Podcasts about Involve

Is your child’s screen time spiralling—and every conversation about it ends in a fight? Professor Wayne Warburton, leading psychologist and researcher, reveals how apps and games are deliberately engineered to hook young brains. He explains the hidden neuroscience of addiction, what excessive screen use does to a child’s emotional regulation and attention, and how parents can reclaim calm without all-out war. If you’ve ever wondered why your tween melts down when you say “time’s up,” this episode is a must-listen. KEY POINTS Why modern apps use gambling-style tactics and AI to keep kids scrolling. How heavy screen use weakens the prefrontal cortex—the part of the brain that manages focus, planning, and emotional control. Simple, science-backed steps to reset family screen habits and return kids to the “driver’s seat.” Practical advice for conversations that don’t turn into shouting matches. Why social connection doesn’t have to mean social media. QUOTE OF THE EPISODE“It’s not your child’s fault—or yours. These products are built to be addictive. The goal is to put your child back in the driver’s seat, not the screen.” — Dr Wayne Warburton RESOURCES MENTIONED Dr Wayne Warburton’s books Growing Up Fast and Furious and The Importance of Media Literacy HappyFamilies.com.au for family screen-plan templates and parenting resources ACTION STEPS FOR PARENTS Choose the right moment: Discuss screens only when everyone is calm and offline. Externalise the problem: Frame it as “us versus the tech designers,” not parent versus child. Co-create a plan: Involve kids in setting screen limits and consequences; write it down. Build healthy replacements: Help kids identify offline ways to cope with boredom, anxiety, or stress. Model balance: Show your own healthy screen habits—your example speaks louder than rules. See omnystudio.com/listener for privacy information.

In this episode, Ryan Steuer of Magnify Learning details a five-year implementation plan for launching a Project-Based Learning (PBL) movement in a large district, specifically focusing on 13 middle schools. While the example is niche, the process is designed to be customizable and scalable for districts of any size. The episode emphasizes the importance of systematic, structural change, starting with district leadership, and leveraging the "innovation curve" to ensure widespread adoption and sustainability. Key Takeaways & Implementation Steps: Magnify Learning & PBL Networks Magnify Learning has over a decade of experience in PBL, stemming from a grassroots collaboration among educators. We are launching free PBL Networks in October to provide a safe space for educators to process ideas, collaborate, and share best practices across different PBL niches (e.g., PBL and CTE, PBL and STEM, PBL and Maker Spaces, PBL and SEL, PBL and UDL). Find more at pblnetworks.com. Collaboration is key: You should never do PBL alone. Foundation: District Leadership & Goals The implementation must start with district leadership, not a top-down mandate. Involve both secondary and elementary leaders from the outset to align mindsets and processes. Clearly define the goals of PBL for the district and individual middle schools, aligning them with the district's mission, vision, and "profile of a graduate". District leaders must model student-centered practices; principal meetings should be collaborative, not "sit and get". If district leadership isn't ready to collaborate, the initiative needs to pause and address that foundational work. Building the District PBL Team & Plan Establish a district PBL design team of 6-10 central office members. Dedicate two-day design sessions to develop the comprehensive 5-year implementation plan. Go "beyond the why" to articulate the district's collective purpose for this work. Leveraging the Innovation Curve Identify innovators: Map all 13 middle schools onto an innovation curve to identify which are "innovators," "early majority," and "late majority". This is crucial for guiding the timeline. Focus on "crossing the chasm": The biggest challenge is bridging the gap between early adopters/innovators and the early majority. This is why a 5-year plan is essential. Define roles for innovators: The initial 1-2 innovator schools will implement PBL first, transparently, and are tasked with creating resources (like group contracts, planning forms) for subsequent cohorts. This empowers them and provides tangible tools for others. Customized Implementation: While the process is systematic, each school's implementation will be customized based on their readiness (e.g., starting with a specific grade level, subject, or wall-to-wall). The "best way" is what the school's leadership and teachers are most ready for. Planned Supports & Training (Before Launch) Leadership Training: Innovator school leaders will receive training similar to the central office team, focusing on creating school-level leadership teams, structures, and processes for PBL sustainability. Teacher Training: Multi-day training, including coaching, to build a PBL mindset and culture, not just mechanics. This includes: Leadership: Design Days, Deeper Practice, Sustainability Days (over 3 years). Teachers: PBL Jump Start (theoretical unit creation), PBL Advanced (reflection, curriculum mapping), and PBL Certification (by end of Year 3 for sustainability). Pre-planning is paramount: All training, coaching, and support pathways must be planned out before the official launch to avoid "shooting from the hip" and to assure the early/late majority there's a clear plan. The 5-Year Implementation Timeline (Example for 13 Middle Schools): Year 1: District: Share vision and 5-year timeline with building leaders, have 1-on-1 conversations with innovators. Explain the "why" behind the phased approach. Cohort 1 (Innovators - e.g., 2 schools): Establish school leadership teams, build 3-year building-level plans, launch initial PBL units, and make work public through "exposes" (showcases) to invite other schools. Staff attends a PBL "jump start" over the summer. Year 2: District: Form a PBL advisory team, identify "bright spots," train principals on key leadership needs, and begin reviewing administrator evaluations and aspiring leadership pathways to align with PBL. Cohort 1: Leadership teams conduct "roses, buds, thorns" reflections, addressing teacher needs (e.g., schedule, PD, evaluations). Teachers continue public showcases and create district-wide tools (rubrics, contracts). Teachers attend "PBL Advanced" over the summer. Cohort 2 (Early Majority - e.g., 8 schools): Begin with leadership team design days and teacher "jump start" training, then implement and showcase work. Year 3: District: Invest in the PBL advisory team, train principals on evolving needs, continually share the vision, and introduce refined administrative evaluations and aspiring leadership pathways. Cohort 1: Leadership teams focus on "sustainability days" to ensure processes outlive individuals. Teachers collect data, share artifacts, publicize work through news and district channels, and achieve PBL Certification over the summer to train new hires. Cohort 2: In their second year of implementation. Cohort 3 (Late Majority - e.g., 3 schools): Begin with leadership team design days and teacher "jump start" training, having observed 10 other schools and gained insights. Year 4: District: Plan for sustaining the work beyond year five, including establishing PBL district coaches (ideally two for mentorship and continuity). Cohort 1: Lead and collaborate with other schools. Cohort 2: In their final year, getting PBL certified. Cohort 3: In their second year (PBL Advanced). Year 5 (Final Year of Initial Rollout): District: Administrative evaluations and aspiring leadership pathways are fully established. New "normals" are in place. All Middle Schools: Every middle school has a leadership team and PBL certified teachers, ensuring sustainable structures and processes. Schedules, evaluations, and PLCs are synergistic with PBL. Leaders: Continuously invest in their people and lead, rather than just manage. Community Partners: Integrated as a normal part of school, helping shape the school's positive narrative. Outcome: Middle schools become models of innovation, inspiring PBL adoption in elementary and high schools. Overarching Philosophy of Change "Go slow to go fast": Rushing implementation leads to foundational problems. Innovation starts at the top and must be modeled. Leaders must "cross the chasm" by meeting the early majority on their terms, providing clear plans and supports. This is a long game to fundamentally change mindsets, structures, and redefine educational norms, ultimately growing people and systems to achieve desired outcomes for learners. It is challenging but doable and totally worth it. Resources and links: pblnetworks.com

In this episode Oscar is joined in his podquest to 'learn everything about #gamedev you never dared to ask' by Constantin-Alexandru Iorga, Sr LiveOps Manager at Scopely working on Stumble Guys. We talk about what's involved with managing a community game that needs sustainable ongoing updates as part of LiveOps.Constantin-Alexandru Iorga

