Podcasts about iq

Grocery shopping shouldn't feel like a nutrition exam, but for many people it does. In this episode of The Exam Room, Chuck Carroll is joined by Sam Citro Alexander, founder and CEO of FoodHealth Score, a powerful new tool that cuts through misleading food labels and tells you — instantly — how healthy a food really is. Using a simple 1–100 scoring system, FoodHealth Score analyzes ingredient lists and nutrition panels so shoppers can make smarter, healthier choices without needing a nutrition degree. In This Episode: - Why "heart healthy" and "high protein" labels can be deceptive - How the FoodHealth Score is calculated - Which foods score shockingly low — and why - How plant-based eaters can shop with confidence - Why added sugars hide under many names - How better shopping tools could pressure companies to improve food quality

https://teachhoops.com/ Tim Sweeney, currently the head coach at Connecticut College, offers a masterclass in how to build a program centered on mindfulness, precision, and deep-rooted relationships. Having spent years at Davidson under the legendary Bob McKillop—including the historic 2008 Elite Eight run with Stephen Curry—Sweeney's philosophy is anchored in the "Cycle of Reflection." He teaches that a coach's most powerful tool is the ability to step back and analyze the why behind every outcome. By fostering a culture of gratitude and intentionality, he ensures that his players are not just physically prepared, but mentally anchored, allowing them to remain poised during the high-pressure NESCAC conference schedule. A hallmark of the "Sweeney Standard" is the belief that simplicity is the ultimate sophistication. He advocates for doing a few things at an elite level rather than being mediocre at many. This approach is particularly evident in his emphasis on "Special Situations"—those final two minutes of a half where games are often won or lost. By drilling these scenarios with collegiate-level intensity, he removes the fear of the unknown, giving his athletes the confidence to execute their roles with clinical precision. For Sweeney, program building is about vertical integration; every drill in practice must directly translate to a game-day advantage, ensuring a consistent identity from the opening tip to the final buzzer. Ultimately, Coach Sweeney's success at Hobart and Connecticut College proves that leadership is a relationship-driven enterprise. Drawing from the McKillop model, he balances high-demand standards with high-level personal care. This "Trust Equity" is what allows him to push his players to their absolute ceiling. As you look to evolve your own program, Sweeney's roadmap suggests that the most enduring cultures are those where the coach acts as both a tactician and a mentor. By prioritizing character recruitment and emotional intelligence, he has created a sustainable blueprint for success that transcends the X's and O's, proving that how you lead is just as important as what you teach. Tim Sweeney, basketball coaching, Connecticut College basketball, Bob McKillop, Davidson basketball, Stephen Curry, coaching philosophy, team culture, program building, basketball leadership, NESCAC basketball, basketball strategy, special situations, coaching mentorship, basketball IQ, player development, high school basketball, youth basketball, coach development, defensive rotations, offensive spacing, coach unplugged, teach hoops, basketball success, athletic leadership, mental toughness, game management, coaching tips, basketball excellence. Would you like me to find a specific "End-of-Game" drill that Coach Sweeney has utilized to train his players' situational IQ? Men's Basketball Mount Saint Vincent Postgame Interview: Tim Sweeney SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Investment analyst Kelly Murphy shares her journey from trading to investing and explains why learning for a living makes this role so dynamic and rewarding. Get an inside view on her day-to-day covering large-cap gaming and leisure, as well as small-cap investing. Catch more on: Gaming and leisure trends, regulatory risks and long-term outlook Kelly's process of "turning over rocks" to find companies early How a contrarian mindset and long-term perspective help her find comfort in discomfort Her advice for new analysts, including acting on conviction and balancing IQ and EQ #CapGroupGlobal This content is intended to highlight issues and be of a general nature. It should not be considered advice, an endorsement or a recommendation. Products mentioned are not an offer of the product and may not be available for sale or purchase in all countries. All investments have risk, and you may lose money. Past results are not a guarantee of future results.   Statements attributed to an individual represent the opinions of that individual as of the date published and do not necessarily reflect the opinions of Capital Group or its affiliates.   This content is published by Capital Client Group, Inc., and copyrighted to Capital Group and affiliates, 2026, all rights reserved.   For more information, including our detailed disclosures, visit www.capitalgroup.com/global-disclosures. For our latest insights, practice management ideas and more, subscribe to Capital Ideas at getcapitalideas.com. If you're based outside of the U.S., visit capitalgroup.com for Capital Group insights. Watch our latest podcast, Conversations with Mike Gitlin, on YouTube: https://www.youtube.com/playlist?list=PLbKcvAV87057bIfkbTAp-dgqaLEwa9GHi U.K. investors can view a glossary of technical terms here: https://www.capitalgroup.com/individual-investors/gb/en/resources/how-to-invest/glossary.html To stay informed, follow us LinkedIn: https://www.linkedin.com/company/capital-group/posts/?feedView=all YouTube: https://www.youtube.com/@CapitalGroup/videos Follow Mike Gitlin: https://www.linkedin.com/in/mikegitlin/ About Capital Group Capital Group was established in 1931 in Los Angeles, California, with the mission to improve people's lives through successful investing. With our clients at the core of everything we do, we offer carefully researched products and services to help them achieve their financial goals. Learn more: capitalgroup.com Join us: capitalgroup.com/about-us/careers.html Copyright © 2026 Capital Group

https://teachhoops.com/ Selecting a zone offense requires a shift in mindset from "beating a man" to "beating a spot." A successful zone attack is built on the principle of "overloading"—putting more offensive players in an area than the defense can account for. Whether you are facing a 2-3, 3-2, or 1-3-1 zone, the goal remains the same: force two defenders to guard one person. By utilizing a "4-Out, 1-In" or a "1-3-1" alignment, you can create natural gaps in the defense. The key is to avoid standing still; players must constantly "short-corner" or "flash" to the high post to distort the zone's shape and create passing lanes that lead to high-percentage layups or open rhythm threes. The most effective way to "break" a zone is through ball reversal and "distortion" dribbles. A zone defense relies on the ball staying on one side of the floor so they can "shift and sag" toward the action. To counter this, your offense must move the ball faster than the defenders can slide. This often means using "skip passes" to the weak side to catch the defense out of position. Additionally, the "gap drive"—where a player dribbles directly at the shoulder of a zone defender—forces that defender to commit, which invariably leaves a teammate wide open. When your players understand that the goal is to make the zone "shrink" and then "stretch," they play with a level of patience that leads to a breakdown in the opponent's communication. Finally, a championship-caliber zone offense is defined by its offensive rebounding and "secondary" actions. Because zone defenders are often guarding areas rather than specific people, they are notoriously poor at "boxing out" during the flight of the ball. Coaches should emphasize "crashing from the perimeter" to exploit these missed assignments. Furthermore, if the initial set doesn't produce a shot, your team must have a "continuity" or a "reset" plan to keep the pressure on. By using film study to identify the "soft spots" of your upcoming opponent's zone—whether it's the high post in a 2-3 or the corners in a 1-2-2—you can tailor your attack to exploit their specific weaknesses, turning a potentially stagnant game into a clinical offensive performance. Basketball zone offense, 2-3 zone attack, 3-2 zone offense, basketball coaching, offensive strategy, gap attacking, high post flash, short corner, basketball spacing, ball reversal, skip passes, youth basketball, high school basketball, basketball IQ, coach development, offensive sets, zone distortion, overload offense, basketball drills, basketball rebounding, team culture, coach unplugged, teach hoops, basketball success, coaching tips, game-day adjustments, offensive continuity, basketball tactics. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

https://teachhoops.com/ Practice expectations are the "unwritten rules" that dictate the ceiling of your program's success. As a coach, you must realize that you are not just teaching basketball; you are teaching a standard of excellence. This begins the moment a player walks into the gym. Whether it's the "shoes on, phones away" rule ten minutes before the whistle or the requirement that every player sprints to the center circle for a huddle, these rituals establish that practice time is sacred. In the mid-season grind of January, it's easy for these standards to slip. However, elite programs understand that "how you do anything is how you do everything." If you allow a player to cut a corner on a sideline sprint, you are inadvertently teaching them to cut a corner on a defensive rotation in a one-point game. The second pillar of practice expectations is vocal engagement and communication. A quiet gym is a losing gym. You must set the expectation that players are "talking to the ball" and calling out screens on every single repetition. This isn't just about noise; it's about "Basketball IQ" and shared accountability. When your veterans are the loudest players on the floor, it creates a culture where the younger athletes have no choice but to follow suit. Use "The Three-Second Rule"—if a coach has to wait more than three seconds for a player to respond or get to their spot, the energy is too low. By keeping the pace high and the communication constant, you create a "flow state" where the focus shifts from individual fatigue to collective execution. Finally, expectations must be rooted in measurable effort. Instead of simply asking your players to "play hard," define what "hard" looks like: every loose ball is a dive, every shot is boxed out, and every transition is a full-field sprint. Use a "Culture Scorecard" during practice to reward these "zero-talent" traits. When players know that their effort is being tracked as closely as their shooting percentage, their focus naturally sharpens. By the time you reach the postseason, these expectations should be so deeply ingrained that the players are holding each other accountable. This transition from "coach-led" to "player-led" standards is the hallmark of a championship-caliber team that is ready to win when the pressure is at its highest. Basketball practice, practice expectations, coaching standards, team culture, basketball leadership, player accountability, basketball drills, high school basketball, youth basketball, coaching philosophy, basketball IQ, defensive communication, effort traits, basketball conditioning, coach development, mid-season grind, basketball strategy, basketball success, athletic leadership, team discipline, coach unplugged, teach hoops, basketball mentorship, game preparation, championship culture, player development. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Thanks to everyone who sent in condolences on my recent death from prostate cancer at age 68, but that was Scott Adams. I (Scott Alexander) am still alive1. Still, the condolences are appreciated. Scott Adams was a surprisingly big part of my life. I may be the only person to have read every Dilbert book before graduating elementary school. For some reason, 10-year-old-Scott found Adams' stories of time-wasting meetings and pointy-haired bosses hilarious. No doubt some of the attraction came from a more-than-passing resemblance between Dilbert's nameless corporation and the California public school system. We're all inmates in prisons with different names. But it would be insufficiently ambitious to stop there. Adams' comics were about the nerd experience. About being cleverer than everyone else, not just in the sense of being high IQ, but in the sense of being the only sane man in a crazy world where everyone else spends their days listening to overpaid consultants drone on about mission statements instead of doing anything useful. There's an arc in Dilbert where the boss disappears for a few weeks and the engineers get to manage their own time. Productivity shoots up. Morale soars. They invent warp drives and time machines. Then the boss returns, and they're back to being chronically behind schedule and over budget. This is the nerd outlook in a nutshell: if I ran the circus, there'd be some changes around here. Yet the other half of the nerd experience is: for some reason this never works. Dilbert and his brilliant co-workers are stuck watching from their cubicles while their idiot boss racks in bonuses and accolades. If humor, like religion, is an opiate of the masses, then Adams is masterfully unsubtle about what type of wound his art is trying to numb. This is the basic engine of Dilbert: everyone is rewarded in exact inverse proportion to their virtue. Dilbert and Alice are brilliant and hard-working, so they get crumbs. Wally is brilliant but lazy, so he at least enjoys a fool's paradise of endless coffee and donuts while his co-workers clean up his messes. The P.H.B. is neither smart nor industrious, so he is forever on top, reaping the rewards of everyone else's toil. Dogbert, an inveterate scammer with a passing resemblance to various trickster deities, makes out best of all. The repressed object at the bottom of the nerd subconscious, the thing too scary to view except through humor, is that you're smarter than everyone else, but for some reason it isn't working. Somehow all that stuff about small talk and sportsball and drinking makes them stronger than you. No equation can tell you why. Your best-laid plans turn to dust at a single glint of Chad's perfectly-white teeth. Lesser lights may distance themselves from their art, but Adams radiated contempt for such surrender. He lived his whole life as a series of Dilbert strips. Gather them into one of his signature compendia, and the title would be Dilbert Achieves Self Awareness And Realizes That If He's So Smart Then He Ought To Be Able To Become The Pointy-Haired Boss, Devotes His Whole Life To This Effort, Achieves About 50% Success, Ends Up In An Uncanny Valley Where He Has Neither The Virtues Of The Honest Engineer Nor Truly Those Of The Slick Consultant, Then Dies Of Cancer Right When His Character Arc Starts To Get Interesting. If your reaction is "I would absolutely buy that book", then keep reading, but expect some detours. https://www.astralcodexten.com/p/the-dilbert-afterlife

Nicole F. Smith is a leadership expert, certified emotional intelligence coach, and three-time author with over 30 years of experience helping leaders grow personally and professionally. She is the founder of JMS Creative Leadership Solutions and the creator of the EQ Impact Framework.In today's episode of the Relaunch to a Rich Life Podcast, Nicole joins me to break down emotional intelligence and why it's the defining skill of modern leadership. She shares a moment when she lost emotional control and how that experience changed how she leads, coaches, and teaches others.We dive into the difference between reacting and responding, how to control yourself at the breaking point, and how to reclaim control in emotionally charged situations.Nicole explains the importance of EQ versus IQ, how to measure EQ in yourself and in others, and how to use empathy, communication, and self-awareness to build trust, engagement, and retention.The conversation also explores women in leadership, how being told to “stay humble” holds women back, and how to transform how others experience you as a leader.Join us as we discuss EQ in leadership, how to navigate triggers at home and at work, how to measure EQ, how to lead yourself before leading others, and how to stay calm and in control no matter the situation.—If this episode lit something inside you, that quiet knowing that you're meant for more, then I want to personally invite you into the most powerful room of the year.ReLaunch To A Rich Life LIVE is a transformative, neuroscience-backed 3-day experience happening September 17-19, 2026 in Scottsdale, Arizona. It's designed for women who are done playing small and ready to step into clarity, confidence, and next-level success, not just in business, but in health, wealth, relationships, and life.This isn't another event, it's a quantum upgrade into the life you're meant to live. Join women who are ready to rewire their identity, elevate their frequency, and claim a Rich Life that feels as good on the inside as it looks on the outside.Learn more and join us in September: relaunchtoarichlife.com---Nicole F. Smith's website: https://thenicolesmith.com/Nicole F. Smith's social media:Facebook: https://www.facebook.com/nicole.f.smith/LinkedIn: https://www.linkedin.com/in/nicolesmithatjms/Instagram: https://www.instagram.com/stories/thenicolefsmith/—Connect with Hilary:Website: https://www.therelaunch.comInstagram: https://www.instagram.com/hilarydecesare/Facebook: https://www.facebook.com/TheReLaunchCoInterested in being a guest on the ReLaunch Podcast or booking Hilary as a guest? Email us at hello@therelaunch.comFind Us on Your Favorite Podcast App – https://the-silver-lined-relaunch.captivate.fm/listen

This is a motto that is at my core when it comes to business.—-------------------------------------------------------------------------------------------------------------I solve problems in your business and make you more money.  Guaranteed. For over a decade I've been working with gym owners (via one-on-one consulting) to help create tailored solutions to solve their business problems, engineer the game plan and empower them to execute the strategy.Stop wishing your business problems are going to magically go away.  Invest in your business and let me solve your problems and optimize your business fast and efficiently. We'll work together daily/weekly, with a monthly call until the problem is solved and then I want you to fire me.  Because this is YOUR business, I'm just here to solve a specific problem and then get out of your way.⁠Learn more about what it's like for us to work together.⁠—-------------------------------------------------------------------------------------------------------------Want to increase your business IQ by 100x for only $50? Get enrolled in Microgym University - the only online business school that teaches you the best practices and business frameworks from some of the most successful brands in our industry and then lets you decide which ones to install in your business.New courses are added every month. ⁠⁠www.microgymuniversity.com⁠⁠ —-------------------------------------------------------------------------------------------------------------Need help leasing or buying a building?I created the Gym Real Estate Company so that gym owners had someone who could go beyond the duties of a typical real estate broker and actually advise them on business aspects as they relate to site selection, market location fit, operational capacity, facility layout, pre-sell marketing, and more.If you're looking for help with your next lease or if you want us to help you along the journey of buying a building -⁠ ⁠⁠⁠head over to www.gymrealestate.co and book a Discovery Call.⁠—--------------------------------------------------------------------------------------------------------------

Are all ultra-processed foods bad for your health? New science says no — and the details may surprise you. In this episode of The Exam Room Podcast, host Chuck Carroll is joined by Dr. Hana Kahleova, director of clinical research at the Physicians Committee for Responsible Medicine, to break down a comprehensive review of more than 300 studies examining ultra-processed foods, diabetes, heart disease, and mortality. The findings challenge common assumptions and reveal that not all processed foods impact health the same way. In this episode, you'll learn: - Which ultra-processed foods are most strongly linked to diabetes and heart disease - Why meat and processed meat are the primary drivers of harm - How some breads, cereals, and plant-based processed foods may actually be protective - The role fiber plays in processed foods and metabolic health - Why current dietary guidelines may be oversimplifying processed foods

Paul is a Coach, Educator, Mentor and Athlete with a single goal - to raise the bar for coaching.  He holds Master of Science Degrees in both Exercise Science and Sports Management, a published researcher in the area of sleep science, and is a Certified Strength and Conditioning Specialist with 18 years' experience in varying capacities from youth sports, NCAA Division 1 and professional athletics.Paul is the Founder and Head Coach at Master Athletic Performance and the Founder and Lead Educator of Coaches Corner University. His impact extends further as a Mentor to fitness professionals looking to go from coaching people to owning a coaching business that can scale, without sacrificing service quality or burning out from operating without the right systems.—-------------------------------------------------------------------------------------------------------------I solve problems in your business and make you more money.  Guaranteed. For over a decade I've been working with gym owners (via one-on-one consulting) to help create tailored solutions to solve their business problems, engineer the game plan and empower them to execute the strategy.Stop wishing your business problems are going to magically go away.  Invest in your business and let me solve your problems and optimize your business fast and efficiently. We'll work together daily/weekly, with a monthly call until the problem is solved and then I want you to fire me.  Because this is YOUR business, I'm just here to solve a specific problem and then get out of your way.⁠Learn more about what it's like for us to work together.⁠—-------------------------------------------------------------------------------------------------------------Want to increase your business IQ by 100x for only $50? Get enrolled in Microgym University - the only online business school that teaches you the best practices and business frameworks from some of the most successful brands in our industry and then lets you decide which ones to install in your business.New courses are added every month. ⁠⁠www.microgymuniversity.com⁠⁠ —-------------------------------------------------------------------------------------------------------------Need help leasing or buying a building?I created the Gym Real Estate Company so that gym owners had someone who could go beyond the duties of a typical real estate broker and actually advise them on business aspects as they relate to site selection, market location fit, operational capacity, facility layout, pre-sell marketing, and more.If you're looking for help with your next lease or if you want us to help you along the journey of buying a building -⁠ ⁠⁠⁠head over to www.gymrealestate.co and book a Discovery Call.⁠—--------------------------------------------------------------------------------------------------------------

Episode #187 The FASD Brain and Connectivity with Dr. Raja MukherjeeWhat if many of the struggles we see in FASD are not about behavior at all but about how the brain sends and receives messages?In this episode of The FASD Success Show, Jeff Noble sits down with Dr. Raja Mukherjee, one of the world's leading experts in FASD psychiatry and brain development, to explore what brain connectivity really means for individuals living with FASD across the lifespan.Dr. Mukherjee explains how prenatal alcohol exposure affects the way different parts of the brain communicate with each other and why this can show up as inconsistency, fatigue, emotional overwhelm, and difficulty with daily life tasks even when someone appears capable on the surface.Together, Jeff and Dr. Mukherjee unpack why independence is often the wrong goal, how interdependence supports regulation and mental health, and what caregivers can do differently when they understand the brain through a connectivity lens.In This Episode You'll Hear• What brain connectivity is and why it matters more than IQ or motivation • How miscommunication between brain regions affects regulation, memory, and behavior • Why skills can look “there one day and gone the next” • How stress and overload disrupt already fragile brain networks • Why total independence is not a realistic or healthy end goal for many adults with FASD • How interdependence supports long term success and wellbeing • What caregivers and systems get wrong when they focus on compliance instead of connectionWhy This Episode MattersThis conversation helps caregivers, professionals, and individuals with FASD move away from blame and toward understanding. When you see challenges as connectivity issues rather than character flaws, everything changes including expectations, support strategies, and outcomes.Dr. Mukherjee brings decades of clinical experience and research insight to a topic that caregivers have been living for years. This episode offers clarity, validation, and a brain based framework you can actually use at home and in advocacy conversations.Listen and WatchListen on Apple Podcasts https://podcasts.apple.com/ca/podcast/the-fasd-success-show/id1492499195Listen on Spotify https://open.spotify.com/show/6ntB51glqYnRPmXCh6lOGqWatch on YouTube https://www.youtube.com/@FASDSuccessResources and LinksLearn more about The FASD Success Show https://www.fasdsuccess.com/podcastJoin our free parent and caregiver community https://www.facebook.com/groups/FASDFOREVERFollow Jeff Noble Instagram https://www.instagram.com/FASDSuccess Facebook https://www.facebook.com/FASDSuccessSubscribe to the YouTube Channel https://www.youtube.com/@FASDSuccessYou are not failing. You are responding to a brain that connects differently. And when we understand the brain, we can build better support, better days at home, and a better future.Support the show

Teachhoops.com⁠ https://teachhoops.com/ Efficiency in the gym isn't about rushing; it's about the elimination of "garbage time" where players are standing in lines, shagging balls, or listening to long-winded lectures. To get more done, you must adopt a "staccato" practice rhythm—changing drills every 8 to 12 minutes to keep the mental and physical intensity at a peak. Use a "Multi-Skill" approach where no drill is just about one thing; for example, a transition drill should also incorporate ball handling, communication, and a conditioned finish. By layering these skills, you effectively double your teaching time, ensuring that your athletes are getting the maximum number of "game-speed" repetitions in a 90-minute window. A second secret to productivity is the implementation of "Stationary Coaching" and rapid transitions. Use a whistle or a buzzer to signal the end of a segment, and give your players exactly seven seconds to get to the next spot. This "urgency" reinforces the pace you want to see on game day. Instead of bringing the whole team in for every teaching point, coach on the move—giving "Twitter-length" feedback to individuals while the ball is still in play. By utilizing assistant coaches to manage different stations, you can keep more players active simultaneously. When the gym is constantly moving, the "Basketball IQ" of the entire roster rises because they are forced to process information at the speed of the game. Finally, getting more done requires you to plan the "work" and the "rest" with equal precision. Use the "January Grind" to evaluate which parts of your system are lagging and dedicate specific "pods" of time to those weaknesses. If your free-throw shooting is down, don't just "shoot 50"; incorporate them into a high-intensity scrimmage where players have to hit two in a row while fatigued to "get out" of a defensive rep. This "Situational Practice" approach ensures that you aren't just moving through a checklist, but are actually building the habits that translate to wins. By the time you reach the postseason, a team that has optimized every minute of practice will have a significant "cumulative advantage" over an opponent that wasted time in the margins. Basketball practice efficiency, coaching productivity, practice planning, basketball drills, high-intensity coaching, basketball leadership, team culture, multi-skill drills, basketball conditioning, youth basketball, high school basketball, coach development, basketball IQ, practice transitions, coaching philosophy, basketball strategy, basketball success, athletic leadership, game preparation, time management in sports, coach unplugged, teach hoops, basketball mentorship, basketball training, offensive efficiency, defensive intensity. SEO Keywords ⁠CoachingYouthHoops.com⁠ ⁠https://forms.gle/kQ8zyxgfqwUA3ChU7⁠ ⁠Coach Collins Coaching Store⁠ Check out.  [Teachhoops.com](⁠https://teachhoops.com/⁠) 14 day Free Trial Youth Basketball Coaches Podcast Apple link: ⁠https://podcasts.apple.com/us/podcast/coaching-youth-hoops/id1619185302⁠ Spotify link: ⁠https://open.spotify.com/show/0g8yYhAfztndxT1FZ4OI3A⁠ ⁠Funnel Down Defense Podcast⁠ ⁠https://podcasts.apple.com/us/podcast/funnel-down-defense/id1593734011⁠ Want More ⁠Funnel Down Defense⁠ ⁠https://coachcollins.podia.com/funnel-down-defense⁠ [Facebook Group . Basketball Coaches](⁠https://www.facebook.com/groups/basketballcoaches/)⁠ [Facebook Group . Basketball Drills](⁠https://www.facebook.com/groups/321590381624013/)⁠ Want to Get a Question Answered? [ Leave a Question here](⁠https://www.speakpipe.com/Teachhoops⁠) Check out our other podcast [High School Hoops ](⁠https://itunes.apple.com/us/podcast/high-school-hoops-coaching-high-school-basketball/id1441192866⁠) Check out our Sponsors [HERE](https://drdishbasketball.com/) Mention Coach Unplugged and get 350 dollars off your next purchase Learn more about your ad choices. Visit podcastchoices.com/adchoices

We discuss the Vietnam War era program where they lowered the IQ floor for new recruits to 80 and how ICE has a bunch of new dumb guys. FULL EP AT PATREON.COM/PODDAMNAMERICA

The disrespect was LOUD. The odds? 6000 to 1. And yet here they are—Drake Maye and the New England Patriots are headed to the Super Bowl.This week on Infamously Speaking, Matt and Quan go all the way in on the AFC Championship win that shut the haters up and proved leadership still matters. From Maye's cold-blooded decision-making in the snow to a defensive unit that's been overlooked all year, the Patriots didn't just win—they made a statement.But don't sleep on the other side of the bracket—the Seattle Seahawks are a PROBLEM. Silent DOMINANCE are they're the most complete team?We talk:Why this was Drake Maye's most impressive game (even with “mid” stats)How New England mastered the elements and out-coached DenverSeattle's triple-threat squad: offense, defense, and special teams — can they be stopped?The Sam Darnold redemption arc nobody saw comingThe Belichick Hall of Fame SNUB — culture shift or petty politics?Reactions to all the Head Coaching Hires in the NFLWhy clock management, coaching hires, and postseason football IQ still separate contenders from pretendersPlus wild takes on Todd Bowles, Josh Allen, and if Tom Brady would've had 9 rings...This episode is film study meets barbershop talk — raw, layered, and Infamously tapped in. Whether you're riding for Foxborough or just here for the culture, we're breaking it all down unapologetically.

https://teachhoops.com/ Managing a player with "all the tools but no motor" is one of the most frustrating challenges a coach can face, primarily because the gap between their ceiling and their current output is so visible. The key to reaching these athletes is understanding that motivation is rarely a one-size-fits-all solution. For some, the lack of effort is a defense mechanism to avoid the pressure of high expectations; for others, they simply haven't connected their individual skills to the team's ultimate success. To bridge this gap, you must move beyond generic "work harder" speeches and find the specific "currency" that motivates them—whether it's increased playing time, a specific role in the offense, or public recognition of their defensive contributions. A powerful strategy for these players is the use of "Micro-Goals" and objective data. Talented but unmotivated players often drift because they find traditional drills "boring" or feel they can "get by" on raw athleticism. By turning practice into a measurable competition, you remove the subjectivity of their effort. If you can show them a stat sheet that reveals they only contested 10% of shots while they were on the floor, it becomes a factual challenge rather than a coach's opinion. Use "Small-Sided Games" where their specific talent is required to win the drill, forcing them to engage or face the social accountability of letting their teammates down. When the data proves they are underperforming, the "talent" excuse starts to disappear. Finally, you must leverage your team's leadership to handle the peer-to-peer accountability. A talented player might tune out a coach, but it is much harder to ignore a teammate who is working twice as hard with half the natural ability. In your January film sessions, highlight the "Blue Collar" plays made by your role players and contrast them with the missed opportunities of the unmotivated talent. This isn't about shaming; it's about illustrating the "Cost of Inaction." If the player still refuses to "buy in," you must be willing to limit their role to protect the integrity of your culture. Ultimately, a less-talented player who is fully committed will always be more valuable to a championship mission than a star who is only playing at 50% capacity. Unmotivated basketball player, coaching talented players, basketball motivation, player accountability, team culture, basketball leadership, high school basketball, youth basketball, basketball coaching tips, coaching philosophy, player development, mental toughness, basketball IQ, basketball drills, effort traits, coach-player relationships, basketball strategy, basketball success, athletic leadership, managing egos, coach development, coach unplugged, teach hoops, basketball mentorship, game-day impact, intrinsic motivation. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Text and Be HeardSports betting didn't just get bigger; it got faster, simpler, and stickier. We dig into how “responsible gambling” became the industry's soft sell while the real engine—microbetting, live props, and algorithmic nudges—pushes users toward rapid, compulsive loops. Our guest shares why he walked away from a sportsbook-backed media role and how the game changed once wagers moved from the window to the phone, from a weekend bet to constant yes or no clicks designed to escalate.We get real about who's most at risk: 18 to 24-year-olds with competitive fire, athletes who think their game IQ protects them, and families that unknowingly normalize “small” parlays. The warning is clear and actionable—delete the apps, avoid the group chats that make betting feel normal, and redirect that energy into training, study, and long-term investing that compounds rather than consumes. Along the way, we unpack the broader wellness bill: sleep erosion, worse food choices, hijacked attention, and a nervous system stuck on high alert. This isn't only a money problem; it's mental, emotional, and physiological.We also challenge false comfort from league policies and integrity talk. Trimming limits on a few markets won't fix a product built for speed and repetition. What moves the needle is early prevention, honest education in schools and gyms, and accessible support that isn't steered by industry partnerships. If states collect treatment dollars, people should be able to use them—yet access stays hard while advertising stays easy. We argue for a public health approach that puts player protection and prevention first and offers clear alternatives that build wealth and well-being over time.If this resonates, share it with someone who needs a straight answer about betting apps. Subscribe for more candid conversations on recovery, prevention, and performance—and leave a review to help others find the show.Support the showRecovery is Beautiful. Go Live Your Best Life!!Facebook Group - Recovery Freedom Circle | FacebookYour EQ is Your IQYouTube - Life Is Wonderful Hugo VRecovery Freedom CircleThe System That Understands Recovery, Builds Character and Helps People Have Better Relationships.A Life Changing Solution, Saves You Time, 18 weekswww.lifeiswonderful.love Instagram - Lifeiswonderful.LoveTikTok - Lifeiswonderful.LovePinterest - Lifeiswonderful.LoveX - LifeWonderLoveLinkedIn - Hugo Vrsalovic LinkedIn - The 1% in Recovery

What happens when intelligence becomes cheap… and problem-solving becomes automated? In today's episode, Tim and Julie Harris go deep on one of the most important questions of our lifetime—and one every real estate agent must confront: What value does a human bring in a world where AI can out-think, out-analyze, and out-execute most professionals? We unpack the emerging reality of the commoditization of intelligence, and what it means when AI begins replacing humans who were historically valued for their IQ, reasoning skills, and ability to solve complex problems. Drawing on the perspectives of NVIDIA CEO Jensen Huang and tech investor Cathie Wood, we explore: Will the world's best CEOs eventually be AI? What happens to industries built on rigid power structures that reward “IQ over intuition”? Can AI ever truly develop intuition—or is there something uniquely human… a divine spark? What's the irreplaceable value of a human real estate agent (or any service professional)? How long until humanoid robots stop being shocking—and start being normal? Will AI create mass unemployment… or a massive human renaissance? Are we on the edge of a historic surge in freedom, time, and quality of life? This episode will challenge the way you see the future—and help you position yourself to thrive, lead, and profit in the next era of real estate.  If your 2026 plan is “hope,” you're already behind. Fix that here → https://HarrisRealEstateDaily.com/  Brokers won't save you. Skill will. Start here → https://HarrisMastermind.com  This channel is free. Staying average is not. → https://WhyLibertas.com/Harris

Jordo and Max are back answering audience questions, and it's all IQ issues, reservation bummers, a New York trip, sake recs or a lack thereof, no pizza for the big game, too much of a single restaurant, merch is coming, and the Substack is very live.

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Send me a DM here (it doesn't let me respond), OR email me: imagineabetterworld2020@gmail.comToday I'm honored to have back on the show for a second time: Satanic ritual abuse, sex trafficking, and Harvey Weinstein survivor and whistleblower, acclaimed actress, model, artist and painter, and a brilliant woman who has risked her life to shine a light on the darkness of her life and the lives of other victims and survivors: Paz de la Huerta Born on September 3, 1984, in the vibrant heart of New York City, Paz grew up in Tribeca surrounded by art, privilege, and hidden shadows. The daughter of a women's rights activist mother (referred to here as Judith) and a Spanish duke from noble aristocracy, her early world blended creativity with horrendous abuse - including childhood exploitation, family fractures, and a childhood marked by control and trauma that spanned continents.From a tender age, Paz turned to art as her lifeline - painting imagined safe havens and dollhouses to escape the chaos. That same creative fire propelled her into acting, where her raw, magnetic talent shone. With her striking beauty, fierce sensuality, and depth that evoked classic Hollywood sirens, Paz earned a scholarship to Saint Ann's School and graduated with one of the highest IQ scores in its storied history - proof that her intellect burned as brightly as her beauty and on-screen presence.Yet beneath the spotlight, Paz life hid unimaginable horrors. Childhood incest, familial trafficking by those closest to her, exploitation tied to powerful figures like Harvey Weinstein, and brutal assaults that shattered her trust.The last time Paz was on, we discussed her childhood, upbringing, early abuses by her father that later led to her mother selling and trafficking her to the ‘hightest bidders' like Harvey Weinstein, the emotional and physical turmoil Paz was suffering throughout her successful career as an actress and model, how art was her saving grace and outlet, a scandal involving Lana Del Ray, her pursuit for justice, and much more. I'll have the link to that episode in the show notes and highly recommend listening if you haven't already.Today, we will be continuing where we left off - exploring the devastating and severe attempts on her life that were orchestrated on-set of her films and during her treatment by doctors who were supposed to be caring for her, the spiraling health crises including brain trauma, the relentless control that came from those closest to her, her journey into whistleblowing, her spiritual awakening, her safer life on the farm with her beloved animals after escaping brutal abuse in Madrid five years ago, her newest projects and aspirations, animal rescue efforts, and her dreams of building orphanages to protect vulnerable children.DONATE TO PAZ'S GOFUNDME: https://www.gofundme.com/f/justice-for-paz-fundraiser-for-spanish-criminal-lawyers-andCONNECT WITH PAZ:TikTok: https://www.tiktok.com/@paz.de.la.huertaIG: https://www.instagram.com/thefugitive1984/CONNECT W/ EMMA:YouTube: https://www.youtube.com/@imaginationpodcastofficialEMAIL: imagineabetterworld2020@gmail.comSubstack: https://emmakatherine.substack.com/BUY ME A COFFEE: https://www.buymeacoffee.com/theimaginationVENMO: @emmapreneurCASHAPP: $EmmaKatherine1204All links: Support the show

How much do we underrate footballing IQ? Would Kyler Murray be seen differently if he played in a different system? Eagles sign Sean Mannion as their new OC!

Kiera is joined by Dr. Paul Etchison to talk about changing the mindset of turnover = failure. This transition is part of the evolution of leadership. Both Kiera and Dr. Etchison share their own experiences in remaining true to core values, and keeping their definitions of success separate from whether a team member stuck around or not. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00) Hello, Dental A Team listeners. This is Kiera and today is an extra special day. I have one of my faves and every time we podcast, people say, you two just seem like you love each other so much. And I really do. I've been to this man's practice. We've been friends in the industry for I don't even know how many years pre-COVID. That's a long time. And we've been on each other's podcasts a lot. He has an incredible podcast. He's an incredible human, incredible friend, incredible mentor. I got the one and only Paul Etchison on the podcast today. Welcome. How are you today, Paul?   Paul Etchison (00:28) Hey, I'm good. And I was just thinking about how you mentioned like the pre-COVID thing. You texted me a picture of when you came into my practice for two days. And it was like before COVID. And what was funny about it, and I don't know if it's funny or not, but like I looked at it and half of my team has turned over. They're all new people. So I know. ⁓   Kiera Dent (00:36) cute.   Mm-hmm.   It's real life, Paul. That's real life. It is funny and isn't because I go back and I used to   be embarrassed about that. So let's just kind of highlight on that. I used to actually be very embarrassed of like, my gosh, I don't have senior team members. And like, I hate the question. There was a hot minute. The Dental A Team felt like I was Johnny Depp in the middle of the ocean and my boat was full blown on fire. And I was like, I just hope another one shows up soon. Like I hope something comes. ⁓   And then I realized that's business ownership. Like that's real life. And yes, we built these great cultures, but you outgrow team members and team members outgrow you in life circumstances. And I'd rather be honest and real rather than perfect. And so the fact that like teams shift in a lot, mean, shoot, I used to have this vision board, Paul, you want to hear how ridiculous this was? And I took the team and I put them in the one year, the three year, the 10, and I just had this like same team follow with me. That lasted me for like six months. And I was like, rip this thing up.   Paul Etchison (01:31) Yes.   You   Kiera Dent (01:40) It's   gotten better, it's stabilized, but I think that that's real life. So thanks for talking about it.   Paul Etchison (01:44) It's hard,   yeah, I mean, we look at it and I think like the beginning of my practice career, I had very little turnover, but it was, I had to put so much into keeping that. Like it was such a hard thing to keep going. there was a lot of team members that I kept and I was able to make them happy and I was able to have it be a productive relationship and they were good at the practice. But sometimes I look back on it I'm like, man, it was just, that was a lot of energy I put into one person. I should have just moved on.   So that's how I practice now. It's different. There's a little bit more turnover and I think that's normal and that's part of business ownership. So we're okay.   Kiera Dent (02:16) What changed in your mindset for that? I have so many questions for you today. You guys, Paul and I, when we get on the podcast, it really is just like a free for all. And Paul has no clue. I have a full plan of what I'm asking you today, ⁓ but it's going to be a free for all rift of business ownership of teams. How did you change that perspective? Because I think so many people chalk that up to, I'm a failure of a boss if I've got turnover. Like I had a doctor the other day on a coaching call and she's like, Kiera,   Paul Etchison (02:19) Yeah.   Kiera Dent (02:42) What am I going to do for PR? Like I've got people turning over and how do I PR this? So anything is twofold. One, how did you get like mentally change that mindset? Cause I think it's a big mental game.   Paul Etchison (02:54) Yeah, for me, was everything that I've done in my career as far as like leadership growth and stuff, I think has always stemmed from some period of just struggle and burnout to some extent. It was like, I got to the point where I was taking everything that happened at the practice personally, every upset person at upset employees, they're bothered about something. They're they always, I mean, they're telling you how you should be doing things that not realizing that there's very complicated solutions. And sometimes there's not perfect solutions. A lot of times there's   perfect solutions. So I think what changed for me is I started looking at it from a point of my mental sanity saying I can't attribute my feelings on the happiness of all these team members anymore.   And all I need to do is just be very clear on what I want, be very consistent with the way that I treat them and hold them to that standard. But ultimately, I'm putting the ball in their court. It's up to them. And if they want to play ball, cool. If they don't, that's cool too. We can still be friends and you can go to some other office where it's more to your liking. But the biggest change for me was just realizing I can't be everything to everybody. And I did it for a long time and it was really exhausting. And I worked through that and I feel a lot better   it.   I think my team   is better for it.   Kiera Dent (04:08) Yeah, no, I don't disagree. And I'm glad you talked about that. It's been fun. think Paul, you felt like, I don't know, a big brother to me when we met and I came out to your practice and the fun things we've been able to do together and just the differences. ⁓ I think as we've grown up in the industry together, but I, I admired that because I always thought you had this amazing team. And I think to hear your version and then my version at the same time was very similar. I just realized like,   We got a killer team. Like this is an amazing company. And I think when I evolved to you're so lucky to work here, you're so like not in an egotistical way, but I think in a confidence way of like, this is a great place and we're going to attract people. I started realizing like I had confidence to make offers of what we actually wanted to pay versus what I felt like I had to chase to get people to be here. ⁓ we pivoted and I used to like chase all the time and try to be everything for everybody. And then I'm like,   Why am I doing this? Kiera, like you have built a company and a culture and a space that people love. And yes, there are changes and I will continue on forever evolve. I don't think that we're a perfectly set company, but I think that we're a pretty great, awesome place to work. And I think when I became centered, confident in me and what I was providing in the culture without having to be everything, I noticed I actually attracted a way different type of employee. I attracted somebody who wanted that same style. They, it,   It was like no more like games. think in like compensation and all this, it was more just centered. It was like, this is what we do and this is who we are and I want great people. And I also think it was very much attributed to like, got dialed in on core values. And I was like, I'm sticking to these. These are like rock solid. do not deviate from that. And if you don't fit. Fantastic. There is another opportunity, like go find your dream place and we're going to find our dream team member. And I say that in a very like confident, hopefully not egotistical. And I think you, sounds like you did a similar thing, but I.   I will say, I think you go through a space of realizing you're not a failure. It's an evolution. I think of, of leadership. It's almost like going from, I don't want to say immature. It's more like children and how's they grow. Like, I don't think a little baby is a failure for having that knowledge and that mindset. And I think some of us, are toddler baby owners. Like we've never done this before. We don't know. So we're going to have a different mindset. And then you just start to morph and evolve just like   Children grow up and they morph and evolve into these teenagers, into these college students, into like the prime of their life. To me, that also feels like a maturity of leadership as well to being confident with that.   Paul Etchison (06:42) Yeah,   I love that you point that out too, because we do, we hear a lot of complaints from our team members and then we start to, it starts to add up and then we start to really doubt.   Did we really create a great work environment? I mean, we just had an all day meeting maybe about two months ago, maybe six weeks ago,   like that. And one of the questions I asked, we use this thing called Slido. It's just in real time, you put on a PowerPoint slide and everybody can vote on their phone. There's a million like programs that do this. But I asked the whole team anonymously on a scale of one to 10, how fun is it to work at Nelson Ridge Family Dental? And I was terrified to throw that   Kiera Dent (07:03) Thank   Paul Etchison (07:19) there. I had no idea what people were going to say.   Kiera Dent (07:20) I don't blame you.   Paul Etchison (07:22) It was everybody was like eight, nine. There was like three or four sixes. Now I have 30 something team members.   So the   Kiera Dent (07:29) Yeah.   Paul Etchison (07:30) of it was very good, but it was, it was scary.   if you would have asked me what I thought it was going to   Kiera Dent (07:35) Mm-hmm. Mm-hmm.   Paul Etchison (07:37) I did not think it was going to be that good because the squeaky wheel gets the grease. This, you know, that's what we hear. That's what we focus on. And it reminds me of this one coaching client I had, cause I coached dentists as well. had a coach coaching client named Isaac and he did very similar to you.   choir practice, he really got deep into the foundational core values of this is what the practice is. And   turned over his entire team and he said, I feel like such a failure. I feel like everybody's leaving. I feel like I'm just turning everybody off. Patients are coming in and asking where everybody is. I just don't think my leadership's good. And I told him, just hang through,   Hang, you'll find your people. And then six months later, he was like, I cannot tell you how much I love my team. And so I think the message of what you and I are saying, Kiera, is that no matter   Kiera Dent (08:12) Mm-hmm. Mm-hmm.   Right.   Paul Etchison (08:22) what you want to do with what kind of vision you have for your practice, your team's out there. They are there. They are waiting for someone to take charge and just make it a big deal that that's the type of people we have at this practice.   Kiera Dent (08:26) Mm-hmm.   Paul Etchison (08:33) So if anyone's listening thinking like, have this issue at my office, get those core values out, talk to the team about it. Don't just like leave it on a document, bring it up with ⁓ a meeting and say, guys, this is what I truly want.   And sometimes apologize. I'm   I haven't been holding everyone to the highest regard or the highest standard, but I'm ready to do it and I need your help. So I love that you brought up those two points. Those are amazing things and I think everybody struggles with that.   Kiera Dent (08:55) Yeah.   I think, and I think that that's something that I feel you and I both strive to do is tell people feel like they're not alone. I think so many doctors feel like I'm the only one out there. I'm the only one who can't keep my team there. I'm the only one who has team turnover. And like, this is not the path that we were even on my radar to head, but I think it's obviously the most important path for people to hear. ⁓ I think Paul, it's the no judgment. It's the hang through it. It's, ⁓ having a guide, a mentor who's been there, done that, done that successfully. I mean, you and I can both like,   Gosh, you like grit through that and it's painful. But I also believe that while yes, painful, I feel it's an evolution of soul that you actually internally are craving. I don't believe that we rise to the call until we're ready. Like Kieran 2020, when I'm sitting on Johnny Depp like boat in the ocean, it was on fire. I was not ready for the call and the evolution that came in 2024 for me.   Like I just, wasn't ready for it, but come 2024. And I think it's a, it's a shedding, it's a shifting. It's a, like, I call it like the skin sloughing. Like it's like a snake, like you're leaving it behind. It's, I watched penguins when I was in Antarctica, like small flex there, Paul. Like the Antarctica trip was pretty rad. And we watched it. Right? We went to Antarctica. Penguins are so cute and they smell terrible. Like they're like little ketchup bottles that just squirt poop all day long. And it's disgusting.   Paul Etchison (10:11) I was just going to follow up on that. Whoa.   Kiera Dent (10:25) but they were molting when we were there and they just looked absolutely miserable. Like they sat there and they told us like, please don't touch the penguins. like, these look just, they're like, it's very painful for them. They're having to completely molt off all of these feathers. And I think that that's how I feel a lot of business owners are like, are you going through that molting process? But again, just like those penguins, just like us, I really do believe that when we're ready to be called to that higher level, one, you're not alone, two, you don't have to go through it alone.   Three, it's normal and it's part of growth, but like, there's also, you don't have to grow until you actually want to. Like, it sounds like Isaac was just ready. Like, I'm ready, I'm done. Like, I've hit my limit. I was ready, I was done. I was like, we are having a complete culture shift. Like, we're done and like, it needs to evolve. Sounds like you had it. But I also feel, and I don't know how you feel, Kieran 2020, Kieran 2024, even into 2025, leadership culture company.   keeps evolving. don't feel like I have as many of those like huge molting in 2020, huge molting in 2024, 2025. It's more of a shift in a refinement rather than a full molt. But that's, think how, at least for me, that's how I think I view leadership is.   Paul Etchison (11:37) Yeah, totally agree. It's like we go through these stages of leadership growth. And I remember for me, like leadership all the way up to COVID was like system, system, systems, consistency with team. And my team grew to like 35, 40 people and it got really unmanageable. And then when we came back from COVID from being shut down, I really wanted to try to do something different. And I wanted to keep that. ⁓   I just loved when we were shut down for COVID. I loved how it felt. It felt easy. And I said, I want that, but I don't want that craziness when we open up again. And when I did, I started to feel that same craziness. And I was going to therapy at the time. And like the therapist will tell you, just change your expectations. Don't take everything personally. And what I learned through that is there's no amount of therapy that can   broken leadership   Is that I had systems, I had consistency, but my team   had outgrown those systems. We needed more systems of leadership. So the next stage in my leadership was learning how to lead leaders and truly delegate and truly give them the autonomy to do everything. And when we did that, everything got so much better. there was parts of me that was like, I'm not the right person for this level of organization. not the right person for this size of a dental office. I'm just too anxious. I take   Kiera Dent (12:41) Mm-hmm.   Paul Etchison (12:59) too personally. And ultimately, I think it was just I   Kiera Dent (12:59) you   Paul Etchison (13:02) set up, I didn't set up my organization the proper way. So that was the next level up for me. And I think that's me shedding my skin finally once and for all to learn how to lead leaders. And who knows what's   Kiera Dent (13:14) Paul, I think that you are actually a really good example of letting go of control. How do you do that? Like,   I remember talking to you one day, this is offline, hopefully I'm not oversharing. And you're like, a lot of people say, like, what are you going to do if you retire? And I know you sold your practice to a DSO and you're like, I've never looked back. Like it was great. Um, you're like, I'm actually the person who's okay to just like sleep in and do nothing. Like I really am okay with that. Like, how did you let go of that control with your team? Um, knowing that they weren't going to do it exactly like you, like, I think people have this in theory. They try to do it, but.   Paul Etchison (13:23) No, of course not.   Kiera Dent (13:49) Like that's another molting. That's another really hard gap to go from full control. You're in charge of everything to I'm stressed out. Now I'm going to let team members take over and maybe you're, maybe you're an anomaly, maybe you're a unicorn, but how did you do it?   Paul Etchison (13:59) Yeah.   I think it's like we talked about the growth, but I think where we screw up as practice owners when we do this is we get upset that the team members are not doing exactly the way that we would do it. And there needs to be some wiggle room. There needs to be a lot of forgiveness. But ultimately, there's got to be clarity. And not enough practice owners are having the conversations with their team members. Like I always say, like, I'm coaching dentists all the time, and they're telling me about these issues they're having at their practice. And I'm saying, well, why do you think that is? And the answer is like, well, it might be this.   kind of think it's this and it's like, well, get curious, ask, ask your team. So for me, it was about telling my team what's expected and when   Kiera Dent (14:36) Mm-hmm.   Paul Etchison (14:42) didn't meet expectations, instead of like dancing around it, just going right at the   getting curious, what is going on with this? What is, why is this not happening? And then always like, you know, if you ask the right questions, the next step for any leadership, any leader is to validate their perspective.   no matter what it is and that will go so far. If you take one thing out of this podcast, do that. When your team members share something with you or if you're getting curious, asking them why things are happening, how they're feeling about something, validate their experience and watch how much they open up and they're.   open to behavior change and other options. And then that allows you the opportunity to then ask and invite participation in the solutions. What do you think we should do?   I noticed our cancellations are getting up there. Like, what are we doing about this?   What do you see happening? Getting curious. And they're saying, well, I don't know. Like, I got to ask some more   OK. And then validate their experience. I totally see how maybe you got busy with your other things and you haven't been asking your team. But we've got to ask the team and find out just so many little things.   For me, was getting out of the way, being clear with expectations. But then instead of trying to go around my leads and my leaders, my practice and go around them and deal with the other other teams myself, I let them do it and I let them fail and I help them and I support them.   And I think I know there's a lot of like team members that listen to your podcast, Kiera. I would hope if you're listening to this and you're team member, I would hope you understand how valuable you are to an owner. If you can take things, find solutions and hold your, your team members, your fellow coworkers to a certain standard, like you would be so valuable. Everyone's like, well, how can I get a raise? How can I contribute more value? I would people on my team, my leaders that do this for me, they are so valuable to me and every owner.   is just waiting for somebody to step in and fill that role. I mean, every practice could use   Kiera Dent (16:38) team members, their number one objective is to make their doctor happy.   every day, all day. That's like what my job is. That's what I want to do. That's how I want to serve. That's how I want to help out. ⁓ And I think as owners, I think it can be easy to see all the problems in your team. But I think it's what pair of sunglasses do I want to put on? Do I want to put on the one where I see like, what's wrong is just as available as what's right. Both are always available in every single scenario, every single situation. And so what are we bringing to the table and how are we looking at these different things?   How are we guiding our teams? How are we guiding our leaders? How are we showing up as leaders? How are we like, what is the filter I'm putting on every single day? Like those, those two sunglasses are right there as you walk out the door and which pair are you choosing to put on? Cause you're going to influence impact and create a team. No matter what we see what we want to see. And I believe that we create our own realities. I believe that reality is what we believe it is. And so, ⁓ I think shifting that seeing that, and I think having just a bigger plan, a bigger vision. know when I got very crystal clear of where am I headed?   What is my role? Like, this is gonna sound funny, Paul. I literally Googled like, what does a CEO do? I think doctors come out of school, like you're a doctor, like you do the dentistry, like that's what I'm supposed to do. And I remember one day I was sitting there and I'm like, what is the CEO even supposed to do? Like, I don't even know, like, like really, like where is a CEO, like dictionary, like job description, I realized, got it. It's profit, vision, and culture. Like those are really my main things. Stay out of the weeds and like go for it. And...   Paul Etchison (17:43) you   Kiera Dent (18:04) That's what I'm bred to do. Bring the great ideas, bring those different pieces. That's my job. That's my responsibility. I think dentists also have the second tier of you do dentistry too. So you are a clinician in there and then you have those pieces. But driving culture, driving a culture of accountability of fail, fail forward. like, gosh, I just read this really awesome book and they said, we measure it by outcomes, not activity.   Like just stuff like that. Like you start to become this person who wants to evolve your culture, evolve who your team is, evolve who you are as a person. And I think Paul, even in just knowing you, I think there's been an evolution of who you are as well. ⁓ I think that is just, and hopefully I've evolved too, like fingers crossed there's been an evolution and I'm not as quite, I don't know. I think we keep the best of ourselves. And then I think just evolve into our 2.0, 3.0, 4.0 levels. I guess I just asked the questions of   Paul Etchison (18:42) Absolutely.   Kiera Dent (18:58) I think you've got a fascinating story. You were full, full practice owner. You were in there. You sold out to a DSO. You're still in your practice. You still train. You, you've evolved. If you were sitting back when I met you, what would you tell that Paul of what you know today that would have made that whole experience, whether you're selling, whether you're growing, evolving. I mean, you have a very large practice. It's been real fun to watch you and your practice and everything. What would you have told that Paul?   Paul Etchison (19:27) Yeah, and this comes up a lot with my coaching clients. A lot of people ask me that. And one of the things, if we're looking at our practice, and I'm going back to the beginning, is if we want to sell our practice, if we want to cut back our days, if we want to have the most profitable practice ever, a lot of the times the strategy is identical. We're just trying to go through and create more freedom for ourselves as practice owners by empowering our team, getting them to do a lot of the responsibility.   Kiera Dent (19:48) Mm-hmm.   Paul Etchison (19:57) to be accountable for a lot of the stuff. So I think if I could go back and tell myself again, man, first of all, just stop taking everything so personal. And you come in and you look at it with these different lens of leadership and maturity and all these leadership skills. It's not just at the practice. It shows up in your relationships with your spouse, with your friends, with your kids, like all these things. Like it's all intertwined. But I would have much earlier got the leaders going in my practice because one of the things   Kiera Dent (20:16) Mm-hmm. Mm-hmm.   Paul Etchison (20:27) happen through my practice sale is I just like I mentioned I felt like it wasn't I'm not cut out for this I'm sick of being miserable I'm sick of being stressed I'm sick of taking it home and I'm sick of taking it out on people that I love and so when I sold it I said okay I'm on my three-year exit plan I'm getting out of here I'm moving on I don't know what I'm gonna do but I'm gonna move on so I said you know my associate partner Dr. Kathy she owns part of the practice too   I'm gonna pass it to her and maybe she won't be able to do it as well as me. But I need to set this up so she is just, I wanna bless her with this amazing practice that runs on its own. And in the process of setting that up with my leaders, I realized, dang, I don't know if I would have sold. And I'm still happy I sold, don't get me wrong. I'm not saying I would have, but that's what I would have tried to do early in my career. I would have went, who are the leaders? ⁓ The whole thing with like the Dan Kennedy of the who, not how. Not how do we do it, but who's gonna do this?   Kiera Dent (21:11) Mm-hmm, mm-hmm, mm-hmm.   Right.   Paul Etchison (21:25) And I would have leaned into that a lot more because I think I would have been a lot happier. I would have been able to enjoy the journey more. But at the same time, it's like we learn from our mistakes and you got to make the mistakes to learn from. So it's like, so that whole Catch-22, would I change anything? I don't think so because I wouldn't be, if I didn't have the same experience, I wouldn't be the person I am today. But man, I wish I had learned it earlier. That's for sure.   Kiera Dent (21:45) Sure.   It's fair. And I'm actually happy to hear that because I feel like this is like the DSO conundrum and like the cell. And I'm happy to hear you say that because it validates what we try to coach on to. So many doctors are like, I'm just going to sell. And I'm like, well, let's just look at this. If you sell, let's look at what your life will look like on the other side of it. Let's look to see where you are today. And really, let's get to the root of why do you want to sell? And I think, Paula, if we would have asked you that same question.   Why did you wanna sell? My hunch is it was all these problems, all these issues. It was just like, I'm sick of it. Like, let's just pass this on. Let's move on. When a great leader, a great office manager, a CEO, a CFO could have easily come in, taken over for you. You could have had the exact same scenario. You just would have owned it and had more options on the table. Like you said, it's not right, it's not wrong. But I think like for everybody listening, I think today is a good reflection of one, are you going through a molt? Like, are we molting anywhere?   ⁓ and do we, or do we need to molt? Like, is there something we need to shed, let go of identity wise? And then two, I like to do this reflection a lot. And I encourage a lot of people to do it. It sounds like Paul, you do it. Like when we're in these issues in these problems, are we stopping and pausing and asking like, what is the root? Not the symptom, the top line symptom is like, I'm so stressed. And I got this and this and this, but like, do we ever stop and pause to dig to that route and find out   what is really at the root. For me, I often have many journals that are like this, this, this, and I just like list it all out of all these things are frustrating me. But what I'm trying to do is find what is a thread? What is the piece in that that's causing the chaos because then we go fix that. And that's what I love in practices because 99 % of the time what people tell you on the top line, so coaching offices, coaching doctors, coaching teams, like Paul, you know this, I know this. What people tell you at the top is not really what's the problem.   It's the bottom layered, there's something rooted, there's something under there. These are just symptoms on the top. Same thing with patients and case acceptance, right? It's the up at the top, what they're telling you is not really what they're feeling. And all you gotta do is just dig under, find out what that root is and stress and that will go away. And so Paul, thank you for, I just am curious. I've always been curious, like, would you have done something differently? Of course we never can, like, no, we're not going to. But if I could go back and tell that younger self things, like,   Kyri, get rid of your ego, honey. Like trust your team, trust that team to do amazing, trust them to do better than you are, trust them to be better than you, trust them to make better decisions than you do, because I want to create that kind of a team and me believing that is going to ultimately turn my team into that. They have the whole study about teachers with kids and IQs and like if they believe that they have a stronger IQ without doing anything different, that child actually ends up with a higher IQ. Well, why don't we take that same principle and apply it to our teams and see what happens.   Paul Etchison (24:23) Yeah.   It's so true. And I love that you say like the reflection that you did, because I noticed this with my coaching   is that there's a lot of, there's a lot of how, how do we do this? How do we fix this? But I think anyone listening, if you just sat down in a dark room, maybe not dark room, but you're sitting down in a quiet room for 30 minutes and you reflect it, what do I really, you know, I do this with my coaching clients. We call it a practice clarity and frustration exercise. What do we, what really bothers you with the practice? What is it that really just, you know, grind your gears,   it down and it sounds simple but once you write it down you can like visually see it and start to brainstorm for solutions and you start to make this progress that not only affects the way your practice runs but the way that you're the way that you feel and I think ultimately as practice owners we need to realize that the CEO hat you mentioned what does a CEO do we need time for that and we don't have time for that when you're doing four or five days of dentistry that's why when I'm working with clients the first thing I'm gonna do with a practice owner is I'm gonna get them down to three days clinic   Kiera Dent (25:10) Mm-hmm.   Paul Etchison (25:27) And it always works. so inefficient. There's so many things we can do with scheduling and efficiency and production that we can get you down to three days clinical. But now you've got that extra day to put on that CEO hat, to reflect on the things, to write down and figure out what your plan of attack is. I mean, that's what I've got a workshop coming up in February that that's focused on that. How do we get you down to three days? And that's all I want to do in this three day workshop. We're, of course, doing these reflection activities. But I think this is over the course of my career and working   Kiera Dent (25:27) Mm-hmm.   Paul Etchison (25:57) with people, that's what I've seen moves the needle the most. We need time and we need to give the energy where it's due. And it's not, we   be 100 % clinician. It just doesn't work that way.   Kiera Dent (26:09) Yeah, no, Paul, I love that. And think that's such a fun thing. I think dentists need this. Dentists need to have their vision, have their clarity. But I think from today, the wrap is it started out with a photo, unexpectedly, of this is what we're ⁓ kicking the day off of, going from where we were to where we want to be, ⁓ looking at that, reflecting back, seeing. Because   Paul Etchison (26:23) Yeah. How do we get here?   Kiera Dent (26:34) There's a client that you and I both know. They're pretty well known ⁓ that we work with. whenever I work with, gosh, it's so many practices. I think there's like 300 employees and I'm like, gosh, I remember all their names every time. ⁓ But they talk about how sometimes the best learning is just remembering. Remembering where we've been, remembering where we're going to go, remembering things that we've learned looking there. So it's like remembering where I've been so that way I can kickstart and project into where I need to go.   using your team to get there. Your team wants to be your best asset for that. So Paul, those are kind of my wrap thoughts. I know today has just been a real fun day. Always enjoy a good podcast with you. Any last thoughts you have?   Paul Etchison (27:15) No, you know, I would just close it off with   having the listener just believe, just believe in the possibility of what's going, what is possible with your practice. ⁓ There was a point where we talked about reflection. I reflected and I said, I wrote down everything I do at the practice and I wrote down how many of these activities bring me joy and how many of them I hate. And I believe it was something like 80 % of them I hated. So that's no way to live your practice life. You spend a lot of time at work. So why not do the reflection and put the time and energy into   Kiera Dent (27:38) Mm-hmm.   Paul Etchison (27:45) Making your practice a better place to be at it's not just gonna affect you. It's gonna affect your family. It's gonna affect your team ⁓ There's big your ripples that come from this little thing So I would say sit down find a coach find a mentor read some books it is possible believe in yourself and It all starts with the planning so sit down and write down some things journal love it   Kiera Dent (28:09) Journal it up. Well, Paul, I appreciate you so much.   I ⁓ just love what you're doing for our community. I love the things that we're able to accomplish together. ⁓ And yeah, guys, check him out in Dental Practice Heroes podcast. He's got some great stuff over there as well. ⁓ Paul, so good to have you on the podcast. I think you mentioned the event in February. If people want to know more about that, how do they connect with you on that?   Paul Etchison (28:35) Yeah, go to DentalPracticeHeroes.com slash freedom. So that's where the information on the three day workshop, it's going to   awesome. And I'm doing a money back guarantee. If you don't think you liked it, if you don't like what you signed up for, I'll give you all your money back. I believe in it that much. And I know from me coaching for the past six years, I know this is what produces results. So go check that out,   more about the courses, check out the podcast. And I'm always happy to talk to any listeners if they want some help or they just want to find out what we're more about. Please just go to the website, DentalPracticeHeroes.com.   dot com.   Kiera Dent (29:06) Amazing. Paul, thank you so much for being on the podcast. For all of you listening, I hope you do take the time to reflect. I do hope you think about where you want to go and what you want with your life. And just appreciate you guys all being here. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.  

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What if the “soft skills” we often overlook are actually the most strategic—and essential—in the age of AI? In this episode, leadership expert Dr. Bushra Khan and host Kate O’Neill explore the power and business impact of emotional intelligence, challenging outdated leadership myths and redefining what skills matter most for future-ready teams. Topics Covered: Why “soft skills” should be called “strategic skills” Emotional intelligence as a leadership framework Evidence-based emotional intelligence in organizations Critical thinking, persuasion, and influence for tech leaders Challenging the myth of micromanagement Culture's impact on leadership assumptions Candor vs. bluntness in high-stakes communication Balancing bravery and kindness in decision making Practical approaches to EI skill-building in companies Finding hope and optimism in leadership Connect with: Dr. Bushra KhanLinkedinWebsite Episode Chapters: 00:00:05 – Welcome & redefining soft skills 00:00:37 – Emotional intelligence as leadership 00:01:20 – Reframing skills for a tech-driven world 00:01:55 – Why “soft” is inadequate and damaging 00:02:49 – Strategic skills vs. technical expertise 00:04:33 – Critical thinking & real-life practice 00:05:43 – Evidence-based EI: Research & impact 00:06:05 – Describing great leaders (EI in action) 00:08:47 – EQ vs. IQ & technical skills 00:11:06 – The emotional intelligence framework 00:12:34 – Making EI accessible in everyday life 00:13:24 – The myth of micromanagement 00:15:46 – Coaching, mentoring, and trust 00:17:13 – Cross-context skills: work, life, community 00:17:43 – Leadership mental models across cultures 00:18:35 – Cultural differences in trust and hierarchy 00:22:23 – Candor, clarity, and high-stakes communication 00:23:14 – Building trust for high-pressure moments 00:26:33 – Balancing bravery and kindness 00:29:29 – EI is not just being nice—using frameworks 00:31:34 – Practical “how” for applying EI 00:32:07 – Why companies should invest in human skills 00:32:41 – Making skills training bite-sized and evidence-based 00:35:44 – Key takeaways & actionable advice 00:36:23 – Finding hope and optimism in leadership 00:39:53 – Gratitude and closing remarks

Today, Michael welcomes Dr. James V. Hardt, founder of the BioCybernaut Institute and a pioneer in brainwave feedback for spiritual growth, healing, and performance. For decades James has studied the electrophysiology of advanced meditative states, guiding thousands through seven-day training sessions that convert electroencephalography (EEG) activity into musical tones so people can raise alpha, access theta, and develop coherence. His research links brainwave change with measurable gains in creativity, IQ, anxiety relief, and what he calls true transformation. Conversation Highlights Include: -How the journey began for James as a college physics major who tried early feedback and entered profound non-drug altered states, prompting him to find his life's calling. -Why real-time feedback matters: you immediately know if your practice is deepening or if you're just going through the motions. -What a seven-day training involves—orientation, scalp sensors, mood check-ins, baselines, and listening to layered musical tones that mirror your own brain activity. -How progress is built: begin with alpha for relaxed focus, then layer theta for insight and delta for deep restoration; with continuous feedback, patterns that once took decades of meditation can start to appear in days. -What an "ego attack" can feel like mid-week, and how naming classic hindrances—doubt, drowsiness, distractibility, aversion, boredom, forgetfulness—helps loosen their grip. -Measurable outcomes you can point to: sustained IQ gains and roughly 50% creativity boosts in trained groups compared with no-change controls. -A step-by-step forgiveness practice you can see on electroencephalography: alpha drops when contacting the pain, then rises as compassion and release take hold—often followed by real-world reconnection. -Trainable markers for "angel" and "halo" patterns seen in advanced meditators; why coherence matters and how feedback separates imagination from genuine insight. -James's presentation at the Vatican on his angel brainwave data, his *free ebook,* _The Art of Smart Thinking_, and more! Next, a guided meditation centering on love and gratitude to feel grounded, open-hearted, and present.

https://teachhoops.com/ Win the Season Making practice better—specifically for end-of-game scenarios—requires a shift from teaching "how to play" to teaching "how to win." Too often, teams lose close games not because of a lack of talent, but because they haven't rehearsed the "chaos" of the final two minutes. To master these situations, you must dedicate at least 15% of every practice to "Special Situations." This isn't just running a sideline out-of-bounds (SOB) play against air; it's about putting the clock on the scoreboard, setting a specific score (e.g., down 3 with 42 seconds left), and letting your players solve the problem in real-time. By simulating the pressure of a ticking clock in January, you ensure your players have the mental poise to execute when the lights are brightest in the postseason. A key pillar of game management is having a "Late Game Menu" that every player knows by heart. This includes your "Auto-Foul" rules, your "No-Threes" defensive stance, and your "Go-To" scoring action. Practice should include specific "What-If" scenarios: What if we miss the front end of a 1-and-1? What if the opponent has no timeouts left? Use these moments to teach your players the "mathematics of the game"—understanding when to attack the rim for a quick two versus hunting for a three. When you stop the drill to explain a decision, keep it brief and impactful. The goal is to build "Late Game IQ" so that your point guard knows exactly who the "safety" is on a press break and your shooters know exactly where the spacing "dead spots" are. Finally, ending practice with high-stakes situational play ensures that your team leaves the gym with a "finisher" mindset. Instead of traditional conditioning, use a "4-Minute War" where the score starts at 0-0 but every foul, turnover, or missed box-out results in a point for the other team. This forces athletes to maintain their focus and discipline when they are physically fatigued—the exact conditions they will face in the fourth quarter of a rivalry game. By filming these segments and reviewing them during mentoring calls or film sessions, you can identify which players remain "steady hands" under pressure. Simplicity is your ally here; don't over-complicate the sets. A simple, well-executed plan beat a complex, panicked one every single time. Basketball game management, late-game situations, coaching strategy, basketball practice, special situations, sideline out-of-bounds, end-of-game plays, basketball IQ, high school basketball, youth basketball, basketball coaching tips, clock management, situational basketball, coach development, team culture, basketball drills, pressure shooting, press break, defensive rotations, basketball strategy, basketball leadership, coach unplugged, teach hoops, basketball success, athletic director, game-winning strategy, basketball mentorship, mental toughness, sports performance. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Nuance is important, and powerful - but only when timed up properly. —-------------------------------------------------------------------------------------------------------------I solve problems in your business and make you more money.  Guaranteed. For over a decade I've been working with gym owners (via one-on-one consulting) to help create tailored solutions to solve their business problems, engineer the game plan and empower them to execute the strategy.Stop wishing your business problems are going to magically go away.  Invest in your business and let me solve your problems and optimize your business fast and efficiently. We'll work together daily/weekly, with a monthly call until the problem is solved and then I want you to fire me.  Because this is YOUR business, I'm just here to solve a specific problem and then get out of your way.⁠Learn more about what it's like for us to work together.⁠—-------------------------------------------------------------------------------------------------------------Want to increase your business IQ by 100x for only $50? Get enrolled in Microgym University - the only online business school that teaches you the best practices and business frameworks from some of the most successful brands in our industry and then lets you decide which ones to install in your business.New courses are added every month. ⁠⁠www.microgymuniversity.com⁠⁠ —-------------------------------------------------------------------------------------------------------------Need help leasing or buying a building?I created the Gym Real Estate Company so that gym owners had someone who could go beyond the duties of a typical real estate broker and actually advise them on business aspects as they relate to site selection, market location fit, operational capacity, facility layout, pre-sell marketing, and more.If you're looking for help with your next lease or if you want us to help you along the journey of buying a building -⁠ ⁠⁠⁠head over to www.gymrealestate.co and book a Discovery Call.⁠—--------------------------------------------------------------------------------------------------------------

In this podcast, Greg welcomes back Yosi Amram, PhD, a licensed clinical psychologist and CEO leadership coach whose background spans from an Israeli military sergeant major to an MIT and Harvard-educated tech CEO. His life took a radical, life-altering turn on a massage table when, after taking his first company public, he experienced a spontaneous spiritual awakening that "blew a fuze" in his mind. This traumatic catalyst—which led to him being pushed out of his own organization—inspired Yosi to pioneer research into Spiritual Intelligence (SI). He views SI as the critical missing piece for leaders who have achieved outward success but still face soaring rates of anxiety and polarization. Yosi's approach isn't about escaping to a cave in India; it is a "middle way" where the divine meets the boardroom to reveal the spiritual sparks in everything we do. He breaks down his award-winning framework of seven dimensions—including Grace, Truth, and Wisdom—to show how "ego-looseness" and intuitive leadership are not just feel-good concepts, but powerful drivers of massive financial performance and collective well-being.

Chris Jack was one of the all time greats! A perfect combination of a massive workrate an incredible skillset, deceptive speed and a high rugby IQ which he showed during his 67 cap test career.In this episode of What a Lad, you'll hear Chris like you've never heard him before. From the good times on winning championships to some of the struggles he faced, there is plenty in this one!Some parts that stood out for me in this one were...- How his brothers shaped his work ethic and toughness - Making the Crusaders early and being thrown straight into a South Africa tour- Old-school Crusaders culture and earning respect as a young player- What it actually felt like being around All Black legends- Scoring on debut and still feeling like he didn't belong- How he felt winning the NZ player of the year in 2002- Dealing with shyness, pressure, and confidence off the field- What happened during the 2007 RWC QF Loss- Life after rugby and the lessons he learnedThis episode is full of honest perspective from a man who always let his actions do the talking. Chris shares what the jersey meant to him, the cost that came with it, and why he wishes he'd enjoyed the moment more. Hosted on Acast. See acast.com/privacy for more information.

SKOL Search: Scouting Linebacker Sonny Styles — In this episode of SKOL Search, hosted by Tyler Forness and brought to you by Vikings 1st & SKOL and The Real Forno Show, the focus is on preparing for the 2026 NFL draft by analyzing potential prospects for the Minnesota Vikings. The episode specifically scouts linebacker Sonny Styles from Ohio State, detailing his abilities, strengths, and areas for improvement. It emphasizes the importance of the linebacker position in Brian Flores' defense and discusses Styles' background as a former safety, his physical attributes, football IQ, tackling skills, and potential impact on the Vikings' defense. The episode concludes with broader draft insights and the potential need for cornerbacks and wide receivers for the team. 00:00 Introduction to SKOL Search 00:59 Importance of Linebackers in Brian Flores' Defense 02:32 Scouting Report: Sunny Styles 05:14 Strengths and Skills of Sunny Styles 12:25 Weaknesses and Areas for Improvement 16:33 Conclusion and Future Prospects ____________________________________________________________ ⭐️ Subscribe to us here! - https://www.youtube.com/@vikings1stskol92 ⭐️ Our Twitter can be found at @Vikings1stSKOL ⭐️ Our Discord at https://discord.com/invite/493z6mQXcN ⭐️ Tyler Forness can be read at A to Z Sports - https://atozsports.com/nfl/minnesota-vikings-news/ ⭐️ Submit questions: forms.gle/7LJkCAern9kdUkuD8 ⭐️ On Facebook - https://www.facebook.com/vikings1standskol ⭐️ Watch the live show here: https://youtu.be/eXkUtw3dZmg Fan With Us!!! Tyler Forness @TheRealForno of Vikings 1st & SKOL @Vikings1stSKOL and A to Z Sports @AtoZSportsNFL, with Dave Stefano @Luft_Krigare producing this Vikings 1st & SKOL production, the @RealFornoShow. Podcasts partnered with Fans First Sports Network @FansFirstSN. Learn more about your ad choices. Visit megaphone.fm/adchoices

You don't need another diet. You need a system that lasts. In this powerful episode of The Exam Room Podcast, host Chuck Carroll sits down with body recomposition expert and Forever Fit author Maxime Sigouin to reveal how you can build muscle, burn fat, and stay strong for life — at any age. Whether you're 40, 60, or even 80+, your body is still capable of transformation. In this episode you'll learn: • Why most diets fail long-term • The difference between fat loss and body recomposition • How to reverse diet and avoid rebound weight gain • Why strength training is essential as we age • The mindset that drives lifelong success • How daily movement burns more calories than gym workouts

Most people think weakness is beaten with motivation. It's not. Weakness is eliminated with standards. After years on Wall Street and building businesses, I learned the hard way that comfort kills more dreams than failure ever will. The people who break through don't feel their way forward. They enforce rules on themselves. In this raw episode, I break down eight brutal truths most people need to hear. Why motivation doesn't kill weakness but standards do. Why your inner circle will either save or sabotage your life. Why confidence comes after action, not before. And why setting goals you never fully reach is one of the most unfair advantages in life. You'll also learn why elite performance requires being a little unhinged, why you get paid to practice not perform, and why winners aren't special, they're obsessed with proving themselves. This isn't theory. It's applied psychology backed by real research and hard lessons. From self-control predicting success more than IQ to social circles shaping outcomes, this episode will change how you think about discipline, standards, and what it actually takes to kill weakness for good. Building real wealth doesn't require a flashy startup — it just takes one boring, cash-flowing business. Join me at Main Street Millionaire Live to get my exact playbook for finding, buying, and scaling a business. Stop wondering how ownership could change your life, and come find out: https://contrarianthinking.biz/MSML_BDYT26 ___________ 00:00:00 Introduction 00:01:45 How to Kill Weakness: Starve It 00:04:32 Your Inner Circle Will Ruin or Save Your Life 00:06:55 Work Ethic Eliminates Fear 00:09:31 Set Goals You Never Reach: The Unfair Unlock 00:11:39 Stop Normalizing Comfort 00:13:43 Elite Requires Unhinged 00:15:58 You Get Paid to Practice, Not Play the Game 00:17:44 Stop Pitying Weakness, Including Your Own 00:21:14 You Don't Need Confidence: Just Keep Trying ___________ MORE FROM BIGDEAL

https://teachhoops.com/ In every locker room, there is a distinct difference between "skill" and "will." While a player cannot control their height or their natural explosive vertical, they have 100% control over the attributes that often determine who stays on the floor during the final four minutes of a game. These "zero-talent" traits—effort, attitude, and preparation—are the ultimate equalizers in high school and youth basketball. When a player commits to being the first one on the floor for a loose ball or the loudest communicator on defense, they aren't just "playing hard"; they are providing a strategic value that often outweighs raw scoring ability. Coaches look for these "culture carriers" because they are the glue that holds a tactical system together when the shots aren't falling. The hallmark of a "high-motor" contributor is their mastery of positional discipline and "the little things." This includes sprinting the floor in transition, setting "head-hunter" screens to free up shooters, and mastering the art of the box-out. These actions don't require a 40-inch vertical or elite ball-handling skills; they require mental toughness and a "team-first" mindset. In the mid-season grind, teams often become "soft" or "lazy" with their fundamentals. A player who consistently executes these non-glamorous tasks becomes indispensable. By being "great at what takes no talent," an athlete can effectively "short-circuit" a more talented opponent by outworking them in the margins of the game. Finally, staying focused and being coachable are two of the most powerful tools a player can possess regardless of their athletic ceiling. Being a "sponge" for information—understanding the scouting report, knowing every teammate's role, and executing the game plan without error—allows a player to play "faster" than their physical speed suggests. This is Basketball IQ in action. When a player is a positive presence on the bench and a tireless worker in practice, they raise the "competitive floor" of the entire program. By focusing on these intangibles, a player ensures they are always "useful" to the coach, proving that while talent might get you in the gym, it is the "zero-talent" traits that keep you on the court and lead to a championship culture. Basketball intangibles, hustle plays, basketball effort, coaching philosophy, team culture, basketball IQ, player development, high school basketball, youth basketball, defensive communication, basketball work ethic, non-skill traits, coachable players, basketball grit, bench energy, basketball fundamentals, rebounding technique, screen setting, basketball mental toughness, coaching tips, basketball success, athletic leadership, player roles, team-first mindset, basketball discipline, coach unplugged, teach hoops, basketball mentorship, game-day impact, basketball heart. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Ottis Elwood Toole claimed to have murdered over one hundred people. While that number remains disputed, what we know for certain is horrifying enough. Six confirmed kills. A partnership with fellow serial killer Henry Lee Lucas that terrorized the American South. And quite possibly the most infamous child murder in American history. Born in Jacksonville, Florida in 1947, Toole emerged from a childhood so brutal it defies comprehension. Sexual abuse by his father starting at age five. A mother who dressed him in girl's clothing and paraded him around as the daughter she wished she'd had. A grandmother who took him on midnight trips to rob graves. Every adult in his life either exploited him or looked the other way.None of that excuses what he became.Toole drifted through the 1970s leaving a trail of suspicion across multiple states. He was a suspect in murders in Nebraska and Colorado before fleeing back to Florida each time. In 1976, he met Henry Lee Lucas at a Jacksonville soup kitchen, and the two formed a killing partnership that would span years and cross state lines.But it was the 1981 murder of six-year-old Adam Walsh that would make Toole's name infamous. Toole confessed to abducting the boy from a Hollywood, Florida Sears store, then recanted, then confessed again. This pattern continued for years while the Hollywood Police Department systematically lost every piece of physical evidence that could have secured a conviction. The bloodstained carpet from his car. The machete. The car itself. All gone.Toole died in prison in 1996 without ever being charged in the Walsh case. It took until 2008 for police to officially name him as Adam's killer. This episode examines how a man with a lengthy criminal history and an IQ of 75 managed to evade justice for so long. We explore the systemic failures that allowed him to keep killing, the victims whose names deserve to be remembered, and the legacy of one father's grief that changed how America searches for missing children. The Jacksonville Cannibal is a story about monsters. But more importantly, it's a story about the cracks in our system that allow monsters to thrive.

Can't wait for the Super Bowl featuring literally the 2 worst starting QBs ever! Only 2 possible outcomes for this Super Bowl - Seahawks BLOW OUT the Pats, or a nail-biter, but no chance the Pats win in a blowout. Jets fans living inside of Pats fans heads right now! Any idea which animals have a higher IQ than humans? And why the 76ers season officially ended last night! Plus, is Shedeur Sanders the worst QB this CENTURY? All that, and more, on today's episode of The Craig Carton Show!  Learn more about your ad choices. Visit megaphone.fm/adchoices

https://teachhoops.com/ Dealing with a selfish player is one of the most delicate balancing acts in coaching because the behavior is often rooted in a desire for validation or a misunderstanding of their role. A "me-first" attitude can act as a virus, quickly infecting the locker room and eroding the trust necessary for a high-functioning defense or a fluid motion offense. The first step is to address the behavior privately and directly. Instead of attacking the player's character, focus on the "mathematics of the game." Show them through film how an extra pass or a hard screen creates a higher-percentage shot for the team—and often leads to a better look for them later. By reframing "unselfishness" as a strategic advantage rather than a sacrifice, you can begin to shift their perspective. To fundamentally change a selfish player's habits, you must incentivize the "unselfish" acts within your practice structure. If your drills only reward scoring, you are inadvertently encouraging selfish play. Start tracking "hockey assists," "great screens," and "defensive rotations" with the same intensity you track points. Use a "Point System" during scrimmages where a basket made off an assist is worth three points, while an unassisted basket is only worth one. When you publicly celebrate the "culture carriers" who do the dirty work, you create a social cost for selfishness. A player who realizes they will lose playing time or status for "ball-stopping" will eventually adapt to the program's standards or identify themselves as a poor fit for the team's long-term goals. Finally, mid-season January is the time to leverage your team leaders to handle the social dynamics of the locker room. Sometimes, a message carries more weight when it comes from a peer rather than the head coach. Encourage your "culture carriers" to hold the selfish player accountable in real-time—whether it's a teammate asking for the ball in the post or a veteran pointing out a missed defensive assignment. If the behavior persists despite these interventions, you must be prepared to make the "hard" coaching decision for the sake of the program's integrity. No individual talent is worth the destruction of your team's soul. By prioritizing the "Power of the Unit" over individual accolades, you ensure that your program remains a place where everyone belongs and everyone contributes to the championship mission. Selfish basketball player, team chemistry, coaching leadership, basketball culture, player management, high school basketball, youth basketball, basketball coaching tips, team unity, locker room dynamics, basketball IQ, coach-player relationships, basketball drills, basketball motivation, coaching philosophy, unselfish play, basketball strategy, player roles, team-first mindset, basketball discipline, coach unplugged, teach hoops, basketball success, athletic leadership, character development, coaching accountability, managing egos, basketball teamwork, game-day impact. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Are our kids actually becoming less capable thinkers, and if so, why does that matter? In this episode of Facing the Dark, Wayne Stender and Dr. Kathy Koch explore growing concerns about children's cognitive development, drawing on research from cognitive neuroscientist Dr. Jared Cooney Horvath. Together, they examine how increased screen use, especially in classrooms, may be reshaping how kids reason and learn. But this conversation goes deeper than test scores or IQ. Dr. Kathy reframes intellect as a muscle, one that fuels discernment, freedom, creativity, and wise decision making. They discuss why intelligence must be understood locally and relationally, not just nationally or digitally, and how parents can nurture thinking hearts by inviting kids into conversation, problem solving, boredom, and responsibility. Grounded in Solomon's prayer for a discerning heart, this episode reminds parents that raising intellectually capable kids isn't about academic pressure; it's about forming wise, free people who can love God with their minds and live faithfully in the world they're called to serve.    

https://teachhoops.com/ A program's purpose is its "North Star"—the fundamental reason why the team exists beyond the pursuit of a win-loss record. While winning is a result, purpose is the fuel that drives daily effort, especially during the grueling mid-season stretch. When a coach clearly defines the purpose—such as "developing leaders" or "building resilient young men"—it provides a framework for every decision made in the gym. This clarity allows players to see themselves as part of something larger than their individual stats, fostering a deep sense of commitment that sustains the group through adversity and creates a lasting legacy within the community. While purpose is the "Why," goals are the strategic milestones that mark your progress toward that vision. Effective goal-setting must distinguish between "Outcome Goals" (winning a conference title) and "Process Goals" (averaging 15 assists per game or winning 70% of 50/50 balls). In the locker room, these goals should be visible, measurable, and collaborative. By involving your players in the goal-setting process, you increase their autonomy and buy-in. When the team hits a process goal, it provides a psychological "win" that builds momentum, proving that the daily grind of practice is directly contributing to their long-term aspirations. Finally, the alignment of purpose and goals is what prevents a program from drifting during the "January lull." In this phase of the season, it is essential to revisit your core objectives to ensure the team hasn't lost sight of the big picture. Use film sessions and individual check-ins to reinforce how specific behaviors—like defensive communication or bench energy—align with the program's ultimate purpose. By utilizing member calls and coaching mentors to audit your standards, you can ensure that your goals remain challenging yet achievable. When a team is unified by a clear purpose and driven by attainable goals, they develop a competitive edge that makes them nearly impossible to break in the fourth quarter. Basketball culture, program purpose, goal setting for athletes, basketball leadership, team standards, coaching philosophy, process goals, basketball IQ, high school basketball, youth basketball, basketball coaching tips, team motivation, mid-season grind, basketball strategy, player buy-in, basketball success, athletic leadership, character development, coaching excellence, locker room culture, basketball goals, championship mindset, coach development, teach hoops, basketball community, program building, team identity, sports psychology, coaching accountability, athletic director. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Jason Khalipa has been on the podcast many times to discuss the business of fitness, and while that is still an active part of his day-to-day over his various income streams, he now has a new priority that doesn't prioritize the P&L - Train Hard Men's Club.If you're interested in starting a THMC, use this link to learn more and apply. —-------------------------------------------------------------------------------------------------------------I solve problems in your business and make you more money.  Guaranteed. For over a decade I've been working with gym owners (via one-on-one consulting) to help create tailored solutions to solve their business problems, engineer the game plan and empower them to execute the strategy.Stop wishing your business problems are going to magically go away.  Invest in your business and let me solve your problems and optimize your business fast and efficiently. We'll work together daily/weekly, with a monthly call until the problem is solved and then I want you to fire me.  Because this is YOUR business, I'm just here to solve a specific problem and then get out of your way.⁠Learn more about what it's like for us to work together.⁠—-------------------------------------------------------------------------------------------------------------Want to increase your business IQ by 100x for only $50? Get enrolled in Microgym University - the only online business school that teaches you the best practices and business frameworks from some of the most successful brands in our industry and then lets you decide which ones to install in your business.New courses are added every month. ⁠⁠www.microgymuniversity.com⁠⁠ —-------------------------------------------------------------------------------------------------------------Need help leasing or buying a building?I created the Gym Real Estate Company so that gym owners had someone who could go beyond the duties of a typical real estate broker and actually advise them on business aspects as they relate to site selection, market location fit, operational capacity, facility layout, pre-sell marketing, and more.If you're looking for help with your next lease or if you want us to help you along the journey of buying a building -⁠ ⁠⁠⁠head over to www.gymrealestate.co and book a Discovery Call.⁠—--------------------------------------------------------------------------------------------------------------

How do you liberate your leadership capacity for growth?Meet Ian (Morpheus) Hatton!Ian continues to serve leaders globally in over 107 countries. Through his organisation, Totally Morpheus, he provides bespoke and custom leadership development that transforms leaders, teams and organisations.As the best-selling Author of "Totally Morpheus" and now on a mission to liberate your leadership by developing the ‘EGG Based Leadership' Assessment. An International Keynote Speaker who has been in leadership since the 90s, Ian continues to explore new avenues in transforming leaders.On this episode, Ian illustrates the results experienced by leaders who have taken the EGG Based Leadership Assessment. The influx of those who experience heightened levels of self-awareness and why they exude different types of leadership styles is mind-blowing.Listen as Ian shares:- A leader's number 1 job- the 3 states of leadership- tapping into your zone of genius- leadership clients and their assessment results- why helping does not help- Ian's own leadership "come to Jesus moment"- IQ vs EQ and what makes you thrive more- what the EGG Assessment reveals about your leadership - why you are stuck in a rut despite working harder- does taking care of people mean less focus on work?...and so much more!To access the FREE EGG Based Leadership Assessment, click the links below:QR Code for the FREE Assessment: sa0039751513d82b6f8a3819650b7fca2a56efdb93 EGG3 Leadership Assessment: https://www.egg3assessment.com/?sa= sa0039751513d82b6f8a3819650b7fca2a56efdb93 EGG3 Focus Report: https://www.egg3assessment.com/focus-report/?sa= sa0039751513d82b6f8a3819650b7fca2a56efdb93 EBLJ Assessment:https://www.egg3assessment.com/eblj/?sa= sa0039751513d82b6f8a3819650b7fca2a56efdb93 To WIN a EBLJ Lift Kit Worth US$100… · EGG Based Leadership: The Journal for Liberating Leaders (EBLJ) · EBLJ Bonuses · EBLJ Journey: 1 year access to monthly 90-minute EBLJ Workshop with a global community of inspiring conscious leaders — the leadership Tribe you have been looking for. (More details at https://www.egg3assessment.com/eblj/?sa= sa0039751513d82b6f8a3819650b7fca2a56efdb93 ) 1. Complete your EGG3 Leadership Assessment at: https://www.egg3assessment.com/?sa=sa0039751513d82b6f8a3819650b7fca2a56efdb93 2. Go through your results in your EGG3 Instant Report which you receive minutes after submitting. 3. Follow your EGG Liberation Pathway for the next 15 days. 4. When you receive your EGG Liberation Pathway Step 15, reply to the email with your feedback on the experience. ***Remember to mention that you found us on the Speaking and Communicating Podcast with Roberta Ndlela***5. The first email to reach us with feedback, and mentioning this podcast, will receive an invitation to the full EBLJ Lift Kit and join the next workshop. 6. (Optional: The winner will be announced on our social media channels.) 7. And whether you win this or not, you will be winning all the way with these rich resources for liberating your leadership.Listen to the Podcast, subscribe, leave a rating and a review:Apple: https://podcasts.apple.com/us/podcast/take-your-leadership-to-the-next-level-w-ian-hatton-morpheus/id1614151066?i=1000746649662 Spotify:   https://open.spotify.com/episode/1PotLIjWG1NlmPznHm6izi?si=rwUZgHYVQsu9eyy2mGH9yQ YouTube: https://youtu.be/oFvQ2BE3wt4

https://teachhoops.com/ A basketball coaching roadmap is not a straight line; it is a seasonal cycle that demands different versions of your leadership at different times of the year. The journey begins in the Pre-Season (September–October), where the focus is almost entirely on "Culture Casting" and fundamental skill building. This is the "installation phase" where you set the non-negotiables of your program—the terminology, the spacing rules, and the effort standards. During this period, you aren't just teaching a motion offense or a 2-3 zone; you are teaching your players how to practice and how to compete. Success in the roadmap's early stages is measured by how quickly your team adopts a collective identity that is resilient enough to handle the adversity of a long winter. As you transition into the Mid-Season (December–January), the roadmap shifts toward "Tactical Refinement" and game management. This is often the most difficult stretch for coaches because it requires a balance between maintaining high-intensity practices and managing the physical and mental fatigue of a conference schedule. At this stage, your job is to audit your systems: what is working, what needs to be "junked," and where are the personnel gaps? Utilizing film study and analytics becomes your greatest asset here. The mid-season is where you find your "rotation rhythm" and begin to implement specific "special situation" plays that can steal a win in a close game. It is a period of constant adjustment where you "double down" on your team's strengths while subtly masking their weaknesses. The final stage of the roadmap is the Post-Season (February–March), where the focus moves to "Peak Execution" and mental poise. By this point, the heavy lifting of teaching should be done; you are no longer installing new plays, but rather refining the timing of your base actions. This is the phase where scouting reports become hyper-specific and every possession carries the weight of the season. Success in the postseason is determined by your team's "Clarity of Purpose"—do they know exactly what the standard is, and do they trust the person next to them? By following a structured roadmap that transitions from broad concepts to granular execution, you ensure that your program is not just "hoping" for success, but is actively engineered to achieve it when the lights are brightest. Basketball coaching, coaching roadmap, season planning, program building, basketball leadership, high school basketball, youth basketball, coaching philosophy, pre-season preparation, mid-season adjustments, post-season execution, basketball strategy, basketball tactics, team culture, player development, practice planning, basketball IQ, coach development, championship coaching, basketball mentoring, game management, scouting reports, defensive systems, offensive sets, basketball excellence, coach unplugged, teach hoops, basketball success, athletic leadership, basketball training. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Viewpoint This Sunday with Malcolm Out Loud – Trump in Davos sets the global agenda in the quest for Greenland. The Golden Dome vs Reagan's Star Wars system… The US decision to withdraw from the WHO rattled the health world. Iran at the brink as the US sends military power to the Middle East! Major Fred Galvin, LTC Sargis Sangari, and IQ al-Rassooli take on a world of...

https://teachhoops.com/ Teaching shot selection is one of the most challenging aspects of coaching because it requires a player to balance individual confidence with collective offensive efficiency. A "good shot" isn't just about the distance from the hoop; it's about the context of the game, the time on the shot clock, and the specific skill set of the player taking it. To improve your team's decision-making, you must first establish a "Green, Yellow, Red" light system that clearly defines which shots are acceptable for each individual athlete. By creating these boundaries, you remove the ambiguity that often leads to hesitation or "heat-check" heaves, ensuring that every possession results in a high-percentage look that fits your team's identity. Effective shot selection instruction must transition from the whiteboard to "Games-Based" drills where players are rewarded for making the right read under pressure. Instead of just charting makes and misses during practice, start charting "Shot Quality." If a player takes a contested, off-balance jumper with 20 seconds on the shot clock, it should be marked as a "loss" even if the ball goes in. Conversely, an open, rhythm three-pointer from a designated shooter should be celebrated as a "win" regardless of the outcome. This shift in focus teaches players to value "the process" over the result, building a mental framework where they understand that great teams don't just take the first shot available—they work to find the best shot available. Finally, January and February are the critical months to use film study to reinforce these lessons. Sitting down with a player to watch a montage of their shots allows them to see the floor from a coach's perspective, noticing the open teammate they missed or the defender they failed to read. Use these sessions to discuss "Time and Score" management—the difference between a shot you take when you're up ten versus a shot you take when you're down two. When players understand the why behind shot selection, they develop a higher Basketball IQ and a sense of accountability to their teammates. This level of maturity is what allows a program to thrive in the postseason, where one disciplined decision often determines the difference between a win and a loss. Basketball shot selection, coaching basketball, offensive efficiency, basketball IQ, player development, high school basketball, youth basketball, basketball shooting drills, shooting percentage, basketball decision making, coach development, team culture, basketball strategy, basketball tactics, basketball film study, shooting mechanics, basketball offense, basketball coaching tips, game management, basketball skills, shot quality, basketball practice, mental toughness, offensive spacing, coach unplugged, teach hoops, basketball success, shooting zones, basketball mentorship, basketball scoring. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

Stefan Molyneux looks at several problems in society during 2026, such as income redistribution and the shortcomings of welfare programs. He talks with callers about how IQ might connect to certain behaviors in groups, points out the party-focused side of college life, and covers the stresses that come with being a parent. The discussion shifts to capitalism, race, and the need for people to take charge of their own lives, before he encourages folks to think about what their communities stand for and how to get more involved.GET FREEDOMAIN MERCH! https://shop.freedomain.com/SUBSCRIBE TO ME ON X! https://x.com/StefanMolyneuxFollow me on Youtube! https://www.youtube.com/@freedomain1GET MY NEW BOOK 'PEACEFUL PARENTING', THE INTERACTIVE PEACEFUL PARENTING AI, AND THE FULL AUDIOBOOK!https://peacefulparenting.com/Join the PREMIUM philosophy community on the web for free!Subscribers get 12 HOURS on the "Truth About the French Revolution," multiple interactive multi-lingual philosophy AIs trained on thousands of hours of my material - as well as AIs for Real-Time Relationships, Bitcoin, Peaceful Parenting, and Call-In Shows!You also receive private livestreams, HUNDREDS of exclusive premium shows, early release podcasts, the 22 Part History of Philosophers series and much more!See you soon!https://freedomain.locals.com/support/promo/UPB2025

Emma and Isabel begin with Amanda & Kyle officially announcing their split before discussing the RHOP ladies in Aspen (17:50), part 2 of the RHOSLC reunion (37:30), and the continued Salley/Craig/Austen drama on Southern Charm (52:15). ShopMy: https://shopmy.us/shop/commentsbycelebs Get 15% off your first order plus free shipping at BollAndBranch.com/comments with code commentsSKIMS.com - after you place your order, be sure to let them know we sent you! Select "podcast" in the survey and be sure to select our show in the dropdown menu that followsCowboycolostrum.com/CBC and use code CBC at checkout for up to 25% off your entire order IQBAR - text CBC to 64000 to get 20% off all IQ products plus free shipping See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Could have done an RFG today since we covered a Frank Turek clip and made some comments about Kevin Thompson and Ephesians 1:4 (might play the whole clip next week), but we also had to talk about how you need an IQ above 130, and a very high testosterone level, to understand how smashingly brilliant Joel Webbon and his crew actually is. We also addressed some Dan McClellan nonsense as well. Last in-studio program until we are on the road next week!

We're reliving the glory days. Buckle up as we transport back to an era defining year.ShopMy: https://go.shopmy.us/p-38646530Drake/Rihanna ‘Work':https://youtu.be/HL1UzIK-flA?si=JfwterCMM-Zz23Zshttps://youtu.be/SQWqksdE4gw?si=wSx3MTkje0811A1Chttps://www.tiktok.com/t/ZP8fum51Lip Sync Battle: https://youtu.be/LdfMKnJ1y2o?si=hLjbvAiphWSbrgNURob and Chyna clip: https://youtu.be/hQyHw8KQHLI?si=pg3_r3TXsDgIRnS2Jlo/Drake: https://www.eonline.com/news/818352/jennifer-lopez-and-drake-fuel-romance-rumors-on-instagramJustin Bieber: https://www.teenvogue.com/story/selena-gomez-justin-bieber-instagram-sofia-richiehttps://www.instagram.com/p/BAGLktogvj2/?igsh=Nmh5Z2tzdGhjczRthttps://www.eonline.com/news/769124/what-s-really-going-on-between-drake-and-hailey-baldwin-here-s-the-scoopCodes: Get 15% off your first order plus free shipping at BollAndBranch.com/comments with code commentsSKIMS.com - after you place your order, be sure to let them know we sent you! Select "podcast" in the survey and be sure to select our show in the dropdown menu that followsCowboycolostrum.com/CBC and use code CBC at checkout for up to 25% off your entire order IQBAR - text CBC to 64000 to get 20% off all IQ products plus free shipping See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We process the Brooklyn Beckham insta stories heard round the world. ShopMy: https://shopmy.us/shop/commentsbycelebsCodes: Get 15% off your first order plus free shipping at BollAndBranch.com/comments with code commentsSKIMS.com - after you place your order, be sure to let them know we sent you! Select "podcast" in the survey and be sure to select our show in the dropdown menu that followsCowboycolostrum.com/CBC and use code CBC at checkout for up to 25% off your entire order IQBAR - text CBC to 64000 to get 20% off all IQ products plus free shipping See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.