like we all show up a little bit differently in the space of life that we're living in. And it's putting on a show, but not with that negative connotation that that sounds like. Like, no, I'm here because I want to change lives. But when it's just, know, Tiff on the couch, like I am a much calmer, chiller person, not as much energy as being exerted. And it makes me   It makes me think of this because even at the dental practice when I was in office, when I showed up as a check-in, I was the check-in person and I was the first person you saw. I was like, hey, how's it going? Let's chat about your kids. Let's do this. Let's do that. And it invigorated me. It gave me energy in life to be able to do those things because I believed in what we were doing. And the moments that that vision got lost, that we weren't talking about it, or that life got stressful, the practice was stressful, the bills were stressful, the   ⁓ refinancings were they were stressful. Those are the times that I didn't know how to show up like that life was hard. I was getting depressed and I was like, what the heck and it all ties back to that significance piece of having a purpose and when I know the why of the of the person that I'm dedicating my life work to, it gives me a sense of purpose, if that makes sense.   Nikki Mack (22:19) Nope, total sense, because it helps you show up. We talk a lot in dental about being on stage, right? You know, kind of turning that game face on, but it's so true because we are dealing with all kinds of things behind the scenes, right? Like you said, it could be crazy schedules, a clearing house, you know, gets hacked and nobody can get paid for months. And there's always some chaos, but the patients don't know that. And each patient that comes in, this is their first interaction with you.   The Dental A Team (22:25) Yes.   Mm.   Nikki Mack (22:46) And sometimes it can be so hard as a team member to just keep turning it on and showing up at 100. And it sounds crazy. I know someone is listening to this, like, I know she's not about to say what she's about to say, but I am because in those tough moments, knowing why you're doing it, it's like a power reserve. And it's how you're able to kind of like take that deep breath. Okay.   And we turn our game face on and we go back to it, know, my God, Mrs. Smith, we haven't seen you in so long. We're so excited you're here. How was your vacation? It's whatever that looks like as showing up as a team member. That's where that well comes from. That's that reserve. And it sounds crazy, but we've seen it. And successful practices, their doctors are clear about their vision and their team has bought in and they support it. It's their vision too, right?   It means a lot. It's a lot of people overlook it. I do think it's one of those like, I'll get to it. But first I have to get, you know, this implant scheduling down, but it's just as important as those pieces. Cause it's going to help your practice run successfully, even through the rough times, the tougher times. Yeah.   The Dental A Team (23:47) Yeah. Yeah.   I totally agree. I love it. Thank you. So I think this is titled how to communicate your why or your vision to your team. And I think Nikki, the how is one figure out what your vision is, what is what is the reason that you're here, and then just do it and do it frequently. Don't be afraid, especially when you dig into that like more personal emotional why. Even if even if this popped in my head.   I have so many doctors that they're like, well, my why is like to provide generational wealth for my family. Cool. Why? Dig one more past that because the the providing for people who you're not sure can provide for themselves. That is inspiring. Right. So a team might not get on board with like, I want to create a life where my kids never have to work. Like, okay, no, that's weird. But why?   So really attached to that personal. I wanted to say that because I do have a lot of doctors that are like, I'm trying to create generational wealth as you should. I think that's phenomenal. Let's go a little bit deeper and figure out why is that important to you? Maybe you didn't grow up with parents who seem to care. Maybe you had to work really hard and you your team's going to get behind those pieces. So dig one further. Do that five why. What's one deeper and then communicate with your team. It's incredibly vulnerable.   Nikki Mack (25:05) Great.   The Dental A Team (25:24) And it can be very scary, especially when you're like, I wanna create healthy smiles in the neighborhood, in the community. Like going from that to like, I wanna help save people from poverty, drastic, very vulnerable. But Nikki, I think just do it, right? Just Nike, just do it.   Nikki Mack (25:36) Right.   Yeah, just do it.   And honestly, I would challenge doctors and practice owners to find out your team's why. Why are they showing up for you every day, right? It may not be exactly the same as yours, but I guarantee you it aligns, right? And it feeds into it. And that might help even shape your why as well. Like everyone's is gonna contribute to that greater cause basically. Yeah, just do it.   The Dental A Team (25:53) Yeah.   Yeah.   I agree. Simon Sinek   says just do it. Simon Sinek says to ask the ask your best friend or best friends. So like the three people closest to you. Why do they? Why do they have you in their life? And when they say something like, well, I don't know, like, you're fine. Like, no, but like, why me dig deeper? Do that five why thing again? Like, okay, but like, why me? And eventually, it's going to turn from   what you do for them. You always answer the phone when I need you. Like it's gonna turn to you make me feel like I'm important. You make me feel. So it's gonna turn from the things that you do for people, you continue digging, to that friend is gonna say, you know what, I don't know. It's just when I'm around you, I'm really happy and inspired and I want to do more in life. And he says that helps key you in on what you bring to the world.   so that you can see what your purpose is. So I think if you do that similar thing, Nikki, with the team, like why do you choose to work here, right? And get them to dig to that deeper space, it does start to bubble up and you start to see the impact that you're already making on the world and does that align? Does that feel good? Does that feel like inspiring to you? Because that's probably your why and your vision.   Nikki Mack (27:26) Yeah, I love that. That's so great. Even in a personal life, I agree. I'm gonna take that home.   The Dental A Team (27:32) Simon Sinek, I tell you that guy, he's got some good stuff, always. Awesome. Well, Nikki, this was super fun. Thank you so much for being here. First podcast down the hatch, you did it. We're here. Good, good, you did awesome. Thank you. And listeners, you know this is her first, go leave her a five star review.   Nikki Mack (27:35) Always a gem, always a gem. Yeah.   It was so fun. Check. Yeah. Loved it. It was a good time.   The Dental A Team (27:55) But really, let us know what you think. Let us know how this went for you. ⁓ Action items, go dig for your vision, go dig for your why. Ask your team, I love that. Ask your team why they choose to work with you. Ask your friends why they're your friend. And then communicate often. You guys, if you're just communicating this, do it every week for the first quarter and then move on to the next quarter. And if you feel like, gosh, we lost it in between, do it more frequently. This is something that you just need to talk about all the time.   Go do the things. Nikki, thank you so much. ⁓ And podcast listeners, you know, go leave us a five-star review. Let us know how you are going to apply these things to your life. And then reach out to us, Hello@TheDentalATeam.com, for any and everything. We're here to help. Thank you, and we'll catch you next time. Bye.

Matt McCusker takes his shoes off for the first time to talk with Rick about Matt and Shane's Secret Podcast (MSSP), basketball, strong girls, and even other stuff. Don't believe me? Hahaha, okay.

Sensya na po. Nagpapalabas lang ng sama ng loob. Don't forget to subscribe to our podcast to get notifications and hear us sooner :) Thanks mga pre sa follow! Love you mwahFollow nyo na din si Nestor sa Youtube: nesthooor HAHAHA

One of Ireland's best loved writers, Roddy Doyle is in NZ for the Auckland Writer's Festival. He pops into the studio to speak with Susie ahead of his first appearance this afternoon. From his breakthrough novel The Commitments, which was adapted into a major film, to his Booker Prize-winning Paddy Clarke Ha Ha Ha, Roddy brings working class Ireland to life. Last year he crossed over from Booker Prize winner to Chair of the Booker Prize Judges. His latest book is Life Without Children.

This week we are diving back into the first wave of UK punk. Justin was given the year 1977 and selected the second Ultravox! album of the year, Ha! Ha! Ha! Call our voicemail line 202-688-PUNK or send us a voice note at punklottopod@gmail.com to get it played on the show Join our new $5 Patreon Producer Tier to get your name said on the show every week. You also get access to a Producer exclusive monthly bonus episode discussing a different EP, and you get to vote in the poll that determines what EP we talk about that month. You can also join our $1 tier to get access to all of our weekly bonus audio. We also have a $10 tier where you get to choose the album we discuss on an episode - patreon.com/punklottopod Major Awards EP - majorawards.bandcamp.com Merch Shop - redbubble.com/people/punk-lotto-pod/shop Podcast platforms and social media links at linktr.ee/punklottopod Leave us a review and rating on Apple Podcasts and Spotify. Song clips featured on this episode: Rockwrok by Ultravox! The Frozen Ones by Ultravox! The Man Who Dies Every Day by Ultravox!

Sarap lumingon sa pinanggalingan. Don't forget to subscribe to our podcast to get notifications and hear us sooner :) Thanks mga pre sa follow! Love you mwahFollow nyo na din si Nestor sa Youtube: nesthooor HAHAHA

LeBron turned into "LeChoke" last night!! HAHAHA! Are the Rockets better without KD? Congratulations to Philly sports fans for finally getting something correct!! And the Mets prove yet again they are the dumbest organization in all of sports! All that, and more, on today's episode of The Craig Carton Show!  Learn more about your ad choices. Visit megaphone.fm/adchoices

Naomi Brockwell is the President and Founder of the Ludlow Institute, a non-profit dedicated to advancing freedom through technology. She is a privacy advocate and expert, who has come on to scare us about online privacy, and how the government can bypass the Constitution through private companies' data.

This week on Gun For Hire Radio… Pagophobia – Sufferers experience anxiety just looking at ICE! HAHAHA! Listen to the show opener and have a laugh, you thought NJ was bad! Also update on the NRA Annual meeting in Houston as well as some valuable Patriot News! Please Listen, Learn, Like, Follow, Share, & Volunteer. The post The Gun For Hire Radio Broadcast: Episode 779 appeared first on Best Gun Range NYC and NJ Area | Gun Range Near Me.

Jorma Taccone, of LONLEY ISLAND, takes his shoes off for the first time to talk about stuff. Don't believe me? Hahaha, okay…Make sure to check out his new movie starring Jason Segel and TYSO alum Samara Weaving, Over Your Dead Body, in theaters this weekend.Also, check out Popstar: Never Stop Never Stopping with Andy Samberg.

김영철의 파워FM - 진짜 영국식 영어 582회 - 너무 유치해! = Hahaha, very funny.

In this episode, Jason sat down with Brian Seidensticker of Mount North Capital to unpack one of the biggest growth constraints property management business owners face: access to capital at the exact moment opportunity appears. In today's show of the #DoorGrowShow, property management growth expert Jason Hull and investor Brian Seidensticker discuss how strategic funding partnerships work, what makes an ideal market and operator, and how property managers can scale faster by combining capital, systems, and the right long-term investment mindset. You'll Learn (05:01) How Mount North Capital helps property management firms with funding: This is the heart of the episode: what they actually do and why it matters.  (06:26) Partnership models for property managers and investors: Defines the structure of the opportunity, how both sides work together.  (08:45) The win-win scenario for property managers and investors: The philosophy behind the model; why this isn't just financing, but alignment.  (09:58) Ideal property management partners and market criteria: Who this is really for, and who it isn't.  (11:19) Market selection and geographic focus for investments: Critical filter: where this strategy works in reality.  (12:48) The importance of systems and scaling in property management: Without this, everything else breaks. This is the operational truth.  (14:29) Overcoming growth ceilings with the right mindset and resources: The deeper constraint isn't capital, it's capability and mindset.  (16:39) Evaluating deals in secondary and tertiary markets: Where the actual opportunity lives, beyond obvious markets.  (19:17) Advice for property managers ready to grow: The moment where theory turns into direction.  (21:46) Partnership requirements and collaboration with DoorGrow: The non-negotiables, this sets the bar for entry into the model. Quotables "The reality is most would never even if they knew what you were doing, most wouldn't even do it. Like most people don't implement. That's just reality in life."  "The best scenario for property managers is to manage their own portfolio."  "One of my requirements is we do want to scale on a significant level." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:01) Five, four, three, two, one. All right, I'm Jason Hull, the founder and CEO of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we've brought innovative strategies and optimization to the property management industry. At DoorGrow, we are on a mission to transform property management businesses, the business owners,   and change their lives. want to transform the industry, eliminate the BS, build awareness, change perception, expand the market and help the best property management entrepreneurs win. Now let's get into the show. So today's episode, our guest is Brian Seidensticker of Mount North Capital. We're going to talk about one of the biggest challenges property management entrepreneurs face having access to capital at the exact moment opportunity strikes. So   If you've ever been presented with an incredible acquisition expansion opportunity or growth moment and you wish you had immediate access to funds to confidently move forward, we're going to unpack that today. And that's what we're going to chat about. So welcome to the show, Brian.   Brian Seidensticker (01:18) Thanks Jason. Thanks for having me. Thanks having me back, right?   Jason Hull (01:21) Yeah. Yes,   it's good to have you. So cool. So let's get into let's get into this. So ⁓ let's give everybody a little bit of background first. And ⁓ what what you know, what do people need to know about Brian that have listened to this? This is the first episode first time.   Brian Seidensticker (01:47) Well, think maybe a brief history of ⁓ how myself and we, which is ⁓ Mountain with Capital, came to be. I'm actually an engineer by trade and I'd say in a different life, Jason, I would be reaching out to you for help on how to figure out this business that I randomly went off and ⁓ created and then found myself eight years later going, man, this is outgrown my capabilities. What do I do? ⁓   I got a similar help in the form of a group that I joined called Entrepreneurs Organization. And it's been transforming, getting that help from somebody that knows how to take what you build to the next level. So.   As part of that, really what we ended up doing is we went from a data software company that had reached a ceiling. We had a really unique data set and then we built a fund, is Mountain with Capital, around the ability or really the model of using that data and acquiring assets in certain markets where we felt with this analytics, we could buy properties that have   really great discount, right? Using, you know, not only the platform, but then the style of auctions that we attend. But a key component of that was the partners that we worked with, right? And still work with today. And we were very successful in building partnerships with boots on the ground and folks that knew what to do with these properties. Because we, A, we had a great way of identifying and we had the capital available to acquire those assets, right? At the time, these are auctions that   Jason Hull (03:28) .   Brian Seidensticker (03:28) that required cash,   right? And that's the hard part. And it worked out really well. We went from, you know, a million dollar, you know, proof of concept fund. Last month, we were about 58 million of assets under management. And so it's, it's been great, but it certainly has also uncovered other opportunities for us along the way. The typical partner that we work with is kind of a fix and flip strategy, right? But   Jason Hull (03:47) Hmm.   Yeah.   Brian Seidensticker (03:55) we felt a lot of the opportunities that we were seeing is much more in the, I'll say fixed to buying rent, right? It was the long-term hold strategy where we had an excellent avenue of acquiring, right, and getting them there, right? But what we were looking for and lacked is really the property managers that we want to partner with in those areas. our   I don't want to give away all of the special sauce or we can dive into the details, but that's really what's led us to where we're at today is we're kind of at this pivot point and we've built a couple relationships with great partners in a couple markets and now we're wanting to grow that, right, and find more partners in more markets.   Jason Hull (04:40) Yeah, we want all the special sauce, Brian. Give it to us. I'm just kidding.   So, I mean, the reality is most would never even if they knew what you were doing, most wouldn't even do it. Like most people don't implement. That's just reality in life. Right. Like a lot of people like what's how's door grow helping people grow? I'll tell you, I give away free videos that teach you like what we do. But until they join our program, they find it difficult or hard to figure stuff out on their own. They just they don't do it. So.   So awesome. So Brian, obviously you believe in mentorship and coaching and you've gotten, you you have had resources that have helped you get to where you're at now. So let's get into the topic at hand. So let's unpack. How is Mountain North Capital helping property management business owners unlock strategic funding solutions that fuel growth, right? Like, how do we do this?   Brian Seidensticker (05:37) Yeah, I think, you know, kind of thinking out loud here a little bit, right? But, you know, I'll, I'm a big fan of, you know, it sound cliche, like win-win, right? Is we're not sick. We're not a bank, right? It's like, Hey, I got a better rate than you do. And we're not in it, you know, purely for ourselves. And so everything we go into, we, we look at it as a partnership, right? But it also has to make sense for the folks that we're going to partner with. And so, you know,   Really what we are looking for are, and the partnerships that we found to be very successful are scenarios where ⁓ if there's a property manager or I guess a property manager that will.   maybe wants to get into the business, You know, an aspiring property manager, if you will. ⁓ And they have access to a, you know, either it's a deal or a market or a ⁓ portfolio, right? Where maybe they don't have the ability to take that down themselves, right? because I know full well, right? Why would you partner with somebody?   you know, for the capital access, if you have the ability to buy it yourself, it always makes sense to buy it yourself, right? And so really what we're looking for are folks that maybe have, you know, scenarios or deals that come across, right, that would allow them to grow their portfolio that they're managing, right, grow their business, right? ⁓ Especially if they think of it as a business, ⁓ but maybe don't necessarily have the capital stack that allow them to   to pursue that to its fullest, then we might be a partner, and it is a partner partnership, to help them grow that business really with a different tool in their belt than they maybe have ever had before. And that's really, know, when we were talking with, I'll say potential partners, you know, on this concept initially was, hey, we were only interested in the acquisition and the   you know, get it ready for rent. then Mount Norris typical model was let's refinance or sell it out. Let's get it out. We get out of the fund as quickly as possible. And we had success in doing that. But a lot of times, you know, the partners that we're working with, we really, they wanted to build, do that, but they wanted to keep it in their portfolio, make it a rental, right? Hold it for the longterm. ⁓ And so it was like a partial solution for them. And we, I guess, went out on a limb and built a structure with a couple of them that   Jason Hull (08:10) Thank   Brian Seidensticker (08:11) that it took it beyond just that initial acquisition and they'll say fix and flip stage to a, okay, now we've got another tool that we can bring to the table from our end, a new fund that allows us to take on those assets for the long term. And so we can partner with you beyond just that acquisition and disposition. it's so far has been, you ⁓   I'll say immensely ⁓ rewarding, right? But it's still early, right? And we're definitely in the growth phase. And so it's an exciting adventure to embark on.   Jason Hull (08:43) Yeah, I see it as this awesome win-win. There's three sort of challenges. One, there needs to be somebody with capital to deploy. There needs to be a really good property manager. But most property managers aren't good. Most suck. And then we need somebody maybe to help bring those together, door grow, and help those property managers be good. And so I'm excited to maybe find you some...   Brian Seidensticker (08:59) you   Exactly.   Jason Hull (09:13) connect some of our potential clients, because this might be a way that our clients can grow their portfolios, maybe even have some ownership stake in some of these investments. And you bring your capital and stuff to the table, they're able to add value by making sure the properties are managed well. And then DoorGrow, we're able to help them be able to do that so that they are able to not be a sucky property management company and that they're able to continually grow out the other arm of their portfolio.   with their direct third party owners, but the best properties for property managers to manage that make the most sense would be their own. It would be something they have some sort of ownership stake in. ⁓ We've got a client, we've got a client in our program and he basically uses his property management business as a honey potter, flight, flight trapper, whatever you want to call it to just like people look at it and go, ⁓ he offers property management and they reach out to him and he convinces them to.   Brian Seidensticker (09:52) Exactly.   Jason Hull (10:14) sell him their properties and then he manages those. So which is some most of the portfolio he has ownership stake in. He just works deals out, you know. And so a lot of property managers leave a lot of money on the table because they're not even focused on building their own portfolio. They're helping just manage other people's portfolios.   Brian Seidensticker (10:33) Right. Right. And I think that's you're exactly right. I think the best scenario for property managers is to manage their own portfolio. Right. And I think what we can allow, you know, property managers, partners, right, to do is think of acquisitions, you know, maybe where they didn't feel like that was an opportunity before. And so, you know, one recent example was a property manager working with in Mississippi who   had an amazing opportunity to buy a couple of large multifamily buildings. And ⁓ she is a fantastic property manager, but didn't necessarily have all of the requirements that the bank wanted to see in order to take down underperforming. ⁓ One needed a full remodel, but the end goal is going to be a fantastic ⁓ asset to work on and to manage in the long run. And so we were able to partner on that. so   That's like the perfect scenario that we're looking for is when somebody that is familiar with their market and familiar with the portfolios that are out there for sale or familiar with that, we want to be looked at as a partner that can help them either A, keep assets they already have under management, maybe moving from an owner that wants to sell and keep them in house, right? it makes sense. Maybe acquire assets in a little larger   Jason Hull (11:32) Yeah.   Brian Seidensticker (11:56) size than maybe they would typically be qualified for, right? The single family home is very different than a 44 unit multifamily, right? But the management of those two isn't wildly different, right? It just, the bank doesn't see, you know, the sponsor, right? And all the requirements the bank requires is wildly different, right? As far as the equity that you need to bring to the table. And those are the scenarios where it truly, I think, can be that win-win.   Jason Hull (12:07) Yeah.   Brian Seidensticker (12:25) Um, and, you know, long story short, Jason, that's exactly what we're looking for.   Jason Hull (12:31) Awesome. So I think a question for those listening, because, you know, I love the story of the example you gave. Excuse my voice. I love that example. You know, we see it all the time. Property managers get big portfolios from some investor or they get an opportunity to get into a property in this scenario. They don't have the money to do it. So they have a partner like you that has access to capital. But then the next step is they need systems.   And a lot of times they don't have the systems to be able to handle that level of growth. taking on another hundred units, another 200 units, like this starts to break some things in the business. So they're like, man, I need systems for hiring. I need systems for planning. I need systems for processes. And so at DoorGrowth, if you're listening and you want to grow fast, like we built a program around that called the Super System.   those three systems, people planning a process. And when we get those things really well built out, those businesses become what I call infinitely scalable. So then they can work with somebody like you and just go crazy. They could just add lots of business, lots of doors, build things out. And if they're, if they're building equity as they're doing this, if they're taking ownership stake in this, that's even better. And so they're bringing deals to the table. You're bringing money to the table. Now, sometimes you're bringing money and a deal. It sounds like, but you need a property manager.   Brian Seidensticker (14:00) Yes, right. that's the yes, there are certainly scenarios where we have assets we'd like to move into this model. And so having those ready made, hey, you know, we're looking for the partner, right, to take that that portfolio to the next level, right or next phase. But we're not just looking for any property manager to your exact point. And I think maybe   Jason Hull (14:01) Thank   Brian Seidensticker (14:23) speaking to the wrong audience, because I think anybody listening to this is already in the right mindset because they are thinking about how to grow.   their business and how to learn, right, and how to have the right mindset, right? But a lot of problem managers out there, quite frankly, don't have that right mindset. And, you when you and I were speaking offline, Jason, it was like so many light bulbs were going off. And, you know, this was such a perfect scenario where, you know, for somebody to grow, they need lots of things, right? Capital is one, right? And flexible partners, one, which we can bring.   Jason Hull (14:38) Yeah.   Brian Seidensticker (14:59) but they're going to inevitably like any business, they're going to inevitably hit a ceiling where they, you know, they, they're limited, right? A limited typically by time, right? And that time can be, you know, re gained right by, like you said, people systems and,   Jason Hull (14:59) Yeah.   Mm-hmm.   Yeah, you   buy time.   Brian Seidensticker (15:17) Yeah, so it's a, how do you, but you need to, you need to be willing to implement those things in order to grow beyond that, you know, ceiling. And so it's having that right mindset. And I'd say most, if not everybody listening here already has what sounds like, you know, could be that mindset. ⁓ And that's where I thought I got really excited about how can we work more together with your, you your audience and your ⁓   really your members, the people that are implementing the systems that you have. That's the exact recipe that I feel like has such great potential for success. If you can't tell, I'm rather excited.   Jason Hull (15:59) Yeah, I'm excited about it too because   all of our clients want to build their portfolios. They all want to build equity. They want to build ownership stake. They want investments. They usually believe in the vehicle of investing. Otherwise, why would they be selling property management, which is selling that vehicle? so, ⁓ yeah, so I think it's a solid win-win-win for all three parties. And I'm excited to connect you with clients that I think would be good fit.   How do you decide markets that make sense for you? So if property managers come to you and like, Brian, like, I want to get more doors. Like, let's get let's let's do some deals together. What markets would you say no to? You're like, this doesn't make sense. We aren't going to deploy capital into that state or that area.   Brian Seidensticker (16:46) Yeah, it's probably easier to paint the picture of the hard nos, right? And then ⁓ maybe back into the areas because the hard nos are, I'd say in the general, very sought after, grade A rentals and markets where everyone wants to be is probably not exact fit for what we're looking for, right? Or the partnerships we're looking for.   Jason Hull (16:55) Yes, let's do that.   Brian Seidensticker (17:11) So where where do I mean? I would say that it breaks off most of California, most of New York, right? Most, you know, I'd say, you know, hot markets of even like where I'm from, ⁓ which is Western Montana. Unfortunately, this stone. Sorry, the show Yellowstone has totally ruined the market there as far as things at a rate that you could make a decent rental income.   Jason Hull (17:14) an example.   Really?   Brian Seidensticker (17:37) from, right? And those are the areas where it just doesn't quite make sense. Right. And I'm looking at it from both our and right. The property manager's perspective. There's got to be enough meat on the bone for everybody. But if it's in a, I'll say a secondary tertiary market, right. So maybe not Austin directly downtown, but maybe around Austin, right. Where you can, you can, you can have at least 20 or more units up and running within a 12 month period, which is a pretty wide net. Right.   Jason Hull (17:38) Yeah.   And   yeah.   Brian Seidensticker (18:07) But then you can also have enough rent to say, loosely 1 % of the value of the property as a gross rental amount. And you can fit those two requirements as far as growth potential and rental income potential. And you have a need or an opportunity that can turn into an amazing ⁓ long-term hold scenario.   Jason Hull (18:18) Yeah.   Brian Seidensticker (18:36) I say that only because it doesn't have to be existing cash flow. can, that multifamily unit I talked about, right? ⁓ It's actually two buildings and one of the buildings is entirely empty, right? That's what, right? When it's done and stabilized, it will be an amazing opportunity to hold, right, in the long term. So anybody that's listening that says, man, I'm in the right market. Yeah, I can get the rate you're talking about. And I see those type of deals all day long, right? That's exactly who we want to talk to.   Jason Hull (18:48) Okay.   about, you know, there's areas like Florida right now where like the people cannot their rent rate is now dipped below mortgage rates in areas. You know, it doesn't make sense cash flow wise, but long term, it still may make sense.   Brian Seidensticker (19:22) Yeah, think it really depends, right? Because we do some work in Florida, but the acquisition has to be ⁓ special, right? And so I can't say a hard no on all instances, but in most cases, it's going to be very, very difficult. And the cases where it makes a lot of sense is typically those scenarios where there's a lot of urgency to an acquisition because   Jason Hull (19:31) Yeah.   Thank   Brian Seidensticker (19:46) The deal is here today, but it's not going to be there in two weeks. Right. And we can come to the table and say, okay, right. If, the numbers make a lot of sense, sure. We can close in two weeks. That's one of the things that we bring to the table is that flexibility from a capital standpoint. So it can work in Florida, but it's not going to work as well as it does in some other areas of like in Georgia, right. Or Ohio or Michigan or Indiana or Texas.   Jason Hull (19:57) you   Brian Seidensticker (20:14) Those are some areas that we've done a lot of partnerships in and want to do more.   Jason Hull (20:19) Okay.   So let's let's have you say a message to everybody that's listening because there's a lot of property managers that might hear this. My message to them is look, if your business stuff isn't tight, if you operationally right now, your capacity without having to hire a bunch of people or build out new systems, your capacity right now is 200 doors. You could add into the business in a short time period. That's healthy. If it's a hundred, then that's okay.   If you say, we can handle another 50 units, that's bad. And that could happen very fast. If you, if you start growing, if we start helping you grow, if you get a BDM, anything, so you need to fix some things. assuming there's people listening that have a decent or a healthy capacity right now to grow their business. What would you, what would be your mess? What would be your message to them? Like, Hey, if your area is like this, then let's have a conversation.   Brian Seidensticker (20:55) Mm-hmm.   Jason Hull (21:19) Maybe go talk to Dorgo and get cleaned up, like, let's have a conversation. Maybe we can do some deals.   Brian Seidensticker (21:25) Well, one of my requirements is we do want to scale on a significant level. And so one of the things that I'm asking everybody is almost a requirement. You need to be signed up through DoorGrow or something similar and not trying to solve all of those scale problems yourselves. And so if you're listening right now and you are already on board with DoorGrow, great, reach out to us directly. If you're listening right now and you aren't   Jason Hull (21:31) Mm-hmm.   Brian Seidensticker (21:52) signed up for DoorGrowl, right, or something similar, then I would request, right, that you do that, or at least be planning to do that, because that's going to be one of our requirements. Just, you know, trying to be straight with everybody out there right now.   Jason Hull (22:07) OK,   I I'm not going to complain about that. That sounds cool. So then your existing partners that you had before you met DoorGrow, some of them are probably going to start running into some scaling issues because you've got capital and you keep throwing property at them. So then maybe the idea is where DoorGrow is going to start helping them with some of that stuff then potentially.   Brian Seidensticker (22:11) Hahaha!   Oh, yeah, absolutely. And I'm not kidding where it's going to be a requirement where all of our property managers that we're working with are working with DoorGrow or something. don't even know if there's anything even remotely close to what DoorGrow provides, but they have to have some solution of enabling and helping them. The only one that comes to mind would be like a YPO, which is usually really large organizations or an EO, entrepreneurs organization that provide.   Jason Hull (22:44) Yeah, I don't know either.   Yeah.   Brian Seidensticker (22:57) resources   that help you get beyond. if you have none of that, you're going to, and I'm just speaking from experience, right? I didn't have that. Um, and that ceiling that stood there for almost four or five years felt impossible to break through unless you have those, those, um, those resources available to you. Um, and so it may sound, you know, like a weird requirement, but, uh, trust me, we're, we're both going to be a lot happier in that.   Jason Hull (23:16) Yeah.   Brian Seidensticker (23:25) partnership if you're willing to take that leap and make that a part of our joint plan going forward.   Jason Hull (23:33) Yeah, I'm not the only property management coach out there. I think I'm biased, but I'm the best ⁓ and our company is the best. Sarah, my wife, also amazing. Like we're the best, I think, in the world. And you don't have to work with DoorGro, but you got to work with somebody. I agree. I was that guy that thought I knew everything in the beginning, trying to get my business to grow, struggling, struggling to pay team members, struggling to make cash flow.   Like, you know, that's early stage entrepreneurism. And eventually I realized, ⁓ I could go a lot faster with a mentor in any money I spent on a decent mentor. I made back 10 times that usually. So it was like the eventually became the biggest no brainer ever. I'm like, let's spend six figures on coaches and mentors annually. Like, let's just, if we make a little bit of progress and it feeds my addiction to learning. you know, so I've always got multiple coaches and mentors going at any given time and.   And yeah, I love learning, but it also allows me to be able to facilitate and turn around and benefit others, which I also just really love and enjoy doing. OK, so let's say you've got some people that are their business is ready to grow. They've got the things to scale ⁓ and they think their market has growth potential and income potential. Then ⁓ then those.   That's the ideal. You want those people to reach out and everyone's going to start making some money together.   Brian Seidensticker (25:05) Yes, exactly. Right. So if you're again, you know, if you're listening to this, you probably already have that right mindset. So you're partially already there. Right. If you've got a market that you feel meets those rough requirements that I laid out, if you already are planning to engage, you know, door grow or some similar organization that you've found on your own and you can check those three boxes, then   ⁓ Yeah, you can check us out. can go to lastbestpartners.com, but reach out through that contact page and just mention, saw Brian on Jason's podcast. I'd like to talk to him more. That would be fantastic.   Jason Hull (25:46) So let's make this crystal clear for those that maybe they're newer, that maybe they are just property managers. They're not super seasoned in investments. Explain just one more time, what are you looking for market wise?   Brian Seidensticker (26:00) So there needs to be the potential, right, within 12 months of getting to 20 or more units, right? There's really no maximum. ⁓ In one market, we've got...   Jason Hull (26:11) This is just like new construction builds is kind what you're talking about or.   Brian Seidensticker (26:15) Well,   we've done new construction in some markets, right? We've done full remodels and others, right? We've bought ⁓ existing cash flowing, know, multifamily distressed assets, right? Meaning that, you know, the seller was in a very distressed state. We've done all three of those. And so ⁓ you don't have to have a very specific model. are, you know, our requirements are the cash flow.   peace, right? The, the mindset piece, right? And that ultimately when we leave the conversation, we both feel like it's going to be a win-win partnership because the, the hard, I it's not a requirement, right? But the hard thing to express here, right? Or say you're definitely in is it really comes down to, ⁓ we look at a partnership. It's just like a marriage, right? ⁓ you really need to both have a lot of comfort going into that because, ⁓   breaking up a partnership is as painful, if not more painful in some cases than a divorce, right? ⁓ And so we're definitely gonna be able to get to that conclusion right after we meet and talk through some stuff. ⁓ And so if you're listening right now and you're like, don't know if I like this guy, Brian, well, chances of us getting along the long run probably ⁓ minimal. But if you're, hey, I kinda like what Brian's listed, he sounds like a reasonable guy, I'm a reasonable person too.   We should chat, right? Then that's exactly who we want to talk to.   Jason Hull (27:45) Got it. So worst case scenario, if you're listening to this, you're a property management business owner. You would like to get a bunch of doors fed to you, but not just doors for you to manage. You'll get that and you'll be, you you're not managing for free. You're going to get man management, but you want to get investments. Like you want to build equity and, whatever. Then, ⁓ this may, it may be worth talking to Brian, having a conversation and, ⁓ and then.   You know, if you're listening to this and you're struggling in your business, you like want to have capacity, you're getting your burnt out currently, you want systems, you want to figure out growth, which is not a hard problem to figure out and just getting some doors locally, third party or whatnot, then reach out to reach out to us at DoorGrowth. So how can they reach you, Brian?   Brian Seidensticker (28:36) Well, the easiest thing is go to lastbestpartners.com. There's a contact link there. Reach out. It goes to me and my right-hand person. So you'll be speaking to one of the two people that you eventually talk to anyway. And that way, you'll get a reply as quick as possible. Jason Hull (28:57) Awesome. Cool. Anything else you wanted to add before we wrap up? Brian Seidensticker (29:01) No, I guess, you know, on the on the topic of what are we not looking for? So if you're if you're listening right now and you're like, you know, I might be able to use them, but I got I got capital. I don't need them. I am at five hundred units. You know, why would I want to then don't. Jason Hull (29:06) Yeah.   Brian Seidensticker (29:19) It's fine, right? You've got the running solution. That's not the type of partnership that I think will be successful for both of us. And so kudos to those that have got to that point. ⁓ But I guess no need to reach out to us to try and find something that may not be there. Jason Hull (29:39) Got it, yeah, awesome. Cool, well anybody listening, if you've ever felt stuck or stagnant, you wanna take your business to next level, check us out at doorgrow.com. For a free training on how to get unlimited leads for free, text the word leads to 512-648-4608. Also join our free Facebook community just for property management business owners by going to doorgrowclub.com. And if you want tips, tricks, ideas, and to learn about our offers, subscribe to our newsletter by going to doorgrow.com slash subscribe. And if you found this even a little bit helpful, don't forget to subscribe on whatever channel you saw this on and leave us a review. We would really appreciate it. And until next time, remember the slowest path to growth is to do it alone. So let's grow together. Bye, everyone.

In 1993, the Irish writer Roddy Doyle won the prestigious Booker Prize for Fiction. His novel, Paddy Clarke Ha Ha Ha, was remarkable for the way it conveyed gritty drama through the eyes of a 10-year-old boy. Roddy tells Ben Henderson about his inspiration for Paddy Clarke, how he balanced writing with becoming a father and teaching, and the emotions of the night he won the award.Eye-witness accounts brought to life by archive. Witness History is for those fascinated by and curious about the past. We take you to the events that have shaped our world through the eyes of the people who were there. For nine minutes every day, we take you back in time and all over the world, to examine wars, coups, scientific discoveries, cultural moments and much more. Recent episodes explore everything from how the Excel spreadsheet was developed, the creation of cartoon rabbit Miffy and how the sound barrier was broken.We look at the lives of some of the most famous leaders, artists, scientists and personalities in history, including: the moment Reagan and Gorbachev met in Geneva, Haitian singer Emerante de Pradines' life and Omar Sharif's legendary movie entrance in Lawrence of Arabia.You can learn all about fascinating and surprising stories, like the invention of a stent which has saved lives around the world; the birth of the G7; and the meeting of Maldives' ministers underwater. We cover everything from World War Two and Cold War stories to Black History Month and our journeys into space.(Photo: Roddy Doyle. Credit: Dominic Ledwidge O'Reilly/Getty Images)

This episode is all about the stress of people — managing them, working with them, attending to them, etc. Tiff and Kristy discuss what it means to manage results and lead people, and how sticking to systems of accountability in your practice can take a lot of that stress off your shoulders. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. We are back here today with another amazing podcast. I say that because I just know this is gonna be incredible content. I'll introduce myself again. I realized a podcast ago that I never introduced myself. I'm Tiffanie I am a consultant, a dental consultant here with the Dental A Team. I've been here for a really long time, so I guess I just assume everybody has also been here for a really long time. I think everybody's like my best friend and I sit here.   on this podcast, Kristy with you and with all of the listeners, just talking to my best friend. Like that's just how I roll. So I'll take the moment to say hello, welcome. Thank you to those who have been listening for a long time or a short time or a new today. We love being able to reach new people. Part of our mission is to reach as many people as we possibly can. And it's worded much better than that, but that's the gist of it. And Kiera, know, get, Kiera likes to quiz us.   every now and again and I fail every time you guys. It's just like words in my brain get jumbled. It's okay, it's totally fine. So our mission is here. We are so excited to welcome you. Kristy, I am excited to welcome you here with me today. You have been on a podcast roll with me. We have busted out so many. I really truly appreciate you for that and for so many other reasons. So thank you for being here today, Kristy.   The Dental A Team (01:18) Thank you. Thank you for having me. I'm excited.   The Dental A Team (01:21) Yeah, thank you. We have been chatting quite a few things. KPIs, I think this is the month of KPIs and results and it makes sense because Q1 is behind us. We're rolling into Q2 and making sure that we are set for success because my opinion is if we wait until November, but even July, if we're like, gosh, Q3, what are we doing? What are we doing? You're already behind you guys. You got a lot to make up at that point. You might as well just start now.   I love this role that we've been on today. We also always get to hit some personal development pieces, which is fun as well. So today, where this podcast right now, we really want to talk about the human side of things. Kristy, something that I notice, I get the luxury of seeing Dental A Team from all of the different sides. I get to see it from sales side, from marketing side, from development side, like all of education, from consulting.   every space of Dental A Team, I feel like I have a little toe dipped in there, just because I've been here for so long and I've helped in so many different facets to create what we are doing today. And with that, I get to see all of the different reasons that all of our clients are attractive to us and the people who are not yet clients or have just come for, know, tell me what my gap is and let me work on it. All those people, all the doctors, all the teams,   are typically coming and they're saying, I say this all the time, they're saying systems, right? We need systems. Clean up my systems, Kristy. My systems are broken. And they're like, please. And I've watched it. I've watched new to Dental A Team consultants be like, okay, let's start and we'll dig into systems. And I'm like, wait, wait, wait. Do we know that that system's broken? Like, let's take a step back and really figure out what it is, what it is and why you're actually here.   because your systems is the word that you're using to describe your issue, your symptom. And what typically is happening is we have stress. Things aren't working. They're not aligning just right. And we think, well, my systems are broken then. And your systems may not be broken. They may need adjusting or we may need to add some systems. We may need to do away with some old systems, right?   I've got practices that I'm like, think we're just billing this way because we like to, because we've always done it this way. I have to tell you, side tangent for a second, I love this office and when they listen to this, they're gonna know exactly who they are.   I was like, what do you mean you have a black book? What is a black book? Like I don't understand what this is. And they're like, Tiff, like you don't understand how much time we're spending tracking metrics. You're saying we're not tracking. And I'm like, well, I just need them on this Excel sheet. Like where are they at? And they have this old school accounting black book. Like I can't even show you how big it is. It's just like this massive ledger and they have a pencil and these little tiny cells and every day they're writing.   The Dental A Team (04:17) you   The Dental A Team (04:26) production, adjustments, collections, where the collections is coming from. And I was like, wow, Open Dental tells us all of this every day. You just have to print it. You can even keep it. You don't need to, because it's always accessible. But if it makes you feel better, print it daily and keep it. What are we doing? And so I say that because there are some systems that are just like, we've just always done that. My dad owned the practice and this is how he did it. And it was successful and cool.   We can keep doing it or we don't have to. It's up to you. But the stress is actually the underlying issue and it's usually financial stress or misunderstandings, missed expectations. I expected to make more money than I did. I expected to be able to do my expansion and I can't. I expected to have another dentist on board. I expected to be able to find a hygienist. I expected someone else to talk to all the...   team members on my team. It's missed expectations and it's stresses. And Kristy, something I wanted to dive into today was really how, one, I do think systems help those things. So yes, there is a deep dive onto the systems, but really understanding the stress behind a lot of it and the why I think is key. And Kristy, I don't know if you noticed this in your office, just tell me what you see.   I think one of the number one stressors that I see for doctors, for business owners, and for even office managers who have already taken on this role and doctors have delegated this to them, one of the number one stresses that I see is the stress of people. It's dealing with people, right? Whether it's the patients or the team, but really the HR management side of managing people, like dentistry is not hard, right? Work isn't hard, people are hard. And dealing with that,   tends to be the crux of a lot of stress for doctors that they think the systems will fix, which we'll dive into how they can help that. But Kristy, do you agree? Are you seeing that within your practices as well?   The Dental A Team (06:34) Yeah, 100 % across the board, whether it's doctors or leadership, it's definitely the people driven. And you hear the things like, people just don't show up like they used to or, you know, those little sayings are, they don't respect our time. And so yes, 100 % from patients to team members, to be honest with you, but people.   The Dental A Team (06:55) Yeah. I agree.   I agree. I get the like work ethic, like work ethics changed. These Gen Zers or Gen Xers or Gen whatevers. They're different. And I'm like, yeah, they are different. 2020 taught us a lot of things and things are different now. And we can keep standing here saying, you know, we want to be on this box that was old and is breaking or we can move forward onto the new box. I totally agree with that.   The Dental A Team (07:03) Yeah   Thank you.   The Dental A Team (07:25) When I think of stress of people, I agree. I think people can be hard. Managing people can be hard. And I think leading people is a very different statement. And leading people makes management easy, if that makes sense. I believe in managing results and leading people. Systems without accountability.   The Dental A Team (07:50) Mm-hmm.   The Dental A Team (07:54) lead to micromanagement and a lot of stress around your people management.   The Dental A Team (07:59) I agree 100 % Tiffanie, you said that like so spot on. And accountability is one of those things that everybody wants and everybody's gonna also gripe about. But I will also say, I was privileged to go, I think it was one of the HR companies like Cedar, Ben Erickson or one of them had talked about. ⁓   You know, they do this stuff day in and day out. And they said the number one reason somebody will leave you is because you don't have accountability. And the number one thing they'll complain about is accountability. So it really cemented it. I mean, coming from an HR company that deals with people all day, every day, and probably the worst of the people ⁓ saying that really, really taught me that we need that clarity. Every one of us needs that clarity and we all need that accountability.   And so you're spot on. And when we can make it about that clarity, what we're looking for and not so much about the person, it makes the leadership a lot easier. You're like, uh-huh.   The Dental A Team (09:09) Absolutely.   Yes. Yes. And that's, think, what I mean by managing the results. Right? And I even that what you just said right there is like not making it about the person. I just had a call right before we started podcasting. And he was like, gosh, I have, you know, and we've had this. had I had a team member that I was like, my gosh, I think her dryer is broken. Like, she smells like mold. Right. Or we're wearing way too much perfume. that shirt is way too low cut. that's not really appropriate.   The Dental A Team (09:16) Yeah.   The Dental A Team (09:39) Gosh, I had a girl that would wear the wrong color sweater and I'm like, it's black. Like we just, it's black. That's all we got, black and white. That's all you got, right? And this blue, like I know this Navy is really close to black, but it's not black. Those conversations, those are the stressors, right? It's hard. It's like, come on. And my doctors are like, we're all adults. I agree with you, but we're all gonna do whatever we can to get away with whatever we can. And if we're gonna slide in a Navy blue sweater, because it almost looks black.   The Dental A Team (09:45) Hahaha!   Yeah.   The Dental A Team (10:08) except for next to my black shirt, right? And if I don't say anything, I don't hold the person accountable to our dress code, the next thing I know, she's wearing a light blue sweater. And Marjorie in the back, she decided hot pink was cool today. And I'm like, what is happening you guys? Well, guess what? I didn't hold accountability to the lines. We had a boundary and the boundary was crossed and I didn't use clear as kind and hold the boundary. And it is clear as kind.   It's like, hey, love the sweater. Just keep in mind, remember, it's gotta be black or white. I do love it though, it just doesn't fit within our guidelines. Period. There's no questions. And it's kind. I don't dislike the sweater. It's just not appropriate for the office, right? Love the enthusiasm. Let's use this verbiage with that enthusiastic flair. Let's see if we get a different result.   The Dental A Team (11:07) Yeah.   The Dental A Team (11:07) It's less about, because it's not the person. She's not a bad person for trying to wear a blue sweater. She was in a hurry. She was in a hurry that morning and she grabbed what she could and she thought it would be fine. I remember the day like it was yesterday because she was like, what? It's fine. And I was like, it's not. I get it and I understand. But if I don't say anything, like if I'm going to say something to someone else, I have to say it to you too. And it's my job and I'm just.   I'm upholding the standards. So it's not a big deal. I don't want you to feel attacked like you're fine, we're fine. We're black tomorrow. And if I need to get you a black sweater, tell me, I'll order you a black sweater. Right? It doesn't have, it doesn't, wasn't about her, right? It's not, there's nothing wrong with the person. Right now it's about the result. And when we make it about the person, it is really hard. And when I get doctors that are like, I don't want to hurt her feelings.   The Dental A Team (11:54) Mm-hmm.   The Dental A Team (12:05) Well, you've made it about the person. Now it's about the person. But is there something wrong with her that you have to this conversation? Or is this conversation about something that's completely outside of her? They're like, well, no, right? She's wearing too much perfume. Cool. Love your perfume. Could be an issue for our patients. Please dial it back. It's not about her, right?   The Dental A Team (12:30) Yeah.   The Dental A Team (12:33) And I told my doctor recently, one of my doctors that I had a similar conversation with, I said, I have to take a step back. That same thought process goes through my mind too. It happens to all of us because we're like, I don't want to turn people away. I don't wanna push anybody away. I don't wanna lose anyone. It's our survival mechanisms are in tune with saying, don't push people away. Pad the situation and be nice so that people don't run away. But nice.   I think of it this way, whenever I feel it, I'm like, nope, take a step back, because I have to think and consider if I feel that I have to be nice and not be clear and kind, if I feel that I have to be nice, I am also then saying that this person across from me is not strong enough to take a clear and kind conversation, and I'm.   Like, what's the word I want? Making them smaller by being nice to protect them because they can't handle it and protect themselves. So to me, I have to tell myself that story often because it feels way worse to say the person on the other side of this conversation can't handle this conversation than to say I might hurt her feelings for a moment by telling her that her perfume is too strong. at the end of the day, she's gonna be like, cool, I'm gonna say perfume.   The Dental A Team (13:58) Mm-hmm.   The Dental A Team (14:02) she's gonna be fine, right? Like we make these situations so much bigger than they need to be and we stress on the potential outcomes because the people management is hard. But the lines are there, the boundaries are there, the accountability is there. And when we hire capable, strong people and we believe in the human, the conversation's gonna go fine.   The Dental A Team (14:23) Yeah, Tiff, I love that you said that. it's kind of funny because it's taking me back to even in office and training things. I'm like, guys, almost all of the situations that we don't like, we've created. And I can almost always prove it. And even in this situation, we create bad employees or people not following the rules because we've created that situation, truly.   The Dental A Team (14:47) Yeah.   The Dental A Team (14:48) be whether it's   The Dental A Team (14:49) Yeah.   The Dental A Team (14:49) not having a caring conversation or whatever it is. I always, to your point, whenever I have to have these type of conversations, I like to follow the rule of state the behavior, what it's causing, and then state the behavior you wish to see. Because again, then you're not putting the person on the spot and you're talking about...   the subject. So even or item like you were saying instead you'd state the blue shirt as you came in. Do you remember this was our guidelines for what we wear? And so moving forward, can you please wear the black or the white? You know, because then it's easy if they don't follow the rules next time to say, hey, we talked about this. You agreed. What's getting in the way of it? It's not it's not attacking that person, but truly   And in leadership, our team is looking to us for holding people accountable in that way, truly. Yeah.   The Dental A Team (15:50) I agree.   I agree. Go ahead.   The Dental A Team (15:54) I was going to say also, I just said the team's looking for us as leadership to hold people accountable, but I also just had this conversation in office too. It isn't just leadership to hold people accountable. We hold ourselves accountable first and foremost, and then peer to peer, it's our job to hold each other accountable too, not just the leadership team, guys. Yeah.   The Dental A Team (16:18) Yeah,   I love that so much and I don't know how many times I've preached that and witnessed it and done it. Because I'm like, gosh, if I put myself in leadership shoes, I'm not going to be like, there goes Candace again with the wrong color shirt. I'll be like, Candace, girl, if I have to wear this shirt and I can't be colorful, you better get in line too because you're making me mad. I remember. And I will tell this story till the day I die. And when she listens to this, she's to know exactly what I'm talking about. She's one of my best friends.   The Dental A Team (16:46) I don't know.   The Dental A Team (16:48) I love her dearly, and there was a moment in time we did not love each other so much. And this girl, every time I walked by her TC office, I was like, listen, you're on Facebook again. We got internet taken away from us because of you, and I remember the day I walked by and I like, I swear, if I get something else taken away from because you're doing this, I'm gonna freak out.   The Dental A Team (17:05) you   The Dental A Team (17:13) And she was not happy, but I was just like, girl, how many times do we have, like we're all getting talked to, we're all getting things removed, we're getting new rules implemented, and you're blatantly not doing them. I'm not okay with that, and I'm not okay with the disrespect that you're showing to the rest of the team, including leadership and doctor, because that's disrespectful to me. You're not caring that your actions are having a consequence on me. No, no, I'm not gonna stand for that because I have   higher respect for myself and boundaries for myself than to allow something like that to continue. So I love that you said that and I think there's a when and there's a where and there's a how. And as long as we're coming at it from a space of respect and we're coming at it from a space of results, not attacking the person, that's the difference maker. And your stress will exponentially decrease when you stop micromanaging systems.   The Dental A Team (17:55) Yes.   The Dental A Team (18:12) You manage results and you lead people by accountability. And when there's confusion within the accountability, then go back to the system and make sure that the accountability is clear. Like what is the system supposed to be doing? What does the accountability look like? And stop saying accountability is hard. Accountability is not hard. Backtracking because you never held somebody accountable, that's hard. But the accountability of like, hang on, tell me more about this. How come we didn't get there?   The Dental A Team (18:17) Yeah.   Yeah.   The Dental A Team (18:43) Not, hey, why didn't you make 10 calls yesterday? You were supposed to make 10 calls. That's micromanaging a person. But saying, hey, I see that you weren't able to get to your 10 calls yesterday. Tell me more about that. What was your day like yesterday? Where could we have made sure that you had time? What got in the way of that? Now the person is like, yeah, you're right. I was swamped with X, Y, and Z. And we can diagnose, is that a one-off? Like, okay, that was a really busy day.   Or is that a space of you're carrying too much and some of that needed to be delegated? So Kristy, I think that's a massive difference in accountability of the like, hey, you didn't do, that's managing. Or, hey, I see that you didn't get to, tell me more about that. You know?   The Dental A Team (19:16) Mm-hmm.   Yep. It's   coming from that curiosity and concern, and it already lowers the feelings, I guess, you know what I mean? Yeah. And again, as a leader, using the call scenario, that also gives you the chance to re-cement that, making these calls is really, really important. And so maybe we can carve out extra time to get to those today, you know, and coming up with a solution together. So 100 % Tiff.   The Dental A Team (19:36) Yeah, the reaction. Yeah.   Yes.   The Dental A Team (19:56) on board with you there. think it goes back to creating our heart, right? And having those conversations, which also made me think of, guys, and we see this every day all day when we go on practices too, Tiff, or even on calls. Please, please, when you have to have a one-off conversation, don't address the whole room. Your face.   The Dental A Team (20:02) Mm-hmm.   Please, for   the love of all things, please, please listen to Kristy.   The Dental A Team (20:24) Yeah, right. Because truly the person that needs to hear it, they don't know it's them. I promise you, they don't know it's them. Go have the one-on-one caring conversation, and that's how you can get the buy-in from them and be able to circle back for future conversations.   The Dental A Team (20:41) Yes,   yes, my gosh, I love that you said that. It's one of my biggest pet peeves. If someone is doing something, don't make everyone suffer through the conversation, because 90 % of the people are like, what are we talking about? And then one person's like, my gosh, it's me, I'm so stressed. And you're like, and then they come to you, how can I do better? And you're like, it wasn't you. ⁓ so now I'm stressed for no reason, but I'm also not believing you, because I'm positive that it was me, and now we've ruined someone.   The Dental A Team (21:07) We were winded.   The Dental A Team (21:08) ⁓ And the   person that it was is like, you guys suck. You guys should really stop doing that. I can't believe someone here did that. You're like, my golly. Yeah, that was part of my conversation today. Yes, I love that with my practice. So every day all day I see that generalizations kill a team. If there are multiple people doing it, fine. Reestablish your baselines. Reestablish your boundaries and your handbooks. Sure.   The Dental A Team (21:14) Yeah.   Yeah.   The Dental A Team (21:36) But if someone is causing a scuffle, someone is causing a stress, talk to that person. Just nip it in the bud. Because I guarantee you, blue sweater would not have known I was talking to her. And she's gonna wear that sweater again and I'll be like, bro, we talked about this. She's like, no, we didn't. We did not, because we didn't. But I did, and it never happened again. She didn't love me for it. She had some choice words to some people, but it was fine. And we were fine at the end of the day. We get a little ⁓ upheaved sometimes.   The Dental A Team (21:42) Yeah.   Yeah.   The Dental A Team (22:06) because as much as we want to be seen, it's also really scary to be seen. And so we'll be like, I know I'm in the wrong. Like you get defensive because you already knew you shouldn't have worn the sweater. You already knew it was out of dress code. So when I talk to you about it, you were already prepared to be defensive and defend why it was fine because you knew it was coming. That's okay. I'm okay with that. Cause tomorrow we're both better for it.   The Dental A Team (22:28) Yeah.   I love it, Tiff. I think truly, and again, guys, when you make the conversation around your culture and the easiest way to do it truly is on your mission and core values, tying probably that blue sweater back to your core values would have been a huge way to, again, approach the conversation and let that person know they're not living in community. ⁓ To that being said,   There's many times when we go in practices and I'm asking, I need you to have it truly. So you guys, you're on, if you're a client of mine, you probably know it's coming. You better be prepared. I'm going to ask you what your mission and your core values are because truly I like to say the mission is our boss. That's who we're serving, not our leadership team. That is our boss. And the core values demonstrate how we behave.   So in any of these situations when you're having to have a caring conversation, I'm not gonna say it's a hard, it's a caring conversation, we choose to make it hard. ⁓ Tie it back to your core values, because that's how we behave, and it's gonna make it easier for you to tackle those conversations.   The Dental A Team (23:46) I love that so much and I think that is the perfect spot to wrap because tying back to your mission vision core values is key to business success. So I love that Kristy. Thank you. I would say action items, are those done? Do you have job descriptions done? Do you know what the responsibilities of each individual are? Do they know? And what is the accountability follow up there within it? So if you're stressed out, yeah.   The Dental A Team (23:59) Thank   to one more action. Leadership, is there anybody you need to put on your list to have a conversation with?   The Dental A Team (24:18) Do it.   Ooh, I like that. Good job.   Make them think. I love that. Okay, you heard it right here. You heard it from Kristy. Go do the things. remember, stress is a symptom of something. We're not just stressed. Okay, I just, I just had a stressful day. No, it's a symptom of something. And typically, I've found in my personal experience, at least, that if I'm stressed, it's usually because I've let a boundary slip.   and somebody's crossing over that boundary, and I'm actually kind of upset, hurt with myself. I'm mad at myself for allowing it to happen. So, do a gut check if you're stressed. Why are you stressed? It's just a symptom. It's not a forever and it's not a lifestyle. So, go figure it out. Go figure out your accountabilities. If you need help with it, you guys were here for it. Hello@TheDentalATeam.com, reach out. TheDentalATeam.com, you can sign up for a free assessment with our team. We will help you see those gaps. We will help you see where you can   thrive and not just survive and not die. We will help you with all of those. So drop us a five star review below. We'd love to hear what you thought. Kristy, this was so much fun. Thank you for busting so many out with me today and thank you for this specific podcast. I had a ton of fun with you.   The Dental A Team (25:37) Yeah, back at you. was fun having a little conversation and hopefully they see it as a challenge.   The Dental A Team (25:41) I love it.   I know, I think they will. You guys got a lot here. Awesome, thank you all and we will catch you next time. Bye bye.

When building a business, have you ever felt like working harder should be the answer, but the more you push, the more exhausted, misaligned, or stuck you become?  In this episode of the #DoorGrowShow, Jason Hull sits down with Sean Patton, former U.S. Army Special Forces Commander, executive coach, and leadership speaker, to unpack what entrepreneurs can learn from military leadership, self-leadership, and mission-driven culture.  They discuss the dangers of hustle without recovery, why so many business owners never learn to lead themselves, and how clarity of mission, roles, and outcomes can transform the way a team operates.  Jason and Sean also explore why the military is far more collaborative than most people assume, how strong leaders facilitate input without losing ownership, and why mission dictates culture in both combat and business. Along the way, they dive into personal purpose, team alignment, trust in sales, and the mindset shifts required to build a business that creates both impact and freedom instead of burnout. You'll Learn (00:00) Introduction and Guest Background  (01:15) Sean Patton's Military and Entrepreneurial Journey  (04:16) Leadership in Difficult Situations: Military vs. Business  (08:29) Dispelling Myths About Military Leadership  (10:35) Collaborative Decision-Making in Special Forces  (12:56) The Role of Extreme Ownership in Leadership  (16:08) Culture as a Mission-Driven Concept  (19:16) Aligning Mission, Culture, and Outcomes  (20:51) The Power of Mission and Vision in Business  (25:41) The Why Behind Business Success  (29:24) The Entrepreneurial Hierarchy of Needs  (35:19) Applying Military Clarity to Business Operations  (37:31) The Importance of Clear Roles and Responsibilities  (41:37) Closing Remarks and Contact Information Quotables "Leadership isn't a title, it's a person you become." "Sometimes the loudest voice in the room isn't the smartest voice in the room." "Mission dictates culture." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:01) Five, four, three, two, one. All right. Welcome everybody to the DoorGro show. I'm Jason Hull, the founder and CEO of DoorGro, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we've brought innovative strategies and optimization to the property management industry.   At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now, let's get into the show. All right, so I have an awesome guest today. I'm hanging out here with Sean Patton. Welcome, Sean. I'm going to brag about you a little bit. Thanks for being here.   Sean Patton (00:53) Yeah, alright, you go for it. Thanks for having me, man.   Jason Hull (00:54) All right. All   right. So Sean is a former U.S. Army Special Forces Commander, Meta Performance Executive Coach at Novus Global and a leadership keynote speaker. Sean helps leaders accomplish seemingly impossible and thrilling visions through transformation. This is your bio. As a former U.S. Army Special Forces Commander, Sean brings a rare combination of battlefield tested leadership, real world business ownership.   and success back to human performance principles to every stage and coaching session. His work is grounded in one belief, leadership isn't a title, it's a person you become. As an ICF certified executive coach, host of the No Limit Leadership Podcast and author of A Warrior's Mindset, The Six Keys to Greatness. Awesome. Sean, so glad to have you here. Welcome to the show.   Sean Patton (01:48) Thanks, man. I'm excited to be here.   Jason Hull (01:50) Cool. So Sean, for those listening, I'd love for them to get a little bit of background on you. I gave a little bio, but tell them a little bit about how did you get into entrepreneurism? When did you wake up and go, hey, you know what? I'm an entrepreneur.   Sean Patton (02:04) Well, it took a little bit. was maybe a little late to the game. I originally went from a small town in Kansas. I went to the United States Military Academy at West Point, graduated and then spent 10 years as an active duty officer in the army. So I was an infantry officer and then a special forces officer in the special forces group commanding two different Green Beret attachments. So it was a busy time. I feel like I crammed a lifetime of   leadership lessons into those 14 years, right? Like West Point is most intense leadership training that our nation has. And then, you know, was a rifle platoon leader and sniper platoon leader in Iraq. Then I was an Afghanistan with my team. So I was doing really difficult things and complex things with elite performing teams. And, you know, despite all of that and 22 months in combat and 30 months to point overseas,   I was never really the gun guy or the gear guy. Uh, it was all, it always about the people and the problems that we were solving. And so in 2015, a little before that, I decided that I was going to get out of the military in transition. And I just had this entrepreneurship itch that I wanted to scratch. Plus, you know, I want to check out with this freedom thing that I had been hearing about all these years was all about. And so I decided to try it and.   Jason Hull (03:04) Yeah.   Yeah.   Sean Patton (03:31) It was a rocky start. I had a lot of, I think I had some strengths coming out of the military and those experiences, but also some real gaps. And one of them was a, I think my risk tolerance was so high from things I had been doing. then also   Jason Hull (03:33) Yeah.   Yeah.   Sean Patton (03:59) The answer in the military so often, at least in the units I was in was when things got hard, right? When the, when the darkness came, when it seemed like the weight was unmanageable, the answer was just go harder. Like, you know, like the mission is going to end, you're going to redeploy, like you, know, the sun's going to come up, just keep going, keep going, keep going. And what I didn't appreciate was when you get into the entrepreneurship space is that in the military, even in those units, there was this like,   Jason Hull (04:11) Okay, yeah.   Yeah.   Sean Patton (04:28) mechanism around us almost protecting us. Like they had honed us into this machine that could push ourselves to these extreme limits. But they told us when it was time to turn it off and when it was time to refit and when it was time to recover. And then I got in entrepreneur space and when things got difficult and you know, I made some really bad financial decisions which we can get into and all of that. I found myself with all of that weight with the only answer I had was just go harder.   Jason Hull (04:52) Yeah.   Yeah.   Sean Patton (04:59) And so   three years later, I was in the hospital ⁓ and I had stress hives and my appendix almost burst and all these health issues and going through my first bankruptcy or my only bankruptcy, but bankruptcy after three years. And so it was a rough start to the whole thing. I had to learn a lot of lessons about myself in that.   Jason Hull (05:07) Wow.   Yeah, yeah. And I think, you know, early stage entrepreneurism, there's some similar patterns I've noticed because, you know, I've talked to thousands of entrepreneurs. I've gone through this sort of journey. in the beginning, yeah, we do a lot of stupid stuff. Like we make mistakes and that's part of learning. You know, we believe weird things like I just like your first hire should be a clone of yourself. If I could just clone myself, I call it the clone myth. Like we believe like   You know, we think we can do everything ourselves. it'd be cheaper if I just figure out how to do it myself. If I just read the right book, watch the right YouTube video. And so we do dumb stuff like we don't get support. We don't get help. We don't get mentors. like it. had to things had to get really hard before I started getting mentors, getting help, getting coaches, getting support. And I had to be humble, you know, before I was willing to do that. And.   And yeah, and so I see, I see this, you know, a lot of people play out this journey and then early stage as an entrepreneur. Yeah. We're, we're, it's almost like the hustle's glamorized. And so we go through this process of like, I got a hustle. I got to work harder. That's what you do if you own a company, if you're a CEO, if you're a boss. And so you just burn yourself out. I remember I was at end of a sales call trying to wrap it up.   I was in so much pain because I like I think I'd slipped some sort of disc or was bulging in my back. And I was like by the end of the call and doing this call, I was laying on the floor and I ended the call and I was like, and I was in so much pain. I wasn't able to work and had to lay down for like two weeks. Yeah. And then I realized because I hadn't been eating, I'd been just working. hadn't been sleeping.   Sean Patton (07:04) my gosh.   Jason Hull (07:11) very well, I'd been just working. I thought I just need to work harder, work faster. And I didn't realize that probably I was like probably operating at like 10 % of my effectiveness mentally. I was being stupid. And I thought, I just need to work harder, I gotta hustle. And I wasn't taking care of myself. And then that's when I realized, if I don't take care of my body, I don't have a vehicle to achieve stuff or to get results. And I'm not even really present.   Sean Patton (07:23) Thank   Jason Hull (07:40) when I'm there with people because I'm hungry and I'm tired and I'm I'm everywhere else and I haven't even produced the, or my brain hasn't had a chance to clean itself like it does every night. And I haven't gotten food to fuel my brain. I don't have all the chemicals my brain needs. I'm lacking dopamine and serotonin and GABA and like, I'm just, I'm an absolute mess, right? And I see people do this all the time, all the time.   Sean Patton (08:05) It's so true. I, in my lens, how I look through that is through a leadership lens. And I learned in the military so many great things about leading others. And as I look back at it, what I had to learn in entrepreneurship, what you're kind of talking about is like, I never really had to master leading myself.   Jason Hull (08:31) Yeah.   Sean Patton (08:32) I never had to look at myself as like, how am going to lead myself? Cause the way you mentioned there, like I would never treat one of my soldiers or one of my employees or have an expectation of them the way I was, I was treating myself. And so it's like, how would you.   Jason Hull (08:41) Yeah.   Yeah, I wouldn't do I wouldn't I wouldn't push my spouse to be like this. I'd be like, hey, come on, clean more. Work harder.   Do this. Right. Yeah. Then marriage would be over real fast. I wouldn't like I wouldn't do that to my kids. Come on, go. Yeah. But to ourselves, we can sometimes be a cruel leader. Right. Can you dispel a myth? Because, you know, I got I kind of got a sense of this. I've never been in the military. And God bless you. Thank you for your service. I appreciate that.   Sean Patton (08:55) Yeah.   Jason Hull (09:15) ⁓ but I've realized I've been listening to, ⁓ Chaka Willa, Willick and Leaf, whatever their, their book, ⁓ the dichotomy of leadership. And I had this belief that in the military, I think a lot of people maybe that haven't been involved in it have this perception. Military, just, you either give orders or you take orders. It's rigid. There's no thinking. You just were told what to do. And, ⁓ you know, I've kind of gotten a very different picture of that.   that there's a lot of decisions and there's planning and know, this is lives are on the line and it's painted a very different picture. Can you just touch on that? Cause I think some people here, you've got this background in the military and to you, it's just, you know this stuff cause you had lived it. But for those that have never been in the military, what advantage did that give you in business and how is that different that maybe people perceive it?   Sean Patton (10:09) It's a great question. I do think that there is this idea from either whether it's like movies about basic training or, you know, the, or, know, about like submarines. Yeah. You just shut up and go. Right. And, know, there is in basic training or when you're, I would say when you're being transformed from a free citizen to a soldier, there is a bit of a breaking down of   Jason Hull (10:16) in movies. Yeah. You blindly follow and you're told what to do. Yeah.   Mm-hmm.   Sean Patton (10:39) some of that, that needs to come back. But then as you build that foundation of like, when it's time to go, I go ⁓ and I have some discipline and I can, can integrate with the unit, let's say. ⁓ Then you start getting more and more responsibility. And especially as you move up in the military, you become, I mean, it's not that long, like two or three years later, even the regular military, regular army, you're going to be a team leader. So you're going to be a leader.   And a of those kids are like 20, 19, and they're in charge of three people. And so they're no longer just like, it would make no sense to have someone to stand here and like, what do I need to do? This is what need to do. ⁓ That's not, not, that wouldn't like, that doesn't work in a company and that wouldn't work in a unit. And so there needs to be input on each side. And then especially when you get into like the Navy SEALs, like Jaco was talking about, or in a special forces team. mean, the planning, I was a facilitator of mission plan.   Jason Hull (11:11) Yeah.   Yeah.   Sean Patton (11:38) but I was by no means the smartest person in the room and it was a very collaborative experience. And so my job as the commander of a 12 man special forces ODA was to receive the mission that we had been given. And that mission doesn't come down and tell us this is how you're going to do it. It says, here's the effect we need to have in the area. Here's the questions we have. And then it was up for us to sit down and I had, you know, I have a warrant officer who's   Jason Hull (11:43) Hmm.   Sean Patton (12:08) trained in human intelligence to a level of a CIA operative. I have an intelligence officer or an intelligence sergeant who does the same work the NSA does. My average age on my team is 30 years old, people with multiple combat experiences. I remember one time I was in Lebanon and one of my younger soldiers, Greenbright, we were talking about why there was this conflict going on and how we were trying to influence it.   And I said, well, you know, it's probably because of this rift between this Hezbollah and the Shia sect and the Sunni sect of Muslims in the area. And, you my 26 year old soldier is like, actually, sir, that's incorrect. This conflict in the Becca Valley actually goes back hundreds of years. It's actually over like water rights. mean, like that's the level of conversation we're having in the planning session. And it is very much a collaborative   Jason Hull (13:00) Yeah.   Sean Patton (13:07) ⁓ discussion and we come up with multiple courses of action, but here's, I will say where it kind of converges to, ⁓ the lesson that comes from the military and maybe an issue, this is where the people maybe have this misconception, but I think it's an important one for when it comes to the, company is that at the end of the day, kind of go back to Jaco's first bunk on book, honestly, extreme ownership, has to be someone in charge as the commander is my dis   Jason Hull (13:11) Yeah.   Sean Patton (13:35) was my decision. was like, okay, I've heard everyone's input. We're going with, this is how we're going to do that. And immediately, because everyone had given their input, even if we didn't pick what their choice was, it was, okay, Roger that. Now we're going to execute that as if it was our own. And so that level of ownership when it comes to planning and execution is where we turn and say, okay, now we're on the same page.   the rich discussion and input that happens before that is an important job. And that's why I think whether it's in the military or in the civilian world, as a leader of an organization like that, you need to be a master facilitator. It's not your ideas. It's how can we be the composer of the group in front of us? And if someone is taking over, how do we calm them down? How do we...   Jason Hull (14:20) Yes, yeah.   Sean Patton (14:31) recognize when someone's voice is being stomped out and their valuable input isn't being contributed. You know, like how do you handle that and get the idea so that the best concept comes to the top and then get buy-in to execute.   Jason Hull (14:37) Bye.   I mean, what I'm hearing is like, you know, this picture you're painting is you've got this team of specialists. They each bring some value and some wisdom and some knowledge to the table. They're experts at this one particular craft. They see everything through a different lens and you're getting feedback from all these different lenses. And then as a leader, you have to decide which things are valid, which things do we incorporate? And, know, and it's up to each individual that's a specialist to really   put some pressure on the leader to say, this is significant, this is important. And it's up to the leader to make sure that, you know, maybe that quieter voice, but to recognize what is significant if they're not making it present, because sometimes the loudest voice in the room isn't the smartest voice in the room. And so, yeah, so that's fascinating. And, business is a lot like that, but a lot of business owners, they don't even run their teams like that. They think it's a dictatorship.   They mistakenly think that's how the military works. They're like, I'm the dictator and I have all the best ideas and I'm smarter than all of you. And they do, they end up as the emperor with no clothes. Cause everybody in the team were like, yes boss, we don't want to get fired.   Sean Patton (15:56) Absolutely. And that's why I think that the, main job of, let's say that entrepreneur, that business owner, that even commander, right. Is your job is to craft the vision of what you're trying to create. And yes, the outcome and clarity of outcome, clarity of vision of why does this company, why do we exist and what impact are we trying to have in the world? And once people are bought into that and aligned on that.   Jason Hull (16:09) The outcome, clarity of outcome.   Okay.   Sean Patton (16:26) then we can have a great and rich discussion on the how, the strategy.   Jason Hull (16:30) Got it. that,   you know, that's, so now we're talking about culture, right? Which is the foundation before we get into tactics, we have to have culture and the military, you have all kind of chosen into a particular culture. There's a set of beliefs and that's a foundation. It's kind of like, you might maybe even take it for granted, but the military has that and a lot of businesses don't. They don't have that set culture where it's defined.   Sean Patton (16:57) So can I, what I will say is that this is true in the military and I'll give you some military examples just because they're maybe interesting to your audience and then we can talk business is that mission dictates culture. So, know, for example, you might have, you know, especially a lot of the movies, right? You see like the Marines, That's stereotypical. We'll be super stereotypical right now. Marines mission, their core mission is secure the beach to land ships.   Jason Hull (17:04) Yeah, I love this. Yeah.   Yeah, OK.   Mm-hmm.   Okay.   Sean Patton (17:27) So if   you notice, are a bit like, just go get in line, full frontal assault, you're getting off ships on an uncovered area and you're just massive violence of action. That's how you win that battle, okay? So they need to have a certain kind of mentality and I'm generous. Okay. A special forces team will operate by, with and through an indigenous force. So we're a US sponsored insurgent. we've got, I will go on target with.   Jason Hull (17:42) Yes.   Sean Patton (17:54) 10 Americans and 300 Afghani commandos. Like that dictates a certain mission, right? And so ⁓ the difference between the Marines and then maybe the Navy SEALs who are operating and their job is to take over a ship underway with 30 SEALs that all live together, work together. They know each other in their ear, like synchronize their precise, you know, cause you've got to be right. You're, you're firing weapons inside of a ship corridor. Like   Jason Hull (17:57) Okay. Yeah.   Sean Patton (18:23) You have to be so precise. I can't do that on the ground with 300 Afghanis running around. I'm just like guns pointed this way. You know, like we've got to you've to be much more flexible and and how you plan that and how you think about success and all that is a different animal than the Marines who are on you're trying to storm a beach together. A SEAL team is operating with 30 people who've worked closely together and then.   where you've got 12 of us trying to work by with and through a different unit to do a different thing. Like the culture inside each one of those units would be completely different. In the Marines, you might have a bit more like go here, do that. Yes, sir. How, how jump high, jump faster. You know, you might need that because that's you need to storm a beach. You made, you need very precise, very black and white, right? And wrong, like precision to take down a ship with 30 people.   you need to be very clear about larger intent and what is the big thing we're trying to operate here and how do we control sort of an uncontrollable mass and chaos to operate a Green Break team. If you took the culture of each one of those, if you gave that mission to a bunch of Marines who are just like, where do I go? Where do need to blow up? And you're trying to like do a sensitive political operation with 300 indigenous, it would be a disaster.   Jason Hull (19:29) Yeah.   Sean Patton (19:46) And if you tried to set the precision of, cause we tried to do this sometimes, like you would work with an indigenous force. If you tried to set the precision and standard of a US special operator, whether it's a SEAL or a Green Beret on this indigenous force, you drive yourself crazy. Like it's not going to happen. All right. And so all of those different units have different missions. And so they all have different cultures. And to your point on your company, if you're not clear on missions,   If you're not clear on the vision and like why you exist and what you're trying to do, you will end up chasing your tail on culture because you'll just start grabbing like every other leadership book and culture. just like, what about this works here? This works here. This works here. Instead of saying, what are we trying to accomplish and what is the optimal culture for our mission set?   Jason Hull (20:36) I love that. Yeah, one of our guiding documents at DoorGrow is our, we call it our client-centric mission statement. And it talks about who we want to serve in detail, how we will help them, what our goal is, our plan, and then what kind of the long-term sort of vision that maybe we'll never achieve, but it's the goal we're striving for. And this is what we coach our clients on getting defined because it creates culture.   Then we have our how we do things. That's the company core values. And then we get into personal why statements for the business owner, business why statements. Creating all of this is, we call this the culture materials. There's like six key elements that I coach them on getting in place that help kind of make the culture visible to everybody on the team. And you're right, mission dictates culture. I love this idea because the mission of the business   which most people mistakenly think is just to make money, is actually to provide some sort of value and to solve a real problem in the marketplace. And that mission, whether you're good at it or not, and the team are conscious of it or not, and you're focused on it or not, dictates whether or not you have good culture that actually achieves outcomes. That makes a lot of sense.   Sean Patton (21:53) Yeah, absolutely. Cause   yeah, I love that you have that structure and I love how you also tied that down to personal why statements because this is another leadership issue that I see with a lot of entrepreneurs. We're big companies, honestly too, is that there is this assumption that you've accepted this job description and here's what matters to the company and therefore   what matters to maybe me as your leader or boss or the division or the company is also the most important thing to you as an individual or like the reason you're here is not really explored. So I think one of the most critical conversations you can have, and it sounds like you have a structured format for that, which is fantastic, is just sitting down with each member of your team, like, why are you here? What matters to you? Because often, right, I'm sure you've had this, I've had employees where you assume   a salesperson, the most important thing is compensation, right? It's how much money you can make. And that's great. Maybe it is, but then it's actually like, well, yeah, that's important. And also, you know, my, my youngest is a senior in high school and this is the last baseball season we have with, and man, the games start at four and it's so hard for me to get to games at four because you have me work till five. And it's like, if I could just make those baseball games, that would be amazing. And then all of sudden,   Once you know like what matters to them and why they're doing this, then you can adjust and say, cool, how do we align what matters to you? What your personal why statement as you mentioned it and the company why statement. And now you've got alignment. And when you align those two things where what matters most to them contributes to what matters most to the company, you just, create transformative effects.   Jason Hull (23:36) Thank   Yeah, the big challenge I've noticed, the biggest transformation I can get is to help the business owner get clear on their why. Because when the business owner isn't clear on why they do what they do, they end up doing the wrong things in the business. Because you're the business owner, you can do anything in the business. And so some business owners are like, well, I have to do the accounting. I'm the business owner. Do you really? If you hate accounting, you probably shouldn't be doing the accounting.   You're not the right personality fit for that, which means you're actually probably not the best person to do that. So some business owners love sales. Some love accounting. Some hate it. Some love operations. Some are really bad at that. And so if we can get clear on their personal why, and then we can look at their role and see if their role is helping align with that, we can then reorganize the entire business. But most business owners, the first team they build is they transition from solopreneur to having a team.   I find is a mess. The first team they have is built around the wrong person. And it's kind of like they're like, I'm this shape puzzle piece, but it's not really them. They're like, I'm doing accounting. I'm doing this and a little bit this. And then they're like, now I'm going to get team members. I'm going to puzzle pieces around this misshapen puzzle piece. And they fit that puzzle piece, but that's not even me. So I hate being in it. I'm uncomfortable in my own business.   In property management, this is where they get to two to 400 doors. call it the second sand trap or the team sand trap. They've made it through that transition of finally having a team from being a solopreneur and they're the most miserable they've ever been in their business. And adding more doors makes their life personally worse, not better. Because adding more doors just means they're working harder. They're doing more work instead of getting the right support and the right team, because they didn't build the right team around the right person from the beginning. So if I get them clear on their why,   They're like, my gosh, I'm a circle. I'm not a square. I need to build this whole different team around me. And then like when I got clarity on this many years ago, I think within a month I had fired like half my team. I changed everything. I changed the type of clients I was willing to work with. I changed my business model. Like I didn't want to tolerate certain things anymore because you know, I woke up one morning and I was like, I would rather stream Netflix and avoid growing my business.   even though I need money, then deal with the clients I'm dealing with at that time. I'm like, why is this so, why am I so out of alignment? Then I saw Simon's the next start with why, like presentation on the golden circle, why, how, what? And I was like, what? And I'm like, ⁓ what's my why? And so I went to, I've like, I need to figure this out. And my personal why is to inspire others to love true principles. What that means is I love finding the better way to do things. I love learning what works.   and sharing it with other people, I would do that for free for fun. If you're listening to this podcast, I'm doing it for free for fun right now. Like I love this. I love learning what's working for other people. And then I get to turn around and share that with clients and I get paid to do that. That's crazy. And that's the role I get to live in my business. And so my business, it feeds me my why.   Sean Patton (26:47) Yeah, it's all true.   Jason Hull (26:55) And so our why statement of door goes to transform property management, business owners and their businesses. So we get to create transformation. Everybody on my team buys into this vision. We all celebrate when our clients are winning. And so that's the culture we've created in the business. That's our mission, transformation. And we know if we transform the business owner, we transform the business. We transform the business, we transform the team. We transform the business and the team. We transform hundreds, maybe thousands of tenants and rental property owners lives.   There's this ripple effect and that's exciting to me. We're having impact, right? And so the thing I can get on a sales call and confidently say to a property management business owner, here's why you should trust me because if I'm selfish in getting what I want out of life, my why, my business is going to give you what you need and you are going to win. And we can always trust motives. And so I call that the golden bridge. The golden bridge is find out the prospects why.   Sean Patton (27:31) Yeah.   Jason Hull (27:54) and you build a bridge to it, the bridge is the business. It's what gives you both what you want. That's where the deal happens. And there's my why, there's the prospect's why, the business why is what connects us. And that's the golden bridge. And if I can relate that formula verbally, all the objections drop by the wayside, because the only real objection is, I don't trust you. If they're like, what about these features? And what do you do with my property? And what do you do? How do you handle evictions? All they're saying is blah, blah, blah, I don't trust you yet.   And so that's, I just teach my clients the golden bridge formula and that we have, and then they become great at selling because sales is about trust. That's it.   Sean Patton (28:35) Yeah, I love that, ⁓ that framework. And also I want to call out an important mindset shift that I know I struggled with. And I think a lot of other owners struggle with it. You mentioned there, which is this belief that if we're not suffering,   Jason Hull (28:57) ⁓ yeah. It's like suffering's a badge of honor in entrepreneurism.   Sean Patton (29:02) Yeah, like if we had, if we're actually enjoying what we're doing, if we're having time off, if we're like, you mentioned, we're taking care of ourselves and we're like inspired and energetic and it doesn't feel that hard, we must be doing something wrong or being lazy or we're not doing enough. And so then we're like constantly pushing ourselves to this point of, uh, I need to be overwhelmed. I need to be, and when things are going well, we'll crash the plane.   Jason Hull (29:11) ⁓ yeah.   Yeah, yeah.   Sean Patton (29:30) just so we can feel the pain again, so we feel like we're being productive. And so I love the fact that you, sounds like you sort of, we're running into that or identified that. And now the shift that it sounds like you've made around your mindset is like, what if this could be fun?   Jason Hull (29:32) Yeah.   Yeah. What if you actually love doing what you were doing in your business? I'll tell you what happens because I hope a lot of people do this. You make way more money when you focus on the money instead of the mission and you're not focused on your why you make way less money. But it's money is easy when you are focused on helping people get what they want. You're outward focus and it's you're being selfish enough to focus on your actual purpose. Money is not your purpose.   If I say, do you want money? There's a whole level of depth beneath that. Right. And so, yeah, but you're right. Like we're struggling, we're suffering, and it's like a badge of honor. Look at my hustle culture. And I'm like, it's so hard. And then we start succeeding and we get, the world gives us feedback because the world isn't supportive of entrepreneurs. The world cares about safety and certainty more than freedom. Entrepreneurs care about freedom and fulfillment more.   Sean Patton (30:24) Yes.   Jason Hull (30:48) than safety and security. And that's why we start businesses. That's a risk. But as soon as we start winning, what do we hear from people? ⁓ it must be nice.   Sean Patton (31:00) Yeah.   Jason Hull (31:01) it must be nice that you have this. Jason got his cyber truck or he's in his million dollar house. It must be nice. ⁓ know, and so you hear things like this and you're like, did I do something wrong? maybe I need to be small because I'm making some people feel uncomfortable because, know, it's to be a struggle. I can't show that I'm having success because it's got to be hard. I didn't I didn't work hard enough to earn this. Maybe it's that feeling or, know, it has to   Sean Patton (31:20) Yeah.   Or enjoyment, yeah, it's gotta be.   Yeah, I think there's a lot   of that. I know my relationship as I've reflected back with, with money, um, with success is, know, I grew up with a, with a single mom and she was phenomenal. I mean, raised me, worked full time as a waitress and bar center to put herself through undergrad and grad school to be a school psychologist, to work with special needs kids so that she could impact the world and take care of me. But in that, yeah. Yeah.   Jason Hull (31:31) Hard.   Yeah.   And love was working hard. That's what you saw. Like she was hustling.   You knew she loved you. She was serving. Yeah.   Sean Patton (32:02) Absolutely.   And so I would say there's two sides of that coin. One, what I tell people all the time is like, when you see your mom do that or that's your leader, like mediocrity is no longer acceptable. That's one thing I took away from it. then the, but there was this idea when we say we drove through nice neighborhoods or we saw big houses or we saw people with money. was like, ⁓ those it's like those people. Like it was very much put into, I feel like subconsciously that   Jason Hull (32:10) Yeah.   Yes. Yeah.   Sean Patton (32:31) I think that it was just a matter of like, ⁓ there's this idea of that good people or hardworking, working class folks like us, we're doing sort of this noble thing and these other people either just got lucky or they're just different or they were born into it or, it's this idea of like, we're not those people.   Jason Hull (32:49) Or even worse,   were unethical or hurt people to get there. Those rich people, those evil billionaires and those evil millionaires, and nobody should have that kind of money. They must have hurt people to get there and yeah, yeah, yeah.   Sean Patton (32:54) 100 exactly.   And so that   was like a story, even a money story and success story that over the last 10 years as an entrepreneur with different businesses, and I was, and I was as a coach of leaders inside companies, ⁓ and, business owners that I've had to overcome. And I have found myself to your point, sort of sabotaging or questioning when I do have certain levels of success or impact and downplaying it almost because I have this.   Jason Hull (33:17) Yeah.   Sean Patton (33:34) subconscious belief that like, wait a if I make this amount of money or if I get to do these things is like, am I, as you said, am I deserving of that? Or is that even like an ethical thing to be able to do? I need to suffer more and drive myself back to the suffering conversation.   Jason Hull (33:40) Yeah.   Yeah, I mean,   the feedback we get from the world as entrepreneurs. So one of my frameworks is the four, I call it the four reasons for starting a business. The first reason is fulfillment in life. That should be primary. We should be getting fulfillment in life, living our why, living our purpose. Number two, it should be more and more freedom. The business should give us more and more freedom. Now, we initially as entrepreneurs, when we start our journey, we make more and more money.   And the reason we want more money is we think it will give us more fulfillment and more freedom. But the default is, I've seen this over and over again, I live this, is we make more and more money and we have less fulfillment and freedom in our business initially. Until we get clear on this, because we're aiming for the wrong goal, we're aiming for money, not the four reasons. Once we have fulfillment and freedom though, once we figure that out, we're like, why am I doing this? I need to shift things. And we get alignment there, then we want to benefit others.   That's contribution. And that's actually why businesses exist. Businesses exist to contribute to the marketplace something of value, solve real problems. Otherwise, they're just snake oil and they're stealing people's money. And so true entrepreneurs, like they might start with just the motive of money, which maybe isn't the highest motive. But if they're going to be successful, eventually they graduate usually to contribution.   because that's the only thing that actually works in the marketplace. The marketplace is brutal to anything else. So it's almost like God tricks us into becoming good people by getting us to start businesses, you know? And so the fourth reason, once we have contribution, we have fulfillment, freedom, we get to, we're living a life where we feel like we're benefiting others, making a difference. And we love, we can't have those first three without the fourth, which is support. There's no,   Sean Patton (35:22) Yeah, yeah.   Jason Hull (35:41) business owner that I know of that enjoys doing every hat, wearing every hat in their own business. And so we have to have a good team. We have to have a good support. Just like you were talking about in the, in the military, like if you're going on a mission, you need some specialists that have expertise in different areas to make this work. Not everybody has the same personality, the same skills, the same intellectual abilities. And so we need other people if we want to stay in those first three.   We can't have fulfillment, freedom and contribution if we're doing stuff we don't enjoy. That's the opposite. And so we have to have team members. And that's why we build the vehicle of a business instead of just be a freelancer and do it all on our own. And that's the, so those are my four reasons. Now there is the fifth reason. The fifth reason is what everybody else wants. And we want this too as entrepreneurs, but the fifth reason is safety and security.   This is what makes us different. Everybody else on the planet wants all five of these things. But most people on the planet play safety and security first. They're like, forget your freedom. We saw this during the pandemic. It's like, fuck your freedom. Like, we don't care about your freedom. I want to feel safe. Make everyone feel safe. Force it on everybody. Make everybody feel safe first. And then freedom would be a really nice afterthought. And then entrepreneurial people were like, this what crazy planet am I on?   Sean Patton (37:04) Mm-hmm.   Jason Hull (37:08) Am I hanging out with aliens? Like, I don't understand. I thought we were in the land of the free home of the brave here in the US and like, what's going on? And we have all these different basic hierarchy of needs, but the hierarchy is different for entrepreneurs versus everybody else. And there's nothing wrong with that. Like I need people on my team that don't want to be the business owner.   Sean Patton (37:21) Mm-hmm. Mm-hmm.   Yeah, yeah   Jason Hull (37:32) You know, I need them to be with me and enjoy it, right? And they need somebody that like me, that's crazy, that's willing to take some of the risks. They just don't realize they're working for a crazy person, right? So that values freedom more than safety. So yeah, but look, I love safety and security too. That's why I process documentation. I have systems that makes me feel safe. If I lose somebody, right? So we need all of these things. So I love, I love that you were pointing that out. ⁓ Where should we go from here?   Sean Patton (37:42) Hahaha   Yeah.   Jason Hull (38:01) Like we're almost at the time and I love hearing the ⁓ how the military works because the military works its life or death. It's it's ⁓ and there's clear objectives and I feel like in business things get so fuzzy and there's so much BS. And when we hear it in terms of military, we're like, ⁓ duh, this would translate. I should do my business this way.   Sean Patton (38:04) Yeah.   Yeah, I think it's a good way to wrap in last couple of minutes is like, what are some key points there? think that what the military does, because not everything in the military is from personal experience translates perfectly over, right? But that there's certain things. Yeah, it's all the same. There are some similarities. I think that if there's an overarching word of why, and it's just true,   Jason Hull (38:43) Sure, it's not all exactly the same, yeah.   Sean Patton (38:58) military, good military units are able to accomplish the seemingly impossible tasks ⁓ is clarity, like extreme clarity and no nonsense around no clarity. And so whether that's clarity of mission, clarity of roles and responsibilities, who's doing what when and what are they committing to? There's so much... ⁓   Jason Hull (39:05) Yeah.   Hmm.   Sean Patton (39:26) sort of expectation or unsaid agreements that happen inside business, where we make assumptions about what we think other people understand or what they think success is or roles is. Instead of saying here's our clear mission, here's our outcomes, here's my role and responsibility, here's what I'm gonna own. I mean, the amount of times I work with a company or entrepreneur and we go in and they say, yeah, here are like the 12 things that are important before the next meeting, but there's no one's name next to it with a date.   Jason Hull (39:28) Hmm.   Yeah.   Yeah. Right.   Like who? Who's responsible? Who's accountable? Yeah.   Sean Patton (39:55) It's like, Hey, what'd we talk about last meeting? Who's doing that? Yeah. Who's taking,   who's accountable. So I think they're very clear about like what role and responsibility do you have so that you can lean into that. So clarity around roles, responsibilities, clarity around mission, then clarity around, you know, end state. Like what does success look like for this? Those are.   Jason Hull (40:14) What's the definition   of done on this? How do we know this is accomplished? I love it.   Sean Patton (40:19) Mm-hmm. And so I think   if companies could really take that approach of clarity in those three areas, it could be transformative.   Jason Hull (40:29) Totally agree. One of my mentors that really taught me operational stuff was a mentor named Alex Sharpen. And Alex would talk about outcome transparency and accountability. He was like a three-legged stool. And he said, there has to be a clear outcome. Like, who's responsible ⁓ is also, right? that's like outcome transparency, accountability. Accountability is who? What are we trying to accomplish is the outcome.   And then what's the scoreboard? How do we measure success? How do we know if it's done? And he said he would watch billionaires and follow them around and they go into a meeting. They didn't know what was going on, what was being discussed, but there was a problem. He would just walk in and he would ask three questions and the problems were solved. Cool. What are we trying to accomplish? Okay. Who's responsible for this? Awesome. How do we know if it's done or not?   And it was that simple. And then you walk out of the room, everyone's like, man, he's magic. So glad we have him. What a great leader. And I love it. Clarity is massive. one of the things, like a lot of businesses don't even have the clear role or job descriptions defined for their existing team members. If I went to, anyone listen to this, I went to your team member, ask yourself this question. And I asked them, what are you responsible to achieve on a weekly, monthly basis? What is your job?   Sean Patton (41:27) Yeah.   Jason Hull (41:52) What are your roles? What are you supposed to do? And then I went to the business owner. I went to you listening and said, what is their responsibility? What are these? I usually get two very different set of directions. But if you come to my team or hopefully some of my clients that I'm coaching and you ask that question, they would say, cool, let me pull up my document that is super clear that we review regularly. This is it. We've agreed on this. We're literally on the same page.   And it's that simple. And so they know what outcomes they're responsible for. And the outcomes are more important than the responsibilities. So on our job descriptions, we have results. What results or expected accomplishments are there? so little things like that. One of the things I love saying lately is, this is one of my little phrases, is any action we take without clarity is a little bit wrong. Sometimes a lot, a lot wrong.   Sean Patton (42:21) Yes.   Mmm, I love that.   I love that.   Jason Hull (42:51) Yeah, and so that's dangerous. like the last thing you want to do in on the battlefield is just rush out with a lot of gusto guns a blazing with no plan and a lack of clarity. But in business, sometimes that's how we operate for shooting from the hip. We're like, Woo, yeah.   Sean Patton (43:08) Yeah,   it is. That's the thing is because of the mission that the military has, the culture demands extreme clarity. And because of the mission of businesses, people can get away with leakage and mistakes because, you know, it's not life or death. But if you treat your business like that, that's how you get to the next level of performance.   Jason Hull (43:18) you   Love it. Cool. Sean, awesome having you on. Always fun to chat with you. We have some good conversations. ⁓ This is really interesting to me. I love hearing how ⁓ this all works and the contrast with military and whatnot. You brought up some really great points that really made me think. How can people get in touch with you? Tell them what you do real quick and all that.   Sean Patton (43:40) Yeah, absolutely.   Yeah,   absolutely. So you wanna, my personal site is SeanPatton.me. Super easy to find. I'm very active on LinkedIn. And I am a part of a larger firm called Novus Global, where we focus on creating meta performance leaders. A lot of the transformation we're talking about today. So yeah, LinkedIn and my website, easiest ways to get me. also the host of the No Limit Leadership Podcast. Please check that out and.   Jason, you have a scheduled day. I'm excited to have you on that podcast in the future.   Jason Hull (44:29) Yeah, I'm excited to be on that. That'll be great. It's been great having you. Cool. Thanks for being here. All right. Yeah, absolutely. So for those of you that are property management business owners and you felt maybe stuck, stagnant, you want to take your property management business to the next level, reach out to us at doorgrow.com for free training on how to get unlimited free leads. Text the word leads to 512-648-4608.   Sean Patton (44:35) Thanks, Jason. Appreciate the opportunity.   Jason Hull (44:57) Also join our free Facebook community just for property management business owners at doorgrowclub.com. And if you want tips, tricks, ideas, and to learn about our offers, subscribe to our newsletter by going to doorgrow.com slash subscribe. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review on wherever you saw this. We'd really appreciate it. And until next time, remember the slowest path to growth is to do it alone. So let's grow together. Bye everyone.   All right, and we are out in five, four, three, two, one.   Sean Patton (45:33) Thanks brother.

Hahaha, what a podcast guys. Today we're talking all about the making of one of the worst movies ever made, The Room as chronicled in The Disaster Artist, based on the book The Disaster Artist by Greg Sestero. This movie stars James Franco, Dave Franco, Alison Brie, Seth Rogen and was directed by James Franco. The Room is one of the worst movies ever made and was directed by Tommy Wiseau, and stars his friend Greg Sestero so we brought our friend Raymond Zeygman. Come listen and enjoy with us, and don't leave your comments in your pocket, leave them in our comment section! We are proud to announce our NEW Patreon is available: https://www.patreon.com/reviewinghistory Please Like and Subscribe! Click the Bell to Get Notifications! Please give us a rating and a review on ApplePodcasts. It helps potential sponsors find the show! Check out The Wholly Roast use promo code RHP26 or Rhist26 Sign up for @Riversidefm: https://www.riverside.fm/?via=reviewi... Sign up for @BetterHelp: https://betterhelp.com/reviewinghistory Buy Some Merch: www.reviewinghistorypod.com/merch Email Us: Reviewinghistorypod@gmail.com Follow Us: www.facebook.com/reviewinghistory twitter.com/rviewhistorypod letterboxd.com/antg4836/ letterboxd.com/spfats/ letterboxd.com/BrianRuppert/ letterboxd.com/brianruppert/list…eviewing-history/ twitter.com/Brianruppert #comedy #history #podcast #comedypodcast #historypodcast #theroom #thedisasterartist #filmmaking #jamesfranco #davefranco #tommywiseau #gregsestero #film #cinema #movies #moviereview #filmcriticisms #moviehistory #hackthemovies #redlettermedia #rlm #historybuff #tellemstevedave #tesd

Heheheheheh! So you see we have come to the end of our series “Cuz I Wanna (and You're Gonna Like It)”! But you may think you have won because we are now at the end but you must listen to me now and hear what I say because your kung fu is not strong enough to make it to the end of this series! No, it isn't! Hahahahahaha, that is very amusing to me! You may think of kung fu movies as being like the works of the Shaw Brothers but their kung fu is weak and not strong but ours is stronger! Hahahaha! You better pay attention! Yeah! Listen to my inexplicable Australian accent as I explain your inevitable defeat! I say again, your kung fu is weak! The kung fu of Stephen Chow is much stronger! Hah! You know that the truth is inevitable and is your destiny! Or perhaps the destiny of your Master! Heh heh heh, your kung fu is so weak that you cannot possibly understand my brilliantly translated words ohhh? The Max and Mike School will conquer you! You are foolish to think that is not so! Hahaha! Come, listen to the strength of our words and see if you can face “Kung Fu Hustle” with the very best of us! Hahahaha, the idea makes me laugh very much! Ha! Poll question: what is the best example of a cinematic mix of violence and comedy, and should they mix at all? Leave us a comment or call our pratfall hotline and leave a brutally hilarious voicemail at 617-398-7266

“If you heal yourself, you have the ability to heal generations before and after you.” In this episode, Nick speaks with Amber Richbook about her journey through identity, subconscious beliefs, and the impact of generational trauma. They explore the importance of awareness and the role of cultural identity in shaping our experiences and ultimately who we believe we are and what our “identity” means to us. What to listen for: We all have gifts and abilities that can be realized Coincidences are often signs that require investigation Generational trauma impacts our identities and experiences Healing is a personal journey that affects generations Self-mastery requires the willingness to change our identity as we grow Awareness is crucial for personal growth and healing Our identity is fluid “We all have different generational things running through our veins. What are we going to do with them? How are we going to reconcile? How are we going to bring the healing?” Healing is our responsibility, no matter what our parents passed to us genetically Understanding what our family history is can sometimes shed light on our current struggles Epigenetics research is increasingly validating that generational trauma not only exists but has real repercussions on future generations “You must be willing to change identities as many times and as often as you feel led to” What we believe our “identity” is, isn't always accurate or remotely current The hesitance for change is normal, but being willing to adapt and evolve is critical for personal growth Changing identities isn't about becoming someone else; it's about uncovering more of who you are at your core About Amber Richbook Amber Richbook is a transformational speaker and identity-shift coach who helps people move from simply existing to fully living. Through keynotes, coaching, and her podcast Meaningful Conversations, she teaches individuals to break self-limiting beliefs and take practical steps toward authentic, purpose-driven lives. She is a TEDx speaker and has appeared on PBS and corporate leadership platforms. Her mission is to become the go-to voice for mindset and identity transformation for a new generation. https://www.arichbook.com/ https://www.linkedin.com/in/arichbook/ https://www.instagram.com/a.richbook/ Resources: Check out other episodes about identity: Processing Our Childhood Traumas With Jeremy Stegall Exploring The Role Of DEI In Healing And Growth With Corey Williams How To Embrace Your Identity And Inner Strength With Rich Vysion Love and Faith Beyond Identity and Labels With Carl King Exploring Human Design For Self-Mastery With Akary Busto Interested in starting your own podcast or need help with one you already have? https://themindsetandselfmasteryshow.com/podcasting-services/ Learn more about our host, Nick McGowan: https://nickmcgowan.com Thank you for listening! Please subscribe on iTunes and give us a 5-Star review! https://podcasts.apple.com/us/podcast/the-mindset-and-self-mastery-show/id1604262089 Listen to other episodes here: https://themindsetandselfmasteryshow.com/ Watch Clips and highlights: https://www.youtube.com/channel/UCk1tCM7KTe3hrq_-UAa6GHA Guest Inquiries right here: podcasts@themindsetandselfmasteryshow.com Your Friends at “The Mindset & Self-Mastery Show” Click Here To View The Episode Transcript Nick McGowan (00:00.495)Hello and welcome to the Mindset and Self Mastery Show. I’m your host, Nick McGowan. Today on the show we have Amber Richbook. Amber, how are doing today? Amber RichBook (00:22.403)Well, how are you Nick? Thank you for having me. Nick McGowan (00:25.679)Yeah, absolutely. We were just shooting the shit for like a solid half hour. And again, one of those situations like let’s just record. So I’m stoked for you to be here. I think this is gonna be cool. We’re gonna get into a lot to talk about identity, subconscious limiting beliefs and your story. And even talking about regional and generational trauma and some of the things I’ve talked about on different episodes. But I think identity is a big part of that. I always like to start episodes off with something that’s a little Amber RichBook (00:29.846)I know. Nick McGowan (00:54.319)odd or bizarre about you that most people don’t know. So what do you got for me? Amber RichBook (00:58.19)Okay, so one of my bizarre weird things that people don’t know about me is that I wrote about my life as a single mother of three daughters when I was in the first grade and my mom She kept like this big bag, like everywhere we moved to, this was like this big bag of childhood memorabilia from myself and my siblings of things we drew and wrote in kindergarten, pre-K, first grade, second grade, like the little macaroni art that’s like happy Mother’s Day. Here’s a flower with glue and there’s missing pieces on it. And so, you know, in first grade when they have the writing pads with the story and you draw the little ugly picture and you think like, Nick McGowan (01:32.655)Yeah, of course. Amber RichBook (01:44.014)And it’s like Miss A takes her three daughters and the names were like J, E, A, like they were all like names with those initials. And my daughter’s names now have the initials J, A, and E. To get ice cream and they love driving in their really big truck. and they love doing all these fun things together. They like dancing. like, there was no, was just this Miss A. and her three daughters. And I remember years ago when I, well, my mom was like, kind of like, all right, you guys are grown, take your shit. Like I saved all of it. Let me show you guys that I actually cared about you as children. Like do with it what you want. I’m like, okay, so let me go through my stuff. And I’m just sitting there and I’m reading it. And I was like, can I curse? I was like, okay. Nick McGowan (02:27.96)Yeah. Nick McGowan (02:40.958)yeah. Amber RichBook (02:42.86)I was like, Amber, what the fuck were you writing about in the fucking first grade? Like you’re writing about being a mom. Now, fun fact, I was the child, the friend, even in high school that used to call kids creatures. I was like, ill, be a mom. That’s so disgusting. Motherhood. So now there’s a running joke. Like every mother’s day, my friends from high school and college are like, dude, how did you become a mom? Nick McGowan (02:45.443)Yeah. Amber RichBook (03:09.836)Like that’s the joke. Like you’re a mom, bro. None of them are mothers, but I’m a mom. Dude, how did that happen? So I think that’s interesting because one of my favorite books is The Alchemist. I talk about it in my, started my Ted talk with it and it was like, we really go on this journey of life and all you’re doing is getting back to the core of who you are. Nick McGowan (03:10.179)You Nick McGowan (03:14.423)Ugh. Nick McGowan (03:36.569)Yeah. Amber RichBook (03:36.992)and your inner child, like those youthful experience where your imagination is purely untamed, not realizing that many of us have these gifts. We all have these gifts and abilities, but where were they most active? How were they most active? and I’ll just layer it with this before I give it back to you. There was a thread that I saw recently that said, healers, spiritual people, did you have a near death experience that confirmed your abilities, et cetera, et cetera? And when I was born, Nick McGowan (04:10.863)Mm-hmm. Amber RichBook (04:13.942)I only had eight minutes to live. Eight is my favorite number. Eight is when I was eight years old. That was like my favorite age. Schoolhouse rock was like a thing when I was growing up. So it was like the figure eight song. I loved eight. When I was in school, I was always drawing eight. I was always like just fascinated with eight. And my birthday is on a 26. So two plus six equals eight. And so. Nick McGowan (04:26.704)yeah. Amber RichBook (04:43.118)start reflecting on these things and you’re like oh here are how all the dots connect in my life in my reality in my experience so yeah i’m a little woo woo Nick McGowan (04:56.431)I don’t think it’s as much woo woo as it’s looking for patterns of things. I’m similar in the sense where I look, like we were talking about even signs before we hit record, looking for signs. I think there’s a level of awareness. And if you’re aware of something, you can at least say, well, that’s something. I don’t particularly agree that there are like coincidences in the world. I think there are things that line up, but then there are also things that just don’t make sense. Like I remember saying, Amber RichBook (05:07.148)Yeah. Amber RichBook (05:19.534)Yeah, yeah, yeah, yeah. Nick McGowan (05:25.679)People saying to me like years and years and years ago like you might read something in a book or like the Bible or whatever and it doesn’t make any sense at all and then years later it punches you right in the mouth like there are times literally within the Bible or God’s like this thing today means the most thing to you and you’re like, whoa What what does that mean and you’ve read it 400 billion times? Or you’ve seen a situation or whatever. I think there’s a power of being aware to be able to see those things but then Amber RichBook (05:36.183)Yep. Nick McGowan (05:53.229)like you had even said before we hit record, and we probably should have just hit record way early, was that it’s our responsibility to do something with that. And it’s what we get to do with it from there that actually shapes the way that future generations and all of those sort of things. It’s interesting to me, like right off the bat when you said, I wrote that out in first grade and now I’m living it, because I remember people in grade school thinking or writing out like a five year, 10 year plan. Amber RichBook (05:56.942)you Amber RichBook (06:01.569)Yep. Amber RichBook (06:09.336)Yeah. Nick McGowan (06:21.967)There were a couple of the smart kids in school that I can think back to, like fifth or sixth grade that did that. And there was one in particular, I forget what her name was, but she was like dead set. Like this is exactly how my life’s gonna be. And I’ve thought about that girl every once in a while of like, did life work out? Because my life was totally different than what anything I could have ever created. But what a cool thing for you to see, because it sounds like you didn’t say, well, my intention is to have three kids. Amber RichBook (06:39.5)Yeah. Yeah. Yeah. Nick McGowan (06:51.381)and nobody around and I wanna do this and we’re gonna go get ice cream and all this like this is the fucking life I’m gonna live and like you pushed for it but what a wild thing for it to create, yeah. Amber RichBook (06:53.089)Yeah. Yeah. Yeah, you just lived. Yes. And, and, and then I want to say like older years, like in my teen years, I remember being a freshman and we had the opportunity to sign up for vocational school. prior to us hitting record because Nick and I, were chopping it up. we were talking, I said, you know, even as I navigate my own gifts, I had to process, okay, am I speaking things into existence or am I speaking something that’s already into existence and it’s already the same. So even when you say coincidences aren’t real, coincidence gets a freaking rap because if we break down coincidence, it is coincide. It is all these things that are coming together, but it’s easier to write it off like, it’s just a coincidence. It’s nothing. But if it’s really a coincidence, you should want to do the investigation of. Nick McGowan (07:37.081)Yeah. Amber RichBook (07:52.246)where is this coexistence happening in my reality? Okay, so Amber, what are you getting to? When I was in the eighth or the ninth grade, they said we could sign up for a vocational school. So school, high school, halftime, then go to a technical school. So I’m like, all right, I wanna do cosmetology because I don’t wanna flip burgers while I’m in college. Like that was what I convinced my mother. I’m like, mom. Nick McGowan (08:05.377)Yeah. Amber RichBook (08:16.898)And it was $300 and I’m like, it comes with a whole kit. And I’m like, you want me to go to college, right? Like I’m not saying I’m not going to college. So I don’t want to flip burgers. Not that anything is wrong with that. Cause I did end up working at a fast food restaurant, right? Because you’re like, I don’t want to do that. And then you end up where you said you don’t want to be because the universe source wherever it doesn’t here don’t, it just hears focus and attention. And I went through that. that cosmetology program, graduated high school, graduated with my cosmetology license. I’m still licensed to this day. And I remember when I was in college, I had a car accident where I lost all my cognitive abilities and I had to medically withdraw. Now, once I started to heal up, I didn’t have the cognitive ability to return back to college. Nick McGowan (08:58.361)Hmm. Amber RichBook (09:09.024)Why? Because prior to my accident, had a brain contusion afterwards, but I could study with the lights on, the music on, the TV on, all these stimulators. But then after my accident, when I say I had to write things word for word, I had to have pure silence, I had to take breaks. I’m like, this is not going to work for me. So I had this cosmetology license to lean back on to create a living for myself and to work prior to returning back to school. Nick McGowan (09:29.006)Hmm. Amber RichBook (09:38.88)And so that’s where that interconnectedness of the universal law of cause and effect, right? So if you ensure, like get insurance on all these things, you’re also calling in accidents, breaks. You’re also calling in all the things that benefit from having this insurance. So that’s how interesting and coincidental life is, is when you’re preparing and creating these incidents Nick McGowan (09:53.709)you Nick McGowan (10:04.836)Mm. Amber RichBook (10:08.784)that get to coincide with each other. That was so crazy. Yes. Yes. Nick McGowan (10:13.871)I think the awareness is the glue of that though. Like if you’re aware of that stuff, you can then do something or not. Like there are certain things I think that happen. Like even with you saying, all right, mom, I’m gonna go to college, but I wanna go this route. You’re really just thinking from a perspective of the system of the world tells me that I need to make money. I need to do this on my own. So I guess I’ll go do this thing. Yes. Amber RichBook (10:35.692)and I need to have something to fall back on, right? So going with that intention of I need something to fall back on because something can go wrong. Yup. Nick McGowan (10:43.833)Just in case. Yeah. Which is such a fucked thing. So our parents went through the bullshit like that with their parents and maybe they went to college or they did something and they had something they could fall back on because their parents said, based on the current system that we’re in, in the 60s and 70s, this is what it’s gonna be like. And by the time the 80s and 90s came around, now we’re experiencing what that’s like where you motherfuckers were able to afford a house. Amber RichBook (10:49.262)You Amber RichBook (10:53.975)Yep. Nick McGowan (11:13.359)for $13,000 back in the day. We can’t afford that for a porch on a house, let alone, you know what I mean? But those though are stories and it’s up to us to be able to change. And I think that’s where part of the awakening is happening, where we then look back and go, well, motherfucker, some of this shit really fucked us up. And this was straight up abuse in that time or. Amber RichBook (11:13.826)Yeah. Yeah. Yeah. Okay, okay, wait. Amber RichBook (11:26.711)Yeah. Yes. Yes. Nick McGowan (11:40.751)You told me I needed to do this and therefore I went down a different path because I wasn’t able to just be my authentic self. Now it’s not like we live in some reality where we just like unicorns and rainbows constantly and we just create whatever we want. Like the Jetsons, you go, I’m hungry, here’s a button and like whatever. I actually don’t want that anyway. Like by the time AI does that shit, I hope to be long gone. But we are not in that space where we can just play constantly. Amber RichBook (11:47.971)Yeah. Amber RichBook (11:57.359)Yeah. Amber RichBook (12:00.876)Yeah. Nick McGowan (12:09.721)but how do we be ourselves with our identity to be able to play? Amber RichBook (12:13.486)Let’s see, Nick, but that’s the theme. I play all the time. Play is a part of it. I think also, so there’s so many different things I would jump through my head as you were talking. And I’m trying to get there. I’m going to get there. My matrilineal line, my grandmother was brought here by a white family in 1961 from Antigua to be there up here. And my mother was a first-generational. college graduate and then I was a second generational college graduate and each my grandmother worked to get her GED coming to America. She got her GED. She worked as a maid in upstate New York. And then once she had my mom and my aunt’s and uncle, she went to school to be a nurse because that’s what she needed to or she felt she needed to do. than my mom or CNA, right? Cause my mom went to college. then there’s me. And so it’s kind of like you mentioned the Bible earlier. I like to tell people like I am an Abrahamic prophecy fulfilled for my grandmother who came to America. for this opportunity from her little island. And in that rate, she worked for white people. And growing up cultured, I didn’t grow up knowing that I was Caribbean because no one wanted to be, everybody wanted to be American. So I was having Caribbean experiences in the household. And I think by the time I got, cause I grew up, where I was growing up, people were like, you’re mixed, you’re not. you’re not just black. And my dad’s family, they’re from the Virginia that’s there, we could trace back to there. And I’m like, yo. And so I was in college, I’m like, I’m not just black. I’m not just African American. I’m not just this. But also it was in high school. So why is all of this relevant? Because it leads to my life. In high school, as a ninth grader, the same year that I was like, okay, I don’t wanna be a whatever I wanna be. Amber RichBook (14:29.528)do here and this is the first time that I’m telling this story and I’m telling this story because of our pre-show conversation and you said I the real, I want the ball, I want all this stuff. So this is the first time I’m sharing this publicly. When I was in the ninth grade, I went to a predominantly white high school where less than 10 % of the high school population were students of color. And I had just moved, this was in the Poconos, and I had just moved from New Jersey because my mom was like, I want you to have a better opportunity, et cetera, et cetera. And at this time, these innate things, I have to share my cultural experience, right? Because people don’t, it’s going to make sense. Nick McGowan (15:11.865)Context. Amber RichBook (15:12.022)you proximity to whiteness will help me be better. That’s why my name is Amber. How many times in high school, right? I remember where there was a substitute teacher and there was another black girl in my class, but she did. She wasn’t there for the day and her name was Shaniqua. Like that was for real her name, but she wasn’t there. So when the substitute got to her name, she’s like, Shaniqua, like whatever. And so she’s looking at me and I’m like, I’m not Shaniqua. Nick McGowan (15:16.473)Hmm. Mmm. Nick McGowan (15:40.078)Man. Amber RichBook (15:41.888)My name was at the end of the thing. So she’s like, Amber Walters. And I’m like, that’s me. man, what? She was going to write me up, me to the principal’s office because she thought I was being funny. And like my classmates were like, no, she’s Amber. I had to get up and show my ID. So having that experience as a ninth grader, then being voted freshman class president, the first black president at a high school, like that was the thing. Nick McGowan (15:42.959)You don’t live here no more. Amber RichBook (16:11.958)at 14 and you got all this pressure. And so now you’re on the softball field and you’re in gym playing softball and you beat the popular girl. You beat the girl who’s been in this district since she was in kindergarten and all her friends and surrounding around. And for the first time in my life, I was called the N word and it was swing and N swing, swing and N swing. And that was my first time. So the culture shock of going from the urban Jersey experience to this predominantly white experience, not harming anyone, just like, yeah, we’re people, we’re ninth graders. Like, it’s cool. Like, I’m just, I’m Amber. Like, we’re gonna be class president. It’s gonna be cool, like class or whatever. And I had never had that experience. And I’m like, all I could feel was like, don’t call me that. Nick McGowan (16:44.867)Yeah. Amber RichBook (17:05.942)And I remember, swing and then swing. You think you won and you think you won. You cheated, you did. And I’m like, what the fuck? And all I went in is to warrior. And it was like my mother, my grandmother, my grandmother before them. My grandmother is a product of Portuguese colonization in Antigua, taking advantage of an indigenous woman on the island, right? So she had no home from either side. And I defended myself, but I was punished for that incident. And I was the first, and I tell my kids, joke about it now, right? I’m like, I was the first black president in my high school, the first one to be voted in, and the first one to be impeached. And that followed me through my whole high school career. And it was in my 20s that this particular woman reached out to me via LinkedIn. And she’s like, I just want to apologize for what happened in the ninth grade. And I’m like, girl, you fucked up my high school career. I graduated in the top 10 % of my class, but that still followed me. And that followed me. And we talked about the Alchemist early on before we came on the show. And I’m sharing this depth of, because you want the real world, I’m going tell you. It shared that depth because that depth. Nick McGowan (17:54.403)Hahaha. Nick McGowan (18:07.715)Ha ha ha. Amber RichBook (18:23.916)because it then took me on that journey when I did go back to college and I finished in accounting as a non-traditional student and I went to the big four as a public accountant. the only one who looked like me. And so it was now my 14 year old self back in this swing and end swing. Go get this thing and go get this coffee and go get this thing. And you’re like, what is happening? But that’s where the world is like, where you talked about where our parents, you got to go to college, you got to graduate, you got to get the good job, you got to do what you got to do, you got to keep your head down. For me and my reality, it’s you got to work twice as hard, you got to be twice as this, don’t show your emotion, don’t show You don’t have these things. So even as I built my career in corporate, right? I built myself to be the corporate mermaid where I tell people don’t ask me shit about corporate because I do what I want when I want how I want whenever I want but I had to heal that 14 year old girl who thought that she wasn’t enough and that thought and and and took the emotional responsibility so me as the adult going to her like we don’t Like what Michelle Obama say, when they go low, we go higher, whatever she said, right? Like, no, that has nothing to do with you. That has nothing to do with you. And so me moving in the frequency of love. giving people back their pain. You mentioned trauma early, giving them back their trauma. Because just like people of color have generational trauma innate in our DNA, so do Europeans, so do Caucasians, so do white Americans. We all have these different generational things running through our veins and it’s what are we going to do with them? How are we going to reconcile? How are we going to bring the healing? And it looks like that accountability, it looks like no. And so what ended up happening and then I’ll wrap it up because I know I just gave you so much at one time. They tried to, I don’t want to say they tried to set me up, but I live near UNC, like the museum, and they were like, we need you to go audit the museum. I’m a little baby associate. You want me to audit a museum’s millions of dollars painting and do an inventory count? I said, okay. I said, okay. And I used to have my, my Bob, my professional white girl looking black hair. so I could be palatable. And I remember the museum couldn’t find a painting, Nick. It was $7 million. And they were like, you can leave. And when we find it, we’ll let you know. I was like, I am not leaving here until y’all find this painting. I am not leaving here. But seeing the pressure that was on me in that now moment. Nick McGowan (21:12.921)No, my God. Amber RichBook (21:19.982)think is the same pressure that I felt in being voted class president as a ninth grade girl. And I sat there and I sat there and they found it because I was like, God, they got to find this. And it was in between some other paintings. But just seeing how my inner child, the intensity that I had and so to bring it home, how Spirit, source, universe, your life path is gonna keep putting you in positions until you get comfortable. And so I remember my mom, she was in seminary school when I was a kid. And I remember going with her and this was in Madison, New Jersey at Drew University. And we pulled up to Burger King. Again, these are things I’ve never told anyone, right? You want the depth, the raw. And she’s like, Amber, you didn’t want to get out the car. And I’m like, what? She’s like, I don’t want to get out the car because all those white people are going to look at me. Now, my family, my mom had white friends. Like, we had a very diverse. friend experience. was not isolated from things. My grandfather, was friends with Italians. I was in school, so it was very diverse, but there was a different energy. It was a different sense. It was a different experience. So now as an adult woman, it was like, right. When we were talking about self mastery and mindset, in my TED talk, I talked about the Oro Burrows, the loop of life, the beginning and the end being one, the death and and the birth and the rebirth and the death and the birth, that cycle. And it wasn’t until I finally, in my adult years, got into the same space as my white peers, my white colleagues, and I stopped shrinking myself to inferiority. And that looked like my grand living and becoming my grandmother’s deferred dream that she wasn’t able to witness in her living life. Amber RichBook (23:22.99)Everything in life connects in that capacity. I had to learn to be confident as an eight year old. I had to learn to be confident as a 14 year old, as a 20 something year old. Now in my thirties to be like, I stand in my power. Now we know that we create our reality. And I was creating my reality at all of those ages. All of those experiences were my own personal lessons to learn. I’m sorry, y’all. Thank you for your patience. I was just running my mouth. Nick McGowan (23:26.669)Yeah. Nick McGowan (23:40.665)Yeah. Nick McGowan (23:51.801)Yeah, thank you for the Ted talk. mean, well, truthfully that’s some of the best magic that happens within podcasting. Even if we just had a few minute conversation, we probably wouldn’t get to this. And I think it’s on me as the host to be able to facilitate this and allow you to have those conversations. Amber RichBook (23:52.944)I know I was like Nick McGowan (24:16.695)and allow in the sense of like, let’s move in a direction that makes it open for you to be able to do that. There’s a lot that you put out there, obviously, and those that are gonna listen to this, they’re like, yeah, there’s a whole lot. But there’s a lot of great things and it’s all also woven together and there’s patterns to that. There’s system problem to start off with. Those white kids in the fucking Poconos, I know, yeah, it’s much different than East Orange. Amber RichBook (24:40.782)because you know the polka-dos, you’re from up there. Nick McGowan (24:46.243)and vastly different. I grew up in the burbs, but in a more diverse section of the burbs, not the higher end burbs. Like if anybody’s from Springfield, Pennsylvania, you know, you’re different than Prospect Park and Glen Olden. And there’s versions to that, but then also living in the city at times. And my mom grew up in the city in Philly as a tiny little goofy looking redhead kid. She got picked on because she looked like Pippi Longstocking basically. And she had problems with Italians and other Irish people as well as African-American people and Latin people and like all these different groups. But all of that comes from a fucking system problem and generational trauma because everybody’s pitted against themselves. And ultimately what I’m learning is that it gets further back to the white people. Amber RichBook (25:34.796)Yep. Yep. Yep. Nick McGowan (25:41.753)that said, think we’re better than you. So we’re just gonna do this the way that we think. And even with like a male and female sort of thing, like men think they’re better than women and I don’t understand it. Like I thank God daily for my partner because she’s so much smarter than I am and so much more grounded and there are things that we learn. And that’s the way that even when you think of men and women being together, let’s just use that as an example where Men should be the leaders. That’s not correct. Women actually lead us. She leads me a lot and will lead me into a direction that then I can do my part and go from there. I think there’s awareness to this and understanding what some of those systems are. Like why are there poor sections of a city or a town? probably because they’re all pushed that direction and everything’s fucking concrete. They can’t even grow their own vegetables. They can’t even… try to get out of the system that they’re stuck within. And even what you’re saying with your mom saying, well, we’re gonna go closer to a white direction because proximity, that makes me think of from the Irish people that were brought over here that were like, well, you’re a slave, but you’re white. And why don’t we just make you a cop? Because, know, fuck it, you’ve got a little bit of authority, but you’re not gonna have all the authority. I’m not saying that I understand what you went through at all because really I don’t. But I can see how some of that is even within my cells that needs to be processed out. I think of the shit that I went through as a kid being a token white kid. kids would make fun of me because I was a chunky little kid and I think I’ve sized appropriately as I got older. But there are things that I remember going, well, this doesn’t feel right. But I do often think back to there was literally just a handful of different people, a handful of Asian kids that were in the school or some black kids, but it was primarily a bunch of douchebag white kids that thought they had privilege over anybody that was slightly different than them. And again, I think that’s a system problem and it’s a generational trauma thing. So we, as the people, get to do something with it. I think it’s cool that that person came back to you and said, Amber RichBook (27:54.594)Yeah. Yes. Yes. Yes. Nick McGowan (28:00.599)I’m sorry, I’ve thought about this. Clearly they’ve thought about it for a long time. Does not make it right for what they said. However, I do think there is a little bit of, I don’t want to say grace, but understanding context of how we grew up. Because look, I’ve said some fucked up shit growing up that I didn’t understand was as fucked up. But then when I understood what it was, and that it was, I don’t know, entrenched in racism or whatever. Amber RichBook (28:14.915)yeah. Yeah. Nick McGowan (28:29.537)I could tie back to where that came from. There was an example. My mom was about to buy a house. She grew up pretty poor and had me at 22. And I don’t know, maybe like 10, 12 years old, something like that. She bought her first house. And I remember her driving, we’re driving down the street and she pointed at somebody doing lawn work. And she was like, we’re going to get one of them. I was like, a lot? I would hope we’re gonna buy a house. And she was like, no, somebody that can basically be our slave and do our lawn work. And I remember, I don’t know, being 12 or whatever and be like, that sounds kind of fucked up. But all the rest of these assholes that I’m around kind of say similar things. And nobody’s really breaking out of that. Their responsibility was to change that so that we, as our kids, you know, like us, were able to do things differently. But it’s not on anybody else, it’s on us to do something with it. I think really the failure would be if you and I are having this conversation and then we get off here and we’re both fucking assholes and douchebags of people and we don’t do anything from it. Because I know that I still have problems at times like I’m really impatient, especially driving. And if somebody is driving in the fast lane, going 10 miles an hour under the speed limit, I question how they even fucking put shoes on, let alone do anything else in the world. But I understand that there’s pieces of that that Once we’re aware of something, we can do something with it. So we started this by talking about identity. Your identity was shifted at that point. Yeah, that girl kind of fucked up your high school. Also, the story that you told by yourself in your own head based on unprocessed trauma that was literally in your genetic code was pitted against you. Like any work that was done prior to you hadn’t been fully accomplished and completed. Amber RichBook (29:58.018)Yeah. Nick McGowan (30:23.981)and then something came up and you needed to do something with it. It took you time. The fact that you’re doing something with it, your girls are gonna be better off. At the same time, it’s on them to do whatever happens to them. Like I had a conversation with a friend maybe about a year or so ago where they’re like, I’m gonna do everything different from what my parents did. And his parents were, they fucked him up. Amber RichBook (30:27.714)Yeah. Yeah. Yeah. Nick McGowan (30:46.859)And he’s doing everything he can. And at one point he had a realization. He was like, and still, bet these kids are going to be in therapy at some point saying something about me because everybody’s going to interpret it the way that they want and how they do it from there. So the systems of this is fucked up, but it is what we work within. The generational trauma is fucked as well, but here we are. Amber RichBook (30:54.54)Yeah. Yes. Yes. Amber RichBook (31:03.328)Yeah, and so, yeah, yeah. And so even in your response, I appreciate it. And it is multifaceted because we have our own experiences. While your mom had her experiences, you had your own. And while my mom and my grandmother had their experiences, I had my own. So I think that… I can’t necessarily just leave it to my generational DNA pass down trauma without acknowledging the impact of my own personal life experience and those that the things that could be traumatic had I not chose to heal and navigate through them. Right. And so there are some people who don’t have the higher mind or the discipline or the wherewithal. Nick McGowan (31:36.461)Of Amber RichBook (31:58.134)to heal themselves so they may not have been able to receive an apology from someone who has caused them harm, right? So when we think about… the Holocaust experience, people are still apologizing for that experience. Because just because we apologize doesn’t mean it takes away the pain of that experience. And that’s the empathy that… We have to extend to all persons who have been impacted. It does not take away. We can apologize and extend grace and those groups of people who did what they did to that particular community, they may have learned their lesson, but it does not take away the pain. It does not absolve it. I may, and that’s no different than parents, right? There’s a book called Adult Children of Emotionally Immature Parents. As a parent, you do have the responsibility to Nick McGowan (32:35.14)Yeah. Nick McGowan (32:57.902)Yeah. Amber RichBook (33:01.8)listen to your child and be accountable, but your apology is not gonna fix their fucked upness. It’s not gonna fix the pain. They themselves have to do the work to absolve that. And sometimes even when they do, the relationship may not go back to being the same because of how impactful the trauma is. And that’s just psychological in itself. Nick McGowan (33:21.945)Yeah. Amber RichBook (33:27.328)And so it’s just so multifaceted and I, and I can’t speak for a collective of people, but I can speak for myself and like anyone listening. One of the things that I teach my collective specifically persons of indigenous or persons of color, but anybody, right? If you heal yourself, you have the ability to heal generations before you and generations after you, which is able to have a healthy, loving, thriving relationship with my mom. Nick McGowan (33:29.807)For real. Nick McGowan (33:50.319)Mm-hmm. Amber RichBook (33:57.42)and healthy, loving, thriving relationship with my children while still having, and I think the other thing is too, sometimes people think that these healed relationships mean perfection and no mistakes and no disagreements and we are all holding hands and singing the Munchkin song. No, it’s how we navigate through conflict. It’s how we resolve the conflict. Nick McGowan (34:09.251)Yeah. Amber RichBook (34:21.312)Is my mom accountable for herself? Am I accountable for myself? Are my children accountable for themselves? So, this is good. You’re good. Nick McGowan (34:33.167)I mean, I think the big thing here is to really understand that no matter what we go through and how we look at things, there may be an interpretation, there may be things that are kind of blocking us or propelling us in one direction, but it is ultimately up to us to do. And something that has come up as you were talking about, like, I can’t speak for an entire type of people or race of people, et cetera. I think there are things where some people can say, yeah, well, the Holocaust was different than this, or we should look at what happened with this and we should feel a certain way. Any of these things don’t take away from somebody else. The Holocaust is really not as different as what the fucking people did when they got to this country and they’re like, look at this land, who the fuck are you? you grow things here, cool. Amber RichBook (35:17.666)Nick, I wasn’t ready. But they do, right? But they do. And that’s the systemic issue that you started with earlier in the conversation. And it’s no right or wrong. It’s just we have to, for those of us that see, see. Nick McGowan (35:20.857)But I mean, it doesn’t take away from that. Amber RichBook (35:39.934)understand. And then you mentioned something earlier too that I wanted to reflect on where you were like, this stuff is fucked up. But those that know the yin and yang, the dark and the light, the ugliness, the fucked upness is here for a reason. Because there’s, there’s the balance. And that’s the fairness. Nick McGowan (35:56.879)Yep. And there’s a balance to it as well. Amber RichBook (36:05.386)of life that is a universal principle and a universal law. And then when we understand like on this mindset mastery journey of life, we have these fucked up experience based on what our soul needs to learn and understand for its own development. Who do, who did I come here to be? Well, Obviously, I tell people, I’m like, I’m pretty sure in a past life, I was a man and I was an asshole. And then I got sent here to be a woman and specifically a black woman to have certain life experiences to humble me and give me my soul more evolutionary experiences. That’s my own self theory, y’all. That’s just my own self theory. But. Nick McGowan (36:45.785)Damn. Nick McGowan (36:50.127)I love that. I understand, you know, I get that. think there’s like there’s shit that I’ve learned over the past few years that has propelled me in a different direction where even with that sort of stuff, I’m like, I wonder what will happen next. And how faith and religion and stuff like that ties in. Now full transparency, I’m a big fan of the OG Jesus, not the Republican Jesus, because that’s strange. Amber RichBook (37:18.23)tables at the synagogue because he’s like what y’all doing selling stuff in my father’s house I’m throwing all this shit over okay the one who Russia released that the oldest Bible was found in Ethiopia and the oldest form of Christianity was found in northern eastern Africa that Jesus the one with the woolen hair why are you starting problems why are you starting why are you starting problems on your podcast Nick McGowan (37:19.395)Yeah! Ugh… Man… Yeah! shit, even with that. Nick McGowan (37:35.695)Well, that’s where we all started from so even if you think of like race That’s what I’m fucking here for This is what I’m here for disrupt things I actually I talk about that a little bit at different times with that specific story about Jesus. So I read a book Maybe mid-2000s called the beautiful outlaw and a little bit context. I’d played in church bands for the better part of a decade so I was in churches, like in Green Room style in, know, and somebody told me about that book. I read it. It was basically like, well, Jesus will show up to people in the way that they expect to see him. And let’s look at his stories that actually break down context. Like even when they say don’t eat pork, it’s because it was dirty and they couldn’t actually get the viruses out of the pork so people would die. We eat pork now and it’s different. but people will look at things and like, Bible said this. It’s like lot of it was metaphors and parables and just trying to get you to understand the fucking story in your stupid little brain. Amber RichBook (38:38.222)And the Bible was rewritten, one that the Americas, okay, so since you brought this up, there is called the Council of Nicaea. And there once was a king who was upset and scared of witches because witches ruled the world. He also was abhorred by his sexuality and wrote a lot of things against himself as if it would help him. So. Nick McGowan (38:48.306)15th century. Nick McGowan (38:53.039)Ugh. Amber RichBook (39:05.934)What you say? Homophobic and then that. Yes. And then there are missing books because people don’t know that you have the Vatican that has all the books that were written. So. Nick McGowan (39:06.093)And then that became literally gospel. What the fuck? Nick McGowan (39:18.073)yeah. Well, they changed things in the 15th century because they were like, this is what we want this to be. This is when King James came out. Context people, context is important. And we’re not just spewing this shit to just spew the shit. If there are systems in place, yeah, but there are systems, there are things that happen. There are biases of people that say, I am afraid to be me. So I’m going to do these things. We’re fucking seeing it now. Amber RichBook (39:22.998)Yes. Yeah, you can go to a library. Yeah. Nick McGowan (39:44.525)We’re seeing it with everything that’s happening right now. all right, so, I mean, what the fuck? We’re seeing a lot of it now, but so that story specifically, context is important. Jesus actually spent time braiding a whip and then turned it on. The man probably sat there for a while, like an hour, maybe even longer. He might’ve even braided some of the whip at home, because he knew what was going on. He didn’t just walk in and go, what in the fuck? Amber RichBook (39:50.382)Nick you are funny Amber RichBook (39:57.848)Yeah. Nick McGowan (40:13.615)boom, and blow everything up. That’s not how it worked. That’s not what context is about. And the reason why he did that was because these people were doing something against everybody and the actual premise of being community driven. That was selfish. wasn’t just that they were doing something in God’s house and God said, no. A lot of people will just eat the shit that they’re fed and just keep consuming. Reason why it keeps going back to that is again, it’s systems. Amber RichBook (40:25.046)Yes. Yes. Yes. Yes. Yes. Yes. Yes. Nick McGowan (40:41.455)And I think there are biases that people look at, which then infect or affect whichever way you wanna look at it, our identity. I appreciate that we’ve gone on this tangent in certain ways with this sort of stuff. And I think it’s important for us all to understand that the identity that we have right now is evolving and it may not actually be the identity that we want it to be. And that trauma might be a part of that, the subconscious winning strategy, which we didn’t really touch about. Amber RichBook (40:53.698)We did. Amber RichBook (41:02.092)Yes. Amber RichBook (41:05.537)Yes. Nick McGowan (41:10.903)is a part of that, these strategies that develop us. But what’s your advice for somebody who’s listening that’s on their path towards self-mastery? Amber RichBook (41:19.818)that there is no end to the path of self-mastery. You must be willing to change as many times, change identities as many times as often of times as you feel led to in your residence. And sometimes in this identity self mastery journey, some people do choose to stop and land at a destination. And that’s where they want to cap their beingness on this identity. And there’s no right or wrong to any of it. Amber RichBook (41:59.918)That’s the biggest thing that I would say. There’s no right or wrong to this path of self mastery at all. you get to decide this is your world, this is your reality. If you want to be a single woman today or a single man today and then say tomorrow you want to be partnered and that’s your reality and that’s the identity you want to shift into, do that. And I think the biggest thing is us being willing to look at our lives objectively, understanding that each individual is just filled with opinions and that. is what forms the facts of their life and to respect the opinions and facts of one life as a way of you respecting and honoring the facts and opinions of your life, which is much like the namaste, right? The God in me sees the God in you. Nick McGowan (42:48.567)Yeah, beautiful way to put that. And I think this has been great. I really appreciate you being on. We could probably sit here and just shoot the shit for like hours and just keep recording. But before I let you go, where can people find you and where can they connect with you? Amber RichBook (43:03.638)People can find me on social media everywhere at a.richbook on LinkedIn, Amber Rich Book, arichbook.com. Put my name in Google, I’ll pop up. But thank you, Nick, for having me and allowing me to share these things with your community. Thank you all for having me. Nick McGowan (43:23.779)Absolutely, it’s been a pleasure. appreciate your time. Amber RichBook (43:26.392)Thank you. https://youtu.be/zO7xasV4WUg

Let's get real, Champions! Life in 2026 moves fast, and the pressure can feel like a mountain on your shoulders. But what if your greatest weapon against burnout isn't a "hack"—it's a Hahaha!

ぬるぽ放送局おたより投稿フォーム https://forms.gle/6tbmBzK6wbyavJG47 2026年3月パワープレイ 「ウィマーマ・サーガ」 歌：しぐれうい (9) vs. しぐれうい (16) 作編曲：D.watt 作詞：まろん 2026・1・4 Release https://linkco.re/H71G5cG0 https://www.youtube.com/watch?v=SNM7Rl8F1QU 番組時間：88分53秒 出演者：夕野ヨシミ、たくや、はかせ VOICEVOX:ずんだもん VOICEVOX:四国めたん ---- 2026/3/19に公開録音したものを配信いたします。 ラジオ記事はリスナーのEEチャンピオンさんが書いてくれているので楽してます。 ＜オープニング＞ ・はかせだかんーな ・かんなさん、ふっくらしました？ ・イオシスくんの活動報告 ・大事な話は最初がいい ・コラボイベントBGMを制作しました！ 　『 #東方幻想エクリプス 』×『 #ゴシックは魔法乙女 』 　「Especial Magic」 　原曲：恋色マスタースパーク 　編曲：コバヤシユウヤ(IOSYS) 　ギター：三浦公紀 ・そういう感じの番組だっけ？ ・弊老舗サークル ・あーマイクが ・離席する演者 ・映りこみに行く夕野ヨシミ ・提供楽曲にMVがついたぞのお知らせ 　「KP all the way／亞生うぱる・雨庭やえ・音門るき(VEE)」 　作詞：七条レタス 　作編曲：D.watt ・楽曲提供のお知らせ 　「New World, New Era／PASTEL RADIO」 　作編曲：uno(IOSYS) 　作詞：オミ織葉 　ギター：NUE ・Log Ridersが面白い ・我々はリモート慣れしてるから ・本日はリモートレスでお送りしてます ・アルコールは飲んじゃった ・YouTube 100万再生おめでとうございます！ 　【original MV】お嫁♡HOLIC【hololive/ネリッサ】 　ボーカルと英語作詞 : ネリッサ・レイヴンクロフト 　作詞 : かたほとり 　作曲・編曲 : ARM ・はかせ、マイク、マイク ・真実はいつもツムツム ・YouTube 1500万再生おめでとうございます！ 　【original anime MV】A Horny Money World ~伝説の夜~【hololive/　宝鐘マリン】 　作詞：まろん 　作編曲：D.watt ・1再生1円にならないかな？ ・土日はUDXでイベントだったわ ・コアックマ・アックマの放送は明日の14時です ・チャンネルはそのままで ・チャンネルを回すとは？ ＜Aパート＞ ・はかせ、今何食べたいですか？ ・豚丼じゃないんだ ・あのCMは10年前 ・500円のために毎回出てほしい ・今からCM撮っちゃお ・低予算って言わない ・いつの「なるほどねー」なの？ ・え？飲みに行きます？ ・15年前は平成じゃん ・クイズ収録は10年後 ・ふつおたです ・山形は梅は咲いてます ・ネタはないのはまずいじゃん ・宦官では話題が広がらない ・また玉の話してる ・ミュート助からないの逆 ・誰か杉切って来いよ ・ギャバンのおすすめポイント ・よろしく勇気 ・マクロスFは昭和ではない ・メカトキにニチアサは、まだ早い ・アンパンマンのハードなストーリーとは ・体だけのアンパンマンが怖い ・後のマミさんである ・アンパンマンは雇用契約なんだ ・上坂すみれプロレスデビューの話 ・無機物でもチャンピオンに ・詳細な情報ありがとうございます ・確認待ちのコメントが大量に ・相撲やりに国技館に？ ・ドキッ親方だらけの両国国技館 ・イオシスのウィキペディアの話 ・写真しかないはかせのプロフィール ・イベント出演の半分はロフト ・zepp羽田の行きにくさ ・最近流行りの漫才のコーナー ・はかせと漫才やります ・ラーメン畑とは ・週に2回も食べてるのにラーメンの歴史を知らない？ ・1回も合わせてないのにちゃんと出来た ・二郎系に行くほど若くない ・隠れて違法ラーメンを食べてるんですね ・ラーメンの味を覚えてしまったイノシシ ・イオシスライブやってみては？ ・M1締め切り当日はさすがに出ない ・2分でウケるネタはむずかしい ・結局ラーメン畑ってなんなの？ ＜Bパート＞ ・どうなんっすか ・新鮮なウイマーマ畑から採ったウイマーマ ・みつをたです ・クラークって何した人だっけ？ ・クラーク「ラッキーピエロはあっちやで」 ・フワワちゃんのふわわがたわわに ・髪が貫通はあるよね ・このコーナーは自由です ・慎ましいお胸の横乳 ・創作おとぎ話　赤穂忠臣蔵　第八夜 ・江戸で同人活動はおかしい ・浅野も吉良も生きている ・作者の名前も残ってるんだね ・最終回はOVA ・ホロピックアップニュース ・おかゆさんは世界ランカー ・ラムベガス遊べるんだ ・あれ？夕野さんの世界線違う？ ・2連覇ならなかったね ・日本は実質2位なのでは？ ・はかせの窓をChatGPTで作ってみては？ ・EDは虚無なので、はかせにまかせます ＜エンディング＞ ・あのMOCさんも10年前 ・抗えないんかーんな ・久しぶりのはかせゲスト回でした ・HAHAHA！世間話だこれ！ ・今日は無遅延 ・後枠に行こう

When Life Holds You Down, Use the Ground to Push Back Up!Let's be real—the road to success isn't a straight line; it's a mountain climb.

"The key is not to prioritise what's on your schedule, but to schedule your priorities."  Ah, Stephen Covey got it right. If you don't know what your priorities are, whatever's on your calendar will be prioritised, which often means low-value meetings and other people's urgencies. Not a great way to work if you want to be more productive and better at managing your time.  This week, we're looking at identifying your core work and eliminating the non-essential.  Links: Email Me | Twitter | Facebook | Website | Linkedin The Hybrid Productivity Course  Get Your Copy Of Your Time, Your Way: Time Well Managed, Life Well Lived The Working With… Weekly Newsletter Carl Pullein Learning Centre Carl's YouTube Channel Carl Pullein Coaching Programmes Subscribe to my Substack  The Working With… Podcast Previous episodes page Script | 408 Hello, and welcome to episode 408 of the Your Time, Your Way Podcast. A podcast to answer all your questions about productivity, time management, self-development, and goal planning. My name is Carl Pullein, and I am your host of this show.  Something that came up in last weekend's Ultimate Productivity Workshop was around identifying your core work. The work you are employed to do or what you do to put food on your table.  In the past, this was easy to do. Job descriptions were simple, and job titles included things like salesperson, accountant, lawyer, administrator, receptionist, lifeguard, and office manager. It was very clear what your responsibilities were, and defining your core work was simple.  Today, hmmm, something's gone disastrously wrong. Now we have job titles such as Empathy Engineer (a software designer), Scrum Master (a project manager of sorts from the twenty-teens Agile trend) or Digital Overlord (a website or systems manager). These are unclear and ill-defined, and figuring out what these jobs entail is challenging, to say the least, but not impossible with some thought.  Then there are jobs such as the “C” roles: CEO, CFO, COO, etc. These are notoriously difficult to define because they are intentionally vague and depend on the company's size, its goals and often the state of the company when a person starts the role.  When Tim Cook took over from Steve Jobs in 2011, he took over a company on the up. When Satya Nadalla took over Microsoft, Microsoft was struggling in the rapidly growing mobile market. Same job titles, but entirely different roles given the state each company was in when they took over. In today's episode, we're looking at core work and, more importantly, how to define your role so you can pull out the tasks you need to do consistently to perform well and make it easier to prioritise the things important to you.  So, without further ado, let me hand you over to the Mystery Podcast Voice for this week's question.  This week's question comes from Chris. Chris asks, hi Carl, I am really struggling to define my core work. I am a sales manager in a medium-sized car dealership. I manage a team of 12 salespeople, and I report directly to the General Manager. The part I am struggling with is what my tasks should be each week. Could you help? Hi Chris, thank you for your question.  For those of you unfamiliar with the concept of core work, your core work is the work you are employed to do. It's how you are evaluated and the reason you were employed. The issue with core work is that over time, the scope of your work can expand to a point where you have so many competing priorities that it becomes practically impossible to decide what needs your attention. And that's when backlogs of important work start to grow uncontrollably.  This can be caused by our innate human need to please people, so we say “yes” to too many things without considering whether we have the time to do the work we ‘volunteered' to do.  The problem here is that once you have said yes to the work outside your core work, you own it. It is now your responsibility to get the job done. Do this too often, and the line between what you are responsible for and what you volunteered to do becomes blurred.  A few years ago, I worked with a client who was a product manager in a pharmaceutical company. Her core work was to ensure that her product's labelling, literature, and local branding were accurate and up to date. She was also responsible for three sales campaigns each year.  Unfortunately, Sam was a people pleaser. She couldn't say no to anyone. She volunteered to be on the Annual kick-off event committee (each year the company had an off-site retreat to motivate the team for the new year), she volunteered to be the lead of a breast cancer awareness campaign her company wanted to run, and if a sales manager asked her to do a presentation to their sales people, she'd always say yes.  But her people pleasing was not confined to her professional life. She volunteered to help organise events at her church, committed to watching her husband play football every weekend and would help her friends out at the drop of a hat.  When I began working with Sam, she was a mess. Her weight had ballooned because she had no time for any physical movement or to watch what she ate; she wasn't able to sleep properly, and she was suffering quite badly from eczema, brought on by stress and a lack of sleep.  The first thing I did was get Sam to write down her original core work. I remember her having to pull out her job description to remind her what that was.  When she looked at it, she began to cry. She confessed that what she did at work was nothing like what was written on those sheets of paper.  So that's where we started.  I also got her to talk to her boss about stepping down from all the volunteer roles she'd accepted so she could focus on the work she was employed to do.  Her boss was brilliant. She helped Sam remove herself from the volunteer roles so she could focus on what mattered.  Within six months, Sam's product was the top-selling product in the company. She'd lost 20 pounds in weight, she was sleeping well, and her eczema had all but disappeared.  She was focused on what mattered and did that brilliantly. So much so that she was promoted after a further year.  I tell that story because it demonstrates why defining your core work is so important. If you are not clear about what you are employed to do, in an effort to look busy and not upset anyone, you will keep accepting more and more roles outside the scope of the job you were employed to do.  This does not mean that you should never accept voluntary roles or help out your colleagues from time to time. It means you should never lose sight of what you are employed to do. And to do that, you first need to identify what it is, then take it to the next level.  That level identifies what doing your core work looks like at the task level. In other words, what do you actually do to perform your core work? So, returning to your role, Chris, as a sales manager, a part of your role will be to support your sales team. What does that look like at a doing level? Does that mean you need to schedule weekly one-to-ones with your team? Maybe you are also responsible for ensuring that the sales data is correct and up to date.  Scheduling weekly one-to-ones is relatively straightforward. You may choose to dedicate a day to doing this, so your focus is on supporting your team and, in doing so, removing a weekly decision.  For example, if you choose to hold your meetings on Mondays, you can block your calendar on those days and get them all done in one day.  Maintaining your sales admin may involve 30 minutes a day of updating your company's internal reporting system. If so, when will you do that?  You may also be responsible for the training of your team. I know many managers are. If so, what does that involve, and what do you need to do personally to ensure it happens?  So what you are doing is looking at the type of work you do and then asking yourself what that looks like at a doing level.  Many medical doctors I speak with tell me their work is more than just seeing patients. Some of their additional roles include renewing prescriptions, completing insurance claims, and sorting out referrals to specialists.  This means being a general practitioner is not as simple as walking into their clinic, going to their office and examining patients all day. They need to find time to do the additional work, which is often an extra 2 hours or more each day.  Once you have identified your core work and pulled out what that looks like at the task level, the next step is to calculate how much time you will need to complete those tasks each week.  In theory, this is easy. After all, if you have done something before, you should be able to figure out how long it will take you to do the same task in the future.  Hahaha, not so easy. We are not machines, and some days we are not at our best. We might be tired, distracted or feeling ill.  And those distractions may not even be of our own choosing. Other people interrupt you, ask you questions, or you are prevented from doing one of your critical tasks because a colleague has not given you the information you need.  I remember talking with a gentleman who ran a car servicing business, and he told me that the biggest issue he had each day was something called “back orders”. This is where a part for a customer's car was out of stock and on order.  Nobody knew when the part would be back in stock, so they could not tell the customer when to bring their car in for the repair, or, worse, the customer could not come in to pick up their repaired car.  In these situations, all you can do is work on the averages.  I've been writing a weekly blog post of around 1,000 words each week for over ten years. You would have thought I would know how long writing a blog post would take by now, after doing it over 500 times. Not a chance.  Some weeks it can take me forty minutes; other weeks, as much as two hours, to write the first draft.  It's the same for these podcasts. This week's episode is number 408, which means I've written 407 scripts, and yet some weeks it takes two hours; others, four. And the worst thing is, I have no idea when I sit down to write the script how long it will take.  In these situations, all you can do is work on averages. I allow two hours for writing these scripts. Most weeks, I can do it in that time; other weeks, I need to find additional time later in the week to finish them.  Same with my blog posts. I have two hours each week protected for writing the posts. Most weeks, I finish well within that time; other weeks, I need the whole time.  I'm working on averages, which ensures the bulk of what needs to be done gets done every week.  And this brings us to the main reason for identifying your core work:  Once you know what your core work is and what you need to do at a task level, you know how much time you need to protect for this work each week. That information alone will tell you how many meetings and voluntary work you can accept each week.  Not knowing what your core work looks like at a task level risks putting yourself in Sam's shoes. And if Sam were here with me, I know she'd be telling you never to let that happen to you. It destroys your health and leaves you feeling rotten every day.  There you go, Chris. Thank you for your question, and thank you to all of you who attended the Ultimate Productivity Workshop over the last two weeks. It's always a joy to help you, and it helps me see where you are struggling with productivity and time management.  Thank you for listening, and it's time for me now to wish you all a very, very productive week.   

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Myths and legends are a massive part of our culture. We have the original versions of them that still stay with us, mostly intact, but because of how important and well known they are we're always getting new versions of them that are changed and added to to reflect our contemporary culture. Big stories like King Arthur, Robin Hood, Beowulf, the Odyssey, The Journey to the West and many other stories keep getting new versions in our modern world. The Greek myths beings quite old, very detailed, and well written get a LOT of different versions, which has been happening since antiquity. Even the Romans like Ovid revised them, his versions were made to reflect his own cultural and political realities. Most recently there's the Nolan version of the Odyssey coming out. Some are annoyed at the various non-white people in certain roles, but that's a trend that's been popular for about 30-40 years or so and simply reflects our modern diverse cultural and ethnic makeup. The only thing that irks me are the stupid costumes and reinterpretation of the armour, but also the silly commentary concerning it- on one hand you have supporters of the crude fantasy styles in the film and on the other supporters of ancient Mycenaean styles. The thing is though that Ancient Greeks ALWAYS depicted their mythological figures armoured like hoplites (or naked), with Corinthian helmets. That wasn't a case of them showing the figures in contemporary fashions either- hundreds of years after those styles were dead they were still used for the characters. So there was never a need to reinterpret them OR imagine them in archaic "historically accurate" styles, they should always be shown as classical Greek warriors. /rant Beowulf shows up in various ways, there are direct and indirect interpretations. One of the interesting aspects is that people use the monster, Grendel, for their indirect interpretations- Everything from Friday the 13th (the first one), to Frankenstein (at least as an inspiration to the various adaptations), Jaws, The 13th Warrior, Split Second (a monster in futuristic flooded London), you could even include Predator and Alien. Journey to the West is a very important story to many cultures in eastern Asia because it's tied closely with Buddhism and the spread of that religion on the continent. It was important to me when I grew up with endless TV repeats of the dubbed Japanese series Monkey Magic, starring Masaaki Sakai, Japanese pop sensation (The Spiders), and perennial charismatic TV personality. It featured comedy, endless fighting with demons and monsters, and the retelling of various stories. This version was so popular that people have remade it rather than just the myth itself, and it's inspired films and TV shows with the costumes it used for the characters. Many others now know the myth through the Dragon Ball anime and Manga, with Goku as the Monkey King. Disney's anthro version of Robin Hood had a gigantic impact on the creation of furry culture. The King Arthur myth, focussing on the heroic journey of a random, scruffy orphan into a prophesied king of a nation shows up everywhere in fantasy and Scifi, examples include Star Wars and the fantasy series The Belgariad and Malloreon by David Eddings and many others, including more direct versions like Monty Python's Quest for the Holy Grail, Disney's Sword in the Stone, and the fantastic Excalibur. The Jewish myth of David and the giant Goliath show up over and over in things too because of the focus on an underdog who triumphs despite huge odds and then goes on to become a famous ruler. What are your fave myths that keep on inspiring popular culture (directly and indirectly), and what is your fave version? This week we have another best off from Gunwallace and this time it's - Ripping off King Arthur - We're all preparing for the big event here with this theme. It's a weird mixture of a Rocky theme, fantasy epic, and 8 bit video game music… as if were were about to see a pixelated, medieval fantasy themed version of Mortal Kombat! The fight showdown to end all fight showdowns! - I chose this because it mentions King Arthur, a mythical figure. Originally from: Quackcast 451, 4th of Nov, 2019. Topics and shownotes Links Featured comic: Exposure - https://www.theduckwebcomics.com/news/2026/feb/03/featured-comic-exposure/ Featured music: Ripping off King Arthur - https://www.theduckwebcomics.com/Ripping_Off_King_Arthur/ - by Arspitzer, rated M. 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It would be funny if we had a guy called Meatball on the show. Hey Meatball…what are you doin? Meatball, how was your weekend? Meatball, what the HELL do you think about that? Oh Meatball. But, we don't have that. And that is why the show sucks. Speaking of which, on today's show, we have two projects about hooters but kind of from the opposite end of the spectrum, and some dumb crap you'd get someone you don't like that much for Christmas. Which is coming up, by the way! Maybe they'd like a Gift subscription to YKS Premium instead, which is now available at Patreon.com/yourkickstartersucks/gift. Or maybe they are a Scrooge! And they deserve PAIN! Music for YKS is courtesy of Howell Dawdy, Craig Dickman, Mr. Baloney, and Mark Brendle. Additional research by Zeke Golvin. YKS is edited by Producer Dan. Social Media by Maddalena Alvarez.Executive Producer Tim Faust (@crulge)Simply having a wonderful podcast time! Over on YKS Premium, there's so much waiting under the Podcast Tree for you. Bonus episodes every week…and best of all, no coal! HAHaHA! Follow us on Instagram: @YKSPod, TikTok: YourKickstarterSucks and subscribe to our YouTube channel for more video stuff! EXCLUSIVE NordVPN Deal ➼ https://nordvpn.com/yks Try it risk-free now with a 30-day money-back guarantee!Wow, 2025 is lit!! Gift subscriptions to YKS Premium are now available at Patreon.com/yourkickstartersucks/giftSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Vets apparently do a lot of shit for these animals, but do you floss a donkey's teeth? And does it literally smell like shit? Hahaha, do donkeys eat shit? Headlines

Still can't believe Ozzy is gone, RIP buddy Since we're on the subject, RIP to Hulk Hogan, all the legends are leaving us Do you have a nickname that you regret? Dick head, asshole lips, Darryl? Hahaha

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Kiera is joined by Dr. Lauryn Brunclik (of She Slays the Day podcast fame) to take a good hard look at clinician burnout, different sides of the working mindset coin, generational styles of work, and so much more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00) Hello, Dental A Team listeners. This is Kiera. And today I am so excited about our guest that's going to be on the podcast with me today. She is incredible. We're going to be talking about all things burnout, how to avoid it, how to just like live your best life. And so I have Dr. Lauryn Brunclik. She's an entrepreneur, chiropractor, business coach, podcast host, wife, mother, and sought-after speaker known for her high energy. You guys know that this is why I like her. mean, we're birds of the same feather, straightforward attitude and ability to make people laugh while discovering their truth.   In 2010, she founded Blue Hills Chiropractic building into a thriving seven figure practice. But after years of relentless hustle, she found herself overworked, tied to her clinic and craving more freedom. Dentist, can you relate? Now you see why I brought her on here. Now you can see why I want her here. ⁓ she truly is very similar to all of you out there. She was determined to create a business that worked for her, not the other way around. Lauryn built multiple revenue streams, streamlined her operations and reclaimed her time without sacrificing income.   She took that passion and launched She Slays the Day, a podcast helping professionals and clinic owners break free from burnout by creating multiple revenue streams, recleaning time and building financial and lifestyle freedom. So welcome to the show, Lauryn. How are you today?   Dr. Lauryn B (01:07) Thank you. As you   were reading that is so funny because like in this world of virtual assistants and AI, I'm always like, what bio is she reading? And I'm like kind of holding my breath like, ⁓ and I'm like, okay, yep, that's true. That's true. this is good. I did really get sad and burnt up. It's like, I just went on a journey with you while you're reading my bio.   Kiera Dent (01:25) Usually both.   You and me both. was on a podcast the other day and I had the exact same feeling because they were reading my bio and I was like, huh, I'm super curious. Like which bio did you get? And wow, yeah, like I did just get to go down memory lane. but   Dr. Lauryn B (01:40) You're   like, that's a good bio. Good job, AI. Good job. Which is like always waiting for like the wrong thing where it's like, no, I didn't do a stint as a clown or anything. No, that's not true. That's not true. So.   Kiera Dent (01:49) Exactly.   I, Shelbi got us connected and I was super excited and you know, I was looking up on it and she's like, here, I think you and Lauryn are going to have the best time on the podcast. She's like, you two are birds of the same feather, the high energy, the tactical, the like we talk about it's like life on purpose and business on purpose and not having it to where it's the other way around. I say all the time, like your business should be working for you, not the other way around. It should be supporting your life. So I'm just super jazzed. So Lauryn.   Dr. Lauryn B (02:04) Mm.   Kiera Dent (02:17) I mean, that was a great bio. agree like kudos to AI, virtual assistant, whomever wrote it for you. Kudos to you for living that actual bio and being the human on the other side of that. So anything else you want to add? I mean, we're here today to chat shop. We're here to ⁓ share with your audience, our audience, and just really collaborate together and talk about some things that you're super passionate about and that I am too.   Dr. Lauryn B (02:22) Right.   Yeah, so I think that one of the things is that, you you kind of address of like, I think you probably typically have more dentists on   of thing and your audience is like, wait, what's happening? So I started as a coach for chiropractors, you   Kiera Dent (02:51) you   Dr. Lauryn B (02:56) this is, I see this a lot of what we do ⁓ as especially high achieving people, you know, we spend a lot of money and time getting this degree. And then we kind of, when we start to get   bored, burnt out, ADHD, whatever it is in our career where there's this kind of a couple years in and you're like, wait, is this on repeat? What we tend to do is we repurpose our current knowledge set. And so it's like, I have this degree in this, so I'm gonna start a podcast for those people, right? And so that was kind of my experience too. She Slays the Day started as a podcast for chiropractors.   But then I started to realize like as we were having these conversations and you you're just networking, you're meeting. And I started to talk to dentists and veterinarians and you know, realizing like, ⁓ you guys deal with the same shit we do? I had an ENT on a private practice, ENT ⁓ on the podcast, on my podcast because I was following him on Instagram because he was hilarious, but I was like.   Kiera Dent (03:51) Yeah.   Dr. Lauryn B (04:02) you're dealing with the same stuff we do. And ultimately, that's kind of where I expanded in 2023 to be more for healthcare providers outside the traditional hospital system, because it's like, none of us learned business. Like, we, while we were doing anatomy and infectious disease and all of this stuff, there were people outside in the college getting like MBAs and entire business degrees.   Kiera Dent (04:18) Exactly.   Dr. Lauryn B (04:31) And we didn't take a single class. we just, there's such this atmosphere of shameful entrepreneurship. What I mean by that is like, especially within chiropractic, and I've talked to vets and dentists as well, that's like, well, if you're not gonna own your own clinic, are you even like really that good? And so there's this forced entrepreneurship in a society where only 10 % of   Kiera Dent (04:54) Mm-hmm.   Dr. Lauryn B (05:01) people truly have the grit and resilience for the shit show that is ⁓ entrepreneurship. But you have like 80 to 90 % of a profession going into it. And so it's just so natural that it's like, we didn't learn this stuff. It's so natural that burnout is such a common thing. So that's where really it's like, I've realized that like, yeah, I promise you that the same stuff we're dealing with, you're dealing with too because I've had these conversations.   Kiera Dent (05:13) Right.   Amen. And it's actually funny, and I didn't mention this prior, but we actually consulted a chiropractic office and we've consulted eye clinics and ⁓ optometrists and we've gone into CPA clinic firms. And I realized business is business is business and healthcare business is very similar. I think we do ⁓ outside of mainstream medicine, which is our chiropractic, our vets, our dentists.   We're not in the hospital setting. We have more of that autonomy to have our own practices and our own businesses and I agree with you. It is a I think I think the memes out there with business ownership are so accurate the ones where you're on a roller coaster and they're like it's the highs and the lows the ones we're like holding on for dear life and you're like giggling and then crying all within a matter of seconds and I'm like that is the role that is the realm and so that's why I really wanted us to collaborate together Lauryn to talk about because   What you see in chiropractic, what I see in dentistry, what we see across the board of these incredible clinicians. like you, go to school, you learn, you, you have all this experience in this knowledge. And like you said, It does not train you to be a business owner. yet also, like you said, it's well, why not? Like, and I think that that is kind of the, it's like for team members, like you want to graduate to be the office manager. You want to be the regional manager. You want to get to that level. Like that's where you like it. There's a ladder ascension. And I think in business ownership and with   Like you wanted to be a chiropractor because you wanted to help people. You wanted to be a dentist because you want to help people. You want to be a vet because you want to help people. You want to be an ENT because you want to help people. But it's, think that there's this unsaid natural ladder that people feel there's a push to go for a business ownership when it's like, but I just want to be a clinician. I just wanted to, to do my craft, but I also wanted to do it my way. And that's where I think the business ownership vibe comes in. But you're right. It's, it's stressful, not having profits, not having   understanding cashflow, not understanding how to run teams. Like awful.   Dr. Lauryn B (07:20) The number of people,   doc, clinic owners that have been in practice for 10 plus years that I am teaching what profit margins are and what is healthy and how to calculate it is astounding. It's like, So, you know, I think that ultimately when you, you know, the different personality types, you know, when they find themselves in practice,   Kiera Dent (07:31) Yes. Yes.   Yes.   Dr. Lauryn B (07:46) I feel like they almost burn out for two completely different reasons. So let's say that you have, know, so 80 % of humans are just more meant to be more like caregivers, supporter roles. I would guess that that's even higher in someone who's called into healthcare, right? That like, they went into this, believe me, if you are about to decide what you should do with your life and you are like, I'm an entrepreneur and I wanna be.   Kiera Dent (08:05) Mm-hmm.   Dr. Lauryn B (08:15) rich. Do not go into chiropractic. Do not go into dentistry. There is so much easier ways to make money. like 99 point whatever percent of people are called to this profession in healthcare because they want to serve. So let's say you start your clinic. There's a good chance you're going to burn out from one of two reasons. One, you don't want to run a clinic. You truly   And that's what's burning you out, is that you're just like, I am here for the patients. I want to pour into the patients and I want to serve and I want to do that. But like, I have to hire another front desk person? Didn't we just do that last year? I don't know what the ad should say. I don't know what we should pay them. Or like there's office drama and you're like, I have to create a SOP on that, what? And so that will burn you out because so much of being the CEO and the clinic owner is like,   pulling you away from patient care. So you either have to divide your patient care down or in half so you have time and now you're spending half of your time not doing what you wanna do or you just pile on the admin stuff on top of it so you're working 60 hours a week. So that person, obviously they burn out. Now the other one is I think a much more, like is much more my personal story and I'm so curious as to like why you started the podcast, why you started doing what you're doing but like.   Kiera Dent (09:30) Mm-hmm. Right.   Dr. Lauryn B (09:43) So this is, I was not someone that like was a natural entrepreneur. Like I never would have, you there's certain people you hear these stories where they're like, I'm kindergarten. was like, you know, I'm like, no, that wasn't me. Like I had no idea until really after I, you know, I started my practice, but that was out of convenience. Cause there was no job. Like I had kids and like somewhere along the line, the entrepreneurship bug just got me.   Kiera Dent (09:56) Hahaha!   Dr. Lauryn B (10:13) And then all of a sudden, that's what I wanted to be doing. Like I wanted to be scaling, looking at marketing strategy, looking at like growth projections, creating higher, like I wanted to do that. But then like Barb needs me in a room too. And I'm like, like I love, okay, I like serving. Yes, yes, yes. But like I really.   Kiera Dent (10:36) Yeah.   Dr. Lauryn B (10:41) This is what was exciting to me. And so then, and this is where I'll kind of like be vulnerable and share my story, because I know from stage that this helps people, people see this, but it's embarrassing to admit, but the patient care became boring. The patient care became repetitive. Like in the beginning, you're like, ⁓ how do I fix this? And like, you're not getting results, how do I do that? And it was this problem, like new problems to solve.   But once you've been doing it, five, seven years, I mean, for everybody it's different, you're kind of like, I can do that on autopilot. And it wasn't challenging a part of my brain that wanted to solve new problems. And so there was a lot of shame and guilt that came with, because at this point, I've been in practice seven years. I'm in my early 30s. Okay, well, you're doing this for the next 30 years. And I was like, I can't.   Kiera Dent (11:38) Right.   Dr. Lauryn B (11:39) can't do this for the next 30 years. And so that's just like, whichever side a clinic owner sees themself in, like, you you're not safe on either. You have to figure out burnout on either side, but ⁓ they're completely different reasonings. And I think understanding what, why are you feeling that burnout is really important.   Kiera Dent (12:04) Yeah, I love that you talked about both sides of the coin because I think there's guilt at least from what I see working with dentists working at myself. They actually got like I've heard I don't know like where this is coined but it's like the seven year itch or stitch like there's like you just kind of get into this and some people get it at five years some people get it at 10 years but there is ⁓ I also love Tony Robbins when he says like progress equals happiness.   Dr. Lauryn B (12:20) Mm-hmm.   Kiera Dent (12:29) And so if we're not progressing and some people love it, they love the autopilot of patient care is easy for me. But like when you first get out of school, all of that is hard. It's a puzzle. You're progressing. You've got to figure out how do you navigate and get patients to say yes to treatment? How do I run my books? Like how, like there's so much how, how, how to, how do I like serve my patients better? How do I make this for dentists? It's like, do I make that perfect crown margin? Like, how do get that perfect? I imagine in chiropractor, I'm actually a chiropractor.   all the time. I love her. She's incredible. We do talk business often. She's a fee for service. And I'm like, let's talk shop on like going fee for service versus in network, like, just like dentists, right, the fee for service versus in network. And it's how can I make this body like looking at people that have weird symptoms and trying to figure out how can I fix that? Like, I know there's a way to fix this long term. ⁓ But also the like annoyance of running a business and also be like,   need for growth. I really love and I never thought about those two sides of the coin until you mentioned that of that really is what causes people to stress. And I think that there is guilt on both sides. I think there's guilt of I want to be with patient care and I don't want to run the business, but I know I have to like, this is kind of the, the card I signed up for. And then the other side of I want to leave the chair. I had a dentist the other day and one of our masterminds say to me, I only want to work two or three days, but I feel guilty because my team's working five days. And I was like,   Dr. Lauryn B (13:52) That's   a really common one.   Kiera Dent (13:54) so good. And the great news is you built the business, like you provided them the job, like you've created that. That does not mean you need to stay in the day to day, five days a week, like whatever is best for you as the business owner and creator. And that can shift and morph. But there is a lot of guilt. I think that that creates, like you said, a lot of shaming and thanks for being vulnerable on that because I think so many people can relate to that. I think when people are listening, they're like, yes, yes. Like, I feel either side of that and   I think people don't know how to get out of it. So instead it's just this like, let me keep doing the same. ⁓ let me listen to other podcasts. Let me see if other people are like me. And I'm sure it's the same in chiropractic dentistry. say that it's like this isolated Island and I'm so grateful for podcasts. I'm grateful for communities, but I still think people feel that way because you're day in day out in your own clinic, in your own practice by yourself, even though you maybe know there's a few other islands out there that are maybe similar to you. ⁓ but I think it's such a, I think that's also business too.   Dr. Lauryn B (14:36) Mm-hmm.   Kiera Dent (14:52) I don't think it's just being ⁓ a provider in your own practice. I business entrepreneurs feel this way as well, like, how can everybody else figure this out? And I don't feel like I can. ⁓   Dr. Lauryn B (15:00) And you have no idea that they haven't figured it out. I was at   a seven figure female mastermind a month ago. so it's all seven figure females all over the board, as far as like industry striving to get to eight figures. And like, there were so many moments at this retreat that every single person just felt like their business was duct taped together. And it's just like, everybody's just doing their   Kiera Dent (15:07) you   Dr. Lauryn B (15:29) absolute damn best. And so it is really, ⁓ but you know, I wonder how much of how much of this burnout conversation has to do with like generational differences. You know, like, I'm assuming that you are a millennial. Yeah. And yeah, I know, we really are the best. really are. Don't tell everybody else, but we are the best generation. ⁓   Kiera Dent (15:46) Mm-hmm. Yep. I like the emojis. I'm here for all the millennial vibes. Like, I'm here for all of them. I feel like I really fit it.   Dr. Lauryn B (15:59) And so I will point this out on stage a lot because when you're talking, giving continuing ed, you'll have a lot of, Gen X is still in the workforce. Like they are still here. from the time I was in school up until like the last couple of years, they really were a lot of the stage presence at conferences.   Kiera Dent (16:12) Mm-hmm.   Yes.   Dr. Lauryn B (16:28) And so you being a millennial would sit and really just get advice, business success, career advice through the lens of Gen X. And why that's something that we just have to be aware of is like each generation has a very different script that they have downloaded, like they've just absorbed kind of.   automatically without putting too much thought into, know, it's just like the culture of their generation. And Gen X was like, shut up, don't complain about it. There is work life balance. Like your career is the most important thing. Like raising your kids, like you have a spouse for that and you will enjoy your life once you have accumulated enough money.   And if you've done it right, that'll happen by your like 60, between 60 and 65. But the goal is to hustle, hustle, hustle, accumulate, accumulate, accumulate at all costs. You can enjoy your life if you need a second, if you need to get a divorce and you just get a new spouse in your sixties, that's what like, and so like not trying to give them shit or anything. Their work ethic is phenomenal. My favorite employees are Gen X. Yeah. Yeah.   Kiera Dent (17:41) I always love to hire them. I was like, perfect, come on in, you're gonna work forever. Like, it's great, amazing.   Dr. Lauryn B (17:47) So they're great. But then like we come in and you know, I know that in chiropractic now 50 % of graduates are females. Do you know what that is in dentistry?   Kiera Dent (17:58) Dentistry   actually tipped over. There's more females that are graduating than there are men. It just recently tipped this scale, which I was quite impressed by, which is awesome. So it's exciting.   Dr. Lauryn B (18:09) It's so cool,   but we're kind of screwed because we as millennials, we're not going to not have children. We're not going to delegate that completely to somebody else. I mean, my husband, I'm definitely the primary breadwinner in my husband's profession or career has like molded to what our family needs are, but like.   Kiera Dent (18:13) Mm-hmm.   Dr. Lauryn B (18:35) So we're not gonna do that, we're not gonna do that, like we're not gonna give up our career. And so it's not like we're complaining about work-life balance, it's just a necessity. We're like, no, no, no, it's not like I'm like, like I, it's like, no, this isn't I want to raise my child, it's I have a child, I have to raise them also and the business. And so like we're trying to figure out, like, well, I can't follow that script.   Kiera Dent (18:47) Right.   Dr. Lauryn B (19:05) that script that we saw from stage for so long is just like, that's not gonna work for me. we're trying, that's why everything feels duct taped together is because we actively reject it. We were given a script to follow, like work six days a week, just do it. And we're like, nah, I don't want that. And it's like, okay, well then we're literally creating a new path. And so to any millennial, I would say like, if it just feels   Kiera Dent (19:15) Mm-hmm.   Dr. Lauryn B (19:34) messy, this probably isn't a youth thing. This is like, are truly carving a brand new way to do things, which we're kind of wasting our time because Gen Z is coming in like, no, I'm not doing that either. And we're like, we're fixing this for you. And they're like two months into their, yeah, they're like two months into their profession and like, ooh, 30 hours a week? That's not gonna work for me.   Kiera Dent (19:44) was going to say, they're coming right behind. Exactly.   They're like, no, no, no, no. We see that. We're not doing that either.   Yeah, not happening.   No, they're like, I could be a YouTube, like I could I could do all these different things. I can be an influencer for like five hours a week and make way more than you are not here for that.   Dr. Lauryn B (20:10) And you're like, well,   I don't know how to solve this for you.   Kiera Dent (20:13) they're like AI,   why are guys like still doing stuff yourselves? Like, no, we're gonna have robots to do all this stuff for us. Like, absolutely not. It's incredible. Like, good. But I don't disagree with you. I think it's ⁓ and as you said that I thought about how agreed and I think every generation actually makes it better from the last and I do agree that ⁓ I don't know, I started thinking about it. This struck me about probably, I don't know, eight years ago. And I'm like,   Dr. Lauryn B (20:20) He probably will. Like, damn it.   Kiera Dent (20:42) my gosh, like people used to get married because they needed to be married. Like you used to have to have like a husband and a wife to be able to have kids. And I'm like, you don't need that anymore. There's IVF, there's ⁓ different things that you can do. You do not need anybody anymore to live the life you want to live. It's very much becoming this like self ability. But I'm like, our parents couldn't do that. I mean, women even coming to the forefront to be able to have businesses.   to own land in our name. Like that has not been a long change and shift for women to be here. And then I also think that there's a whole dynamic for women as well coming into this scene. Like you said, they are coming in there. We're, having stronger professions. are being stronger business owners. We're like the kid having children is being delayed much longer in life. And so I do think it's a, a walking through and not understanding like where are we even supposed to go? Because what we've seen as the model isn't the model for us anymore.   like that doesn't work. Our lives look different. I mean, my mom, didn't work a lot of my friends moms didn't work or if they did, they worked at the schools or they didn't work like high level powered careers, a lot of them and I'm so excited that women are coming into the workforce and because there's so much talent and beauty. But I do think that there's a whole dynamic and for men too. think that the whole shifting like you said, a lot of women are becoming breadwinners. They do.   Dr. Lauryn B (21:41) Mm-hmm.   yeah, they want to be dads. Like that's the   thing too is like, they're like, hey, I just cause I'm a dude doesn't mean like I'm okay with missing my kid's childhood. It truly is a generational shift.   Kiera Dent (22:11) Exactly   Exactly. And so I think I just through all of it, I think you're highlighting what makes me excited. And the reason I'm just like jazzed about this today is it's normal. It's okay. And there's solutions around it. And also, I think just aha moments of, my gosh, like maybe this is why. And I do agree. Generations behind the millennials, you're probably giggling at our conversation right here. Like, yeah, yeah, yeah, you guys don't even know what you're talking about. But I think like we're in it. Exactly.   Dr. Lauryn B (22:41) Hey, we say you don't know what you're talking about.   Kiera Dent (22:44) I'm like, but we're in it and there has to be a solution here.   Dr. Lauryn B (22:44) Hey! I have the microphone.   Kiera Dent (22:48) Who's on this podcast and who's listening? All right. I think when I look at that, I'm like, but for millennials, think that they're, and most generations probably feel this. think we're a taffy stretch between one way of thinking and a new way of thinking. And we're kind of that like middle child syndrome right now where we really are trying to carve that new path that's making it easier for other generations behind us to see easier modalities.   But I do think that that kind of tug of war, I mean, I feel it, you felt it. We've had our personal experiences through it. We see people, we coach people through this, we work with people. But I also think in a way life has become easier to learn. I don't know how you feel. And like easier with air quotes, meaning there's so many things that do things for us. Like washer and dryers were so great for our parents' generations. But I'm like, for us, we now have, like you said at the beginning, we have AI that's writing bios for us. We've got virtual assistants that are doing it.   There's ways, like you said, there's easier ways to make money outside of just doing your day in, day out, eight to five job now. There's different ways that we can build retirement. There's ways like the Airbnb market and having real estate investments. Like there's so many different ways that I feel like wealth is oftentimes easier to achieve. But I think with that, because there's so many things and not to say that it's perfectly easy, but I think as we conquer in life, just like the washer and dryer, the cell phone, like those things were conquering big problems.   Google coming in and the internet taking over, those conquered a lot of challenges. I think so much of today's challenge, and I don't know how you feel, Lauryn. This is like Kiera going off on her own soapbox. I feel like you said so much of it now is our mind and that space of centeredness, of balance, ⁓ not having to work all the time. I think a lot of jobs have shifted from labor jobs to mental labor jobs. So we're not having as much physical.   Dr. Lauryn B (24:32) Hmm.   Kiera Dent (24:35) Like you said, patient care can be a lot of just like mindless. I miss the days sometimes of being a dental assistant, sitting there and having like hours of time to dream of all these ideas to where now I feel like I wish and crave for that quietness that my mind never gets anymore. And so I feel like even with some of those shifts and how we work and how our family needs are in the necessities of family dynamics in, we don't need to work clear up to 65, but people are able to retire now at 35, 40. And then it's like, now what, what am I supposed to do? So also then finding your purpose in life.   I think you combine all that into a cluster storm and voila, welcome to millennial dilemma. Like, you know, we can coin that of what do people do? How do they, how do they exist? And I think the future generations coming will have even more of this at more grand scale. So it's like, let's have conversations of how do we prevent that burnout? How do we have the conversations about not working in like having nothing left to give to our families of having that balance? Like you said, if I want to run the business and I want to progress, but I also want to be a human at the same time.   So Lauryn, think you're more the expert at this than I am. I'm just here for the like great conversations and talking it through because I think it's such a necessary conversation that now is starting to really bubble to the surface out of necessity and also out of curiosity and also out of like desire to fix this and not have it be our day in day out norm anymore.   Dr. Lauryn B (25:54) Yeah, well, so I'm gonna say another kind of controversial thing then. ⁓ So you touched on it and like with any time, we don't love, as care providers, we don't wanna come across as greedy, right? And so what we end up doing is like, we'll just be like, it would be great to be wealthy, but like not too much, like I don't need to be rich, and you didn't do this or anything like this, but like.   Kiera Dent (25:57) Ready, I love this.   Dr. Lauryn B (26:22) other people is just like, yeah, I would like to make a little more money. ⁓ so part of my story, ⁓ I'll give you the very short version, was ⁓ we had our most successful revenue year ever. And it was with like the least amount of money I had taken home in like seven years. Yeah, yeah, we call this payroll bloat. You need to fix your pricing structure so we could talk about pricing increases.   Kiera Dent (26:42) Happens all the time, all the time.   Dr. Lauryn B (26:50) And so like I'm a cash clinic. So like this was my own fault. This was, I set my prices and I just did a bad job at it. And so part of like, if when people are like, well, how did you like, were you burnt out? And I was like, yeah, I was burnt out at like 32. And you're like, are you burnt out? I'm like, no, I freaking love what I do now. I still serve patients 10 hours a week. actually.   as of last week went down to like seven. We got a chef, yay. So I still serve patients like seven hours a week. I still spend probably like three hours a week ⁓ running meetings and like running the clinic. ⁓ But now we have other investments. ⁓ Whereas that clinic portion that used to be all of our eggs were in that basket.   Kiera Dent (27:22) I'm not.   Dr. Lauryn B (27:46) Right? So like, as we had kids, my husband left corporate consulting to help our family and clinic grow. So all of our eggs were in this one basket of whether the clinic does well that quarter or not. we want to remodel the kitchen? Better go get some more new patients. Like, want to go to Disney? It's not in the budget, but like, ugh, like all of these things. And we're not even talking about time freedom. Like we're just talking about like the key to burnout is having time freedom and   financial freedom. When I'm working with docs, the ones that are like the hardest to fix are not the ones that are like, I am working 60 hours a week. I have like oodles of money that I know should be like, I should be doing something with in, but it's just like $50,000 in this bank account. And like, I wish I had time to go to Disney, but I don't, I don't want to belittle that. That is a different kind of burnout.   Kiera Dent (28:32) Mm-hmm.   Right,   it is.   Dr. Lauryn B (28:45) and   everybody right now is playing a little sad song for you, but I relate to you, we can fix this. But the harder ones are the ones that are broke. Like being broke, and this has to do with like just core psychological, like I reference Maslow's hierarchy of needs a lot in my talks because like.   Kiera Dent (28:49) Mm-hmm.   I agree.   Mm-hmm.   Dr. Lauryn B (29:07) You cannot get to the tip, the Maslow's for those of us that took Psych 101 10 years ago is the triangle where at the top is enlightenment and at the bottom is like your base survival, food, water, shelter. And if you are broke, now granted, monks, I'm sure they can figure out how to have enlightenment without having food, water, shelter. Most of us cannot, okay? We are doctors and there is a certain amount of debt.   Kiera Dent (29:12) Mm-hmm.   I agree.   Dr. Lauryn B (29:34) and a certain amount of expectation is maybe the right, I don't know if that's the right word, with like, I'm gonna serve people and this career is gonna take care of me. I'm gonna go into debt and it's a lot of debt, but this career is gonna take care of me. I'm gonna care for people, as long as I focus on serving, the career will take care of me. And we have too many people that it's just not. And they're like, I...   did not realize that I was going to struggle this much financially. These are not people that are like, can't afford a yacht. These are people like truly who are like my margins for financial investing and building wealth are a lot more narrow than I thought they were going to be. And that's a harder thing to fix, but that...   Kiera Dent (30:22) Hmm.   Dr. Lauryn B (30:27) is a deeper kind of burnout that we just need to be more comfortable. Again, following generational stuff, Gen X, like we don't talk about money, right? That was the script that we got from them of like, you just focus on the patients and the patients will take care of you. And you're like, ⁓ okay, so we don't talk about money. And then millennials are like, I think we need to start talking about money. I think we need to start talking about money because if you were being paid,   Kiera Dent (30:38) Bye.   Hahaha!   Dr. Lauryn B (30:56) whatever you feel is appropriate. If you were feeling wealthy. And again, I'm not talking about that. I'm not putting on you that like you feel like you need to be making $3 million a year. Like, although that is my goal for next year is 3 million. just, but like, you know, just so we're clear, that is my literal goal for next year. So you can want that. You have permission to want that if you want, but we're talking about like, I don't know. Maybe if you made $500,000 a year, life would be a little easier and you could breathe.   Kiera Dent (31:10) Yeah, exactly.   Dr. Lauryn B (31:26) And if you can literally financially breathe, you have more bandwidth   make calm decisions for your business. Where you don't feel like if you have a bad quarter, you're gonna have to lay someone off. And like that's one of the first steps to helping most people   burnout or recover from burnout.   is like, we gotta talk about money and we gotta fix your personal financial situation because if you're constantly in a place of fight or flight   you can give yourself an extra 10 hours a week and time to be the CEO if all you're doing is worrying about how you're gonna make payroll. Like, it's not, you're not gonna   from burnout.   Kiera Dent (32:22) think that that was such a good ⁓ way that you highlighted it. And I'm just very curious now, like, how's the how, because agree, like people, what you're saying, Lauryn, I can tell you've lived the like the life. This is something that you've done, you've been there, you can speak to it so authentically. I've been there many times. And I'm always like, I want our doctors to get paid so well. I see how much you go into school for debt.   I see the, and I think that that's a different piece too, if we're to talk generational, people who are not walking out like half a million debt.   Dr. Lauryn B (32:55) And y'all are way worse than us,   right? Like what's the average dentist, like 350?   Kiera Dent (33:01) Average dentists right now are coming out at almost half a mil of debt when they walk in. It's bonkers.   Dr. Lauryn B (33:05) That is bonkers, you guys. Like when I heard that, because I posted a reel that went   so viral and it was just about like healthcare debt and reimbursement rates. And that's when I learned they were like, 250? Talk to a dentist. And I was like, wait, why? How long? And they were like, yeah, 350 minimum. And I was like,   Kiera Dent (33:25) Yeah.   Dr. Lauryn B (33:30) That's insane. That's insane.   Kiera Dent (33:32) That's insane.   And then you go buy a practice. So the practice that I helped start with a dentist straight out of school, we were, I called her 2.5. I got to walk by and I'm like, get that spine up like you're 2.5. We were 2.5 mil in debt. So that was coming with student loans. So schooling was 500,000. Living expenses during that time were about another, you know, two to 500. So like they're walking out with this.   $500, $600, $700,000 worth of debt, not just including your schooling, but all of life expenses, because you're probably not working while you're going to school. And then we went and bought a practice that's about a $2 million practice. So we were like 2.5, not like we were 2.5 in debt. I was like, keep that spine up, like put your hands up when you walk across the street, like you've got to keep those hands in motion because otherwise how are we going to get out of debt? And I think for me, when I look at that much debt,   when I look at that much risk and I look at the benefits that healthcare providers are giving, I'm like, no. And I tell teams all the time, I'm you want your doctor to be ridiculously wealthy. Like I do, and I preach this hard and I say, no, you should and you deserve it. And we want you that way because you're a better boss, you're a better clinician, you are better at doing your services because you're not stressed about making money. So we're not like you said, like, I want to go to Disney, let me go find more patients. I get.   No, I have confident, predictable payroll or cash flow. I'm very successful in what I do and you can make the margins there. Like I was the girl who did business that did not understand numbers. And now I say like, I love numbers and numbers definitely love me. And I'm like, it's now just a fun math equation. If I want to make X amount, you just back it down. You figure out what your costs are and you figure out the three levers you can use. We either drop our overhead, increase our production and or our collections. Like it's very simple when I'm like, okay, got it.   Dr. Lauryn B (35:05) and   Kiera Dent (35:17) Like got it when it's just those three levers, people make it so much more complex. And I think it does feel complex. Like reading a PNL is ridiculous. If you don't know what that is, that's okay. We're here where there's no judgment. It's a profit and loss statement. And I love educating people on this. Like this is where the fire in the belly comes. This is where it does. We get lit up because when I have someone who's cashflow positive, like you said, they can make calm decisions. They're not sitting here stressing all the time, but Lauryn, I'm very curious. Like you've talked about it at length. Like what do people do? Like what's the how, how do we get into this?   How do we have multiple streams because agreed all eggs in one basket? gosh. It's, ⁓ to me, that's like just a ticking time bomb. Like one bad day, one bad patient, one bad procedure. Like it's just going to explode because you're sitting like you're sitting on the edge of fear all the time to where you are in like cortisol adrenaline, like you are pumping. And then what you do is you go into complete shutdown because you can't handle it anymore. So your body and your system literally like just shuts down on you. You become apathetic to life.   Dr. Lauryn B (35:54) Mm-hmm.   Kiera Dent (36:15) things aren't exciting for you anymore. You become very numb to walking through the world. And it's like, I feel like the world of color goes into very like gray. It's very subtle. It's like, it's, there's no, there's no life left. It's just, are living life, but you're not actually being and living day in, out.   The Dental A Team (36:33) that wraps part one of our part two series. Be sure to tune back in for part two of this podcast. And as always, thanks for listening and I'll catch you next time on the Dental A Team Podcast.  

Thank you for joining us for our 2nd Cabral HouseCall of the weekend! I'm looking forward to sharing with you some of our community's questions that have come in over the past few weeks…   Raina: Hi Dr. Cabral! Thank you so much for all the information that you so generously share! I recently had a baby 8 weeks ago. My last detox was summer of 2023 as I was trying to conceive for a little over a year. I plan to breast feed for a couple years, and would like to have another baby in that time as well. So it will be several years before I can do another detox. I am wondering what I can do while breastfeeding to support my body and also help me lose weight?I have began walking 5 days/wk, and very light strength trainging 3 days/wk. My first detox I lost 16 lbs and lost another 20 in the couple months after.. I would love to do that again, but I just can't right now. I have appx 25 lbs I'd like to lose, while breastfeeding, & before having another babe. What could best help me get there and support my body and goals?             Lisa: My adult son was diagnosed with tinea versicolor several years ago (he was a teenager), following a family trip to Colombia. He was seen by a dermatologist and treated and told it would most likely come back and that he should use Selsum blue shampoo on the effected area once a month to help clear it up. My question is - is there something more permanent he can do. I understand this is a skin fungal infection, but it seems like there should be something he can do to alleviate it completely. I saw a previous question about re: children, wondering what you would recommend for an adult, tests that could be run, etc. Thank you!                                                                                                                                       Ashley: Hi Dr. Cabral - I recently started drinking hydrogen water at the starter pH of 8.5 per your recent reviews on the topic (thank you as always for the deep dive!). But let me say... it's been 3 days and holy heck am I detoxing. Bowels, skin, headaches, post nasal drip, etc. The materials from your team state this is expected and to titrate slowly, but the materials don't explain WHY this detox phase happens drinking higher pH water. Can you talk about what's happening in the body during this phase and how long one might expect to have symptoms before stabilizing? My husband is scared to start drinking it now HAHAHA. Thanks as always for what you and your TEAM do for us!                                                          Al: Dr.Cabral, I am an IHP not residing in the US, so I have access to different labs and supplements. The laboratory I work with offer 5x cortisol samples (the last sample being collected in the middle of the night). Is the night cortisol collection relevant for regular clients or only for specific cases? My second question is about SIFO without SIBO. Would undecylenic acid (isn't it much better than caprylic acid?) with pau D arco, Citricidal and s.boulardii be a good plan for slightly elevated yeast markers? If so, are two months sufficient? Thank you                                                                                 Tommy: Hey the legendary Dr. C! I started the heavy metal detox a couple months back, and the heavy metal detox capsules themselves cause me a histamine reaction. I tried 1/2 the dose, and while the reaction is less, it's still there. I've already done the CBO protocol, I know my mercury is high so could really do with removing this, any ideas ? Should I take some hist-pro alongside it?     Thank you for tuning into this weekend's Cabral HouseCalls and be sure to check back tomorrow for our Mindset & Motivation Monday show to get your week started off right! - - - Show Notes and Resources: StephenCabral.com/3516 - - - Get a FREE Copy of Dr. Cabral's Book: The Rain Barrel Effect - - - Join the Community & Get Your Questions Answered: CabralSupportGroup.com - - - Dr. Cabral's Most Popular At-Home Lab Tests: > Complete Minerals & Metals Test (Test for mineral imbalances & heavy metal toxicity) - - - > Complete Candida, Metabolic & Vitamins Test (Test for 75 biomarkers including yeast & bacterial gut overgrowth, as well as vitamin levels) - - - > Complete Stress, Mood & Metabolism Test (Discover your complete thyroid, adrenal, hormone, vitamin D & insulin levels) - - - > Complete Food Sensitivity Test (Find out your hidden food sensitivities) - - - > Complete Omega-3 & Inflammation Test (Discover your levels of inflammation related to your omega-6 to omega-3 levels) - - - Get Your Question Answered On An Upcoming HouseCall: StephenCabral.com/askcabral - - - Would You Take 30 Seconds To Rate & Review The Cabral Concept? The best way to help me spread our mission of true natural health is to pass on the good word, and I read and appreciate every review!