Podcasts about Ideal

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Click Here for the Show Notes Should you put your next $100,000 into turnkey rentals—or chase higher returns in passive accredited investments? In this episode, we break down the real question behind the numbers: are you investing for income today or capital gains tomorrow? Marco unpacks the powerful difference between predictable cash-flow investments and long-term equity growth plays—and reveals why residential real estate may offer the best of both worlds through his “IDEAL” framework: Income, Depreciation, Equity growth, Appreciation, and Leverage. If you're building wealth from your W-2 income and want clarity on how to align your strategy with your long-term goals, this episode is a must-listen. Tune in now and discover how to position your portfolio for both freedom today and wealth tomorrow. -------------------------------- Throwback Thursday Episode (The episode originally took place in the year 2021) This episode is part of our Throwback Series and may include references to older content such as web classes, events, promotions, or links that are no longer active or available. While the conversation and insights still hold value, please note that some information may be outdated. -------------------------------- If you missed our last episode, be sure to listen to Is Turnkey Investing Really Worth It? (Real Numbers + Real Story) Download your FREE copy of:  The Ultimate Guide to Passive Real Estate Investing. See our available Turnkey Cash-Flow Rental Properties. Our team of Investment Counselors has much more inventory available than what you see on our website.  Contact us today for more deals.

Going Long Podcast Episode 603: How to Replace $120K-yr Without Waiting 20 yrs - Billy Keels  ( To see the Video Version of today's conversation just CLICK HERE. ) In today's episode of The Going Long Podcast, you'll learn the following:   [00:24 - 01:08] Billy welcomes us to, and introduces, today's show. [01:08 - 09:49] Billy shares a story about one of his clients and the details of how they worked out together how he would be able to replace his six figure salary job without having to wait. [09:49 - 11:12] Billy wraps up the show   If you're a corporate executive who wants to make your role optional, then grab your FREE ebook with Billy's proven 3 step process at:  www.makeitoptional.com What you can expect to get out of this ebook: Learn how to achieve corporate optionality Gain true control over your career Turn corporate skills into personal assets With 26 years of experience in corporate sales leadership, achieved optionality through multiple income streams, Billy has helped dozens of executives build their paths to take control of their time. This free ebook gives you everything you need to identify, plan, and take control of your career while building financial optionality, leveraging your skills, and start living your IDEAL day - today! Go to: www.makeitoptional.com Click the above link or just copy and paste the following directly into your browser to sign up and get your free ebook: https://www.makeitoptional.com/?utm_source=podcast&utm_medium=social&utm_campaign=p2olm  To see the Video Version of today's conversation just CLICK HERE.   How to leave a review for The Going Long Podcast: https://youtu.be/qfRqLVcf8UI     Be sure to connect with Billy!  He's made it easy for you to do…Just go to any of these sites:   Website: www.billykeels.com Youtube: billykeels Facebook: Billy Keels Fan Page Instagram: @billykeels Twitter: @billykeels LinkedIn: Billy Keels

Immerse yourself in the steady flow of a waterfall deep in the jungle.This white noise soundscape blends rushing water with a natural, continuous texture that gently masks distractions and creates a calm listening environment.Designed for sleep, focus, and relaxation, this sound stays consistent and unobtrusive—allowing your mind to slow down without effort. Ideal for blocking background noise, easing mental tension, or creating a peaceful atmosphere at any time of day.No talking.No sudden changes.Just flowing sound that stays.

David C. Baker recently published a fascinating thought experiment about what he’d do if starting an agency from scratch today—and it’s packed with provocative ideas worth serious consideration. His article offers a comprehensive blueprint covering everything from organizational structure to compensation philosophy, and much of it aligns with how Chip and Gini think about building sustainable agencies. But the most interesting conversations happen when smart people disagree, which is why this episode focuses on the handful of points where Chip and Gini see things differently. Not because Baker’s ideas are bad, but because they expose the tension between aspirational agency management and the messy realities of running a business with real budgets, real people, and real client demands. In this episode, Chip and Gini tackle mandatory one-month sabbaticals for every employee, open-book finances published on your website, 360-degree reviews, and incentive compensation structures. They dig into why ideas that sound compelling in theory often create unintended consequences in practice—like how retention-based bonuses can fuel scope creep, or why forced sabbaticals don’t actually solve the single-point-of-failure problem they’re designed to address. The conversation reveals thoughtful nuance on both sides. Gini shares her brutal experience with anonymous feedback that backfired when presented poorly. Chip explains why he sees most performance measurement systems as “performance theater” while still advocating for more financial transparency with teams. They discuss the logistical nightmares of scheduling multiple month-long absences and why backup systems for unexpected departures matter more than planned time off. Throughout, they return to a central theme: what works brilliantly at one stage of growth can be completely wrong at another. The goal isn’t to declare Baker’s ideas right or wrong, but to test assumptions and recognize that even the most well-intentioned frameworks deserve scrutiny before implementation. Key takeaways Chip Griffin: “Really to deal with single points of failure, you need to be able to handle those unexpected absences, right? Someone has a family emergency, someone has a health issue. Those are the kinds of things that you wanna make sure you’ve handled.” Gini Dietrich: “When you’re constantly slacking or texting or calling while on vacation, and we don’t give you a response, it makes people angry. But what I’m trying to do is give you the time off because you deserve it and I want you to come back refreshed and ready to work.” Chip Griffin: “When you have incentive compensation, whether that is commissions or for hitting profit targets, the problem that you run into is people tend to focus on the thing that gets them the commission. It doesn’t mean that it’s good revenue. It doesn’t mean that it’s profitable.” Gini Dietrich: “I subscribe to give ongoing feedback. You get feedback consistently. And when we’re in a meeting and I see something that you did really great or I see something that could use some work, I tell you that immediately.” Turn Ideas Into Action Read Baker’s full article and identify your three favorites. Don’t just focus on the disagreements—pull out the ideas that resonate most with your vision for your agency and commit to implementing one of them this quarter. The value in thought experiments like this isn’t picking sides, but using them to clarify what you actually want to build. Spend 30 minutes reading, then schedule time to test one concept that genuinely excites you. Identify your true single points of failure. List every critical role in your agency, then honestly assess what would happen if that person disappeared tomorrow without warning. Focus on unexpected absences—not planned sabbaticals—because those expose the real vulnerabilities. For each critical role, document who could cover the basics for 1-2 weeks while you figure out a longer-term solution. This takes less than an hour and protects you better than mandatory vacation policies. Replace annual reviews with ongoing feedback. If you currently do annual or 360-degree reviews, shift to giving immediate feedback when you observe something—positive or negative. Make it a two-sentence conversation: “That client presentation was excellent because you anticipated their objections” or “When you miss that deadline without communication, it creates problems for the team.” Save annual conversations for compensation changes and goal-setting, not for dumping a year’s worth of stored-up feedback all at once. Resources David C. Baker’s article If I Started A New Firm, Now Related Starting your own agency Should you force employees to take time off? Setting your agency's PTO, vacation, and leave policies Employee compensation essentials for agencies View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, we’re going back to a place that we’ve used for inspiration before. And no, I’m not talking about Reddit this time. Oh, I’m, I’m sorry. Dear listeners, this is not one of our Reddit episodes. Gini Dietrich: I, I’m always scared of the Reddit episodes. Chip Griffin: The Reddit episodes are always, they’re interesting. We’ll leave it at that. Gini Dietrich: Yeah. I saw one the other day that I was like, oh boy, okay. In the real world… Chip Griffin: Sometimes I just, I read those posts in the, in the agency subreddit, and I just, I wonder if, if they’re actual, real people posting about real stuff, because some of it just seems so insane that it just couldn’t be real. Gini Dietrich: Yes. And some of it is very junior level entitled frustrations who don’t understand how a business operates. And so some of it you’re just like, Ugh. Okay. Chip Griffin: Yep. But I mean, we were all once those people sort of a little bit Gini Dietrich: Fair, true. Chip Griffin: At one point in time. Gini Dietrich: Yes. So absolutely. Chip Griffin: But that is not what this episode is. We are going to use another source of inspiration for us that we’ve used in the past, and that is David C. Baker. And, in this case, he had a post in his newsletter recently about what he would do if he was starting his own agency today. And it’s a lengthy article that walks through all of the different choices, that he would make strategically and tactically for the business. And there’s a lot of good food for thought in there. It’s, mm-hmm. It’s probably gonna inspire a few additional episodes, down the road as we dig deeper into some of the specific topics there. But, one of the things that I did on LinkedIn was I broke out into four buckets, my perspective on it, and broke it into things that I agree with, things that I agreed to disagree with. It depends because, hey, that’s our motto here, so why not? It does depend. Yes. Yep. And then of course, food for thought. So, there are far too many points for us to cover in a reasonably length podcast episode. So. I figured why not be controversial? Let’s deal with the disagrees that I had on my list and, use that as our jumping off point. And we’ll of course include a link to the article in the show notes that you can go read the full article as well as additional context around what we’re gonna talk about today because there is a lot to, to explore here. Gini Dietrich: And I think the buckets that you, you broke it into are really good. And for the most part I agree with how you’ve compartmentalized them all. But there are some interesting ones on the agree to disagree bucket. So let’s, let’s do that. Let’s start there. Chip Griffin: Alright. Do you have, do you have one that you would like to start with or do you want me to just start calling ones out? Gini Dietrich: Let’s see. Yeah, there’s, well, yes I do. That we require one month annual sabbatical to eliminate single points of failure. Sounds lovely. I would also like a one month sabbatical every year. Chip Griffin: It’s as, as I understood the article, and it is possible, I misunderstood the intent in the article, but as I understood it, he was suggesting that every year, every employee. Gini Dietrich: Everyone. Yes. Chip Griffin: Had to take a full one month sabbatical. Gini Dietrich: Yes. That’s how I read it as well. Chip Griffin: That is, I mean, it’s a nice idea. I think it is highly impractical for most organizations. And look, I think the, stated intent here is truly a good one, which is to avoid those single points of failure, over reliance on any individual team member. Yeah. ’cause this is a giant problem for agencies, honestly, of most sizes until you get to be giant. But it is something that, that you need to be conscious of. I don’t know that you need a full one month sabbatical for every employee every year in order to get there. Gini Dietrich: Yeah, and I mean, truth be told, like if you’re designing in the agency of the future and you’re starting from scratch today, I don’t know how you do that. I mean, to your point, even in a large organization, I don’t know that how, you do that because it costs a lot of money. Not just resources and time, but it costs money to have people out. And so, you know, if you’re a, you’re an agency of three people or you’re an agency of 50 people, or you’re an agency of hundreds of people, it still costs money. And so requiring that I think is a bit too much. And also, I will say that as somebody who has an extraordinary flexible and generous paid time off plan. There are people who take advantage of those things and you have to adjust to that, unfortunately. And I just don’t think it’s realistic. I don’t think it’s something that you could actually do. I don’t think it’s something you could enforce. I think it would be extraordinarily stressful for the person and for their team, even though it might be nice in writing. I don’t think it’s, realistic in practice. Chip Griffin: Well, I, think you, I mean, you, have a number of logistical issues that come into play here in addition to everything else. And particularly because one of the other, tenants in there that I, disagreed with was, that you would require all employees to take four one week vacations. Over the course of the year. So now you’ve, essentially got all employees out for two out of 12 months. Gini Dietrich: Two outta 12 months. Yes. Chip Griffin: And, that is logistically challenging because how do you do this and make sure that you don’t have too much overlap because inevitably there are certain times where people are going to prefer to do this. I mean, absolutely. If you want to take a one month sabbatical, most people are probably gonna want to do that over the summer months. Yes. When perhaps, you know, family members have access to vacation or those sorts of things. Gini Dietrich: Yep. Chip Griffin: Or they may want it end of year around the holidays and those kinds of things. So you, have collisions between people wanting the same time. If, they, can’t get what they want now, they may be frustrated that I gotta, you know, I have to take off a month in February. What good is that gonna do me? I mean, it’s cold, it’s snowy outside. My family can’t take the time off. My significant other won’t go. Like, Gini Dietrich: yeah, Chip Griffin: so what am I just gonna sit around in my house all day for the month. so I think there are some logistical challenges. So I guess what I, this is one of those ones where I’d say the ideal is nice. I’m not sure that it is practical to implement in the vast majority of firms. I would encourage instead that owners look and try to identify single points of failure and make sure that you have backups. Yes, yes. And frankly, those are important, whether you have someone taking a month off or a week off. And my view is that every employee should have a backup who can at least do the, minimum required for that role while they’re out. Particularly if they’re out suddenly, right? Because being able to plan for it. You’ve got a sabbatical, it’s on the calendar, six months ahead of time. You can get some stuff done early, you can push off some deadlines. There’s a lot of things you can do, but really to deal with single points of failure, you need to be able to handle those unexpected absences, right? Someone has a family emergency, someone has a health issue. Gini Dietrich: Yep. Chip Griffin: Someone gets an opportunity to go on a game show, I don’t know, whatever it is, that takes them away suddenly. Those are the kinds of things that you wanna make sure you’ve, handled, with single points of failure. So. Nice idea. I just, I, don’t think it’s practical for most firms. Gini Dietrich: Yeah. And the other thing I’ll say on the single point of failure piece is one of the things that I experience as an agency owner quite often is that my certain members of my team will take time off, but they can’t… They can’t allow themselves to take time off. So they’re constantly checking in and they’re constantly asking for updates and they’re constantly, and so one of the things I do with them is. You know, ensure A, that you have some backup, and B, that when you’re asking for updates or you’re constantly slacking or texting or calling, that we don’t, we don’t give you a response. And, it makes people angry. But what I’m trying to do is A, give you the time off because you deserve it and, I want you to come back refreshed and ready to work. And B, well, I’ll say C. Actually there’s three, three things, B there, nothing’s going to burn down while one person is out because we have backup and we do have places where there is not a single point of entry. And lastly, it’s really demeaning to your team, like it’s demeaning. And even me as the owner sometimes I’m like, well, don’t you trust me to fall to take care of your clients while you’re gone? Like, come on, seriously. Right. That’s how it makes you feel. So I would say that it’s important from a single point of entry perspective as well to ensure that on the opposite side, that the team feels comfortable taking time off, that they don’t feel angst about taking the time off, that they can take the time off, and that the team behind them is, feels empowered and ready and trusted to do the work. Chip Griffin: Spot on. Alright, well there’s, there’s a lot on this list. So let’s move on to, to something different. How about we talk about open book finances, because this is, one that, I, will say that I disagree with an asterisk. So I, what he’s advocating in his piece is open book finances, including public disclosure of finances on the agency’s website. Gini Dietrich: Nope. Chip Griffin: So, and in general, I am not a fan of full open book either internal or external. Gini Dietrich: Nope. Chip Griffin: However, I do believe that most agency owners would be better off being more transparent than they currently are with their teams. That doesn’t mean being complete open book, but it does mean at a minimum, sharing with them more specifically the trends that are going on with the agency. You know, Even if you take actual numbers out, I like to show charts that show the directionality of revenue, the directionality of expenses. You know, so that you can kind of see those mapped up against each other so that as an employee, you start to understand more about the fundamentals of the business. Gini Dietrich: Yep. Chip Griffin: And it starts to make you less surprised when you’re seeing growth and less surprised when you’re seeing, you know, a narrowing of the gap, say, between revenue and expenses. So therefore, profit is shrinking. I, think that there does need to be more communication about that with, as I always say, education. You can never provide numbers, whether that’s percentages or charts or actual numbers to your team without helping them to understand the economics of the business. Because otherwise you’re just giving them numbers that they will interpret however they want. But I do think the smarter you make your team about these things, the better they can help to manage project budgets, the better and more realistic they can be about compensation and bonuses. All of these things, information helps, but not in my view all the way to full open books, either internal and certainly not external. No, definitely not. I don’t see enough upside doing it external. Gini Dietrich: Definitely. I, can’t imagine doing it externally because all that does is open up the, an invitation for your clients to say, well, you don’t really need to be that profitable, so let’s, take some, let’s take a percentage off like the No, no, no, no, no. And I also think, if I read it correct, his article correctly, he was advocating for open book on everyone’s salaries too. And no, I mean, we do salary bands, but you, do not know exactly how much every person makes. That’s not, that does not contribute to any sort of morale building inside a culture. Absolutely not. Chip Griffin: Yeah. I mean, the only thing I will say to that is that, I, agree with you. However, the reality is that most people have a pretty good idea of what everybody else in the business except the owner is making anyway. And perhaps other select senior level people depending on, how your organization is structured. But pretty much all the juniors know what all every other junior makes. They all talk. Gini Dietrich: Well, and that’s why we have salary bands ’cause everybody pretty much makes the same Chip Griffin: right Gini Dietrich: amount. Right? Like they all make the same, but I’m still not publishing it. Chip Griffin: Exactly. And salary bands, you know, protect you. On that. And so, I mean, you could make the, case as long as you have tight salary bans. Gini Dietrich: Yep. Chip Griffin: Disclosure actually isn’t a problem. But you know, I don’t, I think as long as you have salary bands, you don’t need that. Obviously a lot of states are in here in the US are now requiring more disclosure around salary bands and that kind of stuff. So, you know, we’re headed there as an industry one way or the other. but I do think that salary bands are probably sufficient and, we don’t need to share actual salaries with team members. Gini Dietrich: Yeah, I totally agree with that. Chip Griffin: You know, that said, I will say that all of your employees think you make far more than you do. We’ve talked about this before, so there may actually be an upside for, most owners to share what their actual take home is because Gini Dietrich: that like 10 people actually make more than I do. Chip Griffin: Yeah. Yeah. I mean, I know a lot of agencies where the owner is making less than team members. Gini Dietrich: Yes. Chip Griffin: Which is wild to me, but. Gini Dietrich: There’s also the upside on that though, if, you’re profitable and you make enough money at the end of the year, you get, you get that. But yes, from a salary perspective. Chip Griffin: Right, right. Alright, how about, 360s? My, one of my pet peeves. I consider it performance theater. I think most KPIs and OKRs and all these things, I think it’s all performance theater. I think it has very little to do with what actual performance outcomes you get from your team. But, 360s, you know, they’ve been popular for a couple of decades now. I don’t understand them. You know, I’ve been in organizations that, have done them. I will confess that, that, you know, at various points in time, my own businesses have experimented with them, and most of the feedback that you get from them is borderline worthless. Because most of it falls into the category of nobody wants to say anything really bad about anything else, it’s, you know, at worst it’s lukewarm. But then of course, you always get the random ones who just, they have an ax to grind Gini Dietrich: Yep. Chip Griffin: And they’re gonna use the 360 Yep. As their way to grind an ax against a colleague. Yep. Or, or another department. Yep. Or whatever. Gini Dietrich: Yep. Chip Griffin: And I, I’ve yet to see any, that actually helps to provide good feedback from the employees to the owner themselves. That’s just, I mean, you can tell people it’s anonymous. You can use an outside advisor to organize it, but people are not gonna put in writing. Even if they think it’s anonymous, any perspective about the owner, it just, it doesn’t happen in, the real world. Gini Dietrich: Yeah. I agree with you. The only time I’ve, and it this happened to me, the only time I’ve seen it be effective is I, early in my agency life, business life, I hired somebody externally to do interviews. It was all anonymous, it was all verbal, nothing was recorded, and people were absolutely brutal. And the way he presented it to me made me so defensive that I couldn’t take even the kernels of feedback that I needed to hear. And there was some in there, but it was so brutal. And he, the way, and he presented it, I, in retrospect, I think he embellished some of it to make me, I, to make it like more jarring and alarming. Because he thought that that would make me wake up and pay attention. And in fact, it had the opposite effect. It was not, not good at all. And then I didn’t feel good about the people I had hired. Because it was, it was brutal. So I agree that, they’re not great. I subscribe to the give feedback, ongoing feedback. And so I don’t do annual reviews, I don’t do 360 reviews. You get feedback consistently. And when we’re in a meeting and I see something that you did really great or I see something that could use some work, I tell you that immediately. When I’m trying, when I want to coach you on something, I do that immediately and I ask my team to do the same with their team. So there’s, we have the ongoing feedback and then the annual review, quote unquote, is, Hey. We met our goals, we did really, really well. Here’s a raise, or you know what? This year was shitty and it sucked. You did your part in trying to make it better. I’m gonna give you a cost of living raise or whatever it happens to be, right? But it’s not a, here’s all the shitty things that your clients say, and here’s all the shitty things that your colleagues say and more about, I, you already know that you’re doing a great job in these areas. You already know that these are areas that need to be worked on, and we just continue to move forward. Chip Griffin: Yeah, I mean, I’ll say from, an owner trying to get, you know, feedback and perspective from the team there. You know, you, I wouldn’t do it through a, you know, a normal 360 review process, but you know, what, you’ve described part of it, I think the, whoever you hired got it right in having, you know, very anonymous conversations with team members. And I think that bringing an outside advisor who has those kinds of conversations, nothing in writing, it’s just it, you know, it’s dialogue back and forth. I do those for my clients from time to time. I’ll be honest, I, you know, I would say it’s maybe 50/50 whether I feel like I’m truly getting candid feedback. Gini Dietrich: Sure. Chip Griffin: from the team members, because usually I don’t have any prior relationship with them, so they don’t know whether they truly can trust me or not. But you know, it’s, I mean, even 50% in most cases is enough to start, you know, pulling some common threads. But the whole, the way you use that information as an outside advisor, the way you present that. Matters a lot. And so you need to really understand how is it gonna land best with the owner that has hired you. And is that by being blunt, is that by sort of internalizing the knowledge and sometimes I’ll just use it in my ongoing conversations to try to steer things. Yes. To address some of that feedback. Sure. Without even explicitly saying, well, Gini Dietrich: yes, Chip Griffin: you know, the whole team said you’re very bad at X, Y, and Z. Gini Dietrich: Brutal. Chip Griffin: But instead, try to find other ways Yes. To, achieve the same outcome, because then the team starts to feel like it was useful to talk with me, and the owner then starts to feel good about the way the team starts to pull together and all that kind of stuff. But it, is, delicate and, I would say that, you know, the, typical 360 process where it tends to be, you know, written survey feedback form type things, I, just, I think that’s, it’s very difficult to see that working in most cases and in my own experience, it has rarely worked out, the way people would like it to. Gini Dietrich: Yeah, totally agree. Chip Griffin: All right. let’s see. We have time probably for at least one more, or maybe just one more here from the list. I don’t know if there’s something that, that jumps out at you that you would like to have, covered. Gini Dietrich: Let me look, let me look. Uh, maybe we can mush board of advisors and direct access to CEO together. Chip Griffin: Sure. Although they’re, well no, because the direct access to CEO is the CEO of the client. Gini Dietrich: Oh, oh, got it, got it, got it. Chip Griffin: So they, they are, they are separate issues. Got it. But I, mean, I think either, either board of advisors, the other one I would throw out there is a possible one is the, tying all, employee comp to have an incentive component. Oh, yeah. I, think either one of those would be good. So I’ll let you pick between board of advisors or employee comp. Gini Dietrich: Employee comp. Chip Griffin: So, this is, this is one of my pet peeves. And I’m sure that David doesn’t know this, and, if he did that… Gini Dietrich: Ha! He wrote it just because he knew it was your pet peeve. Chip Griffin: But, but his argument was that every employee should have at least some of their compensation effectively at risk as part of a, an incentive compensation plan. And I hate this idea. I hate formulaic, incentive-based compensation for virtually all employees. And I’ll be controversial here, it doesn’t really apply to most agencies, but I don’t think it should apply to most sales reps either. Because I think that when you have incentive compensation, whether that is commissions or for hitting profit targets or you know, other things, the problem that you run into is people tend to the extent that they pay attention to it at all. Right? So. You’ve got a couple of risks here. One is that you’re paying people for things they don’t even care about. Right? Right. You know, I mean, I’ve had sales reps they were gonna sell or not sell, and it had nothing to do with the commission they were getting. Gini Dietrich: Fair. Chip Griffin: Now that’s rare. Most sales reps are incented by their commission and, so they will try harder to get it, but what are they doing? They’re, focused on the thing that gets them the commission, which is the actual signature on the contract and the revenue. It doesn’t mean that it’s good revenue. It doesn’t mean that it’s profitable. It doesn’t mean that it’s a good client. It doesn’t mean you can get results for them. It doesn’t mean any of those things. And you’re now creating tension because if you have more than one sales rep, nobody wants to help each other because then they gotta split the commission. And so, but this goes beyond, you know, sales and other ways of doing incentive compensation. You still have, it’s very difficult to craft a plan. Gini Dietrich: Yeah. Chip Griffin: That doesn’t have unintended consequences. Yeah. And particularly when you’re outside of the sales realm, my experience is that most employees are not truly motivated to hit specific targets for their incentive comp. They’re either gonna do a good job or they’re not. And it has nothing to do with you saying if you hit this target, you’ll get a little bit extra. But to the extent that it is, it does have those unintended consequences because now they’re fixated on, I mean, let’s say it’s client retention. So now what if, if you’ve got a client retention target and if you have a client retention over 85%, you get a bonus. Sounds great. Right? Because we’re, retaining clients. Except that what are we doing to retain those clients? Right? Oftentimes that means we’re going to go way down the, rabbit hole of scope creep. Yep. And, we’re just gonna be giving them all sorts of freebies to keep them around. And so those are the things we need to think about. And it’s, why in general, I’m opposed to all forms of incentive comp. Gini Dietrich: Yeah, I agree with you. I mean, one of the things that we do do is we say you can earn up to a certain percentage of your salary in bonus. It’s the end of year bonus. And here are the, gates, like revenue, profitability, all the things. But most of it is not reliant on the individual. Most of it’s reliant on the company as a whole. And so we all have to work together to achieve those goals. And then they sort of know like, okay, well this, this is where we are, so I’m gonna make 90% of that percentage or whatever it happens to be. So they are they are clear about those kinds of things and they tend, because of that, they tend to ask… They tend to be more engaged and ask more strategic questions about work, and they’re more thoughtful about it. But to your point, we don’t reward scope creep. We don’t reward, you know, keeping a client longer than we should. Those kinds of things. Those, like, we take those pieces out. So we, do it based on, we don’t do it commission or incentive based, but we do do it based on a certain percentage of your salary if we meet certain objectives as an organization. Chip Griffin: I mean, that’s better, but I’ll be honest, I still don’t like it. Gini Dietrich: Yeah. It works for us. It’s highly motivating for us. Chip Griffin: And that’s, the thing. I mean, the, as we say at the end of every, episode, it depends. So even these things where Gini Dietrich: mm-hmm. Chip Griffin: You know, we may disagree, you know, where David has different ideas than we do, that doesn’t mean that, that none of them can work in your agency. Right. and I think that it’s, that’s a point that, that he made in a LinkedIn conversation that, that we had, recently as well. You know, some of these may be good ideas, some of them may be bad ideas. Some of them may be good ideas, but you know, wrong place, wrong time or wrong agency, wrong time. And, some of these ideas are good at different stages of the lifecycle of even your own agency. So something that works when you have two employees may not work when you have 20 or 200. Right. And so, you know, I just, I, love articles like this though, because it gives you that food for thought. It makes you think, it makes you, you know, to test your assumptions. You know that I’m a huge, advocate of curiosity generally. And so, you know, making you think about things is helpful. And so hopefully we’ve made you think just as David made us think. And, so we, appreciate that and, we hope that we’ve given you those insights here that may help you think through decisions for your own agency. And of course, you know, check out the full article for many, many more ideas beyond what we were able to cover today. Gini Dietrich: Yeah, absolutely. It was a really good, really good article. Chip Griffin: Absolutely. So thank you all for joining us. That will conclude this episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.

The NHL is on Olympic break — and the Detroit Red Wings are sitting third in the Atlantic Division. But what does that actually mean? According to Max Bultman's latest mailbag, the Eastern Conference cut line may land closer to 99 points this year — not the 91–92 we've seen recently. That makes the simple “.500 hockey gets you in” narrative a little too comfortable. In this episode of Red Wings Rant, we break down: Why 96 points might not be enough • Why Columbus is the real threat right now • The importance of staying in the divisional seed vs falling to wild card • Ideal playoff matchups (Montreal? Buffalo?) • Nightmare scenarios (Tampa or Carolina) • Whether Yzerman actually adds at the deadline this year • John Gibson's extension debate • And why MLB is suddenly broadcasting the Detroit Red Wings after the FanDuel Sports bankruptcy The league is frozen. The trade market is paused. But the playoff math is very real. Detroit controls its destiny — for now. #LGRW #DetroitRedWings #NHLPlayoffs #AtlanticDivision #MaxBultman   JOIN THE DISCORD: https://discord.gg/rd2RUDkzuS Let's have fun!   Sponsored by Draft Kings!   Find us on your favorite Podcast App by clicking here: https://link.chtbl.com/redwingsrant   Episode sponsored by Draft Kings. Use promo code 'THPN' to unlock exclusive offers when you sign up! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How do you know whether a clinician truly aligns with your practice's culture and values? What would change if you hired with long-term growth in mind? Why is a conversation […] The post Hiring Your Ideal Clinician: The IDEAL Framework for Long-Term Growth | GP 314 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

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The Buffalo Bills will look to add in some new free agents this offseason to help their defensive line. Erik and Anthony share their ideal targets and why they could make an impact for the Bills' defense!#buffalobills #nfl #nflfreeagency▶️ Hit subscribe for weekly X's & O's film sessions!

Mark & Matt welcome back Phil Terrano discuss the start of baseball season, Tampa Bay Rays, youth development, travel ball, injuries & the future of the sport. Spring Training Energy in FloridaPitchers & catchers reporting & a new baseball year across Florida & ArizonaTeams arriving & fans prepare for the seasonTampa Bay Rays Fan Fest outdoors this year as finishing touches continue inside the TropRays Talk and Uniform BuzzPossible return of the Rays' road gray uniforms w/ stingray tailTeam's history with alternate uniforms, including Grit & Glow” Baseball in Florida: Growth and ImportanceParticipation from youth to proSpring Training & 2 MLB franchises contribute to sport's presence Ideal stadium locations & long term regional growthSouthern-based winter league w/ existing spring training facilities?Youth Baseball Development and FLETL StoryOrigin of the Florida East Coast Travel League, FLETLBuilt to improve the experience for families, focusing on memories & value rather than profitInnovations include press conferences for kids, enhanced awards & eliminating gate feesInfluencing other organizations to elevate their offeringsPartnership with Prospect Wire to expand nationally & combine strengths across age groupsYouth Sports PhilosophyEmphasis on practice & development rather than constant tournament playEncouraging families to keep perspective about the realities of professional baseballTravel ball should be about experience, growth, and enjoymentCompetition builds confidence & life skillsCreate lasting memoriesManaging Injuries and Player HealthIncreasing injury ratesImportance of rest, strength training, & structured developmentPhil shares his son's experience at Wellington Sports Academy MLB veterans, Devon Travis, of` Detroit Tigers & the Blue Jays and Brad Peacock of the Houston Astros are leading guiding youth at the AcademyFocus on preparing the body for long term success rather than chasing radar gun numbers.Learning proper conditioningDevon Travis' passion for the gameBusiness of Baseball and Media ChangesRegional sports networks, RSN's, shifting to MLB's media divisionStreaming continues to reshape how fans watch gamesTelevision rights remain a major revenue driver for the sportOngoing conversation about competitive balance, payroll gaps, and future labor negotiationsThe Cost of Playing BaseballRising equipment and travel expenses can limit participationPhil discusses Stinger Sports, a company focused on providing quality gear at lower costs.Goal is to make the game more accessible for families while maintaining performance standards.Future Plans and Giving BackPhil considering launching a new charitable initiative, potentially a foundation in memory of his sister.Continued focus on community support and creating opportunities for young athletes. Find out more about Stinger Sports The BEST wood and BBCOR baseball bats, batting gloves, custom uniforms – Stinger Sports  www.stingerwoodbats.comThanks for listening to Baseball Biz On Deck.Like & subscribe to BaseballBiz On Deck.  You may also find BaseballBiz on Deck, on YouTube at iHeart Apple, Spotify, Amazon Music, & at www.baseballbizondeck.com Also you can find Mat at M-A-T-G-E-R-M-A-I-N dot B Sky social.

This week on the Retirement Quick Tips podcast, I'm covering the essential list of to-dos if you're planning to retire this year, or frankly, anytime in the next couple of years.  Today, I'm talking about thinking through your ideal schedule in retirement.

FROM TODAY'S RECAP: - Article: The Tabernacle, the Creation, and the Ideal of an Orderly World - Article: Ordering of the Furniture of the Tabernacle Note: We provide links to specific resources; this is not an endorsement of the entire website, author, organization, etc. Their views may not represent our own. SHOW NOTES: - Follow The Bible Recap: Instagram | Facebook | TikTok | YouTube - Follow Tara-Leigh Cobble: Instagram - Read/listen on the Bible App or Dwell App - Learn more at our Start Page - Become a RECAPtain - Shop the TBR Store PARTNER MINISTRIES: D-Group International Israelux The God Shot TLC Writing & Speaking DISCLAIMER: The Bible Recap, Tara-Leigh Cobble, and affiliates are not a church, pastor, spiritual authority, or counseling service. Listeners and viewers consume this content on a voluntary basis and assume all responsibility for the resulting consequences and impact.

¿Sabías que hay una hora específica del día en la que el ejercicio quema más grasa? En este episodio revelamos cuándo entrenar para acelerar tu metabolismo, optimizar hormonas y maximizar la pérdida de grasa de forma natural y efectiva.

Relax with two hours of smooth river water flowing steadily through a peaceful natural setting. The soft movement of water creates a calming and continuous sound that helps the mind slow down. This flowing river sound is perfect for deep sleep, focused study, meditation, or background ambience. Let the natural rhythm of the river reduce stress, mask noise, and support calm concentration. Ideal for listeners who enjoy nature sounds, water ambience, and soothing audio for rest and focus.Become a supporter of this podcast: https://www.spreaker.com/podcast/asmr-rain-recordings--5347561/support.Lose the AD intros by becoming a subscriber!https://www.spreaker.com/podcast/asmr-rain-recordings--5347561/support

Nevillize Lab is a daily Neville Goddard practice system – one imaginal technique, one NevilleGPT prompt, and one shift per day to help you live the Law consistently.Join the early waitlist here: nevillize.com---------Neville once said, “Assumption, if persisted in, will harden into fact.” That one truth is enough to change your life. The question is, how do you live from that place, day by day? That's exactly what Unlock God Mode was created to help you do.If you've been waiting for a sign to take Neville's teachings deeper and make them the rhythm of your daily life, this is it. Start your journey now: unlockgodmode.org. ----------------------Download the free Neville Goddard PDF Guide at manifestwithneville.com----------------------Neville Goddard: The Supreme Ideal (1964 Lecture) ***Download the free Neville Goddard PDF Guide at manifestwithneville.com - Discover the transformative power of Neville Goddard's wisdom with this FREE 60-page guide on his 12 timeless principles of manifestation and reality creation.★ Follow the podcast for daily lectures from the mystic Neville Goddard ★FREE RESOURCES:• Join the FREE Neville Goddard newsletter• Join the FREE Telegram Channel• Feeling is the Secret • Full Audiobook* * *The James Xander Trip Podcast:• Listen on Spotify• Listen on Apple Podcasts• Listen on YouTubeDIVE DEEPER:• The Unlock God Mode Course• The Infinite Wealth Guided Meditation* * *ABOUT NEVILLE GODDARD:Neville Goddard (1905-1972), was an English writer, speaker and mystic. He grew up in Barbados and moved to the United States of America as a young adult. Neville Goddard was perhaps the last century's most intellectually substantive and charismatic purveyor of the philosophy generally called New Thought. He wrote more than ten books under the solitary pen name Neville, and was a popular speaker on metaphysical themes from the late 1930s until his death in 1972.Possessed of a self-educated and uncommonly sharp intellect, Neville espoused a spiritual vision that was bold and total: Everything you see and experience, including other people, is the result of your own thoughts and emotional states. Each of us dreams into existence an infinitude of realities and outcomes. When you realize this, Neville taught, you will discover yourself to be a slumbering branch of the Creator clothed in human form, and at the helm of limitless possibilities.Neville's thought system influenced a wide range of spiritual thinkers and writers, from bestselling author Dr. Joseph Murphy to Rhonda Byrne and Wayne Dyer.He has inspired and continues to inspire millions of readers around the world.* * *SOCIALS:• Neville Goddard Newsletter• Neville Goddard Telegram• Neville Goddard Instagram• Neville Goddard Threads• Neville Goddard Twitter• Neville Goddard YouTube* * *ABOUT THE COURSEUnlock God Mode is a transformative 30-day course designed to accelerate your journey towards greater wealth, love, and success through a deeper understanding and manipulation of your reality.  Comprising of 30 audio lessons, this course unfolds as a self-paced, introspective expedition into reality creation, aiding you in elevating your consciousness to what's referred to as the God Mode. Throughout this journey, practical tools will be provided daily to help enrich your life with more love, money, and success by altering your mental models and perceptions. This course combines theory and hands-on experience to create a unique deep dive into manifestation, consciousness, and reality creation. Join me on an extraordinary, 30-day adventure (1 lesson per day) and watch your reality transform. Begin the Unlock God Mode experience today »* * *Follow Neville Goddard on Telegram, Instagram, Threads, Twitter, and YouTube.★ Join the FREE Neville Goddard newsletter ★» For the Neville Goddard listener: Access the 30-Day Unlock God Mode Program «----------

Mike Johnson, Ali Mac, and Beau Morgan spend some time with 92.9 The Game's own Braves insider and reporter, Grant McAuley! Beau, Mike, Ali, and Grant discuss how the injuries to Spencer Schwellenbach and Joe Jimenez change the Braves plans for their starting rotation, if Grant thinks there are more questions than answers when it comes to the Braves starting pitching rotation right now, if Grant was shocked to see Marcell Ozuna sign with the Pittsburgh Pirates on a one-year $12 million dollar deal, what Grant thinks the Braves designated hitter spot is going to look like until Sean Murphy comes back, how much pressure is on the Braves offense to consistently produce this season, if Grant thinks Matt Olson is the best first baseman in baseball right now, where the Braves stand at the shortstop position after Ha-Seong Kim had to have surgery to repair a torn tendon in his right middle finger, and what the timeline is for Kim's return.

¿Sabías que tu equipo de ventas podría ser hasta un 40% más productivo solo por usar correctamente un CRM? En este episodio de Con Licencia Para Vender, Jorge Zamora te revela los 3 errores más comunes que impiden que tus vendedores utilicen el CRM… y, sobre todo, cómo solucionarlos. Olvídate de obligar a tu equipo a rellenar datos por cumplir. Aquí vas a descubrir cómo mostrar el verdadero impacto del CRM en la venta, cómo reducir tareas manuales (¡menos tiempo perdido en Excel y más en cerrar negocios!) y la importancia de crear un roadmap claro que motive a los vendedores a adoptarlo de forma natural. Además, Jorge Zamora comparte casos reales y recomendaciones prácticas para que por fin dejes de adivinar el seguimiento y empieces a tener control total sobre tus procesos de ventas. Este episodio es imprescindible si eres gerente comercial, director de ventas o lideras un equipo que necesita más visibilidad, productividad y resultados tangibles. Aprovecha estos consejos para transformar tu gestión comercial y hacer que el CRM trabaje para ti, no al revés. Aprende cómo mejorar la productividad de tu equipo de ventas B2B, implementar CRM con éxito, liderar procesos de adopción tecnológica y evitar los errores más comunes en la gestión de oportunidades. Ideal para líderes y gerentes comerciales que buscan acelerar ventas y maximizar el uso de herramientas digitales como el CRM en sus organizaciones. ¿Te sirvió este episodio para identificar por qué tu CRM no se usa como debería? Compártelo con tu equipo y síguenos para recibir más estrategias de ventas de alto impacto en cada episodio. Agenda conmigo una llamada sin costo y te ayudaré a mejorar tus ventas Clientify - Reuniones https://linktr.ee/jorgeandreszamora

How do you choose a side hustle that actually makes money instead of wasting your time? In this episode of the BiggerPockets Money Podcast Nick Loper from Side Hustle Nation breaks down exactly how to find the right opportunity by aligning your skills and interests with real market demand. Whether you're looking for low-skill options to get started or high-paying side hustles that don't require heavy lifting, Nick explains how to identify opportunities in everyday problems, set realistic income expectations, and use AI to brainstorm ideas tailored to your specific situation. Learn why most side hustles fail, how to avoid common mistakes, and the proven framework for choosing something that will actually generate income. This Episode Covers: It's important to take an honest inventory of your available time for a side hustle. Setting realistic goals for your side hustle can help maintain motivation. Identifying your skills and interests is crucial for finding the right side hustle. Look for opportunities in everyday problems that others face. Low-skill side hustles can be a good starting point for many people. Market demand is essential; if a service is needed, there's potential for success. Building trust and reputation is key to gaining clients in any side hustle. AI can assist in brainstorming side hustle ideas tailored to your skills. Creative solutions for busy families can lead to lucrative side hustle opportunities. And SO much more! To go beyond the podcast: Kick start your financial independence journey with our FREE financial resources Subscribe on YouTube for even more content Connect with us on social media to join the other BiggerPockets Money listeners Connect with Nick Loper: Website Social Media AI Brainstorming Worksheet Learn more about your ad choices. Visit megaphone.fm/adchoices

Going Long Podcast Episode 602: Stronger Bodies, Clearer Minds and More Connected Lives - Kristen Olson  ( To see the Video Version of today's conversation just CLICK HERE. ) In today's episode of The Going Long Podcast, you'll learn the following:   [00:24 - 02:23] Billy welcomes and introduces today's special guest, Kristen Olson. [02:23 - 10:20] Billy asks Kristen to share more about herself in her own words. [10:20 - 15:14] Kristen shares insights into the highs and lows of working out identity, and the process of it. [15:14 - 21:48] Billy asks Kristen to describe and explain the period where she was considering making the move towards starting something new. [21:48 - 26:17] Kristen describes how experience with team sports helps in other areas of life and work. [26:17 - 30:55] Billy asks Kristen how she sees the world of sales and in what way sales is part of her world. [30:55 - 35:06] Kristen describes the experience of intentionality in her life. [35:06 - 38:48] Billy asks Kristen to tell us all about her own Podcast and website, 'Turmeric and Tequila'. [38:48 - 43:48] Kristen shares the message she would like to hear from herself three years from now. [43:48 - 46:31] Billy sums up all we've learned from Kristen today and asks her to share the best ways we can get in contact with her and find her online. [46:31 - 47:11] Billy wraps up the show   How best to get in touch with and find out more about Kristen Olson: Instagram: https://www.instagram.com/turmerictequila/?hl=en    Website: https://turmericandtequila.com/    LinkedIn: https://www.linkedin.com/in/kolson23/    If you're a corporate executive who wants to make your role optional, then grab your FREE ebook with Billy's proven 3 step process at:  www.makeitoptional.com What you can expect to get out of this ebook: Learn how to achieve corporate optionality Gain true control over your career Turn corporate skills into personal assets With 26 years of experience in corporate sales leadership, achieved optionality through multiple income streams, Billy has helped dozens of executives build their paths to take control of their time. This free ebook gives you everything you need to identify, plan, and take control of your career while building financial optionality, leveraging your skills, and start living your IDEAL day - today! Go to: www.makeitoptional.com Click the above link or just copy and paste the following directly into your browser to sign up and get your free ebook: https://www.makeitoptional.com/?utm_source=podcast&utm_medium=social&utm_campaign=p2olm  To see the Video Version of today's conversation just CLICK HERE.   How to leave a review for The Going Long Podcast: https://youtu.be/qfRqLVcf8UI     Be sure to connect with Billy!  He's made it easy for you to do…Just go to any of these sites:   Website: www.billykeels.com Youtube: billykeels Facebook: Billy Keels Fan Page Instagram: @billykeels Twitter: @billykeels LinkedIn: Billy Keels

Send a textHaving trouble with OTP codes sent to group emails? This video shows you how to access them through G Suite. Learn practical email tips and effective email management strategies using google workspace to streamline your verification process and maintain access to your accounts. Learn how to access OTP codes from shared group emails when logging into social media and business tools. This video shows how groups.google.com lets teams view verification emails, inbox history, and missed login messages. Ideal for founders and teams using Google Workspace, group emails, and shared inbox access.Need help or business advise? Book a call with us: https://bit.ly/4jMZtxu--------------------------------------------------------------------------Want free resources? Dowload our Free Amazon guides here:Amazon PPC Guide 2026 is here!: https://bit.ly/4lF0OYXAmazon SEO Toolkit 2026: https://bit.ly/4oC2ClTAmazon Seller Strategy Report 2026: https://bit.ly/3YN1RME2026 Ecommerce Website & SEO Readiness Checklist: https://hubs.ly/Q040Jg0M0Q4 Selling Playbook: https://bit.ly/46Wqkm3Amazon Crisis Kit: https://bit.ly/4maWHn0TIMESTAMPS00:00 – Trouble logging into social accounts00:23 – Why OTP codes fail with group emails00:26 – Where to access group emails in Google00:34 – Finding verification codes instantly00:53 – Viewing old emails you missed01:15 – Why every growing team needs this01:21 – Why Google Workspace works well for teams01:45 – Using simple tools to solve access issues________________________________Follow us:LinkedIn: https://www.linkedin.com/company/28605816/Instagram: https://www.instagram.com/stevenpopemag/Pinterest: https://www.pinterest.com/myamazonguys/Twitter: https://twitter.com/myamazonguySubscribe to the My Amazon Guy podcast:My Amazon Guy podcast: https://podcast.myamazonguy.comApple Podcast: https://podcasts.apple.com/us/podcast/my-amazon-guy/id1501974229Spotify: https://open.spotify.com/show/4A5ASHGGfr6s4wWNQIqyVwSupport the show

Hello, hello — and welcome back to Greedy Bitch, the podcast for groomers who are done apologizing for wanting more. I'm your host, River Lee — founder of The Savvy Groomer — and today's episode is perfectly timed for February. Because it's the month of love… and I want to talk about who you're actually in a relationship with in your business. Not your partner. Not your dog. Your clients. Because here's the thing no one tells groomers early enough: You can be booked solid. You can be making money. You can look “successful” from the outside. …and still quietly dread your day-to-day life. And most of the time, that doesn't come from grooming itself. It comes from the relationships you've built your business on. So today, we're talking about: Fling clients Ideal clients And soulmate clients And how falling in love with your clients doesn't mean being softer, nicer, or more accommodating. It means building a business that actually loves you back. Let's talk about fling clients. And before anyone feels called out, I want to be very clear: Most groomers did not choose fling clients on purpose. We were taught to accept them. Early in our careers, the message was: Say yes. Take what you can get. Be grateful for every client. And in the beginning, that makes sense. You're building. You're learning. You're trying to survive. But somewhere along the way, temporary clients became the foundation of permanent businesses. And that's where things start to hurt. Fling clients are the clients who: Book once and disappear Only show up when they're desperate Don't read your policies Don't remember your boundaries And don't feel invested in you They're not bad people. They're just not committed. Here are a few grooming-specific examples — and I want you to notice how your body reacts as I say them. The once-a-year doodle. They promise they'll be on a schedule… but you don't hear from them again until the dog is matted and they're panicking. The “can you squeeze me in?” client. Not because of an emergency — but because they waited too long and now it's suddenly your problem. The client who disappears the moment you enforce a boundary. You correct pickup time. You enforce a matting policy. You raise prices. And suddenly? Gone. These are fling clients. And here's the part most groomers don't realize until they're exhausted: Fling clients are expensive. Financially, they: Create gaps in your schedule Require re-education every visit Take more time than they're priced for Emotionally, they: Keep you on edge Create resentment Require constant mental energy Operationally, they: Create chaos Make staffing harder Make income unpredictable And the sneakiest part? You start reshaping your business around them. You loosen policies. You over-explain. You hesitate to raise prices. You make exceptions “just this once.” That's not love. That's survival mode. Fling clients are not the problem — expecting commitment from them is. Now let's talk about ideal clients. These are the clients most groomers think they want. They show up. They pay. They're polite. They mostly follow the rules. They're… fine. Ideal clients feel safe. They don't cause drama. They don't stress you out the way fling clients do. But here's the truth that doesn't get said enough: Ideal clients often represent a comfort ceiling. They keep your business running — but not necessarily growing. You still remind them. You still explain policies. You still manage expectations. Let's compare this for a moment. An ideal client: Asks questions about price Occasionally forgets policies Needs reminders Refers people similar to them A soulmate client: Accepts pricing without debate Respects systems Follows policies automatically Refers people who already trust you Ideal clients keep you busy. Soulmate clients make things easier. This is why so many grooming businesses plateau. They're not failing. They're not doing anything wrong. They've just built a business around “good enough.” And if you've ever thought: “I should be happier than I am with this…” That's usually why. Let's clear something up right now. Soulmate clients do not magically find you because you're nice, talented, or have good vibes. That idea keeps groomers waiting instead of building. Soulmate clients are created through systems. Clear messaging. Strong onboarding. Consistent policies. And follow-through. Soulmate clients don't require convincing. They trust your expertise. They understand how your business works. Every boundary you hold does two things: It repels a fling client… and signals safety to a soulmate client. People who value professionalism are attracted to structure. People who want exceptions are repelled by it. That's not a flaw. That's a filter. Soulmate clients: Respect your time Trust your recommendations Follow your systems Refer people just like them And here's the part I really want you to hear: You don't need more clients. You need better-aligned ones. When groomers shift toward soulmate clients, we see: Smaller schedules Higher income Better retention Less burnout More predictability Business stops feeling chaotic and starts feeling calm. And that's not luck. That's alignment. If you're listening and thinking, “Why does this feel so hard for me?” Here's the truth: No one taught us this. Most groomers were trained in: Safety. Technique. Breed patterns. Not client alignment. Not onboarding. Not de-alignment. So when things feel messy, we internalize it. We think: “I'm bad with people.” “I hate clients.” “This is just how grooming is.” No. You're not bad at clients. You're under-supported. Client alignment is a business skill, not a personality trait. And skills can be learned. Practiced. Refined. When you stop blaming yourself and start building systems, everything changes. If this episode hit close to home, that discomfort isn't failure. It's awareness. Most groomers didn't intentionally build businesses that drain them. It happened slowly. Quietly. One “yes” at a time. And once you see the difference between fling clients, ideal clients, and soulmate clients — you can't unsee it. Falling in love with your clients doesn't mean overgiving. It means alignment. Clarity. Respect. And that doesn't happen by accident. That's why I created the Business Workshop Library. Inside, you'll find on-demand workshops like: Identifying & Attracting Your Soulmate Clients Onboarding Clients & Dealing With Difficult Clients Once-A-Year Clients and whether they belong in your business at all ✨ It's $200 for the year ✨ Or $50 a month You can watch at your own pace, revisit when needed, and apply what you learn to your real business. And if you're looking for ongoing support instead of one-off fixes, that's exactly what the Savvy Groomer Circle is for. Inside the Circle, you get continued education, monthly Q&As, real-time conversations, and support as you actively implement boundaries, policies, and systems in your business — not just think about them. And for those of you who want deeper access and closer support, the Inner Circle gives you just that — including direct access to me so you're never figuring this out alone. You can learn more and join at savvygroomer.com/membership If you're ready to stop building your business around flings and start intentionally creating alignment, you'll find the Business Workshop Library at savvygroomer.com/gwg As always — stay savvy, stay greedy, and never apologize for wanting more.

De $230.000 a más de $1.000.000 USD en ventas anuales en solo un año, en una industria saturada de guerra de precios. ¿Cómo lo hizo? En este episodio conversamos con Luis Puche, experto en ventas B2B en la industria de los impresos, quien nos revela cómo transformó por completo su carrera comercial aplicando el método Máquina de Ventas.

Is there an ideal level of wealth? Our Retirement Headline comes from Nick Maggiulli, who starts by rejecting the usual vague answers—"it depends," "on your own terms," or "whatever makes you happy." Instead, he tries to give a practical, math-based answer that works for most people, even if it's not perfect for everyone.  Then our listener question is "How should we think about future income sources—like Social Security and pensions—in terms of our net worth? Should we include the present value of that income?" Finally, in our "Retire to Something" segment, we're learning from an anonymous HR manager that is deploying their skillset in a totally new way in retirement.  Resource: Article by Nick Maggiulli in Of Dollars & Data: The Ideal Level of Wealth Connect with Benjamin Brandt: Subscribe to the This Week in Retirement: http://thisweekinretirement.com Get the Retire-Ready Toolkit: http://retirementstartstodayradio.com Work with Benjamin: https://retirementstartstoday.com/start Get the book!Retirement Starts Today: Your Non-financial Guide to an Even Better Retirement Follow Retirement Starts Today in:Apple Podcasts, Spotify, Overcast, Pocket Casts, Amazon Music, or iHeart

Download my FREE macros guide: Nutrition 101 for Body Composition. Learn exactly how to set your protein, carbs, and fats for muscle building and fat loss using a flexible approach that works long-term: witsandweights.com/macros--Do carbs make you fat?Are spikes in blood sugar and insulin a problem for health or weight loss?Maybe you've been cutting carbs or tried keto or carnivore, yet your strength training progress has stalled, your recovery feels sluggish, and you're still not seeing the body composition results you want. The problem isn't your discipline. It's a fundamental misunderstanding of what insulin actually does (especially if you lift weights).Insulin is not a "fat-storage hormone" but a nutrient-partitioning hormone whose effects depend entirely on context: your training status, muscle mass, and energy balance. Learn how resistance training changes the way your body handles carbs, why lifters over 40 actually benefit from strategic insulin spikes, and how muscle tissue acts as a "sink" for glucose that determines where your nutrients go. It's not about eating unlimited carbs but understanding why carb tolerance is built through strength training and how to use that to your advantage, and to stop fearing spikes in blood sugar.Whether you want body recomp, trying to build muscle while losing fat, or wondering why your low-carb diet isn't working despite consistent strength training, this episode gives you an evidence-based framework to rethink your nutrition strategy. Plus, get a simple post-workout protocol that can improve your next-day training performance.Timestamps0:00 - Why carbs and insulin don't automatically cause fat gain3:20 - How training context changes what insulin does with your food7:25 - The real reason lifters fear carbs (and why it's misguided)11:55 - What insulin actually does (nutrient partitioning explained)18:40 - How carbs support muscle building, recovery, and strength training performance24:20 - Fat loss and insulin (why energy balance matters more than spikes)29:20 - Acute insulin spikes vs. chronic dysfunction (the critical difference for body recomp)

This one hour of clean white noise is designed to block distractions and create a calm, neutral sound environment. The black screen helps reduce visual stimulation, allowing your mind to relax and focus fully on the sound.Ideal for sleep, focus, studying, meditation, or quiet background noise. The sound remains steady and uninterrupted from start to finish.No visuals.No talking.Just white noise that stays.

Week Two of February: Slow Down. Listen Closely.If week one shook things loose, week two asks you to sit with what you've noticed.This is a deeply emotional and meaningful stretch of February. Feelings get louder, truth gets clearer, and something important begins to take shape—even if you can't fully name it yet. With Venus moving into Pisces, Mercury entering its retrograde shadow, and Saturn stepping into Aries, this week marks a threshold moment.The energy softens, but it also sharpens awareness.Compassion increases. Boundaries blur. Conversations carry more weight than expected. What repeats now is asking for attention. What feels unfinished isn't meant to be rushed. This is not a week for impulse—it's a week for intention.You may notice:Emotional clarity rising beneath the surfaceFated conversations or messages that lingerA growing sense of responsibility around your directionRestlessness that asks for flexibility, not controlThis week doesn't demand answers.It asks for patience, honesty, and presence.✨ Read your weekly horoscope and watch the full Week Two astrology forecast to see how this energy is unfolding in your chart.Explore more at The Southern Mystic.P.S. Available now at The Southern Mystic:• 15-minute recorded readings – Perfect for quick questions or focused insight• 30-minute sessions – Ideal for short timing questions or clarity on one topic• 60-minute deep-dive sessions – A full exploration of past themes, current patterns, and where you're headed• Birthday reports – A meaningful gift and a fresh way to understand the year ahead• 3 & 6-month transit reports – Helpful for planning and understanding upcoming challenges and opportunities• Relationship reports – Insight into what makes connections flow… and where friction can show up• Written natal chart interpretations – Designed for self-study, reflection, and deeper self-understanding• Harmonic Chart Report (new at The Southern Mystic) – This report highlights the subtle rhythms and hidden strengths in your chart, revealing patterns that aren't always obvious at first glance.View all offerings and gift cards here: 

Unwind with two hours of a smooth and calming waterfall pouring gently into a peaceful natural setting. The continuous flow of water creates a deep and soothing sound that helps quiet the mind and relax the body. Ideal for sleep, studying, meditation, or focused work, this waterfall ambience masks distractions and supports deep concentration. Let the steady water sounds guide you into rest, clarity, and calm awareness.Become a supporter of this podcast: https://www.spreaker.com/podcast/asmr-rain-recordings--5347561/support.Lose the AD intros by becoming a subscriber!https://www.spreaker.com/podcast/asmr-rain-recordings--5347561/support

In this episode, we welcome psychiatrists Dr. Jennifer Reid (author of Guilt Free: Reclaiming Your Life from Unreasonable Expectations) who explores why guilt feels so overwhelming amid post-COVID pressures, perfectionism, and endless roles. Dr. Reid and Dr. Puder differentiate guilt from shame, highlighting adaptive healthy guilt for repairing relationships versus maladaptive generalized guilt tied to depression, anxiety, burnout, and cognitive distortions. The discussion covers childhood roots like parentification and socialization, narcissism's reduced guilt, therapist/doctor identity struggles with moral injury, and practical strategies like boundary-setting, reframing expectations, and safely referring unsafe patients without guilt. Ideal for anyone battling unreasonable self-expectations, mental health providers seeking tools to manage guilt in patients and themselves, or listeners wanting to break free and reclaim emotional freedom through self-compassion and realistic accountability.   By listening to this episode, you can earn 1.0 Psychiatry CME Credits. Link to blog Link to YouTube video

Joe outlines what he thinks would be a perfect ballot for this year's Rock and Roll Hall of Fame nominations. This show is part of ⁠⁠Pantheon Podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this energetic episode of Business Coaching Secrets, Karl Bryan and Rode Dog dig deep into the mindsets, frameworks, and daily practices that separate the world's best coaches and entrepreneurs from the rest. Through rapid-fire "word association," Karl reveals actionable insights for productivity, building a powerful personal brand, becoming an ideal mentor, and thinking like legends such as Musk, Bezos, and Zuckerburg. Whether you're wondering why most coaches fail or how to stop making unforced errors, this episode is stacked with real-world advice for coaches ready to upgrade their business and impact. Key Topics Covered The To-Do List Trap and Productivity Hacks Karl explains why most people never complete their to-do list and how focusing on just three critical tasks each day—especially before 10 AM—can 10x productivity and happiness. He urges coaches to build "done lists," embrace the 80/20 rule, and set high-leverage priorities. Amateur vs. Pro: The Mindset Shift Karl breaks down how professionals obsess over what could go wrong, practice to improve (not just to practice), and invest in personal development as the ultimate asset—channeling wisdom from Warren Buffett to Tom Brady. Rules of Business and Coaching From Warren Buffett's investing rules to Karl's "two rules of business" (get clients, keep clients), the hosts link real-world examples to a simple guiding framework. Coaches are reminded that keeping clients is even more vital than getting them. The Ideal Mentor Karl introduces three coach archetypes—Hider, Winger, and Installer. The most successful mentors don't just pile on tasks but help clients cut through noise and focus on what not to do, providing systems, accountability, and transformation over mere motivation. Learning from the Great Entrepreneurs Insights from Bezos, Musk, and others show that solving bigger problems, operating as if you're always 30 days from going out of business, and having a compelling North Star all lead to outsized success. Avoiding Unforced Errors Business is a game of minimizing mistakes, from "stupid taxes" to client audits using the 80/20 rule. Whether in the Super Bowl or business, those who avoid unforced errors typically win. Why Most Coaches Fail Instead of acting with conviction and serving business owners directly, many coaches waste productivity hanging out with other coaches, lack clarity, or never truly commit. The Power of a North Star and Personal Brand From Elon Musk's Mars mission to Gary Vee's obsession with attention, a powerful vision attracts results. Karl discusses practical personal branding in the social media era and why "who knows you" outweighs "who you know." Notable Quotes "Remember, a real mentor can tell you what NOT to do." "Amateurs talk, pros listen. Amateurs want to make it, pros want to keep it." "If you really want to feel productive… create a 'done list' versus a to-do list and get your top three done by 10am." "If you can't make fast buying decisions, you won't attract people who make fast buying decisions." "You don't need more motivation. What you need is less options." Actionable Takeaways Network where your clients are: Spend 80% of your outreach time in the spaces business owners frequent, not just talking shop with other coaches. Prioritize and narrow your focus: Each day, pick your top three high-leverage actions before adding anything else. Success compounds through focus and execution. Think in mental models: Apply the 80/20 rule, "what could go wrong?", and profit-driven frameworks to decision-making and client strategy. Build your personal brand deliberately: It's not just what you know or who you know, it's who knows you. Be visible, use social media strategically, and craft a clear message. Become an Installer, not a Winger: Develop systems your clients can implement and show them where to look, not what to see. Hold yourself and others accountable for action. Imitate the greats with your North Star: State your dream and mission boldly. Big claims lead to big impact, clarity, and opportunities. Minimize unforced errors: Audit your client list for profitability, avoid busywork, and learn from athletes: controlling mistakes wins championships (and businesses). Resources Mentioned Profit Acceleration Software™ by Karl Bryan: Enables coaches to demonstrate real ROI to clients and boost profitability. Networking Opportunities: BNI, Chamber of Commerce, industry groups, higher-level events (golf clubs, yacht clubs). Book Recommendations: Money: Master the Game by Tony Robbins The Psychology of Money by Morgan Housel Mindset Tools: 80/20 Rule, Marginal Gains, Matthew Principle, Mental Models Social Media & Branding: Study the strategies of Gary Vee, Alex Hormozi, and Patrick Mahomes for rapid audience and brand building. If you enjoyed the episode: Please subscribe, share with a fellow coach, and leave a review. Check out Focused.com for more strategies, daily emails, and information on Profit Acceleration Software™. Ready to transform your coaching business? Don't wait. Listen now and join Karl Bryan's community at Focused.com. Demo Profit Acceleration Software™ at https://go.focused.com/profit-acceleration

Chad opens up discussions on a myriad of Super Bowl related topics including the perfect viewing setup, ideal food options, and halftime controversy with Bad Bunny and the alternative show with Kid Rock.

Send Audrey a Text to get your question answered on the showRecently there was some push back around soy as an ingredient and more over as an amino acid requirement in feed and or ration balancers. The good ol “show me the scientific evidence” came right out. So lets talk about soy as an ingredient and why it matters even for horses that don't have a direct sensitivity or allergy for soy. Today we will talk through a few different aspects including soys anti-nutrient properties, glyphosate issues, and the all important “what about amino acids then?”  SourcesLysine as the first limiting amino acid in horsesNational Research Council (NRC). (2007). Nutrient Requirements of Horses (6th rev. ed.). Washington, DC: National Academies Press. Establishes lysine as the first limiting amino acid in typical equine diets and emphasizes amino acid balance over crude protein.Lysine, threonine, and methionine requirements and ratiosMansilla, W. D., et al. (2020). Amino acid requirements in horses: Current knowledge and future perspectives. Animals, 10(4), 682. https://doi.org/10.3390/ani10040682Reviews essential amino acid requirements in horses; discusses lysine as first limiting, with threonine and methionine following depending on diet.Threonine as a secondary limiting amino acidHarris, P. A., & Pagan, J. D. (1999). Protein and amino acid nutrition in the performance horse. Proceedings of the Equine Nutrition Conference, Kentucky Equine Research.Discusses lysine as first limiting and identifies threonine as potentially limiting when lysine is corrected.Functional importance of lysine and threonine (equine studies)Zhang, L., et al. (2023). Effects of lysine and threonine supplementation on milk yield, amino acid metabolism, and fecal microbiota of lactating mares. Journal of Animal Science and Biotechnology, 14, 84. https://doi.org/10.1186/s40104-023-00884-5Demonstrates physiological and metabolic effects of lysine and threonine supplementation in horses.Balanced amino acid profiles vs crude proteinGraham-Thiers, P. M., & Kronfeld, D. S. (2005). Amino acid supplementation improves muscle mass in exercising horses fed diets adequate in crude protein. Journal of Nutrition, 135(9), 2144–2148. https://doi.org/10.1093/jn/135.9.2144Shows that horses fed “adequate” crude protein still benefit from targeted amino acid supplementation.Ideal protein concept (amino acid balance over quantity)Wu, G. (2014). Dietary requirements of synthesizable amino acids by animals: A paradigm shift in protein nutrition. Journal of Animal Science and Biotechnology, 5, 34. https://doi.org/10.1186/2049-1891-5-34Introduces and supports the concept that amino acid balance determines protein utilization more than total protein intake.Why crude protein is a poor metricCrude protein vs usable proteinMillward, D. J., et al. (2008). Protein quality a Find all the Resource Listed Here: linktr.ee/equineenergymed Audrey is not an MD or DVM and has never implied or claimed to be either. Audrey holds a Doctoral Degree of Traditional Naturopathy and a Masters Degree in Science. She created an evidenced-based anti-inflammatory nutrition program for equine and has successfully helped over 10k horses. This information is not meant to diagnose, prescribe for, treat, or cure, and is not a replacement for your veterinarian. These are my personal interpretations based on my education, skill and clinical experience.

Ken and Matt discuss the ideal composition by position for the 48-man active roster on gameday.Our Sponsors:* Check out BetterHelp: https://www.betterhelp.com Better Help Reader 1/26/26 Sometimes it can feel like everyone else has it all together in their love lives. Whether married, dating, or single, the truth is, most of us are still figuring it out and finding our way. February is a tough month whether you're single or married. You may feel pressure with all the talk of flowers, candy, stuffed animals, relationships and dating. Therapy can help you identify what's dragging on your relationships—and find ways to brighten them again. Whether it's for individuals or couples, it's is an opportunity to identify what's getting in the way and help remove obstacles to happiness. That's where Better Help comes in… BetterHelp has quality therapists who work according to a strict code of conduct and are fully licensed in the US. BetterHelp does the initial therapist matching work for you so you can focus on your therapy goals. A short questionnaire helps identify your needs and preferences, and their 12+ years of experience and industry-leading match fulfillment rate, means they typically get it right the first time. If you aren't happy with your match, switch to a different therapist at any time. With over 30,000 therapists, Betterhelp is the world's largest online therapy platform, having served over 6 million people globally. And it works – with an average rating of 4.9 out of 5 for a live session based on over 1.7 million client reviews Sign up and get 10% off at BetterHelp dot com. That's BETTER H - E - L - P dot com. This show is sponsored by BetterHelp * Check out Kalshi and use my code SB60 for a great deal: https://kalshi.com* Check out Mood and use my code RAVENS for a great deal: https://mood.com* Check out MyBookie and use my code RAVENS for a great deal: https://www.mybookie.agAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Going Long Podcast Episode 601: Are You Feeling Trapped by a Great Paycheck  ( To see the Video Version of today's conversation just CLICK HERE. ) In today's episode of The Going Long Podcast, you'll learn the following:   [00:24 - 01:07] Billy welcomes us to, and introduces, today's show. [01:07 - 10:44] Billy shares insights about how you can move past being stuck in the reality of living paycheck to paycheck - no matter how big and alluring that paycheck is! [10:44 - 11:37] Billy wraps up the show   If you're a corporate executive who wants to make your role optional, then grab your FREE ebook with Billy's proven 3 step process at:  www.makeitoptional.com What you can expect to get out of this ebook: Learn how to achieve corporate optionality Gain true control over your career Turn corporate skills into personal assets With 26 years of experience in corporate sales leadership, achieved optionality through multiple income streams, Billy has helped dozens of executives build their paths to take control of their time. This free ebook gives you everything you need to identify, plan, and take control of your career while building financial optionality, leveraging your skills, and start living your IDEAL day - today! Go to: www.makeitoptional.com Click the above link or just copy and paste the following directly into your browser to sign up and get your free ebook: https://www.makeitoptional.com/?utm_source=podcast&utm_medium=social&utm_campaign=p2olm  To see the Video Version of today's conversation just CLICK HERE.   How to leave a review for The Going Long Podcast: https://youtu.be/qfRqLVcf8UI     Be sure to connect with Billy!  He's made it easy for you to do…Just go to any of these sites:   Website: www.billykeels.com Youtube: billykeels Facebook: Billy Keels Fan Page Instagram: @billykeels Twitter: @billykeels LinkedIn: Billy Keels

Bitcoin isn't just for public companies. Roland Talalas explains why his privately held business treats Bitcoin as its long-term treasury asset and how that decision impacts banking, credit, and growth. Hosted by Pierre Rochard, this conversation explores inflation, AI productivity, and why Bitcoin outperforms cash on corporate balance sheets.

With Super Bowl parties looming, The Drive explained what is on their plate during the big game.

This week we welcome back our resident reproductive endocrinologist and menopause specialist, Dr. Carla DiGirolamo, for another candid conversation. We pull back the curtain on Carla's own menopause experience—how she navigates her symptoms, what she's learned, and what she practices herself. We also dig into the hard conversations so many of us are having as we navigate this ever-evolving space, and how years of working closely with active midlife women have shaped her thinking on hormone therapy, GLP-1 medications, testosterone, hormone testing, and what actually moves the needle for athletic women in the transition.Carla DiGirolamo, MD, PhD, is a Double Board Certified Reproductive Endocrinologist and Obstetrician/Gynecologist specializing in women's performance and menopausal medicine. She is also a Crossfit Level 1 trainer, Certified Nutrition Coach, and member of CrossFit Medical Society. She is a MedFit Care provider and provides weekly workouts and medical updates at her Substack Athletic Aging. She is an Endocrine Consultant for Wild Health and Women's Health Director at Eternal Health. Most recently, she has launched her own private practice specializing in helping active and high-performing women reach their performance potential from puberty through menopause. Dr. DiGirolamo is now seeing patients for virtual consultations for menopausal care and performance optimization. Visit her website www.drcarlad.com to learn more about her services and schedule an appointment.ResourcesAthletic Aging with Dr. Carla DiGirolamo on SubstackSign up for our FREE Feisty 40+ newsletter: https://feisty.co/feisty-40/Feisty Strong Retreat, April 17-19, 2026 - Atlanta https://feisty.co/events/feisty-strong-retreat-atlanta/Learn More about our 2026 Feisty Events, including Bike Camps and Cycling Trips: https://feisty.co/events/Follow Us on Instagram:Feisty Menopause: @feistymenopauseHit Play Not Pause Facebook Group: https://www.facebook.com/groups/807943973376099Support our Partners:Midi Health: You Deserve to Feel Great. Book your virtual visit today at https://www.joinmidi.com/Cozy Earth: Use Code HITPLAY at https://cozyearth.com/ for up to 20% offHettas: Use code STAYFEISTY for 20% off at https://hettas.com/ Previnex: Get 15% off your first order with code HITPLAY at https://www.previnex.com/

The Bowhunter Chronicles Podcast - Episode 387: He Shot my Buck Out From Under Me : Aaron Olsen Next Step Outdoors In this episode of the Bowhunter Chronicles podcast, Adam sits down to talk with Aaron Olsen of Next Step Outdoors to break down the real-world challenges of public land hunting, covering strategy, mindset, and decision-making from start to finish of a hard-fought hunt. The discussion explores balancing family life and hunting season, managing expectations, and adapting when conditions and pressure don't go as planned. A pivotal moment in the hunt sparks the core debate of the episode: while glassing a buck, another hunter spotted the same deer, slipped in, and ultimately shot it out from in front of them. What followed became a race to the buck—and a larger conversation about ethics, unwritten rules, and fair play on public land. Was the other hunter in the wrong, or was it simply part of hunting ground that belongs to everyone? Beyond that moment, the episode dives into missed opportunities, mid-hunt adjustments, weather challenges, deer movement, and spot-and-stalk versus ground hunting tactics. Mental toughness and patience are tested as pressure increases from other hunters, leading to honest reflections on luck vs skill, scouting, preparation, and lessons learned for future hunts. Topics Covered: Public land hunting strategy Hunting ethics and shared ground Deer movement and scouting Spot-and-stalk vs ground hunting Decision-making under pressure

Time for a little DOR myth busting! Nathan, David, and Matt team up to take a look at some user-submitted running "truths", to shed some light on whether they're fact or fiction. Does your cadence need to be at least 180spm? Is it ok to run in super shoes if you're "slow"? How much cushion is too much? We'd love to do more of these, so hit us up with your running myths at doctorsofrunning@gmail.com.Get your DOR Merch: https://doctors-of-running.myspreadshop.com/We're thrilled to have Rabbit as a presenting partner! You can use code DOCTORS10 to get 10% off your entire order of $50.00 or more. Note that the code is limited to one use per customer and can't combined with other discounts. The code is active from 1st of every month to last day at 11:59PM PST, but don't worry because we'll be bringing you a new code every month. Shop now at https://www.runinrabbit.com/.Get 20% off your first order from Skratch with code: DOCTORSOFRUNNING! https://www.skratchlabs.comChapters0:00 - Intro2:14 - In for Testing: Powered by Skratch Labs13:14 - Fact or Fiction? If you need orthotics once, you need them forever25:00 - Most runs should be Zone 2 + 80/20 training33:14 - Running cadence should be at least 180 steps per minute38:50 - More cushion is better44:04 - Running is bad for your knees51:04 - Barefoot shoes cause injuries57:30 - Super shoes don't work for slower runners1:03:08 - Soft surfaces reduce injury risk1:09:30 - All shoes can be trail shoes if you try hard enough1:12:48 - Wrap-up

Armand Farrokh and Jen Allen‑Knuth walk through a realistic, unscripted discovery conversation with a senior university security leader. Jen demonstrates a 7-step executive discovery framework, from establishing credibility and anchoring to strategic objectives, to reframing the status quo and closing for next steps, while Armand plays a skeptical, budget-constrained prospect. The video pauses after each step to break down why each question is asked, how to control executive conversations, and how to advance big deals without pitching too early. Ideal for sellers who want to run confident, insight-driven discovery with senior decision-makers. These Courses Will Get You to President's Club: