Podcasts about happy thursday

Happy Thursday! The White House has created 20,000 new green jobs. A daycare owner has been charged with murder after a toddler died from a fentanyl overdose. Free COVID tests are available again. Don Jr's Twitter account was hacked. Turmeric may be as good as prescription medication. Pokemon products are back in stock at Amazon! Sign up to play Two-Second Tunes or Cover Lovers  https://forms.gle/Bf6aPVTbEqmo4QoS6 NEWSLETTER ⬅️ What's Trending: https://bit.ly/4624zja Pokemon Nerd News: https://www.gamespot.com/gallery/pokemon-tcg-151-preorder-trading-card-game-at-amazon/2900-4783/#1 Head to TheMorningShowPodcast.com for EVERYTHING we talk about. Seattle Gummy Company - code: CMA for 20% off https://seattlegummy.com/?ref=802 QUICK LINKS TO WATCH US LIVE, SUBSCRIBE TO NEWSLETTER, FOLLOW OUR SOCIALS HERE: https://www.flowcode.com/page/carlamarieandanthony Follow Carla Marie on Instagram Follow Anthony on InstagramSee omnystudio.com/listener for privacy information.

Happy Thursday, everyone! Thank you for listening to the Motivated Entrepreneurs podcast. I'm your host, Dean Booty. Today we are talking about why I don't go on social media. Hope you gain some new knowledge and insight from this episode. Please give it a listen. Listen on Spotify: https://spoti.fi/2VkXGHq Listen on Apple Podcast: https://apple.co/39TYebQ Motivated Entrepreneurs Website: https://motivatedentrepreneurs.co.uk/ Please Like, Share, and Subscribe to Motivated Entrepreneurs Youtube Channel: https://bit.ly/3eA64u5   Cheers, Dean

Hour 1 -  Happy Thursday! Here's what Nick Reed covers this hour: Testifying on Capitol Hill Wednesday in front of the House Judiciary Committee, Attorney General Merrick Garland was grilled over the FBI targeting of Catholic churches and undercover agents infiltrating mass services. Rep. Victoria Spartz (R-IN), who was born in Soviet Ukraine, admonished AG Garland. Spartz said the Durham report makes the FBI look like the KGB, adding the DOJ has a "nice playbook." Garland told lawmakers he “[could not] recollect” if he had a conversation with the FBI about its probe into Hunter Biden. Republican Kentucky Rep. Thomas Massie suggested Wednesday that Attorney General Merrick Garland may have perjured himself over his statements about Jan. 6.

Happy Thursday! Topics today include prayer, God sees and cares, faith to overcome, and bringing private pain to God. Also, featuring A Word of Encouragement with Vicky Mutchler, CW Today with Loretta Walker and Silhouettes with Shari House. Be sure to subscribe to this podcast and please share this podcast with your friends so we may be an encouragement to them through the music and programming on Faith Music Radio. Music is brought to you by Faith Music Missions. Learn more here >>> https://www.faithmusicmissions.org Eleven2One Facebook  Eleven2One on Instagram Faith Music Radio is a listener supported Christian station.

Happy Thursday! Timmy's in for the vacation Bone today, Man wants tall women to date shorter men, we preview the OSU – Notre Dame game, We go Around the Big Ten with Adam Rittenberg, compare showers to bathtubs, Tim had a great time at the Crew game, CBJ began practicing today & we do Would You Rather.

Happy Thursday! Here is this weeks episode outline: - Mercury is retrograding HARD right now - RHOSLC updates (BRAVO) -Sara is watching Depp v. Heard (Netflix) - Nat and Sara introduce their new segment!! - Nicholas Hatton, one of Jury Duty's executive producers, joins us and answers all of our burning questions about Ronald, James Marsden, and so much more! We hope you love our new segment so remember to let us know what YOU want US to Cause A Scene About each week:)

Happy Thursday! Reactions to the Day Show comments, Colorado State's coach throws shade at Deion Sanders, NFL Picks for Week 2 at 1:33pm, Emeka Egbuka on getting more offensive possessions this week, should Jets upgrade from Zach Wilson, and SB Nation's Mark Schofield joins at 2:33pm!

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Happy Thursday! Today I talk about what it means to be in service to your craft as well as invite you to remember why you became an artist, and so much more. Enjoy!!!

Happy Thursday! Escaped Pennsylvania prisoner has been caught. Mitt Romney is not running for Senate again. Earth is outside of its "safe operating space." The iPhone 12 has been banned in France because of radiation. A "Stranger Things" What's Trending. Microschools are taking over. Sign up to play Two-Second Tunes or Cover Lovers  https://forms.gle/Bf6aPVTbEqmo4QoS6 NEWSLETTER ⬅️ What's Trending: https://bit.ly/3PgkmUf Soul Sessions: https://bit.ly/48eVSUi Head to TheMorningShowPodcast.com for EVERYTHING we talk about. Seattle Gummy Company - code: CMA for 20% off https://seattlegummy.com/?ref=802 QUICK LINKS TO WATCH US LIVE, SUBSCRIBE TO NEWSLETTER, FOLLOW OUR SOCIALS HERE: https://www.flowcode.com/page/carlamarieandanthony Follow Carla Marie on Instagram Follow Anthony on InstagramSee omnystudio.com/listener for privacy information.

Happy Thursday all! Allow us to introduce you to Kelsey as she joins a small (in more ways than one) but mighty cast this week. In this episode we play Mason's favorite game and Chris uses a word he just learned! Did you know this is a football podcast now?Disclaimer: As fun as it is to kick back with friends and consume alcohol; The Couchaholics always condone drinking responsibly and never drink and drive... all of our opinions are our own,  and don't reflect upon the quality of any particular brewery or business. This podcast contains explicit language.BEERS FEATURED IN THIS EPISODE:

Happy Thursday! Today, I'm inviting you to imagine how you could bring other people in to share your language learning journey, whether you take classes, have a tutor, or self-study your language full time. Also if you haven't heard the news, check out my brand new website www.languageconfidenceproject.com :) And if you want to read this episode, you can now read the full transcript at www.languageconfidenceproject.com/podcast/s5e8 HOW EXCITING IS THAT!? And if you're not signed up yet to the FREE two-week Be Your Own Best Teacher taster bonanza, there's still time! It started on Monday 11th, but it's still going all the way til September 22nd and there's still space for you! We'll be starting off the academic year with workshops, coworking, journaling and accountability calls. Send me an email at emily@languageconfidenceproject.com or DM me at @teawithemily and I'll send you the full details and the event schedule. You can join as much or as little as you like, it'll be very relaxed, there's no pressure to join the full programme afterwards, and I can't wait to see you there! Join your host, Emily Richardson, every weekday for a short and snappy dose of language courage to get you unstuck, whether you love languages or whether you really don't, but need to learn one anyway. Emily is the tiny and colourful creator of The Language Confidence Project, formerly Tea with Me, a platform to help multi-passionate and unconventional language learners splash language into every part of their lives. She is also the author of the How to Be Me series of language journals to help you to tell the stories that really matter in your new language. Join her on Instagram at @teawithemily or visit her website at www.languageconfidenceproject.com A huge thank you to Samuel Peter Davies for the happiest music in the world, and to Anna Bovi Diamond for using every colour in the box on the cover art.

Happy Thursday

Happy Thursday bettchhessss! Fresh from MKR, Colin Fassnidge joins us live in the studio to play a game of Quick Draw! What did you lose and want back? Joel wants to make a pitch to become president of Movie Club! *NSYNC have a new song! Check it out in the Glossys! What do you get up to while the kids are at school? Parents are turning to flings and affairs while their kids are at school! Follow us @rickileetimjoel!See omnystudio.com/listener for privacy information.

Happy Thursday! (02:10) The start of today's show focuses on Josh Allen, the QB for the only professional football team in New York, the Buffalo Bills. GoJo, Golic, and Jessie discuss if Allen's 4 turnover game in Week 1's loss to the New York Jets should concern Bills fans. (12:19) Then, the gang analyzes the departure of the deep ball in the NFL. (20:19) Defensive Player of the Year runner-up Micah Parsons has a new podcast called 'On the Edge. During a recent episode, the Cowboys star said the Giants should protect their QB and not have left Daniel Jones in the game during the 40-0 blowout. Gojo and Golic give their thoughts on the edge rusher's comments on the coaching decisions of his division rivals. (29:35) GoJo, Golic, and Jessie preview the Amazon Prime Thursday Night Football game between the Minnesota Vikings and the Philadelphia Eagles. GoJo explains how a banged-up Vikings OL could mean trouble for Kirk Cousins. Last week against Minnesota, Baker Mayfield claims to know all the Bucs defensive calls. Golic talks about the dangers of thinking you have the answers to the test on Sunday. (39:30) Aaron Rodgers posts on IG, “shall rise again.” Golic said he firmly believes that Aaron Rodgers will be back next season. (43:17) Matthew Stafford agrees to join the Netflix series Quarterback. Click here to subscribe, rate, and review the newest episodes of GoJo and Golic!  If you or someone you know has a gambling problem, crisis counseling, and referral services can be accessed by calling 1-800-GAMBLER (1-800-426-2537) (IL/IN/MI/NJ/PA/WV/WY), 1-800-NEXT STEP (AZ), 1-800-522-4700 (CO/NH), 888-789-7777/visit http://ccpg.org/chat (CT), 1-800-BETS OFF (IA), 1-877-770-STOP (7867) (LA), 877-8-HOPENY/text HOPENY (467369) (NY), visit OPGR.org (OR), call/text TN REDLINE 1-800-889-9789 (TN), or 1-888-532-3500 (VA). 21+ (18+ WY). Physically present in AZ/CO/CT/IL/IN/IA/LA/MI/NJ/ NY/PA/TN/VA/WV/WY only. New customers only. Min. $5 deposit required. Eligibility restrictions apply. See http://draftkings.com/sportsbook for details. Learn more about your ad choices. Visit megaphone.fm/adchoices

Happy Thursday! Man went to the dentist today which leads us down a strange road, Aaron Rodgers tells us how he's doing, we go Around the Big Ten with Adam Rittenberg, a radio host had to apologize and hit wasn't us, there's a massive toenail in the studio which derails the show & we do Would You Rather.

Hour 3 -  Happy Thursday! Here's what Nick Reed covers this hour: Nick interviews our ABC Books author of the week. Kaitlyn with the Springfield Symphony joins us this morning to talk about #openingnight at the Symphony this Saturday!

Hour 1 -  Happy Thursday! Here's what Nick Reed covers this morning: Is the deep state stepping in and telling Joe Biden to not run for re-election? David Ignatius, a Washington Post associate editor, and is also a top member of the Democratic media elite. He has a new opinion piece, "President Biden should not run again in 2024." As House Republicans intend to launch an impeachment inquiry of President Joe Biden, Alabama Sen. Tommy Tuberville is skeptical anything will ever come of it. Senator Josh Hawley, R-Mo., introduced new legislation this week to implement a federal cap on credit card interest rates.

Happy Thursday! Reactions to the Day Show comments, Colorado State's coach throws shade at Deion Sanders, NFL Picks for Week 2 at 1:33pm, Emeka Egbuka on getting more offensive possessions this week, should Jets upgrade from Zach Wilson, and SB Nation's Mark Schofield joins at 2:33pm!

Happy Thursday! Ann Almquist of the American Red Cross joined us today during the first hour to talk about the upcoming Blood Drive at FaithWay Baptist Church on Monday, October 9. Ann addresses the need for blood on a national level. She also encourages us to overcome some of the reasons or excuses we have  for not donating blood. You can find out more at redcrossblood.org. Topics during the noon hour include encouraging our children to live successful godly lives and more.  Also, featuring A Word of Encouragement with Vicky Mutchler, CW Today with Loretta Walker and Silhouettes with Shari House. Be sure to subscribe to this podcast and please share this podcast with your friends so we may be an encouragement to them through the music and programming on Faith Music Radio. Music is brought to you by Faith Music Missions. Learn more here >>> https://www.faithmusicmissions.org Eleven2One Facebook  Eleven2One on Instagram Faith Music Radio is a listener supported Christian station.

Hello, my lovely listeners!  It's Sara here, and I'm so excited about today's episode.  This week on Small Beginnings, I share with you the incredible journey that God has taken me on this year, in 2023, and the revelations He has shown me about legacy.  Legacy is a powerful word, and it has been at the forefront of my mind lately.  I've been thinking a lot about the kind of impact I want to have on this world, and what kind of legacy I want to leave behind.  In this episode,  I will also talk about my personal journey of writing 27,000 Miles in Love and what led me to tell Wayman's Legacy. So, grab your favorite cup of coffee and come listen.  Happy Thursday!    I wrote three books in 2021. Two about my grief journey-Reflecting on Grief and Moving Beyond Pain: Living with Loss and Discovering New Meaning and a Companion Reflection Journal with 100 scriptures to anchor your thoughts on as you grieve and reflect. My first children's book was released in 2021, How Good Can God Be?. I am very proud of this book as it tells the story of my dad and me as I grew up on Texas ranch. The relationship between father and child is a prototype of our relationship with God as His children. All are available on Amazon.   Reflecting on Grief and Moving Beyond Pain: Discovering New Meaning https://a.co/d/3RvPB7I   Reflection Companion Journal https://a.co/d/iMJiBW5   How Good Can God Be? A story about a little girl and her daddy https://a.co/d/7jeLTVI   100 Days of Creating With God https://sara-thurman.mykajabi.com/offers/Gt7LYvhS/checkout 27,000 Miles in Love : An Epic Marriage Story Guided by Faith Leaving a Legacy: https://www.amazon.com/27-000-Miles-Love-Marriage-ebook/dp/B0C55SH1HS/ref=sr_1_1?keywords=27000+miles+in+love&qid=1694080989&sprefix=27000+miles+in+%2Caps%2C143&sr=8-1 Thanks for joining me on this journey of so many more small beginnings with God. I often reflect on the idea that i only thought there would be one small beginning and that was me becoming an artist. God had so many more. This set of scriptures anchors my heart to this season of my life. Will you embrace the truth of these holy words as well in this season of your life? Regardless of circumstances?   Psalm 27:13-14 NLT "Yet I am confident I will see the Lord's goodness while I am here in the land of the living. Wait patiently for the LORD. Be brave and courageous. Yes, wait patiently for the LORD."

Happy Thursday! Ryan Day show in the noon hour, reactions to his comments, Cade Stover on the outside noise, Joe Burrow sounds confident he will play, NFL Picks at 1:33pm, Day's comments in the Bulletin, wrapping up the NFL awards, and The Score's Brenden Deeg joins at 2:33pm!

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Happy Thursday! Ryan Day show in the noon hour, reactions to his comments, Cade Stover on the outside noise, Joe Burrow sounds confident he will play, NFL Picks at 1:33pm, Day's comments in the Bulletin, wrapping up the NFL awards, and The Score's Brenden Deeg joins at 2:33pm!

Happy Thursday! Welcome back to another uplifting episode of the My Morning Devotional podcast episode 854! Today's episode is all about "Ignoring The Little Green Monster." Join us as we dive into James 3:13-18, exploring jealousy, selfish ambition, and the wisdom from above. It's a Thursday full of inspiration and guidance!  Don't let comparison steal your joy; focus on pure, peaceful, and wise. Support: https://shop.mymorningdevo.co/products/support-the-show Merch Drop! Get your hands on our new pieces ⁠⁠Prayer Request or Praise Report⁠ ⁠Interested in learning more about theology? Join TheosU⁠  Join The Community: Youtube: www.youtube.com/@mymorningdevo IG: https://www.instagram.com/mymorningdevo/ FB Group: https://www.facebook.com/groups/mymorningdevo Facebook Page: https://www.facebook.com/mymorningdevo Alison's Profiles: Instagram: https://www.instagram.com/alisondelamotaYouTube: www.youtube.com/@alisondelamotaBlog: www.alisonedelamota.com

Happy Thursday! Today's episode is permission that sometimes, we don't need to go the extra mile. This is a really exciting time for The Language Confidence Project, and a lot of things are changing over the next few weeks! Keep an ear out on the podcast for more details, but these are the basics: - From 11th September onwards, Tea with Me has officially been renamed and rebranded to The Language Confidence Project - 11th September will also be the launch of my brand new and shiny website, and I'm SOOOO excited to show you! It even has a tiny boat! It's so cute. -To celebrate everything that's happening, I'm inviting you to a two-week Be Your Own Best Teacher taster. It'll be entirely online, all on Zoom, and we'll mix workshops, journaling, coworking and group accountability calls to help us detangle our schooldays from our present-day language learning, sift through our experiences, and make sure we're bringing all the good stuff along, and leaving the less useful stuff behind. More details will be follow soon! If you're interested, DM me on Instagram at @teawithemily or send me an email at emily@languageconfidenceproject.com Also, I have a request! The Language Confidence Project is growing and I could really use a hand right now. There are so many ways you could help. Firstly, is there anyone you know who you think might enjoy this podcast? Anyone you could share it with? Or, could you support me on Patreon? If you would like to and you're in a position to do so, it would be so appreciated. It helps keep this podcast going and allows me to keep creating free content, and there are loads of bonuses that you get with each tier. Take a look here at patreon.com/TheLanguageConfidenceProject And don't forget... I'm still on a mission to meet you! I'm on a mission to meet with 100 with listeners of the podcast, to get to know you, and to find out how your language journey is going and what carving your own path means to you.  If you fancy a cuppa and a 30 minute chat about all things language learning, I would love to hear from you! And of course, it's completely free, and nobody is going to try and sell you anything. Sign up here at calendly.com/teawithemily/100conversations or in my Instagram bio. Join your host, Emily Richardson, every weekday for a short and snappy dose of language courage to get you unstuck, whether you love languages or whether you really don't, but need to learn one anyway. Emily is the tiny and colourful creator of The Language Confidence Project, formerly Tea with Me, a platform to help multi-passionate and unconventional language learners splash language into every part of their lives. She is also the author of the How to Be Me series of language journals to help you to tell the stories that really matter in your new language. Join her on Instagram at @teawithemily or visit her website at https://teawithemily.com/ (new website coming NEXT WEEK!) A huge thank you to Samuel Peter Davies for the happiest music in the world, and to Anna Bovi Diamond for using every colour in the box on the cover art.

Happy Thursday! We'll have a Hunter Biden indictment by the end of the month. Mexico Supreme Court decriminalized abortion federally. Flesh eating bacteria is causing deaths on the east coast. There's a lawsuit in Colorado to keep Donald Trump off the presidential ballot. White Rhinos are safe and will have a new home. The OnlyFans founder made how much!? First NFL game of the season isn tonight! Sign up to play Two-Second Tunes or Cover Lovers  https://forms.gle/Bf6aPVTbEqmo4QoS6 NEWSLETTER ⬅️ What's Trending:https://amzn.to/45ZNlm3 Soul Sessions: https://bit.ly/48eVSUi Head to TheMorningShowPodcast.com for EVERYTHING we talk about. Seattle Gummy Company - code: CMA for 20% off https://seattlegummy.com/?ref=802 QUICK LINKS TO WATCH US LIVE, SUBSCRIBE TO NEWSLETTER, FOLLOW OUR SOCIALS HERE: https://www.flowcode.com/page/carlamarieandanthony Follow Carla Marie on Instagram Follow Anthony on InstagramSee omnystudio.com/listener for privacy information.

Happy Thursday everyone! Jack and Michael are back and with football season fully underway, we have a lot to talk about. We run through a recap of Notre Dame's dominant win over Tennessee State and preview this weekend's matchup with NC State. We talk LSU, Clemson, and TCU's losses and much more. Grab a cold Miller Lite with us and enjoy! Follow us on social media! Instagram: https://www.instagram.com/shedsomelitepod/ Twitter: https://www.twitter.com/shedsomelite/ Email: shedsomelitepodcast@gmail.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/shedsomelite-44/message Support this podcast: https://podcasters.spotify.com/pod/show/shedsomelite-44/support

Happy Thursday! Here is the episode outline! - Nat is in Nantucket - Sofia Richie's hairstyle -Burning Man nightmare -AJLT finale For next week: - At Home With The Furys (Netflix) - RHOSLC (BRAVO) - PAINKILLER (NETFLIX)

Happy Thursday! Ryan Day show in the noon hour, reactions to his comments, Cade Stover on the outside noise, Joe Burrow sounds confident he will play, NFL Picks at 1:33pm, Day's comments in the Bulletin, wrapping up the NFL awards, and The Score's Brenden Deeg joins at 2:33pm!

Alan Fredendall // #LeadershipThursday // www.ptonice.com  In today's episode of the PT on ICE Daily Show, ICE COO Alan Fredendall discusses the different avenues to find out if a potential hire is right for your clinic: screening the resume, conducting a series of interviews, and getting to know the person outside of work. In addition, he reinforces to listeners the importance of utilizing employment contracts. 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 Team, good morning. Welcome to the PT on ICE Daily Show. Happy Thursday morning. Hope your morning is off to a great start. My name is Alan. I'm happy to be your host today here on Leadership Thursday. We talk all things practice, management, and ownership. Leadership Thursday also means it is Gut Check Thursday. Gut Check Thursday this week is a workout called Gut Check. Kind of going back to our roots of a really kind of low skill, high work workout. We have four time, 180 calories on the fan bike, a one mile run, and then 100 bar facing burpees. So nothing complex here, just some good old fashioned grunt work. Each of those elements you're thinking is going to take you maybe 8 to 12 minutes and that you're going to get done maybe depending on your run speed, on your biking ability, on your ability to ignore the pain during the burpees. You might get done somewhere between 20 to 25 minutes. So that's a great workout to do in the garage, in the basement. Great workout in the clinic to scale and modify for patients. Very easy to modify the volume there, modify the movement, so on and so forth. So try Gut Check Thursday this week called Gut Check. Course is coming your way. I want to highlight our online courses. We have a bunch beginning related specifically to Leadership Thursday and Practice Management Brick by Brick. Our next cohort starts September 12th. That's next Tuesday with yours truly. All things related to getting your practice off the ground, all of the legal things you need to do to establish and incorporate your business, and then finishing talking a little bit of strategy depending on if you want to open a brick and mortar clinic, a mobile clinic, a dock in the box style clinic, whether you want to deal with insurance, be 100% cash, or maybe meet in the middle with a hybrid practice. Whatever your goals are for starting your practice, that is the course for you. Eight weeks online. That starts September 12th. Other online courses starting next week, Clinical Management Fitness Athlete Essential Foundations begins Monday, September 11th. Myself, Mitch Babcock, Guillermo Contreras, and Kelly Benfey. All things related to helping the recreational fitness athlete, the crossfitter, the boot camper, the orange theorist, the powerlifter, Olympic weightlifter, you name it. That class is for you. Clinical Management Fitness Athlete Advanced Concepts, the level two course of Clinical Management Fitness Athlete. That cohort begins September 17th. You need to have taken Essential Foundations first. That course is taught only twice a year, spring and fall, and it has two seats left. So if you've been thinking about rounding out your Clinical Management Fitness Athlete certification, you'll want to jump in that class this fall. Otherwise, you'll need to wait until the spring. Other online courses, Rehab of the Injured Runner online. That also begins September 12th. Modern Management Older Adult Essential Foundations kicks back off October 11th, and then Persistent Pain Management begins again October 31st. So today we're kind of building on last week's topic. If you were here last week, you know that we talked about really being intelligent and diligent and intentional about growing and scaling your practice, about how to add new practitioners to your practice, about how to do it the right way in a way that facilitates long-term growth, but also quality of the product that you're offering. So go back and listen to last week's episode if you have not yet. We used the example of McDonald's, of how they've grown and scaled to be one of the largest, most successful businesses in the world in all of history, and how they've done that. They've done that by having that shared foundation of training and a common belief system in all of their leadership and ownership to help maintain that company culture as they grow. Today we're going to build on that. As I said, we're going to talk about how to find that person. We talked about how McDonald's has Hamburg University, but how can you, maybe is the individual practitioner right now, solo practitioner, how can you find practitioner number two? How can you find maybe practitioner number one for location number two, so on and so forth. 04:15 FILTERING CANDIDATES So we're going to talk about the different ways that you can really get to know somebody, and then we're going to talk about something that's really undervalued and not really discussed in physical therapy at all. The legalese of bringing somebody on board, of getting everything that you are promising them, everything that maybe if you're on the other side of the table, everything you're looking for in a position that you get that stuff in writing. You get it written down, everything that you are offering, everything that you are wanting to see out of the position, get that stuff in writing. So let's start first about talking, what are the three avenues where we can get to know somebody better? They are the resume, very familiar with resumes, they are the interview, most of us are very familiar with at least participating interviews, maybe not conducting interviews, and some other maybe non-traditional ways to get to know somebody else. So the thing to understand about finding that next practitioner, about maintaining that clinical culture, that standard of quality and excellence that you want to maintain, is that you can teach some of the stuff, but some of the stuff that's really important to be a physical therapist unfortunately cannot be taught. If I can teach anybody a clinical reasoning algorithm to rule in or rule out the lumbar spine if somebody comes in with low back pain, or comes in with maybe what we're suspecting to be, radicular type pain. I can teach the clinical reasoning to help that person find out if it's actually that patient's low back or if it's something else. I can teach somebody manual therapy skills, I can teach somebody spinal manipulation, I can teach somebody dry needling, I can teach somebody exercises, go-to exercises for different conditions, I can teach them about dosing for tendinopathy, I can teach them a lot of different things related to clinical practice, but what I cannot teach anybody is how to be a nice person, an interesting person, or a hard-working person. So we talk about these three different avenues of filtering people in and out of kind of sitting in what we might think of as a potential pool of candidates for a position. How do we find that stuff out? Because that's ultimately some of the most important stuff and it's stuff that you cannot teach somebody to do and you cannot make somebody good at. They have to kind of come on board with it naturally or at least show a passion at getting better in those areas. 08:30 THE RESUME So the first way we're probably familiar with is the resume. If you have not gotten to this point yet in your clinic ownership or business ownership career, you will eventually, where you receive pretty much an endless stream of usually unsolicited resumes, of they come via fax, they come via email, sometimes they come via email and there's no message, it's just an attached resume. Sometimes people give you a long story about why they think they're the perfect fit and why you should hire them and they are a little bit forceful and they say things like, let me know when I can start. Sometimes they come in person and they drop a resume off. So we talk about a resume, you as the person evaluating a resume, what should you be really looking for? And when I look at a resume, I really just think it is a box check to get to the next step, which would be the interview of when someone gives me a resume, if I have an open position and I want to look at it, what am I looking for? I'm really looking to see is this person a licensed physical therapist because sometimes they're not and that's really important to be a physical therapist that you have successfully finished school and passed the board exam and you have a license. And then the only other thing I really care about on the resume is previous work experience besides school. My question in my brain is has this person done anything remarkable other than go to school for 25 to 30 years? Because when you look at a lot of resumes, when you evaluate new graduates who are coming out of school, what you'll find is that not everyone has experience besides going to school. And yes, I don't want to poo poo getting a doctor of physical therapy degree. Yes, work went into that. Yes, it is an advanced education. It is a remarkable achievement for that individual, but across our profession, it is not. Most of us are DPTs or we're working on our DPT or a transitional DPT. It is now the entry level of education for our profession. So just having that doesn't make somebody stand out. I'm saying, okay, this person has their DPT and their license, but what else? When I think about other things in life, hey, if you can run 10 miles in 90 minutes, that's kind of fast. You're faster than people who can't run that far, run that fast, but it's not that impressive to people who can run faster and or further, right? It's a remarkable achievement for you in the moment, but overall not remarkable. And that's how I look at the long list of education that you might see on someone's resume. Of the question in my mind is, does this person have experience outside of just going to school that would translate into being a good physical therapist? And again, those are the elements we're looking for. Is this person a nice person? Is this person interesting and are they hardworking? So when I see resume experience that maybe somebody worked in the restaurant industry or they worked in a retail position, I know, well, this person probably knows how to wake up to an alarm clock and be to work on time. I know they probably have some experience working with human beings, which is a very important part of being a physical therapist. And they're probably used to working relatively hard. So I learned a lot by looking at somebody's job experience on the resume. So that's my first filter of what else has this person done besides go to school to be a physical therapist. And in some cases, the answer is nothing. They have gone to high school, to undergraduate and to graduate school. And that's it. And that's okay. But that's not the person that I want to bring into my business. Again, the idea of having that shared foundation of training, having that common belief system of having things that I can't teach on board already. That's really going to facilitate that person getting into a good position in the business that I'm operating. 10:14 THE INTERVIEW So that resume is just a filter for the next step, which is the interview. In the interview, I'm really trying to figure out where does this person lie with their passions and do those passions and interests line up with a position I currently have or that maybe I'm looking to provide, right? Is this person really passionate about vestibular physical therapy? That's fantastic because we don't have a vestibular physical therapist. That is an entirely new demographic of patients that we could attract and treat here at the clinic. If somebody had experience in it, maybe clinical experience in school, but also had a passion for that area. A lot of people in an interview, interviews tend to be very redundant and basically just a, a live action version of a resume of explaining what has been done. We often hear things like, I'm really passionate about physical therapy, just like a resume. Cool. You've gone to physical therapy school. What else you're passionate about physical therapy. Okay. Tell me more, right? I think many, many years ago, when I came to Jeff Moore, the CEO here at ice, when it was just the Jeff Moore road show, ice was just Jeff Moore and had taken a couple of his courses. I had not received my certificates, which I needed for school to prove I had taken the credits. And I said, Hey, I need those certificates. And he told me how long it takes. And I said, Hey, tell me your process. And his process was, as you can imagine, terrible. If you know, Jeff, not very logistically minded. And what I came to him with was a better process about a passion for logistics, about a passion of creating a system that streamlines things like issuing CU certificates. So that's kind of the same passion we're looking for in that interview. Does this person already have an idea in their mind of what they want to do? Do they want to run older adult, small group fitness classes? Do they want to treat vestibular or concussion type style presentations with their patients? That is something that in your mind, you're thinking, Ooh, that's something we don't offer, but I would love to offer. And finding more about that person's passions kind of again, checks another box of resume. Yes. Got them to an interview, interview, interesting person. It's obviously hard to learn everything you can about a person in a 30 minute or 60 minute job interview, even across maybe multiple interviews. But you're looking to uncover where does that person's passions lie? And is that something that can be put to use here at my clinic? And something that's almost never discussed in an interview is what is that person's longterm plans? I don't need to know where you see yourself in 20 years or 50 years, but I do need to know if you're planning to move out of state in a year, right? Because that's probably going to affect my decision to hire you. I'm looking to bring longterm people on board. I'm looking to train them, help them become a better clinician, but also give them a really stable, a well-paying job that really offers a lot of benefits as far as schedule flexibility and treatment, kind of freedom and how they want to almost run their own practice within a practice. So if somebody says, well, I'm thinking about moving to Colorado in six months, then again, that's in my check, check box in my head as I'm going through it thinking, well, that's probably not going to work out just as we kind of train you and bring you on board, you're going to be leaving. So that doesn't really work out. So don't forget to really kind of dig deeper of what are your longterm plans of if you see yourself settling down and having a bunch of kids and maybe leaving the workforce altogether, that's okay. But when is that again? Is that three months from now? If so, that's probably going to affect my hiring decision versus somebody who says, I do want to have a family, but I'm 24 or I'm 25 and that's maybe five to 10 years away. Okay. We can cross that bridge when we get to it. Again, that's a box check in my head. 14:52 EVALUATING SWEAT EQUITY So the resume builds, get somebody to interview, interview, get some more boxes checked, maybe, or maybe it doesn't. But what else? How do you really start to learn those things about a person? We've talked here before on the podcast of watching that person practice in your clinic. That's great to do. If you're hiring somebody that's maybe currently or previously was a student, you can certainly go watch somebody practice. It's really kind of hard and awkward to have somebody come to your clinic and treat your patients while you watch them to get an idea. But there are other ways we can look at those characteristics of a person and get a good idea of is this person a nice person? Is this person an interesting person? And is this person a hard working person? And that's to get outside of the clinic entirely of, hey, come to my gym. Let's work out a couple of times. I can learn a lot about a person outside of the clinic. I can learn, are they punctual? If I say, hey, come to CrossFit class at 8 a.m. or meet me at 6 a.m. for a run, are they punctual? Are they reliable? Are they showing up late? Are they showing up not at all? Are they snoozing that alarm? How do they handle stress? If CrossFit is brand new to them or running is brand new to them or whatever you're doing is brand new to them, how do they handle that stress? Is that the person that trips on a couple of dumbbells and throws their jump rope out into the parking lot? Or is that a person who goes, hey, they're not in the cards today and just scales to single unders and keeps working out? How does that person handle pressure and stress? And ultimately what we're learning when we kind of use sweat equity as an interview is how is that person with being coachable and open-minded of are they open to feedback on improving their performance in the gym, running, rock climbing, whatever you all decide to go and do together, are they open or do they believe they've already learned everything and they have mastered it and they can't be taught anything? Because that is a red flag for somebody, right? Of somebody who shows up late to the whiteboard because they think they already know how to do CrossFit really well and they think they have nothing to learn from the coach. They don't listen to any sort of coaching. Those are all kind of red flags for you of if this is how this person behaves outside of the clinic, how is this person going to behave at my clinic? Are they going to be late to treat patients? Are they going to be somebody that calls in a lot? Are they somebody who believes they can't get better as far as the clinical practice goes? If their clinical reasoning is already at an expert level and they have nothing to learn? Those are all red flags for you of maybe this is not the right person for my job. This person does not seem to have our shared foundation of training and our common belief system. 18:36 GET IT IN WRITING So moving through those three avenues, resume, interview, sweat equity call it. What if then you fall upon somebody you think this is the person that I want to hire for this position? What should you do? You should always, always, always get everything in writing of you can be the best friends with somebody. You can have known them since you were kids. It can be your brother-in-law or your sister-in-law. It doesn't matter of when we're talking about dealing with professional employment, we should have employment agreements on board. We have these here at ICE with all of the faculty who teach for us. They don't have to be this complex 50 page document. It just needs to lay out what we're offering and what we are expecting for essentially work in return. And all that stuff, no matter how small, should be listed out. Obviously pay should be described of how a person is going to be paid. Things like time off should be described. Things like payment for continued education benefits or health benefits. Anything you can possibly think of that you are giving in exchange for work should be written down. Anything that person is wanting to receive in place for their work should also be written down in that agreement. And these things do not have to be set in stone. You can set a three month, a six month, a one year, a three year expiration agreement on these agreements. You're not forcing somebody into chains, but you should have that stuff in writing. I will tell you as Jeff and I sit at the head of ICE over the years, what we see not daily, but definitely weekly are really unfortunate emails from you all who follow us at ICE, who take our courses of, Hey, I was promised this, but then this happened. I was promised X, but because Y happened, now I'm stuck with Z. And it all comes down to the question we always ask of is that in writing somewhere? And universally the answer is no, it was promised verbally. It was promised in passing. It was promised maybe at a meeting or maybe at my first job interview five years ago, eight years ago, 10 years ago. And I kind of just expected that that person would keep their word. And certainly things change with the economy or whatever excuse we want to use on the employer side, but at the end of the day, it's not in writing, which means it doesn't really count. Right. And so getting stuff in writing, it doesn't matter how you're going to be paid. If you're going to be a W-2 employee, a 1099 contractor, it doesn't matter. Get all that stuff in writing, get time off in writing, get benefits in writing, get scheduled pay increases. If you agree upon those in writing, this is just another friendly reminder that if you don't get a pay raise that matches or beats inflation every year, you have taken a pay cut. And if you don't have that in writing, you probably didn't get it. Right. So having all that stuff in writing, when you're accepting a new position, putting it in writing, when you're bringing somebody on board is later on going to save a lot of time, money, hardship, bad feelings by having that stuff in writing. And if everything related to what's expected at the job, productivity, you clean your own room, somebody cleans your room for you when you're done, whatever, no thing too small can go in that employment agreement. And once you've both read it, reviewed it and agree, sign it. And that's how you bring that person on board. We have all been in that position where maybe we were told, Hey, it's one-on-one for an hour. And maybe it became, Hey, could you see a double book this hour? And one patient per hour became two, two became four. And all of a sudden you find yourself, how am I seeing 20 or 30 patients a day? And you go back and none of that was in writing, right? It was all verbally promised in your initial interview or your onboarding training. And none of it was in writing. And ultimately at the end of the day, there's not much that can be done. So whether you're hiring, whether you're being hired, get all of that in writing. And that should be a red flag to you on either side of the table. If one party to the other does not want to put anything hard and fast into writing, that should be a big red flag in your mind that you push the chair back and you step away from that table. That should already be enough of a red flag that you shouldn't even consider bringing that person on board or being brought on board if you're the person being hired. So get it in writing, find those people, figure out that we have a shared foundation of training, a common belief system, use a filtering system of resume into interview, into maybe sweat equity interview to filter those people out, really ensure that they are the fit of the person that you see working for you at your clinic. And then get as much of that stuff in writing as you can get done. So I hope this little mini-series was helpful. Again, if you have not listened to last week's episode, listen to that one, get some context, and then maybe revisit this one. If you're going to be on a live course this weekend, I hope you have a fantastic time. We hope to see you in our online courses starting next week. Other than that, have a great Thursday, have a great weekend. Bye everybody. 20:35 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 and 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.  

Happy Thursday! The topic today is contentment and thoughts are taken from the blogpost, Contentment Realities by Francie Taylor.  The book mentioned by Loretta Walker on CW Today is call For This I Have Jesus by Krisy Ouelette. You may email rbouellette@sbcglobal.net for a copy of the book. You can also reach out to First Baptist Church of Bridgeport, MI. Also, featuring A Word of Encouragement with Vicky Mutchler, CW Today with Loretta Walker and Silhouettes with Shari House. Be sure to subscribe to this podcast and please share this podcast with your friends so we may be an encouragement to them through the music and programming on Faith Music Radio. Music is brought to you by Faith Music Missions. Learn more here >>> https://www.faithmusicmissions.org Eleven2One Facebook  Eleven2One on Instagram Faith Music Radio is a listener supported Christian station.

In this episode of Dynasty War Games

Happy Thursday! We give you a Richard Simmons update, the NFL returns tonight, we tell you the price for NFL tickets this season, we go Around the Big Ten with Adam Rittenberg, we recap the Ryan Day show, Saban has been abducted by aliens & we do Would You Rather.

Happy Thursday betchesssss! Give us your home-made contraption! A man was arrested for trying to cross the Atlantic in a hamster wheel! There's an update with the cop that was caught kissing a woman at the back of his squad car! Joel lives to educate and will tell you all about it! Uh-oh! There's serious drama with Joe Jonas and Sophie Turner! Find out in the Glossys! When did you let your husband shine? A married man let his wife fulfil her dream of having a group session! Aaaand UFC champ, Bam Bam joins us live in the studio to play a game of Quick Draw! Follow us @rickileetimjoel!See omnystudio.com/listener for privacy information.

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.

Happy Thursday! Common Man is being stat guy today & hating on ESPN radio, we recap Ryan Day's show, we go Around the Big Ten with ESPN's Adam Rittenberg, the 49ers say they aren't trading Bosa, we have a fat folds gun update, there's no plan for the college football playoffs & we do Would You Rather.

Happy Thursday! Topics today include serving Jesus, "for this I have Jesus", the hypocrisy unholy living and more. The sermon mentioned from the Summer Revival with Dr. R.B. Ouellete can be found here. The book mentioned is call For This I Have Jesus by Krisy Ouelette.  Also, featuring A Word of Encouragement with Vicky Mutchler, CW Today with Loretta Walker and Silhouettes with Shari House. Be sure to subscribe to this podcast and please share this podcast with your friends so we may be an encouragement to them through the music and programming on Faith Music Radio. Music is brought to you by Faith Music Missions. Learn more here >>> https://www.faithmusicmissions.org Eleven2One Facebook  Eleven2One on Instagram Faith Music Radio is a listener supported Christian station.

Unapologetic laughter

Happy Thursday, betchessss! Feet feet feet! Kanye and his wife were spotted walking around Italy barefoot. Alsoooo have you heard of mermaid tail feet?  Joel has an Alexa hack! YTB! Do you hook up with ya mates? Male monkeys have more same-sex sessions than hookups with females! Peculiar pals! Denzel Washington and Dakota Fanning are friends! Looks kinda odd. Why did Bardot actually break up? Find out in the Glossys! Forbidden romances! Dozens of UK female prison guards have been exposed for affairs with inmates! David Campbell joins us live for a game of Quick Draw! Follow us @rickileetimjoel!See omnystudio.com/listener for privacy information.

Hour 1 -  Happy Thursday! Here's what Nick Reed covers this hour: Senate Minority Leader Mitch McConnell had another scary health episode on Wednesday. President Biden, while speaking to wildfire recovery efforts in Maui on Wednesday, made an apparent attempt to empathize with residents who will likely be displaced from their homes for quite some time, retelling a nearly 20-year-old story about a minor fire in his Delaware home that prevented him from being in the house for seven months. President Biden appeared to joke in response to a question about Kentucky Sen. Mitch McConnell's health scare and reelection potential Wednesday. Biden asked Department of Homeland Security Secretary Alejandro Mayorkas if he “was running.” A Springfield-Greene County Health Department employee has resigned citing harassment that he faced working in the public position as a gay man. The employee, Aaron Schekorra, filed a police report Aug. 23 regarding the harassment he faced. According to police, Schekorra dropped his harassment complaint after resigning from his job the next day. Is there more to this story?

Good Morning and a Happy Thursday to you all. Welcome to Law and Legitimacy, the daily law podcast hosted by Norm Pattis and Michael Boyer that traces the contours of America's institutions as they intersect with the declining sense of the common good from the American citizenry. . Today: › We pick up the Bailey v. Iles decision from the 5th Circuit Court of Appeals, which held that the content of an individual's speech on social media was erroneously used as a basis for his subsequent arrest. . › We also pick up on the Supreme Court of the State of New York's ruling denying defendants' motion to dismiss a religious discrimination lawsuit in Lax et al. v. CUNY et al. . › United Auto Workers ("UAW") is threatening to strike if a deal is not reached between it and America's Big Three: General Motors, Ford, and Stellantis, by the September 14th deadline. The major concern? Electric vehicles and the current administration's plans to force the American automotive sector into unknown labor territory in its push to 'decarbonize'. . Join us. . Daily livestreams beginning at 8:00 am EST on: › Rumble: https://rumble.com/user/LawandLegitimacy › Youtube: https://www.youtube.com/@lawandlegitimacy › X: https://twitter.com/LawPodDaily . Subscribe and turn on notifications! . Support Law and Legitimacy: . - Locals: https://lawandlegitimacy.locals.com/ - X: @LawPodDaily, @PattisNorm, and @MichaelBoyer_ - Subscribe on Apple Podcasts, Google Play, Audible, Spotify, or wherever you receive podcasts and rate LAL 5 stars. - Subscribe here on our Rumble and Youtube channels, give us a Rumble, and join our active community of free-thinkers, contrarians, and the unafraid on Locals!

Happy Thursday! Two-hour show with the Day Show at noon. Getting ready for IU, Joe Montana has an intriguing best QB opinion, Former Buckeye All-American Michael Bennett joins at 1:33pm, Donovan Jackson on the offensive line working together as one unit, Joe Burrow getting close to being ready, and PFN Bengals reporter Jay Morrison joins at 2:33pm!

 Happy Thursday! Welcome back to My Morning Devotional podcast. Today's episode is Come And See. This episode takes you on a roller-coaster of emotions, revelations, and the ultimate message of transformation.  Let's dive into the journey of faith together! Support: https://shop.mymorningdevo.co/products/support-the-show Merch Drop! Get your hands on our new pieces ⁠⁠Prayer Request or Praise Report⁠ ⁠Interested in learning more about theology? Join TheosU⁠  Join The Community: Youtube: www.youtube.com/@mymorningdevo IG: https://www.instagram.com/mymorningdevo/ FB Group: https://www.facebook.com/groups/mymorningdevo Facebook Page: https://www.facebook.com/mymorningdevo Alison's Profiles: Instagram: https://www.instagram.com/alisondelamotaYouTube: www.youtube.com/@alisondelamotaBlog: www.alisonedelamota.com

Happy Thursday! Here is this weeks outline: - Sara needs a vacation -Why is RHONY not good? - Adam Sandler's new movie "You Are So Not Invited To My Bat Mitzvah" -What TV show would you live in for a week? - Who is the best TV Mom? Talk next week about Painkiller (Netflix) and the AJLT Finale

Happy Thursday! This week we read stories you've submitted about the crazy coworkers who were immediately fired on the spot. We also read some BuzzFeed article submissions with that same topic. We only got through a few stories because one REALLY caught our attention. We just cannot get over it. Part two will be coming at you pretty soon! We ended it on a few questions that you asked us.

Happy Thursday! Hurricane Idalia update. Rudy Giuliani held liable and must pay fines for Georgia election lies. Narcan will be available in stores next week. Lego launches a braille version. Glow in the dark Analogue Pocket. US Open smells like weed. "One Piece" is on Netflix today. Sign up to play Two-Second Tunes or Cover Lovers  https://forms.gle/Bf6aPVTbEqmo4QoS6 NEWSLETTER ⬅️ What's Trending: https://overtone.co/products/vibrant-pink-coloring-conditioner Head to TheMorningShowPodcast.com for EVERYTHING we talk about. Seattle Gummy Company - code: CMA for 20% off https://seattlegummy.com/?ref=802 QUICK LINKS TO WATCH US LIVE, SUBSCRIBE TO NEWSLETTER, FOLLOW OUR SOCIALS HERE: https://www.flowcode.com/page/carlamarieandanthony Follow Carla Marie on Instagram Follow Anthony on InstagramSee omnystudio.com/listener for privacy information.

Happy Thursday! Jen sat in today with T-Bone. Shohei Ohtani tears his UCL again, Cal, Stanford and SMU could join the ACC, RIP Terry Funk, Terry Francona could be heading for retirement, Tua claps back at Ryan Clark, Caleb Williams wants more money, Degenerate T-Bone, Things are getting worse for Trey Lance, We're buying a house full of helmets, and Would You Rather.

Happy Thursday! Whatever that is running down your leg can wait, you frosty animal! Join Patrick in celebrating everything that's happened in the podcast world over the past week. Where does Nobody Likes Onions fall in all this controversy? Steel Toe has been having a field day while being left alone during the recent squabbling. Podcasts are clamoring to have Patrick on as a guest, but is this a good time to engage with low-level impersonators? Joey C couldn't hold it together for two weeks. Has Chad had his nuts clipped? Patrick is back for Atlantic City and has so many thoughts. You care, right? ...

Happy Thursday! The deadline for the Meta lawsuit is tomorrow. Japan is putting radioactive water in the ocean. A Russian mercenary leader allegedly died in a plane crash. There is only one car left under $20,000. "Barbie" is coming to IMAX! Sign up to play Two-Second Tunes or Cover Lovers  https://forms.gle/Bf6aPVTbEqmo4QoS6 NEWSLETTER ⬅️ BLITZ: KICKS4KIDS What's Trending: https://www.reservebar.com/products/eggo-brunch-in-a-jar-waffles-and-syrup-cream-liqueur/GROUPING-2215790.html Meta Lawsuit: https://www.facebookuserprivacysettlement.com/#submit-claim Head to TheMorningShowPodcast.com for EVERYTHING we talk about. Seattle Gummy Company - code: CMA for 20% off https://seattlegummy.com/?ref=802 QUICK LINKS TO WATCH US LIVE, SUBSCRIBE TO NEWSLETTER, FOLLOW OUR SOCIALS HERE: https://www.flowcode.com/page/carlamarieandanthony Follow Carla Marie on Instagram Follow Anthony on InstagramSee omnystudio.com/listener for privacy information.