Podcasts about Hiring

Joe's Premium Subscription: www.standardgrain.comGrain Markets and Other Stuff Links —Apple PodcastsSpotifyTikTokYouTubeFutures and options trading involves risk of loss and is not suitable for everyone.

In this episode, Brian and Chad Hall unpack the "Simple–Complicated–Complex" lens for leaders and coaches—how to tell which kind of situation you're facing and how to respond differently so you stop over-analyzing the unknowable and start learning your way forward. Key Highlights Definitions with pictures: Simple = obvious cause/effect (dominoes). Complicated = cause/effect exists but requires expertise (car engine, medical diagnosis). Complex = patterns only clear in hindsight; outcomes shift as actors adapt (rainforest, economy, AI). The core mistake: Treating complex problems with complicated tools—endless analysis and confidence theater—when what's needed is experimentation and learning. Operate by domain: Simple → standardize and simplify; Complicated → analyze, measure, hire experts; Complex → place small bets, learn fast, adapt. Real-world examples: Hiring during COVID, SEO after algorithm shifts, tariffs and the economy, competition dynamics (new stores nearby), church growth models—each shows why yesterday's levers stop working. Beyond business: Parenting and long-range strategy are inherently complex—near-term is clearer, long-term requires humility, feedback loops, and patience. Takeaways Name the game first. Ask: Is this simple, complicated, or complex? Your tactics should match the domain. In complex spaces, act to learn. Don't wait for perfect clarity—run small experiments, gather feedback, iterate. Save analysis for the right problems. Use experts and diagnostics where cause/effect can genuinely be mapped. Bias toward simplicity. Wherever possible, reduce processes to the simplest reliable system (hello, E-Myth). Hold plans loosely. What worked may stop working; assume adaptation is part of the job, not a detour.

Small business owners' economic moods remain mixed. But, as is so often the case, how folks feel is different from how they act. And hard data tells us small business owners are pulling back on hiring — one ADP report shows businesses with fewer than 50 employees cut a net 120,000 jobs in November. Should we be worried? Plus: Retailers benefit from buy now, pay later offerings, import prices sans fuel rose in September, and cap-and-trade carbon emissions programs have changed since their inception.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.

Small business owners' economic moods remain mixed. But, as is so often the case, how folks feel is different from how they act. And hard data tells us small business owners are pulling back on hiring — one ADP report shows businesses with fewer than 50 employees cut a net 120,000 jobs in November. Should we be worried? Plus: Retailers benefit from buy now, pay later offerings, import prices sans fuel rose in September, and cap-and-trade carbon emissions programs have changed since their inception.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.

Infinity Ward has posted new job listings asking for developers with Nintendo Switch experience, and it's the strongest sign yet that Call of Duty is coming to the Nintendo Switch 2. The listings mention engine work, optimization, and hardware specific development for Nintendo systems. This lines up with Microsoft's commitment to bring Call of Duty to Nintendo platforms and the earlier reports that publishers saw Switch 2 tech demos behind closed doors.In today's live show we break down what these job posts mean, why they matter for Switch 2, and how this fits into the larger strategy for Activision and Microsoft going forward. We also cover the latest Nintendo news, updates, and community questions.Connect with meMy Nintendo Switch Recommendations: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://n64josh.com/amazon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Discord: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://n64josh.com/discord⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitch: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitch.com/n64josh⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Tiktok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://tiktok.com/n64josh⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/n64josh⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 

Advisors everywhere are feeling the pressure to scale, hire, and prepare for a wave of retirements that will reshape the industry. At the same time, firms are struggling to attract women, keep next-gen advisors engaged, and build teams that actually create freedom instead of more work.That's why I wanted to bring Lindsey Lewis on the show. After building a $200M book in her first year at Vanguard, Lindsey shifted her career toward research at The American College so she could help the profession fix its biggest blind spots—especially around women in finance, advisor retention, and the future talent pipeline.We dig into the data shaping the next decade of financial services: what women uniquely bring to advisory firms, why Gen Z is more interested in this profession than any generation before them, and how training, compensation, and career clarity determine whether young advisors stay or disappear.4 of the biggest insights from Lindsey …#1.) The Biggest Talent Gap in Advisor HistoryWe're staring down a generational shift in this profession. Tens of thousands of advisors are aging out. And when you run the math, the industry would need to hire over a million new people just to meet today's demand. Lindsey walks through the data behind this massive workforce gap and why the firms who build real training, career paths, and development now will be miles ahead of everyone else over the next decade.#2.) Women Advisors Are a Huge Missed OpportunityThe numbers don't lie: women make up 25% of CFPs… but only a small fraction are in sales/growth positions. And it's not a talent issue, it's how the industry has shaped roles, pay structures, and expectations over time. Lindsey breaks down why women often outperform in retention, personalization, referrals, and relationship depth, yet get pushed into service tracks or stay risk-averse because of cultural narratives, confidence gaps, or biases inside firms. The upside for the firms who fix this is enormous. Women represent one of the biggest untapped growth engines in financial services.#3.) Gen Z Wants In, But Poor Onboarding Pushes Them OutHere's the part no one expects: financial services is now Gen Z's top-preferred industry over tech and medicine. But at the same time, 1 in 4 early-career advisors say their onboarding wasn't effective — and those are the same people who leave within seven years. Lindsey lays out exactly what this generation needs to stay: mentorship, sponsorship, clear career paths, ongoing education, and roles that evolve with their confidence. If you want a talent pipeline that sticks, it starts with the first 12–18 months.#4.) Compensation Makes or Breaks Your TeamComp plans aren't just about money, they're about psychology. Young advisors need stability before they're ready to take on variable comp. Others crave upside and hate the idea of a flat salary. Lindsey explains the difference between income risk tolerance and income risk capacity, and why misalignment between the person and the pay structure is one of the biggest drivers of turnover. When firms get comp wrong, they churn through talent. When they get it right, people stay, grow, and eventually step into the very roles the industry is desperate to fill. SHOW NOTEShttps://bradleyjohnson.com/145FOLLOW BRAD JOHNSON ON SOCIALTwitterInstagramLinkedInFOLLOW 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. TP11254981366See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

12-2 Stanford football general manager Andrew Luck joins Dirty Work to talk about Stanford football's loss to Notre Dame that closed the season, and the hiring of Stanford's new head football coach Tevita Pritchard.See omnystudio.com/listener for privacy information.

12-2 Stanford GM & Colts legend, Andrew Luck joins Dirty Work to break down Stanford's hiring of new HC Tavita Pritchard & him being the new face of Stanford footballSee omnystudio.com/listener for privacy information.

Watch our kickoff webinar for this month's Mission: APP — Partners in Care campaign. Our panel of rheumatologists and experienced advanced practice providers share insights into hiring, onboarding, training, compensation, and more. Panelists: Philip Mease, MD Cayla Alexander, DNP, ARNP Kori Dewing, DNP, ANP-BC, ARNP Jack Cush, MD, Moderator

To the majority of the world, it's Giving Tuesday - a global day of generosity. To me - it's the beginning of National Grief Awareness Week - an invisible awareness week (among many) that I've been working for years to get legally added to all calendars.And then Griefhab created our own.On today's episode of The Be Ruthless Show, I am thrilled to share our 2026 news with you. For years, we have brought our unique virtual services to clients everywhere. We are now bringing our very first in person healing center to Traverse City, Michigan in early 2026. Hiring licensed clinicians. Monthly in person events. Individual, family, and our one of a kind group services. Our virtual services will continue, as always! We will now also be able to serve our community, the community that has embraced us, National Grief Awareness Week, and the 3rd Annual Healing Together Through the Holidays, for any and all loss, grief and mental health needs.You can reach out anytime: ⁠sam@griefhab.org⁠Register today for Healing Together Through the Holidays here:⁠https://www.eventbrite.com/e/1948742173299?aff=oddtdtcreator⁠Order you Griefhab 2026 Awareness Calendar :⁠https://www.zeffy.com/en-US/ticketing/griefhabs-shop⁠Remember to ⁠Join the Griefhab Family:⁠https://www.facebook.com/groups/griefhab7⁠Join Team Ruthless - for multiple support groups every week and EVERY holiday! https://forms.gle/Zw639P7htwg2qFDH6Become a Faces of Grief: Surviving Pet Loss Author:sam@griefhab.org

For 20 years, Maria Sinclair watched other people get promoted while she stayed stuck in her own head. She questioned whether she belonged, worried about how she was perceived, and doubted nearly every decision she made. Then Covid hit, and everything changed. Cobalt furloughed 45 of its 55 UK staff, leaving only ten people working. Maria picked up multiple desks, supported clients across new specialisms, and kept the operation steady during one of the most challenging periods the industry had ever seen. That moment revealed a capability she had never fully recognised in herself. Today, Maria is the Managing Director of Cobalt, ranked 49th in the UK's Hot 100 list based on GP per employee. After 23 years with the business, she has worked her way up from recruitment consultant to MD while helping build a culture known for tenure, trust, and consistent performance. In this conversation, Maria explains how she built confidence later in her career, why she focuses on job quality over call volume, how openness about challenges like perimenopause strengthens team culture, and how Cobalt hires for work ethic and trains for market expertise. If you have ever doubted whether you are ready to lead, this episode shows what becomes possible when you start backing yourself. You'll learn: • How Maria entered recruitment after being rejected eight times • Why confidence took decades to develop • How she navigated the 2009 crash, Brexit, and Covid • Why the COVID-19 crisis became the turning point in her leadership • The cultural principles that support performance • Why job quality matters more than call volume • How Cobalt assesses work ethic and validates billings • The patience required to train recruiters from other sectors • Why expertise beats activity in the built environment Timestamps: [6:00] Breaking into recruitment after eight rejections [18:29] The confidence struggle [24:09] Navigating economic shocks [25:36] The Covid moment [28:49] The promotion that shifted everything [30:44] Being open about perimenopause [36:17] Culture and retention [41:37] KPIs that matter [50:18] Hiring for work ethic [54:29] Training recruiters from other sectors [58:13] Becoming an industry expert [1:01:06] Closing rate problems and what they mean Guest Bio: Maria Sinclair is the Managing Director of Cobalt, operating across the built environment with offices in the UK, Germany, and the US. Cobalt ranks 49th in Recruiter Magazine's Hot 100 list based on GP per employee. Maria has been with Cobalt for 23 years and was appointed UK MD in January 2024.

Send us a textWant the truth about RTO, hybrid, and remote without the noise? We cut straight to the work: define how value is created, then choose the model that best serves it. With guest Nahed Khairallah, a veteran HR and scaling leader who's supported 150+ companies from seven to nine figures across multiple regions, we dismantle assumptions, expose the traps leaders fall into, and lay out a practical path to better outcomes.We start by flipping the debate. Instead of arguing over office days, we map work to value chains and ask which activities truly benefit from co-location and which thrive async. That lens reveals when hybrid can deliver leverage—and when it becomes an expensive way to sit on Zoom. We get specific: design collaboration rituals, align space and calendars to those rituals, and be transparent about why some roles are location-flexible while others must be anchored. We also unpack the perception risks of vague policies—how fairness gaps echo through morale, Glassdoor, recruiting, and even sales.Then we tackle hiring. Nahed shares repeat failure modes: rushing when overwhelmed, redefining roles mid-search, and running inconsistent interviews that can't compare candidates. We offer a concrete fix you can use today: gather stakeholders, define the role's place in your value chain, set observable success criteria for 30/90/180 days, separate must-haves from teachable skills, and build a structured assessment with a work sample and shared rubric. For roles outside your lane, bring in a subject matter expert to test depth and execution so you avoid buzzword hires and shrink ramp time.Finally, we talk culture—the compounding force most likely to make or break your growth. Culture isn't a handoff to HR. It's what leaders model, what they measure, and what they tolerate. Reverse a remote commitment or mandate office days without logic, and you teach the org that opinion beats evidence. Codify principles, connect them to planning and feedback, and keep decisions tied to outcomes like cycle time, quality, and revenue per head.If you're building fast and want your people practices to move faster, this conversation gives you a clear playbook. Subscribe, share with a founder who needs it, and leave a review with your biggest RTO or hiring myth—we'll tackle it in a future episode.Support the show

Bill Drysdale, Principal of the Taysa Group, and Ross Hartmann, Founder of Kiingo AI, introduce NCG's new 6-month AI Accelerator Workshop designed specifically for trades businesses who want to gain a competitive edge through practical AI adoption. They explain why AI is a people and strategy challenge rather than a technical one, sharing how the program helps leaders develop clear implementation roadmaps, save time on administrative work, and amplify their team's capabilities without getting overwhelmed by complexity. With limited seats available starting in December, this peer-based workshop offers accountability, proven tools, and industry-specific applications that turn AI from buzzword into business advantage.Summit Members - Check your Summit Weekly or connect with your Coach to register!Today's Podcast is brought to you by Protiv

In this episode, I share my own holiday reflections and reveal six practical strategies I use to stay out of overwhelm in December. From setting boundaries and deciding what's “enough” to protecting my time and taking intentional breaks from social media, I offer the actionable steps that help me find balance and joy through the season.I talk about focusing on routines that matter, avoiding unnecessary projects or stress, and documenting activities now to make things easier next year. Tune in as I discuss how I stay present, let go of comparison, and embrace a peaceful, intentional holiday season.Grab my Holiday Headquarters guide to get everything you need to organize, plan, and celebrate with ease, think gift lists, family photos, meal plans, and memory-making ideas all in one place!  Free Resources:Join 30 Day Calendar Blocking Blueprint and finally feel in control. ​Click here to join the next round. ​Are you a business owner making $100,000+ and still wearing all the hats? ​Click here​ to learn about my upcoming 12-week Outsourcing Mastermind.Are you an aspiring or newer business owner who needs some accountability and clarity on the next steps? ​Click here​ to join my 6-month accountability group - Simplify.

Frontline hiring has always been fast-paced, but lately it feels like we're in the middle of a complete reset. Candidates are choosing jobs differently, expectations are shifting, and the old playbooks really aren't holding up anymore. Even with better tools, more data, and smarter strategies, companies are still struggling to attract and keep frontline talent. So clearly, something deeper is going on beneath the surface.  And to break this down with us, I'm joined by someone who's been watching these changes unfold in real time, Trent Cotton, Head of Talent Acquisition Insights & Analyst Relations at iCIMS. 

The NFL's week 13 is in the books and with plenty of games from Thanksgiving to Black Friday to Sunday, the NFL Playoff Race is shaping up. Chris, Beau and Nate react to the action and determine which team has a better chance to run the table - the Chiefs or Bengals? What are the Eagles issues on defense? And which team's win on Thanksgiving was more impressive - Packers or Cowboys? On Thanksgiving, the Packers completed their sweep of the Lions, the Cowboys defeated the Chiefs and the Bengals knocked off the Ravens. Then on Black Friday we saw the Bears run all over the Eagles. Those games all have significant impacts on the playoff picture, then with the Panthers beating the Rams on Sunday and the Bills having their way with the Steelers, the Wild Card races have gotten muddier and muddier. And the Texans are making a push of their own, look out for them to knock off some teams as we get later in the season. And at the end of today's episode, a very special guest joins - Ryen Russillo! Ryen talks about Lane's hire at LSU and what that means for the SEC, Ole Miss and CFB! (00:00:00) - NFL Week 13 Reactions (00:06:55) - Denver Broncos vs Washington Commanders (00:22:20) - Carolina Panthers vs LA Rams (00:32:20) - Tampa Bay Buccaneers vs Arizona Cardinals (00:39:00) - Houston Texans vs Indianapolis Colts (00:47:45) - Jacksonville Jaguars vs Tennessee Titans (00:52:35) - Buffalo Bills vs Pittsburgh Steelers (01:00:50) - Seattle Seahawks vs Minnesota Vikings (01:07:00) - San Francisco 49ers vs Cleveland Browns (01:19:20) - New York Jets vs Atlanta Falcons (01:25:30) - LA Chargers vs Las Vegas Raiders (01:32:30) - Bermuda Triangle Game: Miami Dolphins vs New Orleans Saints (01:39:30) - Thanksgiving Storylines: Cowboys + Bears Win, Packers Sweep of Lions, Eagles Defensive Issues & Bengals Playoff Bound? (02:06:30) - Locals Landline Presented By Zone (02:15:55) - BetMGM Moments (03:03:30) - MNF Preview: New York Giants at New England Patriots (03:07:00) - Ryen Russillo on Lane Kiffin's Hiring at LSU For the NFL's My Cause My Cleats, visit these sites to support:https://mcmc.rayzeapp.com/beauallen http://strongerthanyouthink.org/ Have some interesting takes, some codebreaks or just want to talk to the Green Light Crew? We want to hear from you. Call into the Green Light Hotline and give us your hottest takes, your biggest gripes and general thoughts. Day and night, this hotline is open. Green Light Hotline: ‪(202) 991-0723‬ Also, check out our paddling partners at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Appomattox River Company ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠to get your canoes, kayaks and paddleboards so you're set to hit the river this summer. Green Light's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube Channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, where you can catch all the latest GL action: If you want some Black Friday merch, check out our sale:https://greenlightpodcast.shop/?fbclid=PAZnRzaAOR1RFleHRuA2FlbQIxMQBzcnRjBmFwcF9pZA8xMjQwMjQ1NzQyODc0MTQAAad3Jup6i1N2qH77pK8eUeSbKt2Y0OXMldIw1dRTq_xDRuY3Ctp99Qj4pfyGAw_aem_w9tp_XwGL-ZptFIHvlrM1g Green Light with Chris Long: Subscribe and enjoy weekly content including podcasts, documentaries, live chats, celebrity interviews and more including hot news items, trending discussions from the NFL, MLB, NHL, NBA, NCAA are just a small part of what we will be sharing with you.

Mike and Rico read your ticket texts and take your calls on Pat Fitzgerald.

12.2.25, Scott Abraham from ABC7 joins The Kevin Sheehan Show to discuss the Commanders' season thus far, what the team could have done differently going into the season and how will the team handle a change at defensive coordinator.

Cal has officially hired Oregon defensive coordinator Tosh Lupoi to be their next head coach. Will Dante Moore stay next season after losing both Ducks coordinators?

