Podcasts about L10

Play Episode Listen Later Mar 10, 2025 58:00

aeropuertojazzcafe.com 1136 – L10/03/2025 - Antonio Gonzalez & Arturo Serra - Eme Eme Project - Wilma Baan - Neal Miner - Warren Chiason ENLACES DE AUDIO EN NUESTRA WEB y en esferajazz.com #jazz #podcast #aeropuertojazzcafé EN FM CANARIAS: 7.7 Radio Gran Canaria Radio Sol Maspalomas Radio Insular de Lanzarote Radio Sintonia Fuerteventura Onda Aguere Radio Geneto Radio Tiempo Tenerife Laguna FM .

Royal Tea! Wat je NIET hoorde over Amalia

Royal Tea

Play Episode Listen Later Mar 1, 2025 54:58

L10, zo wordt prinses Laurentien blijkbaar genoemd op het ministerie van financiën. Rick en Odilia vinden er wat van. Prinses Charlène zit aan, nee, op de grond, Máxima reist van Washington via New York naar Rotterdam en … Natuurlijk: Amalia! Waar moeten we beginnen over de prinses van Oranje?En de etiquette: Kun je nee zeggen tegen de kroonprinses?

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Aeropuerto Jazz Café 1116

Play Episode Listen Later Feb 10, 2025 58:00

aeropuertojazzcafe.com 1116 – L10/02/2025 - Daahoud Salim Quintet - Adam Kolker - Dmitry Baevsky - Brad Goode Quintet - Thomas Linger ENLACES DE AUDIO EN NUESTRA WEB y en esferajazz.com #jazz #podcast #aeropuertojazzcafé EN FM CANARIAS: 7.7 Radio Gran Canaria Radio Sol Maspalomas Radio Insular de Lanzarote Radio Sintonia Fuerteventura Onda Aguere Radio Geneto Radio Tiempo Tenerife Laguna FM .

Not Another Shooting Show

Ep 095 - Jeff Fix Gun

Play Episode Listen Later Jan 17, 2025 26:20

Bloomington morons, new Aimpoint dot and Glock, will dots survive in L10 major, Jeff fixed a gun (?!?!?), the greatest thing about the Garmin Chronograph, Jeffs dry fire bad habit that almost DQ'd him, and much more! Subscribe on Patreon to get an extra episode every week! Listen on YouTube! Andy on Instagram - andy.e.605 Jeff on Instagram - jeff_the_monster_king MW Aktiv Wear - mw_aktiv_wear Not Another Shooting Show on Reddit

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E142 Optimizing Operations for a Thriving Child Care Business with Brian and Carol Duprey

Child Care Genius Podcast

Play Episode Listen Later Nov 26, 2024 11:46

Are you maximizing the potential of your child care business operations? In this episode of the Child Care Genius Podcast, Brian and Carol Duprey unpack the fourth pillar of leveraging your business: operations. From assembling the perfect leadership team to structuring productive meetings, this discussion is packed with actionable strategies to streamline your processes and keep your centers running smoothly. Tune in as Brian and Carol explore the value of L10 meetings, a tool for ensuring accountability, tracking key metrics, and fostering collaboration among directors and leadership teams. They share practical insights on how to use scorecards, maintain a weekly pulse on enrollment numbers, and empower your team to take ownership of their roles—without micromanaging. Delegation and trust are key topics in this episode. Brian and Carol highlight the importance of giving your team space to innovate while staying informed about the numbers that drive your business forward. Whether it's knowing your FTE data or evaluating the efficiency of your admin team, these operational best practices are essential for long-term success. Don't miss the next episode, where Brian and Carol dive into leadership—the fifth pillar of leverage in your child care business. Mentioned in this episode: GET TICKETS to the Child Care Genius LIVE Conference: https://bit.ly/ccglive25 Need help with your child care marketing? Reach out! At Child Care Genius Marketing we offer website development, hosting, and security, Google Ads creation and management, done for you social media content and ads management. If you'd rather do it yourself, we also have the Genius Box, which is a monthly subscription chock full of social media & blog content, as well as a new monthly lead magnet every month! Learn more at Child Care Genius Marketing. https://childcaregenius.com/marketing-solutions/ Schedule a no obligation call to learn more about how we can partner together to ignite your marketing efforts. If you need help in your child care business, consider joining our coaching programs at Child Care Genius University. Learn More Here. https://childcaregenius.com/university Connect with us: Child Care Genius Website Like us on Facebook Join our Owners Only Private Mastermind Group on Facebook Join our Child Care Mindset Facebook Group Follow Us on Instagram Connect with us on LinkedIn Subscribe to our YouTube Channel Buy our Books Check out our Free Resources

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#918: 3 Steps For an Effective Leadership Meeting

Dental A Team w/ Kiera Dent and Dr. Mark Costes

Play Episode Listen Later Nov 20, 2024 18:07

Kiera breaks down need-to-know pieces of leadership meetings—ones that are regularly scheduled, have focused agendas, and require personal ownership from each person present. Episode resources: Reach out to Kiera Tune Into DAT's Monthly Webinar Practice Momentum Group Consulting Subscribe to The Dental A-Team podcast Become Dental A-Team Platinum! Review the podcast Transcript: Kiera Dent (00:00.798) Hello, Dental A Team listeners. This is Kiera and welcome to the Dental A Team podcast. I hope you guys are just having the best day of your life. I hope that you just remember we are truly so incredibly blessed to be able to be in dentistry. I say this often and I genuinely mean it. I think it's so incredible that we get to be a part of dentistry. We get to be part of all this evolution. We get to be a part of AI coming into our practices and being able to have all these fun things. We're able to help our patients with PRF and now there's laser that's helping with restorative treatments have less sensitivity and we're able to add it on and have literally patients healing like within three days after a full mouth extraction by using a lot of these procedures like it is truly mind-blowing that we get to be a part of this and giving people their smile. I was in an office this last weekend one of the the team members she's new to dental and she said you know a smile is the universal hello. And while, yes, I've heard that before, it just kind of hit me again of how beautiful of a work dentistry is where we get to help people with that universal hello of being able to smile and have the confidence and also be able to fuel and be able to eat the healthy foods that we need to eat. To my mother-in-law, she had an accident and she wasn't able to eat. Some things happened and just hearing like how hard it was for her to be able to eat and consume food and how hard it was for her body to heal. just thought... I think we sometimes forget how important our job and our role and what we're doing in dentistry is and the life impacts we're able to make for people. just wanted to remind you of what a great work you're doing and mass kudos and celebrate your team because we really are doing a work that changes lives. I understand we're not heart surgeons, but we are smile surgeons and we're able to give people the smile and the confidence of their dreams and make that a reality for them. So just wanted to remind you. Keep doing what you're doing because you're making an incredible impact in this world. So as always, thank you for being a part of our Dental A Team podcast family. If you've not left a review, please go leave those five star reviews. Be sure to share this podcast with someone. Just literally like send it to someone. I want you to think of one dentist or one office manager or one hygienist that you know. Just send this podcast to them because I really am here to inspire and positively impact this world of dentistry in the greatest way possible. And the only way I can do that is providing great content. Kiera Dent (02:21.984) that you naturally want to share. So please share this with someone. And today's topic is going to be really fun for you to share. It's all about how to run effective leadership meetings. I know. Don't worry. I know how to give a good pitch and hook. How to run great effective leadership meetings. I just came in off the road. did nine leadership meetings in one week. That was my latest record. It's definitely something that I have not done before. And to say I was very tired at the end of it and What my favorite phrase is, came from Tony Robbins and he said, bone tired, but victorious. And that's how I felt. I was literally physically exhausted. I slept in four different hotel rooms in five different days. It was just very, very like I was running. I was sleeping on all different time zones. But by the end of it, my cup was so full from being able to help so many offices achieve goals and dreams and amazing leadership teams that they never believed were possible. And for me as a consultant, think my greatest success is watching my offices. Yes, I love numbers. I love hitting up sexy numbers. I love seeing offices who when I first started with them, like I have one office that I'm thinking of, when I first started with them, they were doing about 2 million. Incredible practice. They were doing a great job. And just over the course of a few short years, they are now producing, we're hoping that they end in the 5 to 6 million range. And so to be able to give that ROI of sexy numbers, those are always fun for me to throw out to you of true real life examples, other offices that are producing 12 million, other practices that started out as scratch startups that are now producing 1 million, 2 million, 3 million, and having very successful profit margins on that too, because I don't care what your top line number is, I care what your profitability is, to see offices that bringing on partners are able to pull in 35 % profit. Those to me are really fun, sexy numbers, because I think in consulting, you're looking for ROIs. And so to be able to share those success stories, but then I also have other offices that don't have as great of numbers. And I really do look to see what's the difference between them. And I think there's a few differentiators and one is execution and commitment. Offices that flourish truly do execute and commit for at least the three to six months or whatever we've committed to as a team, they commit and they stay committed to that. They don't just like, yeah, we did this. And then they let it slip off. Kiera Dent (04:41.056) The owners are very, very strict with that. Something else is the doctor is very much, the owner is very much involved in not necessarily running the meetings or doing all the pieces, but they're there setting the vision. They are there being a part of it with the team and they very much love their teams. And then the other part is they expect their teams to rise up. They expect their teams to have the conversations. They invest in their teams. They pay for the consulting, but they have their teams come to the meetings. I have an office and like our meetings every single month. We have our leadership meetings and it is never missed and it is never let go. It is and it is in gold and it's so important and they expect the leadership team to go and tell the doctor what they learned at that meeting versus my other offices who are missing the meetings. They're not blocking the schedules. They're not taking the time. They're not following through. And then we're looking at the numbers. We're consistently looking at the numbers to see where we at, where the lovers and we fall in love with numbers. All of my offices that are very successful know their metrics forward and backward. If I called each of them up right now, they would know their overhead, they know their profit, they know their collection percentages, they know how much is in their AR, they would know how much their doctors are producing, every single one of them. Like literally I would call them, but that's been trained over years of this is what we need to look for and we need to make decisions off of that. And then I train leadership teams to do the same. Training leadership teams to think like owners, to look at this practice and take the ownership of like, yes, the doctor is here. but leadership teams are now setting the vision. They're setting the goals. They're setting the objectives. The doctor has a small portion of that as the owner, but the leadership teams are ultimately taking the ownership and having an ownership mindset on the practice. The doctors that don't do as well in consulting, or I would say in general, are the ones who are making excuses that are blaming, that aren't having the uncomfortable growth conversations with their team, that aren't expecting their team to show up to meetings. It's crazy. Some teams start right on time. Like the offices that do really well. They are always set up, prepared. Everyone has a notebook and a pen. They're there usually five to 10 minutes before the meeting starts. And that's the expectation that they have versus other offices. They're coming in. No one has notes. No one's taking notes. No one's following up on what's going on. You obviously have two different stages, two different standards, but both of them have the same opportunity if they desire. And so just giving you guys some tips on how you can run very successful leadership meetings is one. Kiera Dent (06:59.796) always have it like set in the schedule and everybody comes and I recommend you always start five minutes like they're there five minutes before and that's on time. We always have an agenda. So there's got to be an agenda. I follow the traction model by Gina Wickman. We call them L10 or level 10 meetings. And there's a very solid structure in there where we start with our personal professional wins of the week. And then we have our expectation of what we're hoping to get out of the meeting. I do this every single time our team does it. My offices that I coach do this. After that, we then go into reviewing last week. Did we get our action items done? Where are we at? We look at the numbers and the metrics. If anything is off track for that quarter, that goes to an issue that we're going to discuss. And then we move on to issues and issues we don't just go one by one by one. We categorize them, we put them together, and then we look at what's the one, two, and three most important things to get solved and resolved. And we come to meetings to resolve. We don't come to meetings to just talk. So we're coming there to make decisions. We're coming there with all the information people speak up. Then we commit, we have our action items, people follow through. And a lot of times it's like dependent upon the office manager to tell everyone, no, in very successful leadership teams, you are taking notes, you are writing down your action items of what you need to get done. So you take personal ownership of it. The office manager is just expected to know everything going on. And if something's off track, they go have a conversation with that team member. But if leaders can come to the table this way, if leaders show up this way, leaders are being very involved, the bulk of the time is spent on those issues. We're not here to debate it of a way of making people right or wrong. We're here to debate of what does the business ultimately need and why is this an issue without blaming? Sometimes it is like you got to call people out like, hey, Kiera, you're not showing up to these meetings on time. And I can either be annoyed, that's the ego, or I can say like, you know what, guys, you're right. And I need to set an alarm 10 minutes before so that way I'm here. I really have found that excuses destroy leadership teams. excuses of why things aren't happening are what destroy and make it to where we can't move forward. And these are the things that I would recommend and encourage that you actually remove out of your leadership and call each other out of like, Hey, is that an excuse or is that a fact? And encouraging your leadership teams, like I'll throw another plug for Patrick Lanziani's, five dysfunctions of teams book, making sure that we're actually all talking about it. And we're, we're working on winning. Kiera Dent (09:22.582) And we've got to have the healthy debate. We've got to be able to call each other out and not take the personal offense. We've got to put our egos at the door and it's okay to feel bad because you didn't meet the standards and you let your team down. But that doesn't mean we make excuses or we blame. We take personal ownership and then we commit and resolve and we don't have it happen again. And so that's how you run effective leadership meetings. And then we always rate them and we rate them honestly on a one to 10. So 10 was, was an incredible meeting. We got a lot done. There's a solid plan in place. Everybody's clear. One is this was a complete and utter waste of time. And the more honest and truthful we are with our meetings, like I've given my team a six before I'm like, it was a six today because we just got in a spin and we resolved nothing today. And it was an absolute waste of time for all of us. So next time we come in, this is what we need to do differently. I usually don't give that low of numbers, but when it's not a good meeting, leaders need to step up and say the honest truth. Now there's the flip side where people are like, I'm never giving tens or I'm never giving this like, but if it was. give the celebration and let's celebrate that we did an incredible job as a leadership team. and then the other piece that I always recommend. So we start on time. It's always consistent. We have an agenda. There's someone who's taking notes, but everybody should be taking their own notes of what they're expected to do. There's true follow up. No excuses. Let's have that. And then whatever we discuss in the leadership team needs to stay confidential within. and we all need to be committed. We're not having side conversations and that's literally being all brought up within that leadership team meeting. And you can also do this within your team meetings too if you don't have a leadership team today. But really making sure we're doing these pieces, we're building the trust, we're having the conversations, we're having the healthy debate, we're fully committed. And then I recommend ending that meeting about 10 minutes before time so that way we can make sure, okay, what did we discuss today? What's the action plan? who's doing what and what did we truly like solve today to make sure we're all on the same page. And it's almost like giving you a 10 minute time to recap it before we get to the next meeting. And I found that that really, really helped. So even on my calendar, we shrink it up by 10 minutes. That way we can recap it at the end and we can end and be done right on time. And I'm always very committed to we end on time. Now, if you're in the middle of something that's very important and if we could get this resolved, we can move it forward faster. Kiera Dent (11:37.938) move the next meeting if appropriate, but try really hard to end on time. I understand sometimes it takes a while to get things there. So I give our leadership team permission of like, let's move our next meeting by 10 or 15 minutes. That way we can get this resolved. Let's be respectful of time. But I think a lot of those things are very helpful for running it. And something I found is I'm obsessed working with leadership teams. I'm obsessed with helping leaders learn how to run a practice and think like an owner. So we look at the numbers to make the decisions. We have the... growth conversations with each other. fully committed when things aren't there, we figure out how to have the conversations with each other. This is the type of stuff that freaking lights my fire because if I can teach a team of leaders how to be leaders, that doctor is able to then have a practice that flourishes with a team that's bought in and committed to things that they would never imagine possible. This doctor that I was telling you that went from 2 million to about 6 million, we were chatting and he said, Kiera, I never believed that this would be possible. And I'm like, it's because it's probably not possible with just you. But when you have a leadership team that's as passionate and fired up about it, they go and find the creative solutions. They're thinking about it as a business. And I've had to like work with this team. We're talking a year, two years, three years. We're helping them look at the numbers and learn the numbers because I don't think that that's happenstance. I don't think that this is something where we just naturally get it. And team members, myself included, we're not looking at the business like a business. We're looking at it as a team member of our Like the awareness piece that we have is all that we know and all that we know is making paychecks and then paying our bills. We don't know what overhead is. Like it would work. Like that's how much is left over at the end of your paycheck. We don't have big tax bills because our taxes are just taken out of our paychecks for us. And so really helping teams understand how this works in a business. I think there was like a golden star moment in one of my meetings where the office manager said, This is so incredible because you've literally taught me to think like an owner that I'm thinking like an owner and this is going to hit my PNL and what can I do so it doesn't hit my PNL and I make sure that it's fair amongst the other practices in the organization. And it was like chef's kiss, so much love for her because she literally thought like an owner. She thought this is going to hit my PNL. I don't know that I want to pay for this. What other solutions do we have? So that way it's not taking away from our profitability of our practice. Kiera Dent (13:57.802) when you can get your leadership team thinking like that and asking those questions, but that takes time, that takes education, that takes having the conversations. And so really, hopefully, that gave you a quick structure of how to run these leadership meetings. But I think the core piece is being consistent, executing consistently, following through, having the conversations, and then staying laser focused. We're all focused on it. Really, really truly is gonna help you guys have incredible leadership meetings. and incredible practices. So kind of take an assessment of yourself. I gave you a little checklist of like my really amazing offices and then offices who actually don't do as well. Some maybe some DNA traits of these different practices and DNA feels a little unfair to say because I don't think that they're naturally born with it. So I would say that these are more talents that they've developed throughout the years because I believe anybody can be a successful business owner. I believe that anybody can actually have a thriving practice. I believe that practices should flourish. Somebody I heard, I overheard that they said they thought that the glory days of dentistry is over. And I almost spit like my food out because I was so taken back that we do create our own realities. And I actually would argue that we are in the most glorious days of dentistry. There are so many opportunities around, there's so many ways that we can serve more patients. There's so many amazing things that you can do. And maybe it's just because I consistently see it with the clients that we consult that. they're living the glory days that they're having these incredible practices that cashflow is not an issue for them. The profitability is there that they can take vacations with ease. Like, of course, everybody goes through ebbs and flows of owning a business, but the glory days are here if you want to. And I think having a leadership team really can help you. So if we can help with that, this is what I think we specialize in exponentially. We definitely do the systems and the foundations. And then we move you into leadership teams and helping them think like owners and the numbers and the pieces. And if that just feels like Gosh, like I would love that. Reach out, Hello@TheDentalATeam.com or go to our website, TheDentalATeam.com and click book a call. I promise if you're not quite ready, we'll let you know and we'll give you resources. So no matter what, your time will definitely be well worth it. Cause I will make sure that you get resources and value no matter if you work with us or you don't. Because I think sometimes we just need to have the courage to do something differently and to have the courage as an owner to say, I don't know this. I had to say this this year, like guys, I don't know this. I've never done this before. Kiera Dent (16:14.764) We need to hire an expert who has and can teach us the way. What I'm obsessed with of what we do is we do it with the doctors and the team to make sure that doctors, you don't have to just learn it and then go try and execute it to your team. Cause I actually think as a business owner, that's the hardest part. We literally help with that integration with your team, getting them fired up, getting them excited about it, making it easy for them. And that's what I think we're experts in. There's lots of consulting companies, but definitely team does it with doctors and teams, getting our teams to think like owners, getting them to be incredible leaders. getting goals to be hit with ease and to have a just ton of fun. Like throw the confetti, laugh a lot, have a good time and serve as many patients as you can. So reach out, I'd love to help you. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.

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1839:

The Level 10 Contractor Daily Podcast

Play Episode Listen Later Sep 20, 2024 42:10

Rich talks with Joe Jordan from Siro about their AI tool that records your sales reps appointments so your team can get better results (They also share some examples!) SIRO's first appearance on the L10 podcast: Episode 1671

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Aeropuerto Jazz Café 0944

Play Episode Listen Later Jun 10, 2024 58:00

aeropuertojazzcafe.com 0944 - L10/06/2024 - Torsten Goods - Luismi Segurado Quintet - Gregory Groover Jr. - Madeline Bell - Becoming Quintet ENLACES DE AUDIO EN NUESTRA WEB y en esferajazz.com #jazz #podcast #aeropuertojazzcafé EN FM CANARIAS: 7.7 Radio Gran Canaria Radio Sol Maspalomas Radio Insular de Lanzarote Radio Sintonia Fuerteventura Onda Aguere Radio Geneto Radio Tiempo Tenerife Laguna FM .

The Dental Practice Heroes Podcast

DPH Coaches : Easier and More Effective Team Meetings

Play Episode Listen Later Jun 6, 2024 22:16 Transcription Available

Discover the secrets to running a thriving dental practice with effective team meetings as Dr. Paul Etchison, Dr. Stephen Markowitz, and Dr. Henry Ernst reveal their strategies for maintaining a cohesive and high-performing team. Tune in and learn about the power of consistent meeting cadences, the transition from morning huddles to structured weekly L10 meetings, and the creation of pod meetings to address both patient-specific details and broader office themes. This episode promises to equip you with the insights needed to foster a culture of continuous improvement within your practice.Our guests share their journey of transforming team meetings from casual morning gatherings to carefully structured, agenda-driven sessions that have significantly boosted their practice's efficiency. Hear firsthand how the EOS model and its customized implementations like pod meetings have helped tackle issues promptly and drive the team's ongoing development. We also discuss the financial and team-building benefits of investing in all-day meetings quarterly or tri-annually, despite their initial costs.Learn how to cultivate a positive meeting atmosphere using practical tools like Trello for task management and creative appreciation systems such as the "jar of awesome" and token-based gratitude programs. Our experts provide valuable tips on starting meetings with a positive mindset and managing negativity effectively. Dr. Etchison, Dr. Markowitz, and Dr. Ernst offer actionable advice on keeping meetings focused, efficient, and conducive to team morale, ensuring your practice operates at its peak performance.Are you ready to completely systematize and document the way you do things at the practice. The DPH OmniPractice Total Team Success Program is just that. Online Instruction, one on one sessions, sample documents, and worksheets...We take your office through 7 phases of practice transformation and teach you how to manage it all with your team. If you want a team driven systematized practice, go to dentalpracticeheroes.comDPH CoachingAt DPH, we don't coach you on anything we haven't personally accomplished ourselves. We provide: One on One Coaching for Doctors, or Doctors and Teams Group Coaching Programs for Teams Minicourses on every practice management topic you need to know Team Coaching for your Front Desk Exactly what you need to level up, whatever level of practice you are at. Visit www.dentalpracticeheroes.com to Learn more, and check out our new 7 Phase OmniPractice Total Team Success Program to learn how to systematize your office, all while creating a leadership team to help you manage it all.

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The L10 Meeting: A model for truly productive meetings

PRODUCTIVITY

Play Episode Listen Later May 13, 2024 3:35

Tired of endless unproductive meetings? The L10 meeting model might be your answer.Today we will explain what the L10 meeting is, tell you who came up with it, give you the 5 part outline and then give you 5 tips to run successful L10 meetings. CONNECT WITH US Claim Your Weekly EDGE Newsletter to Boost Your Productivity. It's FREE!Over 24,225 listeners and counting! If you have an amazing productivity tool or app that will make people more productive please reach out to us at b at brandon c white dot com OTHER GREAT PODCASTS ON THE BEST PODCASTS NETWORK How to Write a Business Plan Podcast Owning a Business Podcast MARKETING Podcast The Brandon White Show Thanks for listening to the productivity podcast!

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A Day in the Life of an Industrial Real Estate Broker

Industrial Advisors

Play Episode Listen Later Apr 26, 2024 6:42

In this episode of the Industrial Advisors Podcast, hosts Bill Condon and Matt McGregor share insights into their daily routines as successful brokers. They discuss the importance of planning, categorizing days for client focus, preparation, and rest, prioritizing important tasks, and integrating flexibility for personal commitments. Additionally, they introduce a structured team meeting approach, the L10 meeting from EOS, which has significantly improved their team's focus and productivity. This episode provides a peek into the disciplined yet flexible approach successful brokers take to manage their time, focus on business development, and ensure team alignment and effectiveness. 00:39 A Day in the Life of a Successful Broker 00:49 Organizing for Success: Strategies and Routines 03:35 Prioritizing Business Development and Client Interaction 04:54 Effective Team Meetings: The L10 Approach 06:07 Closing Thoughts and Thanks You can find every episode of this show on Apple Podcasts, Spotify or YouTube, For more, visit industrialadvisors.com

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Getting A Grip | Episode 8: Mike Maddox and Ryan Henderson

Michigan Business Network

Play Episode Listen Later Mar 7, 2024 22:50

"Getting A Grip" is a brand new show for Michigan Business Network, hosted by long-time MBN contributor Michael Maddox. In this weekly program Mike will focus on helping entrepreneurs end the chaos. Through the Entrepreneurial Operating System (EOS) we highlight ways that business owners can clarify their vision, gain traction, and increase team health. Entrepreneur and Professional EOS Implementor, Mike Maddox, highlights the foundational tools of EOS, shares real world examples, interviews fascinating guests, and will challenge your way of thinking. If you are ready to end the frustration and share a few laughs along the way, listen to Getting A Grip each week. For Episode 8: Guest Bio Ryan Henderson, Owner/President AC&E RENTALS INC https://www.linkedin.com/in/ryan-henderson-25495419/ Episode/Interview Details Tell us about AC&E *Purpose, Cause and Passion *Core Values How has EOS Impacted AC&E *What to do when stuck- hitting the ceiling *Grow or Die In what ways has EOS had a personal impact for you *Ability to dream again *Remove the burden and weight What advice would you give to entrepreneurs considering EOS *The importance of hiring a professional EOS Implementer What advice would you give to companies just beginning their EOS journey *Using the tools and practicing fundamentals What EOS Tools have you found the most impactful? (5-5-5, People analyzer, GWC, Clarity breaks, delegate to elevate, L10 meeting, etc) *Accountability Chart *L10 meetings *I also like to ask guests to share a motivational movie scene, poem, song – something that gets them fired up! *Practicing Fundamentals and commitment to excellence- Nick Saban » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/channel/UCqNX… » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/

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683: Eric Hubbard - Does Culture Really Affect Your P&L?

The Best Practices Show

Play Episode Listen Later Jan 24, 2024 34:45

683: Eric Hubbard - Does Culture Really Affect Your P&L?Have you ever wondered whether company culture really affects your P&L? In this episode, Kirk welcomes Eric Hubbard from Pain Free Dental Marketing to talk about the importance of culture and how it can differentiate a dental practice from corporate dentistry. They also discuss the role of core values in shaping culture and the negative impact of tolerating a bad culture fit. Eric shares his personal aha moments and offers advice to dentists on building a healthy culture.Episode Resources:Subscribe to The Best Practices Show podcast Join ACT's To The Top Study Club See ACT's Live Events Schedule Get The Best Practices Magazine for free! Rate and review the podcast on iTunesFollow Pain-Free Dental Marketing on Instagram: https://www.instagram.com/painfree_dentalmarketing Learn more about Eric and Pain-Free Dental Marketing: https://www.painfreedentalmarketing.comMain TakeawaysCulture plays a significant role in the success of a dental practice and its impact on the P&L cannot be underestimated.Core values are essential in shaping a positive culture and should be clearly defined and communicated to the team.Leadership plays a crucial role in maintaining a healthy culture and should not tolerate a bad culture fit.Learning from mistakes and aha moments is essential for personal and professional growth.A strong culture can lead to increased team engagement, patient referrals, and acceptance of treatment.Segments00:00 Introduction02:06 The Importance of Culture in Dental Marketing07:23 The Impact of Culture on the P&L10:09 The Role of Core Values in Culture12:39 The Role of Leadership in Shaping Culture16:28 The Role of Trust in Culture18:54 The Negative Impact of Tolerating a Bad Culture Fit20:49 Learning from Mistakes and Aha Moments25:13 Addressing Dentists' Concerns about Culture30:02 Culture's Impact on Team Engagement and Growth34:07 ConclusionQuotes:“I think that we're seeing the commoditization of dentistry and with the rise of DSOs and corporate efforts. Corporate dentistry wants the commoditization. They don't want you looking for a specific dentist. They want you looking for a crown. They don't want you to get tied to a hygienist because the turnover is so high.” [5:00 - 5:31]“There's a wonderful opportunity in the private practice realm of how to differentiate yourself from that and un-commoditize yourself from insurance, who also wants a commodity in corporate industry.” [5:25 - 5:39]“You have to differentiate yourself from corporate dentistry. You have to differentiate yourself from what insurance wants you to be. And you have to do that by telling your story. And the basic way to tell

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How Mr. Mo Changed the Game for Broad River Retail

Stories from the River

Play Episode Listen Later Jan 23, 2024 34:52

In the third episode of the Business Operating Systems series, host Charlie Malouf welcomes back Stacey McCormick and Carl Hillesland to discuss the transformative impact of Mr. Mo, the Retail Performance team's business operating system. Introduced in late October 2021, Mr. Mo powered the Retail Performance team to achieve record results in 2022 by instilling an increased cadence of accountability and increasing trust. In this episode, Stacey and Carl walk through their approach to implementating Mr. Mo; recount the roles each of them played; discuss their healthy and vigorous debates; and review the key milestones that they achieved along the way. They discuss the impact of measuring three main behaviors (Using 3X Tool, Draw the Room, and conducting a quality Comfort Test) to drive exponential results. And they discuss how Mr. Mo led to several iterations and improvements of their most critical sales processes. For instance, they have had seven different iterations of the 3X tool, and v8 is in the process of launching now. They have retooled the Comfort Test process twice since launching Mr. Mo. And, they have introduced multiple additions and enhancements to the C4 sales process, such as the Purposeful Reapproach. The episode delves into how the indoctrination of Mr. Mo led to notable uplifts across the board in their Retail KPIs in 2022, including the following: - Highest Sales per Guest (SPG) in a single year that the Company had ever had - Highest Revenue Volume Year - Highest Conversion Rate - Highest Average Ticket (by far!) - Highest Sleep SPG - Highest Secret Sauce (effective net margin) - Highest # of Experts Stacey describes how the impact of Mr. Mo helped them overcome a challenging economic year for the retail furniture industry in 2023. When many other retailers were struggling or suffering through double digit declines, we experienced a record year in every single measurable KPI that we control and impact, except for one, in 2023. That speaks to the power and impact of Mr. Mo and an established Operating System within a Company or department. Topics and takeaways in this episode include: - Visionary - Integrator relationship - Goal-Setting changes in terms of raising the floor of performance instead of shooting for the moon. Instead of raising the ceiling, raise the floor. - Burning the Boats - Offense sells tickets - Rising tide lifts all boats - Business Operating System helps you get today done while keeping an eye on the long-term benefit - Behaviors drive beliefs - Framework for solving unknown problems when they manifest - In reference to the October 2023 Cyber Event incident: in times of uncertainty, you need to increase your communication. - Your leadership either creates confidence or chaos. Their adaptation of Mr. Mo facilitated leadership development and empowered employees, especially during challenges like a major cyber incident in 2023. The ethos of playing the "infinite game" in business, as per Simon Sinek, and fostering collaboration across departments were key themes explored, demonstrating the long-term success of Mr. Mo at Broad River Retail. Stacey and Carl discuss some of the books that they have read along with their Senior Retail Leadership Team that have helped shape their framework by introducing tools from EOS such as "rocks" and the rigorous L10 meeting structure, which has elevated the senior retail leadership team's understansing of the concepts within Mr. Mo. And these books have helped them them all get on the same page. These books include the following: Traction: Get a Grip on Your Business by Gino Wickman: https://www.amazon.com/Traction-Get-Grip-Your-Business/dp/1936661845/ How To Be A Great Boss by Gino Wickman and René Boer: https://www.amazon.com/How-Great-Boss-Gino-Wickman/dp/1942952848/ The Infinite Game by Simon Sinek: https://www.amazon.com/Infinite-Game-Simon-Sinek/dp/073521350X Watch Episode Two from this series here: https://www.youtube.com/watch?v=yuHenu3l51U Find the first two episodes on this series here: www.youtube.com/@StoriesFromTheRiver This episode on YouTube: https://youtu.be/ApFNYx_wZJo We hope you enjoy this episode and subscribe to our podcast for a new story each week. Visit https://www.storiesfromtheriver.com for more episodes.

How Mr. Mo Changed the Game for Broad River Retail

Stories from the River

Play Episode Listen Later Jan 23, 2024 34:52

Genki 1 L10 Summer or Winter

Japanese with Shun

Play Episode Listen Later Nov 21, 2023 6:07

Today I talk about "Summer or Winter" with easy Japanese from up until L10.Support this podcast at — https://redcircle.com/japanese-with-shun/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

japanese genki l10

God Is Always Good

Jesus N Me Clubhouse

Play Episode Listen Later Oct 27, 2023 12:55

Kids learn that God always does good things and the devil only does bad things. John 10:10, "Jesus came to give us a good life." L10 #christiankids, #kids, #biblestoriesforkids, #biblelessonsforkids, #bedtimestories, #puppets, #Godisalwaysgood, #john10:10, #roncarriewebb, #ronandcarriewebb, #fishbytes4kids, #jesusnmeclubhouse

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132. How This One Simple Spreadsheet Can Predict The Future in Your Business

The Rainmaker Family Show

Play Episode Listen Later Oct 6, 2023 27:11

Hey Rainmakers! We're excited to have you back with us, ready to dive into a topic that's been huge for us – Key Performance Indicators, or KPIs. These guys have been a game-changer in our business and personal growth journey. But hold on, because there's something else we're excited to share: scorecards. Thinking back to a time before we became the Rainmakers, navigating the unknown waters of entrepreneurship as wedding photographers without KPIs or scorecards. It was all gut feelings and hope, filled with anxiety, especially during those lean months. Now, fast forward to our days as Rainmakers, and KPIs and scorecards have become our guides. Think of KPIs as the metrics on your scorecard – the lines that provide clarity and direction. It's like creating a game where you make the rules and keep score to determine if you're winning or need to change things up. Whether you're just starting out or steering a business towards scaling new heights, KPIs and scorecards are your friends. They act as a safety net during the slow times and can predict the future path for your business's growth. Here at Rainmakers, we've woven scorecards into our daily operations, using them to set goals, make predictions, and gain cool insights. Ready to start your KPI journey? All you need is a basic spreadsheet, like a digital scorecard. Create a list of the responsible parties and the KPI categories, similar to the rows and columns of a scorecard. Set up quarterly goals that align with your big vision. Focus on a few key metrics that really drive your business. Our Rainmakers experience is living proof of the awesome power of KPIs and scorecards. By zeroing in on the top three drivers of your business, tracking them religiously through your scorecard, and setting real goals, you'll see amazing growth. Are you ready to take a deeper dive into the world of KPIs and scorecards? Hit that play button now to gain access to insights that can set you on a path to success like never before! Connect with us: The Rainmaker Challenge: https://rainmakerchallenges.com/join ► Subscribe To Our YouTube Channel: https://bit.ly/33EdgBs ► Website: therainmakerfamily.com ► Facebook: www.facebook.com/diazfamilylegacy ► Instagram: instagram.com/chels_diaz instagram.com/steezdiaz instagram.com/therainmakerfamily ► Get Free Stuff On Amazon: stephensfreestuff.com/sfs Episode: minute by minute 00:00 Jumping into today's episode about spreadsheets and the importance of tracking your business! 01:18 Tracking business growth and all your revenue, using what we call, a scorecard 02:07 Chelsey talks about the beginning of their business journey and the lessons they learned 03:53 Stephen stalks about how a scorecard helps predict future patterns in your business 04:20 Implementing the scorecard into our L10 meeting structure: listen back to episode 99 for more on that structure! 05:05 The importance of looking at the scorecard every week as a business 06:31 How do you know that you had a good week in your business? 07:12 Examples of what to track in your business 10:15 Here are some examples of what scorecards can look like for you! 11:15 Steps to creating your first scorecard 13:16 Chelsey gives an example of setting personal scorecards outside of your business 18:53 A list of our different businesses that each have a scorecard 22:05 In the beginning stages of your business and setting a foundation for growth 25:03 Here is how you can take action today!

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Intentional Mindset Management through Major Challenges

The Advisory Board | Expert Franchising Advice for Franchise Leaders

Play Episode Listen Later Sep 20, 2023 39:22

In this captivating podcast episode, we delve into the remarkable journey of Devin Johnson, the current Chief Executive Officer of Kennected, an Indianapolis-based SaaS company with a staggering 20,000+ users.Devin is not just an accomplished entrepreneur but also a visionary leader and marketing maestro. Under his leadership, Kennected has achieved unprecedented success, boasting 55 employees and an impressive $25 million in total sales, earning a spot on the prestigious INC. 5000 ranking at #438 with an astounding 1,102% growth in 2022.Devin's vision transcends mere business success; he aspires to build a world where relationships hold more value than money, fostering a culture of mutual support among professionals. This noble vision has led Kennected to be recognized as a "Top Place to Work" in Indianapolis.While he is thriving now, his life journey hasn't been without its share of challenges. At the age of 15, faced with a family struggling with adversity and a father actively selling drugs, he began reselling sneakers to earn money and eventually delved into the world of limited edition releases and flips. At 16, he took a step further by getting a moped and participating in trade shows. Tragically, at the age of 21, Devin's father passed away due to an overdose.Throughout these trials, Devin clung to a crucial mindset: "This isn't a forever thing."He discovered that focusing on small wins helped him overcome negativity, and he urged others to change their perspective and avoid getting stuck in the difficulties of the present moment. He emphasized the importance of not succumbing to a victim mindset.Devin also shared valuable insights about building confidence, creating ego, and harnessing momentum to move forward.He believes that you can control three critical aspects of your life: your mindset, your actions, and your reactions.When confronted with tough decisions, he stressed the importance of learning from them and transitioning from gut instincts to data-driven choices.Devin also touched on the significance of creating a robust business infrastructure, using an L10 meeting structure, and organizing finance-only meetings to drive the company forward.He defined confidence as keeping small promises to oneself and identified ego as the consistency in one's confidence, providing direction and personal and organizational momentum.Even when things seem to blow up, Devin reminded listeners that they already possess good people, processes, and technology.At the age of 26, he now leads a 55-person company, showcasing that no matter how tough things may appear, a fresh start awaits each day when you lay down to rest.Join us in this inspiring podcast as we explore Devin Johnson's remarkable journey from reselling sneakers to becoming the CEO of a thriving SaaS company, filled with wisdom, resilience, and valuable lessons for aspiring entrepreneurs and leaders alike.

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Why We Use EOS! - The Front Porch: Season 2 - BONUS EPISODE!

The Front Porch Podcast

Play Episode Listen Later Sep 11, 2023 38:38

0:00 Intro:57 What is EOS?2:30 What our company was like before EOS2:53 What is everyone watching?6:00 What was our operational structure before EOS13:05 Where we were 5 years ago and how we've changed13:20 Setting up the framework for EOS15:30 How EOS helped with leadership transitions16:20 Operating with a 60-90 day window16:30 Rocks17:00 Integrator and Visionary19:02 EOS has lead to company growth22:25 EOS has let the team excel at what they are good at25:05 L10's and problem solving29:32 What is your favorite thing about EOS?36:05 EOS has impacted personal life as well

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6 Valuable Ways to Maximize Your Work Week

The Maximum Lawyer Podcast

Play Episode Listen Later Aug 22, 2023 24:50

Are you looking for ways to maximize your work week and have a more productive mindset at work? In this episode of the Maximum Lawyer Podcast, hosts Jim and Tyson discuss the most valuable parts of their work week. Both speak to 3 things they do each week to help with productivity.For individuals who own their own company, it is important to spend some time at the beginning of your week going over your priorities and to-dos. Jim talks about how spending 15 minutes with his personal assistant each week allows him to know who he needs to connect with, what meetings he has and go through his emails. Having that support allows you to delegate your tasks to other people so you can take some of that workload off of you.Physical and mental health is so important to ensure you have a good work week. Both Tyson and Jim speak to the importance of prioritizing self care before they start the day, which helps get them focused and in the right mindset. Whether it be working out first thing in the morning or having a standing massage session in the middle of the week, these self care moments allow for you to recharge and refocus to continue your day.Having weekly leadership team meetings is a huge part of not only having a successful company, but ensuring members of your team are on the same page and working well. Think of these meetings like a football team huddle, where you get in, figure out your game plan and “break” to get back to business. It allows for everyone to understand the goals for the week and speak to any wins or challenges.For those in the legal field, mastermind sessions are a great way to network and learn from others. It is a chance to share your struggles with other law firm owners who will advise you on how to work through them.Implement some of these strategies into your work week to achieve more productivity! Take a listen!2:42 Jim discusses the importance of spending 15 minutes each day with his personal assistant to delegate tasks and clear out his calendar and email inbox.4:16 Tyson talks about the significance of his daily workouts in helping him stay focused and release extra energy, as well as the added benefits of cold plunges.8:53 Tyson highlights the value of the L10 meeting, a weekly leadership meeting where the firm's leadership team comes together to address issues, align goals, and move the firm forward.11:35 Speaker 2 emphasizes the need to take time to rest and relax in order to have a clear mind and come up with innovative ideas.13:51 Speaker 3 explains what a mastermind is and how it involves sharing goals, wisdom, and problem-solving among law firm owners.Jim's Hack: In every conversation you have you are being presented with content ideas. Notice, pay attention and write it down! Tyson's Tip: Grab the YouTube Transcript Extractor Chrome Extension!

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The L10 Meeting Format

What the Tech

Play Episode Listen Later Jul 24, 2023 16:40

Our latest episode of the "What the Tech" delves into the world of EOS and discover the power of L10 meetings with host Becky Cross, VP of Client Services, and Tyler Klypchak, a Client Services Manager. You will hear about how this tool helps us streamline processes, enhance productivity, and achieve greater results.

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39. NROI Podcast July 2023 #2

NROI Podcast

Play Episode Listen Later Jul 17, 2023 70:25

In this episode: Reminder to participate in the online surveys for production, L10 and Limited Optics, where does advantage come into play in approving gun swaps during a match, does the RO need to see an empty chamber at Unload and Show Clear?, what is and is not acceptable as a chamber flag, fixing WSBs at the match, coaching and such at Steel Challenge, wearing body armor/helmets/gas masks/etc. during a match and does 5.3.1 come into play, what is meant by normal duty gear vs. duty type gear but not their duty gear for LE/Mil participants, "air racking" at unload, scoring targets shot from the back side, what to do if the match book diagrams/WSBs don't match what is presented on the ground at a match (hint: they never do).

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Aeropuerto Jazz Café 0714

Play Episode Listen Later Jul 10, 2023 58:00

aeropuertojazzcafe.com Programa 0714 - L10/07/2023 - Telmo Fernandez Organ Trio - A Few Colors - Nick Green - Javier Nero ENLACES DE AUDIO EN NUESTRA WEB y en esferajazz.com #jazz #podcast EN FM CANARIAS: 7.7 Radio Radio Sol Maspalomas Radio Insular de Lanzarote Radio Tiempo Tenerife Onda Universal Tenerife Jaleo Press Radio .

The Blind Ambition with Jack Kelly

Brad Porter, Founder and CEO of Collaborative Robotics: Why I Left Amazon to Launch a Robotics Startup

Play Episode Listen Later Jun 14, 2023 37:39

Brad Porter, Founder and CEO of Collaborative Robotics Until recently, Brad was a vice president and distinguished engineer at Amazon, working on some of the internet giant's most ambitious projects like Amazon Prime Air, Amazon Prime Now and Amazon Robotics. We ask Brad to walk us through his career arc and how he became one of the few technologists in the tech industry to crack the "L10" distinguished engineer job level. After he shares his advice about how to reach the next step in your career, we look into what it's like to be a founder on the cutting-edge of technology, including the future of robotics and being a startup founder that has to raise venture capital, create a product roadmap from scratch, and build the foundations of a multi-generation business. http://blindap.onelink.me/ttCg/esldqiw8

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S2 #28: Living a Life True to Yourself

YellowBird Connect

Play Episode Listen Later Jun 7, 2023 8:06

Welcome back to Pints with Pat! On this episode, pat discusses having the courage to live a life true to yourself. With starting something new, grinding and hammering through at the beginning is necessary for growth. The L10's and meetings we have are getting better and more productive each week. The task list and to-dos are getting solved and checked by the next week, which is essential in this stage. Pat mentions we hope to be pouring our first foundation in just 6-12 weeks. Super exciting for the team as we go down this path. He transitions to the past week at the IEB Conference where he keynoted. Most of the talks were about clarity, which is crazy to think about but the similarity shows that everyone is craving it. Getting clear on your personal and life is a must and necessity in all industries. He goes into talking about clarity within the office and our alignment will help paint the picture for our future. From this, he talks about living a life true to yourself, which was also a main point in his presentation. The top regret of dying people according to Bronnie Ware is simply this, "I wish I had the courage to live a life true to myself, not what others wanted from me". It's all about going down the road less traveled. What's more risky, taking the safe route or trying new things by betting on yourself, and not others? Pat encourages you to take the risk. You have to in order to see what you're capable of. Thanks for tuning in and hope everyone has a great week!

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S2 #28: Living a Life True to Yourself

Pints with Pat- Real Estate, Business, & Growth

Play Episode Listen Later Jun 7, 2023 8:06

living a life pints bronnie ware l10

How EOS (Entrepreneurial Operating System) Changed My Business [THA 325]

Remarkable Results Radio Podcast

Play Episode Listen Later Apr 26, 2023 48:41

AJ Nealey, Jennifer Hulbert, and Carl Hutchinson discuss their experiences with implementing EOS (Entrepreneurial Operating System) in their businesses. They highlight the benefits of EOS, such as increased accountability, better communication, and improved productivity. AJ Nealey, Nealey Auto Service, Edgewater, MD. AJ's previous episodes HERE Jennifer Hulbert, Service Plus Automotive, Calcium, NY. Facilitator for the Institute for Automotive Business Excellence. Carl Hutchinson, Complete Automotive, Springfield, MO. Listen to Carl's previous episodes HERE Show Notes: Watch Video Episode HERE (00:00:33 - 00:04:54) Experiences with implementing EOS in business and the benefits it has brought (00:02:27 - 00:03:15) Creating a classroom page on the website with modules that can be used for team training in the EOS Classroom Modules (00:04:55 - 00:05:16) The challenges of implementing EOS, including the need to change the whole mindset of how businesses are run (00:05:48) The key components of EOS, including vision, people, data, issues, process, and traction in the key components of EOS (00:07:18) The importance of the people component of EOS, including core values, expected behaviors, and the people analyzer tool (00:10:02) The benefits of networking with other industries at the EOS conference and how it helps to sharpen their tools in the toolbox (00:13:43) How EOS can be implemented on a smaller scale without the need for an implementer (00:15:35) Experiences with implementing EOS in businesses and how it has led to significant growth (00:18:09) The importance of identifying and addressing the five dysfunctions of a team, including trust, fear of conflict, commitment, and accountability (00:24:10) The speakers discuss the relationship between the visionary and integrator roles in a business, as outlined in the book "Rocket Fuel" (00:25:36) The importance of encouraging the free flow of information and ideas within a company, and how to address issues and frustrations (00:27:20) The use of software, such as Traction Tools and EOS One (00:28:51) The different types of meetings, including leadership and departmental meetings (00:29:57) The L10 meetings (00:32:10) The importance of transparency and avoiding silos in businesses (00:33:43) The importance of empowering employees to make decisions and share knowledge within the organization (00:34:32) The importance of creating a safe environment for employees to share their frustrations and ideas (00:35:18) The concept of "rocks" or goals in EOS, and how they are used to set targets for the company and individual positions (00:39:20) The importance of quarterly conversations with employees All books mentioned on our podcasts:

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114. How to Run a Coaches L10 with George Vidosh

Beyond The Scale Podcast

Play Episode Listen Later Apr 19, 2023 32:41

If you aren't having meetings with your coaches, you need to start now! Not sure where to start or what to do to run them successfully? Tune in to this episode to get all the details on how to take your coaches to the next level through Coaches L10 meetings. L10 meetings are team meetings that help you overcome obstacles, find solutions, create and share ideas, and plan and execute. This episode's guest, George Vidosh, has an impressive profile and long history as a coach and as a leader. He sums up his years of experience to give you the best tips to level up your team and improve your client experience. 00:00 - Your host Bryce introduces George Vidosh, one of Fit Body's Coaching and Profitability (CAP) team members. 01:55 - George explains what an L10 is and their importance. 03:33 - George dives into his experience leading L10s and how they're led at his Fit Body location with the location owner, Barrett Henson. 04:40 - Why it's important to have a Coaches L10. 05:50 - Bryce and George discuss how to improve client experience during team meetings. 07:39 - Listen to the format breakdown of L10s. 09:23 - Bryce and George discuss the difference between regular L10s and Coaches L10s. 11:42 - Learn who runs L10s. 14:19 - George gives his input as to how many L10s should be led and what they should be for. 17:39 - George discusses the timeline of the L10s his facility leads and how they're broken down. 20:29 - Bryce and George discuss how to deliver announcements to coaches and how the coaches can deliver the message to clients. 26:47 - George shares his biggest passion. 27:13 - Bryce talks about George's experience with Fit Body. 27:50 - George gives his younger self advice. 28:54 - George shares his “why” and his reason for staying with Fit Body for so long. 30:59 - George shares what being a CEO means to him. 31:35 - Bryce wraps up the episode and gives George some praise. “L10s is where the magic happens because that's where the client experience starts to improve.” - George Vidosh Visit us here: https://www.fitnessceopodcast.com/ Follow us here: Facebook | https://www.facebook.com/fitnessceopodcast Instagram | https://www.instagram.com/thefitnessceopodcast/ LinkedIn | https://www.linkedin.com/company/fitnessceopodcast/about/

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RL#5-11: Planning Reliability Tests for Bearings

Reliability Leader with Adam Bahret

Play Episode Listen Later Apr 17, 2023 6:14

How do you approach Reliability Testing for a bearing on a Robot System? This short episode discusses the different aspects to consider. L10 life is commonly quoted as a metric for bearing life. But to measure Reliability with confidence, individual operating conditions & system layouts should be considered.

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Aeropuerto Jazz Café 0649

Play Episode Listen Later Apr 10, 2023 58:00

aeropuertojazzcafe.com Programa 0649 - L10/04/2023 - Doris Cales - David Ake - Michael Dease - Five Way Split - Rich Thompson - Shirley Scott - Enrique Mateu ENLACES DE AUDIO EN NUESTRA WEB y en esferajazz.com #jazz #podcast EN FM CANARIAS: 7.7 Radio Radio Sol Maspalomas Radio Insular de Lanzarote Radio Tiempo Tenerife Radio Insular Fuerteventura Onda Universal Tenerife

Katy Berry Pearables: Faithful Fig

The Rainmaker Family Show

Play Episode Listen Later Mar 7, 2023 4:05

Everyday we're planting seeds that grow up in our heart. Katy Berry plants God's Word, cuz that's where good fruit starts! When Basil complains, “Bad things always happen to me! God doesn't love me,” Faithful Fig answers, “God is always good! God wants good things to happen to you because He loves you!” You can change your fruit by planting different seeds! L10 #christiankidsstories , #christianstoriesforkids, #biblestoriesforkids, #bedtimestoriesforkids, #storiesforchristiankids, #biblelessonsforkids, #christiancharacter, #godisfaithful, #godisgood, #godlovesme, #godlovesyou, #goodseedgoodfruit, #seedtimeandharvest, #plantgoodseeds, #beeattitudes, #jesusnmeclubhouse, #fishbytesforkids, #fishbytes4kids, #fishbitesforkids, #fishbites4kids, #ronandcarriewebb, #roncarriewebb

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99. Level 10 Your Life! USE THIS 30 Min Technique In Your Family & Business

Play Episode Listen Later Feb 17, 2023 38:40

Do you ever feel like you're drowning in a sea of to-do lists and can't seem to catch a break? Trust us, you're not alone. It's a common struggle for many moms and entrepreneurs to feel overwhelmed and unsure of where to focus their energy. But hey, we've got some good news for you! It doesn't have to be this way. In this episode of The Rainmaker Family Show, we're talking about a 30-minute technique called the "L10" meeting structure. Chelsey, used to struggle with overwhelm and racing thoughts, shares how the L10 structure is a game-changer that can help you level up your life, both in business and personal areas! That's why we are super excited to talk about this because this meeting structure has given us so much breakthrough both in mental health and time freedom. The L10 meeting structure is all about meeting up for 30 minutes each week to review progress on goals, discuss any obstacles that have come up, and plan for the upcoming week. It's perfect for families, small teams, and solo entrepreneurs who want to gain clarity and direction in their business. It provides structure and accountability, allowing everyone involved to feel supported and motivated. Plus, it's a great opportunity to share your wins and struggles and connect with others who may be going through similar challenges. But the L10 meeting structure is not just about productivity and getting things done. It's also about creating a sense of balance and well-being in your life. By taking the time to reflect on what's working and what's not, you can make adjustments and prioritize self-care and family time! So, if you're feeling overwhelmed and like your mind is always racing at night making sure everything is getting crossed off your to-do list, you gotta give the L10 meeting structure a try. It may just be the game-changer you've been looking for to level up your life! Chelsey swears by it, and who knows, maybe it'll work for you too! Hit play to find out more! If you try this idea in your own family, we would love to hear about it! Reach out to us directly and connect on social media via the links below. More of What's Inside: Why Chelsey is so passionate about this idea and wants everyone to know about it How we adapt this idea for younger kids and what we plan to do as they get older Why the L10 meetings are great for families and businesses to stay organized and on track. The structure: Company/family announcements, scorecard review, rock review and more! The last half of the meeting is for digging into issues, discussing and solving problems. Headlines can be used to celebrate achievements or recognize the greatness in others In the agenda section, check on the tasks assigned from the previous meeting. When to bring up new issues and discuss solutions. The KPIs and how it can help you make better decisions. And more! Connect with us: The Rainmaker Challenge: https://rainmakerchallenges.com/join ► Subscribe To Our YouTube Channel: https://bit.ly/33EdgBs ► Website: therainmakerfamily.com ► Facebook: www.facebook.com/diazfamilylegacy ► Instagram: instagram.com/chels_diaz instagram.com/steezdiaz instagram.com/therainmakerfamily ► Get Free Stuff On Amazon: stephensfreestuff.com/sfs Episode: minute by minute 1:06 Why this tip can change a most moms life 2:09 How we found the L10 Meeting structure 6:15 Stress and overwhelm doesn't have to be your normal 8:00 How this 30 minute meeting practically works 12:09 How to set goals as a family and help each other get there 16:50 The “rock review” and how to get massive results 19:28 Why a past version of Chelsey would have hesitated to do a meeting like this 21:33 Why why look 10 days out and not just a week 22:40 How to celebrate others in your family or team 24:30 When to follow up on assignments and task 26:52 Rating the meetings and making room for communication 34:04 Why Chelsey believes this is key for peace of mind

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SorareData NBA Strategy Show: The Cost of Winning

SorareData Podcast

Play Episode Listen Later Feb 8, 2023 59:52

Sorare managers are often presented with opportunities to buy low-L10 players before gameweeks to make their lineups more competitive, but does the value of a prospective reward actually justify the new card? Andrew Laird (Lairdinho), Alex Hooper (TiltCityFC), and Keith Jamison (gauldguy231) discuss what they consider before deciding whether or not to buy.

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SorareData NBA Strategy Show: Is Anthony Davis' L10 Too High?

SorareData Podcast

Play Episode Listen Later Dec 8, 2022 65:04

Andrew Laird (Lairdinho), Alex Hooper (TiltCityFC) and Keith Jamison (gatorguy231) address Anthony Davis' new 66 L10, and discuss whether it's actually more problematic to have multiple players who have been scoring very highly lately and how to address it in terms of resource distribution.

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SorareData NBA Strategy Show: What Happens When There is Too Much Value?

SorareData Podcast

Play Episode Listen Later Nov 29, 2022 64:15

Andrew Laird (Lairdinho), Alex Hooper (TiltCityFC) and Keith Jamieson (gatorguy231) talk about their lineup-building strategies when there are a plethora of low L10 players with high projections for an upcoming gameweek.

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One Thing We'd Implement Immediately If We Still Had Our Shop - The Auto Repair Marketing Podcast

Remarkable Results Radio Podcast

Play Episode Listen Later Nov 2, 2022 20:53

There's no lack of discussion about this topic throughout the Aftermarket Radio Network, but it's made such an impact on our business that we have to add in our thoughts. The thing that we'd implement… is EOS. The Entrepreneurial Operating System. EOS will fix nearly any problem in your business, and we'll never run another business without it. Listen to hear why we're so passionate about it! Talking Points EOS: Entrepreneurial Operating System Core Values, Vision, 3 Year & 1 Year Goals, 10-Year, L10, Departmental L10's, Operational L10 Firefighting, no more. Can't go on vacation? EOS sets a plan, process and a place to look to and achieve. It empowers people. It creates team camaraderie and company culture. How would we see EOS working in a shop? Leadership Front of House (service advisors, customer service) Back of House (techs, parts, tools) Lots of shops are EOS Shops! Check out Barry Barrett (former shop owner, Sales Trainer, and EOS Implementor) on the ARN with Carm! How To Get In Touch Group - https://www.facebook.com/groups/autorepairmarketingmastermind (Auto Repair Marketing Mastermind) Website - https://shopmarketingpros.com/meet-the-pros/ (shopmarketingpros.com) Facebook - https://www.facebook.com/shopmarketingpros/ (facebook.com/shopmarketingpros) Get the Book - http://shopmarketingpros.com/book (shopmarketingpros.com/book) Instagram - @shopmarketingpros Questions/Ideas - podcast@shopmarketingpros.com Lagniappe (Books, Links, Other Podcasts, etc) https://www.amazon.com/Traction-Get-Grip-Your-Business/dp/1936661837 (Traction Book) https://www.amazon.com/Rocket-Fuel-Essential-Combination-Business/dp/1942952317/ref=pd_lpo_2?pd_rd_i=1942952317&psc=1 (Rocket Fuel Book) https://www.eosworldwide.com/ (EOS) https://remarkableresults.biz/?s=EOS (Watch EOS on the Aftermarket Radio Network) Thanks to our partner, RepairPal. Visit the Web https://repairpal.com/ (HERE)

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One Thing We'd Implement Immediately If We Still Had Our Shop [E020]

The Auto Repair Marketing Podcast

Play Episode Listen Later Nov 2, 2022 20:53

There's no lack of discussion about this topic throughout the Aftermarket Radio Network, but it's made such an impact on our business that we have to add in our thoughts. The thing that we'd implement… is EOS. The Entrepreneurial Operating System. EOS will fix nearly any problem in your business, and we'll never run another business without it. Listen to hear why we're so passionate about it!Talking PointsEOS: Entrepreneurial Operating SystemCore Values, Vision, 3 Year & 1 Year Goals, 10-Year, L10, Departmental L10's, Operational L10Firefighting, no more. Can't go on vacation? EOS sets a plan, process and a place to look to and achieve. It empowers people. It creates team camaraderie and company culture. How would we see EOS working in a shop? LeadershipFront of House (service advisors, customer service)Back of House (techs, parts, tools)Lots of shops are EOS Shops! Check out Barry Barrett (former shop owner, Sales Trainer, and EOS Implementor) on the ARN with Carm! How To Get In TouchGroup - Auto Repair Marketing MastermindWebsite - shopmarketingpros.com Facebook - facebook.com/shopmarketingpros Get the Book - shopmarketingpros.com/bookInstagram - @shopmarketingpros Questions/Ideas - podcast@shopmarketingpros.com Lagniappe (Books, Links, Other Podcasts, etc)Traction BookRocket Fuel BookEOSWatch EOS on the Aftermarket Radio NetworkThanks to our partner, RepairPal. Visit the Web HERE

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Aeropuerto Jazz Café 0523

Play Episode Listen Later Oct 10, 2022 58:00

aeropuertojazzcafe.com Programa 0523 - L10/10/2022 - Pernille Bevort 3 - Judy Whitmore - Bobby Watson - Cesar Correa - Lauren Sevian - Jonathan Kreisberg ENLACES DE AUDIO EN NUESTRA WEB y en esferajazz.com #jazz #podcast EN FM CANARIAS: 7.7 Radio Radio Sol Maspalomas Radio Insular de Lanzarote Radio Tiempo Tenerife Onda Universal Tenerife

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12. NROI Podcast May 2022 #2

NROI Podcast

Play Episode Listen Later May 30, 2022 71:57

The focus of this episode is on the recently completed Classic Nationals (Single Stack, L10 and Revolver). Nationals Range Masters Kyle Stephens and Russell "Perrier" Fortney join the podcast for the discussion.The USPSA Stage Library mentioned in this episode can be found at https://uspsa.org/stages

DODGERS CAST - EP 107 – DODGERS MELHOR EM TUDO! EVERYDAY “TREA” TURNER!

Dodgers Cast

Play Episode Listen Later May 30, 2022 22:44

O Los Angeles Dodgers está voando! São 8 vitórias no L10 e muita lenha pra queimar! Thiago Cordeiro ( @CastDodgers ) comenta sobre a varrida de 4 jogos no deserto, a qualidade da dupla Gonsolin e Anderson, os números de Turner e as últimas do Dodgers! Ouça e compartilhe sem moderação! Mencionado no episódio 107: - Varrida no deserto - Série contra o Pirates - As rapidinhas: Muncy, Cody, Treinen e mais!

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Jesus N Me Clubhouse: God Is Always Good

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Play Episode Listen Later May 23, 2022 12:55

You're welcome in the clubhouse where KC and his friends learn to share God's Word. In this episode, kids learn that God always does good things and the devil only does bad things. John 10:10, "Jesus came to give us a good life." L10. (video on Spotify) #christiankids, #kids, #biblestoriesforkids, #biblelessonsforkids, #bedtimestories, #puppets, #Godisalwaysgood, #john10:10, #roncarriewebb, #ronandcarriewebb, #fishbytes4kids, #jesusnmeclubhouse

Athletistry

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Play Episode Listen Later May 17, 2022 79:58

The competitions we have to look forward to this summer, and why this year is different from all other years SEA Games: Rifda Irfanaluthfi won the all-around title, Aleah Finnegan did the piked deltchev, Carlos Yulo did everything better than everyone, and we have some words about composition requirements Janelle McDonald is the new UCLA head coach. What should the first order of business be? Constant vigilance news out of the Netherlands, Great Britain, Canada, the US, and everywhere Plus, awards for Lexy Ramler and Trinity Thomas, Fisk's first gymnast, which gymnasts are coming back to college for extra years, which familiar names excelled at L10 nationals, Chuso doing Chuso, and Simone's new reality show And your feedback on the live show, rewarding difficulty, toxic coaches, college 10s, and who can hope to be a good gymnast JOIN CLUB GYM NERD Join Club Gym Nerd (or give it as a gift!) for access to Behind the Scenes episodes. Buy our awesome clothing and gifts here. We have a Ukraine Fundraiser design, all proceeds go to the CARE Ukraine Crisis fund. WATCH HERE Club Gym Nerd members can watch the podcast being recorded and see some of the gymnastics we discuss, plus get access to all of our exclusive interviews and Behind The Scenes episodes. RELATED EPISODES & RESOURCES Donate grips and tape for Ukrainian gymnasts Donate to family of Alabama volunteer assistant coach in Ukraine To follow the effects of the Russian invasion to Ukraine on gymnastics, go to Gymnovosti GYMKATA The Leotard Episode: Part Deux NCAA Championships 2022 Winter Cup Recap Spitfire: The Movie (Commissioned) Nadia: The Movie (Commissioned)

Athletistry

canada ukraine russian alabama behind the scenes netherlands ucla ukrainian scenes constant great britain fisk l10 chuso

Play Episode Listen Later May 17, 2022 79:58

GYMTERNET NEWS The competitions we have to look forward to this summer, and why this year is different from all other years SEA Games: Rifda Irfanaluthfi won the all-around title, Aleah Finnegan did the piked deltchev, Carlos Yulo did everything better than everyone, and we have some words about composition requirements Janelle McDonald is the new UCLA head coach. What should the first order of business be? Constant vigilance news out of the Netherlands, Great Britain, Canada, the US, and everywhere Plus, awards for Lexy Ramler and Trinity Thomas, Fisk's first gymnast, which gymnasts are coming back to college for extra years, which familiar names excelled at L10 nationals, Chuso doing Chuso, and Simone's new reality show And your feedback on the live show, rewarding difficulty, toxic coaches, college 10s, and who can hope to be a good gymnast JOIN CLUB GYM NERD Join Club Gym Nerd (or give it as a gift!) for access to Behind the Scenes episodes. Buy our awesome clothing and gifts here. We have a Ukraine Fundraiser design, all proceeds go to the CARE Ukraine Crisis fund. WATCH HERE Club Gym Nerd members can watch the podcast being recorded and see some of the gymnastics we discuss, plus get access to all of our exclusive interviews and Behind The Scenes episodes. RELATED EPISODES & RESOURCES Donate grips and tape for Ukrainian gymnasts Donate to family of Alabama volunteer assistant coach in Ukraine To follow the effects of the Russian invasion to Ukraine on gymnastics, go to Gymnovosti GYMKATA The Leotard Episode: Part Deux NCAA Championships 2022 Winter Cup Recap Spitfire: The Movie (Commissioned) Nadia: The Movie (Commissioned)

930: Podcast Highlight Show: 2022, Volume 6

The Level 10 Contractor Daily Podcast

Play Episode Listen Later Mar 26, 2022 68:57

Counting Down the best moments from the L10 podcast from the last two weeks!

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Leadership Ten – Mark Noon pt 2

Kingdom Cross Roads Podcast

Play Episode Listen Later Mar 1, 2022 29:51

Leadership Ten – Mark Noon Leadership Ten – Mark Noon pt 2 Mark Noon is a 20+ year, retired Air Force Major where he was a key leader in building cultural and leadership transformation within the Air Force medical community. Following his retirement, Mark brought his operational and service excellence expertise to the Studer Group and now, in Leadership 10. He has coached and spoken before more than 270 organizations in 43 states about Leadership Development. Leadership Ten is an organization helping leaders, typically between the ages of 25-40 and living in the Florida Panhandle area, in business development and leadership. This is part two of a great two part interview! What are the three types of leadership development training that you offer? Individual; Team; Executive I notice one of the areas is decision making and critical thinking. I love that. I know the great leaders I served under emphasized to gather as much information as possible in the time you have, then process it and make the decision. My hero, in the Cav, was studying General George Patton, Jr. He once said, “A good decision implement now is better than a perfect solution tried later.” What type of training and training scenarios does Leadership Ten use to teach your students “Critical Thinking and Decision Making?” How does Leadership Ten emphasize the importance of “Retaining Key Talent” in the organizations of the people you are helping? This works, not just for subordinates, but for aspiring leaders as well. It is so important to learn the roles of the next position you desire to achieve. Does this flow into the area of “Leadership Next Level” training that you teach? Explain to us what “Generational Leadership” is in the L10 model? You offer both, in person and virtual events, correct? When someone contacts your organization, wanting to join the next cohort, what are the processes involved in being selected and approved for the training? For those that are not selected, do you refer them to other organizations or are they told to reapply later? What is the follow up on that? You mentioned earlier that you have a book. What is the book about? https://amzn.to/3FGpCts (SET UP) - Is it on Amazon? How is your organization supported? Mark, I could talk to you for hours. I love talking leadership and leadership development, especially with someone that has a military background. I've got to try and keep it simple and straightforward as some of our listeners would not understand if went off into military jargon… But if someone wanted to reach out to you and ask for more information about Leadership Ten and the training, etc. that you offer, how can they do get in touch with you? I'll put the links to that down in the show notes below. Folks, leadership starts with the individual. It starts before the individual becomes a leader. It starts with the basics. It builds upon experiences. It builds upon the experiences of those that are teaching you. They can share strategies and ideas they have learned over the years. They can also share mistakes they have made. I've learned more from mistakes than I have from successes. And when someone is able to impart to you years, decades, of experience in just a few short months – your learning curve is impacted dramatically. You can't help but become a better leader in whatever it is you are trying to do. But, every leader must make the most important decision they could ever make. That decision is to seek advice from someone who can help them become a “better leader.” Mark Noon and his partners at Leadership Ten are doing just that. They are making themselves available to help the next generation of business and non-profit leaders become, for lack of a better phrase, to become “All that can be.” Sorry Mark, for injecting that Army recruiting slogan in there… amen! But I urge you to reach out and get in touch with Mark and his team at Leadership Ten. Just...

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Diversity, equity and inclusion with Vivian Greentree

CrossLead

Play Episode Listen Later Feb 1, 2022 51:33

Diversity, equity and inclusion with Vivian Greentree In this episode of the CrossLead podcast, host David Silverman speaks with Vivian Greentree. Vivian is the Senior Vice President of the Head of Global Corporate Citizenship at Fiserv. Resources Vivian Greentreehttps://bluestarfam.org/https://www.fiserv.com/en.htmlWant to discuss some of these topics directly with Dave? Join the CrossLead LinkedIn Group. Episode Transcript DaveWelcome to the CrossLead Podcast. I’m your host, Dave Silverman. At CrossLead we exist to help teams, individuals achieve and sustain optimum performance. In today’s episode, I had the pleasure of speaking with Vivian Greentree. Vivian is a senior vice president at Fiserv, where she’s the head of global corporate citizenship, as well as the Care Foundation.Prior role at Fiserv Vivian had the same role at first data, and prior to that, she was a co-founder and ran research and policy for Blue Star families. Blue Star Families is a phenomenal nonprofit that strengthens military families and connects America to the military.Vivian has a Ph.D. in public administration and urban policy. She’s a passionate Navy veteran where she served for eight years as a supply chain officer, and she is also a proud military spouse and mother and her nearly two decades of leadership experience across public, nonprofit and private sectors.She has been a constant champion of community and employee engagement. Vivian was one of the first leaders that I met who had the passion, skill and mandate to operationalize DNI initiatives at scale inside of a large organization. Her ability to connect these efforts to business value was the inspiration to have her on today’s podcast.In our conversation, we discussed diversity, inclusion, future of work, gender pay gaps, how you measure the effectiveness of such initiatives, and so much more. Thank you for tuning in. I hope you enjoy the conversation with my guest and friend Vivian Greentree. Welcome to the CrossLead podcast. I’m your host, Dave Silverman at CrossLead. We exist to help teams, individuals achieve and sustain optimum performance. So I’m super honored to have Vivian as our guest today. She comes to us with a massive amount of amazing experience.Vivian, welcome to the show. I’d love for you to spend a little bit of time educating the audience here on yourself. You know, give us a little background who you are, where you’re from, what sort of shaped and made and informs the way you think about leadership going forward.VivianSure. And I think I’m a big believer that kind of hard work and luck. Hard work increases your surface area for luck. And because I do feel very lucky to be where I am doing what I do now for a living, but I also know that a lot of that, even if it was hard work, but also it was a lot of luck. It was a lot of other people helping me. And so I think that definitely informs my view of, of leadership.And teamwork, and I feel a level of responsibility commiserate with how much I do think I’ve been given or how much people have helped me to get where I am based on that. And so my position right now is I’m the head of global corporate citizenship at Pfizer, which is one of the world’s largest fintechs. And we’d like to think one of the best in my position with global corporate citizenship really looks at how we align or create a culture around diversity and inclusion, associate and community engagement, philanthropy, sustainability because we know that those areas of diversity and inclusion, associate and community engagement, philanthropy, you know where we invest time treasure talent, whether it’s for business or community, when those areas are coordinated and aligned, that’s really where you create high performing teams where everyone can say I am a valued member of a winning team doing meaningful work in an environment of trust. And that’s a good place to be right now because we need we need trust more than anything to to sustain high performing teams through. The unprecedented times, hopefully back to precedented times.DaveYeah, we do. We absolutely do. So where did you grow up originally?VivianSo as a Georgia fan, Georgia. And went to The University of Georgia. On the Hope Scholarship, which again, I think, you know, just thinking of early things that that informed my my outlook. You know, the Hope Scholarship was created to allow students who couldn’t have afforded it otherwise to attend state preeminent state schools in the in the state of Georgia.DaveSo I don’t think I knew about the Hope scholarship. So is that for every every resident of Florida, that that’s qualifies academically for the school, they are eligible too.VivianEligible, right? So the state of Georgia pays the tuition for qualifying students to any state university, which really, you know, when you think of meritocracy, expanded the opportunity for people like me to go to Tier one research institutions like the University of Georgia, which I think is right and which I think it just continues on because I knew that I was going to school based on taxpayer money. The same, you know, being in the Navy you know, being paid by taxpayers, you want to really earn that. And then when you have a good experience somewhere or you know to whom much is given, much is expected, you want to turn around and do that for others.DaveWhat did you major in at Georgia?VivianOh gosh, that was so long ago political science and journalism.DaveOK, and then and then you joined the Navy after after college that we did or.VivianI did, ironically, to get out of the state of Georgia.DaveI’m Georgia to my core, but I want a little break.VivianI I really it was like Dorothy after the Navy took us around for 20 years. There is no place I wanted to be more. But then then the back in Georgia.DaveSo you joined the Navy. What year to join the Navy?VivianSo right after I graduated 2000, 2001.DaveTo right before 9:11?VivianYes, I’m a pre pre-nine eleven.DaveWow, OK. And what did you do in the Navy Supply Corps?VivianAnd so I saw the supply for school, funnily enough, was actually in Athens at the time, though I didn’t know it. That’s not why I chose this course, but my husband was aviation and Pensacola. And now both of those schools are up in Rhode Island. I think so. I served on active dDuty in and in the reserves and the supply corps. Mike, my husband, was aviation. He did his his 20 years. So I was lucky when I transitioned out that, you know, I had things like my health care was, had continuity. I had a my spouse was still earning a paycheck. I use my G.I. bill to go back to school for public administration and really focused on that. That public service aspect, why? Why people want to go into public service in the first place, how we can increase the antecedents towards that and then support them when they do.DaveAnd you got a Ph.D., is that right?VivianI did, like many transitioning service members, use my G.I. bill but also at like military spouses. When you’re moving around, you have small kids, your your spouse is constantly deployed. It’s hard to find. It’s hard to go to. Employers and really sell that. So I put my eggs in the basket of if I can show that I have. This forward trajectory that I have been doing continuous learning. And then started. I did help to found blue star families during that time. But really it was around, you know, several military spouses getting together with these backgrounds in policy or research to say, if we can present a cohesive view of the impact of service on military families to political leaders, military leaders, we can make the all-volunteer force sustainable because we’re supporting the families who choose to serve.DaveYou got out of the Navy in what year in 2013 or something in 2014.VivianSo I I got off active duty around two, I think 2005 and then did the reserves well, because at the same time, Mike, my husband, was taking different orders and so we moved around.DaveOK, sorry. So you got out in 2005. When did you start your Ph.D. program? 2007 2007. OK, and you were doing that while moving around?VivianWell, by then we had. We had moved back to Norfolk. So Old Dominion University is where I received my Ph.D. They actually at the time were sixth in the nation for students utilizing their G.I. bill, which isn’t surprising. I think given that Norfolk’s the largest naval base in the world is right right there, but they had a part time program which I think, you know, just force for service members that are using their GI Bill or military spouses using the transferability of the GI Bill. Universities that do have that flexibility in, they’re recognizing that more and more students are nontraditional are the ones that are going to attract that you know, that talent?DaveAwesome. And then how long it takes to get your see, I know for a lot of people, it takes a long time.VivianIt seems like that, right? It’s an endless. But I think it took me about five years for the coursework and for my dissertation. So when I was pursuing my Ph.D., it was the same time. Around 2007 2008 when military families were really being impacted by the post-9-11.DaveYeah, by then it’s real, right? I mean, it’s go through multiple cycles, right?VivianAnd so it was. Really it was impacting military families, the likes of which had never been seen before. At the same time, there was little research, little data to actually back up. If you went to your congressmen or you went to your military leadership to talk about the workouts, the deployment cycles, the time between deployments, the impact on military kids, things like that. So I was able to structure my research within my Ph.D. program to align with the founding BlueStar Families, which is the country’s largest nonprofit designed to support, you know, connect and empower military families. And so my kind of piece of the puzzle was to create a national survey of military families that went through kind of the wellness, military, spouse, employment, mental health, military children and the impacts of service so that we could create a global. Network of military families, regardless of branch or rank or active or reserve components, so that in totality there was recognition that there is an impact to service on the service member and our families past the immediate deployment cycles. Sure.DaveThat’s amazing. So Blue Star families, you started, you know what year was that.VivianRight? And we, you know, it was again right when President Obama was elected and really made military families. You know, our research was a precursor to their joining forces.DaveForces.VivianEmphasis on wellness and and employment.DaveYeah. And it still endures today, right? Blue Star families are still endures.VivianIt does. And so it is joining forces under the Biden administration.DaveDid it take a sabbatical during the Trump administration? Probably not, right. But a lot of certainly Blue Star families did. So that’s good. Awesome. That’s that’s amazing. Thank you for that. By the way, I know I know a lot of people that have been very positively impacted by some of the work that you that you helped start and found back in 2009. And that’s a remarkable service and the country owes you debt for that. So then after blue star families, because you were kind of running that I first met you, I think you were just being hired by by first data right at the time. Is that right?VivianRight, right?DaveI can’t remember.VivianNo, it was because we which is which was funny, because you said, you know, talk about a little bit when you grew up know, I always thought, you know to me, was Southeastern Conference. Now it’s the Securities Exchange Commission.DaveYeah, it’s a it’s a governing body that regulates our banks.VivianAnd they’re both governing bodies.DaveConference of Presidents, football and basketball and swimming and soccer and everything else. Yeah.VivianRight. So it shows, you know, kind of perspective. Where are you, where you come from it and then just even your own bias, you know, since I know we’re talking about. Diversity and inclusion today, we all have. These unconscious biases. You know, mine was the first time. I heard when I was at a New York meeting, I thought, Why do they care about.DaveGeorgia football?VivianAnd I thought, Wow, we really are right. And I thought, Why do they care so much? I mean, I think. Are important, but I don’t know that that has have.DaveThe stereo. Gone? Yeah, awesome. OK, so so what year was that? I try to remind me when.VivianIt was 20. So 2014, which you know, at the time, a lot of companies based on the impacts and recognition of just huge amounts of service members that were transitioning out. We’re looking to start military programs but had never really before, you know, thought or looked at that community as anything, really. Maybe then other than if they had a guard or reservists who had activated and how to calculate that leave or turn out turn or pay on or off, but really hadn’t considered that that talent pool. And then. You know, as we built that program, it really taught us how to relook. At human capital management because, you know, when you’re recruiting, when you want to show up holistically in the military community to recruit transitioning.VivianService members and their spouses, you have to have done. That’s kind of like the tip of the iceberg. You have to be military ready to to show up in a way that’s authentic and really can speak to you. Why would a service member or veteran pick your company over other companies, you know, based on the benefits, policies, culture of your company?DaveYeah, that’s amazing. So you first data was really at the time leading, in my opinion, the P.A.C. on progressive ideas and around, you know, some of these these these different diversity groups and veterans, obviously, having been of that and going to New York and seeing some of the work that you guys are doing, I was always really impressed. You guys sort of seemed at the forefront of a veteran friendly organization that saw the value reach maybe talk about, you know, I feel like a lot of people do it because it feels it feels right, right?DaveIt feels like morally and patriotic. We just decided we’re right. But I think what amazed me about what I saw the work that you guys were doing for and now five serve is that you really saw it as like a differentiator in how you approach business. And I thought that to me, that makes it more enduring love for you to talk a bit about that.VivianWell, I mean, even you know how quickly we met when I came to first, first data and we reached out to CrossLead to be our leadership development partner. It just shows how integrated the thinking is and really wanting, you know, our C.E.O. Frank Bisignani, wanted look to the military.VivianFor leadership. You know, the benefits of the lessons learned from the military community in a way that, like you said, many other companies want to. Get involved. They want to do the right thing, but they don’t really see it at the very basis as a value add. And I think that’s the that’s the difference because, you know, just expanding on that view. When we started recruiting veterans. And military spouses, we brought in more women, more minorities. And then it’s not just about what is your guard and reserve leave policy, but it’s what your family forming benefits policies. Where is your representation? Do you have employee resource groups that allow them outlets for expression and kind of aligning their purpose with your profit? Because we do know that diversity is a fact, but that inclusion piece is the choice and that. If the systems that a company. Has are set up that create obstacles or challenges for anyone to show up kind of at work desk ready discretionary effort at the ready, then that’s on that’s on the company. And we know that talent is just distributed equally. But what’s not is that opportunity, access and exposure. And again. If it’s the systems that are set up that are reducing your. Space in place in the. In the mind view of the generations that are coming out of school or coming out of the military.They just won’t see you because they don’t see themselves represented in your leadership or in your products or in your services or, you know, and your in your community investments.DaveSo, so yeah, that’s that’s it feels exactly right to me. Can you talk about how you guys have sort of, you know, mobilize these groups to drive your purpose and ultimately, you know, value for the firm? My assumption is to address the issue you just talked about, which is like, how do you get people showing up every day, get being their best selves, right? So you’re unlocking that latent potential that exists across the workforce? I think that’s phenomenal. You’re talking about how you guys structure and think about it and incorporate it into into to Pfizer’s operating model.VivianYeah, I mean, I love that you. Operating model, because it really D.N.I. has to be in the D.N.A. of the organization, and as much as we talk about diversity of thought and experience. You really can’t have diversity of thought and experience until you have physical representation of diversity at the table. And when you’re operating and governance structures, those are essential when you’re thinking about how you set up your systems for recruiting internal mobility leadership, inclusive leadership models, even product development and innovation. And that’s where those employee resource groups come in. They’re not the only lever, but I would say arguably one of the most. Vital, because again. It’s it’s your human capital management, it’s your talent. It’s allowing them and creating space for them to have opportunities for meaningful engagement in a way that meets them where they’re at. And if you channel and target that towards. Whatever that thing is. That your company or organization’s mission is like for us, small businesses is what we do every day. You know, start scale, grow from Main Street to Wall Street, and our employee resource groups are right, and they’re coming up with ideas for how to engage small, diverse businesses, how to support small, diverse businesses or social innovators within large businesses. How can we help our large scale enterprise clients support small, diverse businesses, whether it’s through their supply chain or whether it’s through their products or services? And that’s really it’s. That, you know, the systems view.DaveYeah, no, I think I think that’s that makes a ton of sense. So as we think about, you know, just some of the questions that typically come to mind around that diversity inclusion topic, a lot of companies are putting a lot of effort into how they recruit, specifically trying to create a more diverse workforce. Everything from that senior executives like you were talking about earlier down to, you know, entry level talent. But they they’re struggling. And it’s it’s not just to find those people, but it’s also to retain them once they get them because it’s become a very competitive love for you to talk about about that. Why does that happen? Why is it so hard?VivianI mean, that’s like the. Crux I think of where we are, because in the past companies have said they’re military friendly. But are they military ready? And I would I would evolve that conversation now to say companies want to be diversity friendly. But are they. Really diversity ready and addressing.DaveWhat do you mean by by ready?VivianRight. So in the same way, when you show up, it’s I’m showing up at a, let’s say, a women in tech recruiting event. Is it all males that are with me? Do I know the open positions? Do I know our family forming policies? Do I know our benefits? Do I know if we have pay equity or we’ve had a pay equity review in the past three years? It’s because that’s what women graduating from colleges with their coming out of the military with choosing between companies. That’s what they’re going to be asking for because they’re it’s, you know, it’s a hot labor market right now. And to differentiate yourself when you show up in an organ in. The same way that we expect potential hires to come. With a general knowledge about our company when we show up in our recruiting, we need people, you know, our recruiters to have a general working knowledge. About. Diversity and inclusion and what our culture is, what our our employee resource groups, what community partners do we invest in? What have we done? What’s our representation on the board? And I’ll tell you too. That comes up not just with talent, but with clients and several, you know. Several meetings over the past year that has. Been the crux of the, you know, the questions are have you had a pay equity review? What is your representation on the board? What are what are your sustainability policies and how or how are you responding to social justice? It’s really it goes back to if you’re looking at the recruiting process, the opposite side of that coin is retention, and it’s looking at not just tracking new hires, but engagement, performance, internal mobility, satisfaction and your pipeline. And that’s where, again, the benefits in the culture are huge. Do you have guard and reserve leave policy, paid parental leave, domestic partner coverage, anything that shows your employees that you are investing in who they are as a person outside of work so that they can show up at work as their best self? And it’s. You know, publicly. Facing statements but that are backed up with substance. That’s why so many peer groups or Criterion Nasdaq Stock Exchange Business Roundtable are requiring publicly facing statements that link to documents around human rights or around social justice around your board diversity.DaveYeah, you’re talking about the larger sort of E.S.G. movement. We’re seeing this. Even with access to capital, right, there’s some of these institutional investors and obviously large family offices that are allocating capital to these various funds that then make it available through various instruments are saying, Look, there needs to be an E.S.G. bent here, and if there isn’t, then we don’t want to support or basically have our money be loaned or leveraged for for these organizations. So it’s actually to me having driving a massive sort of movement positively, you know, towards some of these these issues, which which are no longer sort of niche, they’re becoming more mainstream. Can you go back, though, to on the diversity side? I’m running a business, small business or large, but it doesn’t matter, and I take a self on it and I go, OK, my pay, my pay is is equal. Hopefully, if not, I sort of fix that, but I don’t have the numbers I want, right? Like the composition makeup still feels, feels up to me, whatever that whatever right looks like, but it’s not there. OK, where we’re underrepresented and we don’t look like maybe the communities that we operate in the services that people would provide. How do you fix that? How would you advise that that leadership group to really try to address that? Would you do almost like like like a quota system or or how do you think about that?VivianSo, you know, it’s a marathon and. A sprint. Because it really for most companies. It’s it’s it’s not an and or but it’s a both or it’s multiple. Because it’s there’s. Lack of representation at the top for sure. And you can’t you can’t hire at L1 and expect in the next 20, 20 years that something is going to be different on the L10 level. And so you really need a you need a strategy for both.DaveAnd then it’s that and right. You’re saying you’re saying yes, let’s make sure our hiring practices at the entry level are obviously unfair. But there’s but that we’ve got to do something to address the mid and senior levels at simultaneously.VivianRight. And that’s where it’s, you know, it’s percent of new hires, but it is percent of retention. And it’s also it’s it’s comparing. Groups and having enough representation that you can compare between groups to say, you know, is there something significant, you know, statistically significantly different in the way that women are voluntarily attracting from the from the labor force? Because we know that right, that that did happen over COVID. So within a particular company, you can look at that and say voluntary versus involuntary attrition to.DaveGive some of those stats. I don’t know that anybody’s aware of that. I mean, when I heard this stat a while ago, I was actually pretty surprised. It made sense once I thought about it. But like initially I was like, well covered. If anything is helped drive adoption around like things around work flexibility that previously were sort of we’re sort of relatively small time or niche like, you know, now I think it’s much more widely accepted that, you know, you don’t have to physically be in a space from a certain amount of time like that. We’ve got we’ve demonstrated the ability to be productive still and in a more flexible environment. Flexibility should lead to more inclusive work. Opportunities should, should do.VivianAnd yeah, because there you know, there’s a lot of there’s several, I think themes that that did emerge. You know, going through COVID one was that more women are traded from the from the labor force. So even though we were learning lessons during that time and even now on. Just the effects of, you know, your life external to your job, affecting your ability to show up, whether it’s in the office physically or virtually in your in your home, but that it did disproportionately affect women. But even, you know, we serve small businesses and we had. Numbers coming out of COVID that. Survive COVID for another variety of reasons. one Just all small businesses were affected the ability to go. Go out physically, but they also were less likely to be able to access capital through traditional means or even the P.P.P. loans that were designed to. Help small businesses. But they didn’t have accounts large enough with large enough banks to take advantage of it or couldn’t. Dedicate. The full time person towards filling out all the paperwork. And so there were these themes where, you know, we all go through the Same life events, but they are affecting as an impacting us in different ways based on, you know, our individual circumstances. And if there’s enough of a population that is marginalized or unrepresented that is not able to, then, you know, experience and come out at the same pace and we have systems set up that are promulgating that, that that is kind of the the crux of where we are right now. So we don’t want to lose women from the labor force. We don’t want to lose small minority owned businesses and if you have your time treasure. Talent of what your company does can is at this inflection point can make a difference because of your benefits, because of your policies, because of. Even a focus on. Mental health, which again, you know, I think the military drove that way earlier based on, you know, combat experience. But now. I’ve heard mental health and wellness mentioned more times over the past year than I have in the past ten years.DaveI know it’s a it’s really everybody now, right? I mean, everybody, everybody’s going through. I mean, this has been this has been emotionally draining COVID for sure. And so I think people are much more acutely aware of the impacts of Saddam. Go back to the women, if you would, because I mean, I think this is this is concerning. I feel like to the extent that we’ve made progress on these fronts, it feels like Kobe was a massive setback on gender equality and representation in the workforce. If what you’re saying is that disproportionately the people that left their jobs were where were or female? And is it getting better now or how do we address that? I mean, how do we how do we make up for that?DaveBecause to me, that’s I mean one. That’s awful. I’ve seen some stats that says, Hey, the effects of this downstream are going to are significant, like ten or 15 years from now. It’s going to be even worse, like the fact that we had this major setback.DaveI’m curious to see your thoughts on what you’re seeing people do and try to to counterbalance that. Knowing that Pfizer particularly mission is to help small businesses thrive and address some of these. These these challenges. I’m curious to see you know how you’re thinking about this?VivianWell, I mean, we know so the gender gap existed pre-COVID. Any you know, anything else equally did did nothing but kind of enlarge that gap.DaveSo one thing that got made it worse.VivianIt may, right? It made it worse. And you’re right, there’s like that. It’s a lagging indicator and it will take years to to catch up to it. But then I also at the same time have great hope because of COVID did make as I think, more vulnerable. We were certainly, you know, we’re in each other’s homes in ways that we had never been before or hurt people’s dog bark or their children come in. Some people didn’t even know or. Acted like people didn’t have children before COVID, and. The reality is that that impacts our ability to show up. And so just recognition that people are whole beings, they want to pursue purpose and profit and. Don’t necessarily see it with millennials. And younger generations. Don’t even really see a delineation between that. They actually think that they actually think. But I mean, they think that they. Should be able to pursue purpose within their profit seeking job. So you see these because coming up, I certainly think CrossLead is one of those where you’re providing value more than. You know, leadership training. It’s also opening. The door to. Discuss things like, you know, how integrity and and shared consciousness and trust, you know, so that you can have psychological safety on teams, which again, the military has done for years because you know that that does show up. In your every day. It does show up in how you, you treat your team members. But I don’t think that the corporate sector had that recognition. And certainly that. Benefits everyone, right? Whether you are a parent or a caregiver. For for your for your parent, you know that sandwich generation that is caregiving children, but also their own parents and. And that again, you know, it shows up in in your productivity and your satisfaction and your engagement. And ultimately, whether you choose to stay to work at a company that helps you be the best you Lacob.DaveIt’s been been really hard on a lot of a lot of businesses. I know it’s disproportionately affected small businesses and and from the employee standpoint, it’s disproportionately affected, affected women. Could you could you maybe talk about what you’re seeing, both working at a large global, you know, 500 company as well as the small business you serve and how executive group should think about tackling this near-term problem and solving the more the more systemic problem of of diverse and inclusive workforces?VivianYeah, because there are thematically lots of lots of trends. That are emerging. Some, you know, like you mentioned, negatively disproportionately affecting certain populations. But I want to also put a pen and I do think that’s an every challenge is an opportunity. But first, looking at the negative or populations that have been disproportionately affected by COVID, I think the Bureau of Labor Statistics just put out that there were 2.2 million less women in the labor force in October of 2020 than there were of 2019. Which which definitely tracks. Within themes within the Great Exodus. The disproportionate effect of women. Probably for things that Have always been there around caregiving for children, but also parents or just the, you know, the second shift that’s talked. About about additional work at home. And we know that COVID as you mentioned the effects on small business that it also disproportionately affect minority owned businesses. So while everyone experienced the same inability to have in-person physical gatherings or shop in person, some of the some of the small businesses that were least able to react as quickly because they didn’t have larger lines of credit or didn’t have online or e-commerce options, which we happened to know about because those are our clients. So when we started to see the numbers and heard that up to 40% of minority owned businesses might not make it through COVID. In addition to the client services that we already had, that’s when we. Actually came up with our back to business grant to be the inflection point to connect those small, diverse businesses with access to capital lines of credit e commerce order delivery to pick up setting up online shopping carts, anything that we could do to to be there. And that’s where when I said there is a positive coming out of COVID, I do think that there is an opportunity for companies to look at work life balance. So if you’re looking at your employee base, looking at work life balance, understanding that people do have lives outside of work that do affect their ability to show up at their best. And then design operating. Models that are more inclusive and holistic so that you can unlock. The whole idea is that high performing teams, right whenever you draw the line of why does any of this matter at the very base? It’s to make money to sustain your business operations. But to do that, you really have to take a long term view of not just output, but outcome.VivianWhen you talk about succession planning, recruiting market share, investor relations, all of that really depends on your employer value proposition. And so I’m hoping that we come out of COVID as a culture, but also globally. Where we’re more progressive thinking creative about how we create opportunities for people to meaningfully engage while pursuing. Both purpose and profit. And I think that that’s exciting there. There’s a huge upside there with know unlocking productivity. You know, there’s a lot of. Money to be made there. If we do it right. But there’s also some very significant problems short term that we have to deal with because companies are losing people every day.DaveYou know, I just find it fascinating. This is obviously something that we obsess over at cross. I mean, our whole goal is is to make organizations more effective, you know, help them sort of unlock latent potential. And the exciting thing about about COVID. The upside is executive teams are able to reimagine the way they work. They’ve had to just to survive. And so they’ve built muscles that they didn’t previously have. They discovered technology and tools that they previously were weren’t leveraging, and those tools themselves have gotten significantly more effective. So I’m optimistic that, you know, the executive teams that are meeting in the boardroom as they try and discuss how they’re going to to establish an operating model that continues to drive value is now much greater than it was even even two years ago. And so my hope, my hope in all this is that with those added tools, with those added that capabilities, it’s going to create a more flexible and inclusive work environment which potentially could start to take on those more systemic historical issues of of misrepresentation by gender or disenfranchize minority populations in the workforce. Because flexibility should be should be a key tool in helping, helping keep some of those groups engaged for longer periods of time and continuing at the ladder, which I think will net just benefit our society and our individual companies tremendously. an you? Let’s switch now to how you basically assess an organization’s effectiveness when it comes or die programs. I mean, if we take the actual the composition aside, how else what other metrics do you use to look at D.N.I. programs and see if they’re actually working or not?VivianYou know, there’s a lot of different. KPIs, and we’ve hit on some of them. And certainly representation is is a is a base. But there’s also. It shows up in your products, it shows up in your tracking, it shows up. You know, not just tracking.VivianThough, for employees, but suppliers and vendors, clients, community investment partners. It shows up in publicly facing statements. You know, going through just doing a catalog of of a company’s website is their diversity and their marketing materials. What conferences are they showing up at and who’s speaking at the conferences that they’re showing up at? And then you mentioned definitely. On the investor side, what indices are they showing up on? Because it definitely you can draw a direct. Line for financial impact or you. Can have the one or two kind of removed because engaged employees are more productive employees, they delight clients and then you have client retention and maybe client gain. That’s market share increase of market share, which then increases and delights your shareholders and so there is this virtuous cycle. That that is created between that return on investment, that return on inclusion for employee engagement, client engagement, which makes more money so that you can pay your associates and increase your share price. And so I think those areas, it’s everything in between. It’s it’s your it’s your leadership programs. I too am excited about some things that are coming out of COVID one because leadership. Trainings and leadership courses like, you know, in an organization. Like Crossley, you’re focusing on inherently an inclusive leadership model, and I don’t think we’ve always talked about inclusive leadership, more leadership. And it’s it’s really baked into the, you know, to have empowered execution to have shared consciousness and trust. There’s those things you have to attain first, and one of them is is diversity. And then to me, you’re inclusive leadership model is what drives the inclusivity where everyone feels like they have an equitable chance to join, belong, contribute and progress. And we need that now more than ever, because people are feeling dissociative with what they do for a living versus how they exist outside of what they do for a living. And they do need to build trust through geographic spacing because we’re not physically together. We do need to address and talk about mental health and wellness and keeping ourselves and our bodies functioning so that we we can show up at work. And I think.DaveYou’re looking at performance more holistically, which, you know, it’s something in special operations we’ve done for a long time and we still got a long way to go. But the idea that like how you physically show up and mentally show up has a massive impact in those mission critical situations.VivianRight? And not every leadership program really talks about that. And I know, you know CrossLead does, and that’s something that, again, the corporate sector can. Benefit from learning from the military on that.DaveWhat’s interesting for me personally in this journey is, you know, in the military, probably it’s because I was overseas so much. I was sort of desensitized to some of these, like larger social movements that were going on. I mean, it’s just take, for instance, like social media, like, I wasn’t allowed that U.S. access to social media when I was in the Philippines, right? So like, I come back and everybody’s on Facebook and Twitter and and like LinkedIn and all these applications, I’m like, Yeah, I would never put any stuff on that stuff, just given what I was doing and where I was operating. In fact, I was always being monitored by good guys and bad guys. I just didn’t. I just didn’t do it right. And so I was always desensitized to these themes. And then, you’re right, when we got into the foundations of how you create high-performing teams and things like shared consciousness and trust and common purpose and empowerment. You know, they and then how we think about operationalize it became obvious to me that like we had a massive premium on things like inclusive work environments. The fact that we have after action reviews, after every op where everybody, regardless of rank, title background, whatever is obligated to give people their honest perspective. What happened on that op so we could figure out to learn and then move forward. And we, you know, and then like, there’s fancy words like psychological safety that says this is what’s happening there. I don’t know what that stuff for me, it was just, that’s how you operate, because that’s what high-performing teams did. Right. That’s how that’s how you behave. And so it’s been interesting to see like, you know, D.N.I. is a social movement. I think a lot of times where leaders struggle to figure out like where it fits into their into their business models, they go, Wow, this feels like something I’m being forced to do because it’s larger social movement that I may or may not be be, you know, sort of attuned to. And for me, the way we came out, it was like, No, if you’re if you come back from something or you’re about to go on something, you want to make sure you’ve got all the best possible information perspective possible. Because if you don’t and something goes wrong, then how do you how do you, you know, how do you reconcile that? How do you rationalize that? How do you explain it? Some kids, mother or father, why their son or daughter is at home? Because, you know, we didn’t do our part and making sure we had the best possible plan that had the best collective of experiences sort of sort of yielded. So to me, I think just rethinking that in terms of that, I think goes a long way in saying, Hey, you know, wherever you fall in the social spectrum like discount for a second. This has real value to your to your business and it’s upside, and you should probably do it for all of social reasons. But like the value, you have a fiduciary responsibility to shareholders who do not like you find a way to to make that happen. So if you think about like the leverage that that you guys currently pull in Pfizer specifically to around your E.S.G. programs to basically sort of address some of these changes, what are those? Maybe talk about some of the unique levers that you’ve seen that are, like, you know, pretty effective both for measuring it and sort of driving, you know, improvements around around those areas.VivianRight? I mean, the KPIs, just. Like like any other parlor or any other operating model, it has to be integrated into and baked in to the very performance. And I think so one, having a culture of continuous learning. And really focus on leadership because when times, you know, progress. Does move at the speed of trust to everything you just said and you really can’t build trust. And in these inflection. Points of confusion and ambiguity and challenge, that’s when you rely on the trust so that it kind of greases the skids for, you know, when people don’t know what’s going to happen, but they trust that your company, your manager, your team has your best interest and has the best interests of the company and you’re kind of commiserate. With the level of service that you’re giving that you’re getting that back and so you see that show up. And I always said before, you know, the levers are within every single aspect of the organization and you can look at it as clients and external learning and development, certainly talent management. And that hits on a lot of that retention piece and an employee resource groups, internal mobility, professional development, your vendors and supplier diversity. There’s a reason again, why we met so early because we want it to benefit from the lessons learned from the military community when we were building our own leadership and talent development program and then ensure community engagement. Your strategic philanthropy.What are you doing volunteering your time, treasure and talent? And it’s always best when those are aligned because it’s the first best use of whatever the company or organization’s purposes. Don’t divorce that from the profit or the ability to have meaningful engagements for four employees and then it’s your those easy things like code of conduct, your total rewards, your benefits packages. And it’s it’s less about. Although I’m, you know, I’m jealous of companies where they can bring dogs to work or they have beer on tap. But I think more substantial investments in pay parity, family forming policy benefits, guard and reserve leave policies. Because what they’re really saying. When you invest in those high value things is that you’re saying that I’m not as an employer forcing you to choose between serving your country and coming to work. I’m not forcing you that.DaveYou’re saying, you’re saying we say guard and reserve. You mean National Guard.VivianNational Guard and Reserve Military Service.DaveThe policies are the company let you go and you keep your job and that you can go serve your country and then you.VivianAnd pay them. And of course, I have to say, because I serve as one of I always like to say the most expansive, I would love for a company to come back. And say, actually, our policy. Is more expansive. You know, we pay full, full salary. That’s amazing. For a while there, while our guard and reservists are on their orders. And so again, it’s saying that we’re not making you choose between serving your country and working here. But it’s the same with starting families. And there’s many ways to start a family and there. And it could be, you know, either parent or caregiver could stay home or so it’s a it’s just a more, if, like you said, progressive, expansive way to look at.DaveI love that. Yeah. And how we can expand that. Like if military is not your thing, you can expand that into any type of community or national service, right where you’re serving and making a difference in the community. And you’re saying this aligns with the values of principle.VivianAnd then. Well, and I have to make you know, when you said levers or ways to measure, I have to also mention because CrossLead helped us so much with our with our culture building and the way we looked at the pillars of where we time treasure talent. But looking at employee engagement surveys and having questions that have to do and directly ask your employees, do they think they’re treated fairly with respect? Do they think that they have a path to career – professional mobility? Those are very important to ask on those employee engagement because that’s, you know, asking the people of the population that you’re you’re trying to reach. So even if you do have the policies, process governance, whatever it is, but you’re not seeing that reflected. Then there’s still a disconnect there.DaveYeah, no, that makes total sense. So, so last question on this and I have some fun questions for us. So you’re the C.E.O. of a net new global conglomerate that’s a top five, top ten country in the world. What position are you creating on your executive team for to, to basically address these issues holistically? What are you calling it in like? And how would you describe the role and the responsibilities of that executive?VivianYou can call me anything, don’t call me late for dinner is, is how I look at this question because it is such a topical question that comes up. Across regions, across companies, across industries. I think the important thing is to have a seat at the table and the idea that there’s going to be.DaveA seat at your table for an executive, there’s there’s going to be executive on your team. That has this as their core mission.VivianCertainly, and it would look across dimensions of, you know, the entire enterprise H.R. product operations, marketing, procurement, strategic sourcing because depending on what industry you’re and or what market, you might be driven more by sustainability or environment, like with the energy, with energy companies or gas. Whereas in financial services, financial inclusion, financial literacy is, is really what we do best. And so we know that part of diversity of inclusion is ensuring that everyone has equitable access to financial literacy. And so whether it’s and it could be driven out of our D.N.I., it for for talent acquisition or it could be driven out of marketing as a brand or philanthropy, a foundation for social innovation or social impact. The important thing to me is that there is that seat at the table and someone looking strategically across the enterprise looking at how to have impact past economic outcomes and you know. Larry, Fink if you think, you know, that’s kind of a bright-eyed way of looking at it. Larry Fink and issues that letter every every year for BlackRock and and has led the charge at saying there is economic impact, past immediate outcomes and that companies when you’re talking about sustainability, whether it’s environmental or workforce sustainability, you have to include this triple bottom line valuation to a company. And again, that’s where it’s coming from. Investors, it’s coming to be included in the stock exchange or Nasdaq, or to be listed on the S&P different indices. I think more and more these these multinational. Companies that we’re coming up with top five. They are creating a seat at the table on their executive management committee for it.DaveYeah, I think that’s right. I mean, ultimately, everybody’s in competition for talent. And increasingly, the talent that’s that’s both, you know, new talent coming into the workforce and or talent that’s decided to make a shift. And what they’re going to focus on and do is increasingly more aware of these issues. And they’re going to see organizations that take this seriously as a differentiation and where they want to go, spend their time, their energy and their efforts. And that’s going to be a massive differentiator. So it’s something that people have to get at. All right. So so I want to wrap this up. So given that I’ve done previous ones, I want to ask, I’ll say two words. They are things are they are people and you have to say you have to pick the name that that is right. So if I said olive oil and butter, which one would you pick.VivianSunflower seed oil?DaveSome fancy? OK, that wasn't one of the options now. If you’re if you’re if you’re a chef and you got a choice between an olive oil or butter, what are you picking?VivianNo, I mean, I sunflower seed oil because I saw it on a tick tock. I mean, I don’t have to choose.DaveOK, so you’re going to pick oil then over butter, but you’re just going, not olive oil. You’re kicking. Some of us, OK, got oil. We’re about. OK. Michael Jordan or LeBron James?VivianLeBron James? No, I’m kidding.DaveThat’s what I said. We’re sticking with the Lebron James.VivianThat’s true. That’s from the office because I was going to say Michael. Michael Jordan, because my son is MJ. So everyone assumes. That it’s Michael Jordan. but, it’s Mike Junior. But LeBron James.DaveLeBron James, OK, good, Messi or Ronaldo.VivianIs it bad? I’m not even sure who that is. Is that that’s.DaveOK, that’s OK. Just it messier another. No, I mean, these are football players, soccer players.VivianWell, I think that tells you my unconscious bias.DaveNeither. OK, I did my Louie, Louie Hamilton or Max Verstappen.VivianSo this is another hard one, and I know you want one answer. Louis Hamilton, for sure. Except that when I first heard Max Verstappen’s name, I actually thought that. Matthew Stafford, who is a prior University of Georgia bulldog, had taken up Formula one racing and that he was in competition with with Louis Hamilton and. The last that came out of my husband from that. But so I like them both. I love Lewis Hamilton, though he’s going to win.DaveThe national title on on Monday. Is it going to be Georgia?VivianAlabama Bulldogs hand down, hands down? It’s our year.DaveBulldogs. all right. We’ll hold you to that. Vivian, thank you so much for joining our program. I. This is one that’s a timely conversation, but two, it’s just so critical to how people and leaders need to think about about some of the today’s toughest challenges and how we address them. Can’t thank you enough for coming on board. It means a lot to you. Thank you.VivianThanks, Dave.Daveone more thing before we finish the episode, the CrossLead podcast is produced by the team at Truth Work Media. I want to make this the best leadership podcast available, so I would love to get your feedback. Our goal this season is to have authentic conversations with special operators, business leaders and thought leaders in the topics of leadership and agility. If you have any feedback, suggested topics or leaders that you want to hear from these, email me at contact@crosslead.com. If you found this episode interesting. Please share it with a friend and drop us a rating until next time. Thank you for joining.

covid-19 america new york university money head donald trump space opportunities joe biden benefits mental diversity barack obama network numbers talent facing lebron james lack wall street companies navy investors inclusion points philippines formula michael jordan benefit groups athens senior vice president lionel messi models tier vital pfizer future of work presidents rhode island mj employers bureau flexibility universities operating ronaldo kpis nasdaq main street blackrock women in tech national guard norfolk matthew stafford lewis hamilton diversity equity trainings fink pensacola max verstappen diversity equity and inclusion dedicate labor statistics dni l1 saddam gi bill acted larry fink southeastern conference blue star fiserv david silverman green tree viviani securities exchange commission blue star families l10 htmlwant care foundation lacob dave silverman truth work media crosslead

036: Asset Management Done Right with Mike Taravella

Real Estate Runway

Play Episode Listen Later Jan 12, 2022 27:32

It's time to nerd out with one of the best asset managers in real estate, Mike Taravella, CPA. Mike started at Ernst & Young in public accounting and then transitioned into Detroit's startup community at Rock Ventures. He then began his real estate investing career owning and self-managing investments in Michigan. He also took an interest in real estate development before joining Rand Partners in 2019. Mike is currently the Asset Manager that is responsible for underwriting deals, investor relations, and asset management with acquisition of over $31M! Dive into the episode and grab a ton of wisdom and resources that will help you do asset management right! Visit us at thequattroway.com Learn how to invest with us at thequattroway.com/invest Getting to know Mike Taravella - [00:01 – 04:03] I introduce to the show Bio Mike shares a bit of his background Started out as a teacher Transitioned into accounting Helped launch several organizations in joint ventures Got educated in real estate Asset Management Done Right - [04:04 – 17:16] What to do with an asset after buying Collaborating with the property managers Layers of accountability You need to come up with creative solutions Breakdown of the accountability Ways to keep the team on Capx budget When it's time to let people go Create a templated term so you don't have to guest Understanding how you need to be different in your systems when you scale Use resources as much as possible to not lose track How turn expenses come into play L10 meetings - Traction, Principles, Never Split the Difference Grab your ticket to the MFIN Summit at mfinsummit.com Use promo code QUATTRO How NOT to do Asset Management - [17:17 – 22:30] Mike talks about a misstep he experienced in asset management Being too aggressive with a budget Turnover not going well Make sure to keep your A-players in as you grow Think through why a deal WON'T work It takes years to get traction, don't give up The Quattro Trio - [22:31 - 27:31] What is your superpower? Seeing a T12 and knowing what's going on Numbers tell a story What is your biggest failure? Not believing in himself Don't compare yourself to anyone else - grow at your own pace How Mike is giving back to the world Second Harvest Food Bank How to connect with Mike Links below Final words Tweetable Quotes: “The more you systematize it, the easier it is.” - Mike Taravella “As you grow your business, people are a huge component of it… As you grow and scale make sure to keep that level of A-players in.” - Mike Taravella Resources Mentioned: JakeandGino Asana ClickUp Never Lose a Customer Again Traction Never Split the Difference Principles Who not How Second Harvest Food Bank Want to connect with Mike? You can reach out at miket@randcre.com and find him on LinkedIn, Instagram, and Twitter. Buy, finance, and manage the right way at https://randpartners.com/. Have you heard about the Multifamily Investor Nation Summit, coming up on January 20th? If you've never been, it's a three-day information-packed event for multifamily investors, with over 1,000 attendees and over 50 speakers! Not only will hear from experts about finding deals, raising capital, underwriting strategies, selecting markets, and so much more...But this year our partners here at Quattro Capital are excited to be participating with three speakers at the event. Our amazing Kim Wendland will be speaking on the often neglected subject of asset management, how to make the machine hum, while our “most interesting man in real estate”, Maurice Philogene, will be speaking on how to leave your corporate job for a freedom lifestyle. I personally will even be speaking on the topic of how to perform due diligence on multifamily assets before you purchase them and the not-so-common things to watch out for. Go to mfinsummit.com to grab your ticket and use promo code QUATTRO to get $100 off of your full access pass! Whether you are new to multifamily investing or a seasoned investor, you do not want to miss this event. Join Team Quattro at the Multifamily Investor Nation Summit. Visit mfinsummit.com promo code QUATTRO... That's mfinsummit.com promo code QUATTRO. Check out Syndication Pro and learn how you can raise more capital in less time! https://syndicationpro.com/account-setup?fpr=quattro Join the MFIN Summit and use our promo code: QUATTRO LEAVE A 5 STAR REVIEW + help someone who wants to explode their business growth by sharing this episode. Find out how team Quattro can help you by visiting www.TheQuattroWay.com. Real Estate Runway Podcast is all about alternative business and investment strategies to help you amplify life, and maximize wealth! Click here to find out more about the host, Chad Sutton.

UA 081121 L10T seurakunnassa, elämäntapa käyttöön ja tunneterve hengellisyys (Koivisto ja Nordman)

KRS:

Play Episode Listen Later Nov 13, 2021 51:50

Uskon askeleita ohjelmat koostuvat kolmesta osuudesta, jossa jokaisessa kuullaan keskustelu tai opetuskeskustelu, joka liittyy jollain tavalla kristittynä elämiseen. Tässä ohjelmassa kuullaan Uuraisten helluntaiseurakunnan pastorin Timo Koiviston ajatuksia ja kokemuksia Mikon pitämästä L10T viikonlopusta. Mikko Matikainen ja Kristiina Norman käyvät opetuskeskustelun siitä, miten L10T:n voi saada osaksi omaa tapaansa elää ja millaisia muistutuksia tässä tarvitaan. Mikko ja Timo Koivisto puhuvat myös tunneterveestä hengellisyydestä sekä kaiken koettelemisen tärkeydestä. Ohjelman ensimmäisessä osuudessa Mikko Matikainen keskustelee Helluntaiseurakunnan pastorin Timo Koiviston kanssa Uuraisten helluntaiseurakunnassa pidetystä L10T viikonlopusta. Timo kertoo omista oivalluksistaan ja miten seurakunta sekä sen vanhemmisto aikovat edistää L10 tapaa elää seurakunnan elämässä. Tuo viikonloppu ja L10T:n soveltaminen ovat osa sitä, miten tuo seurakunta valmistautuu valtakunnalliseen mediamissioon ”Se löytyi” vuoden 2022 syys-lokakuussa. Ohjelman toisessa osuudessa Mikko Matikainen ja Kristiina Nordman käyvät opetuskeskustelun siitä, miten Jeesuksen Luukkaan evankeliumin 10. luvussa opettama tapa elää voi tulla osaksi omaa elämää ja arkea. Kristiina Norman nostaa esiin aivan erinomaisia tapoja muistuttaa itseään elämäntavasta ja sen soveltamisesta. Usein on tärkeää asettaa itselleen tavoitteita ja päättää mitä haluaa oppia. Sitten on hyvä luoda muistisääntöjä ja muistuttajia, jotka tulevat luontevalla ja siunaavalla tavalla vastan omassa arjessa. L10T:n muistamiseen liittyvät vinkit kuulet tästä jaksosta. Ohjelman kolmannessa osuudessa Mikko keskustelee Timo Koiviston kanssa tunneterveestä hengellisyydestä. Tuo sana nousi Timon mieleen eräänä aamuna ja hän vietti aikaa tuon sanan kanssa. Kun hän puhui tästä seurakunnassaan, niin hän kuuli, että tuosta asiasta on kirjoitettu myös kirja. Osana tuota tunnetervettä hengellisyyttä on kaiken koetteleminen ja arvioiminen. Tähän liittyen molemmat keskustelijat nostivat esiin tapoja, joilla voi koetella kaikkea ja pitää se mikä hyvää on. Uskon askeleita ohjelmissa rukoillaan esiin nousevien asioiden puolesta ja annetaan rohkaisua kristityn arkeen. Ohjelman lopuksi annetaan virkkeitä ja ajatuksia, joita voi soveltaa omaan elämäänsä. Ne löytyvät myös uskon askeleita Facebook-seinältä. Toimittajana on Kansan Raamattuseuran reissupastori Mikko Matikainen. KRS koulutustiimin tekemiä haastatteluja työstää ohjelmaa varten Jussi Pyysalo. Uskon askeleita ohjelman tuottavat yhteistyössä Kristityt yhdessä ry ja Kansan Raamattuseura.

timo kun timon mikko sitten krs tuo usein ohjelman nordman mikon uskon osana koivisto l10 toimittajana

Møde i salen: Tirsdag den 26. oktober 2021

Seneste møder

Play Episode Listen Later Oct 26, 2021 175:30

Møde nr. 9 i salen 1) Fremme af F8 om ændring af den danske 3-årsregel for familiesammenføring til flygtninge med midlertidig beskyttelsesstatusForespørgsel til udlændinge- og integrationsministeren og udlændinge- og integrationsministeren om ændring af den danske 3-årsregel for familiesammenføring til flygtninge med midlertidig beskyttelsesstatus til en 2-årsregel. (Hasteforespørgsel). Af Kristian Thulesen Dahl (DF) m.fl.2) 1. behandling af L 14 om Implementering af initiativer i aftale om politiets og anklagemyndighedens økonomiForslag til lov om ændring af straffeloven, retsplejeloven, hvidvaskloven og forskellige andre love. (Implementering af initiativer i aftale om politiets og anklagemyndighedens økonomi 2021-2023, herunder etablering af National enhed for Særlig Kriminalitet). Af justitsministeren (Nick Hækkerup).3) 1. behandling af L 15 om styrket indsats mod stalkingForslag til lov om ændring af straffeloven, retsplejeloven og lov om tilhold, opholdsforbud og bortvisning. (Styrket indsats mod stalking). Af justitsministeren (Nick Hækkerup).4) 1. beh. af L 16 om om ændring af lov om forbrugeraftaler og lov om aftaler og andre retshandler på formuerettens områdeForslag til lov om ændring af lov om forbrugeraftaler og lov om aftaler og andre retshandler på formuerettens område. (Ændring af reglerne om forbrugeraftaler som følge af implementering af visse dele af direktivpakken New Deal for Consumers (moderniseringsdirektivet) og ændringer af forbrugerbeskyttende regler, der falder uden for implementering af moderniseringsdirektivet). Af justitsministeren (Nick Hækkerup).5) 1. behandling af L 27 om forenkling og præcisering af regler om finansiering, mellemkommunal refusion og satsregulering m.v.Forslag til lov om ændring af lov om retssikkerhed og administration på det sociale område, lov om social service og lov om bekæmpelse af ungdomskriminalitet. (Forenkling og præcisering af regler om finansiering, mellemkommunal refusion og satsregulering m.v.). Af social- og ældreministeren (Astrid Krag).6) 1. beh. af L10 om ophævelse af forbud mod teknisk bistand og indførelse af straffebestemmelse for ny kontrol med cyberovervågningsprodukterForslag til lov om ændring af lov om anvendelsen af visse af Den Europæiske Unions retsakter om økonomiske forbindelser til tredjelande m.v. (Ophævelse af forbud mod teknisk bistand og indførelse af straffebestemmelse for ny kontrol med cyberovervågningsprodukter). Af erhvervsministeren (Simon Kollerup).7) 1. beh. af L11 om tilpasninger af reglerne om administration af EU-forordninger vedrørende Regionalfonden, Socialfonden Plus m.v.Forslag til lov om ændring af lov om administration af tilskud fra Den Europæiske Regionalfond og Den Europæiske Socialfond og lov om erhvervsfremme. (Tilpasninger af reglerne om administration af EU-forordninger vedrørende Regionalfonden, Socialfonden Plus og Fonden for Retfærdig Omstilling m.v.). Af erhvervsministeren (Simon Kollerup).

european union national consumers af unions new deal salen f8 oph tirsdag kriminalitet omstilling den europ forslag fonden retf nick h l10 implementering styrket fremme forenkling hasteforesp

Møde i salen: Tirsdag den 26. oktober 2021

Møder fra salen

Play Episode Listen Later Oct 26, 2021 175:30

european union national consumers af unions new deal salen f8 oph tirsdag kriminalitet omstilling den europ forslag fonden retf nick h l10 implementering styrket fremme forenkling hasteforesp

Bee-Attitudes: Bee Faithful

Play Episode Listen Later Oct 25, 2021 4:44

Chubbee was buzzless, he couldn't explain Why he bee-haved badly, why he bee-haved strange. So Mama buzzed, "When you're with the wrong crowd! You want to fit in, so you can be proud." L10 #roncarriewebb, #fishbytes4kids, #biblelessons

faithful attitudes l10

Jesus N Me Clubhouse: God Is Always Good

god jesus christ clubhouse always good l10

Play Episode Listen Later Oct 25, 2021 11:13

Could Science Stop Aging? And the Milky Way's “Broken Arm”

Curiosity Daily

Play Episode Listen Later Sep 30, 2021 16:02

Learn about how research into senescent cells and senolytic drugs could change aging. Plus: the Milky Way's broken arm. Additional resources from Andrew Steele: Pick up "Ageless: The New Science of Getting Older Without Getting Old" at your local bookstore: https://www.indiebound.org/book/9780385544924 Website: https://andrewsteele.co.uk/ Follow @statto on Twitter https://twitter.com/statto YouTube: https://www.youtube.com/DrAndrewSteele The Milky Way has a 3,000-light-year-long "break" in its arm, and we don't know why by Briana Brownell Specktor, B. (2021, August 19). Milky Way has a 3,000-light-year-long splinter in its arm, and astronomers don't know why. Livescience.com; Live Science. https://www.livescience.com/milky-way-sagittarius-arm-break Astronomers Find a “Break” in One of the Milky Way's Spiral Arms. (2018). NASA. https://www.nasa.gov/feature/jpl/astronomers-find-a-break-in-one-of-the-milky-way-s-spiral-arms The Milky Way Galaxy | NASA Solar System Exploration. (2017). NASA Solar System Exploration. https://solarsystem.nasa.gov/resources/285/the-milky-way-galaxy/ ‌Kuhn, M. A., Benjamin, R. A., Zucker, C., Krone-Martins, A., de Souza, R. S., Castro-Ginard, A., Ishida, E. E. O., Povich, M. S., & Hillenbrand, L. A. (2021). A high pitch angle structure in the Sagittarius Arm. Astronomy & Astrophysics, 651, L10. https://doi.org/10.1051/0004-6361/202141198 Follow Curiosity Daily on your favorite podcast app to learn something new every day withCody Gough andAshley Hamer. Still curious? Get exclusive science shows, nature documentaries, and more real-life entertainment on discovery+! Go to https://discoveryplus.com/curiosity to start your 7-day free trial. discovery+ is currently only available for US subscribers. See omnystudio.com/listener for privacy information.

Mundo Agro Podcast: #82 MAP O NOVO DECRETO DE SEMENTES COM A VIRGINIA CARPI - MAPA

Play Episode Listen Later Jun 3, 2021 42:27

Está no ar mais um Episódio do Mundo Agro Podcast, o seu Podcast sobre o agronegócio no Brasil e no Mundo. No episódio de hoje eu, professor Rogério Coimbra conversei a Engª. Agrª Virgínia Carpi, ela é a Coordenadora Geral de Sementes e Mudas do Ministério da Agricultura Pecuária e Abastecimento, o MAPA. E nesse episódio, como Decreto nº. 10.586 de 2020 já está em vigor, a Virgínia falou sobre as principais mudanças implementadas, e quais são as expectativas para as para a publicação das normas complementares que tratarão por exemplo dos padrões de qualidade das sementes. Lembre que você sempre pode interagir com o MAP nas redes sociais e também deixar seu comentário, avaliação ou recado aqui nos comentários. Sua opinião é muito importante e nos ajuda a melhorar cada vez mais nosso Podcast. Deixe sua sugestão de tema e convidados para que possamos continuar produzindo conteúdos de qualidade para você. Siga Virgínia e o MAPA instagram: @carpi_ramos @mapa_brasil LinkdIn: /virginia-carpi-63359618b Links citados nesse episódio: LEI DE SEMENTES (Nº 10.711 - 2003): http://www.planalto.gov.br/ccivil_03/LEIS/2003/L10.711.htm DECRETO (Nº 10.586 - 2020): https://www.in.gov.br/en/web/dou/-/decreto-n-10.586-de-18-de-dezembro-de-2020-295257581 SITE MAPA: www.gov.br/agricultura/pt-br Avalie o Mundo Agro Podcast no App da Apple Podcast, isso nos ajuda a crescer e melhorar. MANTENEDORES Tiago Pandolfo Patrícia Mattos Lucas Baggio Jaqueline Dourado Yago Souza Oliveira APOIE E PARTICIPE DOS SORTEIOS PARA APOIADORES Apoia.se: https://apoia.se/mundoagropodcast Picpay: https://picpay.me/mundoagropodcast Padrim: https://www.padrim.com.br/mundoagropodcast GRUPO VIP TELEGRAM Exclusivo para mantenedores SIGA O MUNDO AGRO PODCAST NAS REDES SOCIAIS Instagram:https://www.instagram.com/mundoagropodcast/ Twitter:https://twitter.com/mundoagropodcas Facebook:https://www.facebook.com/mundoagropodcast/ Youtube:https://www.youtube.com/mundoagropodcast GRUPO ABERTO TELEGAM https://t.me/mundoagropodcast E-MAIL E MÍDIA KIT mundoagropodcast@gmail.com RECEBA ATUALIZAÇÕES POR EMAIL CLIQUE AQUI LEMBRE-SE DE COMPARTILHAR ESSE PODCAST, ISSO FORTALECE O NOSSO AGRONEGÓCIO. Um Forte Abraço e nos vemos por aí... Padrim: https://www.padrim.com.br/mundoagropodcast

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#82 MAP O NOVO DECRETO DE SEMENTES COM A VIRGINIA CARPI - MAPA

Mundo Agro Podcast

Play Episode Listen Later May 31, 2021 42:27

#82 MAP O NOVO DECRETO DE SEMENTES COM A VIRGINIA CARPI - MAPA Está no ar mais um Episódio do Mundo Agro Podcast, o seu Podcast sobre o agronegócio no Brasil e no Mundo. No episódio de hoje eu, professor Rogério Coimbra conversei a Engª. Agrª Virgínia Carpi, ela é a Coordenadora Geral de Sementes e Mudas do Ministério da Agricultura Pecuária e Abastecimento, o MAPA. E nesse episódio, como Decreto nº. 10.586 de 2020 já está em vigor, a Virgínia falou sobre as principais mudanças implementadas, e quais são as expectativas para as para a publicação das normas complementares que tratarão por exemplo dos padrões de qualidade das sementes. Lembre que você sempre pode interagir com o MAP nas redes sociais e também deixar seu comentário, avaliação ou recado aqui nos comentários. Sua opinião é muito importante e nos ajuda a melhorar cada vez mais nosso Podcast. Deixe sua sugestão de tema e convidados para que possamos continuar produzindo conteúdos de qualidade para você. Siga Virgínia e o MAPA instagram: @carpi_ramos @mapa_brasil LinkdIn: /virginia-carpi-63359618b Links citados nesse episódio: LEI DE SEMENTES (Nº 10.711 - 2003): http://www.planalto.gov.br/ccivil_03/LEIS/2003/L10.711.htm DECRETO (Nº 10.586 - 2020): https://www.in.gov.br/en/web/dou/-/decreto-n-10.586-de-18-de-dezembro-de-2020-295257581 SITE MAPA: www.gov.br/agricultura/pt-br Avalie o Mundo Agro Podcast no App da Apple Podcast, isso nos ajuda a crescer e melhorar. MANTENEDORES Tiago Pandolfo Patrícia Mattos Lucas Baggio Jaqueline Dourado Yago Souza Oliveira APOIE E PARTICIPE DOS SORTEIOS PARA APOIADORES Apoia.se: https://apoia.se/mundoagropodcast Picpay: https://picpay.me/mundoagropodcast Padrim: https://www.padrim.com.br/mundoagropodcast GRUPO VIP TELEGRAM Exclusivo para mantenedores SIGA O MUNDO AGRO PODCAST NAS REDES SOCIAIS Instagram:https://www.instagram.com/mundoagropodcast/ Twitter:https://twitter.com/mundoagropodcas Facebook:https://www.facebook.com/mundoagropodcast/ Youtube:https://www.youtube.com/mundoagropodcast GRUPO ABERTO TELEGAM https://t.me/mundoagropodcast E-MAIL E MÍDIA KIT mundoagropodcast@gmail.com RECEBA ATUALIZAÇÕES POR EMAIL CLIQUE AQUI LEMBRE-SE DE COMPARTILHAR ESSE PODCAST, ISSO FORTALECE O NOSSO AGRONEGÓCIO. Um Forte Abraço e nos vemos por aí... Padrim: https://www.padrim.com.br/mundoagropodcast

brasil mundo app apple podcast epis map minist o novo mapa deixe rog agricultura eng decreto agro leis coimbra lembre virg sementes abastecimento padrim carpi l10 coordenadora geral mundo agro podcast

#82 MAP O NOVO DECRETO DE SEMENTES COM A VIRGINIA CARPI - MAPA

Play Episode Listen Later May 31, 2021 42:27

brasil mundo app apple podcast epis map minist o novo mapa deixe rog agricultura eng decreto agro leis coimbra lembre virg sementes abastecimento carpi l10 coordenadora geral mundo agro podcast

S03E03 - D&E’s™ - What Are They and How We Do Them (and Ari is Back this Week))

vision real executive director vaccines mastering managers mixing core values elevating darin hubspot delegating garret l10

Play Episode Listen Later May 6, 2021 96:21

Description This week James feels vindicated, Darin steps in for Tyler, Garret talks Vaccines, Tyler joins in late, and Ari has tiny pockets. All of that and special guest Ari Gerber discusses D&E’s with the guys. Show Notes 00:00:00 - Pre Show Ari’s back Connection vs Relationship Vaccine updates 00:02:07 - Show Start No Tyler has us unable to find a path to Follow Ups 00:02:46 - Follow-Ups Ari’s tiny pant pockets Ari’s podcast gold moment - “claw hands” UN mandate needed for larger pant pockets Ari brought “cupcakes” to work Lucy(?) update - apparently I’ve spelled it incorrectly all this time Luci headed for an annual checkup 00:07:27- The Headlines Darin Strategic Sprint Release 1 for 2 on releases so far in 2021 Support migration to Hubspot is released Not without some hurdles in the lead up A day late, but done “If you drag a wagon over the same dirt path the rut gets deeper” Taking a couple days off Darin attempts Tyler’s headlines Product L10™ - “I don’t like that we judge a week by L10™ score so refuse to score it” Whole scorecards a joke Product team is lacking a vision (or vision alignment) Real time follow up: If not the most important meeting, then what do we score Score may determine if it’s reported Garret LT L10™ - scored a 4.4 (Garret did leave early) Issues V/I relationship isn’t working currently Best meeting in all of 2021 with James this week Retail and 3PL Sales L10’s™ - scored 4.8 and 4.0 At Risk Customer process Got product enhancements narrowed down ( presenting to James next) Ari - “I don’t have the most important meeting of the week so won’t report that score”. Been a week of Sand Investor conversations continue to progress First investor call with a female Hiring - screening and interviewing in Support 1 on 1’s coming next week “Managers get to shut up and listen” (in a great way) PrinciplesYou (new psychological analysis for Ari) James and Darin have already taken and compared the assessment Tyler showed up (questions why we’re still on headlines) Tyler and Darin debate who’s responsible for the score of an L10™ Tyler Same page setup with Tactical Team Leader Mo Missing the mark on vision has led to non decisions Meeting with Garret created lens of priorities If everything’s important, they’ll all fail “The power of no” All fueled by a preceding meeting with James Vision, Vision, Vision James (1 to 5 headlines) Seriously only 2 headlines Wednesday boarding meeting was either the best, or worst meeting ever Finally past just “kicking the can down the road” Feeling almost vindicated (see this was the issue all along) Haven’t held up his end of the D&E process with Tyler and Garret Garret gives him an out Entire situation devolves into a terrible car racing metaphor 00:45:14 - Topic 2 (1) - Ari is back discussing D&E’s™ D&E™ Deep Dive with Executive Director of People - Ari Three parts of a D&E™ Incredible overview on executing a great D&E™ Pre-work Issue Resolution Identifying issues Realtime follow up - Ari, Where do these issues come from in a D&E™? Biggest change this year in the process… Every issue must be resolved Q&A from the guys What underlying themes or issues did you see that came out of D&E’s™? Understanding of Core Value meanings Were there specific Core Values that came up more often? Doing what it takes Positivity and Optimism Delegate and Elevate (D&E’s™) seems literal. Did you find functional assignments to actually delegate or abandon Oh there weren’t a whole lot of cases of Delegating and Elevating in these meetings. Is a different name for the meeting, more fitting now. What was the biggest change vs this previous D&E’s What’s the difference between team lead and manager? What do you see as the biggest improvement prior to the next round of D&Es Clarity between scrum master and team lead Where did Garret go? 01:33:00- Questions and Long Answers Carry over to next week 01:33:05 - End of Show 01:33:28 - After Show - How weird does doing this podcast feel? The Credits Hosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James Maes Show Notes by Garret Richardson Proofing and Title by Darin Kelkhoff Editing, Mixing, and Mastering by Brenton Wainscott

S03E02 - The Only Female on a Leadership Team (a Q&A with special guest “Facilitator” Ari)

Play Episode Listen Later Apr 29, 2021 88:07

Description This week James apologizes, Darin discovers laptop computers, Garret tries to do less work, and Tyler “uses James as an excuse”. All of that and special guest Ari Gerber discusses being the only female on a leadership team. Show Notes 00:00:00 - Pre Show “Boiled eggs” in all the forms Executive Director of People and Investor Relations “Facilitator” ARI upgrades her Apple technology Oh...and she’s on this week's episode 00:03:00 - Show Start 00:03:17 - Follow-Ups Update on spreading Jelly with a spoon Garret’s personal experience Scoopability vs spreadability and smash factor 3 Real time follow ups Why not PB&J on toast? Darin finds spoons for jelly a “left handed” experience He may have been using his left hand White bread vs wheat or multigrain bread (so many factors here) Ari may believe that toast and bread are the same thing Darin Luci the Dog update...Still kicking Wife’s core values are still a mystery James wins the aldermanic election (failed to mention “unopposed”) It still counts James still playing his gold plated CEO violin Top 5% for James - Ari in her pure Quad 1 00:17:57- The Headlines Darin Strategic Team finishing the support migration to Hubspot May not be terrible at managing things after all Product releasing (currently not happening) Great conversation with Tyler about short term path “Failed releases” (question the quotes) Follow the existing rules (documented or not) Non work related Obsessed with Obsidian (note taking app) Finally remembered that my computer is a laptop Tyler Product L10™ - scored a 4.4 Started with a Todo not done “Solved after playing my violin” Support tickets not being solved within SLA’s Support migration project carries on …”because of James” Client at risk project Top priority for the company Expected a lot of negative Zoom calls Short Term / Long Term plans for support and engineering Session with James on the Engineering vision “All the things” have me a little behind Garret LT L10™ - scored a 4.0 Issues Todo not done Marketing All the walls around budget and plan Retail and 3PL Sales L10’s™ - scored 4.0 and 3.6 D&E’s almost done Ari’s D&E was terrible (more from her on that) Customer at risk project So far great calls Clean approach and sticking to the agenda Organized all the feedback now onto deciding our approach Ari - Yes she’s a full participant this week “I don’t have L10’s™ so no headlines there” D&E’s™ Happy to not have the same meeting all day every day after 3 weeks Glad to see it working No employees scored below a 12 (out of 15) Mine was terrible Realized that Ari and Garret IDS’ing™ about me doesn’t work Root - Garret doesn’t have the ‘W’ or ‘C’ for managing this seat Career planning finally got delegated Finally got over the hump here Renegotiated the timeline with the entire company Ari may have just tried to throw in a teaser for next week’s episode Investor / Funding Update All fascinating - no conversation has been the same James (as always, only 1) I’m so excited to get into Garret not wanting to be your manager Seems a lot like engineering’s solution of “I’ll just do less work” My one big headline... pause for a sidebar around EO Forum retreat It’s proper background to the 1 big headline Now too the headline “I wanted to come back and apologize for being a miserable ____ the last 8 weeks” Feeling of tearing down others instead of building us all up together Wasn’t the failures that had me angry I was scared in a way I’ve never been scared before Choice of fear or anger...I chose anger Who not How led me to some clarity Focusing on anything but the number one thing I need to focus on is wrong for the company Back to the headline “I am sorry” Second Thing (or 1.2) - The thing that needs to be done is clear Take the emotional side and put it away when it comes to people issues Don’t be heartless Realtime followup Are you now clear on, I just need to find the 8, 10, 12 areas of the company to find the “who” for? Podcast gold moment Failing younger (or earlier) has less ramifications than failing older (or later) When do you want to learn the hard lessons 00:55:55 - Topic 2 (1) - Ari is in town (like actually in Chester, IL with James) 3 to 4 part series What’s it like to be the only female (young relatively speaking) on the leadership team D&E’s™ Career Planning Hiring How do we avoid becoming a company of “30 year old white guys” This week - moderated by James - An interview of Ari (Q&A - a must listen) How are you feeling, what’s on your mind? “I would love to not be the only female of the leadership team” What was it like to be “just” facilitator Ari, and how has that changed moving into a full participant in that L10? Learned the value of having a voice and making it heard in an intentional way As you are approaching your tenth (AKA 1.5) year, you used to introduce yourself as “I don’t know anything about the business” in interviews, do you still feel that way? “I no longer introduce myself that way… I do know about the business now” Where are we blind as an organization or executive leadership team? What blind spots do you or have you seen in us when it comes to things that you as a female think about that we as men don’t have to? I have 3 things... Real time story on speaking with investors and the Ari Filter What do you hear, see, etc. from others within our organization that you may be privy to as the only female on the leadership team? (No details needed here) One of the few things I love being in the People seat is I tend to get news You have one of the more interesting college degrees I’ve ever heard of. You light up talking about it. Can you share how experiences in your education have helped you? “Creativity is taking two things that currently exist and putting them together to create something new” At the risk of sounding cliche, what’s the biggest hurdle or glass ceiling that you have in front of you, that you are going to bust through, that we as men don’t have to worry about? “Believe you can or believe you can’t...you’re right” Teaser - Ari and James planted a seed for a new company today and Ari sees herself as a potential CEO (possible perfect combination) 01:27:40- Questions and Long Answers Carry over to next week 01:27:40 - End of Show 01:27:40 - After Show - NADA! The Credits Hosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James Maes Show Notes by Garret Richardson Proofing and Title by Darin Kelkhoff Editing, Mixing, and Mastering by Brenton Wainscott

ceo dogs real creativity female mastering engineering mine failed aka mixing darin chester solved facilitator learned jelly quad garret obsidian leadership team pb j l10

S02E11 - Discussing the 800 Pound Gorilla (and how Quad 1’s are better than Quad 3’s)

Play Episode Listen Later Apr 1, 2021 75:10

Description This week Tyler is in Tennessee, Garret discovers his Quad 1, James gets to be a bulldozer, and Darin sends an all company email (almost). All of that and the guys discuss an 8 week slide in sales. Show Notes 00:00:00 - Pre Show Morning routines mess with Netflix habits at night Using “daylight savings” to your advantage 00:01:57 - Show Start Making things awkward trying to move forward without a Tyler to cue Follow-Ups 00:04:18 - Follow-Ups (James saves the day) Garret - Sandler Update Cookbook for Success What do you want and need What money do I need to make to achieve it How does that look at a daily activity level Prospecting Cookbook Prospecting Worksheets Realtime follow-up from “literal” Darin “Net New Conversations means?” 00:08:53 - The Headlines Darin Reached the end of the Q1 Epic in Strategic Product Darin sent “Level 10 Overview Email” to the entire company (in a special Darin kind of way) Fill in project Helping support team move into Hubspot as new support system The Tyler and James monkey has landed with “DIM” Level 10 disaster of a planning meeting (recovered with a second planning) Kicked off successfully Darin tells a Story (just like C-3PO) Darin vs James on “fear of the unknown” Depends on your definition of what’s “hard” Garret LT L10™ - Scored a 4.2 Single issues discussed and not solved FUD around sales Sales lost its fun James is a couch and Garret’s “cute” when he’s angry Retail and 3PL Sales L10™ - both scored a 4 Put everything in the light Pressure of sales has everyone down Acknowledge the failure and take the opportunity to create value within it Garret gives the team a “Braveheart like” speech “Once you put light on things, they lose their power” Put the gorilla in the light James Midwest Tech Connection Conversation with 30+ Venture capital firms Used some commitments during a “rough” call (it ended early) EO Mentor meeting Communication styles (good, bad) Who not How book recommendation Quad 1 work in Hubspot Bulldozer style cleanup Now slowly building back up Hubspot health Dashboard Darin was “very mean” to James Worst meeting James has had Garret takes proper credit for the failure Tyler’s not here, so its his fault Darin (round 2) Product team L10™ was “OK” (without both James and Tyler 00:41:09 - Topic 2 (1) - 800 pound elephant (Sales stopped 8 weeks ago) Sales fell flat on its face from a 30 story building Took weeks to come to light Question 1 from Darin What Broke? Garret’s answer: The sales oversight machine (broke or...didn’t exist) Step 1 put out the fire (manual and effort) Step 2 build the machine James’ answer: Missed contracts for 1 week Missed contracts for 2 weeks Started some conversations Missed contracts for 3 weeks This is bad Started digging in week 4 Week 5 comes Contracts signed is a great “trailing” indicator to track Plenty of vanity KPIs Leads is great leading indicator So if you have the beginning and the end (what’s tracking all the middle steps) TL;DR: Leads were coming in, the machine in the middle stopped, nothing was coming out the other end Half million dollar (mess) up “Can’t change that. We’ve done bought this. How do we get a half million dollars of value?” James learned 3 things Need the sales oversight machine He let sales get too far away from him This is a quad 3 for Garret (sales management) Question 2 from Darin If we haven’t had the machine, how have we avoided this historically? Question 3 from Darin How much of this is my fault for being removed from the leadership team? Garret discovers his Quad 1 (with a little help from James and a sales slump) 01:08:03 - Questions and Long Answers N/A This Week 01:08:04 - End of Show “God those show note are good and the email is maybe the best part” 01:08:50 - After Show - James’ Espresso WARNING - It goes full coffee nerd The Credits Hosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James Maes Show Notes by Garret Richardson Proofing and Title by Darin Kelkhoff Editing, Mixing, and Mastering by Brenton Wainscott

god netflix story sales tennessee leads product mastering fill venture mixing darin kicked hubspot quad tl braveheart garret pound gorilla l10

S02E09 - People - The Most Important Part of EOS™ (and What Makes a Perfect Co-Founder)

Play Episode Listen Later Mar 18, 2021 88:44

Description This week Tyler becomes a “bobcat”, Garret is a “beat puppy”, and Darin and James are terrible managers and employees - making them perfect co-founders. All of that and the guys discuss the People component of EOS™ (Right People / Right Seats). Show Notes 00:00:00 - Pre Show The world's most amazing turkey sandwich “Icicles don’t have milk in them” 00:02:45 - Show Start 00:03:00 - Follow-Ups Darin - Larry Walls three virtues of a programmer (this time all 3) Laziness Hubris Impatience Listener Becca - Loving Darin’s “attempt” at tech headlines, could he switch headlines with Garret? Darin’s recruiting lunch with Garret Expect to gain the Infoplus 20 lbs Garret - Sandler Update Fulfillment and Post Sell (Closing the sale) Demo of the product The Ultimate Upfront Contract Darin’s parents discovered OWTF “Boy you guys sure are using a lot of business talk” 00:11:10 - The Headlines Tyler Product L10™ - 3.5 Score this week Order Bulk Load speeds IDS had lots of talk-talk-talk Little rough and needs to get better New Website has launched for Infoplus James may have been backed into a corner and forced to launch it A case study on how NOT to do a project Product is doing great Got a monkey back from James Too many meetings - time to cut back More bobcat work than bulldozing required Real time follow up from James Shifting from Google to duckduckgo.com as search engine Don’t search for “bob cat” Back to Tyler Two new support hires starting next week Darin Moment of crisis - Pain in his right hand Could this be an RSI (repetitive stress injury) Kicked off final Strategic Product Sprint Two weeks out from quarterly release Q from Garret - Do you feel more prepared having a quarter to plan a release “Uh. That’s a great idea Garret (note to self, plan the release)” Identified some sins through the first strategic epic to change next time Don’t carry over stories Better upfront planning Starting to think about next quarters epic Tech note of the week - AKA Listener Becca’s favorite part of Darin’s headlines New caching servers Garret LT L10™ - 4.0 Score “Fun” sales IDS Tried my best not to personalize that discussion Don’t carry that weight yourself 3PL Sales L10™ - 4.75 Score Team has really come together and embraced the TEAM mentality Retail Sales L10™ - 3.8 Score Team still slow to embrace the TEAM identify Decent IDS® issues and solutions Clarifying roles Started L10s™ for the both teams with a conversation around every person being involved in every part of the team Maybe a little too harsh in the delivery of that message James People Garret looked like a “beat puppy” in that L10 this week talking about sales Talking about performance issues on the podcast when people aren’t present Shared it to provide context around an already resolved issue If you’re scaling a company, many struggles are getting people to level up Normalize people struggling, normalize failure, bring it to the light Facilitator Ari’s actual title - Executive Director of People and Strategic Projects Yes - I did tell Darin he’s a bad manager and employee That’s what makes him a great co-founder Returning Monkeys Gave Tyler his Support monkey back D*mn it - Scorecards What you don’t measure and respect will fail, every time Quad 3.4, maybe 5 for Garret Sales Management James as a new employee Mentor Full body NO MMLT Holdings giving away millions and millions of dollars? Welcome Tyler and Garret into the partnership 01:04:49 - Topic 2 (1) Part 6 (but #1) of EOS™ - People Without the right people - the other 5 parts are impossible Right people equals alignment with core values Gotta have a process to improve and ensure you keep your people healthy Gotta have a process to help you part ways with people No attrition of people is a huge red flag 36 hours of pain is key to parting ways with employees Garret’s likes Infoplus has a complete focus on it Constantly monitoring right people / right seats Delegate and Elevate Process Absolutely loved the new process we use Career Planning - everyone knows their path forward Facilitator Ari as Executive Director of People Garret’s Dislikes Our lack of consistency around it Doing it differently, not doing it at all Tyler’s Likes Finding and Hiring the right people Putting a lot of focus and effort in our hiring process Keeping the right people in the right seats Career plans - knock it out and here’s your title and pay One on Ones - Managers shut up and listen Tyler’s Dislikes People Processes not up to the “bar” LMA - Giving each employee a number, setting clear expectations Darin’s Take - Who better to finish the discussion on people A small group of great people can accomplish great things Bombshell Insight: Finding great “A” players is key “I like computers, I don’t like people” James somehow cares about everyone around him being great and excelling 01:16:28 - Questions and Long Answers N/A This Week 01:27:51 - End of Show - brought to you by Darin I won’t talk about Garret’s show notes (that you can find on onlywaytofail.com) The Credits Hosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James Maes Show Notes by Garret Richardson Proofing and Title by Darin Kelkhoff Editing, Mixing, and Mastering by Brenton Wainscott

google pain co founders executive director mastering hiring score demo mixing darin kicked identified garret rsi icicles l10

S02E06 -The Meat and Potatoes of EOS (Cool Story Bro)

president zoom board diversity equity inclusion approval roll call board meeting l10

Play Episode Listen Later Feb 24, 2021 85:22

Description This week James “Sandlers” and interview candidate, Garret “Sandlers” James, Darin goes full Nerd, and Tyler runs into a dam. All of that and the guys discuss the Data component of EOS®. Show Notes 00:00:00 - Pre Show Special cameo by listener Brandy Cold wallpaper ends up on the floor Snowy ice dams on Tyler’s roof 00:02:56 - Show Start 3 times the “power intro” 00:03:58 - Follow-Ups From listen Becca Garret - How do you fit 9 bookends into 3 minutes? Avoid the FBI interrogation and continually ask permission James “Sandler(ed)” an interview candidate Darin - When you say “Cool story bro”... what does that mean? To James it means “a slap in the face and time to shut up” Darin - Are you still being challenged working only in your Zone of Genius (ZOG) The combination of Co-Founder - Best Friend - Engineer Tim and Darin = 1 decent engineer 00:15:42 - The Headlines Darin Second strategic sprint if finishing up on Order Speed improvements Eliminating things we are doing Millions of times a day Thousands of times an hour Hundreds of times a minute Tens of times a second Darin goes full “nerd” explaining the Infoplus backend tech “Cool story bro!” Darin’s magic pattern in a 2 week sprint Week 1 = 3D Print a lot Week 2 = Do the sprint work Tyler Product L10 Recap Issue solved - Legacy support sucks your soul Finally bought in to the “all meetings Monday” March 1 is “D-Day” - all projects are due Great interview for T3 support candidate Garret LT LTM = 3.17 (with a rough IDS) Retail Sales Team Great 4.5 L10 Everyone feeling the push for results 3PL Sales Team Great L10s Knocked out 5 issues James - Just a couple as usual Single threaded mind of James can equal bad presence in L10s “When you’re a sour, pissed-off, below the bar CEO...people tend to notice Can’t rely on EOS to “tell” you what issue needs fixing Hiring, all the hiring There’s a reason why we don’t let HR, Lawyers, or Accountants run the business James changes his title to “best buddy” for interviews 00:49:23 - Topic 2 (1) Getting into the “Meat and Potatoes” of EOS - Data May just be the single most important part of the L10 (the health of systems today) Things we like and don’t like about Data Garret’s Likes You can’t improve what you don’t track On a deserted island, it can tell you the current health Provides a quantifiable or objective view of good days→weeks→months, etc. The consistency of the weekly review Garret’s Dislikes We have historically ignored the numbers Sometimes either too granular or not granular enough for the team reviewing them Tyler’s Likes Gives a quick snapshot of overall health Making a missed number and issue and solving it immediately Tyler’s Dislikes Maybe to “trailing” Having metrics we don’t take action on Not every person has a number Use Non-IDS of a metric as gauge for importance of the metric Darin’s Likes (loves) Loves the idea of it Leading indicators Trailing indicators Darin’s Dislikes We are not great at them Never been a part of a good session creating them Missed numbers every week are treated as “normal” 01:05:49 - Questions and Actual Answers (this time) What does a “Retail” team in sales consist of? How do Ari and Tyler feel about being given Monkeys? Can we finally see a video of Ari’s dinosaur walk? 01:16:05 - End of Show “These will be the end of our show” Find all the “podcast gold” moments on Instagram @onlywaytofail 00:17:08 - Aftershow Darin on personal app development Tyler on … “itching scratches” The Credits Hosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James Maes Show Notes by Garret Richardson Proofing and Title by Darin Kelkhoff Editing, Mixing, and Mastering by Brenton Wainscott

ceo data fbi lawyers loves mastering nerds monkeys meat retail likes mixing d day darin potatoes eos t3 accountants 3d print cool story bro l10

13 Bee Faithful

Bee-Attitudes

Play Episode Listen Later Feb 23, 2021 4:44

faithful l10

2021-02-20 ACB Board Meeting 1 of 4

ACB Events

Play Episode Listen Later Feb 22, 2021 111:14

11:00AM EST – 5:00PM EST 1. Call to Order: Dan Spoone, President 2. Roll Call and Introduction of Guests: Katie Frederick substituting for Denise Colley, Secretary 3. Review and Approval of Agenda: Dan Spoone, President 4. Review and Approval of Minutes: October 13 (2021 Convention Decision) Deb Cook Lewis, November 14 (Fall) Kim Charlson and November 23 and December 2 (Budget) Ray Campbell substituting for Denise Colley, Secretary 5. Mission Moment: Dan Spoone and Eric Bridges ACB Radio Affiliate Convention Team: Debbie, Rick, Deb, Tyson, Jeff, Jason and Katie and Countless volunteers behind the scenes broadcasting, editing, creating podcasts and being Zoom hosts 6. Consent Agenda: Dan Spoone A. 2020 Financial Statements: Nancy Becker B. Braille Forum Editor's Report – Nutshell: Sharon Lovering C. 2020 Development Report: Tony Stephens and Jo Lynn Bailey Page D. Website and Social Media Report: Kelly Gasque E. Membership Services Report: Cindy Hollis F. Audio Description Reports: Joel Snyder and Fred Brack 7. President's Report: Dan Spoone A. WBU Quadrennial Plus One virtual meeting hosted by Spain: Kim Charlson B. ACB Program Steering Committees implement L10 meeting format C. Board member donations for convention auction D. Diversity, Equity and Inclusion training: Jane Dunhamn E. Sexual Harassment Prevention and Cultural Education training: Rosalee McNamara

S01E09 - The one without James (and what we’re planning for 2021)

Play Episode Listen Later Dec 30, 2020 53:12

Description This week James forgets we’re recording, Garret’s kids go crazy with Infoplus stickers, Darin’s having a vacation and Tyler averages a “cadence of 92”. All of that and the guys discuss plans for 2021 (without James). Tune in next episode for James’ reaction.Show Notes 00:00:00 - Pre ShowSummer Lager in winterChecks from Santa00:02:05 - Show Start00:02:29 - Follow-Ups Garret“Better” Rock updatesLess rambling, more concise00:04:38 - The HeadlinesDarinProduct roadmap published on websiteWrapping up some loose ends“Having a vacation through the end of the year”TylerProduction changes holding upFocus on some system rewrites1 Hour long ride with an average cadence of 92!!!GarretLots of follow up with clients (lagging effect of holiday’s)“First week without a shitty L10 (formerly LTM) in several weeks”PersonalFull on holiday mode (wrapping, buying, putting up trees)Day 22 of 75 Hard - still going, but getting hardDressing for the season (hint: long underwear always)00:11:08 - Topic 2 (1) What’s next?We’ve discussed what went well and what didn’t...now what’s next for 2021Focus on customer success...period“Back to the basics” - only 3 parts to any companyProbably shifting some seatsSlowing growth down (same numbers, smaller overall percentage)Choosing clients to “feed the machines we’re building”Originally nothing concrete for Darin...but quickly turned into pages of notes and ideasNarrow the focusWhat’s that mean for the leadership team?What issues does/can that team solve?Raise the level of L10s across the boardTruly launch the product team and meetingsMatch great integrators at department levels with vision in those departmentsPotentially put an engineer deeper into the support teamOne engineer in support and others writing codeTake the outline in our heads and create the execution planProduct department sprints broader than just engineering sprintQuarterly release cadence?Simplification and user experience - from the people that know and use our software mostAsynchronous processing?Tyler is excited to hear the plans (outside of James word vomit on Slack)Seeing the need for change and plenty of benefits to be gainedAs an engineer, can’t wait to get back to consistent sprintsTake it all with a grain of salt until a plan is communicatedWhat does that look like Does the company level visionary / integrator relationship go away or change?00:42:09 - End of Show Tell somebody about the show!00:43:00 - Aftershow What are the plans for the holidays?The CreditsHosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James MaesShow Notes by Garret RichardsonProofing and Title by Darin KelkhoffEditing, Mixing, and Mastering by Brenton Wainscott

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Mundo Agro Podcast: #46 MAP PRODUÇÃO DE SEMENTES E SUAS LEIS COM VIRGÍNIA CARPI MAPA

Play Episode Listen Later Sep 24, 2020 40:14

Nesse Episódio do Mundo Agro Podcast nós conversamos com a Engª Agrônoma Virgínia Carpi, ela é Coordenadora-Geral de Sementes e Mudas no Ministério da Agricultura, Pecuária e Abastecimento (MAPA) Nesse bate-papo Virgínia falou sobre a Lei de Sementes, o Decreto que normatiza a Lei e sobre as recentes atualizações da legislação. Também nos contou como deve ser o procedimento para que os produtores rurais possam produzir a sua própria semente e os critérios para importação e exportação. Siga Virgínia e o MAPA instagram: @carpi_ramos @mapa_brasil LinkdIn: /virginia-carpi-63359618b Links citados nesse Episódio: LEI DE SEMENTES (Nº 10.711 - 2003): www.planalto.gov.br/ccivil_03/LEIS/…003/L10.711.htm DECRETO (Nº 5.153 - 2004): www.planalto.gov.br/ccivil_03/_Ato2…creto/D5153.htm SITE MAPA: www.gov.br/agricultura/pt-br *APOIE O MUNDO AGRO PODCAST* Picpay: picpay.me/mundoagropodcast Padrim: www.padrim.com.br/mundoagropodcast ____________ *SIGA O MUNDO AGRO PODCAST NAS REDES SOCIAIS* Instagram: www.instagram.com/mundoagropodcast/ Twitter: twitter.com/mundoagropodcas Facebook: www.facebook.com/mundoagropodcast/ Youtube: www.youtube.com/channel/UCT-603b6Zrcs1RiAi38kbrA *MEU PERFIL* meuperfil.me/mundoagropodcast *E-MAIL* mundoagropodcast@gmail.com LEMBRE-SE DE COMPARTILHAR ESSE PODCAST ISSO FORTALECE O NOSSO AGRONEGÓCIO. Um Forte Abraço e nos vemos por aí... Créditos: Edição: Rogério Coimbra Hosts: Rogério Coimbra (@rogerioacoimbra), Luana Belusso (@luana.belusso) e Gustavo Avelar (@agro_gustavoavelar)

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#46 MAP PRODUÇÃO DE SEMENTES E SUAS LEIS COM VIRGÍNIA CARPI MAPA

Mundo Agro Podcast

Play Episode Listen Later Sep 20, 2020 40:14

LEGISLAÇÃO DE SEMENTES NO BRASIL - VIRGINIA CARPI - MAPA Nesse Episódio do Mundo Agro Podcast nós conversamos com a Engª Agrônoma Virgínia Carpi, ela é Coordenadora-Geral de Sementes e Mudas no Ministério da Agricultura, Pecuária e Abastecimento (MAPA) Nesse bate-papo Virgínia falou sobre a Lei de Sementes, o Decreto que normatiza a Lei e sobre as recentes atualizações da legislação. Também nos contou como deve ser o procedimento para que os produtores rurais possam produzir a sua própria semente e os critérios para importação e exportação. Siga Virgínia e o MAPA instagram: @carpi_ramos @mapa_brasil LinkdIn: /virginia-carpi-63359618b Links citados nesse Episódio: LEI DE SEMENTES (Nº 10.711 - 2003): http://www.planalto.gov.br/ccivil_03/LEIS/2003/L10.711.htm DECRETO (Nº 5.153 - 2004): http://www.planalto.gov.br/ccivil_03/_Ato2004-2006/2004/Decreto/D5153.htm SITE MAPA: www.gov.br/agricultura/pt-br *APOIE O MUNDO AGRO PODCAST* Picpay: https://picpay.me/mundoagropodcast Padrim: https://www.padrim.com.br/mundoagropodcast ____________ *SIGA O MUNDO AGRO PODCAST NAS REDES SOCIAIS* Instagram: https://www.instagram.com/mundoagropodcast/ Twitter: https://twitter.com/mundoagropodcas Facebook: https://www.facebook.com/mundoagropodcast/ Youtube: https://www.youtube.com/channel/UCT-603b6Zrcs1RiAi38kbrA *MEU PERFIL* https://meuperfil.me/mundoagropodcast *E-MAIL* mundoagropodcast@gmail.com LEMBRE-SE DE COMPARTILHAR ESSE PODCAST ISSO FORTALECE O NOSSO AGRONEGÓCIO. Um Forte Abraço e nos vemos por aí... Créditos: Edição: Rogério Coimbra Hosts: Rogério Coimbra (@rogerioacoimbra), Luana Belusso (@luana.belusso) e Gustavo Avelar (@agro_gustavoavelar)

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#46 MAP PRODUÇÃO DE SEMENTES E SUAS LEIS COM VIRGÍNIA CARPI MAPA

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Play Episode Listen Later Sep 20, 2020 40:15

LEGISLAÇÃO DE SEMENTES NO BRASIL - VIRGINIA CARPI - MAPA Nesse Episódio do Mundo Agro Podcast nós conversamos com a Engª Agrônoma Virgínia Carpi, ela é Coordenadora-Geral de Sementes e Mudas no Ministério da Agricultura, Pecuária e Abastecimento (MAPA) Nesse bate-papo Virgínia falou sobre a Lei de Sementes, o Decreto que normatiza a Lei e sobre as recentes atualizações da legislação. Também nos contou como deve ser o procedimento para que os produtores rurais possam produzir a sua própria semente e os critérios para importação e exportação. Siga Virgínia e o MAPA instagram: @carpi_ramos @mapa_brasil LinkdIn: /virginia-carpi-63359618b Links citados nesse Episódio: LEI DE SEMENTES (Nº 10.711 - 2003): http://www.planalto.gov.br/ccivil_03/LEIS/2003/L10.711.htm DECRETO (Nº 5.153 - 2004): http://www.planalto.gov.br/ccivil_03/_Ato2004-2006/2004/Decreto/D5153.htm SITE MAPA: www.gov.br/agricultura/pt-br Para ter seu nome aqui Clique nos links abaixo Picpay: https://picpay.me/mundoagropodcast Padrim: https://www.padrim.com.br/mundoagropodcast SIGA O MUNDO AGRO PODCAST NAS REDES SOCIAIS Instagram: https://www.instagram.com/mundoagropodcast/ Twitter: https://twitter.com/mundoagropodcas Facebook: https://www.facebook.com/mundoagropodcast/ Youtube: https://www.youtube.com/mundoagropodcast GRUPO ABERTO TELEGAM https://t.me/mundoagropodcast MAIS INFORMAÇÕES Clique aqui E-MAIL E MÍDIA KIT mundoagropodcast@gmail.com LEMBRE-SE DE COMPARTILHAR ESSE PODCAST, ISSO FORTALECE O NOSSO AGRONEGÓCIO. Um Forte Abraço e nos vemos por aí... Créditos: Roteiro e Produção: Rogério Coimbra Edição: Rogério Coimbra Capa: Rogério Coimbra Hosts: Rogério Coimbra (@rogerioacoimbra), Luana Belusso (@luana.belusso) e Gustavo Avelar (@agro_gustavoavelar) See omnystudio.com/listener for privacy information.

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The Hit Factor #55: SS/L10 Nationals

The Hit Factor Podcast

Play Episode Listen Later Sep 16, 2020 57:33

This week the panel talks about everything regarding SS and L10 nationals. Jeremy and Jeff shot both matches and share some insight in to what the matches were like and why, as well as other match travel issues(Jeremy was displeased with lodging arrangements). Featured: Jared Fox, Jason Bradley, Jeff Cawthon, Jeremy Reid Facebook: The Hit Factor Podcast PageIG: the_hit_factor_podcast Cool things in the works folks, stay tuned and thanks for the support!

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Catch and Release

Manifesting 101

Play Episode Listen Later Aug 21, 2020 34:19

Season 2 kicks off with the A conversation about L10, LT, S&W and why they are vital to manifestation!

How’s the Health of your Entrepreneurial Operating System

MakingChips | Equipping Manufacturing Leaders

Play Episode Listen Later Aug 4, 2020 46:55

What exactly is EOS, and what is an L10 meeting? This week on the MakingChips podcast, co-hosts Jim Carr, Jason Zenger, and Nick Goellner share their experiences and discuss how to use the Entrepreneurial Operating System for leadership success. Segments: Jason and Nick share their thoughts on expansion. (3:33) Jim announces 'Chiptober Fest' for the MakingChips Grand Opening event. (5:45) Jim shares this week's manufacturing news: Indiana Lost nearly 8,000 Manufacturing Jobs in 2019 (6:50) Jim reads the first paragraph of Letting Go of The Vine, of the book Traction. (11:45) What is EOS? The Definition of the Entrepreneurial Operating System (12:39) Nick defines the process of kicking off your EOS (17:00) What is an L10 meeting and why is it called L10? (21:08) The structure of a Level 10 meeting: (23:46) One of the most important aspects of the L10 meeting- Rocks. (27:23) The 3rd aspect of the L10 Meeting: Client/Employee Headlines ( 30:40) What are To-Do lists? (31:40) Identify, discuss, solve: Issues List (32:27) Differentiating the types of issues that belong on the issues list. (35:07) L10 Meeting: What is a parking lot? (38:55) The guys share their success using L10 meetings for their businesses. (40:38)

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Paco & the Fish "The Word is Faithful"

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Play Episode Listen Later Jul 27, 2020 3:20

Paco tells the story of when Jesus healed the man who was born blind by spitting on the ground and putting mud on the man's eyes. L10

TechTonic E49 'A Thousand Men In Uniforms' May 2020 Techno Mix Guest Mix-DJ Wayne DJC

Jockster » TechTonic Podcasts

Play Episode Listen Later Jun 7, 2020 194:36

All tracks Original Mix unless specified1. Le Funk - Matt Sassari2. Minds Eye-Spektre (Nicola Moudaber Remix)3. Bunker - Egbert4. Spring - Egbert5. Disorder - Cam Harris/K.A.L.I.L6. Complex - Torsten Kanzler7. Gypsy Woman (La-Da-Dee) - Luca Morris/Mozzy Rekord8. Transition - Dok Martin9. Order - Cam Harris/K.A.L.I.L10. In The End - Schepper11. Royal Fantasy - Dok & Martin12. Global Enslavement - Hefty13. Deconstruction - Paride Saraceni14. Caldera - Kaori/Niereich/Shaym15. Techno?! - Drumcomplex16. Right In The Night ft Plavka - Jam & Spoon Ft Plavka (Pig & Dan Remix)17. Invasion -Zerotonine18. Longshot - 2nd Phase19. Rejected - Joch20. The Hive - KaioBarssalos21. System - Veerus22. Manipulate - Uakoz/Stephen Disario (Ramon Tapia Remix)23. In The End - Schepper24. Jam - Danny Fontana (Steve Mulder Remix)Guest Mix - DJ Wayne DJC (presenter-Beyond Control Techno/Voice FM/Hot Radio)www.facebook.com/DJC51

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God Is Always Good

Jesus N Me Clubhouse

Play Episode Listen Later Jun 1, 2020 10:58

In this episode, kids learn that God does good things and the devil does bad things. Bible Memory Verse: "Jesus came to give us a good life." John 10:10 L10

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The Bee-Attitudes "Bee Faithful"

Play Episode Listen Later May 20, 2020 4:51

Chubbee was buzzless, he couldn't explain Why he bee-haved badly, why he bee-haved strange. So Mama buzzed, "When you're with the wrong crowd! You want to fit in, so you can be proud." L10

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The Bee-Attitudes "Bee Faithful"

Play Episode Listen Later May 20, 2020 4:46

Chubbee was buzzless, he couldn't explain Why he bee-haved badly, why he bee-haved strange. So Mama buzzed, "When you're with the wrong crowd! You want to fit in, so you can be proud." L10

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Jesus N Me Clubhouse "God Is Always Good"

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Play Episode Listen Later May 7, 2020 11:38

You're welcome in the clubhouse where KC and his friends learn to share God's Word! In this episode, kids learn that God always does good things and the devil only does bad things. John 10:10, "Jesus came to give us a good life." L10 #kids, #kidstories, #storiesforkids, #biblestoriesforkids, #bedtimestoriesforkids, #storiesforchristiankids, #jesus, #godisalwaysgood, #podcastsforchristiankids, #fishbytes4kids, #roncarriewebb, #ronandcarriewebb

Jesus N Me Clubhouse "God Is Always Good"

jesus christ clubhouse god's word always good l10

Play Episode Listen Later May 7, 2020 10:58

You're welcome in the clubhouse where KC and his friends learn to share God's Word! L10

Well Well Villanelle - "Management Sucks" Part II

Well Well Villanelle; A Killing Eve Podcast

Play Episode Listen Later Apr 22, 2020 67:08

In part II of our recap of 'Management Sucks', Konstantin quite literally bumps into Geraldine while up to no good, Felix attempts his first murder valiantly, Carolyn mourns to beautiful opera and Villanelle finally learns that her lady love is still alive. Suffice to say, this episode was packed and the screaming continues. As always, if you have any thoughts (or feelings) about a topic we discussed or Polastri theories of your own to share, please do so by emailing us at heyyouguys@wellwellvillanelle.com or hitting us up on social media. Episode chapter marks + relevant links are below. Follow us on all the things for daily screaming about #Villaneve #EveOnHerKneesforVillanelle2020 #VillanelleOnHerKneesforEve2020 #DarkEveRising @wellwellvillanelle @wellvillanelleSupport us on Patreon https://www.patreon.com/wellwellvillanelleChapter Marks:Part II0:31 - A scheming Konstantin "bumps" into Geraldine4:50 - Felix mounts his first kill but takes an L10:02 - Eve discovers that Kenny had a girlfriend12:35 - Carolyn shares a moment with Kenny's bae15:15 - Carolyn grieves to Dido and Aeneas22:12 - Carolyn's a hot mess, Geraldine goes to sleep, and Eve has a plan27:11 - Villanelle returns to her villa to find an unwanted guest33:51 - Villanelle cries, again and WE ARE NOT OK34:47 - Laura, new show runner for season 4 wrote the next ep!!37:32 - Next weeks preview leaves us breathless42:39 - The Australian promo reveals a manic Villanelle48:39 - "I cant stop thinking about you" with polka dots and gold1:01:52 - Final Announcements and Thank you's See acast.com/privacy for privacy and opt-out information.

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Robert's Spicy takes on the USPSA's

The PARAcast

Play Episode Listen Later Mar 9, 2020 76:33

Kenny shot a Beretta and now has the Coronavirus. Robert meanwhile spent the week trying to figure out how to bolt an extra three pounds on his shadow since USPSA created the new division “L10 without a Magwell” Join us tonight as we discuss how much we love when governing bodies Frak up the divisions with arbitrary rule changes because they're too lazy to enforce the existing ones. Rob Chavous When did USPSA remove the $25 associate member option? Stealth dues increase? Brady Kraft I have purchased a “wanna be a gunfighter starter kit”. Glock 34, comp tac holster and a shit ton of mags. 1) can you expand on the belt options for my starter kit. Inner and outer belt setups etc. This is foreign to a rifle guy. Even though I have a budget gun, not necessarily looking for budget belt. 2) I added the dawson sight upgrade to my starter kit per y'alls recommendation. I quit being a wuss and installed them myself. Can you walk me through sight in techniques you use to get them aligned properly. 3) Focusing a lot on grip. Right handed shooter. When I look at grip techniques, most of what I see has the left hand palm making contact with pistol. I am am struggling to get this right. My palm overlaps my right hand. I am thinking about this correctly? What am I missing? Jared Spearman What features/criteria make a shot timer a good one? What timers meet these criteria? Kenny Platt What do you think the effect would have been of USPSA eliminating the weight limits all together in CO/Prod vs enacting such a high one? My read on it, to get you guys started, is that had they completely erased the weight limits all together, people would have likely not felt the need to change their guns much at all, but now that there's a golden number that you can achieve, many people (myself not included) feel like there's a race to 58.5oz going on. K.C. Hutchinson Is it better to take your Charlie and deltas and move on or take that third shot to try and get a second alpha? ---- Subscribestar GallantBullets PEWPRO10 for 10% off your first order Patreon Dominate Defense PARA10 for 10% off

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s2 Ep27 Get Clarity, Get Direction and Eliminate Chaos with Frank Cowell - CEO at Digitopia

Agency Life

Play Episode Listen Later Nov 13, 2019 50:20

In this Episode we chat with Frank Cowell - CEO at DigitopiaFrank has been in the Agency Life game for almost 16 years and shares so many insights to all the valuable business lessons he learned along the way.We chat about:From working for a remote agency to getting back into the office and starting his own business.How he started his agency Real life connections with clientsWhat Digitopia does Forward thinking for your clients Video Marketing Treating Digital like it’s a relationship mechanismThe power of buyer personasKnowing the position of your agency and how to scale effectively Standardisation Growth Plans for Digitopia Mistakes made in the agencyBusiness Partner relationships Immediate benefits of EOSIndustry InsightsTaking emotion out L10 weekly meetingsGetting clarity, direction and eliminating chaos.Preparing for the new decade personally and professionally Tips and advise for people who want to start their own agency. And so much more

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MLB Picks! August 26, 2019

SRP Picks

Play Episode Listen Later Aug 27, 2019 14:09

The MLB is back with picks and analysis! Will Oakland continue their offensive dominance and jump on Montgomery today? Will Cleveland continue their 10-0 record in their L10 against Detroit? Will Mike Minor continue his success on the road against the AL West rivals Angels?

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PQPCast #229 - Por que armas de fogo só aumentam as estatísticas de violência?

PQPCast - De Por Quê? Pra PQP!

