Podcasts about Implement

View the Show Notes Page for This Episode Become a Member to Receive Exclusive Content Sign Up to Receive Peter's Weekly Newsletter In this “Ask Me Anything” (AMA) episode, Peter explores how to determine the right diet for yourself rather than searching for a universal “best” diet. He begins by laying out five non-negotiable criteria that any sustainable eating pattern must meet—energy balance, metabolic health, adequate protein, micronutrient sufficiency, and long-term adherence—before introducing a practical rubric for evaluating different diets. Using this framework, Peter walks through the ketogenic, carnivore, vegan, and Mediterranean diets, highlighting their strengths, ideal candidates for each, and common pitfalls such as micronutrient gaps or adherence challenges. He explains why this guidance is aimed at people who feel overwhelmed by diet choices, not zealots defending a single approach, and provides practical advice on using tools like DEXA scans, lab markers, continuous glucose monitors, and symptom tracking to assess whether a diet is truly working. If you're not a subscriber and are listening on a podcast player, you'll only be able to hear a preview of the AMA. If you're a subscriber, you can now listen to this full episode on your private RSS feed or our website at the AMA #75 show notes page. If you are not a subscriber, you can learn more about the subscriber benefits here. We discuss: Peter's family chess battle [3:00]; Framing the diet discussion: moving past tribalism to practical frameworks for evaluating various dietary strategies [5:00]; Peter's high-level nutrition framework [11:00]; Why diet is such a uniquely polarizing subject [14:15]; The five non-negotiables that apply to any diet [17:45]; How to think about energy balance in the context of evaluating a specific diet [20:15]; How diet can address metabolic health [21:45]; Protein as a dietary foundation [23:30]; Micronutrient essentials: avoiding deficiencies in restrictive and processed diets [24:45]; Why adherence and sustainability are essential for diet success [27:15]; Examining the standard American diet through the five non-negotiables [31:00]; The evaluation framework for specific diets [33:30]; The ketogenic diet: defining ketosis, clinical origins, modern uses, and potential health benefits [35:00]; The main strengths and weaknesses of the ketogenic diet [43:00]; How to avoid micronutrient deficiencies while on a ketogenic diet [47:15]; Electrolytes and fiber and the ketogenic diet: preventing magnesium loss and maintaining digestive health [49:15]; Adherence challenges of the ketogenic diet [51:30]; The carnivore diet: definition, motivations, anecdotal benefits, and possible mechanisms [53:15]; The main strengths and weaknesses of the carnivore diet [57:30]; Plant exclusion on the carnivore diet: nutrient gaps, gut changes, and unanswered questions [1:03:15]; Adherence challenges of the carnivore diet [1:04:45]; The vegan diet: definition, core beliefs, and various motivations for this strategy [1:05:45]; The main strengths and weaknesses of the vegan diet [1:09:15]; Adherence to the vegan diet: social acceptance, edge cases, and personal sustainability [1:13:15]; The Mediterranean diet: definitional challenges, traditional patterns, and its relatively strong evidence base [1:15:15]; Limitations of the Mediterranean diet: loose definitions and indulgence risks [1:19:30]; Measuring diet success: why setting clear goals and tracking outcomes matter [1:21:00]; Tracking body composition using DEXA scans [1:22:15]; Tracking metabolic health: key blood tests and advanced glucose monitoring tools [1:22:45]; Using elimination diets to identify food sensitivities that may cause digestive problems, autoimmune symptoms, or low energy [1:23:30]; Evaluating “anti-inflammatory diets”: confirming inflammation through symptoms and hs-CRP testing [1:25:15]; Final takeaways: flexibility, structure, and avoiding dogma in dietary choices [1:27:00]; and More. Connect With Peter on Twitter, Instagram, Facebook and YouTube

Traveling with neurodivergent children requires specific strategies, but it's entirely possible and rewarding when you understand how to support their unique needs.• Mindset shift is crucial - see behaviors as brain differences, not deliberate disruptions• Prepare thoroughly by discussing travel plans and showing destination videos beforehand• Create personalized toolkits with noise-canceling headphones, fidgets, and familiar snacks• Allow movement breaks in airports before long flights regardless of others' opinions• Consider using the sunflower lanyard program which signals invisible disabilities to airport staff• Implement calm-down techniques like tracing letters on your child's back during meltdowns• Be cautious with melatonin use as it can increase tantrums in some children• Travel builds confidence by bringing history to life and nurturing specific interests• Give neurodivergent children input into activities to increase their engagementRemember that you're never going to see these people again, so focus on your child's needs rather than worrying about strangers' judgments.

Today, Neil delves into the often unavoidable experience of rejection in the tutoring business. Neil discusses various scenarios where tutors may face disappointment, such as no-shows, students quitting, or not being hired by prospective clients. Neil encourages listeners to reframe their responses to rejection, viewing it as an opportunity for growth and learning rather than a setback. KEY TAKEAWAYS Experiencing rejection is a common aspect of running a tutoring or coaching business. It's important to recognise that rejection is rarely personal and often reflects a mismatch rather than a failure on your part. How you respond to rejection is within your control. You can either take it personally and feel discouraged or reframe the situation as an opportunity to learn and grow. If you encounter frequent rejections, analyse the reasons behind them. Understanding the context and feedback can help you identify areas for improvement and adapt your approach. When students or clients decide to leave, it's essential to handle the situation with empathy. Acknowledge their reasons and keep the door open for future opportunities, as circumstances may change. Implement the "Don't Deal With Tossers" (DDWT) rule by filtering out clients who are not a good fit for your services. This includes those who are primarily price-driven or who do not engage meaningfully with your offerings. BEST MOMENTS "Part of being in business is the disappointment that comes from feeling rejected. It's rarely personal in my experience." "If they're eliminating themselves from the game, then they're probably not a good fit for you." "Any rejection, any fall down is a valuable chance to learn, adapt and do better." "If it's a no, it's a not yet really, isn't it?" "At the end of the day, rejection is just one of those things. What we choose to think and feel about it is just up to us." VALUABLE RESOURCES www.Neilcowmeadow.com info@neilcowmeadow.com HOST BIO Neil Cowmeadow is a maverick peripatetic guitar teacher from Telford with over 19 years' experience in the business of helping people. Learn how to start, grow and love your business with Neil's invaluable advice and tips without the buzzwords and BS! This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Ochelli Effect 9-12-2025 Friday Call-In with B PeteWe survive another week Sometimes you get the pre-scripted virtue signals some falsely believe is their perspective, and sometimes you get a mixed bag. If you listen to and actually hear exact copies of the chorus Verse Chorus of a song, it's a cover tune. Honest Businessmen tell you they are going to rip you off and there is no accidental decline in civil behavior exclusive to just one generation that invented disregard for others right tpo live as it makes Liberty and the persuit of happiness impossible unless that should read Afterlife, Liberty ... You get the point, Right?Value Human LifeRecognize, Practice, Implement.A small minority with a capacity to comprehend the current deficit,courage to influence & uniquely uplift.Derail current depraved trajectory,Forge options, divest from established paradigms#ReDefine #ReEngineer #NewParadigm---The Co-Host WEBSITEhttp://www.bpete1969.com/TWITTER Xhttps://x.com/bpete1969FACEBOOKhttps://www.facebook.com/bpete1969BE THE EFFECTEmergency help for Ochelli and The NetworkMrs.OLUNA ROSA CANDLEShttp://www.paypal.me/Kimberlysonn1Ochelli Link Treehttps://linktr.ee/chuckochelli---NOVEMBER IN DALLAS LANCER CONFERENCEDISCOUNT FOR YOU10 % OFF code = Ochelli10https://assassinationconference.com/Coming SOON Room Discount Details The Fairmont Dallas hotel 1717 N Akard Street, Dallas, Texas 75201BE THE EFFECTListen/Chat on the Sitehttps://ochelli.com/listen-live/TuneInhttp://tun.in/sfxkxAPPLEhttps://music.apple.com/us/station/ochelli-com/ra.1461174708Ochelli Link Treehttps://linktr.ee/chuckochelliAnything is a blessing if you have the meansWithout YOUR support we go silent.---NOVEMBER IN DALLAS LANCER CONFERENCEDISCOUNT FOR YOU10 % OFF code = Ochelli10https://assassinationconference.com/Coming SOON Room Discount Details The Fairmont Dallas hotel 1717 N Akard Street, Dallas, Texas 75201. easy access to Dealey Plaza

In this episode, that's Part 3 of a 3-part dividend series, James connects dividends to policy structure and long-term planning. He highlights how dividends affect taxation and growth, and shares Nelson Nash's perspective on why long-term thinking is essential to 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.

September 10, 2025 ~ Fox Correspondent and WJR Contributor Ryan Schmelz talks with Chris, Lloyd, and Jamie about Republican leaders moving closer to implementing a major change to Senate rules to confirm President Trump's nomines in batches.

State opposition Leader Brad Battin joined Ross and Russ to talk about 'Jack's Law'.See omnystudio.com/listener for privacy information.

Tony O'Billovich is the leader of the Master Shop Program for Point S Tire USA. With decades of experience running and growing multiple tire and auto repair locations, Tony has seen firsthand the challenges that overwhelm shop owners and the strategies that turn things around. His focus on profitability, leadership, and people development has helped shop owners across the country regain control of their businesses, their time, and their confidence.In this episode…What happens when everyday challenges in the tire and auto repair world start to feel overwhelming? According to Tony O'Billovich, the key to taking back control isn't working harder, it's learning to lead smarter.From raising labor rates without fear to building systems that reduce stress, Tony shares practical lessons that help shop owners stop feeling like their business is running them. He explains how profitability isn't something to feel guilty about, but a powerful tool to invest in employees, improve customer trust, and grow stronger teams.The conversation also dives into the importance of leadership and delegation. By training staff and empowering them to take on responsibility, shop owners can step back from micromanaging and focus on growth. For many, this shift leads to working less, earning more, and building businesses that thrive long-term.Finally, Tony highlights how community and collaboration play a role in success. Through Point S and its cooperative model, shop owners find mentorship, support, and the ability to grow while preserving the legacies they've worked so hard to build.Here's a glimpse of what you'll learn: [02:04] How Tony entered the tire and auto repair industry and scaled multiple locations[03:06] What Point S is and how its co-op model empowers independent shop owners[05:18] The story of a daughter who took over her father's shop and found success[07:01] The biggest challenges Tony sees when walking into struggling stores[08:27] Why shop owners hesitate to raise prices — and what really happens when they do[11:26] How courtesy inspections improve customer trust and educate clients[13:52] Why positioning as a one-stop shop makes life easier for both customers and owners[15:33] What makes Point S unique as a brand and why members describe it as “family”[17:41] How the “555” growth plan is shaping the future of Point S across the U.S.[19:28] The new mentor program for shop owners and how it supports growth[20:53] Tony's coaching style and how he helps owners regain confidence[22:20] Why delegating and training employees leads to working less and earning more[24:30] Tony's personal motto: “Polite, honest, direct” and why clarity matters in leadershipResources mentioned in this episode:Point S Tire WebsiteTread PartnersMike Edge on LinkedInGain Traction Podcast on YouTubeGain Traction PodcastQuotable Moments:“Profitability is a healthy thing, it allows you to reinvest in your people and your business.”“If you raise your labor rate, chances are customers won't even notice but your business will thrive.”“Clarity is charity. Be polite, be honest, and be direct.”“When you grow your people, your life as a shop owner gets easier.”“The most successful shops aren't run by micromanagers, they're led by owners who trust and train their teams.”Action Steps:Reevaluate your pricing: Are you competitively priced in your market? Don't avoid necessary adjustments out of fear.Implement courtesy inspections: Use them to build trust, educate customers, and increase profitability.Set clear expectations: Ensure every employee knows their responsibilities and has the tools to succeed.Invest in your team: Train, delegate, and empower employees to take on more responsibility.Find a support system: Explore cooperative models and mentorship opportunities to grow without losing your shop's legacy.

John Hardie Bill Roggio. Russia Intensifies Ukraine Barrage; Trump Faces Pressure for Stronger Sanctions. Russia launched a massive drone and missile attack on Ukraine, signaling Putin's refusal to negotiate. President Trumpfaces pressure to implement tougher sanctions on Russian oil revenue. Ukraine faces infantry shortages and porous lines but is improving air defenses. Russian advances are slow, struggling to exploit Ukrainian vulnerabilities on the battlefield. 1859 Odesa

Ready to shake up your love life? Join us as Laurie Gerber dishes out her no-holds-barred wisdom and the secrets of the Handel Method!Get ready for a lively and boundary-pushing chat as Andrea reunites with the ever-spirited Laurie Gerber in "From Mrs to Ms." This episode is packed with laughs and revelations as Laurie spills the beans on her marriage-saving secrets and the transformative Handel Method she swears by. From candid dating advice to the art of dream writing, Laurie doesn't hold back. Tune in for a dose of humor, honesty, and a sprinkle of cheekiness as we explore how to live your best love life!Where to find Laurie Gerber:Instagram: @lauriegerber_coachTikTok: @lauriegerber_coachWebsite: www.lauriegerber.comWant more of Laurie's wisdom on dating? Watch her free training "3 Secrets to Finding and Maintaining Healthy Love:✅The biggest mistake women make that prevents them from finding their happily ever after ✅The 3 Essential Ingredients to finding a suitable companion for long-term commitment ✅Implement the 3-date strategy to find your soulmate in WAY less dates.REGISTER HERE: www.lauriegerber.com/webinarQuestions we promise to answer in this episode...Ever wondered how to transform a near-divorce into a thriving marriage? Laurie Gerber reveals all!Curious about the secret sauce behind the Handel Method and how it can revolutionize your relationships?Want to know the surprising truth about what really keeps love alive and kicking?And so much more....Instagram: @from.mrs.2.msTikTok:@from.mrs.2.msWebsite: www.frommrs2ms.comEmail: Andrea@FromMrs2Ms.comYouTube: @FromMrs2Ms Hosted on Acast. See acast.com/privacy for more information.

Brian Williams, and he leads Primal Power, a new energy bar company, the first grass fed, pasture raised beef liver energy bar that tastes amazing. He is known for using a unique tripwire sales funnel to build DTC brands and large qualified lists of buyers. Prior to Primal Power, Brian ran then exited G-Sight a firearms accessories company and has invested a lifetime career in eCommerce dating back to 1997 when he was the CMO for an early eCommerce company uBid.com.  Brian Williams, Brian is a member of the MDS (MillionDollarSellers.com) community of 7, 8 and 9 Figure eCommerce Founders. He is also an Investor Owner in Health, Wellness and Fitness CPG brands.Highlight Bullets> Here's a glimpse of what you would learn…. Importance of scaling e-commerce brands beyond Amazon.Strategies for generating demand off Amazon.Use of tripwire sales funnels in direct-to-consumer (DTC) marketing.Challenges of competing on Amazon and the need for diversification.Grassroots marketing techniques to understand customer preferences.Subscription models for enhancing profitability and encouraging repeat purchases.Effective pricing strategies and upselling techniques.Utilizing social media advertising and conversion tracking for customer acquisition.Building a customer list for ongoing marketing efforts and retargeting.The significance of community support and collaboration among entrepreneurs.In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley interviews Brian Williams, leader of Primal Power and an e-commerce veteran since 1997. Brian shares his expertise on scaling e-commerce brands beyond Amazon using tripwire sales funnels and strategic demand generation. He emphasizes the importance of understanding customer needs, leveraging grassroots marketing, and creating compelling offers to pre-qualify leads. The discussion also highlights the benefits of subscription models for recurring revenue and the use of social media advertising to drive traffic. Brian's insights provide a roadmap 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:Diversify Beyond Amazon – Relying solely on Amazon is risky due to increasing competition and rising fees. Build a direct-to-consumer (DTC) strategy by focusing on demand generation and external traffic sources.Leverage Tripwire Sales Funnels – Offer a low-cost or free product to capture leads, qualify potential customers, and upsell them to higher-value purchases, increasing overall revenue.Implement a Subscription Model – Choose products that encourage repeat purchases and introduce a subscription option to improve customer retention and boost profitability.Resources & Links SectionHere are the mentions with timestamps arranged by topic:Ecomm BreakthroughJosh Hadley on LinkedIneComm Breakthrough YouTubeeComm Breakthrough ConsultingeComm Breakthrough PodcastEmail Josh Hadley: Josh@eCommBreakthrough.comAmazonShopifyKlaviyoWooCommerceChatGPTCostcoWhole FoodsTarget“Don't Believe Everything You Think" by Thomas E. Brown on AmazonMeta (Facebook and Instagram)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 the eComm Breakthrough PodcastEpisode SponsorSponsor for this episode...This episode is brought to you by eComm Breakthrough Consulting where I help seven-figure e-commerce owners grow to eight figures. I started Hadley Designs in 2015 and grew it to an eight-figure brand in seven years.I made mistakes along the way that made the path to eight figures longer. At times I doubted whether our business could even survive and become a real brand. I wish I would have had a guide to help me grow faster and avoid the stumbling blocks.If you've hit a plateau and want to know the next steps to take your business to the next level, then go to www.EcommBreakthrough.com (that's Ecomm with two M's) to learn more.Transcript AreaJosh 00:00:00  Welcome to the Ecomm Breakthrough podcast. I'm your host, Josh Hadley, where I interview the top business leaders in e-commerce. Past guests include Kevin Keene, Aaron Cordovez and Michael E Gerber, author of the E-myth. Today I am speaking with Brian Williams, and we're going to be talking about how to scale off of Amazon using tripwires and sales funnels that are going to create a massive moat around your Amazon brand. This episode is brought to you by Ecomm Breakthrough, where I specialize in investing in and scaling seven figure companies to eight figures and beyond. If you're an a...

Gut Health, Sleep Hacks & Time Under Tension: My Latest Over 40 Fitness BlueprintClick On My Website Below To Schedule A Free 15 Min Zoom Call:www.Over40FitnessHacks.comOver 40 Fitness Hacks SKOOL Group!Get Your Whoop4.0 Here!Summary Recap:You aim for 170–200g of protein per day, averaging ~2100 calories, based on your Whoop-tracked expenditure (~2600 calories).Food strategy:Keto-focused but include carb refeeds midweek (e.g., half a baked potato) for hormonal balance.Include organ meats via jerky (beef liver & heart) to avoid cooking them.Avoid high-oxalate vegetables (e.g., spinach, kale), favor raw organic produce.Dinner includes variety: ground turkey, wild salmon, corn tortillas, guacamole, eggs, and gut-healthy snacks like pumpkin seeds and cashews.You prioritize blood glucose and insulin control by:Eating fiber and protein first, carbs last.Using psyllium husk before meals (working to upgrade to a mix of soluble and insoluble fiber based on recent podcast guest advice).Gym workouts (Mon/Wed/Fri):Full-body sessions using time under tension training (5–10 second reps, slower tempo).Prioritize joint safety and mind-muscle connection.Off days (Tues/Thurs/weekends):Wear Hyperwear weight vest for added resistance during walks or errands.Use JumpSport rebounder for low-impact cardio and pelvic floor engagement.Skip extra modalities like yoga/boxing due to time and recovery focus.Anti-inflammatory strategy:Avoid processed foods.Take Fusionary Formulas Turmeric Gold—high in curcumin—for inflammation support (after interviewing Dr. Shah).Gut health strategy:Recently tested with Tiny Health—superior reporting over past tests.Implement daily food checklist (posted on your fridge) tailored to your unique microbiome issues.Supplements include targeted probiotics or food-based fixes (based on test results).New test goal: Improve score from 83 to 100 using personalized changes.New experiment: Red light therapy for cellular-level inflammation reduction.Optimized with:Earlier bedtime, screen curfew.Whoop tracking for HRV and recovery.Magnesium Breakthrough (BiOptimizers) with a full spectrum of magnesium types—key to lowering blood pressure and improving sleep quality.Glycine powder (discovered via ChatGPT) to boost nitric oxide, aiding sleep and overall circulation.You acknowledge this pillar is deeply personal and harder to fix with supplements.You focus on daily life improvements, maintaining low stress through structure and purpose.While you don't dwell on this topic in the episode, you emphasize continued self-work and awareness.Used selectively—only when your diet doesn't meet all needs.If you're interested in online personal training or being a guest on my podcast, "Over 40 Fitness Hacks," you can reach me at brad@over40fitnesshacks.com or visit my website at:www.Over40FitnessHacks.comAdditionally, check out my Yelp reviews for my local business, Evolve Gym in Huntington Beach, at https://bit.ly/3GCKRzV

Are you ready to stop hustling and start building a business that actually brings in your dream clients? In this power-packed video, I'm sharing a 7-Day Business Framework that will help you move from just working on your business to actually building it with purpose and results.Whether you're starting from scratch or needing a fresh game plan, this step-by-step approach is designed to help you: ✅ Create an irresistible offer your dream client can't ignore. ✅ Structure your program with clarity and confidence ✅ Build your audience with intention ✅ Craft a lead magnet that makes them say "I NEED that!" ✅ Attract aligned clients and guide them through a powerful journey ✅ Call in conversions through genuine enrollment conversationsThis isn't about microwave success—this is about slow-cooked, soul-aligned strategy that gets results.If you're an introverted coach or service-based entrepreneur ready to implement, watch this video in full and drop “IMPLEMENT” in the comments!Got questions or want 1:1 support? Send me a message for a breakthrough call.Let's get your business working FOR you, not just because of you.LEARN MORE AT https://warkry.com JOIN ELEVATE GLOBAL SOCIETY https://elevateglobalsociety.com

In this episode of Financial and Lifestyle Freedom for UK Business Owners, host Annette Ferguson reveals her proven framework for transforming your pricing strategy. If you're a service-based business owner feeling overworked and underpaid, this episode is a must-listen. Annette breaks down the exact steps to increase your prices, attract better clients, and finally achieve the profitability you deserve.Key Takeaways:•Stop Undercharging and Start Earning Your Worth: Learn how to shift from a cost-plus pricing model to a value-based approach that reflects your true expertise.•Implement a Strategic Three-Tier Pricing System: Discover how to roll out new pricing for existing, new, and premium clients without causing a mass exodus.•Avoid the Three Biggest Pricing Mistakes: Annette exposes the common pitfalls that are costing UK business owners thousands of pounds every month.In This Episode, You'll Learn:•The Foundation of Profitable Pricing: How to calculate your true costs, including hidden expenses and your desired profit margin, using the Profit First methodology.•The Power of Value-Based Pricing: A step-by-step guide to identifying and quantifying the value you provide, so you can charge what you're truly worth.•A 4-Week Plan to Roll Out Your New Pricing: Annette provides a clear, actionable timeline for implementing your new pricing strategy with confidence.•How to Overcome the Fear of Raising Your Prices: Practical tips for building your confidence, practising your pricing conversations, and stacking the proof of your success.Resources Mentioned:•Free Financial Health Check: Book your free assessment https://annetteandco.co.uk/links to get a personalised action plan for improving your profitability.•Profit First UK Facebook Community: Join the free online community https://www.facebook.com/groups/ProfitFirstUK/ to connect with other business owners on the same journey.

My guests in this episode is Dr. Steven Kirsh and Suzanne Kirsh. Steve Kirch, a visionary serial entrepreneur, and his daughter Suzanne Kirch, the innovative mind behind Profit Minds, unite to drive transformation for small business owners with AI-powered strategic solutions.Steve, as creator of the Profit Minds™ Growth System, brings deep expertise in profit growth, productivity acceleration, and scalable business architecture—refined through decades of entrepreneurial ventures and a longtime commitment to mentorship.Guided by his strategic vision, the Profit Minds methodology offers a powerful framework that helps clients reclaim their time, enhance profitability, and build purpose-driven, resilient organizationsSuzanne, as the brains behind the AI company Profit Minds, elevates this system with cutting-edge artificial intelligence. Under her leadership, Profit Minds integrates AI training and consulting to identify rapid-win opportunities—often uncovering $30,000 to $50,000 (or more) in untapped revenue for small businesses—in as little as 45 minutes. As a tech-forward innovator, she enables retailers and entrepreneurs to harness AI-based analytics for real-time insights, scalable operations, and impactful decision-making.Together, Steve's strategic foundation and Suzanne's AI innovation make Profit Minds a compelling force—a bridge between tried-and-true business growth fundamentals and the power of intelligent automation.Interview Links:Profit Minds: https://profitminds.net/Free Gift: https://profitminds.net/ai/waywoSubscribe To Our Weekly Newsletter:The Wealth Dojo: https://subscribe.wealthdojo.ai/Download all the Niches Trilogy Books:The 21 Best Cashflow NichesDigital: ⁠⁠https://www.cashflowninjaprograms.com/the-21-best-cashflow-niches-book⁠⁠Audio: ⁠https://podcasters.spotify.com/pod/show/21-best-cashflow-niches⁠The 21 Most Unique Cashflow NichesDigital: ⁠⁠https://www.cashflowninjaprograms.com/the-21-most-unique-cashflow-niches⁠⁠Audio: ⁠https://podcasters.spotify.com/pod/show/21-most-unique-niches⁠The 21 Best Cash Growth NichesDigital: ⁠https://www.cashflowninjaprograms.com/the-21-best-cash-growth-niches⁠⁠Audio: ⁠https://podcasters.spotify.com/pod/show/21-cash-growth-nichesThe 21 Next Level Cashflow NichesDigital: https://www.cashflowninjaprograms.com/the-21-next-level-cashflow-niches-book-free-downloadAudio: https://podcasters.spotify.com/pod/show/the-21-next-level-nichesListen To Cashflow Ninja Podcasts:Cashflow Ninja⁠https://podcasters.spotify.com/pod/show/cashflowninja⁠Cashflow Investing Secrets⁠https://podcasters.spotify.com/pod/show/cashflowinvestingsecrets⁠Cashflow Ninja Banking⁠https://podcasters.spotify.com/pod/show/cashflow-ninja-banking⁠Connect With Us:Website: http://cashflowninja.comPodcast: http://cashflowinvestingsecrets.comPodcast: http://cashflowninjabanking.comSubstack: https://mclaubscher.substack.com/Amazon Audible: https://a.co/d/1xfM1VxAmazon Audible: https://a.co/d/aGzudX0Facebook: https://www.facebook.com/cashflowninja/Twitter: https://twitter.com/mclaubscherInstagram: https://www.instagram.com/thecashflowninja/TikTok: https://www.tiktok.com/@cashflowninjaLinkedin: https://www.linkedin.com/in/mclaubscher/Gab: https://gab.com/cashflowninjaYoutube: http://www.youtube.com/c/CashflowninjaRumble: https://rumble.com/c/c-329875

Sales and marketing alignment fails when teams optimize for different metrics. Kelly Hopping, CMO of Demandbase, explains how shared pipeline accountability transforms B2B revenue operations. She details moving SDR teams under marketing leadership while aligning both organizations to pipeline metrics instead of separate SQL and closed-won targets. The discussion covers implementing weekly funnel reviews and restructuring compensation models to create true cross-functional partnership.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, that's Part 2 of a 3-part dividend series, James discusses the different ways policyholders can use their dividends. He explains the available options, clears up common misconceptions, and shows why certain choices are more effective for long-term growth. 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.

Are you feeling overwhelmed by all the paperwork that comes with assessing and tracking your English learners? You're not alone. Many ELL teachers ask the same questions: How do I assess my students without drowning in forms? How do I keep track of their growth in a way that's meaningful and sustainable?In this episode of the Equipping ELLs Podcast, Beth breaks down the three essential tracking systems every ELL teacher needs to stay organized and support student success—all without adding extra stress to your workload. She shares simple, practical tools you can start using right away to monitor growth, set goals, and clearly show progress to students, parents, and administrators.You'll learn how to:Use quarterly progress monitoring for consistent snapshots of student growth.Implement generic rubrics that work across assignments and grade levels, making it easier to measure language development and communicate goals.Build language portfolios that tell the powerful story of each student's growth through their own work samples.Beth also explains where WIDA standards fit into all of this—helping you move from “Where are my students now?” to “Where should they go next?” She walks through her FAST framework to simplify lesson planning with WIDA.Ready to put this into action? Here are some resources mentioned in today's episode:Free Generic Rubrics → DM the word rubrics to Equipping ELLs on instagram to get your free set.Simplified WIDA Can-Do Descriptors Guide → Download it for free.Equipping ELLs Membership → Access all the tools, resources, and support you need for K–12, all language levels, and all domains at www.equippingells.com. Use code EQUIP20 to take 20% off the yearly membership.Digital Portfolios with Kelly → Listen Here.By the end of this episode, you'll have a clear path to tracking progress that not only saves your sanity but also builds student confidence and guides meaningful instruction.

Sales and marketing alignment fails when teams optimize for different metrics. Kelly Hopping, CMO of Demandbase, explains how shared pipeline accountability transforms B2B revenue operations. She details moving SDR teams under marketing leadership while aligning both organizations to pipeline metrics instead of separate SQL and closed-won targets. The discussion covers implementing weekly funnel reviews and restructuring compensation models to create true cross-functional partnership.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It is back to school season! For this episode, I review the four things I have learned to implement as a dermatologist. Even as a specialist, I like to progress and grow into how I am practicing!We will go over how to use supplement and skin supportive diets, venomous insect testing, improving immunotherapy and proactive skin management.00:00 Intro02:15 Being more thoughtful in recommending skin supplements or skin diets07:02 Venomous Insect Testing09:33 Improving immunotherapy12:48 Proactive, not reactive with allergy management16:53 Summary

Todd Hagopian shares his revolutionary Hypomanic Operational Turnaround (HOT) system that transformed multiple businesses in just 6-12 months. Developed after his bipolar diagnosis, this powerful methodology helps businesses break free from stagnation by implementing aggressive 80/20 strategies, continuous improvement cycles, and transformation team building—all without requiring superhuman effort.What You'll LearnHow to apply the 80/20 principle to dramatically increase profitabilityWhy grandiose goal setting delivers better results than conservative targetsHow to implement 52 improvement projects in 52 weeks without overwhelming your teamA systematic approach to pricing that maximizes profits in your core businessHow to build transformation teams that drive exponential resultsTime Stamps00:45 – Episode Intro01:31 – Guest Intro: Todd Hagopian02:47 – Todd's Career Journey and Achievements05:28 – The Hypomanic Toolbox: Managing Bipolar Disorder14:54 – Implementing the Hypomanic Operational Turnaround System (HOT)19:02 – Grandiose Goal Setting23:25 – 80/20 Matrix of Profitability28:30 – Implementing Price Increases and Outsourcing37:42 – Applying the 80/20 Rule to Services41:32 – Continuous Improvement and Theory of Constraints44:57 – Practical Examples46:38 – Transformation Team Building56:52 – Connect with Todd (Book Launch, Website, Socials)63:48 – Inbound Accelerators (Sales Tactics)68:09 – Episode Wrap-up & Final ThoughtsSnippets from the Episode"The addiction to yesterday is the worst one. If you want to transform, you can't transform the business by doing the same thing that got you to where you're in trouble."— Todd Hagopian"Lead time's a hell of a drug. If you cut your lead time and you're better than the competition, that 42% close rate becomes 100%. Nobody can touch you."— Todd HagopianKey TakeawaysFocus 100% on the vital 20%Implement 52 improvements in 52 weeksPrice B-customers higher than A-customersNever simply backfill vacant positionsUse the A-B-C-D matrix for profitabilitySet grandiose goals to achieve better resultsCut lead time to dominate your competitionResources⁠24 Things ⁠Construction Business Owners Need to Successfully Hire & Train an Executive Assistant⁠Schedule⁠ a 15-Minute Roadblock CallCheck out⁠ OpenPhone⁠Build a Business that Runs without you. Explore our ⁠GrowthKits ⁠Need Marketing Help? We Recommend⁠ Benali⁠Need Help with podcast production? We recommend ⁠Demandcast⁠More from Todd HagopianThe Hypomanic Toolbox LinkedInX (Formerly Twitter)The Stagnation Assassin on YouTubeMore from Martin Holland⁠⁠⁠⁠⁠⁠⁠⁠theprofitproblem.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠annealbc.com ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Email Martin⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Meet With Martin⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠More from Khalil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠benali.com ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Email Khalil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Meet With Khalil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠More from The Cash Flow ContractorSubscribe to our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Subscribe to our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Newsletter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow On Social: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠X(formerly Twitter)⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Visit our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Email⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Cashflow ContractorConnect with UsReady to implement these strategies in your business? Visit cashflowcontractor.com for more resources or email questions@cashflowcontractor.com. Don't forget to subscribe to the podcast and leave a review if you found this episode valuable. For exclusive content and behind-the-scenes insights, follow Martin and Khalil on social media.

Tune in to our weekly LIVE Mastermind Q+A Podcast for expert advice, peer collaboration, and actionable insights on success in the Probate, Divorce, Late Mortgage/Pre-Foreclosure, and Aged Expired niches!  Today's All The Leads Mastermind episode #544 features an open forum where coaches and investors from across the country answer questions about probate, pre-probate, divorce, late mortgage and pre-foreclosure, and expired listings. Listeners hear practical plays for lead handling, including the first six touches, CRM workflow, and CMA-based value for property verification with tools like Property Plus. The discussion dives into strategies such as calling leads immediately after review, using unbranded thank-you cards, and leveraging video outreach with Dub to track engagement. They explore the power of multi-step mail campaigns (six to twelve months), the role of Probate Mastery and Probate Cash offers, and how to blend attorney and title-partner support without slowing momentum. Real-world examples highlight how a well-timed call, a well-crafted CMA, and a genuine service mindset can unlock new opportunities, even in challenging markets of probate, divorce, and distressed properties. This session emphasizes taking concrete action, sharing wins, and applying a repeatable process that builds trust, reduces friction, and increases closing probability across probate, pre-probate, and aging-in-place niches.  Key Takeaways:  - Use Property Plus to verify property types before outreach.  - Call leads immediately after review and log results in your CRM.  - Send unbranded cards after meaningful conversations to stay memorable.  - Use video messages and track engagement via a platform like Dub. - Implement a six-month (and twelve-month) letter campaign to nurture probate leads.  - Pair outreach with attorney or title-company support to close more deals.  To learn more, visit https://www.AllTheLeads.com or call (844) 532-3369 to check how many leads are available in your market.  #ProbateMarketing #LeadGeneration #RealEstateInvesting #RealEstateLeadsPrevious episodes: AllTheLeads.com/probate-mastermindInterested in Leads? AllTheLeads.comJoin Future Episodes Live in the All The Leads Facebook Mastermind Group:  https://facebook.com/groups/alltheleadsmastermindBe sure to check out our full Mastermind Q&A Playlist Support the show

When sportscaster Jay Colley steps up to the microphone for William & Mary games, he arrives early and meticulously prepared – the same principles that have kept him in the top 3% of realtors across the country in production. His journey from broadcasting booths to the real estate arena reveals powerful success strategies that work in any market.Success leaves clues, and Colley's four-decade career provides a masterclass in fundamentals. "Be on time, be mentally and physically prepared and you'll be ahead of 90% of your competition," he explains. This disciplined approach built his broadcasting reputation across Nashville, Charlotte, and Rochester before he found his permanent home with William & Mary's Tribe and the real estate industry.The transformation from solo agent to team leader didn't happen overnight. Starting informally by mentoring new agents, Colley built a proper team structure after his son-in-law joined the business in 2017. Today, his team provides the responsive service modern clients demand – something impossible to deliver consistently as a solo agent in fast-moving markets.Perhaps most compelling is Colley's "bird dog" strategy – nurturing 10 key relationships that consistently generate referrals. His reward system? Delivering fresh-baked brownies to their workplaces, creating additional exposure when curious coworkers inquire about the treats. "They've done their job by giving you a name and number," Colley explains, emphasizing that he recognizes referrals regardless of whether they close.His approach to pricing reveals equal wisdom. Using a two-step listing process that incorporates both preliminary research and in-depth property analysis, Colley provides sellers with realistic price ranges. By asking about timeline preferences on a scale of 1-10, he aligns pricing strategy with seller motivation. "The best agent can't sell an overpriced home, and the worst agent can sell an underpriced home," he reminds us.Ready to elevate your real estate business? Implement three strategies from this episode, set attainable quarterly goals that build toward stretch annual targets, and remember: when challenges arise, look in the mirror first. As Colley's mother taught him, "Take care of the little things, and big things take care of themselves."

#LONDONCALLING:  @JOSEPHSTERNBERG @WSJOPINION Joseph Sternberg: discusses the alarming speculation that the UK and France might require IMF bailouts due to their enormous debt piles and fiscal deficits, and a political inability to implement austerity measures. He notes the UK is exhibiting "precrisis" signs with a weakening pound and rising long-term borrowing costs, reflecting a loss of investor confidence in its economic growth. Sternberg concludes that these major economies are too large for a traditional IMF bailout, implying they must address their fiscal challenges internally to avoid a financial crisis. 1850 BANK OF ENGLAND

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!

The secret to a hotel's success isn't just great design; it's what guests don't see.Harzali Hashim, Complex Director of Engineering at Kyo-ya Hotels and Resorts in Honolulu, joins Dan to discuss sustainability engineering within the hospitality industry. They discuss Harzali's extensive 20-year career in hotel and resort engineering, focusing on the importance of maintenance, design, and sustainability in creating memorable guest experiences. They explore the operational challenges of managing historic properties, the significance of green engineering, and the collaborative efforts across the industry to uphold high standards. The episode also touches on Harzali's leadership within the Hawaii Lodging and Tourism Association's Engineers Advisory Council and his proactive approach in mentoring and fostering sustainability initiatives.Takeaways: Focus on creating memorable experiences for guests, not just through amenities but also through attentive service and a welcoming environment.Regularly maintain both visible and behind-the-scenes infrastructure to ensure long-term property value and guest satisfaction.Implement sustainable practices, such as energy and water conservation, and educate both staff and guests on their importance.Build strong relationships with all stakeholders: designers, engineers, housekeeping, and ownership to ensure successful projects and renovations.Be willing to rethink traditional processes and adapt quickly to changing circumstances for more efficient project delivery.Maintain honest and open communication with all project stakeholders to reduce misunderstandings and accelerate progress.Engage in community service and industry events to strengthen local ties and contribute positively beyond your organization.Quote of the Show:“Sustainability has been part of me for a while. Being here in Hawaii, embracing the local community means being sustainable.” - Harzali HashimLinks:LinkedIn: https://www.linkedin.com/in/harzali-hashim-b6901540/ Website: https://www.kyoyahotelsandresorts.com/ Shout Outs:0:53 - Marriott https://www.marriott.com/default.mi 1:15 - Sheraton Waikiki https://www.kyoyahotelsandresorts.com/sheraton-waikiki/ 1:19 - Diamond Head https://dlnr.hawaii.gov/dsp/parks/oahu/diamond-head-state-monument/ 1:31 - Moana Surfrider https://www.kyoyahotelsandresorts.com/moana-surfrider/ 2:56 - The Royal https://www.kyoyahotelsandresorts.com/the-royal-hawaiian/ 3:00 - The Palace https://www.kyoyahotelsandresorts.com/the-palace-hotel/ 6:48 - Halekulani https://www.halekulani.com/ 8:23 - John Staub https://www.linkedin.com/in/jonathan-staub-a8486914/ 8:26 - Philpotts https://www.philpotts.net/ 10:55 - Starwood Hotels https://en.wikipedia.org/wiki/Starwood_Hotels_and_Resorts 11:28 - Disney https://www.disney.com/ 23:23 - Engineers Advisory Council https://www.hawaiilodging.org/engineers-advisory-council.html 23:27 - Hawaii Lodging and Tourism Association https://www.hawaiilodging.org/ 27:48 - Eileen Madigan https://www.linkedin.com/in/eileenamadiganasid/ 27:49 - Las Vegas Sands Corp https://www.sands.com/ 31:44 - Princess Kaiulani https://www.kyoyahotelsandresorts.com/princess-kaiulani/ 44:55 - Green Business Program https://greenbusiness.hawaii.gov/ 

In this episode we talk with Mushfiq Mobarak on how to work with governments and large organizations to implement research. Mushfiq is a Professor of Economics at Yale University with concurrent appointments in the School of Management and in the Department of Economics. He is also the founder and faculty director of the Yale Research Initiative on Innovation and Scale (Y-RISE). He holds other appointments at Innovations for Poverty Action, the International Growth Centre (IGC) at LSE, and the Jameel Poverty Action Lab (J-PAL) at MIT.Sebastian Tello-Trillo is an Associate Professor of Public Policy and Economics at the Frank Batten School of Leadership and Public Policy at the University of Virginia.Alex Hollingsworth is an Associate Professor of Economics at the Ohio State University.Henry Morris is our main editor. He is a student at the University of Virginia studying computer science and mathematics. or of Economics at the O'Neill School of Public and Environmental Affairs in Indiana University.In this episode we discussed:The importance of teamwork, empathy, and comparative advantage in researchPractical advice for managing research projects, teams, and work-life balanceHow to build partnerships with NGOs and governments for fieldworkNavigating organizational dynamics, credibility, and incentivesDealing with media attention and social media as a researcherAdvice for early-career researchersRecommendations of the Week:Mushfiq: Try Jamaican oxtail from a good Jamaican restaurant (for non-vegetarians)Alex: Merquén, a Chilean smoked chili spice blend, great on eggs and moreSebastian: Pisco Sour, a traditional Peruvian cocktail (with or without egg white)Links & Resources:Mushfiq Mubarak's website: som.yale.edu/mubarakY-Rise: https://yrise.yale.eduScience Magazine policy forum on COVID-19 in low- and middle-income countries (March 11, 2022 issue) https://www.science.org/doi/10.1126/science.abo4089The NORMalizing mask-wearing program is a four-part, evidence-based model that tripled correct mask-wearing in rural Bangladesh and measurably reduced community-based COVID-19. https://poverty-action.org/masks

Are you trying to "fix" your stress—only to end up feeling worse? Many Highly Sensitive People (HSPs) struggle with the pressure to treat emotional pain like a mechanical problem: find it, fix it, and move on. But what if that very mindset is blocking your healing? In this episode of Stress Management for Highly Sensitive People, Todd Smith reveals why traditional, fix-it approaches often fall flat when it comes to stress and trauma—and how adopting a more respectful, HSP-informed perspective can open the door to true inner healing. Here's what you'll take away: Why stress and trauma don't respond well to the "disease/cure" model and what to do instead. How to approach emotional pain with the same empathy and gentleness you naturally offer others. Practical tools like journaling, mindful questioning, and choosing the right kind of support to create lasting emotional shifts. Press play now to learn how to stop fighting your emotions—and start listening to them in a way that actually heals.   Todd Smith, founder of True Inner Freedom Dreaming of a stress-free, balanced life? Visit trueinnerfreedom.com and complete the HSP Stress Survey. Gain clarity on your stress triggers and enjoy a free 15-minute Inner Freedom Call designed to guide you toward lasting inner peace and fulfillment. Are you a highly sensitive person (HSP) or someone who identifies as hypersensitive or neurodivergent? This podcast is dedicated to helping highly sensitive people (HSPs) navigate overwhelm and stress by using The Work of Byron Katie—a powerful method for questioning stressful thoughts and finding true inner freedom. We dive deep into stress management strategies, coping with stress, and stress relief methods specifically tailored for HSPs. Learn how to manage emotions, especially negative ones, and explore effective stress reduction techniques that go beyond the surface to address the root causes of anxiety and pressure. Whether you're interested in learning how to lower stress, handle stress and pressure, or reduce stress through practical techniques, we provide insights and support based on The Work of Byron Katie. Discover how this transformative approach can help you decrease stress, find inner peace, and create balance in your life. Join us to learn about various coping strategies for stress, all designed to support HSPs in their journey toward emotional well-being.

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September 2, 2025- We check in on the implementation of the state's "bell-to-bell" smartphone restrictions in schools with Bob Lowry, deputy director for advocacy, research, and communications at the New York Council of School Superintendents, and Dr. Donna DeSiato, superintendent of the East Syracuse Minoa Central School District.

Are you facing challenges with Edge Computing in your organization? Join us as we explore how Penguin Solutions' Stratus ztC Edge platform combined with Kubernetes management creates a powerful, low-maintenance Edge Computing solution.   Learn how to:  Leverage Kubernetes for scalable, resilient Edge Computing  Simplify edge management with automated tools  Implement robust security strategies  Integrate Kubernetes with legacy operations  Don't miss this opportunity to optimize your Edge Computing infrastructure with cutting-edge tools and practices.  This podcast is ideal for IT leaders and engineers looking to optimize their Edge Computing infrastructure with cutting-edge tools and practices. 

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.

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.

Below is my complete list of job search items. I hope that they help you attain your goals. 1. If you are a jobseeker or if you are not, please pass on this information to someone who is looking as all who are unemployed absolutely should subscribe to my 100% TOTALLY FREE YouTube jobsearch page by clicking this link. Just go to " https://www.youtube.com/@JobSearchHelpRightNow " & watch my videos & shorts which are constantly updated based on market conditions and new information. Listen to my listed audio podcasts on that page as well. Please set your notifications so that you will be alerted when I post new episodes. All of my items are now organized into playlists that allow you to easily access my video or audio episodes based on your needs and media preference. Check it all out today and get your jobsearch moving quickly. Then I ask that you please spread the word to anyone who could use this information so that I can help as many people as possible. There are many people out there that are hurting terribly and I want to help as many as I can with my tips and tools, so please spread the word. 2. Join my FREE LinkedIn Jobsearch Group here. https://www.linkedin.com/groups/6691390 3. Jobseekers, get jobs emailed to you. Join this newsletter by emailing ChrisGrasso@gmail.com. 4. Check out all my free and patron level podcasts here. https://patron.podbean.com/Ahines1 5. Get you job search flying. Jamie Edwards is a voice & advocate for jobseekers who offers USA an Canada job searching advice & paid, hands on 1-on-1 coaching. He offers many job search services at very cheap prices. Sign up for a FREE 15-minute discovery call go to https://lnkd.in/eftnjMPa and get your FREE discussion scheduled. Please tell him that I sent you. 6. You can also purchase my ebook on Amazon. Check it out and learn how to TAKE CHARGE of your job search by going to https://lnkd.in/e85PzKq 7. Newly revised list of top job boards could be the key to unlocking your next career move. Here's what makes this list stand out: 102 curated job board Organized by industry. Optimized for maximum impact. Want to supercharge your job search? Check out this post here: https://lnkd.in/g-gavJts. Remember, Over the last 14 years, I have done everything I can to help as many#jobseekers as possible via Power Point presentations, documents , speaking engagements and now LinkedIn presentations that LinkedIn promotes for me. I also, whenever possible, scroll down my feed and every time I see a person that is #opentowork, I drop an invite to my next #LinkedInLive event or if I am not having one my #YouTube page that has hundreds of videos and audio events. I know that I have helped thousands of people in some way to get out of the canyon called #Unemployment and back into the job world. I could've charged a lot of money to a lot of people over the years because my stuff works and it works fast if you are someone that goes and attacks challenges. I don't charge people a lot of money because they need their money to eat and pay their rent and provide for their family when they are unemployed because they don't know when that nightmare will end. That is why I don't make it a giant moneymaking endeavor. I do this from the heart because I never forget how bad it felt to be unemployed and how awful every day was until I knew what my next job was. That said, I cannot believe when someone is offered free help from someone who has been doing it for as long as I have that they would ignore my invite and not come to the event. All I will say is here is an invite to my next event and if you are a #jobseeker you should come because something I say will help you to get in next great opportunity. It's different for every person, but something will resonate. With all of the people being mistreated and ghosted and punched in the face on this platform by people who have no interest in helping, I offer all I can give you to help you get back on your feet. Anthony Hines http://www.linkedin.com/in/anthonyhines  

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

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 ...

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

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

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