"Like this is not just a gig, but this is my career. You grow into wanting more of that for your clients and you start recognizing if a client isn't about that. The last thing I want is just agree to do a subpar job because a client doesn't really care and then they decide to care in two years and they look back at the history and they're like, 'This has been a mess.'" -Christina Springstead Christina Springstead, owner and founder of Springstead Solutions, returns to share what she's learned from handling complex cleanups and growing her business with intention. From refining systems to managing client expectations, Christina explains how bookkeepers can balance quality, communication, and growth—without burning out. In this interview, you'll learn: How to spot hidden issues in cleanup projects before you quote Why communication & transparency build client trust How to manage pushback & set professional boundaries To learn more about Christina and Springstead Solutions, here. Connect with her on Linkedin. Time Stamp 02:13 – Christina shares her background & path back to bookkeeping 04:34 – Lessons learned from recent cleanup projects 06:00 – The hidden costs of missing bank feed data & auto rules 07:42 – When CPA journal entries hide deeper problems 09:51 – How cleanup checklists evolved into better systems 10:51 – Why deeper diagnostic reviews protect both client & bookkeeper 12:06 – Expecting problems: guilty until proven innocent approach 13:01 – When "accurate" AR & AP numbers aren't accurate at all 14:45 – The danger of ignoring small errors today 15:34 – How to handle client pushback with transparency & purpose 16:22 – Choosing clients who care about accurate books 17:13 – Why clean books protect long-term business value 18:20 – Setting boundaries & recognizing red flags in clients 19:47 – The difference between hobby clients & business-minded ones 20:26 – Holding clients accountable for financial quality 21:02 – Managing stress & staying flexible during heavy work periods 22:45 – Communicating delays honestly with clients 23:57 – Building trust through consistency & openness 25:41 – Why clear communication increases client value perception 27:01 – Real client story: turning nonprofit chaos into clarity 28:55 – How bookkeeping education empowers boards & leaders 31:21 – Hiring a VA and assistant to buy back time & focus 32:53 – Building a business around your lifestyle, not fear 33:41 – Manifesting growth & designing your dream business 35:03 – Recommended books: Who Not How & Buy Back Your Time 37:33 – Why mindset, focus& vision drive real success 40:12 – How the new Summit experience connects the bookkeeping community This episode is brought to you by our amazing friends at Hub Analytics! Imagine having all your financial data in one place, with real-time analytics and customized reports at your fingertips. Hub Analytics is a financial platform that streamlines bookkeeping operations, so you can focus on what really matters—delivering high-quality results for your clients. With Hub's easy-to-use tools, you'll save time, reduce errors, and gain deeper insights into your clients' financials! Ready to take your bookkeeping to the next level? Book a demo to learn more and start your FREE trial TODAY!

For today's essential Heretics 101 feature, Couchbase CPO Fidelma Butler talks about modern L&D: building contextual leadership frameworks, meeting employees in workflows, activating peer teaching, and addressing career development's promotion fixation.Support our Sponsor:Metaview is the AI platform built for recruiting. Check it out: https://www.metaview.ai/heretics* Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.* Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.* It only takes minutes to get up and running.KEEP UP WITH NOLAN + KELLI ON LINKEDINNolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/__For coaching and advising inquire at https://kellidragovich.com/—TIMESTAMPS:(00:16) Intro(01:21) Building L&D from Scratch at Couchbase(02:45) Defining Good Leadership: The Three-Way Framework(05:04) Meeting People Where They Are: Escaping Theoretical Land(06:06) When Survey Results Disagree with CEO Priorities(07:35) Embedding L&D in the Fairway of the Job(08:19) Leaders Teaching Leaders: Why It Works(11:36) Coaching for Senior Leaders: Addressing the Intangibles(13:35) Hiring for Modern L&D: New Skills Required(14:25) The Career Development Problem: Everyone Wants It, Nobody Does It(16:30) Why Career Ladders Become Checkbox Exercises(19:01) The Ladders Dilemma and Being Transparent with Employees(20:10) Treating Employees Like Adults(20:59) Outro This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

Today's guest is Meghna Punhani, Chief People Officer at Eightfold AI. Eightfold AI provides an AI-powered platform for talent management, helping organizations optimize hiring, internal mobility, and workforce development. Meghna joins Emerj Editorial Director Matthew DeMello to discuss how HR leaders can adopt AI responsibly to enhance workforce capabilities and drive strategic impact. She also shares practical insights on reengineering HR workflows, leveraging AI for candidate screening and internal mobility, and building human-centered ethical guardrails for AI implementation. This episode is sponsored by Eightfold AI. Learn how brands work with Emerj and other Emerj Media options at emerj.com/ad1. Want to share your AI adoption story with executive peers? Click emerj.com/expert2 for more information and to be a potential future guest on the 'AI in Business' podcast!

In this episode, Lady Landlords founder, Becky Nova sits with Janelle, a CPA and accounting professor as she explains how real estate investors can legally hire their children to gain tax deductions while teaching them financial literacy and entrepreneurship.Parents can pay their kids tax-free for legitimate, age-appropriate work and even invest their earnings in a Roth IRA for long-term, tax-free growth.She highlights this as a powerful, compliant strategy to build generational wealth and model business ownership early.===

Hour 1--J&J Show Tuesday 12/2/25-- THE STRONG CASE FOR MEMPHIS TO HIRE DAN MULLEN & GO ALL IN on FOOTBALL + Jessica Benson joins the show on Edey/Grizz and Tigers hiring

In Episode 6.3 of The CEO Podcast, Scott De Long, Ph.D., and Vince Moiso explore how culture shapes organizational success. They discuss culture as a living system that evolves with each new hire and business shift, requiring leadership to nurture and align it with core values. Scott explains that culture happens whether leaders manage it or not; it's how things get done within the company. Vince adds that failing to direct culture leads to misalignment and toxicity. Both stress that true culture management requires clarity in vision, mission, and values across all levels. They conclude that culture isn't a cost but the container that makes sustainable performance possible. A strong, aligned culture fosters communication, reduces turnover, and builds lasting engagement. Key Takeaways: Culture exists with or without leadership; intentional direction makes the difference. Alignment between personal and organizational values drives sustainable success. Investing in culture pays off through engagement, retention, and performance. Key Insights: Culture evolves continuously; leaders must shape it deliberately. Misaligned values are the root of toxic workplaces. Communication defines and sustains company culture. Hiring for cultural fit prevents future misalignment. Engaged employees lead to happier customers and stronger results. Culture building should involve all team levels, not just leadership. Cross-functional collaboration strengthens cultural understanding. Influence, not control, sustains healthy organizational dynamics. Transparency and empathy foster trust in the workplace. Leaders should ask whether employees see the culture the same way leadership does. Connect: Scott De Long, Ph.D. & Lead2Goals Instagram: @scottdelongphd @lead2goals.com LinkedIn: @scottdelongphd Web: lead2goals.com Email: scott@lead2goals.com Books: I Thought I Was A Leader You Win Again, Jack (New for 2025!) Vince Moiso & Vis Business Group Instagram: @visbiz.us LinkedIn: @vincentmoiso Web: visbiz.us Email: vince@visbiz.us Books How to Survive in the Wilderness The CEO Podcast Instagram | @theceopodcast LinkedIn | @the-ceo-podcast Facebook | @theceopodcast

Send us a textIn this episode of When Mommy Grows Up, Becca sits down with Michelle Keefe,  co-founder of MomUp, to talk about what's broken in hiring today and how caregivers can successfully re-enter or shift within the workforce.Michelle shares the inspiration behind MomUp, the recruitment firm that elevates overlooked talent and connects it with forward-thinking small and mid-sized companies. She and Becca dig into why human-centered hiring matters, how companies are getting more creative in a post-COVID world, and the real story behind “nonlinear” careers.They also dive into what caregivers bring to the table, how to tell a compelling career story, and why networking (yes, even on the playground sidelines!) is still the most powerful tool in a job search.If you're curious about more flexible, values-aligned work, or how companies can better tap into incredible talent, this is a must-listen conversation.Find Michelle at momup.com.----------------------------- You are one click away from boosting your career clarity and confidence!Head over to whenmommygrowsup.com where you'll find the free Career Clarity Kickstart. With this free on-the-go guide, we'll walk you through 5 clear action steps you can take to go from confused about next steps to confident about what you want and need from your career. Get started today!

Welcome back to the Alt Goes Mainstream podcast.Today's episode brings the perspective of an asset management veteran who has sat on both sides of the table.We sat down in Franklin Templeton's New York City office with George Stephan, COO of Global Wealth Management Alternatives at Franklin Templeton.George joined Franklin to continue the buildout of the firm's Alternatives capabilities, which boasts over $264B AUM in private markets strategies that include Lexington Partners, Benefit Street Partners, and Clarion Partners. George came from KKR, where he was Head of Strategy and Business Development for the firm's Global Client Solutions business and was also COO and Head of Investor Relations for KKR's Global Wealth Solutions business in the Americas. Prior to KKR, George spent nine years in Morgan Stanley's wealth management division. George is also a Board Observer at CAIS.George and I had a fascinating conversation about how to build a wealth solutions business and how advisors approach private markets. We discussed:How has the adoption of private markets by the wealth channel evolved over the course of George's career?The benefits and challenges of being a traditional asset manager building out its private markets capabilities.The breadth and depth of Franklin Templeton's reach as a firm and how that brand and history have helped Franklin partner with the wealth channel in private markets.How has Franklin Templeton's family of specialists enabled the firm to leverage the expertise of specialist alternative asset managers within a larger platform?How does the wealth channel approach private markets?How will model portfolios be constructed and adopted by the wealth channel?Will evergreen funds be the structure of choice for most advisors?Thanks George for coming on the show to share your expertise and wisdom at the intersection of private markets and private wealth.Show Notes00:00 Introduction to our Sponsor, Ultimus01:55 Welcome to the Podcast02:03 Guest Introduction: George Stephan03:59 George's Career Journey04:12 Building Wealth Solutions at Franklin Templeton06:06 Key Pillars for Success in Wealth Management07:31 Client Service and Operational Excellence09:04 Strategic Approach to Wealth Management10:15 Convergence of Public and Private Markets10:48 Advisor Needs and Solutions13:31 Franklin Templeton's Private Markets Business14:23 Unifying Private Markets Business15:01 Cross Collaboration and Investment Decisions15:43 Cultural Alignment in Acquisitions16:35 Franklin Templeton's Core Principles17:15 Heritage and Long-Term Thinking21:30 Brand Evolution and Market Perception24:19 Strategic Partnerships in Private Markets25:56 Future of Partnerships and Acquisitions26:57 Winners and Losers in Partnerships27:10 Advisor's Perspective on Productization27:43 Allocating to Public and Private Markets28:21 Innovation in Private Markets29:05 Challenges and Opportunities in Wealth Management29:56 The Future of Multi-Asset Solutions30:17 Operational Complexity in Private Markets31:27 The Need for Digital Transformation31:59 Adoption of Distributed Ledger Technology (DLT)32:46 Evolving Technology in Wealth Management33:49 Impact of Market Efficiency on Returns35:13 Dispersion in Private Markets Performance37:17 Scale and Investment Integrity38:44 Building Capabilities in Franklin Alternatives40:10 Partnering with Asset Managers41:36 Keys to Building a Wealth Solutions Business42:16 Hiring for Private Markets Expertise43:39 Educating the Industry on Private Markets45:48 Evergreen Structures in Private Markets49:45 Exciting Trends in Private MarketsEditing and post-production work for this episode was provided by The Podcast Consultant.A word from AGM podcast sponsor, Ultimus Fund SolutionsThis episode of Alt Goes Mainstream is brought to you by Ultimus Fund Solutions, a leading full-service fund administrator for asset managers in private and public markets. As private markets continue to move into the mainstream, the industry requires infrastructure solutions that help funds and investors keep pace. In an increasingly sophisticated financial marketplace, investment managers must navigate a growing array of challenges: elaborate fund structures, specialized strategies, evolving compliance requirements, a growing need for sophisticated reporting, and intensifying demands for transparency.To assist with these challenging opportunities, more and more fund sponsors and asset managers are turning to Ultimus, a leading service provider that blends high tech and high touch in unique and customized fund administration and middle office solutions for a diverse and growing universe of over 450 clients and 1,800 funds, representing $500 billion assets under administration, all handled by a team of over 1,000 professionals. Ultimus offers a wide range of capabilities across registered funds, private funds and public plans, as well as outsourced middle office services. Delivering operational excellence, Ultimus helps firms manage the ever-changing regulatory environment while meeting the needs of their institutional and retail investors. Ultimus provides comprehensive operational support and fund governance services to help managers successfully launch retail alternative products.Visit www.ultimusfundsolutions.com to learn more about Ultimus' technology enhanced services and solutions or contact Ultimus Executive Vice President of Business Development Gary Harris on email at gharris@ultimusfundsolutions.com.We thank Ultimus for their support of alts going mainstream.

Welcome to The Trade Talks Live, where we celebrate the blue-collar trades and everything they stand for! Join us every weekday from 10-11 AM as we dive into national news, review trade websites, and share tips on mindset growth to help you succeed. Don't miss this hour of insights, inspiration, and practical advice! A big thank you to Leak-Pro for sponsoring this episode of The Trade Talks Live! Register for my FREE webinar! https://www.justmetroger.com LeakPro provides state-of-the-art leak detection solutions specifically designed for plumbers, helping professionals pinpoint hidden leaks with accuracy and efficiency. By utilizing advanced acoustic technology and digital sensors, LeakPro allows plumbers to reduce unnecessary damage, saving time and money on every job. LeakPro's tools are essential for detecting slab leaks, pipe leaks, and irrigation system failures without invasive measures. Whether working in residential or commercial plumbing, LeakPro offers cutting-edge solutions that enhance service quality. For more information, visit https://www.leak-pro.com or call 1-888-853-2577 Tradesmen built America. This is the "Blue Collar Channel"... Where you can listen to the top tradespeople around the world. Everything you need to learn about getting into the trades, becoming the best tradesman, starting your own business, and using networking and social media... To GROW in the trades!!!

Michigan State Football legend Mitch Lyons joins the show to discuss the school's hiring of Pat Fitzgerald as its next football coach. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

IBM was instrumental to the entire 20th century of computing — but it's a lot harder for most of us to see what it's been up to during this century. That's because it's fully an enterprise company, and CEO Arvind Krishna says that business is booming. But there's a huge change coming to that business as well, as Watson-style deep learning has given way to LLMs and generative AI. Sure, Arvind says IBM got there a little too early. But he doesn't seem concerned that IBM would be stuck on the sidelines.  Links:  Computer wins on ‘Jeopardy!': Trivial, it's not | New York Times (2011) What Ever Happened to IBM's Watson? | New York Times (2021) America Forgot About IBM Watson. Is ChatGPT Next? | The Atlantic IBM acquires Red Hat | The Verge IBM and Groq Partner to Accelerate Enterprise AI Deployment | IBM IBM's Jerry Chow on the future of quantum computing | Decoder IBM: quantum computing partnership with AMD is bearing fruit | The Verge Subscribe to The Verge to access the ad-free version of Decoder! Credits: Decoder is a production of The Verge and part of the Vox Media Podcast Network. Our producers are Kate Cox and Nick Statt. Our editor is Ursa Wright. Our editorial director is Kevin McShane.  The Decoder music is by Breakmaster Cylinder. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My guest: David Adelman is the CEO of Campus Apartments, founder of Darco Capital, and co-owner of the Philadelphia 76ers. During our conversation, we discussed how losing a basketball bet at age 11 changed his life, investing his bar mitzvah money in real estate, becoming CEO at 25, his grandfather's Holocaust survival story, and why it gives him perspective on struggle, embracing failure, the trade-offs of building something excellent, and what he looks for when hiring leaders. Key Learnings "Why not me? Why not now?" David's mantra cuts through all the overthinking and excuses we make. When he saw other people building national real estate portfolios, he didn't wonder if it was possible—he asked why he couldn't do it. Stop waiting for permission. Stop waiting for the perfect moment. Ask yourself: why not me? Why not now? Make mistakes, just not the same one twice. David doesn't expect perfection from himself or his team. He expects learning. Fail fast, fail forward, but don't repeat the same failure. That's not growth—that's negligence. Embrace the suck, but evolve through it. David's grandfather survived the Holocaust after his wife and children were murdered. He escaped, joined the resistance, and rebuilt his life from nothing. When David thinks about that, he says: "No matter what, I don't know struggle." That's perspective. Most of what we call struggle is just discomfort. Understanding that doesn't make your challenges disappear... It makes them manageable. If your grandfather could survive the unthinkable, you can handle the hard day in front of you. At age 11, David challenged family friend Alan Horwitz to a basketball game and made a wager. Horwitz didn't let the kid win, and David lost his basketball, football, and baseball glove. To get them back, he had to go to Campus Apartments every Saturday to sweep sawdust and stack lumber. This losing bet became his entry into a billion-dollar career. At 13, David gambled his $2,000 bar mitzvah money by investing it with Horwitz in a building at 45th and Pine Streets in Philadelphia - a property his company still owns today. By age 17, he bought his first solely owned investment property. David was accepted into Temple University Beasley School of Law but chose to become a Property Manager at Campus Apartments instead. At age 25 in 1997, he became CEO of Campus Apartments. His grandfather, Sam Wasserman, was captured by the Nazis in 1942 and taken to the Sobibor concentration camp, where his wife and two children were immediately executed. Wasserman escaped during an organized revolt, joined the resistance, was wounded in battle, and was cared for by a woman named Sophie, who became his second wife. David said, "I feel a deep connection to him and what he went through. It's more like a sense of duty to honor him." David says, "I bet on jockeys, not horses. I ask, 'If the thing fails, would we support them again?' To be clear, a lot of our [investments] are going to fail.' He learned the hard way: "Friends would say, 'Here's a deal, put in X amount,' so you know, it's $250,000 or $500,000 or $1 million. I realized very quickly that it's probably a money-losing prospect to just invest in a friend of a friend's idea or because someone at your country club is investing in it." "It's called working off your debt." I literally lost everything to my "Uncle" Alan in 30 minutes when I was 11. My baseball glove, football, basketball, even my bank book. Every Saturday, I had to stack lumber and sweep sawdust to get one item back. Two years later, at my Bar Mitzvah, my parents asked if I wanted to give my gift money to my grandfather, who was good at picking stocks. I said no, I want to give it to Uncle Alan and buy real estate. At 13, I drove around with him, picked the biggest building he owned, handed him $2,000, and became a partner. My grandfather was in Poland with a wife and two kids when the Nazis rounded him up. There were two lines. One for men, one for women, and children. He never saw his wife and kids again. He escaped from the Sobibor prison camp, became a freedom fighter, got shot, and was in a hospital recovering when a woman checking on her brother saw this lonely soldier and went over to check on him. That was my grandmother. My mother was born in a displaced persons camp after the war. "No matter what, when I'm getting the crap kicked out of me in business or anything else, I don't know struggle." I think about my grandfather and what he went through. "That guy knew pressure and made it through the other side. So I have to stop being a little bitch about it and lean in." Uncle Alan always said, "Whatever you do in life, it shouldn't feel like work." I have never said I'm going to work. I say I'm going to the office. Now, am I tired sometimes? A hundred percent. Did I miss a lot of stuff with my kids? Absolutely, and I have deep regret over that. With success and money comes a price, too. Becoming a CEO at 25. "Why not me and why not now?" I live my life by this mantra. In the 1990s, no one was doing student housing at large scale nationally. I saw this white space, and I'm like, fuck it, let's do it. "I'm not afraid to fail. And I think if you're not afraid to fail, it's a freedom." "Embrace the suck." Not everything's gonna be fun. Some things are hard. But sometimes when you push through them, you get to another side. Sometimes you don't, and pulling the plug is okay if it's not working. I've gotten good at understanding that a business might be a great opportunity, a great idea, at the wrong time. When building something…If you aren't willing to make sacrifices earlier in your career and build that foundation for the future, being an entrepreneur might not be for you. I made choices to miss things with my wife and kids. Were all those things I missed worth it? Probably not. My daughters are 21 and 23 now, and I missed a lot of their early growing up. Four years ago, I apologized to my older one, and she said, "You know what, we remember this dad more than that dad." "It's never too late to make a change." After you've done okay financially, it has to be about something else. The guys and women I roll with—"it's not about money. You either are wired to get up and work hard every day and do it, and it has to be about something else." It could be about providing opportunities for the people who work with you, or solving complex problems, or creating a business you're excited about. "I don't think I'm the smartest guy in the room." You have to be open to learning.  I continue to want to learn about other people's businesses. If I meet somebody, I'm like, tell me about that business. If you have that inquisitive mind, some guy tells me he's in the widget business, and I'll think of ten things they should try to do. "I am never too embarrassed to say I don't know something." When we were selecting architects and contractors for the arena, I spoke to owners of the newest stadiums. Just lessons learned about the process. When I mentor kids, I tell them most people are afraid to say "I don't know" or "I don't understand." "If you're embarrassed for looking stupid, isn't it worse if you don't know what you're doing down the road because you didn't ask?" "People don't know how to listen anymore. People wait to talk." They don't listen. When I have dinner with my youngest daughter, I hand her my phone so I won't be on it. I want to be there, I want to be attentive. Why are you wasting time meeting with people if you're not gonna listen to them? "Make lots of mistakes. Just don't make the same one twice." Try hard. Don't be afraid to put yourself out there. The worst thing that happens is someone says no. I met my wife in a bar, literally in line for pizza. Turns out she was the school teacher two different women had told me I needed to call. The funny part is my buddy was talking to her best friend. He married her, I married Hailey, and our kids are best friends. When it comes to sales. "Don't bullshit people. That's my number one goal." People can tell. Even at an early age, I had the humility to say I don't know everything. Here's my business plan, here's why I think I can scale Campus Apartments across the country when that wasn't being done. When I'm hiring or promoting leaders, I look for three things. One is trust—I need to trust them. Two is creating an open line of communication. Three, "I don't think you're a successful leader or CEO if you're not willing to listen." There are a lot of dictator type CEOs. That's not me. Some of them work. "I don't manage from fear, I manage from bringing in opinions." For me, it's about having people who, in their individual swim lanes, are better at those jobs than you are. The DeSean Jackson situation taught me about leading with curiosity. He made some anti-Semitic comments, and people came to me saying we need to cancel him. "Before I get there, I actually just want to find out what his intent was." The things he said were based on him being uninformed about the hurtfulness of those words. Not only was he willing to understand that, but he said, "Can you take me to your Holocaust memorial and actually educate me?" He came with his mom, no press. "It would be nice to take a moment before you're ready to convict somebody and actually have a conversation." When I'm looking at investments, I really have to understand the product. I joke, "Do my kids at least understand it?" Number two: Who's the founder? People matter. I ask myself, if this thing goes bad, and as long as the guy's not a crook, would I invest with them again? "I have to be more than just money in the deal." I like knowing when my influence and input can help make a difference. I think it's strategic thinking, introductions, and being a sounding board. The hardest part about being a founder is that they're afraid to tell investors bad news. "Bad news doesn't get better with time." Advice to young professionals. "Try to get noticed for the right reasons." Show up and go to work. Go get coffee when you see your boss's boss there. Don't be afraid to introduce yourself. Ask lots of questions. Be the person who says, "Could you explain that to me?" Folks in my position really respect that. "Don't be afraid to put out a bad idea." I hate working from home because I think people are screwed by the opportunity to interact with people and better their career and learn things. You're robbed of chance encounters, of overhearing conversations, of learning by proximity. We're building this arena in downtown Philly, not taking any city capital, and doing good things for the city. We came together with Comcast who owns the Flyers. "It's gonna be the best live entertainment venue in the world, located in Philadelphia." We're opening in 2030 with a WNBA team. For those counting Philly out, you're wrong—we're doing great shit here. Reflection Questions David's grandfather survived the Holocaust, which gives David a profound perspective on what real pressure and struggle actually look like. What experiences in your own life or family history could you draw on to reframe the "struggles" you face in your work or personal life? He lives by the mantra "Why not me? Why not now?" and says that not being afraid to fail is a freedom. What opportunity are you currently overthinking or waiting on "permission" for? What would change if you asked yourself those two questions right now? David regrets missing parts of his daughters' childhoods while building his businesses, but his daughter told him, "We remember this dad more than that dad." Meaning it's never too late to make a change. What relationship in your life needs you to show up differently, and what's one concrete thing you could change this week? More Learning From The Learning Leader Show #126: Jayson Gaignard - Mastermind Talks #273: Chip Conley – How To Be Wise Beyond Your Years #476: Kat Cole - Reflection Questions, Humble Confidence, Building Trust Time Stamps: 01:51 David Edelman's Early Lessons in Business 03:58 Investing at a Young Age 06:12 Family History and Holocaust Survival 09:53 Balancing Ambition and Family 18:17 Sustaining Excellence and Learning from Others 25:38 The Art of Listening and Being Present 26:16 Lessons from Childhood and Parenting 26:47 The Story of Meeting My Wife 28:23 The Importance of Taking Risks 29:52 Sales and Leadership Philosophy 30:54 Building a Nationwide Business 32:07 Hiring and Promoting Leaders 35:34 Handling Controversy with Compassion 38:15 Investment Strategies and Favorite Ventures 41:36 The Future of Philadelphia's Arena Project 44:05 Advice for Young Professionals 46:45 EOPC

Episode 602 To map out the exact plan top producers use to grow their business, visit GetMoreLoans.com. Welcome to Loan Officer Freedom, the #1 podcast in the country for loan officers, hosted by Carl White. In this episode, Carl sits down with Jim Reed to break down one of the biggest leaps a loan officer can make in their business: hiring their first assistant and doing it the right way. Jim shares the exact signals that show you are ready, the traps most LOs fall into when they wait too long, and why bringing on support early can often double your capacity faster than any marketing tactic. Together they unpack what tasks should come off your plate first, how to structure the role for maximum impact, and why a great assistant can create more freedom, more consistency, and more closings. Carl explains how his own business transformed the moment he let go of the busy work and focused his time on the highest value activities that only he could do. Jim also walks through the mindset shift required to stop thinking like a solo operator and start thinking like a business owner, including how to afford an assistant sooner than you might expect and what qualities matter more than resume experience. Their conversation gives a clear picture of how the right hire becomes a force multiplier for growth. If you have ever felt buried in tasks, stuck at the same production level, or unsure how to scale without burning out, this episode will show you how a single hire can open the door to more loans, more freedom, and more momentum.

Valenti offers his two cents on his alma mater's hiring of Pat Fitzgerald as their new football head coach.

The Swamp247 Podcast returns to discuss Florida's hiring of Tulane's Jon Sumrall as the program's next head coach. The hosts, Graham Hall and Zach Goodall, discuss UF pivoting from Lane Kiffin to Sumrall, the hiring of David Caldwell as GM, and who could be joining Sumrall in Gainesville. Follow Swamp247.com for the best coverage of the Florida Gators! To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

#697 Want to build a team that sticks with you, performs at a high level, and actually loves coming to work? Samantha Irwin — owner of Kaizen Coaching and Consulting and longtime friend of the show — returns for a deep dive into the art and science of employee retention! In this episode hosted by Brien Gearin, she shares her journey from middle-school teacher to historic hotel owner to leadership coach, revealing the people-first systems she used to build a loyal, high-performing team in a town of just 650 residents. Samantha breaks down her three-part framework for attracting the right employees, training them well, and retaining them through appreciation and strong culture. Whether you're hiring your first contractor or growing a team, her strategies will help you create a workplace where great people stay and thrive! What we discuss with Samantha: + Samantha's hotel ownership origin + Attracting the right employees + Training with clear roadmaps + Retention through appreciation + Importance of company culture + Hiring for personality first + Onboarding with intentional structure + Incentives beyond money + Turning staff into thinkers + Leadership vs. boss mindset Thank you, Samantha! Check out Zaizen Coaching and Consulting at Zaizen.zone. Buy The Power of People Academy, Module 1: First Impressions. Follow Samantha on LinkedIn. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! To get access to our FREE Business Training course go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/training⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. And follow us on: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Tik Tok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Youtube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠millionaireuniversity.com/sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

BROOKE SUMMERHILL has written a new book to address "Divorce and the Wealthy Woman." https://youtu.be/FFSeBg3XT8M In this conversation, Brooke discusses the complexities of divorce, particularly focusing on the financial aspects that wealthy women face. She emphasizes the importance of understanding one's balance sheet, hiring the right professionals, and navigating complex assets during divorce. The discussion also covers the emotional components of divorce, the significance of having a supportive team, and the benefits of open conversations about finances, including the role of prenups. Takeaways from "DIVORCE FOR THE WEALTHY WOMAN" Divorce can be a daunting process, especially regarding finances. Understanding your balance sheet is crucial during divorce. Breathing and staying calm can help alleviate anxiety. Hiring the right professionals is essential for navigating divorce. Complex assets require specialized knowledge and support. Cash flow planning is vital for post-divorce stability. Parenting during divorce needs careful planning and support. Open conversations about finances can strengthen relationships. Prenups can facilitate healthy discussions about money. Divorce is a journey that can become easier with the right support. Chapters 00:00 Introduction to Divorce and Finances 02:58 Understanding the Balance Sheet 05:45 Navigating Complex Assets in Divorce 09:05 Building Your Professional Team 12:04 The Emotional Component of Divorce 15:09 Modeling Settlements and Cash Flow Planning 17:56 Parenting and Financial Responsibilities 20:41 Preventative Measures and Financial Awareness 23:53 The Role of Prenups in Marriage and Divorce Transcript of "DIVORCE FOR THE WEALTHY WOMAN" Frazer Rice (00:01.186) Welcome back, Brooke.Brooke Summerhill (00:03.378) Hi, thanks so much for having me. I'm so excited to be here. Let's chat about the most fun topics in the world. Divorce and finances, right?Frazer Rice (00:09.952)Well, and codified in your new book, Divorce for the Wealthy Woman. I have already started, and I think it's a winner for a bunch of reasons. The big one really is addressing a viewpoint that I think has been missed by the financial books generally speaking,Brooke Summerhill (00:15.794)Mm-hmm. Frazer Rice (00:31.086)It really corrects a problem, I think, around information asymmetry in finances generally. And unfortunately, we've both been around it from a divorce perspective. Tell me what, first of all, let's let our listeners remind themselves of your practice. And what do you do there? And then what was the book trying to accomplish? https://www.amazon.com/Divorce-Wealthy-Women-costs-that-ebook/dp/B0G1ZMFVCN/ Brooke Summerhill (00:53.554)Okay, so hi, I'm Brooke Summerhill. I do specifically for the last like 15 years in finance. Specifcially in the last five specifically in divorce and finance for wealthy women. So I'm not very creative my book specifically and my podcast is literally called divorce for the wealthy woman. I love being able to understand the perspective of someone going through divorce,not feeling the fire, and creating a years long fight. I help alleviate the stress of divorce and go through the finances, the emotional aspect, I'm in financial psychology. I've been doing that and I plan on continuing doing that. It's a fun, fun, fun career path for me.Frazer Rice (01:40.526)One of the great things I think about your book is it starts where I start. You really have to be comfortable with what your balance sheet looks like. Take us through a little bit about your experience in helping wealthy women get acquainted with something they weren't familiar with initially. However, they have to get familiar with it real fast.Brooke Summerhill (02:03.014)So typically, you go to a lawyer . You're about to get divorced and it was blindsided in your face. my god, what is going on? He wants to get divorced or she wants to get divorced. Doesn't matter who you are, heterosexual couple or not. It does not matter. You might not know where the finances are, right? And you're going to a lawyer. You expect them to help you out, but you don't even know where the assets are. You don't know it's on the balance sheet. So the first step is breathing.Let's not get into this sympathetic nervous system. No fight or flight, freeze, thaw, and let's not go there if we can't avoid it. And really just breathe and understand it's going to be OK. That's the first thing I want to just point out is you can do the work on yourself without having to do hard interval training. You can just breathe. So you're going to breathe and understand, OK, the balance sheet. I can figure this out. You got it. And you might need to hire someone like myself who's a certified divorce financial analyst, you might have your lawyer help you. You might ask your soon to be ex if they're willing and amicable to understand the balance sheet. You might go to a financial advisor, wealth manager, your family office and ask some questions. So this is a time of learning and it's okay that you don't know where everything is. And the balance sheet is terrifying for most people. 98 % of us have money anxiety. It's okay. Breathe.Get help and support where you can. The foundation is the balance sheet. If this is the only thing you take from today, is just breathe and know that the foundation is your budget, your expenses, what's coming in, what's going out. Can you figure that out? Even though you might not know where your assets are. Do you have Bitcoin? Or have different properties? Do you even know if there's liens, mortgages, loans on them? That all will get figured out. But you've got to know what you're spending.I would say, you tell me if you have a different experience. But most clients do not know their budget. And that's OK. Doesn't matter your wealth, income, anything. Most people, at least in America, do not know what they spend every month. So that's the foundation is to start theirs. Understand, what are you spending? Just keep a little log. It can be old fashioned. And I have plenty of technological apps that can help with this. But keep it old fashioned. Just write down, what are you spending? And keep that for a week.Brooke Summerhill (04:28.752)That can help you in your divorce process and remember to breathe. There you go.Frazer Rice (04:32.91)And it's part of my process, I think, is to just understand what you're spending. And then the next step is really understand where it comes from to help support that spending. It's like analyzing someone who earned 100 million dollars from this movie. It's like, OK, that's the headline. Now it's a lot different in reality. Certainly taxes, how it's paid to you.We'll get into this in a second, and sometimes it's not in cash. Sometimes it's in different types of assets. Whether it's stock or maybe you own homes, and it may not be necessarily liquid right up front. It sounds like we're parking our cars in the same garage on that front.Brooke Summerhill (05:19.154)Absolutely, absolutely agree with you.Frazer Rice (05:22.114)So maybe let's go through some of the complex assets that you think about that come up in any, not all divorce situations, but definitely in many of them. Many times people have grown their wealth through a private business. so even, you know, the number that is settled upon in the divorce settlement may not be readily available from a cash payout perspective. How do you take people through that?Brooke Summerhill (05:47.473)Oof. So I have an entire chapter on businesses because majority of my clients, I'm going to be very sexist here and say majority of my clients, husbands in a heterosexual relationship do own a business or have just been bought out of a business or are starting a startup or have something behind the scenes that they're aware of or maybe not even aware of. So businesses are huge thing. That's why I put a chunk of it in my book becauseThe biggest advice I can give is hire, I'm going to be a repetitive throughout this whole podcast today is hire the right professionals if you can, because you don't know what you don't know and that's okay. You're going to breathe through that and acknowledge you don't have to be an expert in divorce. But when you have a business reading, listening to podcasts, doing all of those exercises are wonderful and hiring an expert. So getting someone who's understanding the finances in a divorce specifically, so business valuator, or just having a consultation. That's enough to understand, this, I need a forensic accountant, because I don't know anything that's going on within this part of the businesses that I'm a part of, but I'm not really a part of, or I need a business valuator. Let's just have a consultation. It could be really a non serious, non threatening, non emotional way to start it.I'm just going to have a consultation to understand, do I need this business valuator? I would just at least have those conversations to understand more about your husband's business or your business in general on what are the numbers behind it? Because it is very complex, just as you're saying. Businesses, absolutely, you want the right experts involved.Frazer Rice (07:30.506)And sort of as a broader business, or not really business, but sort of as a broader sort of contextual situation here, the type of wealth, whether it's private funds, people who are invested in private equity or hedge funds or stock options or RSUs for people who are in the tech world, things that are held in trust, there's the concept of carried interest and real estate and concentrated stock.This is to go back to your comment that there are people out there that can help you. Understand those assets, I guess for lack of better word, can and can't do. As far as either provide cash flow or are easily divisible in a divorce settlement.

In most industries, if you've got a solid idea, a few engineers, and a working prototype, you can at least get in the game. Professional sports is not one of those industries. When Jordy Leiser co-founded Jump with Alex Rodriguez and Marc Lore, he wasn't just building software — he was trying to rebuild the entire fan experience from the ground up, in a business dominated by legacy players like Ticketmaster.  Four years later, his company is powering the digital backbone for teams like the Minnesota Timberwolves and North Carolina Courage. In this episode, Jordy explains what it actually takes to break into a closed industry, why he reverse-engineers every funding round before he raises it, and the biggest mistake he refused to repeat as a second-time founder. RUNTIME 53:07 EPISODE BREAKDOWN (1:12) Breaking into pro sports, rebuilding fan experience, and reverse-engineering fundraising. (2:03) How Stella Connect (customer service) laid the foundation for Jump (customer experience for fans). (2:58) What Jump does today: a unified fan experience + data platform for teams. (4:11) The unusual founding plan: 3-4 years of R&D, designed to launch with an NBA franchise from day one. (5:46) Why sports is nothing like building a typical SaaS startup — more like a “car company” level of complexity. (6:48)The true barrier: a near-monopoly in ticketing that stops innovation cold. (7:59) Selling into a market where fans have low expectations — and why demand is obvious but still untapped. (9:54) Early customers as classic early adopters — every team already knows the pain points intimately. (11:25) The first hypothesis they had to kill: incumbents don't want to integrate or share data. At all. (12:32) Designing for the actual fan demographic: season ticket holders skew 50+, so “cutting-edge UX” isn't always the answer. (13:25) Jordy's advice to founders: get out of the building, talk to insiders, but keep your “child's mind.” (15:06) Sports as an industry you can't “hack into” — it works more like fashion or Hollywood. (17:31) Moments when he realized he was losing stakeholders — and why being “comfortable in the uncomfortable” is essential. (18:03) Early would-be partners who backed out, the impact on morale, and what they learned from those rejections. (19:45) Jump's origin as a “dynamic seating” idea — and why they had to build the entire platform instead. (21:03) The “invisible platform” ethos: why Jump melts into the background so teams can own the fan relationship. (23:10) Why NWSL teams and NBA franchises have surprisingly similar needs — and what that taught them about productizing. (24:36) Jordy's litmus test for platform vs. point solution: how many people in the org depend on you to do their job? (27:01) Seed to Series A timeline — and how the Timberwolves sale collapsing delayed everything by a year. (28:37HaHow Jordy processed a crisis that was public, sudden, and existential. (31:13) The Long Beach pier walk: the moment he decided to pivot the GTM to a crawl-walk-run strategy. (32:49) Effectuation theory, the “bird in hand,” and how it led to NCAA → NWSL → Timberwolves as a survival sequence. (34:39) What he had to unlearn from Stella Connect: stop zooming in — zoom way out to a 10–20-year vision. (37:05) The habit he kept: talent above all else — and why his first call was to a Chief People Officer. (38:45) Minimum viable people function for early founders: fractional HR > junior recruiter. (42:58) High performance without grind culture: intensity ≠ toxicity — and why durability matters more than speed. (45:40) Hiring from big tech: what's actually transferable, and the dangers of logo-blindness. (50:55) The one answer Jordy would need from a founder-CEO before he'd join their startup. LINKS Jordy Leiser Jump Alex Rodriguez Marc Lore Jump Series A announcement Delivering Happiness: A Path to Profits, Passion, and Purpose, Tony Shieh Effectuation — UVA Darden School of Business SUBSCRIBE

Episode 405 of The VentureFizz Podcast features Ed Jennings, CEO of Quickbase. The terms 'narrow' and 'growth' seem to contradict each other, yet in Ed's mind, the two concepts go hand-in-hand. Based on his experience, true scaling doesn't always mean adding new products or wildly expanding into new industries. It can be a huge challenge to say "no" to new opportunities when the goal is increased revenue. But as Ed explains, the key to sustainable success is to look deeply at your core customer and double down on your core value. This focus is what helps you win and retain customers—a factor often overlooked, but insanely important for long-term growth. Quickbase is the AI operations platform used by more than 12,000 organizations worldwide to transform ordinary work into extraordinary impact. Combining powerful AI capabilities and the flexibility and ease of low code/no code technology, Quickbase boosts productivity, improves efficiency, and enhances employee safety for organizations managing large-scale projects and operations in industries like construction and manufacturing. Chapters 00:00 Introduction 02:00 Core Foundational Elements for Scaling Companies 06:21 Ed's Background Story & Post College in Japan 13:01 Career & Executive Roles in Tech 15:26 Experience at PTC 18:04 First CEO Role 21:55 Time at ADP 24:44 Experience at Veracode 28:22 Lessons Learned as CMO 30:13 COO Role at Mimecast 35:55 Details About Quickbase 36:56 Narrowing the Focus and ICP at Quickbase 39:09 The Culture at Quickbase 41:00 Hiring at Quickbase 42:44 Quickbase's Customer Community 44:23 Advice for Building a Career Path to CEO 46:56 Advice on Hiring Executives 49:51 Lightning Round Questions

Elise Buie is the founder and CEO of Elise Buie Family Law in Seattle, Washington. After losing everything in Hurricane Katrina, she rebuilt her life and career from scratch, bringing lessons in resilience and New Orleans hospitality to her practice.  Elise is a passionate and creative family law attorney who has lived the life you're living now, juggling the endless tasks of a lawyer and law firm owner while dreaming of something better. She grew her firm from six figures to multiple seven figures, navigating the pandemic and intentionally scaling back to ensure the firm operates with healthy numbers and a culturally aligned team.  WHAT'S COVERED IN THIS EPISODE ABOUT BUILDING A PROFITABLE LAW FIRM WITHOUT BURNING OUT YOUR TEAM Most law firms measure success by billable hours and revenue growth. But what if the path to profitability runs through shorter workweeks, lower billable targets, and generous budgets for client gifts? Elise Buie grew a family law practice from six figures to multiple seven figures while implementing policies that sound counterintuitive. Attorneys bill around 1,200 hours annually. Paralegals work 30-hour weeks while getting paid for 40. Team members receive bonuses for "unreasonable hospitality" rather than billing more hours. The firm maintains 30% profit margins with a three-times return on investment per employee, proving that you don't need to run your team into the ground to build a successful practice. In this episode of The Lawyer's Edge podcast, Elise Holtzman speaks with Elise Buie about building a profitable law firm without sacrificing what matters most, including how to delegate effectively, why emotional intelligence is critical in family law, and what it really takes to create a culture where people bring their best selves to work. 2:32 - Rebuilding after Hurricane Katrina and how COVID tested the firm 5:39 - What unreasonable hospitality means and why it matters 8:49 - Why the firm bonuses people for client delight, not billable hours 11:48 - Hiring for alignment and emotional intelligence 13:30 - Why the firm turns away most applicants to find the right fit 16:56 - How the firm stays profitable with attorneys billing 1,200 hours a year 18:09 - Running the business by the numbers while keeping reduced hours 21:30 - Where the business knowledge came from (hint: lots of studying) 23:04 - Why daily data dashboards reveal problems before they become crises 26:14 - Why delegated work doesn't have to be perfect to be valuable Mentioned In Scaling With Soul: Building a Profitable Law Firm Without Burning Out Your Team Unreasonable Hospitality by Will Guidara Elise Buie Family Law Group | LinkedIn Elise Buie on LinkedIn  Get connected with the coaching team: hello@thelawyersedge.com The Lawyer's Edge SPONSOR FOR THIS EPISODE Today's episode is brought to you by the Ignite Women's Business Development Accelerator, a 9-month business development program created BY women lawyers for women lawyers. Ignite is a carefully designed business development program containing content, coaching, and a community of like-minded women who are committed to becoming rainmakers AND supporting the retention and advancement of other women in the profession. If you are interested in either participating in the program or sponsoring a woman in your firm to enroll, learn more about Ignite and sign up for our registration alerts by visiting www.thelawyersedge.com/ignite.

I've noticed a trend lately where people aren't communicating as well as they used to. As far as coaching goes, you will get the best results when you show up with curiosity and ask questions (then apply what you learn). Becoming a strong communicator is an art. It takes practice and lots of conversations and mindset shifts. In this episode, I share two books I believe everyone should read, especially if you're currently working with or planning to hire a personal trainer in the future. Make sure your personal trainer has read these, too. Thanks for listening! Instagram: https://www.instagram.com/Facebook: https://www.facebook.com/figarellesfitness

Welcome to Creative Block! This week's guest is NICK CROSS! Nick is a cartoonist, art director, and background artist whose work can be seen on Over the Garden Wall, Uncle Grandpa, and The Day the Earth Blew Up: A Looney Tunes Movie!In this episode, VEE and SEAN talk to NICK about LEARNING TO ANIMATE, WORKING IN THE CARTOON NETWORK SHORTS PROGRAM, ART DIRECTING ON OVER THE GARDEN WALL, and so much more!While we talk, we doodle on a MAGMA, where we draw from prompts we got on TWITTER, INSTAGRAM, YOUTUBE, THREADS, NEWGROUNDS, and PATREON. Subscribe to our channel to hear more stories of other animation professionals! ■■■■■■■■■■■■■■■Thank you to our Patreon Blockheads for supporting the show!Want to become a Patron? ► https://www.patreon.com/crtvblockHit subscribe and follow our socials for updates! ►https://bsky.app/profile/crtvblock.bsky.social   ►https://x.com/crtvblock      ► https://www.instagram.com/crtv.block/         ► https://www.threads.net/@crtv.block             ► https://creativeblockpod.newgrounds.com/■■■■■■■■■■■■■■■Follow the hosts!VEE!  ► https://x.com/violainebriat              ► https://www.instagram.com/violainebriat                 ► https://www.threads.net/@violainebriat                     ► https://www.violainebriat.com/SEAN! ► https://linktr.ee/lordspew                ► https://x.com/lordspew                    ► https://www.instagram.com/lordspew/                       ► https://www.threads.net/@lordspewFollow the guests!Nick! ► https://nickcrossanimation.net/           ► https://www.youtube.com/ncross   ► https://www.instagram.com/nicodemuscross/         ■■■■■■■■■■■■■■■Editing by Clemence Briat ► https://twitter.com/clem_n_mProduced by Marco Beltran ► https://twitter.com/orcsocksReels/Shorts by Ebuka.PNG ► https://www.instagram.com/ebuka_0fomaTheme song by Louie Zong ► https://twitter.com/everydaylouie■■■■■■■■■■■■■■■1:00 Deeping toe in background design6:07 Hiring/8:22 Learning to Animate12:40 “You can't afford to be precious”16:03 Entering work into festivals20:55 “Animation Process is like building a ship in a bottle”26:46 Jumping Mediums and Making a comic33:44 Over the Garden Wall37:35 Shorts Program59:59 “The Wire for kids”

.

We were joined by Mitch Lyons from Mitch Lyons Wealth. He gave his thought's on the hiring of Fitzgerald, talked about why he thinks he's a good fit for the program, and much more. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Listen now: Spotify, Apple and YouTubeIn the first-ever live recording of Supra Insider, Marc and Ben sat down with Jacob Bank, founder of Relay.app, to unpack one of the most urgent questions facing product leaders today: How do AI agents actually change the way we work? Instead of abstract predictions, Jacob shares the very real workflows, failures, and breakthroughs behind running a 10-person company that delegates work to more than 300 AI agents.Across the conversation, the three dig into what PMs must learn next: writing job descriptions for agents, architecting responsibilities, managing automated execution, and understanding how agents influence velocity, product quality, and cross-functional collaboration. Jacob also discusses why PMs are lagging behind engineering and ops in adopting agentic workflows, and what will happen to teams who don't catch up.If you're a PM, founder, or operator trying to understand how AI is reshaping product development, or you've struggled to translate “agent hype” into concrete, repeatable workflows, this episode gives you a realistic, practitioner-level framework for building with agents today, and preparing for what's coming next.All episodes of the podcast are also available on Spotify, Apple and YouTube.New to the pod? Subscribe below to get the next episode in your inbox

In this episode of The Jim Stroud Podcast, Jim sits down with Josh Hill—Head of People and co-founder of SuperHired—to explore what's really happening at the intersection of HR and artificial intelligence. Drawing from his unconventional path from the Australian military to executive HR leadership, Josh breaks down why today's recruitment engine is fundamentally broken, how AI is both helping and harming the process, and why “human in the loop” isn't just a best practice—it's a necessity. Together, they dive into the future of hiring, including: Why AI should augment, not replace, human decision-making How small companies can use AI without losing their culture Which parts of recruiting must remain human-led Why resumes offer almost no predictive value—and what should replace them How clearer company context creates better candidate matches The legal and ethical traps HR leaders must navigate as AI tools proliferate Whether you're an HR executive, recruiter, or talent strategist, this conversation offers a candid, forward-thinking look at how to build more human, transparent, and effective hiring practices in an AI-driven world. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jeanne DeWitt Grosser built world-class GTM teams at Stripe, Google, and, most recently, Vercel, where she serves as COO and oversees marketing, sales, customer success, revenue operations, and field engineering. She transformed Stripe's early sales organization from the ground up and advises founders on GTM strategy.We discuss:1. Why GTM is becoming more strategically important in the AI era2. The rise of the GTM engineer3. A primer on segmentation4. How to build a sales org that engineers and product teams respect5. The changing calculus of build vs. buy for go-to-market tools in the AI era6. Why most customers buy to avoid pain rather than to gain upside—Brought to you by:Datadog—Now home to Eppo, the leading experimentation and feature flagging platform: https://www.datadoghq.com/lennyLovable—Build apps by simply chatting with AI: https://lovable.dev/Stripe—Helping companies of all sizes grow revenue: https://stripe.com/—Transcript: https://www.lennysnewsletter.com/p/what-the-best-gtm-teams-do-differently—My biggest takeaways (for paid newsletter subscribers): https://www.lennysnewsletter.com/i/179503137/my-biggest-takeaways-from-this-conversation—Where to find Jeanne DeWitt Grosser:• X: https://x.com/jdewitt29• LinkedIn: https://www.linkedin.com/in/jeannedewitt—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Jeanne DeWitt Grosser(05:26) Defining go-to-market(08:43) The evolution of go-to-market roles(11:23) The rise of the go-to-market engineer(14:21) Implementing AI in sales processes(15:28) Optimizing sales with AI agents(23:47) Defining sales roles: SDRs and AEs(26:04) When to hire a GTM engineer(29:04) Hiring and scaling sales teams(30:50) The ideal go-to-market engineer(34:24) The go-to-market tool stack(40:39) Advice on building a great sales bot(44:34) Vercel's unfair advantage(46:37) Go-to-market as a product(47:04) Innovative sales tactics at Stripe(52:38) Effective go-to-market tactics(01:00:37) Segmentation strategies(01:09:31) Building a sales org that engineers love(01:14:00) Thoughts on PLG and pricing(01:16:44) Sales compensation and hiring(01:19:24) Lightning round and final thoughts—Referenced:• Vercel: https://vercel.com• Stripe: https://stripe.com• Rosalind Franklin: https://en.wikipedia.org/wiki/Rosalind_Franklin• Ben Salzman on LinkedIn: https://www.linkedin.com/in/bensalzman• SDK: https://ai-sdk.dev/docs/introduction• Gong: https://www.gong.io• Lyft: https://www.lyft.com• Instacart: https://www.instacart.com• DoorDash: https://www.instacart.com• “Sell the alpha, not the feature”: The enterprise sales playbook for $1M to $10M ARR | Jen Abel: https://www.lennysnewsletter.com/p/the-enterprise-sales-playbook-1m-to-10m-arr• A step-by-step guide to crafting a sales pitch that wins | April Dunford (author of Obviously Awesome and Sales Pitch): https://www.lennysnewsletter.com/p/a-step-by-step-guide-to-crafting• Kate Jensen on LinkedIn: https://www.linkedin.com/in/kateearle• Lessons from scaling Stripe | Claire Hughes Johnson (former COO of Stripe): https://www.lennysnewsletter.com/p/lessons-from-scaling-stripe-tactics• Atlassian: atlassian.com—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

John Chang shares why commercial real estate data has become less reliable following the DOJ's settlement with RealPage, and how losing access to more precise rent and vacancy feeds weakens investor decision-making. He walks through the market's wildly shifting expectations for a potential December 10 Fed rate cut and argues that political pressure and policy uncertainty—not the cost of capital—are what's really slowing hiring and expansion. John then looks at how tariffs, tight immigration policies, and a softer job market could temporarily dampen household formation and apartment absorption in 2026 across apartments, retail, and industrial, while creating pent-up demand that returns later in the cycle. Finally, he explains why investors who can secure positive leverage today—higher cap rates against moderating debt costs—may be better positioned for the next upswing if they buy before sentiment and competition turn. Start earning passive income today at gsprei.com/bestever Alternative Fund IV is closing soon and SMK is giving Best Ever listeners exclusive access to their Founders' Shares, typically offered only to early investors. Visit smkcap.com/bec to learn more and download the full fund summary. Join us at Best Ever Conference 2026! Find more info at: https://www.besteverconference.com/  Join the Best Ever Community  The Best Ever Community is live and growing - and we want serious commercial real estate investors like you inside. It's free to join, but you must apply and meet the criteria.  Connect with top operators, LPs, GPs, and more, get real insights, and be part of a curated network built to help you grow. Apply now at⁠ ⁠⁠⁠www.bestevercommunity.com⁠⁠ Podcast production done by⁠ ⁠Outlier Audio⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

2025 list of fastest-growing companies. Jeff shares how values-driven leadership shapes every aspect of his organization, from strategic decisions to daily client interactions. He breaks down the core values that guide his team's growth, reliability, communication, and respect, and explains how embedding them into company culture fuels consistent, high-quality performance. Jeff also dives into the evolving role of AI in streamlining operations and elevating service, while underscoring the importance of empowering employees through critical thinking and autonomy. The conversation wraps with a powerful reminder: clearly defined values aren't just ideals, they're essential tools for sustainable growth and effective leadership. 3:42 Meet Jeff Soha 4:02 Soha Capital and Its Mission 4:29 The Impact of AI on Services 6:08 Success Through Values 6:50 Evolving Company Values 9:44 The Importance of Core Values 12:23 Defining Core Values 14:06 Practical Applications of Values 17:05 Commitment to Reliability 18:54 Weekly Review Process 23:46 Decision-Making with Values 26:23 Empowering Decision-Making in Leadership 27:30 Conclusion and Takeaways Building a Business on Values In this episode, Gene sits down with Jeff Socha, founder of Socha Capital, to talk about what values-driven leadership really looks like in practice. Jeff explains how Socha Capital helps successful entrepreneurs through family office services, from tax reduction and legal planning to investment and risk management. Gene highlights the importance of having values that actually live inside an organization, not just words written on a wall, and Jeff shares how this philosophy drives everything they do. How AI Supercharges Their Client Experience The conversation shifts into technology, where Jeff breaks down how artificial intelligence has changed the game at Socha Capital. Instead of replacing people, AI helps the team work smarter, speeding up research, boosting problem-solving, and allowing them to craft customized solutions faster than ever. For a company dealing with complex financial and legal strategy, that efficiency makes a real difference. Values That Drive Growth (Literally) Jeff has a remarkable track record: three different companies have landed on fastest-growing company lists, including the Inc. 5000. Gene digs into how values played a part in that success. Jeff shares Socha Capital's four core values: growth, reliability, communication, and respect, and explains how they show up in real decisions like hiring, firing, and internal operations. These aren't slogans; they are the compass for everything the team does, reinforced through weekly reviews, reporting systems, and clear expectations around accountability. Teaching Leaders to Think for Themselves One of the most compelling parts of the conversation is Jeff's philosophy on developing leadership within his team. Instead of giving answers right away, he encourages employees to think through decisions using the company's values as their guide, especially when he's not in the room. This approach builds autonomy, confidence, and critical thinking. Jeff also talks about how he shaped these values over years of personal reflection and mentoring, grounded in the belief that "everything will grow at the rate that you do." The episode closes with Gene and Jeff agreeing on one big idea: values aren't abstract concepts, they're practical tools. When leaders live by them, they create alignment, resilience, and long-term growth for everyone involved. Key Takeaways Values must be lived, not laminated. Jeff emphasizes that core values only matter when they're actively practiced and used in decision-making not just written down. AI boosts productivity without replacing people. Socha Capital uses AI to accelerate research and problem-solving, allowing the team to spend more time on high-value client work. Growth starts with the leader. Jeff's philosophy "everything will grow at the rate that you do" highlights the importance of personal development for organizational success. Accountability drives reliability. Weekly reviews, clear reporting systems, and action-tracking help maintain consistent performance across the company. Empowered teams make better decisions. Jeff encourages employees to use the company's values as a framework for independent decision-making, building confidence and critical thinking. Values guide people decisions. Hiring, firing, and everyday leadership all tie back to Socha Capital's four core values: growth, reliability, communication, and respect. Sustainable success is values-driven. Gene and Jeff agree that long-term growth depends on leaders who embody and operationalize their values daily. Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance.