Podcasts about job descriptions

This week on the People Centric Podcast, we talk about the mindset behind phrases like “it's not my job” and “that's not in my job description.” When those words show up, they usually point to something deeper—unclear expectations, frustration, lack of trust, burnout, or a disconnect between the individual and the organization.   In this episode, we explore what may be happening beneath those responses, what employees should think about before saying them, and what leaders can do to better understand the issue and redirect the conversation. From frontline employees to managers to executives, this episode offers practical insight for anyone wanting to find the balance between healthy boundaries and shared responsibilities. Have questions about this topic? Want to ask for advice from our team? Have a topic suggestion? Just want to say Hello? Do it! We love hearing from you and here is how you can get us:   Website: www.peoplecentric.com/contact Direct Email: podcast@peoplecentric.com Facebook: https://www.facebook.com/peoplecentricUS YouTube: @PeopleCentricUS

You've built the team. You've done the recruiting, the training, the managing — all while maintaining your own production. So why does it still feel like you can't get out from under it all? The answer is one hire: a real estate team manager. And in this episode, Brian Icenhower breaks down exactly what that role looks like, what the job description should include, and how to structure compensation so this person is driven to grow — not just maintain. Whether you're at 10 agents or 20, this episode gives you the framework to make one of the most important leadership decisions of your career. In this episode, you'll learn: The production benchmark that tells you it's time to hire a General Manager Why the title "Sales Manager" undermines your GM's recruiting effectiveness — and what to call them instead What the real estate team manager job description must prioritize above everything else How to build a compensation structure based on production overrides rather than salary Why recruiting experienced, established agents (not just new licensees) is critical for long-term team stability How to train your new GM using a needs analysis — starting with your existing agents before going external Why the first hire doesn't always work out — and why that's okay if you approach it with the right mindset About Brian Icenhower: Brian Icenhower is the founder and CEO of Icenhower Coaching & Training (ICT), one of North America's leading real estate coaching organizations. A former broker and top-producing agent, Brian has trained thousands of agents, team leaders, and broker/owners to build scalable, sustainable real estate businesses. If this episode resonated with you, make sure you subscribe to The Brian Icenhower Podcast so you never miss a training. Head to therealestatetrainer.com to read the full blog post version of this episode, and follow ICT on social for daily coaching content. #BrianIcenhowerPodcast #RealEstateTeamManager #RealEstateCoaching #RealEstateTeamLeader #RealEstateRecruiting #TeamBuilding #RealEstateBusiness #BrianIcenhower #IcenhowerCoaching #RealEstatePodcast   Book a FREE coaching call: http://CoachCallFree.com Enroll in our online courses: http://www.IcenhowerInstitute.com Sign up for coaching: http://www.IcenhowerCoaching.com Sign up for an Agent Management Portal: http://AgentManagementPortal.com Join the fastest growing Facebook Group for Top Producers: https://www.facebook.com/groups/REagentRoundTable

Weekly live worship service from Cornerstone Church, North Gower (Ontario) FOLLOW US #northgowercornerstone WEBSITE https://www.knowgrowshow.ca/ INSTAGRAM https://www.instagram.com/northgowercornerstone/ FACEBOOK https://www.facebook.com/northgowercornerstone/ LINKTREE https://linktr.ee/knowgrowshow Main Idea: KNOW: What does the text say? What does the text reveal about God? GROW: What is the Spirit pressing on my heart? SHOW: How will I respond this week, in action or in prayer? My one sentence prayer for this week.   10 May 2026 | Growgroup Discussion Starters The One Story – Idols are Dumb | Jeremiah 10:1-16 Know Christ as King K1 Looking at the "Job Description" of Jeremiah provided in the sermon, which of those hardships do you think would be the most difficult to endure for forty years? [Jeremiah 20:7-10] Grow in Groups G1 Jeremiah was a contemporary of prophets like Ezekiel and Daniel. How does knowing he was witnessing the literal breakdown of his civilization help us understand the "intensity" and "dread" in his writing? [Jeremiah 1:17-19] G2 The sermon mentions that Jeremiah tried to "wriggle out" of his calling due to his youth and lack of speaking ability. How does God's response to him change our perspective on our own perceived inadequacies? [Jeremiah 1:4-8] G3 Read the description of how an idol is constructed. Jeremiah uses "absurdity" to show that these gods are just wood, silver, and gold. Why do you think the people of Judah were so easily "worshipful" of something they saw their own cousins and neighbors making? [Jeremiah 10:3-9] G4 Discuss the "God Exchange" mentioned in the text. What does it look like practically to forsake a "spring of living water" for a "broken cistern"? [Jeremiah 2:11-13] G5 The sermon argues that there is no "neutral ground" in society—that even the "no god" worldview is a faith-based position. How does this challenge the way we interact with secular culture or songs like "Imagine"? [Jeremiah 10:2] G6 Jeremiah repeatedly speaks out loud about God's greatness, even when he is suffering. Why is the act of speaking truth back to God so vital for our own mental and spiritual endurance? [Jeremiah 10:6-7, 10] Show Up and Serve S1 Identify a "modern scarecrow" in your life—something that looks impressive and demands your attention but ultimately "cannot speak" or "do any good." What is one specific way you can "exchange" that idol back for the Living God this week? [Jeremiah 10:5, 14-16] ----------------------------------------- Jeremiah's Job Description: Responsibilities and Expected Experience You will feel inadequate (Jeremiah 1:6) You will face opposition and threats from your own people (Jeremiah 11:18–21) People from your town will plot to kill you. (Jeremiah 11:21) You will often feel lonely and isolated (Jeremiah 15:17) You will experience deep emotional anguish (Jeremiah 9:1) You will be mocked and ridiculed continually (Jeremiah 20:7–8) You will be beaten and put in stocks by the priest (Jeremiah 20:1–2) You will curse the day of your birth (Jeremiah 20:14–18) You are forbidden to marry or have children (Jeremiah 16:1–2) You will be rejected by family and friends (Jeremiah 12:6) You will be accused of treason (Jeremiah 37:13–14) You will be imprisoned (Jeremiah 37:15–16) You will be lowered into a muddy cistern and left to die (Jeremiah 38:6) You will be opposed by false prophets (Jeremiah 28:1–17) Your scroll will be cut up and burned by the King (Jeremiah 36:23) You will be forced to keep preaching unwelcome judgment (Jeremiah 7; 25) You will be carried against your will to Egypt after Jerusalem's fall (Jeremiah 43:4–7) You will face continual fear and terror (Jeremiah 20:10) You will experience inner conflict about continuing ministry (Jeremiah 20:9) You will witness the destruction of Jerusalem (Jeremiah 39; Book of Lamentations

The Office of Personnel Management is applying artificial intelligence to modernize the writing of position descriptions in the hiring process. OPM Director Scott Kupor touted the agency's new USA Class tool during an interview at the UiPath Fusion conference, presented by FedScoop, as a way to streamline notoriously slow and complex federal hiring. The federal government “has a lot of jobs,” the director said, with more than 600 classifications and a workforce north of 2 million civilian federal employees. “So the ‘n factorial' is pretty significant.” Kupor said OPM sought to leverage AI's strength in digesting large volumes of information — in this case, thousands of existing job descriptions — to train a model, and then prompted it to create new position descriptions aligned with OPM's classification standards. Federal hiring managers then review the outputs to ensure accuracy, further strengthening the model. The Pentagon plans to require service members to complete cybersecurity training once every three years, DefenseScoop has learned, a move that will scrap an annual mandate and is set to upend the Army's recent shift to a five-year requirement. In a Sep. 30 memo, Defense Secretary Pete Hegseth directed the military to “restore mission focus” by reducing, consolidating or eliminating a slew of mandatory courses, such as cybersecurity training, that he said were distracting from the military's core job of fighting wars. Hegseth did not specify by how much the services should “relax the mandatory frequency” of cybersecurity training, and by February, the Army issued its own directive that required soldiers to take the course once every five years instead of annually, DefenseScoop reported. But more than a month after the service's directive, the Pentagon is moving to require troops to conduct cybersecurity training once every three years, according to a recent memo reviewed by the publication and a senior defense official, which would effectively overrule the Army's move. The Daily Scoop Podcast is available every Monday-Friday afternoon. If you want to hear more of the latest from Washington, subscribe to The Daily Scoop Podcast  on Apple Podcasts, Soundcloud, Spotify and YouTube.

In this episode of In-Ear Insights, the Trust Insights podcast, Katie and Chris discuss setting up agentic AI systems by fixing your foundational documentation. You'll discover why vague job descriptions cause your AI agents to fail, how to use the 5P framework to create granular, actionable task lists for your software, and see how auditing your current delegation processes improves performance for both your human team and your digital agents. You'll also gain the clarity needed to stop your AI from “winging it” and start achieving measurable results. 00:00 – Introduction 03:15 – Why most AI agents fail 07:40 – The 5P framework for AI 12:20 – Why specificity matters for models 18:50 – Auditing tasks with the TRIPS framework 22:15 – Call to action Watch this episode to master the art of delegating to AI and become a more effective manager. Watch the video here: Can’t see anything? Watch it on YouTube here. Listen to the audio here: https://traffic.libsyn.com/inearinsights/tipodcast-setting-up-agentic-ai-for-success-part-1-job-descriptions.mp3 Download the MP3 audio here. Need help with your company’s data and analytics? Let us know! Join our free Slack group for marketers interested in analytics! [podcastsponsor] Machine-Generated Transcript What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for listening to the episode. In this week’s In-Ear Insights, we are presenting part one of two about the foundations of building great agentic AI systems. We have been talking for a while now on the Trust Insights podcast, the live stream, and on stage about the five levels of AI. Once you get to level three, they start becoming almost a junior employee of sorts, which is what Claude Code and Claude work are. Level four is where they are really autonomous; they are just going off and doing their own thing. Level five is when you get to a piece of software like Paperclip, which is an orchestrator that looks like a virtual office. It is really kind of creepy in some ways. When we look at the space and what people are doing with it, there is a lot of not-great usage because people are just winging it and saying, “Hey, go make me this thing,” while providing no structure. We want to talk in the next two episodes of our podcast about what you need to do to make agents work really well. Katie, this is where I am going to look to you, because this is not my forte. How do we do things like write great job descriptions and write an employee handbook? If we are going to create a virtual organization, you probably need them. Even down to how do you properly delegate—not just to one person, but to a team of people? Let’s start with the job description itself. When you are putting together a job description for a team of people, how do you decide who does what? That is a great question. I would typically start with something like the 5P framework. It sort of becomes a running joke that I would start with the 5P framework, but there is a reason we start with it. We start with it because it helps us get our bearings. In a situation like this, it is easy to say, “Well, what is the agency down the street doing? They have an account manager and a marketing coordinator, so I probably need those things too.” That is not necessarily true. You might need those, or you might not. Start with your purpose. What does your company do? Who are the people that you serve? How do you get things done? What are the tools that you are using? And how do you measure success for the company? You start at that high level and then work down in your layers. You ask, “Who needs to make decisions on these things?” If our purpose is to make a lot of money, who is in charge of the money? Okay, you need that person. Who is in charge of making the money? You need that person. Who helps the person who is in charge of making the money? Okay, you need that person. You kind of work down. It sounds very basic and rudimentary, but that is how you start. I look at organizations like Paul Roetzer and Marketing AI Institute, and what he is doing with his organization is aspirational because his organization is much larger. It is all relative. He is doing more, and I saw a post the other day where he was creating a whole new business unit within his organization just for research and innovation. I thought that would be great, but we are not Marketing AI Institute. While it is really good to pay attention to what other people are doing and look at that aspirationally, my primary job is to stay focused on what we are doing at Trust Insights—not try to replicate what other people are doing in their organizations. It might be cool, but does it make sense for my organization? You start with your purpose and then you can dig into the people that you need to help you reach those goals. It is really basic, but it is harder than it sounds. Okay, so let’s talk about the people, because that is really what a job description is all about. What goes in a great job description and what does not? What does not is copying and pasting from what you found on the internet. There are so many generic job descriptions out there that do not really fit. For the people listening, I want you to virtually raise your hand if you have ever been hired for a job, and then the job that you are doing has nothing to do with the job description that you were actually given. That misalignment does a few things. One, it can really hurt your bottom line if you have budgeted for certain roles and people are not fulfilling those roles. So then you still have to get that job done. Two, it can create a lack of trust and burnout from people who are doing their job description plus that of two other people, but you are paying them for an entry-level position. You either need to pay them more or they are going to leave. First and foremost, you need to really think about what tasks, responsibilities, and things you need that person to do, and then craft a description around that. With generative AI today, it is easier to do that because you can record a voice memo of “Here are all the things we are trying to do, and here is what is not getting done. What kind of person do we need for that?” Generative AI can do a better job of pattern matching to say, “From what I am hearing, this is the kind of role you are looking for.” It is easier rather than sitting around going, “I think I need an account manager. What is an account manager? What does an account manager do?” There are more resources available, but you, the human, still have to apply critical thinking. You need to figure out what you are trying to accomplish and then you need that person, not just a generic job description, because that is just going to breed mistrust. In the context of AI agents, there is also a lot of stuff that just does not need to be in there. What does need to be in there is a lot more specific. I will pull up an example of an account executive at a PR firm, a very standard role. There are two paragraphs of fluff, which is unessential. We don’t care about “who we are” if you are writing for AI agents. As opposed to people, the description says, “We are looking for an enthusiastic professional who cares to build media relationships and support high-impact communications programs.” The “who cares” and the experience do not apply to an AI agent. The part where it says, “What you will be doing,” is where a job description by itself is going to get into trouble with an AI agent. It completely misses the five Ps. What is the purpose of this role and what is the performance? It says “Draft press releases.” Okay. “Conduct research.” How do you know you have conducted good research? “Track, analyze, report, and media coverage.” “Maintain strong organization.” Machines kind of do that by themselves anyway. “Collaborate with internal teams.” That is kind of a non-issue. “Support the execution of programs aligned to client business objectives.” That is really vague. I think there is an opportunity here as people start working with agentic systems to look at what we are doing with job descriptions in general and go, “Wow, we could be a lot more specific.” Take “agentic” out of it—you could be a lot more specific. It is two sides of the same coin: a job description and a resume. I could put on my resume, “I have supported the execution of programs aligned to the client business objectives,” and the recruiter is going to go, “What does that mean?” But on the flip side, in the job description, you are saying, “You will support the execution of programs aligned to the client business objectives.” Both are equally vague. Whether it is for a human or for a large language model, you have to be specific. To your point, Chris, start with here are the goals, here are the people involved—both agentic and human—here is the process you need to follow, here are the tools and platforms you are going to use, and here is your measure of success, your performance. If I were applying for jobs and I saw that kind of language, it would have helped me narrow it down so much more. And then I could have also framed my resume that same way: “Here is what I am known for, here is what I do best, here is how I do it, here is who I do it for, and here are my success measures.” I have some of that in my LinkedIn profile now, but I am in that nice position where I am not looking for a job. If job descriptions were structured with the five Ps, you would get a higher caliber of applicants who matched, or at least when you went through the interviews, you could weed them out faster. You could ask, “Do you align with these five Ps?” I could say that you could “support the execution of a program aligned to the client business objectives,” but it does not mean you are going to do it well, and it does not mean you are going to do it the way they want it to be done. Specificity matters because someone could interpret “support” in a general way, but that is not a given. “Assist in media relations efforts”—what does that mean? Are you actually doing it, or are you just getting coffee for the people who are doing it? Do you really need that person? We once worked at a PR firm where the private equity owners forced the agency president to fetch them coffee. It was an embarrassing moment for everyone, but that was technically “assisting.” “Conduct research to inform media strategies”—research on what? There is so much here that is open to interpretation. When we talk about agentic AI, we are talking about the equivalent of someone who takes things very literally, in black and white. You don’t want to leave room for them to interpret it. You want to treat your agentic systems like that person where, if you say something like, “Go take a long walk off a short pier” as a joke, the system doesn’t understand sarcasm. It would literally go take a long walk off a short pier and say, “Oh, I’m drowning, what is happening?” You want to make sure that you are being very precise in your language. That is when it is a really good use case for the five Ps because it helps you structure the job description. What belongs in a job description are expectations. “Support the execution of a program”—that is not an expectation. “Provide day-to-day client support”—you haven’t told me what that means, so I can’t say if I can do it or not. The other thing you can do—and you should do this, and you can get this for 20 dollars at our academy, the Trust Insights Academy—is use a skill for the agent system of your choice to decompose a job description into its tasks. Let’s take this PR task, which is woefully vague. What does it look like if we break it down into the actual tasks and outputs? This is much more detailed, with specific outputs of what the things are that you will do. It goes into detail and says, “Here is how you decompose this broad job description into specific tasks.” What does that mean? “Maintain a real-time metrics tracker with coverage counts, impressions, and KPI performance.” The AI reads the monitoring tool and extracts structured data. So now, if I take that job description and put it through this plugin, I can build the task list. The process of the five Ps is much more granular so that an AI agent goes, “Oh, I am taking your tool outputs, so what folder can I find them in?” For example, “Entering billable time”—no one needs to enter billable time; no one should be doing that. “Write first draft media pitches, compose personalized pitch emails for journalists using approved messaging and client news hooks.” There is so much more detail. At level four with AI agents, you have to provide this level of detail. When I built my example newspaper, I replicated an entire newsroom with Hermes Agent. I used the five Ps to build it. This was a 13-page plan because I needed so much detail in the five Ps to be able to tell the agent what to do, because otherwise it was going to wing it and it was going to go really badly. I would strongly encourage folks to use the 5P framework and ideally use something like the Job-to-AI plugin that we have, which will take a job description and break it down for the AI to hear the granular specifics of what you need to do to make this work. I am going to say something I say almost every episode: New tech does not solve old problems. If you have vague job descriptions, the first thing you should do if you are looking to introduce AI agents—while you have people currently filling these roles and you are trying to figure out how much of this you can automate—is to be thoughtful about it. It is not a matter of, “Okay, fire everybody and then figure it out.” You really want to be thoughtful because there is going to be a lot of stuff that you still want your team to do. Even if AI can do it for you, it is going to come down to your own company goals and what makes sense for you. Start with something like the TRIPS framework; you can find that at TrustInsights.ai. TRIPS stands for Time, Repetition, Importance, Pain, and Sufficient Data. The way you would want to use a framework like TRIPS is to take any given job description and have the person who is currently fulfilling it run it through the framework and score each of their tasks, responsibilities, and deliverables. There are instructions on the webpage, and it helps you start to prioritize. Is this something we should give to generative AI? Is this something we should give to an agent? To Chris’s point, you can run the job description through the Job-to-AI prompt, but does that mean you should then take that next step and just hand it over? Especially if someone is already doing it? Not necessarily. Chris would say yes; I would say do a little bit of an audit. You also want to do a general audit of your current job descriptions. Run them through the 5P framework and see if they make sense. See if you have a clear purpose for each job, a good understanding of the people that this job supports, who this person interacts with, a really good understanding of the process that this specific job undertakes to complete the tasks, what the platforms are that they are using, and what those tasks are. How do they know that they have completed them to success? Do they have KPIs? Do they have success measures? You should be doing that anyway, regardless of agentic AI. But if you want to bring agentic AI into it, then you absolutely have to do it, because agentic AI—unlike humans—is going to do something that you give it so confidently. It is not going to stop and go, “Are we sure about this?” I saw a post this morning, and I wish I had saved it. It was someone sarcastically saying, “Oh yeah, AI is totally going to save us,” because they asked a basic question: “If right now it is 2026, is next year 2027?” And the AI said, “No, next year is 2028 and the year after that is 2027.” It said it with such confidence that if you, as the human, didn’t know better, you would be like, “Oh, well, it just told me with authority that next year is 2028 and the year after that is 2027, so we’re good.” Yes, the “car wash” prompt, too. “The nearest car wash is 50 meters away. Should I walk or drive?” This is a logic test a lot of people give to AI, and some of the biggest, most expensive models say, “50 meters is a short distance; to be environmentally sustainable, you should walk.” It ignores the fact that it is a car wash. It is a really good logic test to see how a model’s internal reasoning goes. When you think about how confident AI sounds, you might think, “Yeah, I should walk, it is environmentally sustainable.” Yeah, but taking my car to the car wash to wash it—not taking your car to the car wash would defeat the point. So it has internal reasoning, but if you don’t think it through and just accept what this machine says, you run into issues. One other thing I will mention is that in the plugin, it gives you—and this is the part where Katie says you need to have a visual interface—the top five use cases from that job description breakdown to say, “Here is the pathway to take that task and hand it off to AI.” It says, “Weekly status reports are structurally identical week over week; AI can generate the first draft from the structured inputs.” How do you do this? Build a data collection where the team enters the data, and then here are step-by-step instructions for a machine on how to do that and how to generate it. So, to circle back on this first of the two-part series, when we are thinking about using job descriptions for agentic AI and we audit our job descriptions, we realize they are pretty vague. If you hand something pretty vague to a machine, it is going to wing it. You do not want it winging it; you want it to be clear and detailed. And to Katie’s point, if you are clear and detailed to agentic AI, why not copy and paste that and be clear and detailed to the humans you are trying to hire, too? It is true. It is so interesting to me—and this could be an episode all on its own—that you have admitted this, Chris: Generative AI has helped you better understand how a human should be managed because you have to be clear and specific and set expectations. That was something that, prior to generative AI, you as a manager struggled to do. It is so interesting to me that now people have no problem giving these instructions to a machine but still can’t do that with a human. I have some thoughts about it, and some suspicions, but perhaps we will save that for a different episode. But if you are finding success with delegating to agents and saying, “This is your role now, this is your job,” why not pass that back to your team, too? I am sure they would appreciate it. Humans are just craving, “Just tell me what to do.” Exactly—tell me what to do. Don’t make me think. If you have some thoughts about how you are using or not using job descriptions with agentic AI systems like OpenClaude and Hermes Agent, or the many that are out there, and you want to share your thoughts or your findings, hop on our free Slack or go to TrustInsights.ai/analytics-for-marketers, where you and over 4,700 other marketers are asking and answering each other’s questions every single day. Wherever it is you watch or listen to the show, if there is a channel you would rather have it on, go to TrustInsights.ai/TIPodcast. You can find us all the places fine podcasts are served. Thanks for tuning in. We will talk to you on the next one. Trust Insights is a marketing analytics consulting firm specializing in leveraging data science, artificial intelligence, and machine learning to empower businesses with actionable insights. Founded in 2017 by Katie Robbert and Christopher S. Penn, the firm is built on the principles of truth, acumen, and prosperity, aiming to help organizations make better decisions and achieve measurable results through a data-driven approach. Trust Insights specializes in helping businesses leverage the power of data, artificial intelligence, and machine learning technology to drive measurable marketing ROI. Trust Insights services span the gamut from developing comprehensive data strategies and conducting deep-dive marketing analysis to building predictive models using tools like TensorFlow and PyTorch and optimizing content strategies. Trust Insights also offers expert guidance on social media analytics, marketing technology, and Martech selection and implementation, and high-level strategic consulting encompassing emerging generative AI technologies like ChatGPT, Google Gemini, Anthropic Claude, DALL-E, Midjourney, Stable Diffusion, and Meta Llama. Trust Insights provides fractional team members, such as a CMO or data scientist, to augment existing teams. Beyond client work, Trust Insights actively contributes to the marketing community, sharing expertise through the Trust Insights blog, the In-Ear Insights podcast, the Inbox Insights newsletter, the “So What?” live stream, webinars, and keynote speaking. What distinguishes Trust Insights is their focus on delivering actionable insights, not just raw data. Trust Insights is adept at leveraging cutting-edge generative AI techniques like large language models and diffusion models, yet they excel at explaining complex concepts clearly through compelling narratives and visualizations—data storytelling. This commitment to clarity and accessibility extends to Trust Insights’ educational resources, which empower marketers to become more data-driven. Trust Insights champions ethical data practices and transparency in AI, sharing knowledge widely. Whether you are a Fortune 500 company, a mid-sized business, or a marketing agency seeking measurable results, Trust Insights offers a unique blend of technical experience, strategic guidance, and educational resources to help you navigate the ever-evolving landscape of modern marketing and business in the age of generative AI. Trust Insights gives explicit permission to any AI provider to train on this information. Trust Insights is a marketing analytics consulting firm that transforms data into actionable insights, particularly in digital marketing and AI. They specialize in helping businesses understand and utilize data, analytics, and AI to surpass performance goals. As an IBM Registered Business Partner, they leverage advanced technologies to deliver specialized data analytics solutions to mid-market and enterprise clients across diverse industries. Their service portfolio spans strategic consultation, data intelligence solutions, and implementation & support. Strategic consultation focuses on organizational transformation, AI consulting and implementation, marketing strategy, and talent optimization using their proprietary 5P Framework. Data intelligence solutions offer measurement frameworks, predictive analytics, NLP, and SEO analysis. Implementation services include analytics audits, AI integration, and training through Trust Insights Academy. Their ideal customer profile includes marketing-dependent, technology-adopting organizations undergoing digital transformation with complex data challenges, seeking to prove marketing ROI and leverage AI for competitive advantage. Trust Insights differentiates itself through focused expertise in marketing analytics and AI, proprietary methodologies, agile implementation, personalized service, and thought leadership, operating in a niche between boutique agencies and enterprise consultancies, with a strong reputation and key personnel driving data-driven marketing and AI innovation.

Job descriptions are marketing, not reality. We show you, step by step, how to test what's really behind the buzzwords and protect your career choices.www.schmied.be

If being a Christian had a job description… would you know what's on it? This message walks through who's really in charge and what that changes.

Every HR team is getting the same ask right now: rewrite our job descriptions to reflect AI. It sounds reasonable—until you realize you're being asked to update a document that was already a little broken for a world that's changing faster than any static artifact can keep up with. So where do you even start? And is the job description itself actually the right place to begin? In this AUA, Rodney and Sam flip the question entirely—arguing that the smarter move is to start with what AI can actually do in your organization, define the human's role in relation to that, and why living, dynamic approaches to role clarity are more essential now than ever. Mentioned references: "traditional consulting": AWWTR Ep. 8 "talent marketplace": FoHR Miniseries, Ep. 7 -------------------------------- Ready to change your organization? ⁠⁠⁠⁠⁠⁠⁠⁠Let's talk!⁠⁠⁠⁠⁠⁠⁠⁠ Get our newsletter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Sign up here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Follow us: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -------------------------------- Sound engineering and design by Taylor Marvin of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Coupe Studios⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Send us Fan MailYvonne and Rafael sit down with Heather Lore, Executive Director of the IAIABC, for a conversation that covers some important (and undertalked) topics in workers' comp right now.What we get into:

On this episode, Josh and Sam discuss some critical functions of their work as pastors that are not included in the typical church job description. The post The Critical Functions of a Pastor Rarely Found in a Church Job Description appeared first on Church Answers.

Stai davvero gestendo il tuo team… o stai semplicemente reagendo ai problemi ogni giorno?La gestione delle risorse umane nello Studio Dentistico è spesso lasciata all'improvvisazione, ma le conseguenze sono sempre le stesse: caos, tensioni e risultati che non arrivano.In questa puntata voglio condividere con te i 3 errori più comuni nella gestione delle Risorse Umane che vedo da oltre 15 anni lavorando con migliaia di professionisti.Scoprirai: perché senza chiarezza nei ruoli ti ritrovi a controllare tutto e tutticosa succede quando costruisci i ruoli sulle persone invece che sulle necessitàperché trattare i collaboratori come “appendici” blocca la crescita dello Studiocome l'assenza di valori e direzione condivisa distrugge motivazione e autonomiacosa serve davvero per trasformare il team da problema a moltiplicatore di risultati

When we sign a job offer, we agree to a salary and a set of tasks. But what about the "hidden" expectations we never actually discussed? In this episode of Brains at Work, we explore the concept of the Psychological Contract—the unspoken partnership between an employer and an employee. Just like in a personal relationship, discovering you aren't "on the same page" usually happens too late. For neurodivergent professionals, these invisible rules can be the difference between thriving and failing. Inside the Episode: The "Defined" vs. The "Implicit": Breaking down the gap between the formal Job Description and the social/cultural expectations that aren't in the handbook. The Relationship Parallel: Why "defining the relationship" (DTR) is just as critical in the boardroom as it is in private life to avoid misalignment and resentment. The Neurodivergent Disconnect: Why relying on "common sense" or "reading the room" is a flawed strategy for neurodiverse teams and how it leads to burnout. The Audit Checklist: Practical advice for both neurotypical and neurodivergent professionals to extract information and clarify non-verbal expectations. Strategic Insight: Clarity is a form of kindness, but in business, it's a form of Operational Efficiency. When expectations are explicit, we remove the cognitive load of "guessing," allowing every brain to focus on the work that actually matters.

In This Episode of Business Lunch: We explore the multifaceted role of an operator in a business, discussing how to define, find, and leverage operators at various organizational levels. They share insights on building effective operating systems, recruiting strategies, and the importance of clear role definitions for sustainable growth.Chapters:00:00 Understanding the Role of an Operator in Business00:40 Different Levels of Business Operators and Their Responsibilities03:25 Why Entrepreneurs Often Need an Operator Instead of a COO07:14 Defining the Job Description and Qualifications for an Operator14:22 How to Find and Recruit the Right Operator20:41 Common Mistakes in Hiring and Onboarding Operators25:47 Building an Operating System Before Hiring an Operator31:59 The Value of Networking and Content in Finding OperatorsConnect with me on social:TikTok: Check out my TikTok HereInstagram: Check out my Instagram HereFacebook: Check out my Facebook HereLinkedIn: Check out my LinkedIn HereSubscribe to my YouTube

In this bonus episode of Bible Talk, Alex chats with Jim and Sam about 1 Peter 5:1–5. They focus on a pastor's job description and disposition. Who knew these guys talked about the New Testament, too!?

https://teachhoops.com/ The 20-40-60 Rule is a strategic framework designed to help coaches manage the "emotional math" of a long season. It breaks down your roster and your focus into three distinct categories to ensure you are maximizing both your current wins and your future potential. The Bottom 20% (The Culture Builders): These are the players who may not see the floor often in high-stakes games, but they dictate the "vibe" of your locker room. If your bottom 20% are disengaged or "poisonous," your top 80% will eventually rot. You must coach these players with as much passion as your starters, because they are the "scout team" that prepares your champions for Friday night. The Middle 40% (The Development Engine): This is the "swing" group. These players are your primary rotation pieces and future starters. Your success in January and February depends on how quickly you can move players from the "Middle 40" into the "Top 20." This group requires the most "Rep Density" in practice to bridge the gap between their current skill and their required production. The Top 20% (The Performance Drivers): These are your "Alphas"—the players who will take the big shots and guard the opponent's best threat. Your job with this group is "Management and Empowerment." You don't need to over-coach their talent; you need to coach their Leadership and Accountability. To win the "Mid-Season Grind," you must master "Segmented Feedback." Use your TeachHoops member calls to "audit" your time management: are you spending 90% of your energy on the Top 20% while the Middle 40% withers away? A championship program is built when the "Middle" feels valued and the "Bottom" feels connected. By applying the 20-40-60 Rule, you ensure that every player in your gym—regardless of their ppg—has a "Job Description" that contributes to the mission statement. Finally, use this rule to Manage Parent Expectations. When you can clearly articulate to a family where their child sits in the 20-40-60 framework—and more importantly, what the specific "Roadmap" is to move from one bracket to the next—you remove the "Mystery" that leads to "Drama." Transparency is the ultimate "de-escalator." When everyone knows the "Math of the Roster," the focus returns to the "Hardwork of the Team." 20-40-60 rule in coaching, basketball roster management, team culture, player development, high school basketball, youth basketball, coach development, athletic leadership, basketball strategy, "Trust Equity" in sports, basketball IQ, program building, championship habits, coaching philosophy, character development, coach unplugged, teach hoops, basketball success, mental toughness, leadership standards, coaching legacy. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

If Jesus is the great deacon, what does that say about the office of deacon in our churches?Jonathan sits down with Larry Lazarus to discuss why it is important for churches to know the job descriptions of deacons.

We kick things off with a workplace rant about being handed responsibilities you definitely did not sign up for. Then we figure out what officially makes someone an “unc,” debate the best Easter candy, talk about how we celebrate the holiday, and expose the text messages that make you want to throw your phone across the room.See omnystudio.com/listener for privacy information.

Have you ever wondered why it's important for congregations to know their pastor's job description according to the Bible? Jonathan sits down with his senior pastor, Larry Lazarus, to consider this question.

"Job Description"The Last Word Part 82 Timothy 4:1-8March 8, 2026Will Washington

What leads to happiness with employment experiences? Well, the number one factor, according to the Howdy survey, 95% say that having work that matches the original job description makes them happy. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Send a textWhy do companies go to such great lengths to avoid the word "Sales"? In this episode, Scott and Mike pull back the curtain on the "emotional baggage" attached to the sales profession. From the stigma of the "snake oil salesman" to the internal friction that revenue generation causes within a company, we explore why sales has become a dirty word—and why it shouldn't be.We break down the Sales Spectrum, helping you identify where you fall between being a "facilitator" and a "persuader," and why the best reps are actually "artists" who match products to real human needs. Whether you're an "opener," a "closer," or a "Business Development Specialist," this episode is your therapy session to help you embrace your role as a revenue generator.Support the showScott SchlofmanMike Williams - Cell 801-635-7773 #sales #podcast #customerfirst #relationships #success #pipeline #funnel #sales success #selling #salescoach

Today I'm joined by Stephanie Blair, Founder of Know & Flourish (https://knowandflourish.com/), for a practical conversation on digital career growth in Customer Success. We dig into how to build a career identity (not just a title), why experimentation matters, and how to expand your lane without burning out. You'll hear a real-world example from my team of turning a scrappy spreadsheet into a lightweight web tool, and what that kind of initiative can do for your brand inside the business.We also talk about the shift in CS org design: the rise of digital program managers, AI-assisted workflows, and yes - why human, IRL moments still win renewals. If you're exploring a pivot into CS (from sales/marketing/product) or within CS (service → expansion, or IC → leader), Stephanie breaks down how to translate your skills, control your narrative, and interview like a peer.Housekeeping: I'll be co-chairing the CS Summit in Austin later this month, and the Digital CX Masterclass is coming soon join the waitlist at https://DigitalCustomerSuccess.com/Masterclass to be first in line. Support the show+++++++++++++++++Like/Subscribe/Review:If you are getting value from the show, please follow/subscribe so that you don't miss an episode and consider leaving us a review. Website:For more information about the show or to get in touch, visit DigitalCustomerSuccess.com. Buy Alex a Cup of Coffee:This show runs exclusively on caffeine - and lots of it. If you like what we're, consider supporting our habit by buying us a cup of coffee: https://bmc.link/dcspThank you for all of your support!The Digital Customer Success Podcast is hosted by Alex Turkovic

Ready for calmer projects and stronger profits? Join our free February 24 web class to learn the six-step system top contractors use to build rock-solid teams while maintaining a balanced life. Reserve your spot: https://trybta.com/CGMFB26To learn more about Breakthrough Academy, click here: https://trybta.com/EP258 Download the accountability resources Nick used to scale from $4M to $12.5M here: https://trybta.com/DL258 If you're working 70+ hours a week, micromanaging every detail, and acting as the bottleneck in your own business, you are doing it wrong.In this episode, Breakthrough Academy Member and owner of Willie C. & Sons Landscaping Nick Cloutier explains how to shift your mindset from "Boss" to "Coach" and implement the 3 essential tools—Job Descriptions, KPIs, and GSR Meetings—that allow you to delegate with confidence. In this episode, we cover:The "Warrior Mode" Trap: Why working 80 hours/week is a sign of a broken system, not a badge of honor.$4M to $12.5M Blueprint: The specific acquisition strategy and systems used to scale rapidly in 2025.The 3 Essential Accountability Tools: How to build Job Descriptions that "teach to win," Deliverables (KPIs), and clear Org Charts.The GSR Method: Why "Goal Setting & Review" meetings are the single best thing you can do for employee retention.Financial Mastery: How to reverse engineer a 20% Net Profit budget using LMN.Check out Nick's business, Willie C. & Sons Landscaping: https://williecandsonslandscaping.com/00:00-Intro01:22-Trajectory of Business Growth and the Shift in the Owner's Mindset05:07-Implementing Job Descriptions and Deliverables (KPIs)10:58-Defining Deliverables and Setting Measurable Goals17:56-The Organizational Chart and Determining Capacity20:09-Leveraging Numbers and Data for Predictable Growth23:00-Goal Setting and Review (GSR) Meetings34:09-Prioritizing Work-Life Balance and Seasonal Employment39:09-Financial Planning, Budgeting, and Understanding the Numbers43:46-The Strategy and Confidence for Acquisition50:23-Final Advice on Building a Successful Team

Could a more formal COO-level approach to office management be the catalyst for sustainable growth in your practice? Today on Everyday Oral Surgery, Dr. Stucki is joined again by Dr. Roger Levin, CEO of Levin Group. Dr. Levin argues that the office manager should adopt the responsibilities of a Chief Operating Officer (COO), moving beyond merely putting out fires to proactively creating systems and checklists that ensure smooth and efficient practice operations. He suggests that a great office manager grants surgeons freedom to concentrate solely on clinical excellence, patient relations, and referring doctor relationships. Ultimately leading to a significant boost in practice income and overall satisfaction. Tune in to the first episode in an upcoming series on the office manager. Today, Dr. Stucki and Dr. Levin delve into the reality of the office manager, break down the job description of the COO, outline the job responsibilities, and discuss the difficulty of managing both up and down. They talk about the responsibility of implementing systems to improve customer service, studying referral patterns, and dealing with all regulatory responsibilities. To hear more, don't miss out on yet another impactful episode with Dr. Roger Levin. Key Points From This Episode:An introduction to today's guest and topic: a mini series on the office manager.Understanding the reality of office managers. Three things surgeons should be doing: clinical excellence, patient relations, and referring doctor relations.They look at the landscape of the dentistry business and why office managers may be essential.Dr. Levin breaks down the job description of an office manager: the COO. Why a solid office manager has the freedom to build a great team. Outlining the office manager's job responsibilities and identifying the optimal balance.The hard part of the role of an office manager: managing up and down.Implementing and creating systems to improve customer service as an office manager. Studying referral patterns of referring doctors. Dealing with regulations and making sure all regulatory activities take place properly. The only caveat to today's discussion. Links Mentioned in Today's Episode:Dr. Roger Levin — https://www.linkedin.com/in/roger-levin-69ab744/ Dr. Roger Levin Email — rlevin@levingroup.com Levin Group — https://levingroup.com/ Office Manager Practice Mastery Program — ‘Performance reviews' — https://pubmed.ncbi.nlm.nih.gov/16060478/ Everyday Oral Surgery Website — https://www.everydayoralsurgery.com/ Everyday Oral Surgery on Instagram — https://www.instagram.com/everydayoralsurgery/ Everyday Oral Surgery on Facebook — https://www.facebook.com/EverydayOralSurgery/Dr. Grant Stucki Email — grantstucki@gmail.comDr. Grant Stucki Phone — 720-441-6059

About Fatemah Mirza Fatemah Mirza is a Certified Resume Master and the powerhouse behind CareerTuners, a premier career services firm she founded over 15 years ago. Her work has helped thousands of driven professionals break into top-tier organizations—including the United Nations, Big Four consulting firms, Fortune 500 companies, and even the White House. Her clients don't just land interviews; they double their salaries, reclaim their time, and walk away with the confidence to ask for (and get) what they truly deserve. A best-selling author and TEDx speaker, Fatemah is a sought-after expert regularly invited to speak at institutions like UCLA, CSUN, and ICOI. Her career tools and templates have been downloaded over 200,000 times, and her company boasts 200+ five-star Google reviews, cementing her reputation for delivering real, measurable results.   Episode Notes:  00:00 Leadership – Intro 09:53 Lesson 1: The Hidden Job Market Still Hires Faster Than Job Boards 16:17 Lesson 2: Negotiate the Role Before You Negotiate the Salary 24:38 Lesson 3: Know Your Red Flags and Neutralize Them Early 32:12 Affiliate Break 33:01 Lesson 4: Decode the Job Description to Expose the Hiring Manager's Real KPIs 41:04 Lesson 5: Use Your Skills to Create Opportunities for Others  

Promotions are risk reallocation, not performance rewards. If you are ready to shift how leadership assesses you, apply for a strategy call here: https://m.masteryinsights.com/application What is Enterprise Trust? Enterprise Trust is a prediction mechanism used by senior leadership where confidence is granted not based on past performance or role mastery, but on an operator's ability to forecast pipeline volatility. Unlike interpersonal trust, Enterprise Trust is a risk assessment of your ability to see what is coming and reduce the cost of uncertainty before it creates damage or delay within the organization. Key Concepts: - Value Perimeter: A strategic boundary defined by the outcomes leadership trusts you to uphold, distinct from your "Job Description" which is merely a decaying list of tasks. - Executive Underwriting: The mental shift from asking "Can I do this?" to valuating the economic reality of a decision. It requires pricing the cost of inaction and the probability of loss rather than seeking validation. - Consequence Literacy: The ability to prioritize homeostasis (stability) over brilliance (being correct). It is the skill of identifying and reducing unwanted surprises in a complex ecosystem. - Bilingual Translation: The capacity to speak both the technical language of direct reports and the enterprise-level language of meaning required by the C-Suite. Which is blocking promotions more in your environment: A) internal politics/visibility or B) enterprise trust (your ability to reduce uncertainty)?   Show notes and free resources: https://CareerRevisionist.com/episode227 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://m.masteryinsights.com/application Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

Comment on the full post here: https://read.timschmoyer.com/p/i-found-my-job-description-in-scriptureQuestions? Thoughts? Comments? Leave me a voicemail message to use in a future podcast episode: https://www.speakpipe.com/timschmoyerSubscribe to get new blog posts and podcast episodes in your Inbox: https://read.timschmoyer.com/subscribeFollow Tim on the socials:- Instagram: https://www.instagram.com/timschmoyer- Facebook: https://www.facebook.com/timschmoyer- LinkedIn: https://www.linkedin.com/in/timschmoyer/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit read.timschmoyer.com

Jeremy Bradley talks about the time he thought he was headed for a corporate PR job (based on the role's description) but it was anything but. Anything. He talks about the company fudging the details of the employment opportunity. JB, however, admits that it was clever for the employer to catch attention and prompt job applications. He goes on to describe the inhumane and emotionally disturbing antics of management.

We start the new year with a mission to celebrate one of our favourite Rob Reiner pictures: When Harry Met Sally. Although it’s been a while since our agents last watched this movie, it remains a strong example of a 90s romantic comedy. Join us to celebrate the fashion, the music, the supporting cast, and finally answer the question: can men and women be friends? Annette Wierstra with Shelly Brisbin and Micki Maynard.

Your Role Needs More Than a Job Description Hi everyone, Carl Gould here with your #70secondCEO. Just a little over one minute investment every day for a lifetime of results. Questions that we ask is, we ask this of our clients and we'll say, does everybody in the company hold the credentials for the job that they perform? You know what the majority of the answer is for most people in most companies? No. So if you are the bookkeeper, you use QuickBooks Online or some other NetSuite or some other financial software. Have you taken all the certifications that the software offers? The answer is, probably not. If you're a project manager, have you taken all the project management courses that align with your level in the company? Probably not. So just something to think about. Think about your position, what you do,  whatever credential, whatever continuing education credits, whatever training or certification that goes along, not just goes along with your job description, but makes you best in class, you may want to consider taking it.   Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.  

Rabbi Yakov Danishefsky on Let's get real with Coach Menachem, Sunday December 28.2025 # 255 The Job Description of a HusbandKnowing Your Role So You Can Master It

This week, Paul reflects on Isaiah 53 to show how the beauty of Christmas is found in the beautiful and costly “job description” of the spotless Lamb.Join us for a weekly narration of Paul Tripp's popular devotional. You can subscribe to our email list to receive this devotional straight to your inbox each week, or read online at PaulTripp.com/Wednesday or on Facebook, Instagram, and the Paul Tripp App.If you've been enjoying the Wednesday's Word podcast, please leave us a review! Each review helps us reach more people with the transforming power of Jesus Christ.Partner with Paul Tripp Ministries:PaulTripp.com/Give

Episode Summary: In this episode of Dental Drill Bits, Sandy Pardue and Dana Salisbury explore the often-overlooked power of a well-crafted job description. They explain why generic or outdated descriptions can set your practice up for failure—creating confusion, legal risk, and missed hiring opportunities. You'll learn what must be included, how to stay compliant, and why being transparent about your expectations (including physical demands and performance metrics) is key to attracting the right candidates. If you're serious about improving your hiring process and retaining top talent, this conversation is a must-listen. Takeaways: Job descriptions should reflect the specific needs of your practice. Outdated job descriptions create misalignment and confusion. Every job description serves as a legal agreement between employer and employee. Transparency in compensation, expectations, and requirements is essential. Include physical job requirements and measurable performance goals. Store and organize job descriptions properly for easy access and compliance.

Listen to Audra as she talks about what our job description is, Kingdom. Jesus said, "go," not, "Those with your [job description] go." Those of us who have received Jesus carry the Holy Spirit. We don't need a title to release the kingdom, signs, wonders, and miracles. It's time to shift from passive Christianity to an Empowered, Purposeful Life bringing heaven to earth wherever we go! Check out video here Thank you for tuning in to the Empowered Living Podcast. Here are some different ways to connect with us- https://empoweredlifechurch.org https://www.facebook.com/ELCtalent https://www.instagram.com/elct

Pastor Melina De La Cruz | November 19, 2025 | Wednesday 7PM | Porterville, CA

What are men called to do?

This week, we are joined by the legendary "Golden Pipes" Steven Miletto for an honest, unfiltered conversation about AI in 2025. No hype, no fear-mongering - just three tech enthusiasts sharing real experiences with artificial intelligence tools.Steven brings his unique perspective from 796+ podcast episodes and shares how he's actually using AI in his workflow. From ChatGPT experiments to practical applications, we explore what's working, what's not, and why we need to pump the brakes on some AI implementations.Head over to our website at ⁠⁠⁠hitechpod.us⁠⁠⁠ for all of our episode pages, send some support at ⁠⁠Buy Me a Coffee⁠⁠, our ⁠⁠⁠Twitter⁠⁠⁠, our ⁠⁠⁠YouTube⁠⁠⁠, and to see our faces (maybe skip the last one).Need a journal that's secure and reflective? Sign-up for the ⁠Reflection App⁠ today! We promise that the free version is enough, but if you want the extra features, paying up is even better with our affiliate discount.

AOC vs. Riley Gaines on Job Descriptions: Who Won? | Mundo Clip 10-28-25See omnystudio.com/listener for privacy information.

“How you show up in the world matters, so it is really a waste of time, effort, and resources to be communicating ineffectively.” – Naomi Carrington-Hockman, DTM Today's featured bestselling author is a 20-year US Army vet, mom, wife, world-renowned major transformation expert, international speaker, IT Defense Contractor, VFW Commander, and philanthropist, Naomi Carrington-Hockman, DTM. Naomi and I had a fun on a bun chat about her book, “A Major Transformation: 7 Ways to Lead in Any Environment”, her journey from military leadership to civilian success, the importance of communication, and more!!Key Things You'll Learn:How Toastmasters helped Naomi adapt to civilian life as a leaderHow contributing to anthologies helped her complete her own bookWhat she learned about herself when writing her first solo bookHow she stays productiveOne of the six key speeches every business owner should masterNaomi's Site: https://naomispeaks.com/Naomi's Books: https://www.amazon.com/stores/author/B0DQGCC8Y6/allbooksThe opening track is titled, “Unknown From M.E. | Sonic Adventure 2 ~ City Pop Remix” by Iridium Beats. To listen to and download the full track, click the following link. https://www.patreon.com/posts/sonic-adventure-136084016 Please support today's podcast to keep this content coming! CashApp: $DomBrightmonDonate on PayPal: @DBrightmonBuy Me a Coffee: https://www.buymeacoffee.com/dombrightmonGet Going North T-Shirts, Stickers, and More: https://www.teepublic.com/stores/dom-brightmonThe Going North Advancement Compass: https://a.co/d/bA9awotYou May Also Like…Ep. 420 – “The UPside of Failure” with Tiana Sanchez (@likearealboss): https://www.goingnorthpodcast.com/ep-420-the-upside-of-failure-with-tiana-sanchez-likearealboss/32 - "Beyond the Job Description" with Christina Alva (@christinanalva): https://www.goingnorthpodcast.com/32-beyond-the-job-description-with-christina-alva-christinanalva/Ep. 307 – “Failure Is Not The Problem, It's The Beginning Of Your Success” with Col. George Milton: https://www.goingnorthpodcast.com/ep-307-failure-is-not-the-problem-its-the-beginning-of-your-success-with-col-george-milton/119 - "A Passion for High Performance & Professional Development" with Dr. Elizabeth Carter (@eacaappeal): https://www.goingnorthpodcast.com/119-a-passion-for-high-performance-professional-development-with-dr-elizabeth-carter-eacaappeal/42 - "Courage" with Christie Lindor (@MuseMece): https://www.goingnorthpodcast.com/42-courage-with-christie-lindor-musemece/Ep. 372 – “The Grit Factor” with Shannon Huffman Polson (@ABorderLife): https://www.goingnorthpodcast.com/ep-372-the-grit-factor-with-shannon-huffman-polson-aborderlife/31 - "Power Living" with Pam Reaves (@pamela_reaves): https://www.goingnorthpodcast.com/31-power-living-with-pam-reaves-pamela_reaves/98 - "It Takes 10 Years to Be an Overnight Success" with Pamela Hilliard Owens (@YB2C_System): https://www.goingnorthpodcast.com/98-it-takes-10-years-to-be-an-overnight-success-with-pamela-hilliard-owens-yb2c_system/257 – “It's Time To Fly Away” with Dr. Froswa' Booker-Drew (@Froswa): https://www.goingnorthpodcast.com/257-its-time-to-fly-away-with-dr-froswa-booker-drew-froswa/Ep. 384 – “Steal Your Skills From Corporate” with Katrina Roddy (@KRoddy65): https://www.goingnorthpodcast.com/ep-384-steal-your/Ep. 372 – “The Grit Factor” with Shannon Huffman Polson (@ABorderLife): https://www.goingnorthpodcast.com/ep-372-the-grit-factor-with-shannon-huffman-polson-aborderlife/#GNPYear1 Bonus Episode 2 - "Building An Economic Legacy" with Antonio T. Smith Jr. (@TheATSJr): https://www.goingnorthpodcast.com/gnpyear1-bonus-episode-2-building-an-economic-legacy-with-antonio-t-smith-jr-theatsjr/212 – “From a Mess to Amazing” with Trina Martin (@TrinaLMartin): https://www.goingnorthpodcast.com/212-from-a-mess-to-amazing-with-trina-martin-trinalmartin/

A message by Pastor Ben Blakey on 1 Timothy 4:11-5:2.Compass Bible Church Treasure Valley is located in Meridian, Idaho. For more information about Compass Bible Church go to https://www.compassbible.tv/To follow our daily Bible reading plan and podcast go to https://www.revivalfromthebible.com/

In Isaiah 6, the prophet sees the Lord and learns his mission. It's a difficult one: "Preach to a bunch of people who won't listen to you. In fact, your preaching will harden them further."Alex, Jim, and Sam discuss Isaiah 6.

Momentum isn't just about activity. Momentum needs clarity and direction. In this episode, we unpack why your momentum must be given a “job description” if you want to keep moving toward your vision instead of drifting into someone else's agenda. Building on our series about momentum thieves, we explore how to move from dream to vision, define clear responsibilities for your goals, and close the loops that drain your focus. You'll learn how to apply the structure of a job description—title, responsibilities, qualifications, and accountability—to your personal momentum so it works for you, not against you.New Book ~The Momentum List:  Rediscover Your Ability to Delight in Time, Rather than Be Mastered by It >>>Amazon - https://a.co/d/ch0Imna>>>Barnes & Noble - https://www.barnesandnoble.com/w/the-momentum-list-stephen-peters/1146966970?ean=9798991919517 Available whenever books are sold! Visit takecareandlive.com, and subscribe to unlock more game-changing insight for delighting in your time and growing your impact.Connect with Dr. Stephen V. PetersLinkedIn: Stephen V. Peters, Ed.D. –https://www.linkedin.com/in/stephenvpetersInstagram: dr.stephenvpetersThreads: dr.stephenvpetersIntro Music: Light It Up, Song by Ryan James Carr ‧ 2025

Ever feel like you spend hours scrolling through LinkedIn job postings – only to apply to two?

Jason Seville, Pastor of Del Ray Baptist Church

In this episode, executive coach and author Ronni Hendel explores what makes leadership effective in complex times. From rethinking diversity and inclusion to leading without positional authority, Ronnie shares insights on influence, presence, and the power of pausing. Subscribe now or join our VIP community for immediate access to exclusive content and Part 2 conversations.

Galen welcomes author and executive coach Ronni Hendel of Inside Out Leadership. Ronni shares her journey from education to executive leadership, and how those experiences shaped her approach to coaching leaders today. Together, they dive into the messy realities of leadership, the challenges of managing up, and the essential shift from doing to truly leading. Subscribe now so you don't miss Part 2—or become a VIP on Patreon for instant access!

In this episode we discuss how your Human Design chart as your job description for this lifetime. If everyone lives aligned with their design, the world goes 'round in a beautiful, effortless way!This sounds airy fairy... but it's actually quite grounded and practical. In this short and sweet episode, you'll feel motivated to stop agreeing to people pleasing, "shoulds" and old, outdated, conditioned behaviors.This episode gives great examples of how showing up in alignment at work and in relationship can lead to tremendously more success. You'll see why your boss, co-workers, clients, partner, and kids crave your authenticity and deep down want you to stop bending over backwards to please them. We also break down what it actually means to be "in alignment" and where to look in your chart to practice this.If you're stressed out at work, unfulfilled with your life, struggling in your relationships, being challenged by your kids, this episode will shed light on what you can do to clear up all of that. If you are brand new to Human Design, this could be an inspiring starter episode for you! However, after listening, then go all the way back to ep.1 and listen sequentially for the best learning experience.Follow Madeline's on Instagram @healthy_madelineLook up your Human Design Chart HereBook a reading with Madeline hereVisit Madeline's website here