Right People, Right Seats: The Hidden Profit Killer in Your Business with Pam Meissner   When profit is slipping, most businsess owners look to cut costs or push sales harder. But what if your biggest drain isn't on the P&L at all—it's in your people?   In this episode of Profit Answer Man, Pam Meissner—COO and CFO at CathCap—pulls back the curtain on why “right people, right seats” isn't just an HR slogan. It's one of the most powerful levers for profit growth that most companies ignore until it's too late.   The Gap: Why Profit Leaks Hide in Your People: You can have a stellar product, growing sales, and tight cost controls—and still lose money. The reason? People issues that don't show up as a neat line item on your P&L. Pam sees it all the time: companies hanging on to team members who no longer fit, tolerating culture-killers because they perform well in one area, or promoting loyal employees into roles they can't succeed in.   The Four Quadrants Every Leader Needs to Know: Pam breaks down the four categories of employees, based on competency and alignment with core values: Stars – High performers who live your values. Puppies – Aligned with values but lack skill; worth investing in if trainable. Rats – Low competency, no values alignment; they have to go—fast. Gremlins – Highly competent but toxic to your culture; they hold you hostage and quietly drain profit. Ignoring the “rats” and “gremlins” doesn't just hurt morale—it actively drives away your stars.   Why Core Values Aren't Just a Poster on the Wall: Most companies have core values, but few hire, fire, and promote based on them. Pam's advice: Define your values clearly. Interview with them in mind (AI tools like ChatGPT can help craft questions). Involve peers in hiring to assess fit. Hold quarterly conversations so performance and alignment are never a surprise.   The Real Cost of a Bad Hire: Replacing someone can cost multiple times their salary—especially if you use recruiters. But the hidden costs of keeping the wrong person are even higher: Lost productivity Star employee turnover Extra resources to “work around” problem employees Pam stresses: The cheapest solution is to hire right the first time—and act quickly when you don't.   The Profit Plan: Align People, Process, and Purpose: To plug these hidden leaks: Audit your team using the four quadrants. Invest in “puppies” with clear timelines and training plans. Remove “rats” immediately and plan a strategic exit for “gremlins.” Keep your stars engaged and appreciated.  

Chapters00:00 Introduction and Weekend Recap03:26 Effective Follow-Up Strategies After a Giveaway06:54 Re-engaging Old Clients: Best Practices10:28 Working with a Business Partner vs. Self-Employment14:24 Maximizing Impact from a Rebrand18:54 Launching a New Product: Key StepsTakeawaysFollow up after a giveaway with nurturing and value.Reaching out to old clients should be a regular practice.Working with a partner can share the workload but requires alignment.Be genuinely curious about your clients' needs.Expectations from a rebrand should be clearly defined.Involve your audience in the rebranding process.Communicate your values clearly during a rebrand.Understand the gap your new product fills in the market.Be excited about your offerings to engage others.Clear objectives are crucial for successful product launches.

Most believe transformation begins with the latest tech stack or AI use case.The assumption? If you move fast and automate early, you'll outpace the market.But that belief can quietly derail even the best initiatives.In reality, starting with expensive technology layered on top of a poor process doesn't always accelerate change—it can even multiply dysfunction. As John puts it (a phrase that has stuck with him for years which he originally heard at a conference):PP + ET = EPPPoor Process + Expensive Technology = Expensive Poor Process.Real transformation demands a shift in mindset:Before aligning on tools, align on the problem. Get obsessed with understanding it. Involve stakeholders in mapping it. Only then will your solution earn buy-in—from boardroom to end user.John Adjami, IT Business Partner at Merck, shares how this problem-first approach helped him lead 50+ initiatives across global procurement, finance, and shared services—without losing trust, focus, or momentum.

Hour 4: Ike, Spike and Fritz wrap up the show with the Top 5 and Text Line in addition to playing audio from LeSean McCoy who says the Eagles need to incorporate their star receiver tandem more often in Week 2.

Stoerner: "The Inability to Involve WR Nico Collins MORE in the Texans Offense During Week 1 Loss to Rams Is DISTURBING.." full 640 Mon, 08 Sep 2025 22:41:45 +0000 sr931d06wz0DmM5WqHqioxylsP1rbtzj nfl,los angeles rams,cj stroud,houston texans,nico collins,demeco ryans,rams,la rams,nfl news,texans,nfl week 1,htown,texans news,stroud,caserio,nick caley,caley,houston texans news,sports The Drive with Stoerner and Hughley nfl,los angeles rams,cj stroud,houston texans,nico collins,demeco ryans,rams,la rams,nfl news,texans,nfl week 1,htown,texans news,stroud,caserio,nick caley,caley,houston texans news,sports Stoerner: "The Inability to Involve WR Nico Collins MORE in the Texans Offense During Week 1 Loss to Rams Is DISTURBING.." 2-6PM M-F © 2025 Audacy, Inc. Sports False

David Pisarra and Matthew Brickman discuss the Top 30% of High-Conflict Family Law Cases involving people with borderline personality disorders and the mental manipulation they utilize in the family court system.David Pisarra is the founder of Union of Dads, with over 25 years in Family Law, focusing on helping fathers in custody and divorce cases. He's developed a supportive community with a social media reach of 125,000 dads aged 24-50, aiming to empower them in being active participants in their children's lives.At Dad's Law School, he lends practical skills for dads to succeed in Family Court, offering comprehensive online guidance and in-person trainings like his Dad's Badass Bootcamp.https://mensfamilylaw.comhttps://www.unionofdads.com-------------------------------------------------------------------------- 

In today's episode, Steve speaks with Karena Man, whose expertise is connecting organizations with experts in technology as a Senior Client Partner at Korn Ferry. Karena highlights the growing awareness of cyber by boards of directors — an awareness brought on by the increase in cyber intrusions. She also emphasizes the importance of storytelling and collaboration, and she and Steve discuss AI and the preparedness of the board. Key Takeaways: Boards are increasingly knowledgeable of cyber and AI.  CISOs must be good storytellers and cultivate relationships with other departments to be able to succeed in their role.  Involve board members in the processes, not just the results. Tune in to hear more about: Cyber and the board (01:27) AI and the board (19:30) How cyber and AI will impact the board in the coming years (24:53) Standout Quotes: “If we go back to what boards are really charged with, they're charged with oversight and governance. They are there to really provide guardrails in many ways, allow the organization to go fast by asking the right questions.” - Karena Man “When I am also assessing and helping my clients hire their next CISO, one of the things I'm looking for is not just someone who's technically deep, but someone who has the empathy, someone who really understands what is it that the business is trying to do.” - Karena Man “Anyone who's used one of the large language models, don't name any of them, I think there isn't a single person I've talked to who hasn't had a model hallucinate. Or give them a questionable answer to a query or to a task. And so there is this understanding that the technology is promising and that we should experiment with it and innovate with it within our enterprise. But there is this worry that it could be used for not so good purposes.” - Karena Man Read the transcript of this episode Subscribe to the ISF Podcast wherever you listen to podcasts Connect with us on LinkedIn From the Information Security Forum, the leading authority on cyber, information security, and risk management.

In today's episode, Steve speaks with Karena Man, whose expertise is connecting organizations with experts in technology as a Senior Client Partner at Korn Ferry. Karena highlights the growing awareness of cyber by boards of directors — an awareness brought on by the increase in cyber intrusions. She also emphasizes the importance of storytelling and collaboration, and she and Steve discuss AI and the preparedness of the board. Key Takeaways: Boards are increasingly knowledgeable of cyber and AI.  CISOs must be good storytellers and cultivate relationships with other departments to be able to succeed in their role.  Involve board members in the processes, not just the results. Tune in to hear more about: Cyber and the board (01:27) AI and the board (19:30) How cyber and AI will impact the board in the coming years (24:53) Standout Quotes: “If we go back to what boards are really charged with, they're charged with oversight and governance. They are there to really provide guardrails in many ways, allow the organization to go fast by asking the right questions.” - Karena Man “When I am also assessing and helping my clients hire their next CISO, one of the things I'm looking for is not just someone who's technically deep, but someone who has the empathy, someone who really understands what is it that the business is trying to do.” - Karena Man “Anyone who's used one of the large language models, don't name any of them, I think there isn't a single person I've talked to who hasn't had a model hallucinate. Or give them a questionable answer to a query or to a task. And so there is this understanding that the technology is promising and that we should experiment with it and innovate with it within our enterprise. But there is this worry that it could be used for not so good purposes.” - Karena Man Read the transcript of this episode Subscribe to the ISF Podcast wherever you listen to podcasts Connect with us on LinkedIn From the Information Security Forum, the leading authority on cyber, information security, and risk management.

Send us a textWe want your helmet (for the AVB CTC)! Check this out to find out more: https://www.youtube.com/watch?v=Qg5_ZwoCZo0Sign up for the B Shifter Buckslip, our free weekly newsletter here: https://lp.constantcontactpages.com/su/fmgs92N/BuckslipShop B Shifter here: https://bshifter.myshopify.comAll of our links here: https://linktr.ee/BShifterWaldorf University articulates Blue Card training into credits! More here: https://waldorf.edu/lp/blue-card/Please subscribe and share. Thank you for listening!Nick Brunicini, Terry Garrison, and Pat Dale examine the vital connection between internal department culture and external customer service in the fire service.The Silverback Leadership Series offers veteran fire chiefs' wisdom on leveraging strategic planning to shape department culture and improve service delivery. Fire service leaders discuss practical approaches to create meaningful change that lasts beyond a chief's tenure.• Strategic plans must become living documents rather than shelf decorations• Involve approximately 30% of personnel in developing strategic plans to ensure buy-in• Focus on tackling the top priorities each year with quarterly progress reports• Develop simple, memorable messaging that captures your department's values• Empower company officers as the critical link between administration and service delivery• Trust must flow throughout the organization for strategic initiatives to succeed• Define what empowerment means with clear parameters for personnel• Celebrate "added value" service that exceeds basic emergency response• Create consistent departmental culture rather than different approaches by shift or station• Align strategic objectives with daily work so they become "what you do now"The Blue Card Hazard Zone Conference is coming to Sharonville, Ohio, September 29th through October 3rd. Register now at bshifter.com to secure your spot in workshops and general sessions.  

If your child turns into a different person after screen time, you're not imagining it.You're not alone if your once-sweet kid becomes reactive, moody, or shut down after using digital devices. Many parents are overwhelmed by meltdowns, mood swings, and total refusal to transition after screen use—and they're left wondering what went wrong.Let me down what too much screen time really does to the developing brain and how it fuels dysregulation, anxiety, and poor emotional control. Most importantly, I'll share simple, consistent strategies you can use to set limits before things spiral out of control.Why does screen time affect my child's emotions so much?We often think of screens as harmless entertainment, but they trigger a storm inside the brain. Fast-paced videos and online games light up the dopamine system, conditioning kids to crave more and more stimulation. At the same time, the part of the brain that helps with self-regulation—the prefrontal cortex—gets underused.Add in blue light exposure that disrupts melatonin and sleep cycles, and you have a perfect storm for emotional dysregulation. Even young kids are being impacted. In fact, 40% of American 2.5-year-olds have their own device.This constant stimulation overwhelms the nervous system and wires the brain for volatility. And when there's no recovery time, kids start to struggle with mood, transitions, and basic regulation.Discover how to shift your child from chaos to calm with our proven Quick Calm Toolkit.What are signs of screen time dysregulation?If your child seems irritable or totally zoned out after screen use, that's not normal—it's their brain signaling overload. Many parents describe their kids as “not themselves” after using digital devices.Common red flags include:Meltdowns or aggression that show up after screen time endsMoodiness or emotional shutdown even after brief device useAvoidance of non-screen tasks like homework or choresRefusal to engage socially or try new activitiesAnxiety, anger, or compulsive behaviors tied to screen habitsIn fact, one mom told me her 10-year-old “checks out” for hours after gaming. He won't eat, talk, or play—and it's happening more often.How can I set screen limits without daily power struggles?The key is to set boundaries before the device turns on—not in the middle of a meltdown.Have calm, clear conversations ahead of time about screen time rules. Involve your child when possible by asking, “How much time feels fair to you?” This helps them feel heard—even if their answer is unrealistic.Once a boundary is set, stick to it without emotion or debate. That consistency is what rewires the brain for self-control.Use language that connects to brain health: “You're not in trouble. Your brain is just telling us it needs a break.” Or: “Your brain needs to recharge so it can feel strong and happy.”You can also plan buffer time after screens—like five minutes of movement, a snack, or calming connection. This supports the nervous system and makes transitions smoother.If you're tired of walking on eggshells or feeling like nothing works…Get the FREE Regulation Rescue Kit and finally learn what to say and do in the heat of the moment.Become a Dysregulation Insider VIP at

What does it take to manage 420 apartments and create a million memorable moments? On this episode, host Dan Ryan sits down with Sebastián Torres-Calderón, the CEO of Stay U-nique, an award-winning short-term rental company in Spain. Sebastián shares his journey from customer journey intern to CEO and reveals how implementing the Entrepreneurial Operating System (EOS) helped his company not only survive the chaos of COVID but quadruple in size. The conversation dives deep into how Stay U-nique uses data and technology to create a frictionless guest experience, the challenges of a rapidly evolving industry, and the political headwinds facing the short-term rental market. Sebastián offers a unique perspective on the debate between prohibition and regulation and provides a powerful case for why collaboration between the private and public sectors is the key to solving housing inventory issues.Takeaways: Track key metrics (KPIs) across all departments, not just leadership, to identify and address recurring issues. Use data to drive improvements in guest experience, operations, and communication.Use frameworks such as the Entrepreneurial Operating System (EOS) to set clear goals, break them into manageable projects (“rocks”), and review progress regularly. Involve the entire team in the process for maximum impact.Don't be afraid to make mistakes, learn, and adapt. Regularly test new approaches, measure their impact, and iterate quickly. Use technology to streamline operations (e.g., remote locks, cleaning apps) and enhance the guest experience, but ensure it remains personal and responsive.Success takes time and consistent effort. Focus on long-term growth rather than immediate results.Empower every team member with ownership of projects and clear goals to drive company-wide improvement.Quote of the Show:“To take that time and make it something that they will remember forever, and get to do that every day, that's amazing.” - Sebastián Torres-CalderónLinks:LinkedIn: https://www.linkedin.com/in/sebasti%C3%A1n-torres-calderon-serkovic-310044121/ Website: https://www.stay-u-nique.com/en/ Shout Outs:0:53 - World Travel Awards https://www.worldtravelawards.com/ 10:46 - EOS https://www.eosworldwide.com/ 12:02 - Airbnb https://www.airbnb.com/ 13:43 - Traction https://amzn.to/4fEGOTZ 13:43 - Gino Wickman https://www.ginowickman.com/ 14:53 - Mitcham Rentals https://www.mitchamgrouprentals.com/ 16:23 - Enrique Alcántara https://www.linkedin.com/in/enrique-alc%C3%A1ntara-b9623b/ 24:28 - What the Heck is EOS? https://amzn.to/4fGGXGC 40:49 - Sonder https://www.sonder.com/ 40:56 - Marriott https://www.marriott.com/default.mi 

In this episode of the Tech M&A Podcast, hosts Niles Overly and Rob Kopp share their experiences as co-founders of Metro Data Centers, discussing their motivations for selling the company, the unique aspects of their business, and the challenges they faced during the M&A process. They emphasize the importance of planning for an exit, effective communication, and the value of seeking professional help throughout the sale process. The conversation provides valuable insights for entrepreneurs considering an exit strategy.   Takeaways Always think about an exit strategy from the start. Unique business models can attract buyers. Effective communication is crucial during the sale process. Balancing daily operations with M&A activities is challenging. Seek professional help to navigate the M&A process. Experience plays a significant role in successful exits. Planning financial projections is essential but difficult. Involve trusted employees at the right time. Investment bankers can provide significant value during sales. Understanding the complexities of your business is key.    Chapters 00:00 Introduction to Tech M&A Podcast 00:28 Founders' Backgrounds and Company Overview 01:54 Motivations for the Sale Process 03:10 Unique Selling Points of Metro Data Centers 04:14 Communication Strategies During the Sale 05:23 Balancing Operations and M&A Process 06:32 Lessons Learned and Surprises 07:58 Advice for Entrepreneurs Considering an Exit

In this episode of Dental Drill Bits, Dana Salisbury and Sandy Pardue discuss the challenges of hiring and retaining new employees in dental practices. They explore the reasons behind high turnover rates, the importance of effective onboarding, and creating a welcoming workplace culture. The conversation emphasizes the need for structured training plans and the impact of workplace bullying on employee retention. The hosts also highlight the financial costs associated with poor hiring practices and the significance of enhancing the candidate experience. Key Takeaways Stop blaming the applicant and look at your own processes Onboarding is crucial for employee retention A welcoming culture can significantly impact new hires The cost of hiring mistakes can be substantial Workplace bullying can drive new employees away Structured training plans are essential for new hires Communication during the hiring process is key Involve existing staff in the hiring process Always welcome potential candidates regardless of openings Evaluate your practices to improve employee satisfaction   Event Spotlight: Front Desk Pro – Las Vegas, NV – November 7 Join Sandy in Las Vegas for Front Desk Pro, a high energy, high impact training event designed to level up your front desk systems and skills. Special Listener Discount: Save $100 with code Secret Sauce (two words, both capitalized). Beautiful CAD CAM facility, just off the Strip with nearby affordable hotels. Episode Sponsors A big thank you to our show sponsors for helping bring Dental Drill Bits to you each week: Plan Forward – The membership plan experts helping practices boost revenue and patient loyalty. https://www.planforward.io/ Mango Voice – The smart, all in one business phone system designed for dental practices. https://mangovoice.com/ Identity Dental Marketing – Stand out, get noticed, and attract your ideal patients with custom marketing strategies. https://identitydental.com/

«A lot of things break with scale.»In our latest conversation with Mikkel Dengsøe, co-founder of SYNQ and former Head of Data, Ops and Financial Crimes at Monzo Bank, we explore the secrets behind effective scaling of data teams.Mikkel reveals surprising statistics based on his analysis of over 10,000 LinkedIn data points and valuable insights from Monzo's scaling journey, where the data team grew from 30 to over 100 people in just two years.We discuss the critical balance between central data teams and domain experts, the importance of career paths for individual contributors (not just managers), and how data professionals can succeed by building relationships with stakeholders who involve them early in strategic processes.Here are our key takeaways: Data TeamsThere are some high-level questions you need to ask yourself when building, structuring or scaling a new data teamThis includes how big the team should be, also relatively too your organizations size and other teams, how it should be composed and structured, etc.A good idea is to collect data to create a benchmark.Benchmarks can be hard to combine and are a moving target, but they are nevertheless valueable. Most importantly, you need to ask yourself: WHY do we need to scale our data team?Involve people actively in setting the goals based on your WHY.Mikkel collected over 10.000 data points from companies on Linkedin. Here's what he found: Median % of data people in companies out of overall staff is 1-4%.Data team relative to engineering team varies between 1 data person per 10 engineers to 1 in 3.From the benchmark it is evident that data governance roles only appear in lager companies.In marketplace companies the effect of data on the business value is easiest to track. Therefore they seem more willing to invest In data teams.Investment in data means investment in your business. The consequences of not investing in data will be tangible in your business.Find a risk based approach to data as well. At what level can you balance investment, outcome and risk?Be cautious of «pseudo-data teams» - teams in a Business unit that do kind-of data work, but are not aligned with the organization.Be clear on the skills and competencies you need. What is a data analyst? What does a data scientist do in your organization?It is important to have a clear and consistent internal career ladder. Make it visible and understandable what is expected from each role on your team and don't change these expectations too often.Create pulse checks to understand what people are happy about and what not.Scaling Data Teams«Golden Nugget Awards» to showcase good data work every month. These were added to a database, so every new employee could evaluate them to see what good looks like.Write down your progression framework to get clear about your ideas and how people excel in your organization.You can show open what work lead to promotions. That can be engaging for people to follow in these tracks.Hub-n-Spoke model, where people rotate in and out of the central team and the distributed teams.Citizen developer programs are a way for larger organizations to scale data work. But It bears risk related to data literacy.Don't try to enable everyone, but enable those that are motivated.«You shouldn't necessarily force people into management to progress.»Senior technical careers can ensure an advanced level of quality. Which is a different way of scaling your data team.You need a career ladder for professionals that is independent from management careers.Create rituals that make good work stand out.

Welcome to episode 42 of the Designing with Love podcast, where I cover how you can leverage the ARCS model when designing adult learning experiences.  Ever designed a learning experience that simply didn't connect with your audience? The missing ingredient might be motivation—the essential element that transforms passive content consumption into active, engaged learning.In this comprehensive exploration of John Keller's ARCS model, I break down the four pillars that create truly motivational learning experiences for adults: Attention, Relevance, Confidence, and Satisfaction. Developed in the early 1980s, this powerful framework addresses the unique challenges adult learners face, from competing priorities to engagement gaps and motivation issues.The episode takes you on a journey through practical implementation strategies for each component. Learn how to capture and maintain attention through storytelling and surprising facts. Discover techniques to establish relevance by connecting content to learners' professional goals and real-world needs. Explore confidence-building approaches that reduce anxiety and build self-efficacy. And finally, uncover ways to create satisfaction through meaningful recognition and application opportunities.Beyond theory, I provide a detailed case study of applying the ARCS model to a leadership skills e-learning module for a Fortune 500 company. You'll see exactly how each component transforms into practical design decisions that enhance engagement and effectiveness. The episode concludes with three actionable tips for implementing the model in your next instructional design project.Whether you're an instructional designer, educator, or learning professional, this episode offers valuable insights to elevate your approach to adult learning. As Benjamin Franklin wisely noted, "Tell me and I forget. Teach me and I remember. Involve me and I learn." The ARCS model gives us the framework to create that involvement.Ready to transform your approach to instructional design? Check out the additional resources in the show notes and share your experiences applying the ARCS model to your learning projects!

Welcome to the 80th edition of the Coach's Corner Round Table on the Hoop Heads Podcast. Each episode of the Coach's Corner Round Table will feature our All-Star lineup of guests answering a single basketball question. A new Coach's Corner Round Table will drop around the 15th of each month.August's Round Table question is: Do you involve former players in your program, and if so, how?Our Coaching Lineup this month:Dominic Amorosa – Strake Jesuit (TX) College PrepJake Boyd – Luther CollegeCoretta Brown – Eastern Kentucky UniversityJerry Buckley – Bishop Kenny (FL) High SchoolErik Buehler – Arapahoe (CO) High SchoolToby Frazier - Riverside (FL) High School Stephen Halstead – Grace CollegeJoe Harris – Lake Chelan (WA) High SchoolChris Kreider – Rice UniversityBob Krizancic – Mentor (OH) High SchoolJosh Merkel – Randolph Macon CollegeDeronte Polite – Hood CollegeDon Showalter - USA BasketballJohn Shulman – University of Central ArkansasPlease enjoy this Round Table episode of the Hoop Heads Podcast and once you're finished listening please give the show a five star rating and review after you subscribe on your favorite podcast app. Be sure to follow us on twitter and Instagram @hoopheadspod for the latest updates on episodes, guests, and events from the Hoop Heads Pod.Visit our Sponsors!

How to Cultivate Self-Awareness Without Condemnation: 4 Practical TipsIn this video, we delve into the concept of self-awareness without self-condemnation. The host, sharing from personal experience, offers practical tips to avoid falling into negative self-assessment: 1) Be curious about your internal discoveries. 2) Understand that your worth is intrinsic and not tied to achievements. 3) Engage in reflective journaling with self-compassion. 4) Involve your faith in your self-awareness journey. This inspirational talk emphasizes love and grace as key elements to personal growth and mental well-being.00:00 Introduction to Self-Awareness Without Condemnation00:32 Personal Struggles and Realizations01:59 Curiosity Over Condemnation03:32 Embracing Self-Worth04:51 Reflective Journaling05:13 Inviting God into the Journey05:45 Final Thoughts and Encouragement

Venus explores cuckolding dilemmas with Crystal Welch, tackling questions from couples navigating complicated dynamics in this lifestyle.• A young husband seeks advice after realizing the "hands-off" cuckolding arrangement he initially requested now feels hollow and unsatisfying• Another caller shares his excitement and concern about accidentally revealing his best friend's endowment to his size-queen wifeLinks:Joymode: GREAT SEX SOLVED, NATURALLYUse Code VENUS for 20% off your first order at tryjoymode.com/venus

Fox News Radio, Ryan Schmelz joins to talk about Trump holds news conference on DC crime after federal agents hit the streets and his plan for the nation's capital?

Ever notice how every other department has policies and procedures, but UX rarely does?There are rules for procurement. Rules for budgets. Rules for installing software. Even rules for when you're allowed to eat fish at your desk (I wish I was joking). But ask someone for the rules around UX, and you'll probably get a blank look.The difference? Most teams have taken the time to write theirs down. We haven't.That's what we're going to fix.We'll start with one of the most accessible and impactful types of UX guidance you can create: design principles.What Are Design Principles, Really?Design principles are a set of high-level guidelines to help your organization make consistent, user-centered decisions. They provide a north star for teams as they navigate the thousand tiny choices that shape your user experience - from interface copy to onboarding flows.Done right, they:Keep people focused on what matters mostEnsure UX is considered across the board, not just by your teamHelp settle disagreements without calling in the UX policeIn short, they make your life easier and your users' experience better.Why You Can't Just Make Them UpYou may have heard about design principles before. You may have even created your own. However, if you don't create them in the right way, they will rarely succeed.This is because if you try to create them in a vacuum, nobody will follow them.It's not enough to draft a list of nice-sounding statements and post them on the wiki. People will (rightly) wonder where they came from and why they should care. You need to build buy-in from the start.A Simple Way to Create Design Principles That StickHere's the process I use with clients:1. Start with inspirationGo to principles.design and collect around 30 existing principles that could work for your organization. Choose ones that reflect the values you want to promote, and that you'd personally stand behind.2. Involve stakeholders earlyShare this shortlist with a broad group of colleagues. Ask them to vote on the principles that resonate most. This gives them a voice in the process and gives your final list credibility.Note that because you pre-selected principles that could work for your organization, you prevent stakeholders from choosing inappropriate options while still giving them meaningful input.3. Narrow it downYou don't need 30 principles. Nobody will remember them. Based on the stakeholder voting, narrow down to the 6 to 10 most popular options. This gives you enough to provide structure, not so many that they become white noise.4. Share and promoteOnce you've finalized your principles, don't just email them out and move on. Introduce them in team meetings. Refer to them in design critiques. Use them as criteria in design reviews. Make them part of how work gets done.Later in this email course, we'll come on to look at marketing and promoting the work that you do internally within the organization, and that will include more on how to use design principles.Outie's AsideIf you're a freelancer or agency owner, design principles are still worth having, just framed a bit differently. They can be a powerful way to:Show clients what you stand for and how you workGuide internal consistency across your projectsCreate a shared language when collaborating with partnersYou might even consider turning your principles into a short onboarding doc for new clients. It sets expectations early and helps position you as a strategic partner, not just a pixel pusher.The Bigger PictureDesign principles are powerful, but they're just the start. If we want UX to be taken seriously across the organization, we need more than good intentions; we need policy. That's what we'll explore in the next email: how to create lightweight, flexible UX policies that help guide work without grinding things to a halt.Until then, have a think:What's one design decision your team has debated recently that a shared principle could've resolved?

Feeling like your child is glued to their screen - and spiralling? You're not imagining it. A brand-new meta-analysis of nearly 300,000 kids reveals something alarming: screen time isn't just a symptom of emotional struggles… it’s making them worse. In this Doctor’s Desk deep dive, Dr Justin Coulson breaks down the research and shares three critical parenting strategies that can break the cycle. KEY POINTS A meta-analysis of 117 studies (292,739 kids!) shows screen use leads to increased emotional and behavioural problems—and kids who are already struggling are more likely to turn to screens. Gaming has the most harmful effects, especially when time limits are exceeded. There’s a reciprocal relationship between screen use and emotional struggles—each one fuels the other. The screen trap is real—even highly self-aware adults get caught. The key isn’t blame or punishment—it’s collaboration, connection, and compassion. QUOTE OF THE EPISODE "We need to question the gaming industry’s design, not our children’s character." RESOURCES MENTIONED Meta-analysis published in Psychological Bulletin (2025) Yesterday’s episode with Dr Brad Marshall on gaming disorder and smartphone overuse ACTION STEPS FOR PARENTS Question the system, not the child: Open conversations with kids about how games and social media are engineered to capture attention and exploit vulnerabilities. Collaborate on screen use limits: Use the 3 E’s: Explore, Explain, Empower. Involve kids in setting family screen guidelines focused on what they gain, not what they lose. Replace screens with real connection: Prioritise family time, hobbies, nature, and friendships. The more involved you are, the less likely screens will dominate. Get curious about unmet needs: Ask: What is my child seeking from this screen? How can I help them meet that need in real life? See omnystudio.com/listener for privacy information.

Send us a textAre you tired of losing the same 20 pounds - again? Sick of restrictive diets, constant cravings, and that nagging feeling that your body just isn't cooperating anymore? If you're over 50 and frustrated with weight gain, muscle loss, and low energy, this episode is your roadmap to sustainable, feel-good fat loss - without counting every calorie or giving up the foods you love. In today's episode of The Over 50 Health & Wellness Show, host Kevin English breaks down the top 5 fat loss strategies for men and women in their 50s and 60s - strategies that are simple, powerful, and actually work in real life. If you want to lose weight, build muscle, and feel strong, confident, and vital again - without crash diets or toxic fitness culture - this one's for you. In this episode, you'll learn:Why “just eat less” is terrible advice for people over 50The simple food swap that makes fat loss easier and tastierHow to build a body that wants to stay lean and strongWhat most diets get dead wrong - and how to break freeHow to think, act, and eat like your healthiest future self 

Jesse Wickel is the owner of Wickel Tire Pros in Burley, Idaho. A former farmer with deep roots in agriculture, Jesse built his business from a single tire shop into a multi-location operation generating over $26 million in annual sales. With a hands-on approach, a strong community presence, and a commitment to relationship-driven service, Jesse has grown his team from just a few employees to over 80 across multiple locations, all while maintaining his small-town values. In this episode… How do you take a rural tire shop doing $1.2 million in annual sales and scale it to over $26 million in just seven years? According to Jesse Wickel, it starts with relationships; with your customers, your employees, and your community. On this episode of Gain Traction, Mike Edge sits down with Jesse to talk about how his background in farming helped shape his mindset around service, hard work, and leadership. Jesse explains why growing in a rural market requires more than just good pricing; it takes trust, reliability, and genuine connection. From opening day to serving 8,000 hot dogs at their expansion event, his story is packed with authenticity and grit. Jesse also shares his people-first philosophy: that success isn't measured in number of locations or fleet trucks, but in whether employees are happy, families are thriving, and customers feel truly taken care of. Whether you're running a farm or a tire shop, Jesse believes the formula for success is simple: work hard, stay humble, and build real relationships. Here's a glimpse of what you'll learn:  [01:31] Jesse shares how he was drawn into farming after college out of necessity [03:26] How the opportunity to buy a small tire shop came unexpectedly [04:59] How Jesse's business grew from a $1.2M operation to 80 employees and multiple locations [07:09] What Jesse enjoys about working in the tire industry [10:15] Jesse opens up about his family life [13:13] Jesse's goals for the business over the next few years [16:26] What guiding principle does Jesse live by and share with other shop owners? [17:54] How does Jesse find employees for his growing business? [23:17] Jesse talks about his strong relationship with Titan International Resources mentioned in this episode: Wickel Tire Pros https://wickeltirepros.com/ Titan International https://www.titan-intl.com/ Tread Partners https://treadpartners.com/ Gain Traction Podcast https://gaintractionpodcast.com/ Gain Traction Podcast Episode #187: The Council That's Quietly Shaping the Future of the Auto Industry https://gaintractionpodcast.com/the-council-thats-quietly-shaping-the-future-of-the-auto-industry/ Quotable Moments: “Our customers aren't buying tires, they're buying from people they trust.” “If we take care of our employees and their families, the rest will follow.” “Success isn't how many shops we have, it's how well our team is doing.” “In a small town, everyone knows your name. You've got to earn that trust every day.” “We didn't know we'd serve 8,000 hot dogs at our grand opening… but we did.” Action Steps: Invest in relationships: Treat every customer like a neighbor, not a transaction. Measure what matters: Focus on family, team morale, and service, not just revenue. Create workplace wins: Support your team in hitting personal and professional milestones. Involve your community: Make them part of your journey and growth. Hire early, hire right: Seek people who want to work and grow, not just fill a spot.

We haven't been taught to take advantage of the power of praying while working. I'm here to tell you today that it makes a difference. That it changes things. That it will revolutionize decision-making in your work. Whether you're the organization's overall leader or anywhere on the organizational chart, prayer can impact everything you do. Praying with others at work is also powerful. As we finish this week talking about the power of prayer at work, my challenge to you is to start incorporating prayer into all of the minute parts of your life, especially when you're working. God wants to be involved in all of the details of our life. Talk to him today while you're writing emails, on the phone with others, in meetings, or even out to lunch. Involve him in every part of your work life and see the change that happens. 

40% of California's licensed doctoral psychologists come from one university that nearly failed a decade ago. Their turnaround didn't come from diversifying programs or chasing enrollment—it came from making the hardest decision in higher ed: cutting what wasn't excellent. In this episode of the Changing Higher Ed® podcast, Dr. Drumm McNaughton speaks with Andy Vaughn, President and CEO of Alliant International University, about how institutional leaders can drive university transformation by making tough calls, realigning programs, and embedding scalable mental health support into their core operations. Drawing from Alliant's strategic shift, Vaughn explains why program focus and transparent leadership are more effective than traditional diversification models. He shares how embedding mental health services into academic programs created both a market advantage and a support system for students, faculty, and staff. Topics Covered: Why eliminating underperforming programs can drive institutional transformation How program realignment strengthens financial stability and market positioning Embedding scalable mental health services into academic programs and operations The leadership imperative: transparency, inclusion, and decisive action Codifying organizational values to guide behavior and decision-making Managing faculty-administration relations with professionalism and respect Preparing for unprecedented policy and legislative changes impacting higher ed Real-World Examples Discussed: Alliant International University's strategic focus on licensure-driven programs The integration of Alliant Clinics, providing community mental health services Leadership communication practices to maintain trust during operational changes Partnering with psychology schools for scalable mental health service delivery Three Key Takeaways for Leadership: Codify and normalize institutional values so that decision-making and behaviors align across all levels. Be transparent with stakeholders about challenges and solutions, fostering trust and shared ownership of outcomes. Involve the entire institution—including part-time staff—in transformation efforts to ensure unified execution during critical periods. This episode offers a practical framework for institutional leaders navigating transformation, operational challenges, and the rising demand for campus-wide mental health support. Recommended For: Presidents, trustees, provosts, CFOs, student affairs leaders, and higher education executives focused on institutional sustainability and student success. Read the transcript: https://changinghighered.com/university-transformation-program-focus-scalable-mental-health/   #UniversityTransformation #HigherEdLeadership #MentalHealthSupport #ProgramRealignment #HigherEducationPodcast

I have to be honest with you. I never thought prayer and work had anything to do with each other. I'm guessing I'm not alone. Prayer seemed like the kind of thing you did at church and around a meal at home, but in a business meeting or around the conference table? Not a chance. I never thought prayer would become an active part of my work life. But that's been part of the transformation process in my life. Maybe you're not ready to pray out loud in a meeting, but my challenge to you today is to pray before you go into any meeting or start any formal conversation. Ask God to be a part of it. When you have a busy day with lots to do, ask God to help you concentrate and work with excellence. Involve your heavenly Father in your work. See what happens. 

Are we really setting our kids up for success in the real world? From burnt spaghetti to budgeting fails, this episode dives into the seven critical life skills every parent should teach their child before they fly the nest — unless you want them boomeranging back! This is the essential parenting checklist for raising capable, confident, and independent adults. KEY POINTS Get Organised & Be ProductiveTeens need to know how to manage time, set alarms, prioritise, and follow through on responsibilities — no one else is going to do it for them. Keep a Tidy House & Maintain HygieneBasic cleaning and personal hygiene habits matter. No one wants to live with (or date) someone who never cleans the bathroom. Cook Three Basic MealsTwo-minute noodles don't count! Being able to whip up three decent meals is a non-negotiable adulting skill. Research & Make Informed DecisionsFrom phone plans to uni courses, help your teen learn how to ask questions, compare options, and confidently choose what's right. Understand Basic BudgetingTrack spending, avoid debt traps, and save for goals — money smarts start at home. Regulate EmotionsTeach your teen to handle stress, setbacks, and big feelings without a meltdown (or a phone call to Mum every time). Navigate Conflict ConstructivelyKnowing how to disagree without destroying a relationship is key — whether it's a fight with a friend or a tricky work conversation. QUOTE OF THE EPISODE “The goal isn’t to send them out perfect. It’s to send them out capable — and make ourselves redundant in the process.” RESOURCES MENTIONED happyfamilies.com.au for parenting tools, resources, and workshops. ACTION STEPS FOR PARENTS 1. Do a life skills audit — which of these seven has your child mastered?2. Model these behaviours daily: routines, budgeting, cooking, conflict resolution.3. Involve your child in real-life decisions (like comparing phone plans or budgeting for groceries).4. Use mistakes as teachable moments, not failures.5. Celebrate independence, even if it’s just cleaning the bathroom without being asked!See omnystudio.com/listener for privacy information.

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"Tell me and I forget. Teach me and I remember. Involve me and I learn." - Benjamin FranklinOwner of 2 College Brothers Moving and Storage, author of the book Hometown Titan, co-founder of the Titan Retreats, and host of "The Nice Guys on Business Podcast" Wade Swikle is here to talk moving, leadership, being an entrepreneur, and so much more and we are delighted to have him on the show today.  Wade and Jay are diving into Wade's journey from majoring in broadcast journalism to owning his own moving company, the importance of at least understanding every single position within your company as an entrepreneur, and exactly what Titan Retreats are and the purpose they serve.  Not only is Wade a great guy with a lot of wisdom to impart, but he also has the distinction of being the very first guest on the show from the moving and storage space!  We have a great episode on tap today and we hope you get as much out of it as we did with the one and only Wade Swikle.

“How do we create emotional safety and help each other regulate these emotions?” –Tarah KerwinDo you keep having the same fights over and over? Do you feel like your partner is just trying to set you off? I'm really excited to talk with relationship counselor Tarah Kerwin about relationship renovation.We dive into how childhood trauma (big and little) affects our relationships. Even if you think you didn't experience trauma, Tarah shows us how different experiences can affect how we react to our partners, who tend to trigger us the most.Many of us are in a transition period, perhaps becoming empty nesters or one person retiring, or stepping more into ourselves as responsibilities for others change. How does this shape our relationship? How can we make decisions based on clarity instead of anger or frustration or fear?We talk about: How childhood trauma shows up later and how kids can reflect back our traumaThe three Ps for relationships — predict, plan, prepareCodewords to stop overwhelm and resentmentTara Brach's RAIN techniqueDeveloping emotional safety go through transitions together and making decisions from a place of clarityCreating a time to prioritize your relationshipABOUT TARAHTarah Kerwin, along with her husband EJ, is dedicated to transforming couples' lives through meaningful connection and support. They've built not one but two companies, with their second, Relationship Renovation Coaching Consulting and Media, offering coaching sessions to couples worldwide through the innovative Relationship Renovation @ Home Program. Their goal is to provide real tools for couples to thrive, no matter where they are.The company also features a world-renowned podcast that dives into everything you want to know about relationships, helping listeners navigate the complexities of love and connection. Tarah's passion lies in helping couples experience less suffering and more growth.Tarah's journey into the field began with her Master's Degree in Clinical Psychology from the Illinois School of Professional Psychology in 2004. After beginning her career as a Marriage and Family Therapist in California, she moved to Arizona in 2010. It was there that she and EJ founded Relationship Renovation Counseling Practice, which set the foundation for their collaborative work.LINKShttps://relationshiprenovation.com/MENTIONED RESOURCEShttps://www.tarabrach.com/rain/DOABLE CHANGESAt the end of every episode, we share three doable changes, so you can take what you've heard and put it into action. Change comes from action. Sometimes action gets a bad rap. You can be kind to yourself. You can practice being AND doing, but for change to happen you have to take steps. The way we take care of ourselves is making the steps doable and focusing on one thing at a time. We take time to integrate the change and then move on to the next one. Pick a Doable Change that resonates with you the most to start from. Here are three Doable changes that we chose from this conversation. MAKE A CODE WORD. Create a code word that means, “I'm overwhelmed and starting to get resentful” or out of your zone of tolerance. Discuss what you need to do when you use your code word. If your partner chooses one too, respect their needs when they use it.SCHEDULE TIME TO FOCUS ON YOUR RELATIONSHIP. Even if you are in couples therapy or counseling, schedule time outside to...

Evidence shows urgent action is needed to prevent the climate crisis from worsening but political will is waning. As the Coalition takes the debate back to the future on the merits of net zero, questions remain about Labor's willingness to act on its own policies. Reged Ahmad speaks to editor Lenore Taylor, head of newsroom Mike Ticher and climate and environment editor Adam Morton on what's distracting Australia from acting on the climate emergency

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

In this episode of The Property Profits Podcast, Dave Dubeau welcomes Shannon Robnett, a seasoned second-generation developer from Boise, Idaho. Shannon breaks down how he and his team approach real estate development projects, including why they avoid land banking, how they strategically select land based on rent optimization, and the unique way they design projects by involving subcontractors from the start. You'll learn how Shannon streamlines development, reduces costs, and protects intellectual property—all while delivering impressive returns for his investors. He also shares a hard-won lesson from a legal battle over a forward sale deal that turned into one of his most profitable projects yet. What You'll Learn: How to avoid budget overruns in development projects Why bringing contractors into the design phase matters Smart strategies for navigating high interest rate environments Lessons from a lawsuit that turned into a multi-million dollar win The long game in real estate: sustainable investing vs. flashy short-term gains   - Get Interviewed on the Show! - ================================== Are you a real estate investor with some 'tales from the trenches' you'd like to share with our audience? Want to get great exposure and be seen as a bonafide real estate pro by your friends? Would you like to inspire other people to take action with real estate investing? Then we'd love to interview you! Find out more and pick the date here: http://daveinterviewsyou.com/

What does “boys will be boys” really mean—and why does it get under so many parents’ skin? In this powerful episode, we dive into the final challenge of Parental Guidance and unpack the loaded stereotypes around masculinity, parenting roles, and what it means to raise emotionally healthy boys in today’s world. From baby dolls to rough-and-tumble play, the conversation gets real about how we guide our sons—and what we might be getting wrong. KEY POINTS: Why the phrase “boys will be boys” is not an excuse for bad behaviour How TV moments can misrepresent real-life parenting and child behaviour The critical role fathers can and should play in early parenting Gender roles, cultural expectations, and the policing of boys’ behaviour The concept of “surplus value” and helping boys become safe, strong contributors The challenge of letting boys be expressive without fear of being labelled or shamed Encouraging healthy masculinity without shaming traditional male traits QUOTE OF THE EPISODE: “Boys will be boys is never an acceptable excuse when a boy is making others feel unsafe or weaker. Healthy masculinity is about being a bonus — adding value and helping people feel safer and stronger." — Justin Coulson RESOURCES MENTIONED: Parental Guidance Season 3, Episode 4 (available to stream on 9Now) Richard Reeves – Of Boys and Men Upcoming book on raising boys by Dr Justin Coulson ACTION STEPS FOR PARENTS: Challenge the stereotype: Avoid using phrases like “boys will be boys” to excuse disrespectful or rough behaviour. Involve dads early: Regardless of breastfeeding or work roles, dads can actively participate in everything from settling babies to managing household chaos. Nurture competence: Support your partner’s (and your child’s) parenting confidence—especially when they feel unsure. Talk about gender norms: With both sons and daughters, talk openly about gender expectations, and give them permission to break the mould. Model and celebrate healthy masculinity: Encourage boys to add value to others' lives, and help them develop emotional literacy without forcing them to fit a mould. See omnystudio.com/listener for privacy information.

Episode SummaryIn this episode of OnBase, host Chris Moody welcomes Preet Sibia to discuss the evolution of go-to-market strategies from a transactional, product-first approach to a deeply customer-centric model. Preet shares candid insights from his decades of experience in semiconductors and reveals the operational, cultural, and structural shifts required to make customer orientation a reality.From building clear sales processes and empowering account managers to mastering alignment across teams and driving change management, Preet offers a detailed blueprint for organizations ready to elevate their customer relationships. He also emphasizes how investing in the right talent and metrics creates sustained impact across retention and growth.Key TakeawaysFrom Transaction to TransformationSticking to a product-oriented model may yield short-term success, but long-term growth demands a strategic shift to understanding and solving customer pain points. Customer-centricity transforms vendors into co-investors in client success.Simplify the Customer InterfaceMultiple siloed product teams can overwhelm customers. Empowering a single account owner (the “quarterback”) to guide the engagement improves clarity, builds trust, and deepens relationships.Operational Shifts are Non-NegotiableSuccessful transformations require a standardized sales process, clear role definitions, and well-trained application engineers and marketers who focus on customer needs, not just product features.Retention > AcquisitionBy understanding strategic roadmaps and elevating customer conversations beyond transactional buying, businesses can position themselves as indispensable partners, boosting long-term retention.Change Management Must Be IntentionalCommunicate relentlessly. Involve key leaders in shaping the change. Focus energy on those committed to the new vision, rather than spending time converting detractors.Measure What MattersBeyond product sales, leading indicators include customer satisfaction surveys, direct feedback, and clarity in account ownership. Internal and external alignment is key.Quotes“We used to walk into customer meetings with 20 product reps. Now we walk in with a few strategic voices focused on solving the customer's problem.”“Change doesn't work unless you pour your energy into those who want to drive it. That's how momentum builds.”Best Moments (01:00) – Preet's early journey in semiconductors and his unexpected start on a tech support hotline.(03:45) – Why customer-centric go-to-market isn't optional for future growth.(07:00) – How customer relationships shift when you focus on strategic problems over transactions.(10:00) – Operational changes that empower sales teams and streamline customer interaction.(16:00) – Managing change: from selecting champions to navigating resistance.(21:15) – Metrics that reflect progress in customer-centric strategy.Resources recommendationsRange by David Epstein – Encourages career exploration and diverse skill development.Backstage Leadership by Charles Galunic – A deeper look into leadership infrastructure and organizational dynamics.Shout-OutsJack Gifford, Founder of Maxim – Preet's early mentor and a lasting influence on his leadership philosophy.About the GuestPreet has over 25 years of global experience leading teams covering product marketing, applications engineering, sales, and distribution management. In his current role Preet leads Sales, Marketing, and Applications Engineering for Infineon's Consumer, Computing, and Communication business in the Americas region.Connect with Preet.

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Hi Mamas, This week,  I'm throwing it back to one of the most downloaded episodes where I share 11 real-life, mom-tested tips to help you actually enjoy your family vacation… without burning out, breaking the budget, or yelling into the vacation void

In this episode of the Get Strong Podcast, Jessie Mershon shares five essential tips for maintaining health and fitness while traveling. Drawing from her recent trip to Disney, she emphasizes the importance of planning ahead, staying active, making smart food choices, and ensuring proper hydration. Jessie encourages listeners to involve their families in physical activities and to prioritize nutrition, even when dining out. By implementing these strategies, travelers can enjoy their vacations without compromising their health goals. takeaways Plan ahead by checking for gym facilities at your accommodation. Aim for at least 10,000 steps a day, making it a family activity. Grocery shop to have healthy snacks and meals available. Choose protein-rich foods to maintain energy levels. Look at restaurant menus in advance to make healthier choices. Stay hydrated, especially in hot climates. Involve your kids in physical activities to teach them healthy habits. Consider using supplements to support gut health while traveling. Make the best food choices possible when eating out. Remember that feeling your best is a choice you can make. Hydration Packets: https://amzn.to/3UeEuZK Gut and Go: The probiotic & prebiotic fiber drink for gut health and regularity. Balances good bacteria & keep it on the regular with this synbiotic Raspberry drink elixir. You'll get the benefits of probiotics and prebiotics in one tasty Raspberry drink with 10 billion CFUs of three clinically proven probiotic strains and 3 g of prebiotic fiber. https://us.shaklee.com/en_US/jessie/Nutrition/MultiTaskers/Good-Gut-&-Go/p/21505?categoryCode= Meal Guide: https://meals.fasterwaytofatloss.com/free-meal-guide-coach?aid=JESSIEMERSHON Macro Cheat Sheet: https://www.fasterwaycoach.com/guides/free-macro-cheat-sheet#JESSIEMERSHON Don't forget to like, subscribe, and share this episode with someone who needs encouragement. Waitlist for my May Macros Course https://forms.gle/o86wCVTDRuSeLpre8 7 Days of Gratitude https://www.canva.com/design/DAGdWiPIVDY/-V25BwergxQZQweG7em86A/view?utm_content=DAGdWiPIVDY&utm_campaign=designshare&utm_medium=link2&utm_source=uniquelinks&utlId=h0246f8cb4b Take your personalized vitamin quiz here: https://meology.shaklee.com/?country=US&lang=en_US&site=jessie 1:1 Mindset Coaching: E-mail JessieMershon@gmail.com Connect with me at https://www.instagram.com/jessiemershon

Feeling stuck on Instagram despite all your effort? This episode kicks off our summer series on audience growth—and we're starting with the platform we love to hate: Instagram. Over the next seven weeks, I'm walking you through platform-specific strategies to grow your audience, and today is all about building an Instagram presence that actually leads to results—without burning out. I break down the difference between just showing up and showing up strategically, and share the exact 90-day framework we teach inside Boldfluence to get creators unstuck and growing again. You don't need another “just be consistent” tip. You need a roadmap. Boldfluence gives you the full 90-day plan, a community to support you, and the tools to actually grow your platform with purpose. Let's build your audience—and your income—together. Join Boldfuence >> Grab the show notes and watch this podcast here: https://thrivetogether.blog/364 Mentioned in this Episode Boldfuence The Country Peony

Does your teen seem unmotivated, disconnected from school, or uninterested in college? You're not alone—and it doesn't mean they're lazy or doomed. In this powerful episode of Parenting Teens with Dr. Cam, I'm joined by Hannah Maruyama, founder of Degree Free, who's helping parents rethink success and explore real-world alternatives to the traditional college path. If you're tired of power struggles, student loan fear, and outdated definitions of “making it,” this conversation will give you practical tools and a fresh perspective to help your teen find their way—without unnecessary debt, pressure, or burnout. Hannah breaks down why the college industrial complex is crumbling, how to spot smarter options, and how to support your teen in creating a future that fits them.   WHAT YOU'LL LEARN IN THIS EPISODE Why pushing college as the only option is backfiring on many teens How to motivate your teen without using grades, guilt, or fear What the job market actually values (hint: it's not always a degree) 5 alternative paths your teen can take to succeed without student loans

In this episode, Dayna Johnson and Claire Dickinson discuss the significance of annual planning in dental practices. They emphasize the importance of team involvement, setting a clear vision, and creating an engaging planning process that fosters excitement and collaboration. The conversation covers strategies for pre-planning, the structure of the annual planning meeting, and the integration of virtual team members into the planning process. The episode highlights that while setting goals is essential, the real challenge lies in ensuring that the entire team is aligned and motivated to achieve them. Takeaways ➡Annual planning should be an exciting opportunity for the team. ➡Involve the entire team in the planning process for better buy-in. ➡Pre-event surveys can help gather team input before planning meetings. ➡Celebrate past achievements to motivate the team for the future. ➡Discuss personal goals of team members during planning sessions. ➡Focus on the practice's vision and how it aligns with team goals. ➡Address the importance of an abundance mindset in planning discussions. ➡Consider the impact of virtual team members in the planning process. ➡Create a structured agenda for the annual planning meeting. ➡The math of goal setting is straightforward, but alignment is key. Chapters 00:00 Introduction to Annual Planning 03:16 The Importance of Team Buy-In 09:54 Preparing for Annual Planning 17:59 Conducting the Annual Planning Session 25:24 Post-Planning Reflections and Future Goals Please rate, review and share this episode with your colleagues. Book a call with Dayna: https://calendly.com/dayna-johnson/discovery-call

What does a modern BIM career journey really look like? In this episode of Bridging the Gap, host Todd Weyandt sits down with Max Bielohurov, CTO and co-founder of Diasphere, to explore how a childhood love of building sparked a modern BIM career journey rooted in civil engineering, leadership, and digital construction innovation.  Max shares his unique path from Lego-obsessed kid to BIM Manager to tech leader—and the lessons he's learned along the way about scaling a company, leading with empathy, and making tech work for real people on real jobsites.

We are in a war for the hearts, minds, and support of the general public. The power holders are violating our values, so we have to raise consciousness around these violations. The movement's strategy needs to accomplish the following:Publicly show that the social conditions and powerholder policies violate values, traditions, and self-interests of the general public. This includes publicly revealing the difference between official and operative policies and doctrines.Keep the issue and moral violations in the public spotlight and on society' agenda of hotly contested issues.Keep the issue and powerholders' policies on society's political agenda, such as having aid to the contras voted on in Congress rather than carried out secretly by the CIA.Counter the powerholders' social myths, justifications, anddenials that the problem exists.Counter the powerholders' demonology. For example, the thousands of American "citizen diplomats" who visit Russia counter the Reagan demonology that the Soviets are monsters and an "evil empire" by revealing that the Russians are people like us.Involve increasingly larger portions of the public in programs that challenge the powerholders' policies and promote alternative visions and programs.Don't compromise too much too soon.After a large majority of public opinion is won, have an "endgame" strategy that mobilizes the populace and institutions to create change, despite the determined opposition of the central powerholders.Finally the movement's organizations and leadership, especially at the national and regional levels, should serve, nurture, and empower the grassroots activists and promote participatory democracy within the movement.THE SOURCE: Bill Moyer's (MAP): https://www.historyisaweapon.com/defcon1/moyermap.htmlDONATE:www.pcrf.netGet Involved:Operation Olive Branch: Spreadsheets + LinksGET AN OCCASIONAL PERSONAL EMAIL FROM ME: www.makeyourdamnbedpodcast.comTUNE IN ON INSTAGRAM FOR COOL CONTENT: www.instagram.com/mydbpodcastOR BE A REAL GEM + TUNE IN ON PATREON: www.patreon.com/MYDBpodcastOR WATCH ON YOUTUBE: www.youtube.com/juliemerica The opinions expressed by Julie Merica and Make Your Damn Bed Podcast are intended for entertainment purposes only. Make Your Damn Bed podcast is not intended or implied to be a substitute for professional medical advice, diagnosis or treatment.Support this show http://supporter.acast.com/make-your-damn-bed. Hosted on Acast. See acast.com/privacy for more information.

In today’s Q&A episode, Elizabeth from Melbourne shares a heartbreaking concern: her 7-year-old son is engaging in inappropriate behaviours towards girls at school. We unpack this tricky topic with sensitivity and seriousness—discussing how to draw firm boundaries, have safe and open conversations, and when to seek professional help. If you’ve ever felt unsure about how to respond when your child crosses a line, this episode will offer clarity, compassion, and practical tools. KEY POINTS: Normal Curiosity vs Concerning Behaviour: It’s typical for kids between ages 4–8 to explore gender and bodies—but behaviour like skirt-lifting and bottom-touching crosses a serious line. Immediate Action is Crucial: Clear, direct communication is needed. “Your body belongs to you. Other people’s bodies belong to them.” Teach Consent Early: Consent education starts with everyday interactions—asking before hugging, respecting personal space, and stopping when someone says no. Don’t Catastrophize, Stay Present: Parents must resist the urge to project into the future and instead address the present issue calmly and constructively. Get on the Same Page with the School: Schools have protocols—partner with them for consistent boundaries and supervision. Have Open Conversations Using the 3 E’s of Discipline: Explore what’s behind the behavior, Explain why it’s inappropriate, and Empower your child with better choices. Look Deeper, Ask the Hard Questions: Behaviour may stem from exposure to inappropriate content, modelling by others, or—more rarely—neurological or psychological factors. Avoid Labels: Kids need support, not stigma. Labels can harm their identity and influence how others treat them. QUOTE OF THE EPISODE: “Labels belong on jars, not on people.” RESOURCES MENTIONED: Michelle Mitchell's books Consent Can’t Wait Campaign happyfamilies.com.au – for parenting resources and help ACTION STEPS FOR PARENTS: Have a Calm, Direct Conversation Set a firm boundary: “This behaviour is not okay.” Avoid shame—focus on clear expectations. Initiate a Safe Dialogue Reassure your child: “There’s nothing you can say that will make us stop loving you.” Then ask direct but gentle questions about where the behaviour may be coming from. Involve the School Work with teachers and school counsellors to ensure supervision and consistent messaging. Monitor Online Access Review screen time and check for any exposure to explicit content. Consider Professional Help If behaviours repeat or your child discloses troubling influences, consult a psychologist or counsellor experienced in childhood behaviour. See omnystudio.com/listener for privacy information.