Podcasts about Hiring

This Week In Startups is made possible by: PayPal Open https://paypalopen.com CLA https://claconnect.com/withyou Odoo https://Odoo.com/twist Today's show: *Anthropic is likely headed for the largest IPO in history. A reported 2-3 trillion October debut would blow past SpaceX's recent record. Jason breaks down why the. numbers matter less than what they'll reveal about the entire AI economy. Then, chats with a pair of founders: one who's selling subscription water filtration systems that will keep microplastics out of your brain (and other body parts), and another who's building the AI software that powers automated solar panel installation. Guests Sami Khoreibi: https://x.com/samikhoreibi Wisewell: https://www.wisewell.com/ Puneet Puri: https://x.com/puneetp Gritt Robotics: https://www.gritt.ai/ Relevant Links Fortune: Anthropic reportedly plans $2T IPO in October: https://fortune.com/2026/08/13/anthropic-ipo-2-trillion-october-largest-ever-spacex/ Ramp AI Index: August update: https://ramp.com/data/ai-index-august-2026 Decart: https://decart.ai/ Bloomberg: Anthropic in talks to buy Decart: https://www.bloomberg.com/news/articles/2026-08-13/anthropic-said-in-talks-to-buy-ai-startup-decart-for-6-billion Nat Geo: Profile of water sommelier Martin Riese: https://www.nationalgeographic.com/travel/article/water-sommelier-martin-riese Mailman School of Public Health: Nanoplastics study: https://www.publichealth.columbia.edu/news/bottled-water-can-contain-hundreds-thousands-nanoplastics Bryan Johnson microplastics post: https://x.com/bryan_johnson/status/1937194358027190637?lang=en Topo Chico: https://www.coca-cola.com/us/en/brands/topo-chico San Pellegrino: https://www.sanpellegrino.com/ Acqua Panna: https://www.acquapanna.com/intl/ Evian: https://www.evian.com/ Mountain Valley Spring Water: https://mountainvalleyspring.com Fiji Water: https://www.fijiwater.com/ TechCrunch: Gritt exits stealth: https://techcrunch.com/2026/07/21/gritt-exits-stealth-with-34-million-for-robots-to-build-solar-plants-then-everything-else/ Our World in Data: Solar panel prices: https://ourworldindata.org/grapher/solar-pv-prices Our World in Data: Solar module prices vs. cumulative capacity: https://ourworldindata.org/grapher/solar-pv-prices-vs-cumulative-capacity NYT: Do your emojis make you look old? https://www.nytimes.com/interactive/2026/08/12/upshot/emoji-generations.html DJI Mic 3: https://www.dji.com/mic-3 Ted Lasso S4 trailer: https://www.youtube.com/watch?v=Kk1KdTMhFs8 Lanterns trailer: https://www.youtube.com/watch?v=7UIBOsuUwc4 Furious trailer: https://www.youtube.com/watch?v=UBSqPDxmNZs The Shards trailer: https://www.youtube.com/watch?v=Zpm9HUOrZIc Sporked: What are Tim Tams? https://sporked.com/article/what-are-tim-tams/ Timestamps: 0:00 New Segment: "Enough Already!" 3:36 Anthropic's record-breaking IPO plans 9:59 Why it's "Springtime for Trump and M&A" 10:39 PayPal - Built for payments, growth, and agentic. Paypal Open, built for all business. Visit https://paypalopen.com to get started 16:00 Sami Khoreibi of Wisewell joins 17:30 Hiring a water sommelier 20:23 CLA - Innovation takes balance. CLA's CPAs, consultants, and wealth advisors can help you get from startup to where you want to end up. Get started now at https://www.claconnect.com/withyou 29:00 The problems with tap and bottled water 30:34 Odoo - The all-in-one business platform. Get started for free at https://Odoo.com/twist 49:58 Puneet Puri of Gritt Robotics joins 54:35 Solar's version of "Moore's Law" 1:05:08 Are you using the Boomer emojis? 1:09:02 Why Jason loves the DJI Mic 3 1:11:36 Jason & Lon's streaming recommendations Subscribe to the TWiST500 newsletter: https://ticker.thisweekinstartups.com Check out the TWIST500: https://www.twist500.com Subscribe to This Week in Startups on Apple: https://rb.gy/v19fcp   Follow Lon: X: https://x.com/lons   Follow Jason: X: https://twitter.com/Jason LinkedIn: https://www.linkedin.com/in/jasoncalacanis   Check out all our partner offers: https://partners.launch.co/   Great TWIST interviews: Will Guidara, Eoghan McCabe, Steve Huffman, Brian Chesky, Bob Moesta, Aaron Levie, Sophia Amoruso, Reid Hoffman, Frank Slootman, Billy McFarland   Check out Jason's suite of newsletters: https://substack.com/@calacanis   Follow TWiST: Twitter: https://twitter.com/TWiStartups YouTube: https://www.youtube.com/thisweekin Instagram: https://www.instagram.com/thisweekinstartups TikTok: https://www.tiktok.com/@thisweekinstartups Substack: https://twistartups.substack.com

Ryan Pineda and Brian Davila sit down with Airrack to break down how he became one of YouTube's biggest creator brands, sharing hard-earned lessons on content, hiring, scaling teams, and the future of media.⁣⁣Connect with Airrack - ⁣https://www.youtube.com/c/airrack⁣https://www.instagram.com/airrack/⁣https://againstthegraingourmet.com/⁣https://www.clipfarm.biz/⁣__________⁣If you'd like my team to run your marketing & sales department to scale your business apply here https://www.pinedapartners.com⁣⁣Join our private mastermind for elite business leaders who golf. https://www.mastermind19.com⁣⁣Want to be featured on the Wealthy Way Podcast? Apply here https://www.wealthyway.com⁣⁣If you want to start your real estate investing business, we'll give you 1:1 coaching, seller leads, software, & everything you need. https://www.wealthyinvestor.com⁣⁣Tired of paying so much in taxes every year? We'll give you strategy, tax prep, and accounting all in one place. https://www.taylor-tax.com⁣⁣Join free Bible studies and workshops for Christian business leaders. https://www.tentmakers.us⁣__________⁣Chapters: ⁣01:41 - YouTube beginnings & wedding video pivot⁣06:34 - Scaling YouTube: teams & process⁣15:04 - Creative partnership & production⁣16:17 - Career goals & media business⁣22:58 - Monetization: ads, appearances & business⁣30:10 - Watch Time & RPM⁣31:51 - Hiring talent & monetization⁣36:46 - Growing the Golf Channel⁣45:15 - Finding a reliable strategist⁣47:14 - Hiring top YouTube talent⁣52:33 - Clip Farm & content monetization⁣1:00:20 - Future of streaming & YouTube⁣1:02:08 - AI, authenticity & creators⁣1:09:07 - MrBeast's perfection & business lessons⁣1:15:30 - White House sneak & reactions

You can only grow so much by yourself. If you're planning on growing your business, you'll eventually need to hire out help.   Subscribe for more content on sustainable farming, market farming tips, and business insights!   Get market farming tools, seeds, and supplies at Modern Grower. Follow Modern Grower:  Instagram  Instagram Listen to other podcasts on the Modern Grower Podcast Network:  Carrot Cashflow  Farm Small Farm Smart  Farm Small Farm Smart Daily  The Growing Microgreens Podcast  The Urban Farmer Podcast  The Rookie Farmer Podcast  In Search of Soil Podcast Check out Diego's books:  Sell Everything You Grow on Amazon   Ready Farmer One on Amazon **** Modern Grower and Diego Footer participate in the Amazon Services LLC. Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to Amazon.com.

What if the first clinician you hire isn't as good as you?It's one of the biggest fears we hear from successful solopreneurs—and it's exactly what Nicole struggled with when we started growing PelvicSanity.Because hiring your first clinician isn't just adding another person to the schedule.It's changing your entire role.Suddenly, you have to trust someone else with your patients, your reputation, your culture and something you've worked incredibly hard to build.And yes...Nicole struggled with this enough that she eventually went to therapy to work through some of the control issues that came with becoming a leader.

In this episode, Elle and Vee chat with friend Brandi about her ten years' worth of experience in the lifestyle, throughout which she's been able to explore all types of fantasies, from orgies to sub/dom power dynamics to pet play, and the joy and empowerment they can bring.Chapters:  Fantasies: exploring and fulfilling fantasies through ENM (ethical non monogamy). (0:00) How can you make it work when you're both submissive? (9:50)Being dommed with your partner. (14:44)Hiring a pro dominatrix. (18:10)Female dommes vs male doms: trust, comfort, and safety. (25:13)DC Fetish Ball: what is it like? (29:20)What do you get out of exploring fetish and kink? (36:25)Sex therapy: working to be more assertive, going for what you want in the moment, and growing your self-confidence to overcome the fear of rejection. (39:18)  Pickup lines: the best ways to approach a couple at a week-long event, and one night only. (49:41)  Friends working to make friends' fantasies come true. (55:24)  Vee, Elle and Brandi's fantasies to check off the list in the future. Gang bangs and being worshipped. (1:01:19)  What are some fantasies that have been fulfilled that you'd like to repeat? MFM, MMF, pet play and more. (1:03:25)______________

AI is changing hiring in ways that go far beyond candidates using ChatGPT to answer interview questions. The harder problem is knowing whether the person on screen is actually who they claim to be, whether their answers are their own, and what happens if someone with malicious intent gets access to company systems.Yagub Rahimov, CEO and founder of Polygraf AI, joins The Tech Trek to discuss the growing trust problem surrounding AI assisted interviews, deepfakes, impersonation, and security. He explains why organizations need more visibility into the hiring process without turning every unusual behavior, accent, or response into a reason for suspicion.What You'll Take Away• AI interview fraud is not simply a recruiting problem. Once someone enters the company, identity and access become security concerns.• Detecting suspicious candidates based on human intuition alone can create false positives. Rahimov argues for using technology to create evidence and visibility.• Small pieces of public information can reveal far more about a company than leaders realize when they are combined through what Rahimov calls mosaic intelligence.• Protecting company information means thinking beyond traditional security controls to what employees, executives, and systems expose publicly.Key Moments02:27 How AI tools can turn legitimate technology into an interview cheating mechanism05:35 Why hiring fraud can become a security and data access problem07:43 Using voice, conversation context, and AI detection to improve visibility during interviews11:43 Why increased AI uncertainty should not lead companies to distrust everyone14:28 What organizations should think about after a candidate actually gets hired19:40 The continuing race between increasingly capable deepfakes and detection technologyOne Line That Stuck“Tech problems have tech solutions.”Follow The Tech Trek for more conversations about AI, engineering, data, product, and how technical teams are adapting.

Metaview started in 2018 on a simple bet: hiring decisions are some of the most consequential calls a company makes, yet no one captures the data behind them. Cofounder Shahriar joins Carlos to talk through how Metaview's early bet was supercharged by the arrival of LLMs, their "Public Unless Private" culture borrowed from Palantir and Uber, and Fillmore, Metaview's new autonomous hiring coworker.

You Can't Hire Your Way Out of This — St. Elizabeth Healthcare Proves ItFeaturing Brittany Sorrell, Director of Workforce Development, St. Elizabeth Healthcare700,000 open healthcare jobs every month. 306,000 unemployed healthcare workers to fill them. The math does not work. Brittany Sorrell has spent three years building the model that actually does — and it starts in high school.Luke sits down with Brittany, a former bedside nurse and nursing faculty member turned workforce development director, to talk about what it looks like when a health system stops trying to recruit its way to stability and starts building a workforce from the ground up.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BEST Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. 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Do you prefer retaining the employees you have rather than constantly hunting for new ones? Kiera shares an example of a practice that evolved from high turnover to solid team retention, and how effective leadership played a critical role in keeping people long-term — plus how you can craft it for your own practice. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team Listeners. This is Kiera. And today I want to chat with you guys about hiring and staffing and retention. I think this is something that a lot of you are struggling with. I think it's just, I don't know, it's just annoying and it's obnoxious and it's just part of what we are dealing with now. But I think that there's a lot of solutions that we can do that I think a lot of people aren't thinking about. So with that, I want to give some tips of like what we can do to retain team members more than having to hunt for them.   So I know that there's ways for us. I know there's a lot of things. And we're gonna just kick it off today. So I'm excited for you because what I found is there's probably a good way. And I was talking to an office about this. I'm really excited to share some some office growth that I've watched in office over the last five years evolve from team turnover to incredible team retention. and I really do think that a lot of it has to do with leadership, a lot of it has to do with growth and   what we can do is to solve that retention rather than needing to always hire. Now, there's always going to be hiring. So we're going to kind of talk through both of it, but also like what things can we do to retain our team that we have. Dental A Team is a consulting company where we work nationwide, we work across the globe. We work with private practices, multi-locations, we work virtually and in person. We have an incredible community where we come together in in-person masterminds, sharing the best of the best. And we're from startup to multi, multi-millions.   And I'm obsessed with helping you say yes to more in your life. And that stands for you, focusing on you and your vision, getting your team aligned, earnings and making sure you're profitable. And then system structure and scalability, really truly making sure that you guys are set up for success so you can say yes to more in your life. our goal is to positively impact the world of dentistry in the greatest way possible. And I'm obsessed with you. I'm obsessed with your practice. I'm obsessed with your team. I'm obsessed with your struggles, I'm obsessed with your wins.   And I'm here to help make your life easier. I'm very big on tactical practicals. So if this podcast has served you in any way, shape, or form, please share it with a friend, share it with a colleague, share it with someone who you feel like it could brighten their day. Post it in a Facebook group, post it online, leave us a five-star review. Anything that you do helps us spread our mission. My goal is to be in the ears of every single dental practice out there because I believe that dentistry is special. It's sacred. It's   It's a zone where we're able to change people's lives. And I'm so excited for you to be here. I'm Kiera Dent. I'm obsessed with all things dentistry, including my last name. So let's kick it off and let's start seeing of how we can figure out where and what we can do for this retention piece. So, number one, I feel like so I was talking to an office today. Me and the doctor, I said, it like this doctor has an incredible team. I think they've got 20 team members. most of them are women. There's two male doctors there.   And I said, I watched you. You went from like four operatories to now we've got 15 operatories. The team has grown. And I said, What do you feel makes this place special? Like team members love working there. And I was like, what is it? So much so that they're all like recruiting from other offices and bringing people here and saying this is the best office they've ever worked for. I was talking to one of the team members and they said, I no longer have the Sunday scaries. I don't get stressed out at work. This is my second family. Like team members are telling me this as a consultant. Usually I and I asked them like,   What do you guys need help with? And most of them are like, we're just really happy. So I was asking the doctor and the team, I was like, what is it about this place? I asked both sides of the coin because I was like, what is it? I'm obsessed. This is one my favorite things to dig into practices. And maybe I'll get this doctor on the podcast and share from theirs. I'll just share kind of some snippets from today. And the doctor told me, he said, Kiera, I'm just really big on treating people like people. He's like, I'm never gonna expect them to have work be more important than their families. he's like, I want to make this into a lifestyle practice where   We work seven to three a lot of the days so that way they're able to get home and be with their families, but we're still able to like work hard and take care of patients. I have never seen a practice where they literally leave at five o'clock. And this is in California, like it's not for overtime. They just work hard and they get home and they go be with their families. if they have time and they need to like take care of their kids or they're sick, they are able to take care of them. they expect them to work hard and they all do work hard and they build really great people there. I asked the team, I said, What is it about this place? And they said, Well, I think it's the fact that   Like our doctor trusts us and they let us do things. And but it's wild. Anything I asked this team to do, literally, I was like, let's do morning huddle prep sheets. Let's treatment track. They don't fight with me on it. And a lot of teams do. And so I was like, okay, this is fascinating. The team is very accommodating. They're willing. They want to. All of them were so excited to morning prep huddle prep. Do you how many teams are like, womp, womp, womp? So much extra work. This team was like, Yeah, absolutely, we'll do this. We'll take care of it.   I had them roll out route slips. They did it. Like no pushback. And I was just, it's fascinating to me. And I think something I'm picking up from this is one, they really do hire for great culture. Two, they see potential in people. Three, they really do treat this as like an amazing place to work. Like the doctor is just getting so excited. They're talking about putting a gym in there. Like fun things to make this where they make their life incredible. And I watched the doctor just get like twinkly-eyed about getting so excited to.   Do these surprises. They took their team on a cruise and just for fun. Like it was just a fun thing that they did. And when I think about all of that, this office used to struggle to hire. And now they literally most of their employees that they've had in the last three years have all come referral-based. and I think about Dental A Team, the bulk of our team is coming referral-based. And they're coming back and they're sharing with people, and their friends are interviewing with us.   And I think about that, and I'm like, as a business owner, I think that that's the greatest compliment. If your team is willing to refer their friends, their colleagues to want to come work here because they love it so much, you're doing something right. And people stay where there's a great, incredible culture. And so hearing both sides of the coin, hearing what team members are loving, hearing what doctors are loving, there's so many other ones. I've got another doctor, they've got team members, I've been with them for 12, 15 years. And I asked that doctor, I said, what   What do you do that makes people want to stay with you for so long? And this doctor said, you know, Kiera, I think it's that I really listen to them and I have clear expectations. They know what it is. That office also, like when we say we're gonna be there at 12 o'clock, they are there at 11:55 with their notebooks and their pens. I think that a lot of these practices, so one of the pieces I see is people really do stay where expectations are clear. Both of these offices have high standards, both of these offices expect a lot, both of these offices work really hard.   Dental A team is no exception to that. and I think having clarity, I think having clear job descriptions, I think having clear expectations from all leaders, I think team members knowing if they're winning or losing, you define it. You define it for them. And I really do love that there's clarity all the way around. Like both offices have different expectations, but both offices have them clear. The team knows how to win, the team knows what's expected, and both offices really do treat their team.   like humans. They I just watch and I watch these cohesive teams and there are clear expectations, but there's also a space where they they want to be there. There's this want, there's this draw, there's this happiness, there's a lightness about it. But they're hitting great goals. And so I think clarity really can create confidence for team members. So that's that's a good space. Another thing I notice with these offices and with teams is   people really do want growth, not just like an employment path. So, what is growth in that practice? How do people evolve? How do they grow? Like, what is a development plan? All these offices have regular one-on-ones. And one-on-ones can be about performance, one-on-ones can also be about what they want in their personal life, what they want in their professional life, what that looks like. And talking about growth opportunities, for me, every single year at the end of the year, I talk to my team about what their personal and professional goals are.   When people join our team, they take a survey of what they want their personal life to look like in their next one year, five years, 10 years. and as a leader, I'm obsessed with making their dreams become a reality. So how can we make those dreams become real for them? How can we figure it out? anything we can possibly do? Let's give opportunities, let's find ways. It doesn't always have to be with work because sometimes you're gonna tap out once you're at a certain level as a dental system. That's kind of where you're gonna be. But can they learn?   To do for an office work? Can they grow in other areas? Can they become a mentor consult or assistant? What ways can they grow? can we grow them personally? Can we send them to CE courses where they're personally growing, not just professionally growing? what's the training and development we can do? I know there's an office, another office I know of, and they hired Dave Ramsey. And so everybody who wanted to learn about financial management, they were able to do it. I know I've had offices where I teach them about how to do investments a little bit.   like very small, like high yield savings accounts and the things that they're able to do. growing people as people, not just as employees. Like that, I don't know. I think as an employer, one of our greatest gifts is to be able to like grow people to make their dreams become true, to look for opportunities to help them become the best version of themselves, and really just having pasts and plans and   Knowing your team, knowing them as humans. as our company grows, Britt and I talk about this often. I'm like, Britt, how do we grow and still maintain this authentic one-on-one seeing people as people in our company? Our mission has slightly changed to where we're so focused on growing practices, but it's one person, one life, one practice at a time. And I'm very obsessed about being obsessed about the individual. How do people feel   in a large organization, how do they feel like they're still seen as a person? How do they feel like they are being grown as a human? And I think the more you can do one-on-one growth conversations, the more you can invest in them in humans. And it's crazy because I think as management gets bigger and you have leaders and you're not as involved as a CEO, finding ways where you're not overstepping your leaders and you're able to still stay connected to them as humans. I was hired we just hired a   A new C-suite member on our team. And I was talking to him, and I was like, okay, this person's favorite tree is this, and this person's favorite thing is this, and this person's favorite thing is that. And when I finished, I thought, no matter how large our organization ever gets, I want to make sure that all of my team members, all of our clients, always feel like they are like one in a million, and they are that one, and that they are seen as that one, that they are so valued.   even in a large organization. There was the Dean of Midwestern when I worked with him. His name is Dr. Gilpatrick. And I remember he knew every single dental student's name. He knew my husband's name. He and we're talking, there were hundreds, and I remember being like, whoa, that's so impressive. I want to be like Dr. Gilpatrick and I want to know everyone's name and I want to remember their names. And at the time I was not great at that. And this is a skill I really had to develop. but people loved Dr. Gilpatrick and we were talking, I don't know, it was probably I think 150 people per class.   We had four classes in there. So at any given time, there's probably 600 students plus spouses. Dr. Gilpatrick knew every single one of them by name and knew something personal about them. Would ask me how my husband was doing, would ask how Jason's doing in pharmacy school. So it wasn't just my husband. It was by name and what his profession was and what he was going to school for. That type of intentionality as a leader, people don't even get that from their family. People don't even get that from their spouses. And as a leader,   You can show them that they're important, that they're valued, that they're loved. One of the greatest things that you can ever do. And then I think another piece for being able to retain great team members. Yes, we need to hire, but you're gonna be able to hire if you have a great culture. another great thing is is to actually build a great culture. So what are the things of what is your culture? For us, I literally have them read like what our culture is and values we live by, and all of our team knows core values and   I've set it up to where they core value shout out each other every Wednesday. As a leader, like I get a little teary-eyed on this part. to show up and to hear my team calling each other out. I'm not there a lot of Wednesdays. I'm not there at a lot of our meetings anymore. And when I do get to be there, to just watch each other love each other. to see each other help each other out. We're a virtual team, guys. Like they don't even live by each other.   And see marketing and consultants call each other out to positively praise one another, to offer to help, like shout out to Pam. I know she listens to the podcast a lot. Pam is always willing to help. And I see her go behind the scenes and help people get their numbers entered and to have our marketing team love on our consultant team and to have our consultants love on our like C-suite team and to have our C-suite team love on our VA team to watch them call out core values to each other.   To watch them do Thankful Thursday. to like see people as people. I know our team's getting bigger, and I keep getting like, like when we run leadership meetings, I'm always like, no, it's always personal and professional wins every single week. And I'm so big on that. I'm like, that takes so much time. And I'm like, that's how you connect. The times how you connect, that time's how you make people feel seen, heard, and loved. I can't tell you how many times in these meetings I learn about my team's struggles. We learn about   people get connected. There's a a game I play in office called the Silver Thread, I think is what it's called, or like connected thread. I don't even know what it's called, but I get people in groups of four usually and I say, All right, you guys have to come up with four things that you're connected by. And I I have people that don't know each other. I sometimes get in the group, and what I found is every single time they're able to come up with four things that they all have in common. A lot of times it's holidays, a lot of times it's songs, but it's so fascinating because no matter what group you're in.   People are connected, people are striving for community, people rally with each other, people want that connection. And so to be able to have your team come connected as a culture, these are just the little things. These are where people feel safe, they feel seen, they feel heard. addressing issues early, like having leaders that support, having people that connect in with their departments, having people that grow their departments. I also think making sure the standard is like not what you preach, but what you tolerate.   And looking at what you tolerate, and is that really the the standard of what you're going to to have? Like, do not destroy your top performers by tolerating poor performance of the lower performers. Hire great talent. Expect people to be at the same level. People love to be surrounded by A players. Like, so hire A players, create a culture of A players, create a culture where they love each other, create a culture where they're connected to each other, create time for them to bond. Like,   Because we have a virtual team, you have it so much easier in an in-person team. There's so many things. You can have potlucks together. You can have book clubs together. You can work out together. You can do painting nights together. You can go to sports games together. Get people connecting as people. and always recognize that in culture, your entire team is always watching you and what you're willing to tolerate, what you're willing to accept. They're watching you like a hawk. And I think about when I have to make hard decisions or ones that I don't want to do.   I had to remember I got an entire team of eyes watching and seeing what we as leaders will do and what we will not do. I remember when I was first a manager, I tolerated some really poor performance. And I remember there was a hygienist. I remember exactly who she was. I remember the exact day. I remember her name. She came in and she said, Kiera, I have lost so much respect for you. And that was duly served.   I was not being a leader. I was not having the conversations I needed to have. I was not holding team members to the high level of accountability that we had. I was not creating a culture. I was just squawking. I was seagull managing. I come in, I say a lot of words, and I shiz all over and I leave. That's not the way we create culture. And I think when we talk about hiring and having staffing, having a kick a culture, having people where   They love to work there where they want to refer their friends, but that doesn't mean they get everything they want. You can have high standards and have people obsess about it. People love to work hard. People love to be a part of an organization that's growing and innovating and creating. And they want to be a part of growth. Like growth equals like progress equals happiness. These are the ways that we create and retain. And so it's one of those things of creating clarity, creating growth, protecting your culture, having it be a space where people are obsessed with working there.   Finding out, talking to people, getting in, hearing what's going on, having leaders that really are developing their team, you pouring as a leader, like as a CEO into your leadership   team, like that is where I pour the bulk of my energy to trickle down to love because I can't do it, nor should I. I want leaders to rise up. You want leaders to rise up. But I think more than even hiring and attracting is how do I build a culture that people are obsessed with?   How do I create raving fans? And that does not mean they get everything they want. Think about spoiled rotten kids who are getting everything they want. They don't respect their parents. Think about the kids who respect their parents, who love their parents, who are raving fans of their parents. They work hard. They've got accountability. They've got structure. They've got discipline. Same thing in an organization. how can you be the best leader? That doesn't mean the most loved. I've said this quote before and I'll say it again. You're gonna be loved as a leader, you're gonna be hated as a leader, and where I hope you ultimately land is respected as a leader.   And that is a zone of like hiring and staffing is not just about hiring. It's about having an environment where great people want to stay. And so I'd ask yourself, look at it. Look at our company and see how do I create this into a practice where people don't want to leave, where people are obsessed, where I have high performing people that want to be here. Look at yourself as a leader, look to see what you're tolerating, look to see what you can change, ask your team.   Be careful how you ask because I found that self-reported oftentimes is based on the week. And if it's a bad week, I get bad reports. but really look to see how are people performing? What things do you want it to be? What things do people talk about? Why do they love it here? There's books so called I I love it here. Read culture books on how you can produce these great cultures. We had a podcast where I talked to a Chick-fil-A owner and how they create these raving fan cultures there.   But really, I think on hiring and retaining, it's about retaining. Because great teams that retain have word-of-mouth referrals left and right. People crave to work in great environments. People crave to work with great leaders. People crave to be there. And then when you are hiring, have those. Have your team have testimonials. We have a lot of testimonies where we've got video testimonies of our team where they're obsessed with working here. And when it doesn't work out, that's okay. This is not the place for everybody. Your place is not the place for everybody. Your place is for the right people.   But hopefully there's some tacticals in here for you to take, for you to look at it. And if you need help, this is a zone. We've turned around a lot of cultures. We've turned around a lot of leaders. We've had, we've said the uncomfortable things. I've had a lot of coaches give me uncomfortable advice. but really truly it's a space where I believe if you can think about how do I retain the right people, how do I attract the right people, how do I create this as a practice where people work hard, they play hard, they love being here, they don't get the Sunday scaries.   that's the place where people are gonna want to stay. They're gonna wanna cleave, they're gonna wanna like cling on and just be obsessed with you and refer all their friends. Have that be your standard, have that be what you want to be. And I promise you, hiring will be no longer as hard of an issue for you. And then be cautious on who you hire. Make sure you're always hiring for that culture, for the standards you want. A players make life a lot easier. And I know they're not always there, but seek after them, find them, and retain them.   If we can help you guys in any way, we help build leadership systems. We help build accountability. We help build cultures. We help turn cultures from maybe negative cultures to positive. We help leaders. We help CEOs. office managers sometimes are struggling with their doctors. Let's have those open conversations. Let's mediate between the two and help you two have uncomfortable, healthy debate conversations to where you guys can grow and flourish. I'd love to help you out. I'd love for you to just have a team that you're obsessed with.   I'd love for you to be like the doctors I I said, where they love their teams. They love working there. but it's not done out of entitlement. It's done out of accountability, empowerment, love, and great cultures. So reach out. Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast.

Almost every advisor hits a point where the grind starts to wear on you, the finish line feels hundreds of miles away, and the urge to give up starts creeping in.This week, Ariana Luterman joins me to talk about what it took to go from being completely bedridden for a year to breaking two Guinness world-records by completing six Ironmans on six continents.We get into what happens when motivation disappears, why you need to have belief before there's any evidence you should, and how to know when to keep pushing instead of changing the goal.We also talk about one of the biggest mistakes I see advisors make as they grow: treating business like a solo sport.Ariana's story is a powerful example of what happens when the goal is yours, but the weight of getting there isn't all on your shoulders. And there's a lesson in that for any advisor trying to build something bigger than themselves.3 Insights From This Week's Episode…#1.) Confidence Is Built Long Before Results Show UpExtraordinary goals rarely come with immediate proof that you're on the right path. Ariana shares why learning to believe in yourself before anyone else does became one of the most important skills on her journey—and why advisors often face a similar challenge as they build their businesses.#2.) The Right Mindset Can Become Your Greatest Competitive AdvantageWhen obstacles appear, most people focus on circumstances. We discuss how intentional mental habits, daily rituals, and disciplined self-talk can shape performance long before external results ever catch up.#3.) Growth Often Begins Where Comfort EndsEvery meaningful pursuit eventually becomes uncomfortable. Ariana reflects on what happens when excuses become easy, why resilience is developed through adversity, and how embracing difficult seasons can transform both business and life.SPONSORED BY BELAYIf you're an advisor and you're still scheduling your own appointments, sending your own follow-up emails, or dealing with other tasks keeping you from bringing on other clients, you're the bottleneck. BELAY helps busy leaders find world-class Virtual Assistants who can take tasks off their plate, protect their time, and help them stay focused on the work that actually moves the business forward. Learn more about BELAY and find the right assistant for your business here: http://belaysolutions.com/dbdlSHOW NOTEShttps://bradleyjohnson.com/181FOLLOW BRAD JOHNSON ON SOCIALXInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BEST Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Shoot Us A Message! Struggling to grow when your best move feels too risky to make? We discuss how to scale a P&C agency from scratch. The episode focuses on the transition from a small startup to a 50 employee operation by implementing specific outbound dialing processes and hiring the right producers. Guest Dan Garzella, owner of The Garzella Group, explains his journey of building an agency empire starting with only 500 dollars.If you are looking to scale your outbound efforts and improve lead generation, check out TeleDudes / Telefunnel.Connect with Dan Garzella: https://www.linkedin.com/in/daniel-garzella-87944510Key Takeaways and Timestamps 0:00 Introduction to scaling a P&C agency 2:45 Starting an agency with 500 dollars 7:12 The reality of outbound dialing for growth 12:35 Hiring producers and building a 50 employee team 18:50 Systems for consistent lead generation 25:10 Managing agency valuation and long term scalingThe Insurance Dudes ResourcesJoin the Agent Elite: https://www.skool.com/agenteliteBest Seller: https://MillionDollarAgencyBook.comInsurance Dudes Files: https://blog.theidudes.comTeamIQ: https://teamiq.theidudes.comTelefunnel Lead Callers: https://theidudes.comILB: https://insuranceleadbrokers.comInsurance Agency Trader: https://trader.theidudes.comIf this helps, subscribe and hit the bell so you can catch every episode.Follow UsFacebook: https://www.facebook.com/theinsurancedudesLinkedIn: https://www.linkedin.com/company/the-insurance-dudes-podcastInstagram: https://www.instagram.com/insurancedudespodcast Support the showHey there! Thank you for listening! We'd be SUPER GRATEFUL for a subscribe!And a review over on the Apple Podcasts would be incredible!Check out our newsletter, webinar, and some great Internet Lead tactics at The Insurance Dudes Homepage.We appreciate you!Craig Pretzinger & Jason FeltmanThe Insurance Dudes

(August 12, 2026) 435 arrests, $12MIL in OT: LAPD issues report on ICE protests. Will Paramount leave California? Executives say it’s on the table. Crowley scores hail Mary win over democratic socialist Hong. FAA hires 2,000+ gamers to be air traffic controllers.See omnystudio.com/listener for privacy information.

Big news in the BYU Athletics front office. KSL Sports BYU Insider Mitch Harper breaks down the hiring of Marc Hill as BYU's new deputy athletic director. Hill arrives in Provo after spending 27 years at the University of Kentucky, where he served as deputy director of athletics since 2019 and was the football sport administrator since 2012. Hill was widely considered the frontrunner to succeed longtime Kentucky AD Mitch Barnhart before the school went with an external hire in J Batt. At Kentucky, Hill helped spearhead major facility projects, including a $130 million football stadium renovation, a $49 million baseball stadium, and a $19 million soccer/softball complex. BYU AD Brian Santiago called Hill "a great fit" who brings "a wealth of experience from the highest level of collegiate athletics." BYU advancement VP Keith Vorkink added that Hill's "experience, leadership and alignment with BYU's values" make him an excellent addition. This hire comes just days after the athletic department had to publicly shut down false rumors about Santiago's job status. Mitch discusses what Hill's arrival means for BYU's administrative infrastructure, Kalani Sitake's desire for additional support at the top, and how this fits into the bigger picture of the program's growth in the Big 12. Also on today's episode, Mitch sits down with BYU football outside linebackers coach Chad Kauha'aha'a. The veteran defensive coach, a former Utah defensive lineman, was promoted from senior analyst to outside linebackers coach in February after spending two seasons behind the scenes on Kalani Sitake's staff. Kauha'aha'a brings over two decades of coaching experience at programs including USC, UCLA, Wisconsin, Utah, Oregon State, Boise State, UNLV, Utah State, and Weber State. He and Sitake have a long coaching history together, dating back to their time on the same staff at Oregon State and at Utah. In the interview, Coach Kauha'aha'a discusses developing BYU's edge rushers heading into 2026, what he's seen from his outside linebackers group through fall camp, and what it means to be coaching on the field after two years as an analyst. Subscribe to the Cougar Tracks Podcast to stay up-to-date with all the daily episodes. Cougar Tracks is on YouTube and X every weekday at Noon (MT), and KSL NewsRadio at 6:30 p.m. (MT). Apple: https://podcasts.apple.com/us/podcast/cougar-tracks/id1146971609 YouTube Podcast: https://kslsports.com/category/podcast_results/?sid=2035&n=Cougar%20Tracks Spotify: https://open.spotify.com/show/2NCF1KecDsE2rB1zMuHhUh Download the KSL Sports app Google: https://play.google.com/store/apps/details?id=com.bonneville.kslsports&hl=en_US  iOS: https://apps.apple.com/us/app/ksl-sports/id143593 Mitch Harper is a BYU Insider for KSLsports.com and hosts the Cougar Tracks Podcast daily on KSL Sports YouTube and KSL NewsRadio (SUBSCRIBE). Harper also co-hosts Cougar Sports Saturday (12–3 p.m.) on KSL NewsRadio. Follow Mitch’s coverage of BYU athletics in the Big 12 Conference on X (formerly Twitter) and Instagram: @Mitch_Harper. Want more coverage of BYU sports? Take us with you wherever you go. Download the new and improved KSL Sports app from Utah’s sports leader. Allows you to stream live radio and video, keeping you up-to-date on all your favorite teams.

Growth is supposed to feel like winning. For a lot of contractors, it feels like drowning. Derek Isaac, founder of Rapid Result Creators, spent more than 20 years in construction and real estate before turning that experience into a systems coaching practice for general contractors and home builders. In this episode, he breaks down why a growing business quietly becomes harder to run, and what to do about it. We get into the real mechanics. How to spot the frog-in-boiling-water moment before something breaks. Why owners revert to the tools or start micromanaging instead of leading. How to make new systems actually stick when enthusiasm gets diluted at every level below you. And the difference between growth that builds a business and growth that breaks it. This one is for GCs, home builders, and any AEC owner who feels like the business runs through them. It's a straight, practical conversation about structure, margins, boundaries, and building a company that doesn't need you in the room to function.   About Derek Isaac Derek Isaac is a business systems coach who works with general contractors and home builders to bring structure and control to growing businesses. With more than 20 years in construction contracting and real estate investing, he understands how quickly growth creates complexity, reduces visibility, and increases reliance on the owner. Through coaching, training programs, and live education, Derek helps builders strengthen operations, improve margins, and run businesses that are easier to manage as they scale. He's the founder of Rapid Result Creators.   What We Cover Introduction and Derek's path from contractor to business systems coach Why technically great builders struggle the moment they become business owners The frog-in-boiling-water problem and the early warning signs owners miss Leadership catching up to growth, and why reverting to the tools is a trap Making systems stick: buy-in, enthusiasm, and the implementation period Finding the bottleneck when the bottleneck is the owner, using the org chart Healthy growth versus growth that breaks the business, and why margin beats revenue Setting client boundaries with a clear "what to expect" approach Hiring as a system problem first, the Ideal Employee Profile, and why good people stay with good businesses The one thing every contractor should fix: their numbers Where to find Derek and closing thoughts   Key Takeaways Systems are the foundation that lets your people do their jobs well. They are not bureaucracy, they are what makes a business feel professional and easier to run. When the bottleneck is you, fill the org chart from the bottom up. Document and delegate the lowest rungs first, then build management layers as your finances allow. Margin beats revenue. A 2 million dollar business at a healthy margin has more room and more resilience than a 5 million dollar business running on 5 percent. Boundaries protect the business, not just the owner. A clear "what to expect" conversation earns respect and still earns the referrals and the reviews. Hire like it's a six or seven figure decision. Build the Ideal Employee Profile, go find passive candidates, and keep a database of everyone who ever applied.   Resources + Links Rapid Result Creators: https://rapidresultcreators.com Derek on LinkedIn: https://www.linkedin.com/in/derek-isaac Career Collective: https://www.mycareercollective.com  

Danny McMillan returns after his longest break in almost ten years, with Seller Sessions approaching its tenth anniversary and roughly 1,300 episodes. This is the pilot of a new monthly roundtable with Sim and Matt (Dorian returns next month), moving away from the conversion show format towards raw conversation. You'll hear how Sim's team runs product development end to end with AI: keyword-scored idea validation, brand director sign-off, Claude-generated product concepts rendered through Codex, and a launch pipeline already booked out to 2027. Matt shares how Productpinion prioritises features from customer feedback, and why prioritisation is the most undervalued skill in the AI era. The back half tackles the big theme: cognitive load. Danny breaks down verification fatigue, context switching and AI maxing, and why the scarce resource is no longer time but attention and decision quality. Key Topics AI-driven product development - from keyword scoring to Claude SVG concepts and Codex-generated product renders Team structure at scale - how ideas route through brand directors to sourcing across UK and Philippines teams Hiring in the AI era - why refusing to use AI is now a dealbreaker, and why gutting teams for AI is commercial suicide Free local AI tools - Fluid Voice (Whisper Flow alternative) and Meetily (Granola alternative) Cognitive load and verification fatigue - the hidden tax of moving from doer to overseer Timestamps 00:00 - Danny returns: ten years of Seller Sessions, new pilot format 01:50 - Sim's update: ditching ClickUp for a bespoke operating system 03:55 - Matt's update: closing the research loop in Productpinion, Florence CRO brain, MCP 05:39 - Sim's product pipeline: AI keyword scoring, brand director approval, deep research 07:07 - AI product development: Claude concepts, Codex renders, 3-in-1 product mashups 09:07 - Packaging designed for the main image, and how far you can push it 10:46 - Team workflow: brand directors owning P&L, sourcing handoffs 14:21 - Danny on gutting teams for AI: who maintains the machines? 15:56 - The hiring line: refuse to use AI, you haven't got a job 17:48 - Claude across every department: projects, Claude Code vs Cowork 20:10 - Free local tools: Fluid Voice for dictation, Meetily for meeting notes 21:57 - Marketplace arbitrage: moving proven products between Amazon marketplaces 23:21 - Matt on signal to noise: wasting tokens instead of wasting time 24:57 - Time blocking and prioritising features by customer impact 26:54 - Danny's segment: cognitive load, oversight duty and verification fatigue 31:46 - Asking the right question: the Claude Science deep-dive example 36:41 - AI maxing, context switching and high-stakes decision quality 42:07 - Claude telling you to go to sleep 45:16 - Danny's framework: reject the first plan, decision sprints, deliberate decompression 50:47 - Where to reach Sim and Matt Key Takeaways AI has made product development fun again - unique product concepts generated with Claude and Codex, feeding a pipeline mapped to 2027. Augment, don't replace - if someone was worth hiring, AI should multiply their output, not justify cutting them. Prioritisation is the undervalued AI skill - just because you can do everything doesn't mean you should. Verification fatigue is real - build in decision sprints and deliberate decompression, and reject Claude's first plan on sight. The scarce resource is attention, not time - your night schedule and recovery feed the next day's output. Notable Quotes "AI is enabling the boring to get released and the fun stuff to happen." - Sim "Instead of people wasting time, now they're just wasting tokens." - Matt "Prompts don't matter, but asking the right question unlocks everything." - Danny McMillan "AI doesn't just speed you up. It puts you on permanent oversight duty, and the cost of that duty is your attention and your judgment, not time." - Danny McMillan Resources Mentioned Fluid Voice - free, open source local dictation with on-device models; a Whisper Flow alternative Meetily - free, open source meeting summariser that runs privately on your machine; a Granola alternative Claude / Claude Code - the AI platform used across both Danny's and Sim's teams Codex - used alongside Claude to generate product concept images Productpinion - Matt's shopper testing platform, now with MCP support and draft polls Connect Sim - on LinkedIn (genuine reach-outs answered) Matt - on LinkedIn or via productpinion.com Seller Sessions is the leading podcast for advanced Amazon sellers, hosted by Danny McMillan. Dorian returns next month.

Hiring the right people isn't about finding the perfect resume. It's about learning how to recognize potential before everyone else does. In this episode, Kehla sits down with Mark Guest, Managing Director of ActionCOACH Canada, to unpack what he's learned after hiring hundreds of employees across high-growth companies, including Absorb LMS, Neo Financial, Humi, and Granify. Instead of chasing "unicorn" candidates with years of experience, Mark shares why the best hires are often hiding in plain sight—and how business owners can identify the behaviours, mindset, and agency that actually predict long-term success. Together, they explore why recruiting should be treated like business development, how to find A-players before they ever apply to your job posting, and why empowering employees starts long before you delegate responsibility. If you're building a team, preparing to hire your first employee, or wondering why your current hiring process isn't producing the people you hoped for, this conversation will change the way you evaluate talent. In this episode, you'll learn: Why experience isn't the best predictor of a great hire. How to identify "diamond in the rough" candidates. What agency is and why it matters more than credentials. How to recruit proactively instead of waiting for applicants. Why your hiring process should look more like your sales process. How to empower employees without micromanaging them. What business owners can do today to build a team that eventually runs without them. Whether you're hiring your first employee or scaling an established business, this episode will help you make stronger hiring decisions, develop better leaders, and build a business that doesn't depend on you doing everything yourself. Follow Mark on LinkedIn Follow Kehla on LinkedIn

Dr. Beckett recaps episodes 1551–1574, highlighting Father's Day two-part interviews with Greg Miller (Midlife Cards) and his father Michael, Cage Lawyer and son Ian, and Ben Bush with sons Ryan and Sterling. He revisits a tribute to Jack Smalling, outtakes from Hobby Hotline with Adam Palmer, Rich Klein and Tony, and conversations with Darren Ostrom about how hobby “virality” evolved (including “reverse virality” in the junk wax era) and the challenges of publishing a hobby-history book, suggesting motivators like greed, exclusivity, fear, and love. He discusses advising a friend on safely buying a $30,000 card at the West Coast show, Ramblings on labeling mistakes, AI, dynamic pricing, and why family trips like Disney World drive him to reduce his collection. He notes major show weekends, praises David's Leaf research and the FrankenWagner eye-appeal/grade debate, covers three episodes on hobby hiring, interviews Brian Gray, and closes with National recap reflections and appreciation for hobby OG's like Mike Berkus.   01:55 Remembering Jack Smalling 03:11 Virality and Hobby History 04:07 Publishing a Hobby Book 05:11 Big Money Card Buying 06:35 National vs Disney World 07:56 More Hotline Outtakes 08:27 Weekend of Mega Shows 09:18 Leaf Set Research 10:08 Eye Appeal vs Grading 10:41 Hiring in the Hobby 12:32 Brian Gray Three Parter 13:17 National Recap and Closing    

Send us Fan MailWhen I first joined The Thin Line Rock Station, I did what I think every new DJ should do—I listened. I wanted to hear what everyone else was bringing to the station, what made this place special, and why people kept coming back.One of the first voices that really caught my attention belonged to Erin Nugent. Every Tuesday and Thursday from 2 to 4, she hosted a show called Holding Space. And every time she'd open with, "I'm holding space for your darkness." Man...that stopped me in my tracks.Think about that phrase for a second. Not running from the darkness. Not pretending it isn't there. Not telling you to just suck it up. Holding space for it. Acknowledging it. Sitting with it. That's a pretty powerful message, especially for the people who make up so much of our audience.The more I listened, the more I realized this wasn't just great radio. Erin was talking about first responder wellness in a way that was honest, compassionate, and backed by experience. She isn't speaking from a textbook—she lived it.Erin spent nine years as an Australian police officer and detective. Today she's a first responder wellness coach, a speaker, and the host of the I Will Hold Space For Your Darkness podcast, as well as Holding Space with Erin Jane on The Thin Line Rock Station. She's also the wife of an active-duty firefighter and formerly served as a crisis counselor for a suicide prevention organization.And I'll admit it...the Australian accent certainly didn't hurt either.I asked her the same question I have been asking all my quests this season. What should we be doing to reform policing. Her answers were wonderful because the showed that different perspective that I am always wanting to hear.https://www.erinjanecoaching.com/https://www.facebook.com/erinjanecoachinghttps://www.instagram.com/erinjanecoachinghttps://www.youtube.com/@ErinJane-FR-DarknessPodcast

Hiring a sales rep and hoping the revenue follows is one of the most common mistakes in equipment rental. Dillon Baird, founder and CEO of RepMove, spent years as a high-producing field sales rep before building a tool to solve the exact problems he faced. In this episode, he breaks down how to set up your first rep for success, what a top performer's day actually looks like, and why activity beats everything else when it comes to growing a book of business.

Each week, the leading journalists in legal tech choose their top stories of the week to discuss with our other panelists.   This week's topics:   (00:00) Introductions (3:53) Big Law Entry-Level Hiring Declines for 2nd Year in a Row (Selected by Stephen Embry) (12:55) LexisNexis Bets On Build-A-Bear Model For Legal AI (Selected by Joe Patrice) (22:54) Thomson Reuters Says Its Homegrown AI Model Now Rivals the Frontier Labs – I Take A Closer Look At the Benchmarks (Selected by Bob Ambrogi) (32:24) The Law Firms Working With Tech Companies to Build Custom Tools (Selected by Rhys Dipshan) (40:24) Bar Exam Tech Woes (Selected by Victor Li)

A year ago, Caleb White was considering shutting his business down.His third child was on the way, he'd just bought a house, the business relied almost entirely on referrals—and he had just $1,500 secured for the following month.Today, he's built the business to around $30k/month, has a team, a defined niche, proper systems and a completely different way of operating.But this episode isn't really about the revenue.It's about what had to change to get there.If you're trying to build a more predictable business, book a free Business Growth Strategy Session with our team.We'll identify the biggest constraints across your offer, marketing, sales and operations and map out what we'd focus on next.Book here:⁠https://bit.ly/pod-your-biz-health-checkup⁠In this episode, Caleb and I unpack the last year of building his business.We go back to when he was serving basically anyone with a pulse, relying on referrals and making things up as he went.We break down how he found us through the 50K Playbook, what made him trust us enough to buy, and how content helped pre-sell him before the sales call.Then we get into what happened after he joined:Niching down.Fixing feast-and-famine lead generation.Building systems.Tracking the numbers.Hiring a team.And learning how to keep selling when things go wrong.At one point, Caleb's primary pipeline disappeared overnight.The advice?Just fucking sell something.They generated $20k in new business over the following 12 days.But the biggest transformation is how Caleb sees himself.He came in as a designer trying to build a business.Today, he sees himself as a business owner and systems builder.Because the next level rarely requires more information.It requires becoming the leader capable of executing it.In this episode you'll learn:• How Caleb went from $1,500 secured to ~$30k/month.• Why niching changed the trajectory of the business.• How content helped pre-sell him before the call.• How he generated $20k after his pipeline disappeared.• How 1:1 coaching and accountability drive execution.• Why tracking the numbers changed how he operates.• Why leadership can become a bigger constraint than tactics.• The identity shift required to go from $30k → $300k/month.Want our help building a more predictable business?⁠https://bit.ly/pod-your-biz-health-checkup⁠TIMESTAMPS00:03:34 How Caleb became a client00:05:31 The business before Predictable00:06:35 $1,500 secured and considering shutting down00:07:31 Finding us through the 50K Playbook00:08:31 Why the sales process felt different00:11:18 Being human in your sales process00:12:22 Escaping the commodity trap00:13:18 How Caleb was pre-sold before the call00:15:27 What almost stopped him joining00:19:58 When his pipeline disappeared00:20:59 “Just fucking sell something” — $20k in 12 days00:22:10 Getting through the hardest moments00:25:18 Everything you want is on the other side of fear00:28:53 The business transformation00:31:02 Tracking numbers and operating strategically00:32:11 From designer to business owner00:33:04 The value of 1:1 coaching00:35:10 Six-week plans and accountability00:38:16 Why the live events changed everything00:39:14 What Predictable actually does00:40:30 Why leadership matters more than information00:41:55 Leadership + revenue00:44:36 How the transformation affected home00:50:02 Performing when things are already good00:51:44 Becoming a sales and marketing organisation00:52:54 The shift from $30k to $300k/month

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! In 2017, two-time Emmy and three-time NAACP Image Award-winning television Executive Producer Rushion McDonald launched his podcast, Money Making Conversations Master Class. Rushion McDonald’s “Keep Winning” #2 – Key Takeaways In this episode of Money Making Conversations Masterclass, Rushion McDonald shifts the discussion from personal value proposition to building and protecting a business through effective employee management. His message is simple: a great business idea can fail if the wrong people are responsible for executing it. Top Lessons 1. Your Employees Can Make or Break Your Business No matter how strong your product, service, or vision may be, success depends on having the right people helping you deliver it. A weak team can undermine even the strongest value proposition. 2. Five Reasons Companies Struggle to Find Great Employees Keeping poor performers because of personal relationships or loyalty. Hiring repeatedly from the same circle of recommendations. Refusing to admit that hiring mistakes may be coming from leadership. Hiring based solely on experience rather than adaptability. Believing there are no good candidates available. Rushion emphasizes that leadership must take responsibility for the quality of its hiring decisions. 3. Don't Build a Business on Hope Many businesses fail because they operate on optimism rather than planning. Rushion stresses the importance of having: A budget An accountant Human resources processes Clear hiring standards Successful businesses are built on systems, not wishes. 4. Be Willing to Let Employees Go One of the hardest responsibilities of leadership is termination. Rushion advises employers to: Be clear about performance expectations. Document problems. Communicate concerns early. Have witnesses present when necessary. The goal is not punishment but accountability. 5. Poor Customer Service Destroys Value Rushion shares a story about a restaurant where employees displayed poor attitudes, lacked preparation, and failed to serve customers properly. His lesson is that customers judge a company through employee behavior. A business can spend years building its reputation and lose it through poor service. 6. Raise Your Own Value Before Asking for More For employees, Rushion recommends thinking beyond the current position. Instead of focusing only on the job you were hired to do: Look for additional responsibilities. Set higher goals. Become indispensable. Increase your value to the organization. When your value grows, opportunities and compensation often follow. 7. Be Careful Hiring Family Members Rushion identifies several common mistakes: Hiring family simply because they're family. Hiring relatives because you feel sorry for them. Giving jobs to relatives who need financial help. Hiring family members who already owe you money. Hiring someone solely because a parent or relative recommended them. Business decisions should be based on qualifications and fit, not emotions. 8. Use a 90-Day Probation Period Rushion believes a structured probation period helps protect both employer and employee. Key checkpoints include: 30 Days: Review performance and reinforce expectations. 60 Days: Evaluate progress and determine whether improvement is occurring. 90 Days: Decide whether the employee is a long-term fit for the organization. Consistent evaluation prevents small problems from becoming major issues. Keep Winning Quote “Do not let an employee destroy your company. If they do, it's because you let them.” Bottom Line Build your business with the right people. Hold employees accountable. Create systems for hiring and evaluation. Avoid emotional hiring decisions. Protect your value proposition by surrounding yourself with people who help your vision grow. That's how you keep winning. #SHMS #STRAW #BEST Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

In today's episode, Matt talks about his biggest hiring and firing mistake when it comes to employees. WANT MATT'S HELP WITH MARKETING OR COACHING? https://www.serviceindustrycoach.com EMAIL MATT - info@serviceindustrycoach.com

Wake Forest University professor Jim Willis joins the show to discuss how accounting programs are adapting to AI and what future CPAs are looking for in an employer.

How Values Drive Company Culture and Customer Satisfaction    Shep interviews Paul Ingram, Kravis Professor of Business at Columbia Business School and author of What Do You Really Stand For?. He discusses how aligned organizational values create a stronger company culture, improves employee retention, and ultimately enhances the customer experience.    This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:      How does aligning corporate values with personal values improve customer experience?  Why is value alignment critical for increasing employee retention and engagement?   How do a company's core values influence customer buying decisions and brand loyalty?   What role do leaders play in modeling and sustaining an authentic company culture?   How does hiring for shared values impact culture and workplace satisfaction?   Top Takeaways:      Companies whose values are aligned with leadership, employees, and customers create a smoother, stronger connection.     An organization's culture reflects the values of the employees who make it up. When employees work in an environment that shares the same values that they have, they are more motivated and collaborative. The organization becomes a "destination employment," where they are excited to show up every day and are happy to stay long-term.   For company values to be authentic and effective, leaders must personally demonstrate and model them. Their voice is much more amplified as employees look up to them. If there's a disconnect between what is articulated at the top and leadership's actions, employees become disengaged, and it shows in how they interact with customers.    Customers are more likely to buy from brands that embody values similar to their own. When a company authentically represents what matters to its customers, it influences their purchasing decisions and long-term support.    Research shows that employees deeply aligned with company values require a 40% salary increase to leave their jobs. Hiring for values rather than just skill nurtures a culture where people want to stay and contribute.    Culture is a collective product of everyone's values and beliefs. While you can guide culture and select people who share your principles, authentic values cannot be forced onto employees.   By encouraging people to share what makes them distinct, companies create a culture where employees feel seen, fulfilled, and invested in the team's success.    Keeping reminders of personal values accessible, whether it is written in a notecard or printed on a mug, can help you ground your actions and weigh your decisions against what truly matters to you.    Plus, Shep and Paul discuss the importance of shared values in different industries like music and sports. Tune in!    Quote:     "Any two entities interact more smoothly and more productively if their values are aligned."    About:      Paul Ingram is the Kravis Professor of Business at Columbia Business School and the author of What Do You Really Stand For?  a book focused on helping individuals and organizations identify and align their core values.    Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.  Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Status Check with Spivey, Mike is joined by Dr. Milana Hogan, Chief Talent Officer at Sullivan & Cromwell, and Rob Baker, a former law firm hiring committee member and BigLaw attorney, for a conversation about the increasingly front-loaded BigLaw recruiting process and what prospective and current law students should know about navigating it. Rob has held recruiting roles at large, medium, and boutique-sized law firms, while Dr. Hogan has spent nearly two decades at Sullivan & Cromwell working in talent, associate development, and recruiting.  The group discusses how law firm recruiting has shifted earlier over time and the market pressures driving that change (7:41); whether hiring could move even earlier and why first-semester law school grades may serve as a practical stopping point (13:48); whether 0Ls should already be reaching out to firms and how to approach those conversations from a learning rather than a “will you hire me?” posture (17:13); the value of LinkedIn, low-pressure outreach, and building relationships before recruiting formally begins (20:53); and why the current system may create new opportunities for 2Ls and 3Ls who missed out earlier in the process (24:39).  They also discuss how AI is affecting BigLaw work and hiring, including Sullivan & Cromwell's use of AI as one part of its holistic hiring process (28:34); what can turn hiring partners off in an interview and why trying too hard to demonstrate how smart you are can backfire (31:47); the importance of curiosity, humility, and a willingness to learn from more experienced lawyers (34:45); and why students should take ownership of their careers, seek out opportunities, and practice interviewing before the real thing (37:52). Related resources: Mike references NALP Executive Director Nikia Gray's article, The “Cruel” Recruiting Timeline, which examines the history of OCI and the market forces behind the increasingly accelerated law firm recruiting process. He also references a South Park episode parodying Black Friday's increasingly early start as an analogy for how BigLaw recruiting has continued moving earlier.You can listen and subscribe to Status Check with Spivey on ⁠⁠Apple Podcasts⁠⁠, Spotify⁠⁠, and ⁠⁠YouTube⁠⁠. You can read a full transcript of this episode with timestamps here.

See what the team at The Successful Bookkeeper has on right now → Nancy Benet, CPA, fractional CFO, and founder of Fix It Accounting, joins Michael Palmer for a conversation that is equal parts hard-won life lessons and practical bookkeeping wisdom. If you work with small business owners — or you are one — this episode will give you a sharper eye for the financial warning signs that show up long before a crisis does. Chapters [00:00] Nancy's Origin Story Begins [02:28] Five Failed Businesses, $650K in Debt [06:08] Robbing Business Cash Flow [08:40] Opening Up and Taking Responsibility [12:28] Hiring Before You're Ready [15:30] Hidden Costs of a New Hire [18:00] Building the Firm From Scratch [22:00] Advisory Work and a $600K Win [24:30] Finding Clients Today [27:00] Using AI With Clients From Rock Bottom to Running a Firm Nancy's path to accounting was anything but straight. After leaving a CPA firm, failing at five businesses with her husband, and waking up at 45 with four children, no income, and $650,000 in debt, she had no obvious next step. What she did have was her CPA license and a willingness to start over. She landed a lease on a building the day before her intended business deal fell apart, and instead of walking away, she decided to fill that space herself. "I think that was probably the moment in my life when I stopped being a victim and I started taking responsibility," she says. That shift — from blame to ownership — gave her the confidence to hustle her way to a real client base. The Hidden Cost of Robbing Business Cash One of the most common mistakes Nancy sees — and lived herself — is pulling cash out of the business too early to fund a lifestyle the business hasn't earned yet. Big houses, expensive vehicles, family payroll that isn't justified by revenue: the money leaks out gradually and owners are often blindsided. Her advice is direct: keep three to six months of business expenses in the bank at all times, and live below your means in the early years. "That is what leads to problems later on," she says. "You just don't realize." Fix the Systems Before You Hire When clients come to Nancy wanting to add staff, her first question is whether they've made their existing operation as efficient as possible. Hiring looks like growth, but without the cash or the systems to support it, it just accelerates the leak. She walks clients through the full cost picture — not just salary, but holiday pay, absenteeism, the time spent fixing errors, and a training curve that can stretch a full year even for experienced hires. "A lot of newer businesses are not efficient at all," she says. "How can we address your systems first before you go into hiring, especially if you can't afford it?" When Clients Won't Listen — and What to Do Bookkeepers and accountants often see red flags that clients aren't ready to act on. Nancy is candid about the limits of what advisors can control: you can raise the concern, frame it carefully, and ask if they're open to a conversation, but you can't force a decision. What you can do is stay consistent and keep the door open. The clients who are willing to be guided, she finds, are also the ones most likely to grow — and to ask for the deeper advisory work that makes the relationship genuinely valuable. Building Advisory Services and Using AI Nancy started offering CFO-style work after a quick conversation with a client helped him decide to buy two pieces of equipment instead of paying off a loan — a choice that increased his net income by $600,000 the following year. That moment convinced her the advisory layer was worth building intentionally. On the technology front, her firm now uses a private AI instance to compare monthly financials year-over-year, then distills the output down to three bullet points for clients. "The client can't comprehend" a long analysis, she notes, so keeping it tight opens the door to a deeper conversation rather than closing it. Links mentioned Fix It Accounting — Nancy Benet's CPA and fractional CFO firm CareerSource — free hiring and skills-testing resource for business owners (search your state's local CareerSource office) Pure Bookkeeping — episode sponsor The Successful Bookkeeper — show resources and guest information About the guest Nancy Benet is a CPA, fractional CFO, and the founder of Fix It Accounting, based in Florida. She built her firm from the ground up after overcoming significant personal and financial setbacks, starting with IRS problem resolution and growing into a full-service accounting, bookkeeping, and business advisory practice. Nancy works with small business owners to help them understand their numbers, make smarter financial decisions, and build businesses that actually support the life they want. About the hostMichael PalmerMichael Palmer is the host of The Successful Bookkeeper podcast and co-founder of Pure Bookkeeping and The Successful Bookkeeper. He started this work because of his father — a brilliant electrical contractor who worked twice as hard as he should have had to, because nobody on the financial side was in his corner. That gap is what The Successful Bookkeeper exists to close. His view: bookkeepers are the most undervalued force in small business — and every bookkeeper who builds a real business changes two families: theirs, and their clients'.

Hiring isn't the real problem, cash flow is.In this episode of the Private Practice Owners Club, Nathan Shields and Adam Robin explain why many practice owners chase the wrong solution when facing recruiting challenges. Instead of focusing on benefits packages or hiring tactics, they reveal how stronger financial systems and smarter payer strategies create the flexibility to attract and retain top talent.They also walk through when to renegotiate insurance contracts, when it's time to drop low-paying payers, and the metrics every clinic owner should understand before making those decisions.In this episode, you'll learn:Why recruiting problems often start with cash flowThe financial systems you should fix before renegotiating contractsThe key metrics every practice owner should monitorHow to evaluate payer profitabilityWhen it makes sense to renegotiate or drop an insurance contractHow to prepare for contract negotiations with confidenceWhy administrative burden matters just as much as reimbursement ratesHow to communicate payer changes with your team and patientsStrategies to increase profitability without adding more patient visitsHow stronger financial decisions create long-term practice growthIf you're looking to build a more profitable and resilient private practice, this episode offers practical strategies you can start applying today. Join us at the High-Performance Practice Conference to learn proven systems for growing a stronger private practice.If you enjoyed this episode, subscribe, leave a review, and share it with another private practice owner.Explore more resources from the Private Practice Owners Club:https://linktr.ee/ppoclubWant to talk about how we can help you with your PT business, or have a question you want to ask? Book a call with Nathan - https://calendly.com/ptoclub/discoverycallLove the show? Subscribe, rate, review, and share! https://ptoclub.com/

There is growing consensus that AI is eroding the experience pathways organizations depend on to develop human judgment. Entry-level roles are shrinking, hands-on work is being automated, and fewer people are building the experience their businesses need. This is a well-documented challenge. What remains far less clear is what the talent strategy response should look like. Most skills systems today are built to track whether someone can execute a task, not how well they make decisions under ambiguity. If judgment is becoming the most important capability in the organization, recruiting, learning, and assessment all need recalibrating around it. So what does that recalibration look like in practice? My guest this week is Craig Friedman, author of Enterprise Skills Unlocked and Talent Transformation Leader at St. Charles Consulting Group. In our conversation, he explains why current skills infrastructure misses the capability that matters most, what work looks like when execution is automated, and how organizations can start building judgment into their talent strategy. In the interview, we discuss: What does enterprise AI adoption currently look like The long-term consequences of cutting entry-level jobs What does work look like when the automatable tasks are taken away? Why judgment is more important as a skill than ever before The difference between judgment and critical thinking Where does judgment fit into the skills infrastructure? How can TA teams hire for judgment? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Hiring a great employee is only the beginning. What happens during their first days, weeks, and months can determine whether they become a long-term asset to your property management company or another hire that doesn't work out. In this episode of the Property Management Business Podcast, Marc Cunningham sits down with Pete Neubig of VPM Solutions to break down how to successfully onboard and train a new employee. They walk through the entire process, from preparing for a new hire's first day and introducing company culture to creating a structured training program, evaluating performance, and eventually giving employees the independence to own their roles. Pete explains why training should move from broad company knowledge into role-specific responsibilities, how long training should last, and why new employees should build their own training manuals as they learn. Marc also shares how his team evaluates new hires, uses weekly one-on-one meetings, and determines when someone simply isn't the right fit. If you're investing time and money into finding great people, this episode will help you make sure that investment doesn't end on hiring day. Connect with Pete and VPM Solutions at https://www.vpmsolutions.com/affiliate/pm-build Property Manager Websites - the highest performing property management website in the industry Vendoroo- An always-on AI teammate to handle all aspects of maintenance Enterprise Bank & Trust - Property Management banking specialists   Rentvine - the property management software you can trust   Lending One - real estate loans for investors   Reconcile Daily - corporate & trust accounting experts   PMbuild - Marc's education for property managers   Denver Property Management - Grace Property Management website   This podcast is produced by Two Brothers Creative.  

Want to watch this episode on video? Check it out here on YouTube: https://youtu.be/C8BajJwh3lsIn this episode, I sit down with successful group practice owners, all graduates of my program Clinic Growth Map™, to unpack the strategies, mindset shifts, and systems that helped them grow thriving practices. They share honest lessons about hiring, marketing, leadership, money, and creating a business that gives them more freedom and flexibility, along with the real-world insights they gained while building their practices.Make sure to bring your paper and pen because this episode is full of actionable tips!Here are some key points in this episode:[09:00] Building a therapy group practice while working full-time.[10:45] Overcoming fears around hiring, money, and success.[15:18] Using consistent marketing, SEO, and referrals to grow.[28:30] Creating systems that support leadership and freedom.[33:28] Hiring your first therapist before you feel ready.[58:45] Improving recruitment through internships and referrals.Links From The Episode:Learn more about The Clinic Growth Map™ by booking a FREE strategy call with one of our advisors → https://mccancemethod.com/strategy-call/The McCance Method → https://mccancemethod.com/Take a peek at some of our amazing member's success stories https://mccancemethod.com/testimonials/ and live testimonials https://mccancemethod.com/member-feedback/Here is the Janeapp link for TWO free months on us! https://janesoftware.partnerlinks.io/ytg4vn Use Coupon: MCCANCE2MOMentioned in this episode:Masterclass AdSign up for my FREE Masterclass- How to Build a 7-Figure Group Practice and earn 1 CE Hour → https://mccancemethod.com/webinar-free-masterclass-from-solo-to-superteam/

In this episode, Molly breaks down the five support roles that quietly hold the 12 billable hours a week you keep doing yourself, plus the KPI framework that tells you whether your team can actually take that work off your plate. You'll learn how law firm owners buy back their time by delegating work your team should own, why the attorney becomes the bottleneck, how to set KPIs for law firm intake coordinators, and how to run a daily huddle that ends attorney dependency and builds the consistent client follow-up your firm grows on. Key Takeaways: Your team is quietly holding 12 billable hours a week. Intake execution, client communication, systems compliance, calendar management, and internal accountability add up to roughly 600 billable hours a year of work that belongs on someone else's desk. Name the role, or nobody owns intake. "Legal assistant" and "admin" are too vague to anchor accountability. No KPI after onboarding means no accountability. Anchor the admin to real targets: 60% intake-to-consult conversion, new-lead response under one hour, zero no-shows, and every open loop resolved by end of day. The daily huddle is your exit from the decision loop. A 15-minute report-out of KPIs and what got solved, not a conversation, stops your team from delegating problems back up to you while you're in the conference room. Buying back the time comes with a new set of KPIs, and they're yours.   Quote for the Show:  "Your time needs to be spent with people, not paper." - Molly McGrath   Links:  Links: The Performance Improvement Process: https://hiringandempowering.com/the-performance-improvement-process/ Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/2Yja6YHPidQ

The Leadership on the Links Summit takes place October 12, 2026 at Toftrees Golf Resort in State College, Pennsylvania. The one day program runs from 8:00 AM to 2:30 PM and is built for golf course superintendents, assistant superintendents, directors of agronomy, equipment managers, and club leaders, with industry partners, vendors, and consultants also welcome. The day includes breakfast, lunch, education credits, and a mix of speakers, panel discussion, and attendee engagement, with an evening networking element under consideration. Registration is $197.   The first twenty sign-ups pay $147 with code SUMMIT50 at checkout, and each attendee registers individually with their own email address. Lodging details and sponsorship opportunities are available on request. Full details are at https://bloomgolfpartners.com/our-events/ and registration is at https://bloom-golf-partners.circle.so/checkout/leadership-on-the-links-summit-2026.   Most conversations about hiring focus on the candidate, yet the outcome of a search is shaped just as much by how clearly a club defines what it actually needs. Mitch Rupert has spent five years on the other side of that table as Communications Manager at Bloom Golf Partners, conducting candidate interviews and due diligence for searches ranging from assistant superintendent roles to director of agronomy positions. He came to the work after two decades as an award winning sports journalist, and that outside vantage point shapes how he reads hiring committees that change direction midway through a search, strong candidates who withdraw late, and the difference between a prepared candidate and a rehearsed one.   In this episode of Leadership on the Links, host Tyler Bloom speaks with Mitch Rupert about the mechanics of a superintendent search, the education gap between agronomy teams and club leadership, and the next phase of professional development at Bloom Golf Partners.   What You'll Learn in This Episode ●      Hiring committees frequently adjust their criteria partway through a search, and Rupert explains why communicating those shifts early prevents frustration for the club, the search firm, and the candidate. ●      Candidates who withdraw after learning more about a role are making a defensible decision, and Rupert argues that taking the wrong job is far worse than not getting the job at all. ●      Clubs generally understand the financial requirements of maintaining a golf course but often underestimate the human side of it, the staffing and leadership investment behind those conditions, a gap Bloom Golf Partners is working to close with general managers, hiring teams, and green committees. ●      Rupert offers feedback to candidates who did not get the job, and roughly sixty to seventy percent take him up on it, conversations that help professionals identify skill gaps before their next opportunity. ●      Authenticity outperforms rehearsal in an interview setting, and Rupert compares the process to poker, a process-oriented game rather than a results-oriented one, where sound decisions matter more than the outcome of any single hand. ●      Bloom Golf Partners will launch a professional development platform following the Summit, offering monthly engagement and ongoing career and team development support in the months between annual industry gatherings. ●      The firm's inaugural turfgrass management scholarship drew thirty to forty applicants from across the country and led to an introduction to The Outpost Foundation, which funds club employees pursuing turf management education such as online and advanced certificate programs.   Links and Resources Mitch Rupert on LinkedIn: https://www.linkedin.com/in/mitchrupert/ Bloom Golf Partners: https://bloomgolfpartners.com Leadership on the Links Summit: https://bloomgolfpartners.com/our-events/ Summit Registration, code SUMMIT50 for the first twenty: https://bloom-golf-partners.circle.so/checkout/leadership-on-the-links-summit-2026 Bloom Golf Partners Turfgrass Management Scholarship: https://bloomgolfpartners.com/scholarship-program/ The Outpost Foundation: https://outpostfoundation.org Toftrees Golf Resort: https://www.toftrees.com

One of the biggest pieces of advice you'll hear as a founder is to find a gap in the market. But what if the real opportunity isn't finding a gap at all, it's solving a problem you've experienced yourself?After more than a decade in the wine industry, Bethan Higson became frustrated by the alcohol-free options available during her first pregnancy. Rather than trying to recreate wine or spirits, she wanted to create something entirely different: a drink that delivered the same complexity, ritual and sense of occasion. Two years of experimenting at her kitchen table led to Mother Root, a fiery non-alcoholic aperitif made using ginger and apple cider vinegar. Today, Mother Root is the UK's fastest-growing drinks brand and has rapidly expanded from a direct-to-consumer start-up into major retailers, while scaling even faster in the US than in its home market. In this episode, Bethan shares what it was really like appearing on Dragons' Den, how she secured investment offers from three Dragons, why she ultimately chose Steven Bartlett, and why the deal never completed. We also explore category creation, hiring exceptional people, building momentum with retailers, preparing for explosive growth, and why saying no is one of the most important skills any founder can develop.Bethan's Advice:Build your business around solving a genuine customer problem, rather than chasing a growing market.Adopt a test-and-learn mindset to make faster decisions and reduce the pressure of getting everything right first time.Prepare for success as much as failure by building the systems and team you'll need to handle growth.Hire people whose strengths complement your own, and don't hesitate when you find exceptional talent.Prioritisation is fundamental, stay focused on the opportunities that genuinely move the needle.Learn to say no to those opportunities which won't further your business in the long term - but do it respectfully.Chapters(00:00) Why finding a gap isn't enough (01:10) Meet Bethan Higson & Mother Root (02:00) Building a business around a real customer problem (05:00) Convincing retailers to back a new category (07:15) Turning a kitchen-table idea into a business (10:00) Founder fears, boundaries & obsession (14:00) Behind the scenes of Dragons' Den (19:15) Choosing Steven Bartlett as an investor (22:00) Preparing your business for explosive growth (26:00) Scaling Mother Root in the UK & US (28:00) Why every founder should "test and learn" (29:30) Hiring exceptional people (30:30) Why saying no is a founder's superpower (32:00) Finding the right COO & business partner (34:00) Bethan's question for the next guestFF&M enables you to own your own PR & produces podcasts.https://www.fallowfieldmason.comRecorded, edited & published by Juliet Fallowfield, MD & Founder of PR & Communications consultancy for startups Fallow, Field & Mason.Email us at hello@fallowfieldmason.com or DM us on Instagram @fallowfieldmason.MUSIC CREDIT: Funk Game Loop by Kevin MacLeod.Text us your questions for future founders. Plus we'd love to get your feedback, text in via Fan MailSupport the show

“The way the law is working — the Workday case is exhibit A here — is that vendors are going to be on the hook if their systems are producing biased outcomes. Period.”— Marc WeinsteinEpisode OverviewIn this episode I'm joined by Marc Weinstein, an attorney with 27+ years of practice focused on organizations that use tests to make high-stakes decisions about people — licensure, certification, admissions, and employment selection. His work centers on the legal rights of people impacted by AI systems and the organizations that use them.The legal ground under AI hiring is moving fast. In the past few months a state AI law got sued into a rewrite, a court handed down a ruling that shields bias audit data from view, and a new lawsuit opened a line of attack nobody was watching. If you buy, sell, or use AI hiring tools, this episode helps you stay on top of the shifting sands.Topics Discussed & Key Insights1. First, how to roll: governance before headlines.Marc's advice starts above the regulations. Your own governance is the key to successful risk mitigation. Get this part right and the rest gets much easier.* Before you track any law, ask why you want to use AI in the first place. If you have good answers, then ask how* Set principles for your organization — not for the whole world, for your organization. Let them drive your use cases, your vendor selection, and your evaluation criteria* Operate by them for real. A policy that lives on paper is worth nothing* Do this and you're already in compliance with most of the laws that could touch you. Everything below is what's shifting underneath that foundation2. Vendor liability is shifting fast — get ready now.For a long time, vendors selling hiring tools got a pass. How the customer used the tool was the customer's problem. That arrangement is breaking down.* In Mobley v. Workday, the court is letting claims proceed on the theory that the platform acts as an agent of its employer customers — which puts the same federal anti-discrimination laws that apply to employers on the platform* Plaintiffs go where the deep pockets are. Mega vendors like Workday and 8fold are the deep pockets* Employers are still independently on the hook. Vendor liability adds to yours, it doesn't replace it* Newer legislation points the same direction, and California's new regulations make bias testing itself evidence in court — more on that below* Since we recorded: the court refused to dismiss most of the remaining claims against Workday. The case keeps moving, and the core theory keeps surviving3. Bias audit data can be withheld — and that says a lot.A discovery ruling in the Workday case protected the company's bias testing data from the plaintiffs. Worth sitting with what that means.* The court held the data was privileged because lawyers curated it and the testing was done to provide legal advice — not for business use* Publicly advertising that you conduct bias testing did not waive the privilege* So the people alleging harm from the system may never see the data that would show whether the system harmed them* The bigger question: if the most important evidence about how these tools perform can be shielded, what does accountability actually look like? Proof may have to come from other directions4. There are new ways to hold these tools accountable.The Eightfold case shows creative lawyering finding routes into AI hiring that didn't exist a year ago.* The claim is built on the Fair Credit Reporting Act and privacy law — the argument is that AI-generated candidate scores are consumer reports, compiled without the required disclosures and consent* These theories don't require proving discrimination as a legal element, which makes them easier cases to bring* The target hasn't changed. It's still about how these tools treat people. There are just more ways to get there now5. Colorado is the cautionary tale: get aggressive, get crushed.Colorado passed the most rigorous state AI law in the country — mandatory risk management, impact assessments, a real duty of care. Then it got taken apart.* xAI sued to block the law. The DOJ intervened on xAI's side — the first time the federal government moved to invalidate a state AI law* The legislature rewrote the law under pressure. The replacement is a notice-and-transparency framework, delayed to January 2027* The lesson for everyone else: states that regulate AI aggressively are going to get sued by the federal government and the private sector. Plan around that reality6. Meanwhile, California quietly became the strictest.While everyone watched Colorado, California put real requirements on the books — and nobody has sued to stop them.* Under the FEHA regulations, conducting a documented bias test supports an employer's defense in discrimination litigation. Not conducting one supports the plaintiff. Records must be kept four years* The privacy agency's automated decision-making rules take effect January 2027: pre-use notice to applicants and employees, opt-out rights, and the right to demand how a system reached a decision about you* That last one matters. Can anyone actually explain how a frontier AI model reached its decision? For most of these tools, the honest answer is noFinal TakeawayThe laws will keep shifting. Colorado got rewritten, California's deadlines are coming, and the courts are redrawing vendor liability case by case. You can't chase all of it. Build the governance foundation, make vendors show you their evidence — your data, not just their study — and treat every recommendation a machine makes as the decision it really is. Good governance gets you more than 90% of the way there, as long as it's not just lip service. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Gen Z Nurses Need 2.5x More Manager Contact, 69% Lack Fraud Controls & New Hires Decide in 5 DaysAugust 10th, 2026. Bo is back. All three: Bo Brabo, Luke Carignan, and ASHHRA Executive Director Jeremy Sadlier. Three stories, one thread — the distance between the workforce you have and the strategy you're running.

Contest links: General $50k https://www.chinatalk.media/p/50k-chinatalk-submission-hiring-contest we're looking at submissions on a rolling basis! AI evals: Due Over the past few years, we've seen hints of policymakers and national leaders using AI models in their actual policy decision-making. The Prime Minister of Sweden said he uses it for second opinions on policy; the German Chancellor is testing it to draft legislation; even Trump said he had it re-write a speech at some point. It's fair to assume that senior leadership across the world, and in Washington as well, have started using AI not just for tactical or operational tasks, but increasingly for broad strategic decision-making. While that's exciting — there's the promise of uplift and smarter calls on some of the most consequential decisions leaders face in foreign policy and national security — we're also flying blind. Enormous effort and energy goes into benchmarking and evaluation for things like coding. The experiments you can run to make models better at software development are much easier to execute and much lower-stakes than running a real experiment when you're deciding whether to invade a country or sign a treaty. That's why we at ChinaTalk are trying to kickstart a field aimed at helping researchers and policymakers understand exactly what they're working with when they ask these models to support some of the most consequential decisions they may make in their lifetimes. We're launching an evals/essay project contest to explore this theme. I've brought on two expert AI eval creators to discuss why the field is important, what interesting work has already been done on how models approach broad national-security and strategic questions, and how you — as an eval professional, semi-professional, or just a concerned person — can contribute new ways to poke and prod at these models and see what they can really do. Joining us today: Florian Brand, research engineer at Prime Intellect, and John Chen, professor at the University of Arizona, who's done some pretty wild things getting models to start nuclear wars with each other in Civ V. Our conversation covers: How frontier labs are hitting eval-building limits — they've gone from undergrads to PhDs to field experts, and the models are now catching the experts' mistakes. How Civilization V exposes AI's strategic blind spots (terrible second-order reasoning) and models' distinct strategic personalities (Claude's really into science!). Why ethical prompting in Civilization V still doesn't stop models from launching nukes. Jordan's PresidentBench eval, where a Chinese model was nonchalant about a Taiwan invasion, while Claude wanted to keep Taiwan free and independent. Advice for designing better AI evals and ChinaTalk's new essay/evals contest! Learn more about your ad choices. Visit megaphone.fm/adchoices

Don't get to the end of this year wishing you had taken action to change your business and your life.Click here to schedule a free discovery call for your business: https://geni.us/IFORABEDon't miss an upcoming event with The Institute: https://geni.us/InstituteEvents2026Shop-Ware gives you the tools to provide your shop with everything needed to become optimally profitable.Click here to schedule a free demo: https://geni.us/Shop-Ware-Free-MonthTransform your shop's marketing with the best in the automotive industry, Shop Marketing Pros!Get a free audit of your shop's current marketing by clicking here: https://geni.us/ShopMarketingProsShop owners, are you ready to simplify your business operations? Meet 360 Payments, your one-stop solution for effortless payment processing.Imagine this—no more juggling receipts, staplers, or endless paperwork. With 360 Payments, you get everything integrated into a single, sleek digital platform.Simplify payments. Streamline operations. Check out 360payments.com today!In this episode, the conversation focused on the realities of technician mental health in the automotive industry. Several points were raised, including the lack of resources and support for young technicians, the stigma among men around discussing feelings and seeking help, and the crucial role that perspective and mentorship play in navigating workplace stress.00:00 Wearing outfits for a photo06:15 Hiring someone with unusual past jobs08:04 Sourcing clean, pure meth12:49 Understanding indica and sativa effects14:40 Dealing with smoke smell in cars19:36 Dealing with unresolved personal issues20:24 Helping employee with health issues26:30 Defining happiness with Rick White28:45 Learning about cars before the internet33:08 Understanding Mental Health Challenges34:07 Tech industry mentorship challenges39:51 Judging parents and kids' behavior41:10 Childhood playground altercation46:38 Being transparent about business struggles47:59 George's life-changing discovery52:51 Understanding the need for help53:57 Managing negative thoughts57:11 Discussing consequences of inaction

Why do so many founder-led companies hit a growth ceiling... even when they have a great product? In this episode of Sales Lead Dog, Christopher Smith sits down with Adam Rojas, Founder and Managing Partner of Bellmoore Consulting, to discuss how growth-stage businesses can build scalable sales systems, improve revenue operations, and move beyond founder-dependent selling. Adam shares practical lessons from more than 25 years in enterprise sales leadership, explaining why predictable growth comes from building the right sales process, qualifying opportunities early, using CRM strategically, and leveraging AI to help teams work smarter instead of harder. If you're a founder, sales leader, revenue executive, or business owner looking to build a repeatable go-to-market strategy, this episode is packed with practical advice you can apply immediately. What You'll Learn • How to build a predictable revenue operating system • The biggest mistakes businesses make with CRM • Why most companies suffer from a "leaky sales bucket" • The KPIs every growing business should measure • Why sales is still built on human relationships About Adam Rojas Adam Rojas is the Founder and Managing Partner of Bellmoore Consulting, a fractional commercial and revenue leadership firm that helps founder-led technology and tech-enabled services companies build predictable, scalable revenue engines. Adam specializes in helping growth-stage businesses in the $2M to $15M revenue range create the commercial infrastructure needed to scale, including revenue strategy, sales process, pipeline management, leadership coaching, and go-to-market execution. Before founding Bellmoore Consulting, Adam spent more than 25 years leading enterprise sales organizations, beginning his career in telecommunications with BellSouth before moving into leadership roles at AT&T after its acquisition. Throughout his career, he has worked with organizations ranging from small businesses to Fortune 100 companies, helping teams modernize their sales strategies, improve CRM adoption, and build sustainable revenue growth. Today, Adam partners with founders who have outgrown founder-led selling and need experienced commercial leadership without making a premature Chief Revenue Officer hire. His work focuses on transforming inconsistent sales into repeatable systems that support long-term growth. Connect with Adam Rojas LinkedIn https://www.linkedin.com/in/adamrojas/ Bellmoore Consulting https://www.bellmooreconsulting.com/ About Sales Lead Dog Sales Lead Dog is hosted by Christopher Smith, CRM technology and sales process expert, and founder of Empellor CRM. Each episode features sales leaders who have separated themselves from the rest of the pack, sharing how they achieve success with their teams and their CRM strategy. Unless you are the lead dog, the view never changes. Connect and Learn More All episodes and show notes: https://empellorcrm.com/salesleaddog/ If this episode brought you value

Dr. Kuba is all bent out of shape today over a recent medical visit. She recaps multiple instances of inefficiencies that push her to pause, reflect, and consider the hidden lessons. She and Bethany dialogue about the potential causes of such inefficiencies as well as what dental teams can do to avoid chronic medical mistakes. Everyone can relate to those terrible medical experiences, but today's episode will help you to stop and consider the lessons to be learned in thinking through these scenarios. August Digest Available! This month we focus on HIRING! Grow your team and build your systems intentionally this month. Subscribe today! Want 30% off the Leadership Summit? Become a subscriber!! https://www.patreon.com/cw/ManagingDentalDrama/membership Do not miss the Leadership Summit! When: September 18, 2026 from 8:30 a.m. - 4:30 p.m. (Lunch served) Where: Homewood Suites The Colony, TXWho: Practice owners and leaders are invitedWhat: Bring your leadership problems, and we will solve them together! Harness a day full of practical solutions surrounded by like minded leaders. www.hellobethany.com/leadership HUB HIGHLIGHTEmergency Call TriageMake emergency calls easier for your front office team with this simple triage guide that helps them ask the right questions and know how quickly a patient may need to be seen. Team TrainingMake team training easier with this step-by-step guide designed to help your front office and clinical team work more efficiently and create a better patient experience.Don't forget to check out our social media for moreManaging Dental Drama FBManaging Dental Drama IGConnect with the Managing Dental Drama Community!Managing Dental Drama Membership Club Sign UpWait! There's More!We want to hear YOUR voice!Text a 2-minute voice memo to 214.326.4605 with your questions, comments, real-life examples, or tips for a chance to have YOUR voice on the air!Interested in the Leadership Summit?Join Us! Friday, September 18, 20268:30am - 4:30pmIn The Colony, TXInquire or register TODAY!HelloBethany.com/Leadership

Transformation Tip:"Take care of your employees and they'll take care of your business." — Richard BransonHiring is only the beginning. The strongest organizations don't just fill positions—they invest in the people who fill them.In this episode of Transformational Leadership: From the Insight Out, Steve and Pete continue their leadership progression by shifting the focus from the individual leader and leadership teams to the organization itself. They explore why staffing is one of the most strategic responsibilities of leadership and how your approach to recruiting, developing, and retaining people shapes the future of your culture.You'll discover why staffing is more than a hiring process, the hidden cost of unrealized potential, and the mindset shift that separates organizations that simply fill roles from those that build thriving teams. Through practical stories and leadership insights, this conversation will challenge you to rethink how you invest in your people.Transformation Application:Take time this week to evaluate your approach to staffing. Which area needs the most attention—recruiting, development, or retention? Choose one practical step you can take over the next 30 days to strengthen that area and begin building a healthier, stronger organization from the inside out.Connect On Social:Podcast Facebook PageSteve Facebook Steve InstagramSteve LinkedInPete FacebookPete Instagram Pete LinkedIn

What if the way you solve problems has nothing to do with how smart you are or how you feel, and everything to do with instinct? In this episode of The Audit, Joshua Schmidt, Eric Brown, and Nick Mellem are joined by Jen Lotze from SipCyber and guest David Kolbe of Kolbe Corp, whose company built the Kolbe Index to measure the instinctive way people take action. After the whole team takes the assessment live, David breaks down what their scores actually mean and why the crew's mix of Fact Finder, Follow Thru, Quick Start, and Implementor strengths shapes the way they operate under pressure. The conversation moves from the Johari Window and personal blind spots to why teams that clone each other's strengths tend to stall out, and why hiring people unlike yourself is one of the best things a leader can do. David also shares stories from decades of client work, from a CFO who built a physical model of a financing plan to a security engineer who cannot walk past an unsecured cable, before turning to what comes next for Kolbe Corp as they build AI tools around decades of behavioral data while trying to keep that data private and secure. In this episode: What the Kolbe Index actually measures, and why it's different from personality or IQ tests. Conative strengths describe how you instinctively take action, not what you think or how you feel, and they do not change over time. Why balanced teams outperform teams that clone each other. A team full of people with the same instincts feels comfortable right up until deadlines start slipping and nobody notices the blind spot. How opposite strengths cause friction, at work and at home. If this conversation sparked something, share it with someone who needs to hear it. Like, share, and subscribe for more of the discussions shaping the future of cybersecurity and IT. #KolbeIndex #TeamDynamics #Cybersecurity #Leadership #HiringSmart #ITAudit #WorkplacePsychology #TeamBuilding #Podcast #ITAuditLabs 

Colin spent eight years building Looker into a $2.7B Google acquisition. Then he left to compete with his own product. He thought traction would take a month—it took nine. A hundred demos got him five verbally-committed customers, and he lost all five. So he spent two months killing bugs, went on one podcast, and won every single trial that came out of it. Omni just raised over $250M.In this episode, Colin breaks down how to tell the difference between a product that's genuinely better and one the market just doesn't want, why founding with $30M didn't stop them from staying stingy, and the LinkedIn playbook that turned 6,000 connections into a 90% response rate.Why You Should ListenWhy losing every deal doesn't mean the idea is wrong—and how to know the difference.Why real differentiation shows up as "wow" moments in demos, not signed contracts.The LinkedIn social-selling playbook that built Omni's first pipeline.Why hiring sellers from your old industry hands you their Rolodex on day one.Keywords startup podcast, startup podcast for founders, product market fit, finding pmf, Omni, Colin Zima, Looker, business intelligence, BI tools, enterprise SaaS, AI analytics, social selling, LinkedIn outbound, founder-led sales, innovator's dilemmaChapters00:00:00 Intro00:01:58 The Moment of True Product Market Fit00:06:16 Losing All Five Deals and Doubling Down00:10:43 Leaving Looker to Compete With Looker00:17:39 Founding With $30M and Staying Stingy00:22:09 A Hundred Demos Before the Flywheel00:32:15 No Silver Bullet—Just Do More of Everything00:38:32 The LinkedIn Social-Selling Playbook00:46:07 Hiring the Best People You've Worked WithSend me a message to let me know what you think!

What if breaking the seven figure ceiling has less to do with working harder and more to do with completely changing how your practice grows? Many clinic owners hit a point where more patients, longer hours, and more personal effort simply create more exhaustion. In this episode, Dr. Lauryn sits down with Allison Maslan to explore what actually has to change when your own capacity becomes the bottleneck.They unpack scalable business models that can help practice owners grow without trading more time for money, including building a team of providers, creating recurring revenue, and acquiring other practices. Allison also explains why owners often wait too long to hire support, how to develop employees into strategic thinkers instead of task takers, why creativity matters in scaling, and how mindset and leadership must evolve alongside your business.Key TakeawaysScaling requires leverage, not simply more volume. If your growth plan is based entirely on seeing more patients yourself, your personal capacity eventually becomes the ceiling of the business.Build a team that multiplies the business. Hiring support earlier, empowering employees to think strategically, and developing other providers allows the practice to grow beyond what the owner can personally produce.Look beyond the traditional chiropractic business model. Memberships, recurring revenue, ancillary services, multiple locations, and practice acquisitions can create new paths to growth without requiring the owner to work more hours.Your leadership and mindset must scale too. Breaking through a revenue plateau requires strategic execution, bigger thinking, creativity, delegation, and a willingness to stop controlling every part of the business yourself.Guest BioAllison Maslan is a Wall Street Journal bestselling author, CEO of Pinnacle Global Network, and business scaling mentor who has built ten successful companies over more than four decades. Through Pinnacle Global Network, she works with CEOs and leadership teams to break through growth plateaus and build companies that can thrive without depending entirely on their founders. She is the author of Scale or Fail and creator of the SCALEit Method, which combines strategic planning, leadership, team development, marketing, sales, cash flow, and mindset to help entrepreneurs multiply their growth, impact, and freedom.Learn more about Allison, Pinnacle Global Network, and how to work with her and her team by visiting their website.Follow Allison on InstagramGet your free copy of Scale Or Fail, Allison's best selling book, by visiting here. Resources:Find all things Dr. Lauryn B including ways to work with herFollow Dr. Lauryn: Instagram | Facebook | LinkedInFollow She Slays on YouTubeMentioned in this episode:Clinic MindClinic Mind is the all-in-one EHR and practice management platform built for chiropractors — billing, documentation, scheduling, and patient follow-up in one place, whether you run a cash practice, take insurance, or are scaling to multiple locations. She Slays the Day listeners get an exclusive offer.Clinic MindINSiGHT CLAThis episode is brought to you by the INSiGHT scanning system from CLA, the tool that helps chiropractors show patients objective neurological data so the value of care becomes clear, fueling conversion, retention, and growth. She Slays listeners get preferred pricing, affordable financing, and a free Getting Into Scanning guide.CLA (Current)Holistic Marketing HubThis episode is sponsored by Holistic Marketing Hub. Created by marketing strategist Molly Cahill, it's a proven Instagram system with a 500+ caption content library and a step-by-step curriculum that's helped 400+ chiropractors, acupuncturists, and other health pros fill their practices with right-fit patients. Enroll Now!Holistic Marketing Hub

The U.S. economy lost 23,000 jobs in July as the labor market showed new signs of weakness. May and June job growth was also revised down by a combined 103,000 jobs, while unemployment held at 4.1%. Kathy Fettke breaks down what the latest jobs report could mean for interest rates, housing, and real estate investors.  

Perez Hilton had a public breakdown on TikTok this week, and people are asking what actually happened. Chalene Johnson breaks it down with trigger warnings, including how it connects to his defamation fight with Blake Lively and Ryan Reynolds and his brush with death from sepsis this past March. Chalene also digs into why qualified applicants, including former Elle editor Stacy Deguide, who deleted 15 years off her resume just to get a callback, are vanishing into what recruiters call an AI hiring black hole. A Stanford study found that roughly one in five companies now let algorithms reject candidates before a human ever sees a resume, and Chalene walks through how hiring software like Workday's may be filtering out midlife workers, new grads, and everyone in between. Rounding out the episode is this week's crackdown on the black market peptide trade. An Indiana company called Paradigm Peptides was sentenced after selling to 54,000 customers in 80 countries, a Michigan dealer got 20 years for relabeling semaglutide as Ozempic, Wegovy, and Retatrutide, and a licensed doctor running a Utah clinic called True Health was caught repackaging BPC-157, TB-500, and other peptides under fake labels for more than 200 patients. Topics discussed: Perez Hilton, Blake Lively, Ryan Reynolds, Justin Baldoni, TikTok, Ariana Grande, Stacy Deguide, Elle, Stanford University, Workday, Paradigm Peptides, True Health, Justin Watkins, Ozempic, Wegovy, semaglutide, Retatrutide, BPC-157, TB-500, GLP-1, sepsis, ageism. Go Beyond The Podcast Join Chalene on her private podcast