Podcasts about Implement

The MTM Minute is a quick dose of inspiration with a powerful affirmation based on our weekly full-length episode.  And beginning this season, the MTM Minute will include a prayer of the week for 7 figure CEOs and 7 figure CEOs in the making.  That's right, you don't have to choose – you can love God AND make millions.   In this week's full length episode of the Move to Millions Podcast, Bleeding Money: 3 Revenue Leaks Keeping You From 7 Figures,  Dr. Darnyelle Jervey Harmon discusses how entrepreneurs can increase their cashflow by addressing the key revenue leaks in their business. She focuses on the importance of pricing strategies, sales systems, and client retention for scaling a business to seven figures. Dr. Darnyelle explains how to optimize your pricing model, implement an automated sales system, and monetize existing clients to maximize revenue without doing more work. Learn how to increase your lifetime client value, stop undervaluing your services, and position your business for sustainable growth by fixing revenue leaks. This episode provides actionable tips to help you elevate your business and start generating higher profits with the current clients you already have.   This week's 7 Figure CEO Affirmation is "I am a savvy steward of my business, fully aware of the value I bring and the wealth I am creating. I understand the power of strategic pricing, efficient sales systems, and client retention, and I use these tools to maximize my revenue. I am confident in my ability to increase profits by optimizing what's already working in my business, ensuring every opportunity is leveraged for growth. My business is aligned with the seven-figure success I'm destined for, and I continuously optimize my strategies to make more while doing less."   Here are three actionable tips to anchor in this week's affirmation Audit Your Revenue Streams: Take a deep dive into all of your current revenue streams. Are there any products, services, or offers that are underperforming or not aligned with your business's growth goals? Evaluate how you can either improve, repackage, or phase out underperforming offers. Make sure each revenue stream is strategically contributing to your bottom line. Implement a Sales System That Runs Without You: Develop a system that allows you to capture, nurture, and convert leads without needing to be directly involved in every step. Automating parts of your sales process will allow you to focus on high-level tasks while still increasing your revenue. Monetize Existing Clients More Effectively: Retaining clients and upselling additional services is often more profitable than constantly seeking new clients. Create offers that allow you to continue to serve your existing clients with additional value, and establish systems to keep them engaged and loyal for the long term.   Affirm with me: "I am a savvy steward of my business, fully aware of the value I bring and the wealth I am creating. I understand the power of strategic pricing, efficient sales systems, and client retention, and I use these tools to maximize my revenue. I am confident in my ability to increase profits by optimizing what's already working in my business, ensuring every opportunity is leveraged for growth. My business is aligned with the seven-figure success I'm destined for, and I continuously optimize my strategies to make more while doing less."   And this week's journal prompts are: I recognize the following money leaks in my business... "To optimize my revenue, I will raise my prices by... "The client retention strategy I will implement to better serve my existing clients is..."   And Your Prayer Of The Week:   Dear God,   We thank You for the abundant opportunities You have placed before us. We ask for Your guidance as we step into the fullness of the value we offer and the revenue we are meant to generate. Help us recognize the leaks in our business and give us the wisdom to plug them effectively. We pray for the courage to adjust our pricing, implement a streamlined sales system, and better serve our existing clients. May our businesses grow as we honor the value we bring and position ourselves to receive the abundance You have planned for us. In Your name, I pray. And So it Is. Amen.   Ready to shift the statistics in your favor by joining the top 4.2% of all business generating 7 figures or more a year?  If you are a small business owner or entrepreneur who has crossed six figures and you're ready to play bigger, we are on a mission to help you make the move to millions.  Visit movetomillions.com to learn all the ways we can equip you to make, move and leave millions.       Want more of Darnyelle? Personal Brand Website: https://www.drdarnyelle.com Company Website: https://www.incredibleoneenterprises.com Move to Millions Website: https://www.movetomillions.com   Social Media Links: Instagram: http://www.instagram.com/darnyellejerveyharmon Facebook: http://www.facebook.com/darnyellejerveyharmon Twitter/X: http://www.twitter.com/darnyellejervey LinkedIn: http://www.linkedin.com/in/darnyellejerveyharmon    Links Mentioned in the Episode: Movetomillions.com MovetoMillionsGroup.com HausofMillions.com Move to Millions Continuum Episode Move to Millions Live 2025   Subscribe to the Move to Millions Podcast: Listen on iTunes Listen on Google Play Listen on Stitcher Listen on iHeartRadio Listen on Pandora   Leave us a review Are you subscribed to my podcast? If you're not, I want to encourage you to do that today. I don't want you to miss an episode. I'm adding a bunch of bonus episodes to the mix and if you're not subscribed there's a good chance you'll miss out on those. Now if you're feeling extra loving, I would be really grateful if you left me a review over on iTunes, too. Those reviews help other people find my podcast and they're also fun for me to go in and read. Just click here to review, select “Ratings and Reviews” and “Write a Review” and let me know what your favorite part of the podcast is. Thank you!

Like Share Comment Subscribe & Turn Notifications ON!!Why Your Clients Cheat on You (Even When They Love You)Stop Losing Loyal Clients Without Lowering Your Prices!

In this episode, that's Part 1 of a 3-part dividend series, James explains the basics of dividends in whole life insurance. He walks through how mutual companies differ from stock companies, what it means to share in a company's financial results, and why dividends matter when practicing the Infinite Banking Concept®. As always, we hope you enjoy the episode and thank you for listening!Make sure to like and subscribe to join us weekly on the Banking With Life Podcast!━━━Become a client!➫ https://www.bankingwithlife.com/how-to-fast-track-becoming-your-own-bankerBuy Nelson Nash's 6.5 hour Seminar on DVD here:➫ https://www.bankingwithlife.com/product/the-5-part-6.5-hour-video-series-nelson-nash-recorded-live/(Call us at (817) 790-0405 or email us at myteam@bankingwithlife.com for a DISCOUNT CODE)Register for our free webinar to learn more about Infinite Banking...➫ https://www.bankingwithlife.com/getting-started-webinar━━━Implement the Infinite Banking Concept® with the Infinite Banking Starter Kit...The Starter Kit includes Becoming Your Own Banker by R. Nelson Nash and the Banking With Life DVD by James Neathery.It's the perfect primer for everyone interested in becoming their own banker.Buy your starter kit here:➫ https://www.bankingwithlife.com/product/becoming-your-own-banker-infinite-banking-concept-starter-kit-special-offer/━━━Learn more about James Neathery here:➫ https://bankingwithlife.com━━━Listen on your iPhone with Apple Podcasts:➫ https://podcasts.apple.com/us/podcast/banking-with-life-podcast/id1451730017Listen on your Android through Stitcher:➫ https://www.stitcher.com/podcast/bank...Listen on Soundcloud:➫ https://soundcloud.com/banking-with-life-podcast━━━Follow us on Facebook:➳ https://www.facebook.com/jamescneathery/━━━Disclaimer:All content on this site is for informational purposes only. The content shared is not intended to be a substitute for consultation with the appropriate professional. Opinions expressed herein are solely those of James C. Neathery & Associates, Inc., unless otherwise specifically cited. The data that is presented is believed to be from reliable sources and no representations are made by James C. Neathery & Associates, Inc. as to another party's informational accuracy or completeness. All information or ideas provided should be discussed in detail with your Adviser, Financial Planner, Tax Consultant, Attorney, Investment Adviser or the appropriate professional prior to taking any action.

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

A Health, Labor and Welfare Ministry survey has found that only about 10% of local governments have implemented caps on disability welfare services to prevent oversupply, despite rising demand. Around 40% said they were considering adopting the measure, while 30% opposed it, citing the need to respond flexibly when demand exceeds projections. The cap currently applies to residential facilities, day activity services, and two types of employment support, but whether to add group homes, whose numbers have surged in recent years has become a key issue. Episode notes: ‘Only 10% of Municipalities Implement Caps on Disability Welfare Services, Japan's Health Ministry Reports': https://barrierfreejapan.com/2025/08/28/only-10-of-municipalities-implement-caps-on-disability-welfare-services-japans-health-ministry-reports/

This episode focuses on the critical importance of having a backup plan, not just for technical redundancies but especially for situations involving human error, which are highly prevalent in one's career. The core argument hinges on understanding risk and reward curves, highlighting the disproportionate impact of failures compared to incremental successes.Understanding Risk and Reward Curves:Successes are often incremental. Delivering a project on time typically leads to opportunities for more projects, good performance reviews, and modest pay increases (e.g., 5-7%). These are positive, but linear or slightly bumpy gains.Failures, especially uncaught ones, have a much longer negative tail. The potential for loss from a significant mistake or a disastrous project significantly outweighs the potential for gain from a success.A bad performance review, for example, can affect future reviews, decrease promotion likelihood, and follow you for a much longer period than a good one.Uncaught failures can place individuals in a pool for budget cuts or layoffs, leading to catastrophic curves where negative effects compound much faster, resembling a logarithmic function. One or two significant negative events could wipe out all accumulated incremental gains.The Criticality of Backup Plans:Backup plans are essential to avoid these catastrophic negative curves and major "wipeout scenarios".This preparedness applies to project failures, personal career contingencies (e.g., getting laid off), and even events beyond direct control.It's crucial to prepare for theoretically possible catastrophic events, not just those that have historically occurred. Even "Black Swan" events or things you're not prepared for can cause major issues.Thinking like this (e.g., similar to life insurance, which you only need once if at all) encourages hedging efforts with basic backup plans, such as redundancy.Benefits of Preparedness:The more you prepare for contingencies, the more likely you can deal with the majority of failures, preventing the catastrophic curve.Having backup plans can create a "flywheel effect", where your ability to respond to negative events actually increases the speed of stacking up further positive outcomes.Being proactive in your career (e.g., interviewing even when you're happy in your current role) builds resiliency.Actionable Advice:Focus on what could go wrong: Try to figure out how things could fail and what catastrophic events are possible, even if they haven't happened yet.Identify vulnerabilities: Locate areas where a catastrophe could lead to a steep drop-off in your career trajectory.Implement a basic backup plan: The recommendation is to put just one in place this week for something that could catastrophically impact your career. This provides a sense of relief and ensures readiness if needed. Taking this first step is likely to encourage creating more backup plans for professional situations.

Show notes:  Episode Overview Join host Moni as she breaks down everything you need to know about the More Than a Mil Spouse Summit and why military spouses need to attend this transformative business event. Moni shares that this summit was divinely timed, moving from May to October after retirement and major life changes. The partnership with Business Beyond the Battlefield and Patrick's team made this Arlington, Texas location possible, creating an even better opportunity for military spouse entrepreneurs to connect and grow. Who Should Attend • All military spouses with business interests: Consultants, strategists, and coaches Freelancers, visionaries, and founders Those with business ideas (new or seasoned) Nonprofit leaders Service-based or product-based businesses • Open to all branches and status: Active duty spouses Reserve and National Guard spouses Retired military spouses ("veteran military spouses") All military branches Event Details Dates & Schedule • October 8-10, 2025 - Arlington, Texas area • Day 1 (Oct 8): Vendor reception and check-in day • Day 2 (Oct 9): Full day of activities Networking sessions Workshops and panels Mini activations throughout the day Podcast recording station Evening social at Texas Live NFL watch party OR movie night • Day 3 (Oct 10): Half day (ends at 12-1pm) Morning networking Workshop sessions and panels Closing lunch What Makes This Summit Different Core Focus Areas • Financials - Building sustainable business finances • Health & Mental Wellness - Maintaining balance while growing a business • Business Foundations - Essential building blocks for success The Summit Promise • No infomercials - Focus on pouring into attendees, not selling to them • Actionable content - Implement strategies immediately, not someday • Real connections - Meet other military spouse business owners who understand your journey • Curated resources - Specifically designed for military spouse entrepreneurs, not generic veteran resources What's Included with Your $49 Ticket • All sessions, panels, and workshops • 7 meals and snacks • Workbook for following along with sessions • Event swag • Networking sessions and activities • Access to all activations and experiences Featured Speaker Mike Kelly - Military Community and Collective Impact Champion 10+ years mentoring military spouse entrepreneurs Keynote speaker sharing wealth of knowledge about building successful businesses Investment Perspective Why This Investment Matters • Build your ecosystem - Connect with like-minded military spouses • Create ROI - Unlike everyday purchases, this investment grows your business • Tax write-off - Business conference attendance is tax-deductible • Future partnerships - Meet potential clients, partners, and collaborators Cost-Saving Tips • Find a roommate - Split hotel costs with other attendees • Plan ahead - Book flights and hotels early for better rates • Remember the value - Compare to what you spend on coffee, Target runs, etc. Scholarship Opportunities • Application deadline: September 1 • Purpose: Help cover travel costs for spouses who need financial assistance • Note: Created specifically to address travel cost concerns Ways to Support Virtual Partnership Options - Submit here.  • Benefits for sponsors: 30-second podcast plug (10,000+ monthly listeners) Feature in Military Spouse Entrepreneur Guide (75,000 printed copies globally) Recognition as event supporter Sponsorship Opportunities • Financial sponsorships • In-kind donations • Individual spouse sponsorships Key Takeaways Investment in Yourself • As military spouses, we constantly pour into others - commands, schools, volunteer work • It's essential to invest time and resources in your own growth • This summit is designed specifically for YOUR success, not as an afterthought The Power of Community • Connect with spouses who understand your unique journey • Build relationships that last beyond the event • Create partnerships that advance your business goals Contact Information • Website: www.amseagency.com (Summit tab at top) • Email: hello@amseagency.com • Scholarship Application: Available on website (closes Sept 1) https://airtable.com/appBAUV0gtkjdTsBH/shrC62fn7jNBzvw0w Action Steps Register for your $49 ticket at www.amseagency.com Apply for scholarship if needed (before Sept 1) Connect with other attendees for roommate matching Block your calendar for October 8-10 Prepare to invest in yourself and your business future We love how our listeners support the mission of AMSE and the Owning Up podcast. As we continue to grow, advocate, and support military spouse entrepreneurs, we wanted to offer that same chance to you, our listeners. For only $5 - you can increase our reach within our community - locally, nationally, and globally. Visit Glow.fm/owningup to become an Owning Up supporter today!  We'd love to have you join our fantastic community! Join the ASSOC. OF MILITARY SPOUSE ENTREPRENEUR COMMUNITY: https://www.amsemembers.com/ Learn more about AMSE at www.amseagency.com Follow Monika Jefferson on Instagram, LinkedIn, Facebook  Follow us on Twitter, Instagram, LinkedIn, and Facebook "Once a spouse, always a spouse" - Supporting military spouse entrepreneurs in every season of their journey.

Welcome to the eCommerce Lab Podcast! In this episode, we welcome Sebastian Herz, Co-Founder of Zignify Product Sourcing, a leading global sourcing expert.

Just starting your cybersecurity journey or preparing for the CompTIA Security+ SY0-701 exam? Part 1 of our Exam Readiness Bootcamp walks you through the first 8 modules of the official exam blueprint—explained in simple, practical terms to help you build confidence from the ground up.This intensive session is designed to make complex concepts easy to understand, with exam tips, real-world examples, and expert-led guidance so you don't just memorize—you truly master the material.

In this sixth installment of our client story series, more Banking With Life clients open up about their personal path to discovering the Infinite Banking Concept®. From initial curiosity to lasting financial transformation, these firsthand stories continue to reveal how powerful Nelson Nash's ideas can be when put into practice. As always, we hope you enjoy the episode and thank you for listening!Make sure to like and subscribe to join us weekly on the Banking With Life Podcast!━━━Become a client!➫ https://www.bankingwithlife.com/how-to-fast-track-becoming-your-own-bankerBuy Nelson Nash's 6.5 hour Seminar on DVD here:➫ https://www.bankingwithlife.com/product/the-5-part-6.5-hour-video-series-nelson-nash-recorded-live/(Call us at (817) 790-0405 or email us at myteam@bankingwithlife.com for a DISCOUNT CODE)Register for our free webinar to learn more about Infinite Banking...➫ https://www.bankingwithlife.com/getting-started-webinar━━━Implement the Infinite Banking Concept® with the Infinite Banking Starter Kit...The Starter Kit includes Becoming Your Own Banker by R. Nelson Nash and the Banking With Life DVD by James Neathery.It's the perfect primer for everyone interested in becoming their own banker.Buy your starter kit here:➫ https://www.bankingwithlife.com/product/becoming-your-own-banker-infinite-banking-concept-starter-kit-special-offer/━━━Learn more about James Neathery here:➫ https://bankingwithlife.com━━━Listen on your iPhone with Apple Podcasts:➫ https://podcasts.apple.com/us/podcast/banking-with-life-podcast/id1451730017Listen on your Android through Stitcher:➫ https://www.stitcher.com/podcast/bank...Listen on Soundcloud:➫ https://soundcloud.com/banking-with-life-podcast━━━Follow us on Facebook:➳ https://www.facebook.com/jamescneathery/━━━Disclaimer:All content on this site is for informational purposes only. The content shared is not intended to be a substitute for consultation with the appropriate professional. Opinions expressed herein are solely those of James C. Neathery & Associates, Inc., unless otherwise specifically cited. The data that is presented is believed to be from reliable sources and no representations are made by James C. Neathery & Associates, Inc. as to another party's informational accuracy or completeness. All information or ideas provided should be discussed in detail with your Adviser, Financial Planner, Tax Consultant, Attorney, Investment Adviser or the appropriate professional prior to taking any action.

Today I'm talking to economic historian Judge Glock, Director of Research at the Manhattan Institute. Judge works on a lot of topics: if you enjoy this episode, I'd encourage you to read some of his work on housing markets and the Environmental Protection Agency. But I cornered him today to talk about civil service reform.Since the 1990s, over 20 red and blue states have made radical changes to how they hire and fire government employees — changes that would be completely outside the Overton window at the federal level. A paper by Judge and Renu Mukherjee lists four reforms made by states like Texas, Florida, and Georgia: * At-will employment for state workers* The elimination of collective bargaining agreements* Giving managers much more discretion to hire* Giving managers much more discretion in how they pay employeesJudge finds decent evidence that the reforms have improved the effectiveness of state governments, and little evidence of the politicization that federal reformers fear. Meanwhile, in Washington, managers can't see applicants' resumes, keyword searches determine who gets hired, and firing a bad performer can take years. But almost none of these ideas are on the table in Washington.Thanks to Harry Fletcher-Wood for his judicious transcript edits and fact-checking, and to Katerina Barton for audio edits.Judge, you have a paper out about lessons for civil service reform from the states. Since the ‘90s, red and blue states have made big changes to how they hire and fire people. Walk through those changes for me.I was born and grew up in Washington DC, heard a lot about civil service throughout my childhood, and began to research it as an adult. But I knew almost nothing about the state civil service systems. When I began working in the states — mainly across the Sunbelt, including in Texas, Kansas, Arizona — I was surprised to learn that their civil service systems were reformed to an absolutely radical extent relative to anything proposed at the federal level, let alone implemented.Starting in the 1990s, several states went to complete at-will employment. That means there were no official civil service protections for any state employees. Some managers were authorized to hire people off the street, just like you could in the private sector. A manager meets someone in a coffee shop, they say, "I'm looking for exactly your role. Why don't you come on board?" At the federal level, with its stultified hiring process, it seemed absurd to even suggest something like that.You had states that got rid of any collective bargaining agreements with their public employee unions. You also had states that did a lot more broadbanding [creating wider pay bands] for employee pay: a lot more discretion for managers to reward or penalize their employees depending on their performance.These major reforms in these states were, from the perspective of DC, incredibly radical. Literally nobody at the federal level proposes anything approximating what has been in place for decades in the states. That should be more commonly known, and should infiltrate the debate on civil service reform in DC.Even though the evidence is not absolutely airtight, on the whole these reforms have been positive. A lot of the evidence is surveys asking managers and operators in these states how they think it works. They've generally been positive. We know these states operate pretty well: Places like Texas, Florida, and Arizona rank well on state capacity metrics in terms of cost of government, time for permitting, and other issues.Finally, to me the most surprising thing is the dog that didn't bark. The argument in the federal government against civil service reform is, “If you do this, we will open up the gates of hell and return to the 19th-century patronage system, where spoilsmen come and go depending on elected officials, and the government is overrun with political appointees who don't care about the civil service.” That has simply not happened. We have very few reports of any concrete examples of politicization at the state level. In surveys, state employees and managers can almost never remember any example of political preferences influencing hiring or firing.One of the surveys you cited asked, “Can you think of a time someone said that they thought that the political preferences were a factor in civil service hiring?” and it was something like 5%.It was in that 5-10% range. I don't think you'd find a dissimilar number of people who would say that even in an official civil service system. Politics is not completely excluded even from a formal civil service system.A few weeks ago, you and I talked to our mutual friend, Don Moynihan, who's a scholar of public administration. He's more skeptical about the evidence that civil service reform would be positive at the federal level.One of your points is, “We don't have strong negative evidence from the states. Productivity didn't crater in states that moved to an at-will employment system.” We do have strong evidence that collective bargaining in the public sector is bad for productivity.What I think you and Don would agree on is that we could use more evidence on the hiring and firing side than the surveys that we have. Is that a fair assessment?Yes, I think that's correct. As you mentioned, the evidence on collective bargaining is pretty close to universal: it raises costs, reduces the efficiency of government, and has few to no positive upsides.On hiring and firing, I mentioned a few studies. There's a 2013 study that looks at HR managers in six states and finds very little evidence of politicization, and managers generally prefer the new system. There was a dissertation that surveyed several employees and managers in civil service reform and non-reform states. Across the board, the at-will employment states said they had better hiring retention, productivity, and so forth. And there's a 2002 study that looked specifically at Texas, Florida, and Georgia after their reforms, and found almost universal approbation inside the civil service itself for these reforms.These are not randomized control trials. But I think that generally positive evidence should point us directionally where we should go on civil service reform. If we loosen restrictions on discipline and firing, decentralize hiring and so forth — we probably get some productivity benefits from it. We can also know, with some amount of confidence, that the sky is not going to fall, which I think is a very important baseline assumption. The civil service system will continue on and probably be fairly close to what it is today, in terms of its political influence, if you have decentralized hiring and at-will employment.As you point out, a lot of these reforms that have happened in 20-odd states since the ‘90s would be totally outside the Overton window at the federal level. Why is it so easy for Georgia to make a bipartisan move in the ‘90s to at-will employment, when you couldn't raise the topic at the federal level?It's a good question. I think in the 1990s, a lot of people thought a combination of the 1978 Civil Service Reform Act — which was the Carter-era act that somewhat attempted to do what these states hoped to do in the 1990s — and the Clinton-era Reinventing Government Initiative, would accomplish the same ends. That didn't happen.That was an era when civil service reform was much more bipartisan. In Georgia, it was a Democratic governor, Zell Miller, who pushed it. In a lot of these other states, they got buy-in from both sides. The recent era of state reform took place after the 2010 Republican wave in the states. Since that wave, the reform impetus for civil service has been much more Republican. That has meant it's been a lot harder to get buy-in from both sides at the federal level, which will be necessary to overcome a filibuster.I think people know it has to be very bipartisan. We're just past the point, at least at the moment, where it can be bipartisan at the federal level. But there are areas where there's a fair amount of overlap between the two sides on what needs to happen, at least in the upper reaches of the civil service.It was interesting to me just how bipartisan civil service reform has been at various times. You talked about the Civil Service Reform Act, which passed Congress in 1978. President Carter tells Congress that the civil service system:“Has become a bureaucratic maze which neglects merit, tolerates poor performance, permits abuse of legitimate employee rights, and mires every personnel action in red tape, delay, and confusion.”That's a Democratic president saying that. It's striking to me that the civil service was not the polarized topic that it is today.Absolutely. Carter was a big civil service reformer in Georgia before those even larger 1990s reforms. He campaigned on civil service reform and thought it was essential to the success of his presidency. But I think you are seeing little sprouts of potential bipartisanship today, like the Chance to Compete Act at the end of 2024, and some of the reforms Obama did to the hiring process. There's options for bipartisanship at the federal level, even if it can't approach what the states have done.I want to walk through the federal hiring process. Let's say you're looking to hire in some federal agency — you pick the agency — and I graduated college recently, and I want to go into the civil service. Tell me about trying to hire somebody like me. What's your first step?It's interesting you bring up the college graduate, because that is one recent reform: President Trump put out an executive order trying to counsel agencies to remove the college degree requirement for job postings. This happened in a lot of states first, like Maryland, and that's also been bipartisan. This requirement for a college degree — which was used as a very unfortunate proxy for ability at a lot of these jobs — is now being removed. It's not across the whole federal government. There's still job postings that require higher education degrees, but that's something that's changed.To your question, let's say the Department of Transportation. That's one of the more bipartisan ones, when you look at surveys of federal civil servants. Department of Defense, Veterans Affairs, they tend to be a little more Republican. Health and Human Services and some other agencies tend to be pretty Democrat. Transportation is somewhere in the middle.As a manager, you try to craft a job description and posting to go up on the USA Jobs website, which is where all federal job postings go. When they created it back in 1996, that was supposedly a massive reform to federal hiring: this website where people could submit their resumes. Then, people submit their resumes and answer questions about their qualifications for the job.One of the slightly different aspects from the private sector is that those applications usually go to an HR specialist first. The specialist reviews everything and starts to rank people into different categories, based on a lot of weird things. It's supposed to be “knowledge, skills, and abilities” — your KSAs, or competencies. To some extent, this is a big step up from historical practice. You had, frankly, an absurd civil service exam, where people had to fill out questions about, say, General Grant or about US Code Title 42, or whatever it was, and then submit it. Someone rated the civil service exam, and then the top three test-takers were eligible for the job.We have this newer, better system, where we rank on knowledge, skills, and abilities, and HR puts put people into different categories. One of the awkward ways they do this is by merely scanning the resumes and applications for keywords. If it's a computer job, make sure you say the word “computer” somewhere in your resume. Make sure you say “manager” if it's a managerial job.Just to be clear, this is entirely literal. There's a keyword search, and folks who don't pass that search are dinged.Yes. I've always wondered, how common is this? It's sometimes hard to know what happens in the black box in these federal HR departments. I saw an HR official recently say, "If I'm not allowed to do keyword searches, I'm going to take 15 years to overlook all the applications, so I've got to do keyword searches." If they don't have the keywords, into the circular file it goes, as they used to say: into the garbage can.Then they start ranking people on their abilities into, often, three different categories. That is also very literal. If you put in the little word bubble, "I am an exceptional manager," you get pushed on into the next level of the competition. If you say, "I'm pretty good, but I'm not the best," into the circular file you go.I've gotten jaded about this, but it really is shocking. We ask candidates for a self-assessment, and if they just rank themselves 10/10 on everything, no matter how ludicrous, that improves their odds of being hired.That's going to immensely improve your odds. Similar to the keyword search, there's been pushback on this in recent years, and I'm definitely not going to say it's universal anymore. It's rarer than it used to be. But it's still a very common process.The historical civil service system used to operate on a rule of three. In places like New York, it still operates like that. The top three candidates on the evaluation system get presented to the manager, and the manager has to approve one of them for the position.Thanks partially to reforms by the Obama administration in 2010, they have this category rating system where the best qualified or the very qualified get put into a big bucket together [instead of only including the top three]. Those are the people that the person doing the hiring gets to see, evaluate, and decide who he wants to hire.There are some restrictions on that. If a veteran outranks everybody else, you've got to pick the veteran [typically known as Veterans' Preference]. That was an issue in some of the state civil service reforms, too. The states said, “We're just going to encourage a veterans' preference. We don't need a formalized system to say they get X number of points and have to be in Y category. We're just going to say, ‘Try to hire veterans.'” That's possible without the formal system, despite what some opponents of reform may claim.One of the particular problems here is just the nature of the people doing the hiring. Sometimes you just need good managers to encourage HR departments to look at a broader set of qualifications. But one of the bigger problems is that they keep the HR evaluation system divorced from the manager who is doing the hiring. David Shulkin, who was the head of the Department of Veterans Affairs (VA), wrote a great book, It Shouldn't Be This Hard to Serve Your Country. He was a healthcare exec, and the VA is mainly a healthcare agency. He would tell people, "You should work for me," they would send their applications into the HR void, and he'd never see them again. They would get blocked at some point in this HR evaluation process, and he'd be sent people with no healthcare experience, because for whatever reason they did well in the ranking.One of the very base-level reforms should be, “How can we more clearly integrate the hiring manager with the evaluation process?” To some extent, the bipartisan Chance to Compete Act tries to do this. They said, “You should have subject matter experts who are part of crafting the description of the job, are part of evaluating, and so forth.” But there's still a long road to go.Does that firewall — where the person who wants to hire doesn't get to look at the process until the end — exist originally because of concerns about cronyism?One of the interesting things about the civil service is its raison d'être — its reason for being — was supposedly a single, clear purpose: to prevent politicized hiring and patronage. That goes back to the Pendleton Civil Service Act of 1883. But it's always been a little strange that you have all of these very complex rules about every step of the process — from hiring to firing to promotion, and everything in between — to prevent political influence. We could just focus on preventing political influence, and not regulate every step of the process on the off-chance that without a clear regulation, political influence could creep in. This division [between hiring manager and applicants] is part of that general concern. There are areas where I've heard HR specialists say, "We declare that a manager is a subject matter expert, and we bring them into the process early on, we can do that." But still the division is pretty stark, and it's based on this excessive concern about patronage.One point you flag is that the Office of Personnel Management (OPM), which is the body that thinks about personnel in the federal government, has a 300-page regulatory document for agencies on how you have to hire. There's a remarkable amount of process.Yes, but even that is a big change from the Federal Personnel Manual, which was the 10,000-page document that we shredded in the 1990s. In the ‘90s, OPM gave the agencies what's called “delegated examining authorities.” This says, “You, agency, have power to decide who to hire, we're not going to do the central supervision anymore. But, but, but: here's the 300-page document that dictates exactly how you have to carry out that hiring.”So we have some decentralization, allowing managers more authority to control their own departments. But this two-level oversight — a local HR department that's ultimately being overseen by the OPM — also leads to a lot of slip ‘twixt cup and lip, in terms of how something gets implemented. If you're in the agency and you're concerned about the OPM overseeing your process, you're likely to be much more careful than you would like to be. “Yes, it's delegated to me, but ultimately, I know I have to answer to OPM about this process. I'm just going to color within the lines.”I often cite Texas, which has no central HR office. Each agency decides how it wants to hire. In a lot of these reform states, if there is a central personnel office, it's an information clearinghouse or reservoir of models. “You can use us, the central HR office, as a resource if you want us to help you post the job, evaluate it, or help manage your processes, but you don't have to.” That's the goal we should be striving for in a lot of the federal reforms. Just make OPM a resource for the managers in the individual departments to do their thing or go independent.Let's say I somehow get through the hiring process. You offer me a job at the Department of Transportation. What are you paying me?This is one of the more stultified aspects of the federal civil service system. OPM has another multi-hundred-page handbook called the Handbook of Occupational Groups and Families. Inside that, you've got 49 different “groups and families,” like “Clerical occupations.” Inside those 49 groups are a series of jobs, sometimes dozens, like “Computer Operator.” Inside those, they have independent documents — often themselves dozens of pages long — detailing classes of positions. Then you as a manager have to evaluate these nine factors, which can each give points to each position, which decides how you get slotted into this weird Government Schedule (GS) system [the federal payscale].Again, this is actually an improvement. Before, you used to have the Civil Service Commission, which went around staring very closely at someone over their typewriter and saying, "No, I think you should be a GS-12, not a GS-11, because someone over in the Department of Defense who does your same job is a GS-12." Now this is delegated to agencies, but again, the agencies have to listen to the OPM on how to classify and set their jobs into this 15-stage GS-classification system, each stage of which has 10 steps which determine your pay, and those steps are determined mainly by your seniority. It's a formalized step-by-step system, overwhelmingly based on just how long you've sat at your desk.Let's be optimistic about my performance as a civil servant. Say that over my first three years, I'm just hitting it out of the park. Can you give me a raise? What can you do to keep me in my role?Not too much. For most people, the within-step increases — those 10 steps inside each GS-level — is just set by seniority. Now there are all these quality step increases you can get, but they're very rare and they have to be documented. So you could hypothetically pay someone more, but it's going to be tough. In general, the managers just prefer to stick to seniority, because not sticking to it garners a lot of complaints. Like so much else, the goal is, "We don't want someone rewarding an official because they happen to share their political preferences." The result of that concern is basically nobody can get rewarded at all, which is very unfortunate.We do have examples in state and federal government of what's known as broadbanding, where you have very broad pay scales, and the manager can decide where to slot someone. Say you're a computer operator, which can mean someone who knows what an Excel spreadsheet is, or someone who's programming the most advanced AI systems. As a manager in South Carolina or Florida, you have a lot of discretion to say, "I can set you 50% above the market rate of what this job technically would go for, if I think you're doing a great job."That's very rare at the federal level. They've done broadbanding at the Government Accountability Office, the National Institute of Standards and Technology. The China Lake Experiment out in California gave managers a lot more discretion to reward scientists. But that's definitely the exception. In general, it's a step-wise, seniority-based system.What if you want to bring me into the Senior Executive Service (SES)? Theoretically, that sits at the top of the General Service scale. Can't you bump me up in there and pay me what you owe me?I could hypothetically bring you in as a senior executive servant. The SES was created in the 1978 Civil Service Reform Act. The idea was, “We're going to have this elite cadre of about 8,000 individuals at the top of the federal government, whose employment will be higher-risk and higher-reward. They might be fired, and we're going to give them higher pay to compensate for that.”Almost immediately, that did not work out. Congress was outraged at the higher pay given to the top officials and capped it. Ever since, how much the SES can get paid has been tightly controlled. As in most of the rest of the federal government, where they establish these performance pay incentives or bonuses — which do exist — they spread them like peanut butter over the whole service. To forestall complaints, everyone gets a little bit every two or three years.That's basically what happened to the SES. Their annual pay is capped at the vice president's salary, which is a cap for a lot of people in the federal government. For most of your GS and other executive scales, the cap is Congress's salary. [NB: This is no longer exactly true, since Congress froze its own salaries in 2009. The cap for GS (currently about $195k) is now above congressional salaries ($174k).]One of the big problems with pay in the federal government is pay compression. Across civil service systems, the highest-skilled people tend to be paid much less than the private sector, and the lowest-skilled people tend to get paid much more. The political science reason for that is pretty simple: the median voter in America still decides what seems reasonable. To the median voter, the average salary of a janitor looks low, and the average salary of a scientist looks way too high. Hence this tendency to pay compression. Your average federal employee is probably overpaid relative to the private sector, because the lowest-skilled employees are paid up to 40% higher than the private sector equivalent. The highest-paid employees, the post-graduate skilled professionals, are paid less. That makes it hard to recruit the top performers, but it also swells the wage budget in a way that makes it difficult to talk about reform.There's a lot of interest in this administration in making it easier to recruit talent and get rid of under-performers. There have been aggressive pushes to limit collective bargaining in the public sector. That should theoretically make it easier to recruit, but it also increases the precariousness of civil service roles. We've seen huge firings in the civil service over the last six months.Classically, the explicit trade-off of working in the federal government was, “Your pay is going to be capped, but you have this job for life. It's impossible to get rid of you.” You trade some lifetime earnings for stability. In a world where the stability is gone, but pay is still capped, isn't the net effect to drive talent away from the civil service?I think it's a concern now. On one level it should be ameliorated, because those who are most concerned with stability of employment do tend to be lower performers. If you have people who are leaving the federal service because all they want is stability, and they're not getting that anymore, that may not be a net loss. As someone who came out of academia and knows the wonder of effective lifetime annuities, there can be very high performers who like that stability who therefore take a lower salary. Without the ability to bump that pay up more, it's going to be an issue.I do know that, internally, the Trump administration has made some signs they're open to reforms in the top tiers of the SES and other parts of the federal government. They would be willing to have people get paid more at that level to compensate for the increased risks since the Trump administration came in. But when you look at the reductions in force (RIFs) that have happened under Trump, they are overwhelmingly among probationary employees, the lower-level employees.With some exceptions. If you've been promoted recently, you can get reclassified as probationary, so some high-performers got lumped in.Absolutely. The issue has been exacerbated precisely because the RIF regulations that are in place have made the firings particularly damaging. If you had a more streamlined RIF system — which they do have in many states, where seniority is not the main determinant of who gets laid off — these RIFs could be removing the lower-performing civil servants and keeping the higher-performing ones, and giving them some amount of confidence in their tenure.Unfortunately, the combination of large-scale removals with the existing RIF regs, which are very stringent, has demoralized some of the upper levels of the federal government. I share that concern. But I might add, it is interesting, if you look at the federal government's own figures on the total civil service workforce, they have gone down significantly since Trump came in office, but I think less than 100,000 still, in the most recent numbers that I've seen. I'm not sure how much to trust those, versus some of these other numbers where people have said 150,000, 200,000.Whether the Trump administration or a future administration can remove large numbers of people from the civil service should be somewhat divorced from the general conversation on civil service reform. The main debate about whether or not Trump can do this centers around how much power the appropriators in Congress have to determine the total amount of spending in particular agencies on their workforce. It does not depend necessarily on, "If we're going to remove people — whether for general layoffs, or reductions in force, or because of particular performance issues — how can we go about doing that?" My last-ditch hope to maintain a bipartisan possibility of civil service reform is to bracket, “How much power does the president have to remove or limit the workforce in general?” from “How can he go about hiring and firing, et cetera?”I think making it easier for the president to identify and remove poor performers is a tool that any future administration would like to have.We had this conversation sparked again with the firing of the Bureau of Labor Statistics commissioner. But that was a position Congress set up to be appointed by the President, confirmed by the Senate, and removable by the President. It's a separate issue from civil service at large. Everyone said, “We want the president to be able to hire and fire the commissioner.” Maybe firing the commissioner was a bad decision, but that's the situation today.Attentive listeners to Statecraft know I'm pretty critical, like you are, of the regulations that say you have to go in order of seniority. In mass layoffs, you're required to fire a lot of the young, talented people.But let's talk about individual firings. I've been a terrible civil servant, a nightmarish employee from day one. You want to discipline, remove, suspend, or fire me. What are your options?Anybody who has worked in the civil service knows it's hard to fire bad performers. Whatever their political valence, whatever they feel about the civil service system, they have horror stories about a person who just couldn't be removed.In the early 2010s, a spate of stories came out about air traffic controllers sleeping on the job. Then-transportation secretary, Ray LaHood, made a big public announcement: "I'm going to fire these three guys." After these big announcements, it turned out he was only able to remove one of them. One retired, and another had their firing reduced to a suspension.You had another horrific story where a man was joking on the phone with friends when a plane crashed into a helicopter and killed nine people over the Hudson River. National outcry. They said, "We're going to fire this guy." In the end, after going through the process, he only got a suspension. Everyone agrees it's too hard.The basic story is, you have two ways to fire someone. Chapter 75, the old way, is often considered the realm of misconduct: You've stolen something from the office, punched your colleague in the face during a dispute about the coffee, something illegal or just straight-out wrong. We get you under Chapter 75.The 1978 Civil Service Reform Act added Chapter 43, which is supposed to be the performance-based system to remove someone. As with so much of that Civil Service Reform Act, the people who passed it thought this might be the beginning of an entirely different system.In the end, lots of federal managers say there's not a huge difference between the two. Some use 75, some use 43. If you use 43, you have to document very clearly what the person did wrong. You have to put them on a performance improvement plan. If they failed a performance improvement plan after a certain amount of time, they can respond to any claims about what they did wrong. Then, they can take that process up to the Merit Systems Protection Board (MSPB) and claim that they were incorrectly fired, or that the processes weren't carried out appropriately. Then, if they want to, they can say, “Nah, I don't like the order I got,” and take it up to federal courts and complain there. Right now, the MSPB doesn't have a full quorum, which is complicating some of the recent removal disputes.You have this incredibly difficult process, unlike the private sector, where your boss looks at you and says, "I don't like how you're giving me the stink-eye today. Out you go." One could say that's good or bad, but, on the whole, I think the model should be closer to the private sector. We should trust managers to do their job without excessive oversight and process. That's clearly about as far from the realm of possibility as the current system, under which the estimate is 6-12 months to fire a very bad performer. The number of people who win at the Merit Systems Protection Board is still 20-30%.This goes into another issue, which is unionization. If you're part of a collective bargaining agreement — most of the regular federal civil service is — first, you have to go with this independent, union-based arbitration and grievance procedure. You're about 50/50 to win on those if your boss tries to remove you.So if I'm in the union, we go through that arbitration grievance system. If you win and I'm fired, I can take it to the Merit Systems Protection Board. If you win again, I can still take it to the federal courts.You can file different sorts of claims at each part. On Chapter 43, the MSPB is supposed to be about the process, not the evidence, and you just have to show it was followed. On 75, the manager has to show by preponderance of the evidence that the employee is harming the agency. Then there are different standards for what you take to the courts, and different standards according to each collective bargaining agreement for the grievance procedure when someone is disciplined. It's a very complicated, abstruse, and procedure-heavy process that makes it very difficult to remove people, which is why the involuntary separation rate at the federal government and most state governments is many multiples lower than the private sector.So, you would love to get me off your team because I'm abysmal. But you have no stomach for going through this whole process and I'm going to fight it. I'm ornery and contrarian and will drag this fight out. In practice, what do managers in the federal government do with their poor performers?I always heard about this growing up. There's the windowless office in the basement without a phone, or now an internet connection. You place someone down there, hope they get the message, and sooner or later they leave. But for plenty of people in America, that's the dream job. You just get to sit and nobody bothers you for eight hours. You punch in at 9 and punch out at 5, and that's your day. "Great. I'll collect that salary for another 10 years." But generally you just try to make life unpleasant for that person.Public sector collective bargaining in the US is new. I tend to think of it as just how the civil service works. But until about 50 years ago, there was no collective bargaining in the public sector.At the state level, it started with Wisconsin at the end of the 1950s. There were famous local government reforms beginning with the Little Wagner Act [signed in 1958] in New York City. Senator Robert Wagner had created the National Labor Relations Board. His son Robert F. Wagner Jr., mayor of New York, created the first US collective bargaining system at the local level in the ‘60s. In ‘62, John F. Kennedy issued an executive order which said, "We're going to deal officially with public sector unions,” but it was all informal and non-statutory.It wasn't until Title VII of the 1978 Civil Service Reform Act that unions had a formal, statutory role in our federal service system. This is shockingly new. To some extent, that was the great loss to many civil service reformers in ‘78. They wanted to get through a lot of these other big reforms about hiring and firing, but they gave up on the unions to try to get those. Some people think that exception swallowed the rest of the rules. The union power that was garnered in ‘78 overcame the other reforms people hoped to accomplish. Soon, you had the majority of the federal workforce subject to collective bargaining.But that's changing now too. Part of that Civil Service Reform Act said, “If your position is in a national security-related position, the president can determine it's not subject to collective bargaining.” Trump and the OPM have basically said, “Most positions in the federal government are national security-related, and therefore we're going to declare them off-limits to collective bargaining.” Some people say that sounds absurd. But 60% of the civilian civil service workforce is the Department of Defense, Veterans Affairs, and the Department of Homeland Security. I am not someone who tries to go too easy on this crowd. I think there's a heck of a lot that needs to be reformed. But it's also worth remembering that the majority of the civil service workforce are in these three agencies that Republicans tend to like a lot.Now, whether people like Veterans Affairs is more of an open question. We have some particular laws there about opening up processes after the scandals in the 2010s about waiting lists and hospitals. You had veterans hospitals saying, "We're meeting these standards for getting veterans in the door for these waiting lists." But they were straight-up lying about those standards. Many people who were on these lists waiting for months to see a doctor died in the interim, some from causes that could have been treated had they seen a VA doctor. That led to Congress doing big reforms in the VA in 2014 and 2017, precisely because everyone realized this is a problem.So, Trump has put out these executive orders stopping collective bargaining in all of these agencies that touch national security. Some of those, like the Environmental Protection Agency (EPA), seem like a tough sell. I guess that, if you want to dig a mine and the Chinese are trying to dig their own mine and we want the mine to go quickly without the EPA pettifogging it, maybe. But the core ones are pretty solid. So far the courts have upheld the executive order to go in place. So collective bargaining there could be reformed.But in the rest of the government, there are these very extreme, long collective bargaining agreements between agencies and their unions. I've hit on the Transportation Security Administration (TSA) as one that's had pretty extensive bargaining with its union. When we created the TSA to supervise airport security, a lot of people said, "We need a crème de la crème to supervise airports after 9/11. We want to keep this out of union hands, because we know unions are going to make it difficult to move people around." The Obama administration said, "Nope, we're going to negotiate with the union." Now you have these huge negotiations with the unions about parking spots, hours of employment, uniforms, and everything under the sun. That makes it hard for managers in the TSA to decide when people should go where or what they should do.One thing we've talked about on Statecraft in past episodes — for instance, with John Kamensky, who was a pivotal figure in the Clinton-Gore reforms — was this relationship between government employees and “Beltway Bandits”: the contractors who do jobs you might think of as civil service jobs. One critique of that ‘90s Clinton-Gore push, “Reinventing Government,” was that although they shrank the size of the civil service on paper, the number of contractors employed by the federal government ballooned to fill that void. They did not meaningfully reduce the total number of people being paid by the federal government. Talk to me about the relationship between the civil service reform that you'd like to see and this army of folks who are not formally employees.Every government service is a combination of public employees and inputs, and private employees and inputs. There's never a single thing the government does — federal, state, or local — that doesn't involve inputs from the private sector. That could be as simple as the uniforms for the janitors. Even if you have a publicly employed janitor, who buys the mop? You're not manufacturing the mops.I understand the critique that the excessive focus on full-time employees in the 1990s led to contracting out some positions that could be done directly by the government. But I think that misses how much of the government can and should be contracted out. The basic Office of Management and Budget (OMB) statute [OMB Circular No. A-76] defining what is an essential government duty should still be the dividing line. What does the government have to do, because that is the public overseeing a process? Versus, what can the private sector just do itself?I always cite Stephen Goldsmith, the old mayor of Indianapolis. He proposed what he called the Yellow Pages test. If you open the Yellow Pages [phone directory] and three businesses do that business, the government should not be in that business. There's three garbage haulers out there. Instead of having a formal government garbage-hauling department, just contract out the garbage.With the internet, you should have a lot more opportunities to contract stuff out. I think that is generally good, and we should not have the federal government going about a lot of the day-to-day procedural things that don't require public input. What a lot of people didn't recognize is how much pressure that's going to put on government contracting officers at the federal level. Last time I checked there were 40,000 contracting officers. They have a lot of power. In the most recent year for which we have data, there were $750 billion in federal contracts. This is a substantial part of our economy. If you total state and local, we're talking almost 10% of our whole economy goes through government contracts. This is mind-boggling. In the public policy world, we should all be spending about 10% of our time thinking about contracting.One of the things I think everyone recognized is that contractors should have more authority. Some of the reform that happened with people like [Steven] Kelman — who was the Office of Federal Procurement Policy head in the ‘90s under Clinton — was, "We need to give these people more authority to just take a credit card and go buy a sheaf of paper if that's what they need. And we need more authority to get contract bids out appropriately.”The same message that animates civil service reform should animate these contracting discussions. The goal should be setting clear goals that you want — for either a civil servant or a contractor — and then giving that person the discretion to meet them. If you make the civil service more stultified, or make pay compression more extreme, you're going to have to contract more stuff out.People talk about the General Schedule [pay scale], but we haven't talked about the Federal Wage Schedule system at all, which is the blue-collar system that encompasses about 200,000 federal employees. Pay compression means those guys get paid really well. That means some managers rightfully think, "I'd like to have full-time supervision over some role, but I would rather contract it out, because I can get it a heck of a lot cheaper."There's a continuous relationship: If we make the civil service more stultified, we're going to push contracting out into more areas where maybe it wouldn't be appropriate. But a lot of things are always going to be appropriate to contract out. That means we need to give contracting officers and the people overseeing contracts a lot of discretion to carry out their missions, and not a lot of oversight from the Government Accountability Office or the courts about their bids, just like we shouldn't give OPM excess input into the civil service hiring process.This is a theme I keep harping on, on Statecraft. It's counterintuitive from a reformer's perspective, but it's true: if you want these processes to function better, you're going to have to stop nitpicking. You're going to have to ease up on the throttle and let people make their own decisions, even when sometimes you're not going to agree with them.This is a tension that's obviously happening in this administration. You've seen some clear interest in decentralization, and you've seen some centralization. In both the contract and the civil service sphere, the goal for the central agencies should be giving as many options as possible to the local managers, making sure they don't go extremely off the rails, but then giving those local managers and contracting officials the ability to make their own choices. The General Services Administration (GSA) under this administration is doing a lot of government-wide acquisition contracts. “We establish a contract for the whole government in the GSA. Usually you, the local manager, are not required to use that contract if you want computer services or whatever, but it's an option for you.”OPM should take a similar role. "Here's the system we have set up. You can take that and use it as you want. It's here for you, but it doesn't have to be used, because you might have some very particular hiring decisions to make.” Just like there shouldn't be one contracting decision that decides how we buy both a sheaf of computer paper and an aircraft carrier, there shouldn't be one hiring and firing process for a janitor and a nuclear physicist. That can't be a centralized process, because the very nature of human life is that there's an infinitude of possibilities that you need to allow for, and that means some amount of decentralization.I had an argument online recently about New York City's “buy local” requirement for certain procurement contracts. When they want to build these big public toilets in New York City, they have to source all the toilet parts from within the state, even if they're $200,000 cheaper in Portland, Oregon.I think it's crazy to ask procurement and contracting to solve all your policy problems. Procurement can't be about keeping a healthy local toilet parts industry. You just need to procure the toilet.This is another area where you see similar overlap in some of the civil service and contracting issues. A lot of cities have residency requirements for many of their positions. If you work for the city, you have to live inside the city. In New York, that means you've got a lot of police officers living on Staten Island, or right on the line of the north side of the Bronx, where they're inches away from Westchester. That drives up costs, and limits your population of potential employees.One of the most amazing things to me about the Biden Bipartisan Infrastructure Law was that it encouraged contracting officers to use residency requirements: “You should try to localize your hiring and contracting into certain areas.” On a national level, that cancels out. If both Wyoming and Wisconsin use residency requirements, the net effect is not more people hired from one of those states! So often, people expect the civil service and contracting to solve all of our ills and to point the way forward for the rest of the economy on discrimination, hiring, pay, et cetera. That just leads to, by definition, government being a lot more expensive than the private sector.Over the next three and a half years, what would you like to see the administration do on civil service reform that they haven't already taken up?I think some of the broad-scale layoffs, which seem to be slowing down, were counterproductive. I do think that their ability to achieve their ends was limited by the nature of the reduction-in-force regulations, which made them more counterproductive than they had to be. That's the situation they inherited. But that didn't mean you had to lay off a lot of people without considering the particular jobs they were doing now.And hiring quite a few of them back.Yeah. There are also debates obviously, within the administration, between DOGE and Russ Vought [director of the OMB] and some others on this. Some things, like the Schedule Policy/Career — which is the revival of Schedule F in the first Trump administration — are largely a step in the right direction. Counter to some of the critics, it says, “You can remove someone if they're in a policymaking position, just like if they were completely at-will. But you still have to hire from the typical civil service system.” So, for those concerned about politicization, that doesn't undermine that, because they can't just pick someone from the party system to put in there. I think that's good.They recently had a suitability requirement rule that I think moved in the right direction. That says, “If someone's not suitable for the workforce, there are other ways to remove them besides the typical procedures.” The ideal system is going to require some congressional input: it's to have a decentralization of hiring authority to individual managers. Which means the OPM — now under Scott Kupor, who has finally been confirmed — saying, "The OPM is here to assist you, federal managers. Make sure you stay within the broad lanes of what the administration's trying to accomplish. But once we give you your general goals, we're going to trust you to do that, including hiring.”I've mentioned it a few times, but part of the Chance to Compete Act — which was mentioned in one of Trump's Day One executive orders, people forget about this — was saying, “Implement the Chance to Compete Act to the maximum extent of the law.” Bring more subject-matter expertise into the hiring process, allow more discretion for managers and input into the hiring process. I think carrying that bipartisan reform out is going to be a big step, but it's going to take a lot more work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.statecraft.pub

The Transformation Ground Control podcast covers a number of topics important to digital and business transformation. This episode covers the following topics and interviews:   Intro to SI's, Q&A (Darian Chwialkowski, Third Stage Consulting) Everything You Need to Know about Selecting the Best Integrator (Bonnie Tinder, CEO & Founder of Raven Intel) How to Select and Implement the Right Systems Integrator   We also cover a number of other relevant topics related to digital and business transformation throughout the show.  

Enterprise companies rush into AI implementation without proper strategy or governance structures. David Rabin, Chief Marketing Officer at Lenovo Solutions & Services Group, explains how to build organizational frameworks that enable successful AI adoption. He discusses establishing AI committees for tool evaluation and marketing governance, organizing data infrastructure including product databases and visual identity systems, and implementing Studio AI for automated marketing toolkit generation that delivers faster and cheaper content production.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Kris Dehnert, he is the owner of Dugout Mugs, Bigg Golf, and Dehnert Media, and has been a digital entrepreneur since 2006 where he leveraged the power of a "new site" called Facebook to revolutionize the gym industry. Since then, he boasts over $70M in online sales, is a 3 time Inc. 5000 finalist, made the cover of Tampa Bay Business and Wealth Magazine, been featured in Forbes, Entrepreneur Fast 50. Seen on CBS Morning, FOX & Friends, World News Tonight & Good Morning America!Highlight Bullets> Here's a glimpse of what you would learn…. Kris Dehnert's entrepreneurial journey and background in digital marketing.The significance of understanding and defining the target customer base.Strategies for building a loyal customer base and community engagement.The importance of creativity in product development and innovation.Effective marketing strategies, including the use of tripwires and upsells.Leveraging technology and tools for customer relationship management and marketing.The role of data segmentation in understanding customer behavior and preferences.Insights on collaboration and partnerships within the e-commerce space.The impact of perspective on business decisions and personal fulfillment.Emphasizing long-term vision and happiness in entrepreneurship.In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley engages with Kris Dehnert, CEO of Dugout Mugs. Kris shares his journey from digital marketing to achieving over $70 million in online sales. He emphasizes the importance of understanding your core customer, nurturing relationships, and leveraging innovative marketing strategies. Kris discusses building a loyal customer base, effective use of technology, and creative product development. He also highlights the significance of long-term vision and personal fulfillment in entrepreneurship. This episode offers valuable insights for 6-7 figure business owners aiming to scale to 8 figures and beyond.Here are the 3 action items that Josh identified from this episode:Deeply Understand Your Customers to Drive SalesConduct regular surveys and analyze customer data to identify purchase patterns and unmet needs.Segment your audience based on demographics and behavior to personalize marketing efforts.Implement tripwire offers and upsells to maximize customer lifetime value.Leverage Innovation and Collaboration for GrowthContinuously seek customer feedback to improve and expand product offerings.Partner with complementary brands and explore affiliate marketing to lower customer acquisition costs.Test new product ideas on a small scale, iterate based on feedback, and scale successful innovations.Prioritize Long-Term Vision and Work-Life BalanceSet long-term business goals that align with your values and contribute to personal fulfillment.Balance daily tasks between immediate revenue generation and future growth initiatives.Focus on creating meaningful relationships with customers and partners to sustain long-term success.Resources mentioned in this episode:Here are the mentions with timestamps arranged by topic:Ecomm BreakthroughJosh Hadley on LinkedIneComm Breakthrough YouTubeeComm Breakthrough ConsultingeComm Breakthrough PodcastEmail Josh Hadley: Josh@eCommBreakthrough.comAmazonTeespringShopifySurveyMonkeyFacebookKlaviyoGo High LevelYotpoEmotiveShopify CollectiveClaudeChatGPTDugout MugsLinkedInThe SandlotThe Four Hour Workweek by Tim FerrissStart With Why by Simon SinekThe One Thing by Gary KellerHold On to Your Kids by Gordon NeufeldStrong Father, Strong Daughter by Meg MeekerGary Vaynerchuk (Gary Vee)Special Mention(s):Adam “Heist” Runquist on LinkedInKevin King on LinkedInMichael E. Gerber on LinkedInRelated Episode(s):“Cracking the Amazon Code: Learn From Adam Heist's Brand Scaling Secrets” on the eComm Breakthrough Podcast“Kevin King's Wicked-Smart Tips for Building an Audience of Raving Fans” on the eComm Breakthrough Podcast“Unlocking Entrepreneurial Greatness | Insider Secrets With E-myth Author Michael Gerber” on ...

Enterprise companies rush into AI implementation without proper strategy or governance structures. David Rabin, Chief Marketing Officer at Lenovo Solutions & Services Group, explains how to build organizational frameworks that enable successful AI adoption. He discusses establishing AI committees for tool evaluation and marketing governance, organizing data infrastructure including product databases and visual identity systems, and implementing Studio AI for automated marketing toolkit generation that delivers faster and cheaper content production.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode 96. Somewhere along the way, the internet made wellness way more complicated than it needs to be. In this episode, we're cutting the noise and taking it back to the essentials that actually work. From fad diets, gut health, probiotics, workouts, and everything in between- I'm going into detail about how I chose to simplify everything. Think simple nutrition, stress-free movement, and habits that support your health without over complicating it. I hope you love this episode! CONNECT WITH ME:Cookin Up Wellness Ebook: HERE Nite Nectar Restock: HERE Instagram: @Gracie_NortonWellness Her Way Instagram: HEREProduced by Dear MediaSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In Part 2 of this special series, James continues his updated commentary on the 2018 webinar that's quietly lived behind the scenes in our Learning Center. As we continue bringing this content forward, each section gets a fresh look with updated insight and perspective.Make sure to like and subscribe to join us weekly on the Banking With Life Podcast!━━━Become a client!➫ https://www.bankingwithlife.com/how-to-fast-track-becoming-your-own-bankerBuy Nelson Nash's 6.5 hour Seminar on DVD here:➫ https://www.bankingwithlife.com/product/the-5-part-6.5-hour-video-series-nelson-nash-recorded-live/(Call us at (817) 790-0405 or email us at myteam@bankingwithlife.com for a DISCOUNT CODE)Register for our free webinar to learn more about Infinite Banking...➫ https://www.bankingwithlife.com/getting-started-webinar━━━Implement the Infinite Banking Concept® with the Infinite Banking Starter Kit...The Starter Kit includes Becoming Your Own Banker by R. Nelson Nash and the Banking With Life DVD by James Neathery.It's the perfect primer for everyone interested in becoming their own banker.Buy your starter kit here:➫ https://www.bankingwithlife.com/product/becoming-your-own-banker-infinite-banking-concept-starter-kit-special-offer/━━━Learn more about James Neathery here:➫ https://bankingwithlife.com━━━Listen on your iPhone with Apple Podcasts:➫ https://podcasts.apple.com/us/podcast/banking-with-life-podcast/id1451730017Listen on your Android through Stitcher:➫ https://www.stitcher.com/podcast/bank...Listen on Soundcloud:➫ https://soundcloud.com/banking-with-life-podcast━━━Follow us on Facebook:➳ https://www.facebook.com/jamescneathery/━━━Disclaimer:All content on this site is for informational purposes only. The content shared is not intended to be a substitute for consultation with the appropriate professional. Opinions expressed herein are solely those of James C. Neathery & Associates, Inc., unless otherwise specifically cited. The data that is presented is believed to be from reliable sources and no representations are made by James C. Neathery & Associates, Inc. as to another party's informational accuracy or completeness. All information or ideas provided should be discussed in detail with your Adviser, Financial Planner, Tax Consultant, Attorney, Investment Adviser or the appropriate professional prior to taking any action.

In Part 3 of this special series, James wraps up his updated commentary on the original 2018 webinar. After revisiting key financial challenges and critiques in the earlier episodes, this final segment introduces two foundational ideas that must click before the Infinite Banking Concept® can make sense.Make sure to like and subscribe to join us weekly on the Banking With Life Podcast!━━━Become a client! ➫ www.bankingwithlife.com/how-to-fast-t…ur-own-bankerBuy Nelson Nash's 6.5 hour Seminar on DVD here: ➫ www.bankingwithlife.com/product/the-5…ecorded-live/ (Call us at (817) 790-0405 or email us at myteam@bankingwithlife.com for a DISCOUNT CODE)Register for our free webinar to learn more about Infinite Banking... ➫ www.bankingwithlife.com/getting-started-webinar━━━Implement the Infinite Banking Concept® with the Infinite Banking Starter Kit...The Starter Kit includes Becoming Your Own Banker by R. Nelson Nash and the Banking With Life DVD by James Neathery.It's the perfect primer for everyone interested in becoming their own banker.Buy your starter kit here: ➫ www.bankingwithlife.com/product/becom…pecial-offer/━━━Learn more about James Neathery here: ➫ bankingwithlife.com━━━Listen on your iPhone with Apple Podcasts: ➫ podcasts.apple.com/us/podcast/bank…st/id1451730017Listen on your Android through Stitcher: ➫ www.stitcher.com/podcast/bank...Listen on Soundcloud: ➫ @banking-with-life-podcast━━━Follow us on Facebook: ➳ www.facebook.com/jamescneathery/━━━Disclaimer:All content on this site is for informational purposes only. The content shared is not intended to be a substitute for consultation with the appropriate professional. Opinions expressed herein are solely those of James C. Neathery & Associates, Inc., unless otherwise specifically cited. The data that is presented is believed to be from reliable sources and no representations are made by James C. Neathery & Associates, Inc. as to another party's informational accuracy or completeness. All information or ideas provided should be discussed in detail with your Adviser, Financial Planner, Tax Consultant, Attorney, Investment Adviser or the appropriate professional prior to taking any action.

Grading doesn't have to take over your nights and weekends! In this episode, I'm sharing six practical grading game changers that helped me simplify my workload without lowering my standards. You'll learn how to define your grading philosophy, reduce what you collect, give meaningful feedback faster, and keep students engaged, even when you're not grading everything. Plus, I'm breaking down how strategies like Prime Times and constant vigilance can make daily assessment and classroom management easier than ever!➡️ Show Notes: https://itsnotrocketscienceclassroom.com/episode196 Resources:Prime TimesDownload your FREE Classroom Reset Challenge.Take the Free Labs When Limited virtual PD courseSend me a DM on Instagram: @its.not.rocket.scienceSend me an email: rebecca@itsnotrocketscienceclassroom.com  Follow, rate, and review on Apple Podcasts.Related Episodes:Episode 4, Engaging Students In the First 5 Minutes of ClassEpisode 95, How to STOP Grading EverythingEpisode 96, Why I Stopped Assigning Homework (And 6 Surprising Results)Episode 97, 6 Grading Tips That Changed My LifeEpisode 189, True Life: I Grade Everything and Because of It, I Have No LifeEpisode 194, The Importance of Inquiry-Based Learning - And How to Implement it Practically Episode 195, A Simple and Effective Process for Parent Communication With Guest Mandy Farrar

Click here to schedule free consultation with New Patient Group and/or WrightChat  Click here to watch on YouTube Click here to subscribe The Brian Wright Show YouTube Station  Click here to subscribe to the New Patient Group YouTube Station. Click here to register for our August New Patient Group iTero Sales Training Bootcamp Click here to subscribe to The Brian Wright Show Podcast  Click here to register you and your team for NPG Iconic.  Ever feel torn between implementing ideas quickly and taking time to perfect them? You're not alone. This fundamental tension exists in every business and personal development journey. Most entrepreneurs, clinicians, and professionals fall into one of two problematic approaches. Some try implementing everything simultaneously – throwing spaghetti at the wall without focus or follow-through. Others spend years trying to perfect ideas before launching, afraid of what might go wrong. The secret to extraordinary results lies in combining these seemingly contradictory approaches. The most successful businesses implement ideas immediately but perfect them slowly. They launch quickly, embrace early imperfections, then commit to relentless, methodical improvement through consistent practice. As one powerful example, Brian shares how some businesses and dental practices would spend an entire year mastering just phone training, implementing ideas immediately but practicing weekly until excellence became automatic. This approach works across industries – from five-star hotels and Michelin restaurants to healthcare practices and beyond. This disciplined focus is harder than ever in our distraction-filled world. With human attention spans now shorter than goldfish (just 1.3 seconds for Gen Z!) and over 10,000 marketing messages bombarding us daily, the ability to maintain relentless focus on improvement has become a genuine superpower. Whether you're growing a business, advancing your career, or pursuing personal goals, this hybrid approach delivers transformative results. Implement fast, perfect slowly, and watch as you leave the competition behind. Ready to transform your approach? Subscribe to The Brian Wright Show on YouTube and your favorite podcast platforms for more business-changing insights!

In this episode, I'm excited to share a conversation I originally had on the Triple R Teaching Podcast with Anna Geiger (The Measured Mom). Together, we dive into my book Literacy Unlocked: How to Implement the Science of Reading with Young Learners and explore how to bridge research with practical classroom application. We cover the real-life challenges teachers face when it comes to foundational literacy skills and the shifts required to move from balanced literacy to the science of reading. This episode is packed with actionable ideas that you can take straight into your classroom. FULL SHOW NOTES HERE

Colm Porter, Assistant Director for Industrial Relations for the West and North West Region

Colin shares valuable insights aimed at helping health and safety organisations and consultants enhance their client relationships and service offerings. Drawing from nearly 20 years of experience in consultancy, Colin discusses the importance of understanding client needs, maintaining regular communication, and mapping out services to identify opportunities for growth KEY TAKEAWAYS Regularly check in with clients to understand their evolving needs and challenges. Building strong relationships and staying close to clients can help identify opportunities for additional support before they become problems. Create a comprehensive list of all services offered and assess which ones have been utilised by each client. This can reveal gaps in service delivery and highlight opportunities for further engagement. Ensure that clients are aware of all services available. Implement an onboarding process that includes ongoing communication about offerings, success stories, and regular updates to keep clients informed. Establish a system to track important assessments and services that may need to be renewed or updated. Being proactive allows you to remind clients of upcoming needs and position yourself as a reliable solution. BEST MOMENTS "You can work really hard to build strong relationships with clients... but just imagine one day, you walk into a meeting and you find out that they've brought somebody else in." "If you can do really good work for your existing clients, you're actually putting them in a better place." "Have you ever mapped out your services? If you don't know how many services you deliver, then there's no chance that your clients are going to know." VALUABLE RESOURCES The Interesting Health & Safety Podcast - https://podcasts.apple.com/vn/podcast/the-interesting-health-safety-podcast/id1467771449         Project Mollitiam - https://www.projectmollitiam.com       ABOUT THE HOST Colin Nottage ‘Making health and safety as important as everything else we do.' This is the belief that Colin is passionate about and through his consultancy Influential Management Group (IMG) is able to spread into industry. Colin works at a strategic level with company owners and board members. He helps business leaders establish and achieve their health and safety ambitions. He has developed a number of leading competency improvement programmes that are delivered across industry and his strengths are his ability to take a practical approach to problem-solving and being able to liaise at all levels within an organisation. Colin also runs a company that vets contractors online and a network that develops and support H&S consultancies to become better businesses. Colin chairs the Construction Dust Partnership, an industry collaboration directly involving many organisations, including the Health and Safety Executive. He is a Post Graduate Tutor at Strathclyde University and a highly sought-after health and safety speaker and trainer. He has a Post Graduate Certificate in Safety and Risk management, an engineering degree and is a Chartered Member of the Institution of Occupational Safety and Health (IOSH).

Really dumb ideas can be SO dynamic! But why share “dumb” ideas? Because SPOILER ALERT… they work! I think ideas that take no prep, require no lesson plan, and cost nothing are exactly the kind of thing we are looking for this school year. In this week's episode of the This Teacher Life podcast I explain a super simple strategy that kids have declared as the GOAT- Greatest of All Time. And you can use this in ANY subject area, remix it in so many fun ways, and it takes literally no time to implement. Curious what it is? Take a listen and I promise you won't regret it! Episode Notes:  Want TONS more Awesome Ideas? Join the Awesome Academy and Earn Up to 90 Hours of PD Credit:  monicagenta.com/awesomeacademy Needing Some Awesome PD for Your School? Let's Connect:  monicagenta.com/PD Get a free PDF copy of Monica's Book Crushing It For Kids Here: monicagenta.com/freebook Connect with Monica on social media: Instagram: instagram.com/monicagentaed/ TikTok: tiktok.com/@monicagentaed Facebook: facebook.com/MonicaGentaEd Twiiter: twitter.com/monicagentaed

You've spent days building a perfect financial model, yet something about the final decision just feels "off." The numbers don't lie, but our own brains can quietly lead us astray. In this episode of FinPod, we dive deep into the world of cognitive biases and reveal how these hidden mental shortcuts can derail even the most rigorous financial analysis.We explore real-world corporate case studies and provide a practical toolkit of proven safeguards you can build into your own process to protect your decisions from these human flaws:Discover how biases like overconfidence and loss aversion led to multi-billion dollar mistakes at Hewlett-Packard and Kodak.Learn to use pre-mortem analysis to confront potential flaws and risks before a project even begins.Understand how groupthink and confirmation bias contributed to the tragic Boeing 737 MAX crisis, and how red team reviews can build institutionalized skepticism.Implement a decision journal to track your assumptions over time, helping you spot your own recurring biases.Break free from anchoring bias with scenario diversification, a technique used to explore a wider range of outcomes beyond a single, comfortable forecast.This is a must-listen for any finance professional looking to move beyond the spreadsheet and ensure their strategies are robust and resilient.

In this episode of Science of Reading: The Podcast, literacy coach (and podcast host in her own right) Amie Burkholder joins us to discuss her new book, Literacy Unlocked: How to Implement the Science of Reading With Young Learners. Amie talks through the origins of the book, how she structured it to be really actionable for educators, and what she hopes educators will take away from it. Amie and Susan also discuss some of the biggest recent changes to the Science of Reading movement, the areas Amie most often sees educators struggle when making the switch to research-based literacy instruction, and some tips educators can implement today—including a walkthrough of a classroom activity targeting phonemic awareness. Show notes:Access free, high-quality resources at our brand new, companion professional learning page: http://amplify.com/science-of-reading/professional-learning  Connect with Amie:Instagram: @literacy.edventures Listen to Amie's podcast: Route2ReadingResources:Book: Literacy Unlocked: How to Implement the Science of Reading With Young LearnersDownload the Science of Reading: A New Teacher's Guide today!amplify.com/sorguide Join our community Facebook Group: www.facebook.com/groups/scienceofreadingConnect with Susan Lambert: https://www.linkedin.com/in/susan-lambert-edd-b1512761/ Quotes: “Look to those that you trust to guide you.” —Amie Burkholder “If you try to change everything you're doing, you're not going to do anything well. Pick one area of your literacy block you're really gonna nail. Once you nail that—add another one.” —Amie Burkholder“I want [the book] to follow the research, but I want it to be simple enough for teachers to execute, [and] also engaging enough for kids to want to do it.” —Amie Burkholder Episode timestamps*02:00 Introduction: Who is Amie Burkholder?07:00 Literacy Unlocked: How to Implement the Science of Reading with Young Learners11:00 Book Structure12:00 Phonemic awareness classroom activity walkthrough16:00 Learning while writing the book17:00 Strategy for getting the most out of conferences18:00 Favorite conferences19:00 Biggest changes to the science of reading movement20:00 Recommendation for people diving into the research for the first time 22:00 Implementation: Biggest struggle for teaching making the shift24:00 Ideal takeaway from the book25:00 Closing thoughts*Timestamps are approximate, rounded to nearest minute

Are you stuck in "productive procrastination"? If you've been learning, reading, and watching, yet you're still not signing clients, this episode is your wake-up call. In today's episode, I'm breaking down why learning feels so satisfying (and sneaky!)… and why it won't get you clients. You'll learn:Why high-achieving coaches fall into the learning trapHow to tell the difference between preparing and hidingA simple mindset shift to move from stuck to coachingWhat to implement today to start getting resultsWant the roadmap that actually gets you booked?Watch the Triangle Model Video now>>> LINK

AI gun detection in schools... this is in the works now in Uvalde Texas...  According to NewsNation, The Uvalde Consolidated Independent School District is now working to implement artificial intelligence technology to detect firearms and trigger immediate lockdowns. Greg and Holly discuss this move. This comes three years after a gunman killed 19 students and two teachers at Robb Elementary School.

In this episode of Building the Premier Accounting Firm, Roger Knecht interviews David Podell about defined benefit plans and tax strategies for business owners. They explore how accounting professionals can better advise clients on tax planning beyo†nd basic preparation, focusing on strategies to maximize tax benefits through retirement plans. In This Episode: 00:00 Welcome to Building the Premier Accounting Firm 00:54 Introducing David Pudel 02:05 The Journey into Tax Strategies 04:02 Tax Preparation vs. Tax Planning 05:42 Strategies for Business Owners 07:05 Maximizing Deductions with Defined Benefit Plans 09:06 The Accountant's Role in Tax Planning 11:10 Balancing Profitability and Tax Mitigation 12:37 Effective Personal Tax Strategies for Business Owners 15:40 Compensation Strategies Beyond W2 17:23 Understanding Defined Benefit Plans 20:20 Flexibility in Funding Defined Benefit Plans 23:01 Employee Benefits and Vesting 26:05 Identifying Candidates for Defined Benefit Plans 30:14 Understanding Tax Mitigation Strategies 32:36 401(k) vs. Defined Benefit Plans 34:18 Key Differences with Key Man Insurance 36:41 Income Qualifications for Pension Plans 39:12 Identifying Suitable Clients for Tax Strategies 41:25 The Role of Accountants in Tax Planning Key Takeaways:

This week we're looking at how to respond to the epidemic of childhood sexual abuse. Sadly, one of the complaints heard most often about Christians and the church is that we ignore the problem of sexual abuse, or sometimes even deny its existence. The consequences of our ignorance and irresponsibility are great. We wind up ignoring the need to develop effective and responsible preventive and redemptive responses. Fortunately, the growing pervasiveness of sexual abuse has caused many churches to wake up and establish protective policies for the church, their children's ministry, and youth group. What, is your church doing? Work to implement policies and training that will reduce the risk of making it easy to put kids into the hands of sexual predators. Screen your volunteers. Require interviews and background checks. Implement oversight and accountability standards. 

"Your vision isn't born from ego or hustle—it's birthed in the presence of God."In this inspiring chapter from The Art of Digital Influence, Pastor Al “XtianNinja” Descheneau and host Scott “Born Again Gamer” Carpenter unpack the journey of receiving and implementing a God-given vision as a Christian content creator. Discover the spiritual process from intimacy with God to the moment your calling becomes reality—and how to tell if your vision is truly from Him or just your own ambition.You'll learn:The five stages of bringing a God-given vision to lifeHow to discern between man-made goals and divine directionWhy spiritual warfare often intensifies before breakthroughPractical steps to communicate your vision so others rally to itWhether you're a streamer, writer, artist, or digital missionary, this episode will equip you to lead with purpose, serve with passion, and see God's vision for your work become reality.

The transition from closer to coach is where most new sales leaders struggle. You've put in the work, made the calls, and closed the deals. Your numbers speak for themselves. You were the rainmaker. The top dog. The one everyone pointed to as the example of what a salesperson should be. Finally, you've earned the promotion you've been chasing: Sales Manager. The very habits that made you successful as a top-performing rep (moving fast, working independently, and ignoring administrative tasks) can work against you in a leadership role. Your win column is no longer personal; it's team-wide. As Kyle Jager, founder of Vendi Consulting, states in this episode of the Sales Gravy Podcast, “If you're transitioning from a sales or individual contributor into a leadership role, you probably are great at sales. But now you have to become a great leader. And that takes time. It takes practice, but it also takes some learning.” Why Most New Sales Leaders Fail Most new sales leaders crash and burn within their first 18 months. Not because they can't sell, but because no one ever taught them how to lead. They walk into the role thinking it's just sales, but with a nicer title and better commission overrides. So they default to what they know: chasing deals, staying in the weeds, and trying to be the hero. But leadership isn't about closing deals. It's about developing people. And if you don't make that shift fast, your team won't follow—and your results will suffer. Stop Being the Hero: Your New Job Description As an individual contributor, you were the hero of your own story. Pipeline looking thin? Hit the phones harder. Deal stalling? Jump in and save it. Commission check light? Work more hours. As a sales leader, your job is to make others the heroes of their stories.  That means: Your success is now measured by your team's results, not yours. You're only as good as the people you lead. You have to develop people, not just manage numbers. Your weakest performer deserves as much attention as your top gun. You become a multiplier. One great salesperson affects one quota. One great sales leader affects ten quotas, twenty quotas, or more. The Five Non-Negotiable Disciplines of Being a New Sales Leader 1. Master the Art of Sales Coaching Coaching is not cheerleading. It's not motivational speeches or rah-rah meetings. Real sales coaching is the systematic development of specific skills through observation, feedback, and practice. You cannot coach what you cannot see. Get in the field with your people. Listen to their calls. Watch their presentations. Most new sales leaders avoid this because it's time-intensive and uncomfortable.  Establish a consistent coaching cadence. Hold weekly one-on-ones to dig into deals, metrics, and skills.  Remember: your goal is not to create mini-versions of yourself. As a new sales leader, your goal is to help each salesperson become the best version of themselves. 2. Build and Maintain Pipeline Discipline As an individual contributor, you managed one pipeline. Now you're responsible for multiple pipelines, and pipeline discipline becomes exponentially more critical. Implement non-negotiable pipeline reviews. Weekly pipeline meetings should be sacred time where every opportunity gets analyzed. Teach your team to be ruthless about pipeline hygiene. Dead deals must be purged. Stalled opportunities need action plans or elimination. Every deal in the pipeline should have a clear next step, decision-maker involvement, and a realistic close timeline. Most importantly, never let your team's pipeline run thin. When pipeline gets weak, panic sets in, and desperate salespeople make desperate decisions.  3. Become a Hiring Machine Your success depends entirely on having the right people on your team. This means you must become obsessed with recruiting and hiring A-players. Stop hiring people you like and start hiring people who can sell.

In this value-packed episode, Beverley Simpson breaks down the strategic approach to making daily sales on Instagram as a health professional transitioning online. She shares her proven four-pillar content strategy (Interrupt, Inspire, Invite, Implement) and explains how to create both macro and micro content cycles that drive consistent sales without being pushy or salesy. This episode is perfect for health professionals looking to monetize their expertise through social media with integrity and authenticity.Watch the Youtube version here:https://youtu.be/5OJs7I6li4A**Key Discussion Points:**00:00 Introduction to Instagram Sales for Health Professionals00:53 Setting Up Your Instagram Strategy02:09 Understanding Your Offers and Shifting Your Perspective on Selling05:25 Building a Promotional Calendar11:32 Content Strategy: Macro and Micro Cycles16:13 Executing the Promotional Calendar22:50 Conclusion and Next Steps**Mentioned Links:**Previous Episode: "The Best Content Strategy"https://youtu.be/1sHcs4TYyXkFree Profit Plan Call Bookinghttps://go.bsimpsonfitness.com/widget/bookings/bsimpsonfitnessConversion Contenthttps://ptprofitformula.com/conversioncontent**Actionable Steps/Key Takeaways:**1. Implement the four-pillar content strategy (Interrupt, Inspire, Invite, Implement) to create a consistent sales flow2. Focus on creating both macro content (long-form: YouTube, podcast) and micro content (short-form: Instagram posts, reels)3. Aim for 20 sales page views to convert one customer4. Post consistently on Instagram (1-3 times daily) following the content pillars5. Track performance metrics to optimize your strategyReady to implement this proven Instagram strategy in your health business? Book a free profit plan call with Beverley or her team to get a customized roadmap for your business success. Visit https://go.bsimpsonfitness.com/widget/bookings/bsimpsonfitnessto schedule your session today.Note: This episode demonstrates exceptional value for health professionals looking to scale their business online. The content is structured to be both educational and actionable, with clear steps for implementation. The show notes maintain BSimpson Fitness's brand voice by being direct, empathetic, and focused on providing genuine value while maintaining professional credibility.***Help Us Help More People. When you leave a review on Apple or Spotify, it helps us share the message so that we can raise the industry standards and help more people for free. Join the Facebook community!Are you a new fitness entrepreneur looking to attract clients? Maybe you're looking to dial in your messaging? Or perhaps you're experienced and looking to scale your business?Head on over to Facebook, and request access to my Online Marketing for Fitness Professionals group. Post an introduction about yourself, ask some questions, or let us celebrate your wins with you.BSimpsonFitness Best Next Steps Simple Scaling - Want the fastest most efficient way to start and scale a profitable business in the health and wellness space, with less than 2k followers or DMing 100 cold people a day? Watch this short free training and I'll show you how for free. Tap here to register: Support the show

In this episode, Molly shares her 3Cs Leadership Framework: Clarity, Cadence, and Conversions, to help law firm owners transform their support team into proactive, accountable leaders. With strategies like daily huddles, stakeholder meetings, and data-driven decision-making, this session offers a clear path to scaling growth without micromanagement.   Key Takeaways:   Transform your law firm by empowering support teams to lead independently using the 3Cs framework: Clarity, Cadence, and Conversions. Implement structured daily huddles and weekly stakeholder meetings led by team members for improved operational efficiency. Shift from task delegation to fostering a team culture where members take ownership, driving business growth, and freeing up managerial resources. Utilize analytics for data-driven decision-making, ensuring each team member contributes to the firm's overarching goals. Boost team morale and reduce turnover by offering leadership training, constant feedback, and engaging them in strategic business growth.   Quote for the Show: "You're not stuck because your team isn't smart. You're stuck because everything is still dependent on you." - Molly McGrath   Links: Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/lgxqW56nGAY

Imagine this: You've just had an incredible interview with a podcast guest on your show, and you feel like they are a perfect fit for your services. The conversation was incredible. The energy was flowing. But what happens after the recording ends? In this episode, we're going to be talking through some strategic ways to turn those guests into clients. This week, episode 222 of Podcasting Unlocked is about the B2B podcaster's guide to conversion! In this episode of Podcasting Unlocked, I'm sharing the importance of building trust and long-term relationships with your podcast guests and actionable steps you can take right now to convert the right guests into clients. I also chat about the following: Using podcast episodes to highlight guests while also promoting your own services and supporting your audience.Including extra time in your recording session for a “show after the show”, where you can ask guests where they need support in their businesses.The importance of following up after the conversation, referencing specific points of the conversation.Streamlining your guest management and follow ups with automations, task management systems, and templates. Stop letting incredible connections slip away. Implement these strategies and watch your podcast not only grow its audience but also its impact and revenue.Be sure to tune in to all the episodes to receive tons of practical tips on turning your podcast listeners into leads and to hear even more about the points outlined above. Thank you for listening! If you enjoyed this episode, take a screenshot of the episode to post in your stories and tag me! And don't forget to follow, rate and review the podcast and tell me your key takeaways!Learn more about Podcasting Unlocked at https://galatimedia.com/podcasting-unlocked/ CONNECT WITH ALESIA GALATI:InstagramLinkedInWork with Galati Media! Work with Alesia 1:1LINKS MENTIONED:Podcasting Unlocked Ep 219: Unlocking New Audiences Through Strategic Podcast PartnershipsProud member of the Feminist Podcasters Collective.

In this episode of "The Conference Room," we welcome Tiffani Bibb, a leadership coach, speaker, and former Chief People and Culture Officer. With over 15 years of HR leadership experience, Tiffani specializes in helping mid-career women navigate significant life and career transitions. She shares her journey from HR to coaching, her insights on leadership and organizational culture, and her unique "DRIVE" coaching framework designed to empower women to turn their ambitions into actionable plans.Key Moments:Tiffani shares her journey from HR to coaching, emphasizing the importance of intentional career pivots.She focuses on empowering mid-career women to take control of their careers and lives.Tiffani introduces her coaching framework, which includes Dream, Roadmap, Implement, Validate, and Expand.Effective communication is crucial for fostering a positive organizational culture and employee engagement.Leaders should conduct listening tours to understand employee needs and improve workplace culture.Seeking and being open to feedback is essential for personal and professional growth.Informational interviews can help individuals explore new career paths and opportunities.Imposter syndrome and fear of failure often hinder individuals from pursuing their dreams.Setting goals should be balanced with the ability to adapt to changing circumstances and uncertainties.Building a network and seeking mentorship can significantly aid in career transitions and personal development.To learn more about Tiffani Bibb please visit her Linkedin ProfileTo learn more about Tiffani Bibb Coaching & Consulting please visit her websiteYOUR HOST - SIMON LADER    Simon Lader is the host of The Conference Room, Co-Founder of global executive search firm Salisi Human Capital, and lead generation consultancy Flow and Scale. Since 1997, Simon has helped cybersecurity vendors to build highly effective teams, and since 2022 he has helped people create consistent revenue through consistent lead generation.    Get to know more about Simon at:    Website: https://simonlader.com/  Twitter: https://twitter.com/simonlader  LinkedIn: https://www.linkedin.com/in/headhuntersimonlader/      The Conference Room is available onSpotifyApple podcastsAmazon MusicIHeartRadio

Ryan shares the hard truth that discipline, not hustle, is the real path to freedom in your video business. He breaks down the three key strategies that helped him build a seven-figure agency while working only three days a week: understanding the difference between working in vs. on your business, setting clear quarterly priorities, and implementing time blocking. This solo episode is a wake-up call for video business owners who are stuck reacting to whatever's in front of them instead of intentionally building toward their goals. Key Takeaways Work ON your business, not just IN it - Schedule regular CEO time for vision-setting, process creation, and strategic planning instead of only doing shoots, edits, and admin work Focus on one clear quarterly goal - Break down annual goals into quarterly milestones with clearly defined "done" criteria, then create weekly tasks to achieve them Implement time blocking - Create themed days or dedicated blocks for different types of work (deep work, admin, marketing, sales) to stay focused and avoid distractions Hope isn't a strategy - While hope is important, you need a focused plan and the discipline to execute it consistently to achieve real business growth In This Episode  [00:00] Welcome to the show! [08:10] Reclaim Control in Your Business [10:54] Doing the Hard Things [14:55] Knowing What You Want [16:09] The Price of Freedom [19:56] Working In Vs. Working On [22:36] Get Clear On Your Goals [24:46] Time Blocking [33:15] Share Your Goals [36:56] Outro Quotes "Growth only happens when you're uncomfortable. You can't grow any other way." - Ryan Koral "Discipline is the price of freedom." - Ryan Koral (quoting Elton True Blood from the 1920s) "Hope isn't a strategy. You must have hope. You should have hope... But the problem is that we get stuck in this like just hoping that our previous project is going to get our next work." - Ryan Koral "Excellence comes at a price and one of the major prices is that of inner control." - Ryan Koral (quoting Elton True Blood) "Being the best filmmaker isn't the thing that has helped this business be around for 20 years... I've had a plan and I've been executing on that plan." - Ryan Koral Links Find out more about 10xFILMMAKER   Find out more about the Studio Sherpas Mastermind FREE Workshop Available "How to Consistently Earn Over $100k Per Year in Video Production While Working Less Than 40 Hours Per Week" Join the Grow Your Video Business Facebook Group  Follow Ryan Koral on Instagram Follow Grow Your Video Business on Instagram Check out the full show notes

Back-to-school season is the perfect time to breathe new energy into your classroom, and one of the most powerful ways to do that is through inquiry-based learning. In this episode, I'm sharing why inquiry matters, why students often push back against it, and how you can scaffold it to feel less intimidating for everyone. I'll break down what inquiry actually means, offer my honest take on the 5E instructional model, and give you five simple, actionable strategies to help you make inquiry the norm—not the exception—starting from day one.➡️ Show Notes: https://itsnotrocketscienceclassroom.com/episode194Resources:INRS First Biology Unit INRS First Anatomy Unit INRS First Chemistry Unit INRS First Physical Science UnitALL INRS Complete Units FREE: What is Life? Inquiry ActivityWhere to find POGILsDownload your FREE Classroom Reset Challenge.Take the Free Labs When Limited virtual PD courseSend me a DM on Instagram: @its.not.rocket.scienceSend me an email: rebecca@itsnotrocketscienceclassroom.com  Follow, rate, and review on Apple Podcasts.Related Episodes:Episode 47, 2 Ways That Learning Happens and How to Create a Classroom Culture That Fosters ItEpisode 64, How to Re-Engage Apathetic Students (And Manage Your Own Apathy!)Episode 123, What to Do When You Care More Than Your Students DoEpisode 141, First Day of School Tips + What I Cover in My First Units of the YearEpisode 145, How to Build Resilience in Students Post-PandemicEpisode 155, How to Create Active and Accountable Learners in Your Secondary Science Classroom

In this special video, James revisits a webinar originally recorded in 2018, one that's quietly lived behind the scenes in our Learning Center. As we continue improving the resources available to the public, we took another look and realized this content deserves to be out front and accessible to all.The Learning Center is available at: ➫ bankingwithlife.com/learning-center/As always, we hope you enjoy the episode and thank you for watching.Make sure to like and subscribe to join us weekly on the Banking With Life Podcast!━━━Become a client! ➫ www.bankingwithlife.com/how-to-fast-t…ur-own-bankerBuy Nelson Nash's 6.5 hour Seminar on DVD here: ➫ www.bankingwithlife.com/product/the-5…ecorded-live/ (Call us at (817) 790-0405 or email us at myteam@bankingwithlife.com for a DISCOUNT CODE)Register for our free webinar to learn more about Infinite Banking... ➫ www.bankingwithlife.com/getting-started-webinar━━━Implement the Infinite Banking Concept® with the Infinite Banking Starter Kit...The Starter Kit includes Becoming Your Own Banker by R. Nelson Nash and the Banking With Life DVD by James Neathery.It's the perfect primer for everyone interested in becoming their own banker.Buy your starter kit here: ➫ www.bankingwithlife.com/product/becom…pecial-offer/━━━Learn more about James Neathery here: ➫ bankingwithlife.com━━━Listen on your iPhone with Apple Podcasts: ➫ podcasts.apple.com/us/podcast/bank…st/id1451730017Listen on your Android through Stitcher: ➫ www.stitcher.com/podcast/bank...Listen on Soundcloud: ➫ @banking-with-life-podcast━━━Follow us on Facebook: ➳ www.facebook.com/jamescneathery/━━━Disclaimer:All content on this site is for informational purposes only. The content shared is not intended to be a substitute for consultation with the appropriate professional. Opinions expressed herein are solely those of James C. Neathery & Associates, Inc., unless otherwise specifically cited. The data that is presented is believed to be from reliable sources and no representations are made by James C. Neathery & Associates, Inc. as to another party's informational accuracy or completeness. All information or ideas provided should be discussed in detail with your Adviser, Financial Planner, Tax Consultant, Attorney, Investment Adviser or the appropriate professional prior to taking any action.

Concealment, accuracy, and pressure are the main factors to control with stand setup. I discuss 5 simple tactics to minimize presence and maximize deer observed and harvested. Implement now for success this Fall.Thanks for listening. Instagram: @southeast.whitetail

Struggling to get a response from your leads? In today's video, I break down 5 high-converting sales text messages designed to break through—whether they're hot, warm, or cold:✅ A double‑text compliance + human opener

  In this episode of “Building the Premier Accounting Firm,” Jen Hamilton sits down with Roger Knecht to discuss how accounting professionals can boost efficiency and productivity through effective operational strategies. Jen shares insights on motivating employees, identifying bottlenecks, and developing emerging leaders to drive profitability in accounting firms.

221: What should K-2 teachers know about teaching phonemic awareness, phonics, handwriting, and more? Teacher and author Amie Burkholder gives us practical tips in this quick and powerful episode! Click here for this episode's show notes.Get my book, Reach All Readers! Looking for printable resources that align with the science of reading? Click here to learn more about our popular and affordable membership for PreK through 3rd grade educators.Connect with Anna here! Blog Instagram Facebook Twitter (X)

Leave Health Bite a Feedback.Click This Link.What if I told you that just 7 minutes of movement per day could extend your lifespan? Or that exercising only on weekends provides nearly the same health benefits as daily workouts?You're not alone if this sounds too good to be true—many high-achieving professionals have been conditioned to believe that exercise requires marathon sessions at the gym or it's not worth doing at all.Join Dr. Adrienne Youdim as she breaks down the biggest myths about movement and reveals how even small, bite-sized amounts of activity can transform your physical health, mental clarity, and professional performance.Don't forget to share this episode with friends and colleagues who might benefit from understanding that their body doesn't just need movement—it craves it!What You'll Learn From This Episode:Separate exercise from weight loss expectations: Discover why exercise and weight loss need to "get a divorce" and how this misconception causes people to abandon movement altogether.Master the art of "exercise snacking": Explore how 30-second to 5-minute bursts of activity throughout your day can improve cardiovascular function, muscle strength, and blood sugar levels.Embrace the weekend warrior approach: Find out how exercising only on weekends can provide nearly the same health benefits as daily exercise, including 20% reduction in high blood pressure and 40% reduction in diabetes risk.Implement movement into your busy schedule: Discover practical ways to incorporate activity through dancing to one song, taking stairs, or doing desk exercises that counter sedentary behavior."Your body wants you to succeed. Your body is going to work with whatever you give it. Even the littlest form of activity will support you in your health and well-being." — Dr. Adrienne YoudimRecommended Episode Exercise Snacking: The Quick and Effective Way to Transform Your Body and Mind - https://www.buzzsprout.com/678169/episodes/13436040 Resource Mentioned:Physical Activity Guidelines for Americans  - https://odphp.health.gov/sites/default/files/2019-09/Physical_Activity_Guidelines_2nd_edition.pdfWays that Dr. Adrienne Youdim Can Support You Join the Monthly Free Mind-Body Workshops: Participate in engaging mind-body practices designed to help manage your stress response. Register here. Sign Up for the Newsletter: Stay updated with valuable insights and resources by subscribing to the newsletter. Sign up here. Freebie alert. Register for our monthly free MindBody Workshop and receive a downloadable guide on emotional labeling to help you manage your emotions effectively. Connect with Dr. Adrienne Youdim Website :https://www.dradriennespeaks.com/ Instagram: https://www.instagram.com/dradrienneyoudim/

In this episode, James discusses the differences between direct and non-direct recognition life insurance companies. He walks through the mechanics, clears up common misconceptions, and explains why the distinction matters when practicing the Infinite Banking Concept®. As always, we hope you enjoy the episode and thank you for listening!Make sure to like and subscribe to join us weekly on the Banking With Life Podcast!━━━Become a client! ➫ www.bankingwithlife.com/how-to-fast-t…ur-own-bankerBuy Nelson Nash's 6.5 hour Seminar on DVD here: ➫ www.bankingwithlife.com/product/the-5…ecorded-live/ (Call us at (817) 790-0405 or email us at myteam@bankingwithlife.com for a DISCOUNT CODE)Register for our free webinar to learn more about Infinite Banking... ➫ www.bankingwithlife.com/getting-started-webinar━━━Implement the Infinite Banking Concept® with the Infinite Banking Starter Kit...The Starter Kit includes Becoming Your Own Banker by R. Nelson Nash and the Banking With Life DVD by James Neathery.It's the perfect primer for everyone interested in becoming their own banker.Buy your starter kit here: ➫ www.bankingwithlife.com/product/becom…pecial-offer/━━━Learn more about James Neathery here: ➫ bankingwithlife.com━━━Listen on your iPhone with Apple Podcasts: ➫ podcasts.apple.com/us/podcast/bank…st/id1451730017Listen on your Android through Stitcher: ➫ www.stitcher.com/podcast/bank...Listen on Soundcloud: ➫ @banking-with-life-podcast━━━Follow us on Facebook: ➳ www.facebook.com/jamescneathery/━━━Disclaimer:All content on this site is for informational purposes only. The content shared is not intended to be a substitute for consultation with the appropriate professional. Opinions expressed herein are solely those of James C. Neathery & Associates, Inc., unless otherwise specifically cited. The data that is presented is believed to be from reliable sources and no representations are made by James C. Neathery & Associates, Inc. as to another party's informational accuracy or completeness. All information or ideas provided should be discussed in detail with your Adviser, Financial Planner, Tax Consultant, Attorney, Investment Adviser or the appropriate professional prior to taking any action.

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What does it really look like to move out of endless survival mode? In this episode, I'm joined by Chelsie Jenkins, a mom of five who has weathered some of the most intense seasons life can bring: the loss of a child, cross-country moves, special needs caregiving, supporting a spouse through grad school, and more. Chelsie shares how, despite years of feeling like she was barely keeping her head above water, she began to shift her mindset, create sustainable systems, and prepare for her next big transition - adding a new baby and starting school - without spiraling back into chaos. As a founding member of the Surviving to Thriving Toolkit, Chelsie learned to: Recognize survival mode patterns Implement home systems in a way that worked with her capacity Involve her kids in meaningful ways Approach upcoming life changes with peace instead of panic If you've ever felt like you can't catch a break, or like you're failing at motherhood because everything feels so hard, this episode will offer real hope and show you how the Surviving to Thriving Toolkit can help you too.  

In today's episode, we dive into the juicy topic of being a "bad boss" to ourselves as entrepreneurs. Isn't it funny how some of the very behaviors that made us decide to stop working for a bad boss, are often some of the same behaviors we do to ourselves. Things like overworking, neglecting self-care, not setting boundaries, working unreasonable hours, and more. Together, we explore how these bad boss behaviors can lead to burnout and resentment, So, if you're ready to stop being a bad boss to yourself and start thriving in your entrepreneurial journey, this episode is packed with insights and encouragement just for you!

This week we've got a step by step guide to leveling up in life. It starts with vision and builds from there. Implement these 10 steps & you can guarantee results!

Everybody wants to win.    They want to get ahead and get a leg up.    But they have to do the work.    The year was 2010 and the Dodd Frank Act was passed and my felonious ass could not longer get a job.    I knew how to wash cars.    I knew how to deal drugs.    I knew how to do loans, but I could no longer do it.    I spent the best part of a year working my ass off to learn everything I could.     I didn't make any money.    I was just learning.     After a year had passed, I had created a whole new industry.    Podcasts.    Audiobooks.    Course creation.    Started hosting events and coaching business people.    If you want to do something more, you gotta be willing to do the work.    Get immersed in whatever it is you want in your life.    Crack a book.    Watch a video.    Implement what you learned.     If you want to win fo sho, you gotta do the work...........fo sho!    About the ReWire Podcast   The ReWire Podcast with Ryan Stewman – Dive into powerful insights as Ryan Stewman, the HardCore Closer, breaks down mental barriers and shares actionable steps to rewire your thoughts. Each episode is a fast-paced journey designed to reshape your mindset, align your actions, and guide you toward becoming the best version of yourself. Join in for a daily dose of real talk that empowers you to embrace change and unlock your full potential.    Learn how you can become a member of a powerful community consistently rewiring itself for success at https://www.jointheapex.com/   Rise Above