Podcasts about hamburger university

Because of the Happy Meal McDonalds is the world's largest toy distributor. Larger than Hasbro or Mattel. This is an Empire! Dave Young: Welcome to The Empire Builders Podcast, teaching business owners the not-so-secret techniques that took famous businesses from mom and pop to major brands. Stephen Semple is a marketing consultant, story collector, and storyteller. I'm Stephen's sidekick and business partner, Dave Young. Before we get into today's episode, a word from our sponsor, which is... Well, it's us, but we're highlighting ads we've written and produced for our clients. So here's one of those. [Out Of This World Plumbing Ad] Dave Young: Welcome back to The Empire Builders Podcast. Dave Young here, along with Stephen Semple, and I was ranting and raving about a new book I'm fascinated with and crazed about. And Stephen hit the record button and decided we were going to talk about Happy Meals instead of that. So here we are. Happy Meals, huh? Stephen Semple: Happy Meals, yeah. Dave Young: The McDonald Happy Meal. The precursor to the Playland. I've always enjoyed going through the McDonald's drive-through and ordering a happy meal, whether I had a kid in the car or not. Stephen Semple: I could see you doing that. Dave Young: And then sometimes they look and go, "Well, where's the kid?" I'm like, "Hey, mind your own business about the kid." Stephen Semple: They're in the trunk. Dave Young: There's a kid somewhere. Give me my damn toy. Stephen Semple: I was going to ask, what's your favorite part? Is it the toy? Dave Young: Absolutely. You can get a nugget, a few of them. Stephen Semple: Well, here's the crazy thing is it is the most sold meal in history. There's been like 35 billion happy meals sold. Dave Young: Is it, really? That's a lot of happy. Stephen Semple: Yeah. Yeah. Yeah. Dave Young: Sure. Stephen Semple: And it actually makes McDonald's one of the largest toy distributors in the world. They've given away billions of toys. Dave Young: Oh, sure they did. Stephen Semple: More toys than Hasbro or Mattel. Dave Young: And just controversy like when they were giving away Beanie Baby toys. Good Lord, people were losing their minds. Stephen Semple: Yeah. Yeah. Dave Young: I'm trying to think of who this is. It might be our mutual friend, Gordon. Somebody in our circle tells a story about their dad driving the family through McDonald's when they were kids and everybody getting really excited because like, "I'm going to get a Happy Meal." And their dad orders one cup of coffee and just keeps going. I'm like, "Oh, man, that would suck." Stephen Semple: That would be a very unhappy car. Dave Young: So when did the Happy Meal start? Stephen Semple: There's a bit of a debate about who actually created the Happy Meal. So we're going to explore a couple of the different stories, but it was basically 1974. Dave Young: Okay. Yeah. Stephen Semple: One of the stories is it was created in Guatemala by Dona Yoly and her husband who opened the first franchise in that country. Dave Young: Wow. Stephen Semple: And Dona wanted her restaurant to feel like a family restaurant. Look, she understood things had to be done the McDonald's way- Dave Young: Sure. Stephen Semple: ... to the corporate standards because McDonald's even has a Hamburger University- Dave Young: Oh, yeah. Yeah. Stephen Semple: ... which was a brainchild of Fred Turner, and it's a training program for franchisees. We could even do a thing on Hamburger University because it was the first of its type. It was the first training program of its type for franchisees. So there's always this thing that McDonald's is trying to set where there's this goal of a consistent experience, but they also want to give franchisees some freedom because what they have found is that franchisees oft...

Welcome to another exciting episode of the HoZ Comedy Podcast. In this episode, the guys talk about what. The cast also discusses . All that and more on this exciting episode of the HoZ Comedy Podcast. Remember to listen laugh and share

Episode #1 of our new show… The Best Idea Yet. We're serving it up here early for the Besties & Yetis.For future episodes of TBIY, subscribe/follow here: https://wondery.com/links/the-best-idea-yet/The Happy Meal is the most successful meal in human history. With over 35 billion units sold, or about four for every person on Earth, McDonald's iconic “Food and Fun in a Box” has also made the company a bigger toy distributor than Hasbro or Mattel (and maybe even Santa). But few know the Happy Meal's contested origin story. Was the creator a mom of five in Guatemala, an ad man from Kansas City, or a forgotten franchise called “Burger Chef”? Spoiler, it wasn't Grimace. Hear how McDonald's perfected a strategy called the “window of loyalty,” and visit a little place called “Hamburger University.” Listen to find out why The Happy Meal is the best idea yet!Subscribe to The Best Idea Yet for the untold origin stories of the products you're obsessed with, and the bold risk takers who brought them to life. Episodes drop every Tuesday, subscribe here: https://wondery.com/links/the-best-idea-yet/—-----------------------------------------------------GET ON THE POD: Submit a shoutout or fact: https://tboypod.com/shoutouts FOR MORE NICK & JACK: Newsletter: https://tboypod.com/newsletter Connect with Nick: https://www.linkedin.com/in/nicolas-martell/ Connect with Jack: https://www.linkedin.com/in/jack-crivici-kramer/ SOCIALS:Instagram: https://www.instagram.com/tboypod TikTok: https://www.tiktok.com/@tboypodYouTube: https://www.youtube.com/@tboypod Anything else: https://tboypod.com/ See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In "My Way," the new season of the StoryCorps podcast— stories from people who found a rhythm all their own and confidently marched to it their whole lives. Our first episode features a graduate of Hamburger University, one man's remarkably brave appearance on conservative radio in the 1990s, a New Yorker who took his mugger out to dinner, and more.If you want to leave the StoryCorps Podcast a voicemail, call us at 702-706-TALK. Or email us at podcast@storycorps.org.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

Join The Wolf as he sits down with John Valluzzo and his sons, Michael and Nick, to explore their reign of owning over 80+ McDonald's locations as they dive deep into the fascinating world of the iconic fast-food franchise.  The Valluzzos share their family's deep-rooted connection to McDonald's and explain their incredible journey to owning such a vast portfolio of locations.  Discover the secrets behind McDonald's renowned training programs, including the prestigious Hamburger University, and hear how they ensure consistent quality and service across their restaurants. Nick also discusses the challenges and rewards of being a franchisee, from navigating acquisitions and high barrier-to-entry costs to maintaining profitability in a rapidly changing industry.  Plus, what's the real truth about that infamous ice cream machine that never works? Hear about McDonald's innovative use of technology and data management to streamline operations and drive success. Whether you're a fan of McDonald's or interested in the world of franchising, you won't want to miss these incredible insights into the inner workings of one of the most iconic brands in the world.    00:03:16 - The McDonald's Legacy: Continuing the Family Business 00:11:28 - Massive Growth Through Strategic Acquisitions 00:19:04 - Breaking into McDonald's: Is it Achievable? 00:22:52 - Inside the Training Program at McDonald's 00:29:52 - McDonald's Tech: Proprietary vs. Third Party 00:34:38 - McDonald's CEO Talks Rising Costs 00:39:38 - Success Stories of Former Employees 00:47:32 - The Truth About McDonald's Ice Cream Machines 00:51:51 - Efficient Maintenance Team Keeps Operations Running Smoothly 00:59:33 - Challenges of Passing on Family Businesses 01:06:02 - Early Riser Trio's Morning Routine   Learn More About Valluzzo Companies:  Website: https://valluzzocompanies.com   Follow the Valluzzo Brothers: TikTok: https://www.tiktok.com/@valluzzo.brothers/ Nick's LinkedIn: https://www.linkedin.com/in/nick-valluzzo/ Michael's LinkedIn: https://www.linkedin.com/in/michaelvalluzzo/ John's LinkedIn: https://www.linkedin.com/in/john-valluzzo-47a989b/   Follow The Wolf:  Newsletter: https://workweek.com/brand/the-wolf-of-franchises/ YouTube: https://www.youtube.com/@thewolfoffranchises Twitter: https://twitter.com/franchisewolf Website: https://www.krokit.com   Are you a future franchise entrepreneur? Find all of the tools you need to launch, operate, and expand your franchise empire with the platform created by The Wolf himself, Krokit.com.   And if you've enjoyed listening to Franchise Empires, I'd be so grateful if you could drop me a 5-star review on Rate My Podcast. Thank you so much!

- First World Friday! - An intimate evening with GODSMACK? - Hike CHECK! - Hamburger University?

- First World Friday! - An intimate evening with GODSMACK? - Hike CHECK! - Hamburger University?

- First World Friday! - An intimate evening with GODSMACK? - Hike CHECK! - Hamburger University?

- First World Friday! - An intimate evening with GODSMACK? - Hike CHECK! - Hamburger University?

The boys chat about the legacies of Tim Cook and Steve Jobs at Apple, the generous taxpayer funds flowing into Australia's own Hamburger University, Instacart's IPO, Uber and the pitfalls of the gig economy  

Alan Fredendall // #LeadershipThursday // www.ptonice.com  In today's episode of the PT on ICE Daily Show, ICE COO Alan Fredendall highlights the key principles behind growing & scaling your practice, using McDonald's as an unlikely but successful example. Take a listen to the podcast episode or read the full transcription below. If you're looking to learn more about courses designed to start your own practice, check out our Brick by Brick practice management course or our online physical therapy courses, check out our entire list of continuing education courses for physical therapy including our physical therapy certifications by checking out our website. Don't forget about all of our FREE eBooks, prebuilt workshops, free CEUs, and other physical therapy continuing education on our Resources tab. EPISODE TRANSCRIPTION 00:00 ALAN FREDENDALL Good morning, PT on ICE Daily Show. Happy Thursday morning. Hope your day is off to a great start so far. My name is Alan. Happy to be your host today. Currently, I have the pleasure of serving as Chief Operating Officer. I'm a faculty member in our fitness athlete division. We're here on Leadership Thursday. We talk all things practice, management, ownership, small business, leadership, that sort of thing. Leadership Thursday means it is also Gut Check Thursday. Gut Check Thursday this week is a workout I actually did this past Monday. It is 9, 15, 21 calories on a rowing machine, power snatches with a barbell, 75 pounds for gentlemen, 55 pounds for ladies, and pull ups. Ascending reps game automatically. You should proceed with caution as you get more tired. The reps go up, something we don't like to see too often. Also very redundant in this workout on pulling and grip, right? Pulling on the rower, you have grip on the barbell, and then you have grip and pulling up on the pull-up bar. So it gets redundant, gets really grippy, even with that light barbell. That barbell should be so light you could do all of those rounds unbroken if you really needed to. Maybe one break in the round of 15, maybe one or two breaks in the round of 21. Definitely should be aiming to get that workout done under or around the 10-minute mark. I did that, rested three minutes, and then did 9, 12, 15, rested three minutes, and did 6, 9, 12. I don't recommend doing the extra two rounds. Just stick with the 9, 15, 21. That's plenty of fitness for the day. Courses coming your way from us here at IEFCE. I want to highlight our Extremity Management division led by Lindsay Huey, Mark Gallant, and Cody Gingrich, the newest lead faculty to join the Extremity Management team. You can catch those three out on the road this fall. A couple of different courses coming your way. September 9th and 10th, Mark will be down in Amarillo, Texas. Lindsay will be out in Torrington, Wyoming. The next weekend, September 16th and 17th, Mark will be on the road in Cincinnati, Ohio. The weekend after that, Lindsay will be on the road September 23rd and 24th in Twin Falls, Idaho. The first weekend in October, the 7th and 8th, Lindsay will be up in Ridgefield, Connecticut, and Mark will be in Rochester, Minnesota. November 11th and 12th, Mark will be down in Woodstock, Georgia, which is north of Atlanta, kind of out in the suburbs. The weekend of November 18th and 19th, Mark will again be on the road, this time in Murfreesboro, Tennessee. That's a little bit southeast of Nashville. Cody's first weekend as a lead faculty in the division will be the weekend of December 2nd and 3rd. That'll be out in Newark, California. That's the Bay Area, the Fremont area. And then December 9th and 10th, the last chance to catch extremity management for the year will be in Fort Collins, Colorado with Lindsay. So that's what's coming your way from the extremity division. 03:21 GROWING & SCALING YOUR PRACTICE Today we're going to be talking about hiring from the viewpoint of growing and scaling your practice. And I want to highlight the McDonald's story. So I want to talk about kind of what's always in our mind when we're thinking about growing our team, which is that little voice in the back of our head that says, geez, I hope the person that I hire is mostly like me, right? When we think about growing our team, we're often thinking about how to basically mirror or replicate ourselves. And while that's not 100% possible, that is the goal as we grow and scale. That what we're really talking about when we're bringing new people on the team, we're growing our current practice. We're thinking about maybe even a second location. We're thinking about maintaining our standards of how we run our business, of how we practice physical therapy and preserving our company's culture. So we're going to talk about the who, the what and the how. The who today is going to be McDonald's. Yes, McDonald's, the Golden Arches, the fast food company. The what is going to be talking about how they grow and scale their businesses. And the how is going to be the foundational training that every member of the team has, how that relates to your team as a physical therapist growing your practice and how shared belief systems are really important. So as a company grows, those things tend to get diluted over time. Over multiple generations of leaders and employees, teammates, whatever you want to call the folks who work with you. As we tend to get many generations deep, we noticed a subtle decline in quality and culture of when you first went to the business, when it was a single owner operator, you knew the owner. You knew how things went. You had a relationship with that person. And maybe when you come back to that business, our business in this case being physical therapy, maybe you can't see that provider before. Maybe their schedule is full and they offer to have you see another provider. As the customer is the end user, how do we know that that person is good as the first person? And how do we know that the 10th person is as good as the third person? And so on and so forth. And unfortunately, what we see happen is companies tend to grow, especially as they tend to grow to new locations and maybe even start to franchise. We see that that stuff just gets diluted over and over again until the current business that we are going to no longer resembles the initial encounter with that business. Maybe even to the point that as the customer is the end user, we decide not to give that business our money anymore. So how do we avoid that? How do we avoid the customer coming to that conclusion? 07:26 THE WHO: MCDONALD'S Well, we need to start with the who. We need to start with McDonald's. If you're not familiar with McDonald's, we'll talk about that and we'll talk about how they grew and really the foundations that allow them to grow there. So love or hate them. Everybody has their thought immediately in their mind, their knee-jerk reaction about McDonald's, but they certainly know how to run a business. They know how to deliver a consistent product. That product, at least in my personal opinion, may be quite mediocre. But dang, when you go to McDonald's in Texas or McDonald's in Michigan or McDonald's in Seattle, it doesn't matter. McDonald's in Hong Kong, it is maybe mediocre, but it's consistently mediocre, right? A McDonald's hamburger in Texas tastes the same way as a McDonald's hamburger in New York and the fries are the same and the experience of purchasing from McDonald's is largely the same as well. So they know how to deliver a consistent product and we want to figure out how they do that. They also certainly know how to grow. McDonald's has been in business for 83 years, almost 100 years of continuous business. We've talked here on Leadership Thursday before about how many businesses don't make it to the one-year mark, to the five-year mark, that about the 10-year mark, 75% of all businesses are gone. They have gone out of business before they reach the 10-year mark. So to have been in business almost 100 years continuously is quite impressive. They are the largest restaurant business in human history. They have $24 billion a year in gross revenue. Now that is an amount of money that can be hard to conceptualize. Let me break it down for you. If you haven't heard of ATI Physical Therapy, they are the largest chain of physical therapy clinics in the world. They only grow $600 million a year in annual gross revenue. So any town that is big enough to have a McDonald's, a Walmart, probably also has an ATI Physical Therapy for reference. Nonetheless, McDonald's is almost 40 times larger. They are present in 120 of the 195 countries on the planet, and they are the fourth largest employer in human history. Of the largest employer on the planet currently is Walmart. The second is the Chinese Government Railroad. The third is the Chinese Government Police Service, and the fourth is McDonald's. So of the jobs that you could currently get, you can't go work for the Chinese Government Railroad or police service. You can't just go drop an application and start. We're talking about the second largest American-based employer on the planet. Now if you haven't seen the movie The Founder, I highly recommend you watch that movie. It's one of my most favorite movies. Every time I watch it, I take something away from it. Came out in 2016, and it's really kind of the tale of the start of McDonald's and the growth of McDonald's across the country and eventually the world. 11:27 THE WHAT: SUCCESSFUL GROWTH So that's the what we're going to talk about today. We're going to talk about the franchising of the McDonald's Corporation. Amazing movie. Nick Offerman and John Carroll Lynch play the McDonald's brothers who formed the first McDonald's out in California many, many, many, many years ago. And Michael Keaton does a great job playing Ray Kroc, the guy who finds the McDonald's brothers and becomes the person that franchises McDonald's into the business that it is today. So the original McDonald's started out in San Bernardino, California. It was a one-location restaurant run by the McDonald's brothers. They had a very systematic way of approaching a business. They practiced and trained and redesigned the restaurant again and again and again to optimize efficiency, to basically make burgers and fries and shakes as fast as possible in the almost pre-drive-through era of you had to drive to McDonald's and walk up to the window and order your food. And they created a wonderful, flourishing business that Ray Kroc stumbled upon. He actually was selling a machine that could make six milkshakes at once. And he was hand delivering it to the McDonald's brothers out in California when he watched just how busy their restaurant was all day long and decided this, these guys are onto something. If we could take this business and multiply it, we could really make a lot of money. So those brothers practiced. They had their employees practice work, right? They trained almost military style of running and operating their business. And they did so with a systematic approach, a fundamental approach to how to cook and serve food in a high quality, yes, but also a consistent and efficient manner. And it was built upon a common foundation of training and also of shared values of we want to deliver a high quality product, but we want to do it efficiently. People don't want to sit and wait 30 minutes for a hamburger. They want to be able to walk up to this window and a couple of minutes, get their food, pay and be on their way. Right. The person that's on lunch break or grabbing a bite to eat after work or before work or whatever, walk up, grab your food, go again in the pre drive through area, definitely the pre door dash era of delivering a high quality product. Very, very fast. So Ray Kroc stumbled upon these guys and started to franchise it. Initially did not go the right way. And I think it's important to know that it did not start off in an amazing way that immediately started cheapening ingredients, started using premixed milkshakes instead of actual milk in the milkshakes and initially started with a model that had really minimal control over new locations and leaders. And early on, and you'll see this if you watch the movie, McDonald's all over the country was completely random and different as far as what you might expect. You might find a McDonald's in Illinois that sold hamburgers and french fries and milkshakes, but you might go to a McDonald's in Wisconsin and find barbecue food. You might go to a McDonald's in St. Louis and find them selling tacos. So they kind of had a rocky start that they got away from their foundations. They no longer kept that regimented training, that regimented shared value systems. But I'll tell you the tale of how they turned it around. One of the cooks that worked at one of the original McDonald's, his name was Fred Turner In 1961, he created a training system called what is now known as Hamburg University of saying, hey, this is getting crazy. Every location that the customer goes to, they might be serving completely different food. There may be a completely different experience. They might be dirty at one location, unbelievably clean at the next, a different food just all over the place with consistency and quality. We have to fix this. And that kind of evolved with Fred Turner working alongside Ray Kroc into forming now what is known as the present day McDonald's, which again, the food may not be the highest quality, it might not taste the best, but darn it, it is consistent. And that is really the values that McDonald's presents today. Consistency and simplicity and uniformity with a goal and a shared belief system of quality, service and cleanliness. So they formed this university back in the 60s, Hamburg University. They now have locations in eight countries. They started in 1961. That guy, Fred Turner, who was just a cook, worked his way up and eventually became the CEO of McDonald's for 20 years and really kind of led the global expansion of McDonald's across the planet onto every street corner in America, into 120 countries across the planet. Down to really specific stuff. He was really insistent that fries had to be cut 0.28 inches thick, that one pound of beef should make exactly 10 1.6 ounce patties, so on and so forth. Consistency, the ability to replicate that business across not only shifts at the same location, but at every location across the town, across the state, across the country and eventually across the planet. So that is the who, that is the what. 13:59 THE HOW: SHARED TRAINING & BELIEFS Now we need to talk about how, how did they get there? Again, they had a rocky start, but how they arrived at where they're at now, again, one of the largest, most successful businesses in the history of our species. How did they get there? They get there these days by being very, very selective that each addition to their team is of similar quality to the rest of the team, that they have a shared belief system and that they all go through the same foundational training of when you are maybe a line cook or fry cook or you work the drive through McDonald's. Yes, you are just an hourly wage employee, but once you are maybe going to get promoted when the regional manager, when the owner decides your management material, you go to Hamburger University. If you are thinking about starting a McDonald's franchise, you also go to Hamburger University. They are very selective in who goes to Hamburger University. Only 1% of the people who apply get accepted. And the goal of Hamburger University is to teach managers and owners how to run a McDonald's to the McDonald's standard. Again, we have that common shared training foundation. We are hiring people with a shared common belief system. We are allowing the business to grow and scale without the end user, the customer being really able to notice any change in quality. McDonald's is doing it right. If you leave your house at 6 a.m. and you have a 12 hour road trip and you grab a coffee from McDonald's and a McMuffin at the start of your journey, if you stop at McDonald's four states away for lunch or dinner, it should feel almost exactly like the McDonald's that you stopped at at the start of your journey right by your house. It should really be no different. And even you have probably done this and if you haven't done this, you are a liar. You have gotten a drink at McDonald's in the morning on a long road trip and you have stopped maybe at multiple McDonald's along your route to get a refill of your drink. And again, if you haven't done that, you are probably lying. A lot of us have done that. So that replicated experience location over location over location. And I think we have a lot to learn from that model. And that model does not start with putting money first. It does not start with putting numbers first. It starts with making sure that we are incredibly selective of who we let join our team. And so that brings me to the how. How do we do that? We do that by being extraordinarily picky with who we let join our team. A lot of people will see your clinic, your business, whatever you are doing, being very successful and they want to invite themselves to come on board the ship. They are happy to stop by and drop off their resume and let you know that they are ready to start a position whenever you are ready to start paying them. And oftentimes we find ourselves as our business, our clinic, our practice is growing. We need people more than we care about exactly who that person is. And we have the mindset of we can train that person later. We can mentor that person later. All that matters is that I have more patients on my schedule than I can see. I have a month long wait list. I have a three month wait list. I have a six month wait list. And that's money I'm not capturing now. So I'm just going to hire that person who walked in the door and threw their resume on my desk. And we can't do that. Not if we want to replicate a really high quality experience, a consistent quality experience for our patients and our clients. Not enough businesses are picky enough at this process of making sure that person has the same beliefs that we do, making sure that we have a common shared foundation of training. Us here, we now only hire students who do a long rotation here or folks who have passed the ICE certification exam. That's where our standard is at now. That tells us that person either we have trained them in our training, our foundation as well, and we find out if they have our common belief systems or not, or we know that is on board already because they have passed such a rigorous certification as the ICE cert. But not enough of us are that picky. 17:23 WHEN GROWTH GOES WRONG And what happens if we don't do that? What happens when growth goes wrong? I want to just share a hypothetical example, speaking of the extremity management division today. Imagine that folks just have maybe even a little bit of a difference in what they believe and what they have been trained to do as physical therapists. And we say, you know what? They're only like 20% different. It doesn't matter. It doesn't really matter at the end of the day. Let's just hire this person anyways, even if they are maybe 20% different than the rest of the folks already on the team. Let's take an example of Lindsay and Mark from our extremity management team. Let's say that Mark believes that the foot, the ankle and foot, has no orthopedic value whatsoever. When he teaches his course, he just kind of glosses over that material and maybe even ends his class early. He ends faster than he planned to, right? Maybe he just kind of flips through the slides, shows a couple techniques, maybe an exercise, and he says, you know what? The ankle is really not that important to the body. Have a great weekend. Thanks for being here. Bye. And we're done at 3.30. Now, as we take that person who is now going to train more people underneath of them, the next person Mark trains is likely going to give even less attention to the ankle and foot. They're going to pass over even more of the fine details. And you can imagine if we take that now several generations deep, three, four, five generations deep, that that next person teaching extremity management may not even teach the ankle and foot, right? They may delete it from their slides entirely. Hey, we don't teach that in this course. Which is not true at all, right? Now we have a consistency problem in the product. What about the other end of the continuum? What if Lindsay believes the opposite? What if she believes the foot is the most important structure in the human body? What if she believes that great toe extension is linked to developing Alzheimer's disease? What if she spends so much time on the ankle and foot when she teaches extremity management that now her classes run until 7 p.m. on Sunday? Again, we have for a different reason, a consistency product, a consistency problem with the product we're delivering. Now again, that same example, as we get multiple generations deep, you could imagine the next person Lindsay trains underneath her maybe believes the foot is even more important and spends even more time on the ankle and foot. And maybe three, four, five generations deep, that person spends all of Sunday talking about the ankle and foot. We don't even talk about the hip and the knee anymore. Everything's about the ankle and the foot. And eventually what we come upon is a divergent offering of the same product. That the consistency of the product is diminished or absent entirely. And we have an entirely splinter product being offered. We're now offering two separate products from the same company, even though up many layers above in the leadership position, we're trying to figure out why the inconsistency is there. And it comes from not having that shared common training foundation and that shared belief system. So who is McDonald's? What is how they have franchised across the planet into one of the most successful businesses And the how is being really particular in who you let on your team and making sure that they already arrive with similar belief systems about how to practice physical therapy in a common training foundation. So many people arrive, new students, new grads with a wide variety of beliefs depending on where they went to school, what continued education courses they may have taken after it really can lead to that divergent offering of product that really creates a consistency and a quality product for your business over time. And again, in our mind is the original owner, the leader of the business. That's something we're trying to avoid at all costs. When we think about hiring new people, we're thinking about how can I essentially copy myself as much as possible so that when people come to see this new person I've hired or this eighth new person I've hired or my new location, how can I be sure that they get the same consistent product that I initially delivered when I started the business and it comes down to that shared common training foundation and that belief system. So that's the first part of this series. I want to take you all through the who, the what and the how. Next time I want to talk about once you have actually found that person, where do we go from there into the nitty gritty of things like operating agreements, things of making sure that our training foundation stays the same as we move through our practice, as we move through time together with these members on our team. I hope this was helpful. I hope you have fun with Gut Check Thursday. I hope you have a wonderful, fantastic Thursday and a great Labor Day weekend. We'll actually see you next week for a little bit of talk on carbohydrates on Fitness Athlete Friday. Have a great Thursday. Have a great weekend. Bye everybody! 21:52 OUTRO Hey, thanks for tuning in to the PT on Ice Daily Show. If you enjoyed this content, head on over to iTunes and leave us a review. Be sure to check us out on Facebook and Instagram at the Institute of Clinical Excellence. If you're interested in getting plugged into more ICE content on a weekly basis while earning CUs from home, check out our virtual ICE online mentorship program at ptonice.com. While you're there, sign up for our Hump Day Hustling newsletter for a free email every Wednesday morning with our top five research articles and social media posts that we think are worth reading. Head over to ptonice.com and scroll to the bottom of the page to sign up.

Lords: * Elena * Quil Topics: * Human Pudding, and why popular media can't depict bad art, only bad taste * https://www.youtube.com/watch?v=SfHmctamVEA * https://www.notinhalloffame.com/ * https://www.youtube.com/watch?v=-gPuH1yeZ08 * I got a van! * Corporate art: From industrial musicals of the 50s-70s to this Staples logo unveiling * https://www.youtube.com/watch?v=sWUhqoAGsfk * https://philolexian.blogspot.com/2006/11/kilmer-2005.html Microtopics: * A very good New York Times crossword. * Feats of crossword construction that just make the experience of solving it worse. * Cottage cheese and jam. * Fruit on the bottom cottage cheese cups. * Whether cottage cheese comes pre-curdled. * An opportunity to make money by making the richest people in the world happier. * A jams and jellies bandolier. * Going to the arcade wearing a token dispenser but also your "I don't work here" shirt. * A band that only exists so that John Stamos can be annoyed by it. * Whether the average person would misspell a word on a grocery list. * Flashy rock and roll in which the lyricss are goofy and the goofy lyrics heightens the perceived quality of the music and the music heightens the perceived goofiness of the lyrics. * Various anime in which the kids are forming a band. * The Fictitious Rock and Roll Hall of Fame. * The East coast DIY music scene. * Eyeball Skeleton. * Smoosh nee Smush. * My Pal God Records. * The Most Wanted Song and The Most Unwanted Song. * Ramadan jingles. * Putting all the things people hate the most in the same song. * Single Ladies. * The Rescue Rangers dimension where the Rescue Rangers theme song is still modulating upwards to this day. * Releasing an album on vinyl that ends in a locked groove with a shepard tone. * Sprinter Vans. * Diesel vans racking up a million miles. * Van life. * Vans with indoor plumbing. * How people react when someone is sleeping in a vehicle in their neighborhood. * How to recognize a van that somebody lives in. * Living in a Wal-Mart parking lot. * Campy camping. * Living the hash tag no car life. * Bimodal distribution of van dwellers. * The Minimum Viable Van. * Living six people to a bedroom and not liking it. * A landlady who cooks for everybody in the 1800s. * Outlawing boarding houses because there are too many single men being rowdy. * The Florida Project. * Moving into the hotel across the street for a day so that you don't live in one place long enough to become a tenant. * Guessing how squatting laws work. * Staples presenting a trailer for their new logo at E3. * The history of Industrial Musicals. * Hiring video artists and composers to create massive lavish displays of brand awareness. * The documentary that Kevin Smith made about Prince just for Prince to watch and never release. * Making a funny video for mystery people to watch for mystery purposes. * The KFC VR training app. * Living close to Hamburger University. * Rerecording Prince's "1999" for every year up to 2999. * The circus ad that Being for the Benefit of Mr. Kite was based on. * O Deathy Death. * Most Foul Vowel. * The Alfred Joyce Kilmer Memorial Bad Poetry Contest. * The headspace you get into as an artist when you try to make bad art. * A good example of a bad poem. * Birdemic's environmental message. * A clown photobombing your movie soundtrack.

What happened to Wendy the Snapple lady and was the rumor about her cocaine habit true? Why does Ronald McDonald look so similar to Bozo the Clown? What's the story behind the Bubba Gump Shrimp Co. and how are they responsible for Chris Pratt? What the heck is Hamburger University? We answer all these questions! Webcrawlerspod@gmail.com626-604-6262Discord / Twitter / Instagram / Patreon / MerchSupport this show http://supporter.acast.com/webcrawlers. Hosted on Acast. See acast.com/privacy for more information.

Look alive everyone! the boys are back in action to give you all a great podcast episode! This week Tyson and Eman are celebrating MLK day recording a podcast and catching up on all the past activities of the boys. Eman gives us his shooting-the-dog story, off-roading, and doing adult activities. Tyson talks about his recent work adventures and how boring his life has been, showing Eman the beauty of Hamburger University, applying to reality TV shows, and the hunt to be the next WWE Superstar. Thank you all for the constant support and love. We hope you enjoy this episode! Don't forget to check out and support the Patreon: patreon.com/2good4upod ! SPONSOR: IRONWEEBO - shopironweebo.com / CODE: 2GOOD4U

VOICEMAILS: Creepy harassment on a Danube riverboat cruise. 2022 has been no one's year. Muscle cream backfire. A listener is in love with James from Vegas. Hamburger University. Sleeping through a proposal. Getting revenge for a menopause joke. We should still be watching the Simpsons. Saving an internet friend in another country. We should do a live show in Portland, Maine. Webcrawlerspod@gmail.com626-604-6262Discord / Twitter / Instagram / Patreon / MerchSupport this show http://supporter.acast.com/webcrawlers. Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Jake and Donovan recap the sports that hare happening in the nation, and play NFL World, and Guess that NFL Player! We also introduce a new game called Where's That College. Follow us on Twitter: @RealMistakesPod Instagram: Real_Mistakes and Youtube: Real Mistakes on the Lake Podcast. Thank y'all for your support and please continue to listen! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/realmistakesonthelake/support

Have you ever thought was it was like to work in a single organization for 30+ years? Have you ever considered how cool it might be and what career development greatness might come of it? Dan Camp has. Since 1988, Dan has worked at McDonald's in a number of roles including his latest, managing director of McDonald's for the Czech Republic and Slovakia. In this engaging and full-of-career-goodness discussion between Dan Pontefract and Dan Camp, learn about Camp's time at Hamburger University, how he got his start, and what he's learned from a leadership perspective working across multiple different roles in multiple different cities across one of the world's most iconic brands, McDonald's.

About Ed and questions from listeners Ed Sherwin has been recognized as one of the country's top food safety trainers. We talked with Ed about everyday food safety, MacDonald's Hamburger University, what it was like working with Hooters and his extensive baseball cap collection. Stay to the end to find out what keeps him up at night.

On episode #56 of Money2Byrne The Podcast that looks at the lighter side of Business we have yet five more of your favourites. We have show favourite What You Never Knew, No More Funny Business, Tech Tricks, we see the return of Plan B And also Breaking Fad. We take a look at how difficult it is to get into Hamburger University. We look at company Ultimate Reality who have some of the weirdest thrill experiences we have ever heard of. In plan B we look at Sony's worst product idea of all time, tech tricks we have a game for those with fast fingers and in Breaking Fad we take a look back at the Game Hacky Sack and look to see if they are worth any money after all these years. Money2Byrne is the perfect show for anyone who is looking for some light hearted fun. It is perfect for Entertainment for those who want to learn something new and have some laughs at the same time. We cover Marketing, inside sales tips, mentors to follow, inside sales advice, LinkedIn tips, SEO advice. We also make sure we cover entertainment as well. Facts about Google, Apple, Mc Donald's that will have you rushing to Google it. Entrepreneur and start up companies in Ireland will also love some of the Hot Topics and Business breakdown sections. We have something for everyone. If you use the internet you need to protect yourself. Choose express VPN for a one stop shop for protection online. Use this link and get 3 Months free as a special offer for the Money2Byrne listeners. https://www.expressvpn.com/money2byrne --- Send in a voice message: https://anchor.fm/david-w-byrne/message

In this episode, Patrick is joined by Diana Thomas, Former Vice President US Training Learning and Development at McDonald's. They discuss the resonant leadership, how Diana boosted Hamburger University's engagement by 50% in two years and how remote work could impact the development of your people.

Podcast Overview: Do you ever experience someone's fart and either smell like ketchup or onions? I know it sounds disgusting but hey It's normal. Definitely, that's not going to be our topic for today.  Darren and Kristen have a Covid scare although are doing good, both healthy and CoVid free. So, in this episode of The DK Project Podcast, I share the recent book I read by David Gogins. As written, David's perception of childhood was a nightmare - poverty, prejudice, and physical abuse which haunted his days and nights. Also, make sure to catch up with my stories about McDonald's, short vacation in Dallas, road trip experience in the west, sour beer updates, and in between!   Time Stamps:  [2:15] What a long weekend for Darren and Kristen [2:56] How Darren multitask in reading books [3:07] Can't Hurt Me: Master Your Mind and Defy the Odds by David Gogins [7:08] Darren's short but sweet vacation in Dallas [7:51] How I meet the 17 McDonalds branches owner [8:44] What it takes to go to Hamburger University? [13:21] Did Darren really work in McDonald's? How was his experience? [14:14] What is the McBroken App? [18:18] Back to my Dallas experience story [21:44] Roadtrip to the west in Denver and the Steakhouse food resto [27:00] A man with 4 wives and 40 kids!   [29:55] Going back to Phoenix and the storage things we had [31:00] Trying out sushi and relaxing in the hotel [31:38] Find out the reason why Darren needed to rebook flights from 11 pm to 11 am  [34:17] What I do our spring plan to better hassle and inconvenience [36:15] ‘My Sour Beer Story' [42:15] How to share sour beer stories and photos with Darren and Kristen   Quotations “This is the last time, so if you don't pass, you can't come back. Mind over matter. Push your mind to the edge because you can't break your mind, you're not gonna do it.” - Darren “There are great, different kinds of beer..” - Kristen   Rate, Review, & Subscribe on Apple Podcasts, Spotify, Google Play, iHeart Radio, or Stitcher   Useful links mentioned in this episode: Grady Restoration Call 952-472-1570 Wiser Insurance Agency: Call 952-472-3660 Can't Hurt Me: Master Your Mind and Defy the Odds by David Gogins YouTube channel: The DK Project Podcast Get in touch with Darren: 612-504-6500/ darren@thedkprojectpodcast.com Follow us on Facebook, Instagram, and Twitter https://www.thedkprojectpodcast.com/

Nesta edição do Comunicação S/A o assunto é Educação. Em uma iniciativa inédita, o McDonald's abre as portas de sua Hamburger University aos jovens da América Latina e oferece cinco cursos, gratuitos, que podem ajudar na estruturação curricular, ou simplesmente para a ampliação de conhecimento. Disponíveis, inicialmente, em dois idiomas – português e espanhol – os cursos oferecem certificação digital e abordam temas como Inteligência Emocional, Empreendedorismo, Finanças Pessoais, Atendimento ao Cliente e Saúde e Bem-estar. Esta é a primeira vez em que a Universidade é aberta para não funcionários do McDonald's e o objetivo é ajudar na formação de jovens que buscam a recolocação no mercado de trabalho, neste momento em que se avizinha a retomada econômica do pós-pandemia. Para falar dos detalhes deste programa, o Comunicação S/A entrevista Mariana Scalzo, Diretora de Comunicação Corporativa da Arcos Dorados Brasil. . O programa Comunicação S/A é apresentado pelo jornalista Marco Antonio Rossi todas as quartas, às 14h, com reapresentações as quintas, às 17h, e as sextas, às 19h, na Rádio Mega Brasil Online. E também é disponibilizado em imagens na TV Mega Brasil.

In theory, you never have to clean the pot if you never stop cooking, and you never have to pay your debt if you never stop racking it up. Annie and Hajin explore Perpetual Stew and Perpetual Students, as well as other things... Hamburger University where you get a degree in Hamburgerology The elderly Italian man with 15 degrees Announcing our new cult Are You Smarter Than a 7th Grader (Hajin isn't!) Michigan savants Life lessons from special guest Johnny “Big Man On Campus” Lechner A follower tells us about prosody, the study of voice intonation, stress, and rhythm Remember to like, follow, and subscribe wherever you listen and @depthsofwikipedia on Instagram and TikTok. Visit DepthsOfWikipedia.com for merch, or get in touch by email hey@depthsof.com Hosted by Annie Rauwerda & Hajin Yoo Produced by Seth Gliksman Music by Kyle Imperatore Segment Guest: @fuckakta

Franchising McDonald's The Ray Kroc Way episode talks about Do you want to franchise a business? Or have your own business? Let's hear and learn different franchising inspirational stories with the our newest show and our expert gurus, Mr. Butz and Ms. Lyndah Bartolome only here at CBRC.tv every Monday, 6:00PM Interesting lessons which can be utilized by many entrepreneurs especially those franchising their business Did you know who began the now famous BIG MAC? and why? or how did McDonald's reacted? Did you know the young man at 24 years old who began as GRILLMAN and ended working 47 years in McDonalds? Did you know the reason in having a HAMBURGER UNIVERSITY? Did you know the Pillars how McDonald's grew? From 8,000 to 39,000 worldwide? Check out this exciting video

U 111. epizodi Pojačalo podkasta gost Ivana Minića je Dejan Turk, CEO, odnosno generalni direktor nekadašnjeg Vip mobile, današnjeg A1 Srbija i A1 Slovenija. Na samom startu ćemo odmah preći na stvar i uhvatiti se u koštac sa gorućim pitanjem: Otkud preimenovanje Vip-a u A1 Srbija, i šta ta promena konkretno znači za postojeće korisnike ovog operatera. Dalje ćemo se pozabaviti Dejanom Turkom i njegovim razvojnim putem: od studija na fakultetu u Beču, preko zaposlenja od najniže pozicije u Mekdonaldsu do rukovodećeg mesta, pa sve do upliva u svet telekomunikacija i uspona do pozicije generalnog direktora A1 Srbija i A1 Slovenija. Pre gotovo deceniju i po, novi operater, pod imenom Vip mobile pojavio se na našem tržištu i u nadolazećim godinama uspeo je da poljulja dva stamena operatera. Čućete od prvog čoveka kako je tekao taj proboj, kako su prevazilazili “dečje bolesti” koje prate takav jedan biznis i kojim pristupom su se vodili da se razlikuju od konkurencije i budu ispred iste. Ako ste se ikada pitali kako da razvijete preduzetnički mentalni sklop, onda se spremite za jednu toplu priču o sedmogodišnjakinji koja je, uz oca, kroz znatiželju učila cake posla. Reč je o Dejanu i njegovoj ćerkici. Za kraj pričamo o neizbežnoj temi u ovom trenutku, a to je, kako se pandemija odrazila na današnji A1, kako su prilagodili datoj situaciji i kakvi su im planovi za narednih period. Emisiju ćemo zaključiti sa Dejanovim viđenjem budućnosti tržišta telekomunikacija kod nas. Teme u podkastu: - Uvod i predstavljanje - Otkud rebrendiranje u Vipa u A1? - Šta ta promena znači za korisnike? - Šta je Dejan Turk hteo da bude kad poraste? - Obrazovanje na i van fakulteta - Zašto je važan rad u velikom sistemu? - Za šta te obučava Hamburger University? - Si.mobil - Dejanov upliv u svet telekomunikacija - Dolazak Vipa i proboj na tržište - Kako se razlikovati od konkurencije? - Zašto je bitno sanirati dečje bolesti? - Na šta liči raditi na dva zahtevna tržišta? - Kako se razvija preduzetnički mentalni sklop i odgovornost u porodici? - Kakve promene su zadesile Vip tokom pandemije? - Kako izgleda proces rebrendiranja? - Kakvi su planovi A1 za naredni period? - Na koje načine A1 namerava da se uključi u IoT? - Šta je naum A1 Talk? - Kako Dejan Turk vidi budućnost tržišta telekomunikacija? Pročitajte transkript ove epizode: https://bit.ly/2RjWZ20 Posetite naš sajt i prijavite se na našu mailing listu: http://bit.ly/2LUKSBG Prijavite se na naš YouTube kanal: http://bit.ly/2Rgnu7o Pratite Pojačalo na društvenim mrežama: Facebook: http://bit.ly/2FfwqCR Twitter: http://bit.ly/2CVZoGr Instagram: http://bit.ly/2RzGHjN

Brian Burkhart.  Brian believes in Elevating People and he does that by making waves. He’s the founder and Chief Word Guy at SquarePlanet Presentations & Strategy, a corporate communications company that was recently named to Inc. Magazine’s Fastest-Growing Companies list. Brian is also the author of the Amazon best-selling book, “Stand for Something: the Power of Building a Brand People Authentically Love.” He is also the host of the SquareStories podcast, a bi-monthly exposé of the most fascinating people in business today. In addition to his extensive corporate client base, Brian reserves time for academic work. He enjoyed six years as an adjunct lecturer at Northwestern University’s prestigious Farley Center for Entrepreneurship and Innovation. Today, he is a coach to Arizona State University teams competing for investment capital from Schmidt Ventures, offered by former Google CEO Eric Schmidt and a member of the Forbes Business Council. A former Disney cast member as well as the host of The Hot Hamburger, a corporate game show produced by McDonald’s famous training entity ‘Hamburger University, Brian has traveled to 48 countries and counting studied the human condition, and believes deeply in the power of love over hate. In our discussion, Brian talked to me about: Why it's important to be clear about what you stand for - your core beliefs How to discover your core beliefs and use them in your marketing, hiring and job-seeking How your core beliefs help you connect deeply with your dream clients Listen to the podcast to learn more. Show Notes and Blog The Podcasts See omnystudio.com/listener for privacy information.

The concept of branded education is not new—McDonald’s established its Hamburger University in 1961. However, companies are now looking to get involved in deeper, more impactful ways, training not just their current or future employees, but future generations. Refilwe Moloto speaks to Ryan McFadyen, Co-founder and Head of Strategy at Have You Heard. See omnystudio.com/listener for privacy information.

Philippa's parents wanted her to move in the 'right' circles, so they sent her to a Swiss finishing school. Instead she became a debt collector, went to Hamburger University then became a psychotherapist

Philippa's parents wanted her to move in the 'right' circles, so they sent her to a Swiss finishing school. Instead she became a debt collector, went to Hamburger University then became a psychotherapist

The guys are back this week plunging into the topics of happiness, monogamy & sperm donation. 

Welcome back for another episode of Nick’s Non-fiction with your host Nick Muniz! There are over 14,000 of these in the continental United States. No, not hospitals, not food banks, not national parks… McDonalds! Since the 1950s America has embraced the takeover of burger-town and our health records reflect it. In Eric Schlosser’s bestseller Fast Food Nation we examine how the American diet has changed more in the past 40 years than in the past 40k. While the Roman republic was fed by citizen farmers, people of the American empire couldn't be more disconnected from their food. This Upton Sinclair style investigation visits the countries biggest slaughter houses and Hamburger University to see how in under 50 years our highways were astroturfed into a repetitive fast food Anywhere USA. Todays show takes us to Aberdeen, Idaho, home to the biggest potato farm in the observable universe. Here we learn what makes the fries taste so good and who owns these plantations alongside 85k other acres of land. Schlosser tackles the monopoly on meat, where before 1980 the top four producers made up 21% of the market, now they compose 84% of all meat. This author was in the Super Size me film, has avoided meat libel law suits, remained ahead of the curve all to expose the truth behind the tendies. Have a fat and happy thanksgiving this year, try to lay off the Soylent Green. Subscribe, Share, Mobile links & Time-stamps below! 00:55 Introduction 03:15 About the Author 06:05 Ch1: Founding Fathers 15:30 Ch2: Your Trusted Friends 25:15 Ch3: Behind the Counter 29:30 Ch4: Franchise 31:30 Ch5: Why the Fries Taste So Good 35:45 Ch6: Home on the Range 37:30 Ch7: Cogs in the Great Machine 39:45 Ch8: The Most Dangerous Job 43:40 Ch9: Whats in the Meat? 47:00 Ch10: Global Realization 52:05 Ch11: Have it Your Way 56:15 Next Time & Goodbye! YouTube: https://www.youtube.com/watch?v=wbpgJX37jyg iTunes: https://podcasts.apple.com/us/podcast/nicks-non-fiction/id1450771426 Thanks for stopping by!

This week, John Yoo, the Ricochet Podcast Senior Election Fraud Analyst and the Joan and Ray Kroc McRib Scholar at Hamburger University sits in for Peter Robinson and kicks the show off with a deep dive on where we stand with all of the current court cases and challenges around the election. Then, Avik Roy (listen to his American Wonk/COVID in 19 podcast right here on Ricochet) stops by to science... Source

This week, John Yoo, the Ricochet Podcast Senior Election Fraud Analyst and the Joan and Ray Kroc McRib Scholar at Hamburger University sits in for Peter Robinson and kicks the show off with a deep dive on where we stand with all of the current court cases and challenges around the election. Then, Avik Roy (listen […]Sponsored by Bambee, DonorsTrust, Jordan Harbinger Show, Mack Weldon Join the conversation and comment on this podcast episode: https://ricochet.com/podcast/ricochet-podcast/unix-servers/.Now become a Ricochet member for only $5.00 a month! Join and see what you’ve been missing: https://ricochet.com/membership/.Subscribe to Ricochet Podcast in Apple Podcasts (and leave a 5-star review, please!), or by RSS feed. For all our podcasts in one place, subscribe to the Ricochet Audio Network Superfeed in Apple Podcasts or by RSS feed.

In this episode, Patrick is joined by Diana Thomas, Former Vice President US Training Learning and Development at McDonald's. They discuss resonant leadership, how Diana boosted Hamburger University's engagement by 50% in two years and how remote work could impact the development of your people.

Mehr als 50 Filialen will die Kaufhauskette Galeria-Karstadt-Kaufhof bundesweit schließen. Ein Schock für den Einzelhandel, der aber auch zu Verbesserungen anregen kann, sagt Wolfgang Merkle, Professor für Marketing und Management an der Hamburger University of Applied Sciences Europe.

We're Open4Bidness as T-Bidness brings on another member of the Better Bidness Bureau, Kevin P. Kethcart, as well as introducing the newest segment Quarantaties, featuring Caity Pataties!Bidness & KPK dive a bit into the first two episodes as well as highlight an epic bomb from the past, the infamous Hamburger University set. Caity Pataties is back once again in her feature segment, Quarantaties, where Taties and Bidness talk about some recent experiences venturing out during these trying times.

Self-starter and Chicago native now living in Iowa, Tone, joins the show after his recent return from Japan, Vietnam and other foreign sites... As an often outspoken social media presence on what he does and doesn't like about Iowa, the stage is set for host and guest to discuss the high frequency of "out-of-towners" who have a tendency to talk shit about Iowans even after moving to and becoming longtime residents of the state.....and as PHATEROC explains his loyalty to the people of Iowa, a friendly score is settled where Tone breaks down "the motor" and motive behind the things he says whenever he speaks his mind.Tone's 2019 showing in the Des Moines Fashion show is discussed, alongside 'PHATE'S revelation that a "Hamburger University" actually exists.An Iowa staple known as Casey's breakfast pizza catches hell from the home of the deep dish, while Tone talks motivation, movement and seeing the forest as well as the trees in an effort to help others see the entire landscape. Learn more about Tone's work HEREPHATAL EXTRACTION: "It ain't where you're from. It's where you're at."

Insomnia, Adderall, Farmville, Minecraft, Kaiju, Return of the Jedi, Hamburger University, Piazza del Duomo, White, Sex Comedy, Harpo Productions, SS Eastland, Guess Who’s Coming to Dinner, Temple Garment, Endowment (Mormonism), Penis, Icelandic Phallological Museum

Jacob Bustos is a chef, cooking coach, and food enthusiast who has been in the food business for twenty-four years. Jacob, who has always been passionate about eating healthy, beat his battle with morbid obesity and has set out to make a positive impact on others. His mission of food, family and fellowship in concert with healthy meal/food choices has served him well during his battle for health. Now he goes a step further to share his real-world experiences and life changing story! As a young man, Jacob began his career in the fast food business and earned various awards for great customer service throughout the years. He left the fast food business in 2002 and currently manages several fast casual Panera Bread restaurants in the Southern California area. Needing a drastic change, Jacob underwent a life-saving bariatric procedure in 2012 that began his 160-pound weight loss journey. He followed that up with a traumatic skin removal surgery in 2015 that nearly ended his life. During this traumatic event, he had a very private and personal experience with his Maker that affirmed his life purpose, “feed people with much healthier options.” Jacob has been featured for several public speaking engagements, created video content and recently released his first book for the sole purpose of coaching and sharing his insights about bariatric surgery, portion control and weight loss habits; his ability to take a regular food dish and create a healthier version have been in high demand. Jacob resides in Southern California, outside of Los Angeles. Jacob Bustos Vroom Vroom Veer Stories Grew up in the "Original" Las Vegas in New Mexico which is about 60 miles North of Sante Fe; normal childhood and Jacob was a "husky" kidWent to McDonald's "Hamburger University" while working for them and going to college; earned a Bachelor's in "Hamburgerology"Wortked for the same franchise owner since we was 15! Worked for the same guy for 25 yearsHis struggle weight showed in his early 20's; at 30 he was over 300 pounds and having all sorts of serious health issues; the first doctor did approve him for weight loss surgery A new doctor agreed to approve the weight loss surgery if Jacob agreed to go through the psychiatric evaluation and attend 13 weeks of classes to see if he was a good candidate After the surgery he lost 50 pounds in 30 days! Ate nothing but chicken broth for those 30 days; could never eat rice againYou can get drunk on 2 Tablespoons of alcohol after this surgeryLost 160 pounds in 2 years after the surgerySugar is a drug; there are 30 million children documented with diabetes; there are more than are not documentedHe went in for a skin removal surgery and complete a will before; nearly died from blood loss; had a conversation with God and decided to come back to earth with a new mission Connections Website

Ryan's off to Scotland this week, but Dave's back from New Zealand. So Dave and I enjoyed a casual conversation about travel . . . and other Summer topics. If you want business stuff, hang in til the end. In the meantime, we covered travel tips, bar-cades, video games, the Houston Space Center, and "Shows that are no longer with us." We a bit of a deep dive on the McDonald's Hamburger University. We wandered down memory lane to some of our favorite conferences over the years. And that led to a discussion of the SMB relationship with Microsoft over the years. Finally, we addressed a "real" technology topic: 4D printing. The site referenced is here: https://store.hp.com/app/tech-takes/4d-printing-already. :-)

Episode 19 of PCP aka The Politically Correct Podcast 4:28 - Listener submissions 9:45 - Black Mirror Season 5 Review 25:33 - Cyberbullies of the week: Woman receives threats after exchange with Jay Z and Beyonce 33:23 - This week in Conspiracy news: The FBI releases file on BigFoot 41:18 - College alternatives! weird schools for your different passions Twitter: @PCPodcast1 @johnny3terson @ricky_0017 Instagram: @johnny3terson @ricky_phi11ips

When he stepped into the role as chief learning officer at McDonald's Corporation in 2014, Rob Lauber had a unique opportunity. The company was about to move from its longtime suburban headquarters into the heart of downtown Chicago. But it was more than just a simple change of location. McDonald’s wanted to inject fresh thinking into the business, spark innovation and attract the kind of young digital talent that would spur the company forward. Rob and his learning team took the opportunity to rethink the purpose of Hamburger University, the company’s storied corporate university, and design from scratch what a modern corporate learning institution should look like. In this podcast, we talk to Rob about that move, the personal and professional risks involved, and how the decisions he made reflect the trend of learning leaders playing a bigger and more influential role in business strategy. Show Notes: Chief Learning Officer 2013 Profile: A Taste for Growth McDonald’s: Archways to Opportunity program CNBC: McDonald’s Is Tripling its College Tuition Benefit

By the time he was 11, Rohan Sheth had seen 22 countries and enjoyed an arsenal of maids and drivers at his fingertips. He built 8 different businesses by age 29 and currently runs a successful digital marketing agency. Not a bad setup. Although there may have been a few wildcards sandwiched in between...   In this episode, Rohan guides you through his maze of entrepreneurial growth and transition — from wealth to working class, Hamburger University to high-ticket hustling, from the chopping block to top salesman. And how to earn your industry crown using self-confidence, instinct, and an open mind.   Episode Topics Transitioning from wealthy to working class Dropshipping, pocket bikes, and a $175K payday The importance of going with your gut McDonald’s 6-figure careers ‘I’ll figure it out’: The ultimate entrepreneurial superpower The 3am Google search that drove Rohan to take action Self-awareness, strengths and weaknesses, and delegating to scale Scaling a digital marketing agency These core skillsets are your best safety nets Door to door sales and high-ticket in-home selling   [3:58] Tough transitions: At age 11, Rohan moved from India to Canada after his family's successful travel agency was acquired.   [5:11] Bit by the bug: To match his comfortable childhood lifestyle, at age 15 he discovered dropshipping and made $175K selling pocket bikes at school.   [10:00] Devoted and promoted: From age 14-20, he worked his way up to manager at McDonald's.   [12:12] Trusting instincts: He wanted to be a commercial airline pilot but dropped out 9 months into the training program after realizing it wasn’t for him.   [16:11] "If nothing works out I'll just stick through riding out McDonald's...they were gonna push me into corporate and I'd already finished a lot of their business courses [at Hamburger University]."   [17:07] Lightbulb moment: One night after a bartending gig, he Googled the top 3 things to make money. After "hooking" and "drug dealing” was "sales."   [17:58] Raw ambition: “Next day I woke up and applied to every single sales job available on Craigslist … and just waited for someone to call me back."   [18:33] Taking the leap: Rohan walked away from a 6-figure career at McDonald’s in light of a gut feeling. "[Entrepreneurs] have this weird innate ability to 'figure it out' and that's awesome."   [21:53] Chopping block to top seller: His first day at a new sales job, a co-worker drove him out to the boondocks of Vancouver where he discovered he’d be selling gas door-to-door.   [27:12] Transition to high-ticket in-home selling: "I think I just got fed up with selling stuff that didn't have a comma in the middle of it. I've always been that person who wants to challenge myself. What's the next best thing I can get better at?"   [33:37] Skillset safety nets: "At the end of the day the one thing I always say is, 'If you know how to write copy and market or you know how to sell, you'll never have a problem putting food on the table."   [36:46] Seizing opportunity: In 2013, he became a digital marketing consultant to fill an obvious gap. "First client I took on was $500, the next time it was $1,000, the next time was $2,500 and it's just kinda been going up since then."   [37:33] Smooth scaling: By the latter part of 2015, he had 15 clients ranging $1K/mo to $2.5K + 10% of ad spend.   [37:59] In 2015, Rohan connected with an old co-worker who happened to be 'a traffic buying king' and gave him 50% of the agency — the same thriving agency they run today. [40:17] Is there anything you'd change about your journey? "I don't think I'd ever change anything because everything I did brought me one step closer to where I wanna be.” [41:01] Embracing the journey: "Everybody's journey is completely different and you just gotta take it and make the best of it. Some of the copy we can write from my stories is absolutely insane."   [41:39] Aspirations and goals: Currently, Rohan is busy coaching and speaking at events. He wants to sell the agency within the next 2 years and venture into the SaaS/app space with his business partner, Matt.   “I'm always gonna be in the digital world making a difference, helping entrepreneurs understand traffic, sales, and what it takes. “     Connect with Rohan Insta: @Rohan_Sheth Facebook YouTube     Subscribe to the Experts Unleashed YouTube Channel for exclusive video trainings and content. Join ourFacebook group  where you’ll find thousands of fellow experts plus access to hangouts and webinars to support you on your journey.   Want Joel's personal help to develop, launch, or scale your business? Contact him directly for private consulting opportunities.

Sing it from the rooftops, The Real Boys have been on the internet for one year! The celebratory discussion includes singing Happy Birthday at restaurants, calling fast food employees Mom, victims of the cinnamon challenge, an unintentional ghost story, HD DVDs, the importance of being mean, and getting sniped at Hamburger University. Drew's Clues gets both historical and presidential, and listener emails include average Samoan sponge baths and how to be a father. Email the show 5 bucks and we will make it a quad at TheRealBoysPodcast@gmail.com Tweet us what chain restaurant you went to on 9/11 @RealBoysPodcast Talk about the hit single from Deep Blue Something at www.Facebook.com/TheRealBoysPodcast www.TheRealBoysPodcast.com

Hot Dog #28- This week Frank-cis and I watched 1986's teen sex comedy, “Hamburger: The Motion Picture,” directed by Mike Marvin and starring Leigh McCloskey. This film had us asking such questions as; does this fast food 12 week managerial course really count as a “University” just because it’s called “Hamburger University”? Why does the guy who is turning into a chicken, just sort of stop turning into a chicken? Is a nun also allowed to own and operate a fast food franchise, while still being a nun? Why is there an entire course dedicated to chopping onions? Is the only way for a fat person to prevent themselves from eating to violently electrocute themselves? Will the combined farts of 20 morbidly obese fat people blow up a building? And other questions! Join us for this Hot Dog! Edited by- Zach, Music by Nick April.