Play Episode Listen Later Apr 20, 2019 88:57

Em 2003, o Brasil aprovou o Estatuto do Desarmamento, com objetivo de reduzir a circulação de armas e aumentar penas para porte ilegal e contrabando. Essa era uma medida para combater a violência no país, porém ele sofreu muitas alterações para flexibilizar as leis. Apesar disso, cerca de 121 mil vidas foram salvas, segundo estimativas do Instituto de Pesquisa Econômica Aplicada (Ipea) e pesquisas da Harvard comprovam que menos de 1% das vítimas com acesso a armas de fogo, as usam para se defender em situações de contato.No episódio de hoje vamos discutir sobre desarmamentos, posse e porte de armas no Brasil e no mundo, suas consequências como dobrar a taxa de homicídios cada vez que armas se tornam mais disponíveis, e também os mitos e verdades que rodeiam o assunto. Então, prepare-se para entender tudo sobre armamentos, autodefesa, estatísticas de crimes e legislação brasileira no treinamento intensivo de segurança do PQPCast!#MulheresPodcasters#OPodcastÉDelas#AtivismoNaWeb---**Convidado**- Psicocast http://www.psicocast.com.br/- Psicocast (Twitter - @psicocast) https://twitter.com/psicocast- Rafael Cerqueira (Twitter - @PsicoRafaelC) https://twitter.com/psicorafaelc- Psicólogo Rafael Cerqueira (página Facebook) https://www.facebook.com/psicorafaelcerqueira/---**Links de referência**- Estatuto do Desarmamento http://www.planalto.gov.br/ccivil_03/LEIS/2003/L10.826.htm - Harvard Injury Control Research Center https://www.hsph.harvard.edu/hicrc/ - Dados de Morbimortalidade Masculina no Brasil (Ministério da Saúde - PDF) http://portalarquivos2.saude.gov.br/images/pdf/2018/novembro/07/Perfil-da-morbimortalidade-masculina-no-Brasil.pdf- Dados de Morbimortalidade Masculina no Brasil (Ministério da Saúde - resumo) http://portalarquivos2.saude.gov.br/images/pdf/2018/fevereiro/19/Folder---dados-de-morbimortalidade-masculina-no-Brasil.pdf - Mortes violentas atingem até 11 vezes mais homens que mulheres jovens (IBGE) https://agenciadenoticias.ibge.gov.br/agencia-noticias/2012-agencia-de-noticias/noticias/22868-mortes-violentas-atingem-ate-11-vezes-mais-homens-que-mulheres-jovens- Decreto de Bolsonaro facilita posse de arma; entenda como funciona a lei e o que muda agora https://www.bbc.com/portuguese/brasil-46832821- Flexibilizar posse de arma pode deixar mulheres mais vulneráveis em casa https://exame.abril.com.br/brasil/flexibilizacao-da-posse-pode-deixar-mulheres-mais-vulneraveis-em-casa/- Entenda o Estatuto do Desarmamento, que mudou as regras de porte e posse de armas em 2003 https://g1.globo.com/politica/noticia/2019/01/16/entenda-o-estatuto-do-desarmamento-que-mudou-as-regras-de-porte-e-posse-de-armas-em-2003.ghtml- Posse de armas: saiba o que muda com o decreto assinado por Bolsonaro https://g1.globo.com/politica/noticia/2019/01/15/posse-de-armas-saiba-o-que-muda-com-o-decreto-assinado-por-bolsonaro.ghtml- The Mask You Live In (A Máscara Em Que Você Vive) https://www.netflix.com/title/80076159?s=i&trkid=13747225- Dupla ataca escola em Suzano, mata oito pessoas e se suicida https://g1.globo.com/sp/mogi-das-cruzes-suzano/noticia/2019/03/13/tiros-deixam-feridos-em-escola-de-suzano.ghtml- Massacre em Suzano: o que falta saber sobre o ataque à escola Raul Brasil https://noticias.uol.com.br/cotidiano/ultimas-noticias/2019/03/21/massacre-em-suzano-o-que-falta-saber-sobre-o-ataque-a-escola-raul-brasil.htm- 'I can tell you right now, our gun laws will change': New Zealand prime minister calls for change after deadliest mass shooting in the country's history https://www.businessinsider.com/new-zealand-gun-laws-will-change-prime-minister-says-2019-3?utm_content=buffer79248&utm_medium=social&utm_source=facebook.com&utm_campaign=buffer-insider-design---**Episódios relacionados do PQPCast**- PQPCast #228 - Por que a masculinidade tóxica mata homens desde cedo? http://www.pqpcast.com/blog/228-masculinidade-toxica - PQPCast #209 - Por que relacionamentos abusivos sugam a sua vontade de viver? #AtivismoNaWeb http://www.pqpcast.com/blog/209-relacionamento-abusivo - PQPCast #121 - Por que feminicídio não é crime passional? http://www.pqpcast.com/blog/121-feminicidio - PQPCast #201 - Por que o aumento do feminincídio negro é uma questão de segurança pública? http://www.pqpcast.com/blog/201-feminicidio-negro - PQPCast #171 - Por que segmentação das crianças deixa marcas permanentes? http://www.pqpcast.com/blog/171-brinquedos - PQPCast #186 - Por que nossas tribos polarizam o pensamento de massa? http://www.pqpcast.com/blog/186-tribalismo - PQPCast #196 - Por que ansiedade é o limiar entre a evolução humana e o transtorno? http://www.pqpcast.com/blog/196-ansiedade ---Assine nosso Feed: http://feeds.feedburner.com/pqpcast**Twitter**- PQPCast: (@_pqpcast) https://twitter.com/_pqpcast- Thata: (@thata_finotto) https://twitter.com/thata_finotto- Natália: (@nahmatto) https://twitter.com/nahmattos- #PodcasterProcura: (@PodProcura) https://twitter.com/podprocura**Facebook**- Página De Por Quê? Pra PQP! https://www.facebook.com/pqpcast- Grupo Ouvintes do PQPCast https://www.facebook.com/groups/ouvintesdopqpcast/**Instagram**- PQPCast: (@pqpcast) https://www.instagram.com/pqpcast/**Telegram**- Canal #PodcasterProcura (@PodProcura) https://t.me/PodProcuraEdição: Andrey Mattos https://twitter.com/matttosApoio cultural: Kairós Soluções Empresariais http://kairoscorp.com.br/

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360: European Championships and NCAAs Preview

Play Episode Listen Later Apr 16, 2019 110:50

EUROPEAN CHAMPIONSHIPS (1:54) Gymnastics journalist and (now) broadcaster extraordinaire Blythe Lawrence joins us to talk all about the European Championship! WOMEN MELANIE DE JESUS DOS SANTOS - she is the official queen of Europe, and the happiest person about it is Coline Devillard in the stands Alice Kinsella's rollercoaster meet, where no British women fell on beam Maria Paseka's Cheng. We have a necessary emergency therapy session about it. The rise of the new Italian seniors, Ukraine, and Belarus (!) Just talking about Eythora for a long time because WE NEED TO MEN Russian dominance and Nagornyy's dethroning of Dalaloyan Dalaloyan almost fell on a man wipe in the FX final. You know, the important stuff MARIOS succeeds with execution Breaking down the insanity of that vault final, moment by moment Updates on the Dom Cunningham injury and Oleg's current status The REAL stories of Euros (47:14) Luba got the scoop behind Nekrasova's unitard from Baku Spencer starts an entire sub-podcast about Nicola Bartolini's tattoos, and it's going to be long. The usher kids and the couches and the hand holding—a deep dive Lankin's Wakanda Forever Pauline Schäfer's double turn save What do we do about Alice D'Amato's bars walking? We tackle the issue of Luigi the Monkey, the bananas, and Melanie NCAA NATIONALS PREVIEW (1:11:34) Remember: GYMCASTIC FLIPPING FOUR AFTER PARTY LIVE SHOW PRESENTED BY TUMBL TRAK, Saturday April 20th, 8:00 CT - everything you need to know, including what types of "cowboy dancing" Spencer will not be doing We announce the winners of the ticket giveaway Semifinal preview - Assessing every team's chances to advance from the semifinal of death and the semifinal of life Team final preview - Jessica makes the argument for Oklahoma; Spencer makes the argument for UCLA Individuals preview - Who might actually win the titles, who has already won the titles in Jessica's heart, and who should bring a bonkers upgrade just cuz (1:40:31) USAG Nationals - Lindenwood wins the team title, and there was a feelings thing that happened with UIC NAIGC Nationals is "like I opened a secret door into an underground group of people who get the purpose of gymnastics." GYMTERNET NEWS (1:14:06) L10 proposal to get more event qualifiers to nationals Mark Cook is retiring When the phone sex operator is the hero of the story Lou Anna Simon can't recall Reminder: The deadline to Take Legal Action in USA Gymnastics Sexual Assault Cases is April 29, 2019 FURTHER READING National Championship Preview: Semifinal of Life European Championship – Event Finals Day 2 National Championship Preview: Semifinal of Death European Championship – Event Finals Day 1 European Championship – All-Around Finals European Championship – Women’s Qualification European Championships – Men’s Qualification Things Are Happening – April 9, 2019 Onward to Fort Worth! SUPPORT THE SHOW Join Club Gym Nerd here. Buy our awesome clothing and gifts here. RELATED EPISODES 359: Sudden Death Regionals & Morgiboo Magic 358: Regionals Preview, Shire Brown, Olivera, Ruddock 357: It's the Freakin' Lighting! 356: Vallapalooza 355: Montreal Floor Part 2: Revenge of the Floor 354: American Cup and Jesolo Explosion

351: Rosé Then Slay

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Play Episode Listen Later Feb 13, 2019 138:57

MEET NEWS It's a party! Jessica and Spencer are joined by Kensley AND Evan to discuss all of the many, many (many) gymnastics-related events of the past week. WOGA Classic (1:18): Kensley was there and discusses Ashton Locklear's return, the Blakelys, and the presence of the entire Brazilian women's team NCAA news (6:38) How the mid-season blues affected LSU, Georgia, and apparently shorted out live stream and live score capabilities across the country The bars drama at Denver and why Brenna Dowell did not compete Evan needs you to know that if you're not Lynnzee Brown's double layout, you're doing it wrong George Washington's best meet promotion ever Trinity Thomas is too perfect for this code Nebraska's entirely non-pusillanimous vault rotation, and the floor-side throne that brought out peak-narcissism Spencer The worst commentary disasters of the weekend Why Missy Marlowe and Jenny Hansen reigned as heroes Crack or correct—10s edition (56:45) Lynnzee Brown's tumbling AND dance element brilliance, Katelyn Ohashi's split-leg DLO is back, and Jessica takes Spencer (a.k.a., the 10.0 Grinch) to movement science school over Kyla Ross's vault landing 67% of the 10s awarded this season have gone to UCLA. What's up with that? Do teams with meets against UCLA, Oklahoma, and Florida get crack-by-association? Mini-commission - the "bubble" teams (1:29:38) A mini-commission from Mohini Bhardwaj Forever has us profiling the bubble teams for regionals qualification like Utah State, North Carolina, Bowling Green, and UIC, plus thoughts on the new play-in format for NCAA postseason competition (spoiler alert: we likey) GYMTERNET NEWS (1:43:30) Skinner 2020? Related: Maile O'Keefe is heading to Utah a year early and competed L10 in Las Vegas this weekend Larisa Iordache has been cleared to return to training, and guess who's out of retirement (again) to coach her. A rundown of the latest DUMPSTER FIRE news (it's a dumpster fire) Katelyn Ohashi was on Busy Tonight and Jessica has feelings about it. Plus, Ohashi's parents gave great quote in the Seattle Times. It was Svetlana Boginskaya's birthday, so celebrate by listening to our 2015 interview with her. FURTHER READING Jessica's interview with physical therapist-gymnastics coach, Dave Tilly on the Shift Show Week 6 Ranking Notes Sunday Live Blog – February 10, 2019 Saturday Live Blog – February 9, 2019 Friday Live Blog – February 8, 2019 Things Are Happening – February 8, 2019 Roster Notes – Week 5 2019 RQS Calculator Only the Best – Week 5 SUPPORT THE SHOW Join Club Gym Nerd here. Buy our awesome clothing and gifts here. RELATED EPISODES 350: There Are No Rules in This House 349: The Stick Stick and the Money Gun 348: Break the Beam, Literally 347: The Michigan Mess & the Viral Queen 346: Peng Is Here! 38: Svetlana Boginskaya

Best of Life in 10 Minutes

Prose & Cons

Play Episode Listen Later Oct 15, 2018

Life in 10 Minutes is a collection of stories that are brave and true. Sometimes heartbreaking, sometimes hilarious. Usually a bit of both. L10 founder Valley Haggard is the recipient of this year's Emyl Jenkins Award for the outstanding work she has done for her ever-growing village. This episode is dedicated to her.

l10 valley haggard

City of Liverpool FC ahead of the new season

Liverpool Live

Play Episode Listen Later Aug 3, 2018 19:57

Mick Coyle was joined by some of the team from City of Liverpool FC ahead of the new season. Chairman Paul Manning was alongside newly appointed manager and former Purps player, Craig Robinson, and newly re-signed forward Jamie McDonald. They gave an update into the L10 project, Craig's first season as a manager and the decision for Jamie McDonald to return to the club.

liverpool fc craig robinson l10 jamie mcdonald purps mick coyle

EP221: How To Get The Best (and Most) Out of Your Team!

The Flip Empire Show

Play Episode Listen Later Jul 12, 2018 13:12

Alex and Erik Stark (and their families) are getting ready to go to the Bahamas to attend the Holiday Mastermind! On today's quick episode, Alex highlights the importance of getting to know your team on a personal level. As a leader, you need to know what makes the individuals on your team tick and what gets them motivated! Taking them out to lunch is a great way to understand who is really behind the man/woman. Key Takeaways: Alex and Erik's families are almost off to the Bahamas! Alex and Erik have plan to host one or two Holiday Masterminds a year. Want in? Email Alex at alex@flipempire.com! One more thing, Alex is looking for an Acquisition Manager to join his team. Get to know your team on both a professional and personal level. Take your new team members out to lunch every week. Make sure your staff and your team know that they're appreciated. Celebrate victories together and encourage competition by giving out prizes. You should be reviewing your hot leads with your acquisitions team to make sure you are doing everything you can to get those deals locked up. That's it for this week! See you on Monday! Mentioned in This Episode: Feel free to connect with Alex about doing a JV! Email him at alex@flipempire.com To apply for our next Holiday Mastermind in (Exotic Location TBD), please go here: Flipempire.com/holidaymastermind Interested in joining Alex's team as an Acquisitions Specialist (outside sales)? Apply Here Tweetables: “It's easy to fall prey to just comparing yourself to other people's businesses, to their success, and think to yourself, ‘What am I doing wrong?'” “We start our L10 meetings every Monday morning, we start with good news and we start with gratitude.” “There is always something to be grateful for.” Ask Alex A Question: Have a question you want featured on an upcoming Flip Empire Show? Head over to the Ask Alex page, and record your question. We've made it super easy for you, so let us know what challenges you are having, and Alex will answer it personally! Did you get your FREE Online Course? Text the word EMPIRE to 67076, and we'll send you a link to get instant access to the “5 Ways To Scale Your Real Estate Wholesaling Business To Six Figures (In 6 Months Or Less)” video module training course. Subscribe To The Flip Empire Show, and Leave a Rating & Review!

head celebrate bahamas jv l10 tweetables it free online course months or less erik stark flip empire show

Episode 253: Silence of the Fans | BSD Now 253

BSD Now

Play Episode Listen Later Jul 5, 2018 86:51

Fanless server setup with FreeBSD, NetBSD on pinebooks, another BSDCan trip report, transparent network audio, MirBSD's Korn Shell on Plan9, static site generators on OpenBSD, and more. ##Headlines Silent Fanless FreeBSD Desktop/Server Today I will write about silent fanless FreeBSD desktop or server computer … or NAS … or you name it, it can have multiple purposes. It also very low power solution, which also means that it will not overheat. Silent means no fans at all, even for the PSU. The format of the system should also be brought to minimum, so Mini-ITX seems best solution here. I have chosen Intel based solutions as they are very low power (6-10W), if you prefer AMD (as I often do) the closest solution in comparable price and power is Biostar A68N-2100 motherboard with AMD E1-2100 CPU and 9W power. Of course AMD has even more low power SoC solutions but finding the Mini-ITX motherboard with decent price is not an easy task. For comparison Intel has lots of such solutions below 6W whose can be nicely filtered on the ark.intel.com page. Pity that AMD does not provide such filtration for their products. I also chosen AES instructions as storage encryption (GELI on FreeBSD) today seems as obvious as HTTPS for the web pages. Here is how the system look powered up and working This motherboard uses Intel J3355 SoC which uses 10W and has AES instructions. It has two cores at your disposal but it also supports VT-x and EPT extensions so you can even run Bhyve on it. Components Now, an example system would look like that one below, here are the components with their prices. $49 CPU/Motherboard ASRock J3355B-ITX Mini-ITX $14 RAM Crucial 4 GB DDR3L 1.35V (low power) $17 PSU 12V 160W Pico (internal) $11 PSU 12V 96W FSP (external) $5 USB 2.0 Drive 16 GB ADATA $4 USB Wireless 802.11n $100 TOTAL The PSU 12V 160W Pico (internal) and PSU 12V 96W FSP can be purchased on aliexpress.com or ebay.com for example, at least I got them there. Here is the 12V 160W Pico (internal) PSU and its optional additional cables to power the optional HDDs. If course its one SATA power and one MOLEX power so additional MOLEX-SATA power adapter for about 1$ would be needed. Here is the 12V 96W FSP (external) PSU without the power cord. This gives as total silent fanless system price of about $120. Its about ONE TENTH OF THE COST of the cheapest FreeNAS hardware solution available – the FreeNAS Mini (Diskless) costs $1156 also without disks. You can put plain FreeBSD on top of it or Solaris/Illumos distribution OmniOSce which is server oriented. You can use prebuilt NAS solution based on FreeBSD like FreeNAS, NAS4Free, ZFSguru or even Solaris/Illumos based storage with napp-it appliance. ###An annotated look at a NetBSD Pinebook’s startup Pinebook is an affordable 64-bit ARM notebook. Today we’re going to take a look at the kernel output at startup and talk about what hardware support is available on NetBSD. Photo Pinebook comes with 2GB RAM standard. A small amount of this is reserved by the kernel and framebuffer. NetBSD uses flattened device-tree (FDT) to enumerate devices on all Allwinner based SoCs. On a running system, you can inspect the device tree using the ofctl(8) utility: Pinebook’s Allwinner A64 processor is based on the ARM Cortex-A53. It is designed to run at frequencies up to 1.2GHz. The A64 is a quad core design. NetBSD’s aarch64 pmap does not yet support SMP, so three cores are disabled for now. The interrupt controller is a standard ARM GIC-400 design. Clock drivers for managing PLLs, module clock dividers, clock gating, software resets, etc. Information about the clock tree is exported in the hw.clk sysctl namespace (root access required to read these values). # sysctl hw.clk.sun50ia64ccu0.mmc2 hw.clk.sun50ia64ccu0.mmc2.rate = 200000000 hw.clk.sun50ia64ccu0.mmc2.parent = pllperiph02x hw.clk.sun50ia64ccu0.mmc2.parent_domain = sun50ia64ccu0 Digital Ocean http://do.co/bsdnow ###BSDCan 2018 Trip Report: Mark Johnston BSDCan is a highlight of my summers: the ability to have face-to-face conversations with fellow developers and contributors is invaluable and always helps refresh my enthusiasm for FreeBSD. While in a perfect world we would all be able to communicate effectively over the Internet, it’s often noted that locking a group of developers together in a room can be a very efficient way to make progress on projects that otherwise get strung out over time, and to me this is one of the principal functions of BSD conferences. In my case I was able to fix some kgdb bugs that had been hindering me for months; get some opinions on the design of a feature I’ve been working on for FreeBSD 12.0; hear about some ongoing usage of code that I’ve worked on; and do some pair-debugging of an issue that has been affecting another developer. As is tradition, on Tuesday night I dropped off my things at the university residence where I was staying, and headed straight to the Royal Oak. This year it didn’t seem quite as packed with BSD developers, but I did meet several long-time colleagues and get a chance to catch up. In particular, I chatted with Justin Hibbits and got to hear about the bring-up of FreeBSD on POWER9, a new CPU family released by IBM. Justin was able to acquire a workstation based upon this CPU, which is a great motivator for getting FreeBSD into shape on that platform. POWER9 also has some promise in the server market, so it’s important for FreeBSD to be a viable OS choice there. Wednesday morning saw the beginning of the two-day FreeBSD developer summit, which precedes the conference proper. Gordon Tetlow led the summit and did an excellent job organizing things and keeping to the schedule. The first presentation was by Deb Goodkin of the FreeBSD Foundation, who gave an overview of the Foundation’s role and activities. After Deb’s presentation, present members of the FreeBSD core team discussed the work they had done over the past two years, as well as open tasks that would be handed over to the new core team upon completion of the ongoing election. Finally, Marius Strobl rounded off the day’s presentations by discussing the state and responsibilities of FreeBSD’s release engineering team. One side discussion of interest to me was around the notion of tightening integration with our Bugzilla instance; at moment we do not have any good means to mark a given bug as blocking a release, making it easy for bugs to slip into releases and thus lowering our overall quality. With FreeBSD 12.0 upon us, I plan to help with the triage and fixes for known regressions before the release process begins. After a break, the rest of the morning was devoted to plans for features in upcoming FreeBSD releases. This is one of my favorite discussion topics and typically takes the form of have/need/want, where developers collectively list features that they’ve developed and intend to upstream (have), features that they are missing (need), and nice-to-have features (want). This year, instead of the usual format, we listed features that are intended to ship in FreeBSD 12.0. The compiled list ended up being quite ambitious given how close we are to the beginning of the release cycle, but many individual developers (including myself) have signed up to deliver work. I’m hopeful that most, if not all of it, will make it into the release. After lunch, I attended a discussion led by Matt Ahrens and Alexander Motin on OpenZFS. Of particular interest to me were some observations made regarding the relative quantity and quality of contributions made by different “camps” of OpenZFS users (illumos, FreeBSD and ZoL), and their respective track records of upstreaming enhancements to the OpenZFS project. In part due to the high pace of changes in ZoL, the definition of “upstream” for ZFS has become murky, and of late ZFS changes have been ported directly from ZoL. Alexander discussed some known problems with ZFS on FreeBSD that have been discovered through performance testing. While I’m not familiar with ZFS internals, Alexander noted that ZFS’ write path has poor SMP scalability on FreeBSD owing to some limitations in a certain kernel API called taskqueue(9). I would like to explore this problem further and perhaps integrate a relatively new alternative interface which should perform better. Friday and Saturday were, of course, taken up by BSDCan talks. Friday’s keynote was by Benno Rice, who provided some history of UNIX boot systems as a precursor to some discussion of systemd and the difficulties presented by a user and developer community that actively resist change. The rest of the morning was consumed by talks and passed by quickly. First was Colin Percival’s detailed examination of where the FreeBSD kernel spends time during boot, together with an overview of some infrastructure he added to track boot times. He also provided a list of improvements that have been made since he started taking measurements, and some areas we can further improve. Colin’s existing work in this area has already brought about substantial reductions in boot time; amusingly, one of the remaining large delays comes from the keyboard driver, which contains a workaround for old PS/2 keyboards. While there seems to be general agreement that the workaround is probably no longer needed on most systems, the lingering uncertainty around this prevents us from removing the workaround. This is, sadly, a fairly typical example of an OS maintenance burden, and underscores the need to carefully document hardware bug workarounds. After this talk, I got to see some rather novel demonstrations of system tracing using dwatch, a new utility by Devin Teske, which aims to provide a user-friendly interface to DTrace. After lunch, I attended talks on netdump, a protocol for transmitting kernel dumps over a network after the system has panicked, and on a VPC implementation for FreeBSD. After the talks ended, I headed yet again to the hacker lounge and had some fruitful discussions on early microcode loading (one of my features for FreeBSD 12.0). These led me to reconsider some aspects of my approach and saved me a lot of time. Finally, I continued my debugging session from Wednesday with help from a couple of other developers. Saturday’s talks included a very thorough account by Li-Wen Hsu of his work in organizing a BSD conference in Taipei last year. As one of the attendees, I had felt that the conference had gone quite smoothly and was taken aback by the number of details and pitfalls that Li-Wen enumerated during his talk. This was followed by an excellent talk by Baptiste Daroussin on the difficulties one encounters when deploying FreeBSD in new environments. Baptiste offered criticisms of a number of aspects of FreeBSD, some of which hit close to home as they involved portions of the system that I’ve worked on. At the conclusion of the talks, we all gathered in the main lecture hall, where Dan led a traditional and quite lively auction for charity. I managed to snag a Pine64 board and will be getting FreeBSD installed on it the first chance I get. At the end of the auction, we all headed to ByWard for dinner, concluding yet another BSDCan. Thanks to Mark for sharing his experiences at this years BSDCan ##News Roundup Transparent network audio with mpd & sndiod Landry Breuil (landry@ when wearing his developer hat) wrote in… I've been a huge fan of MPD over the years to centralize my audio collection, and i've been using it with the http output to stream the music as a radio on the computer i'm currently using… audio_output { type "sndio" name "Local speakers" mixer_type "software" } audio_output { type "httpd" name "HTTP stream" mixer_type "software" encoder "vorbis" port "8000" format "44100:16:2" } this setup worked for years, allows me to stream my home radio to $work by tunnelling the port 8000 over ssh via LocalForward, but that still has some issues: a distinct timing gap between the 'local output' (ie the speakers connected to the machine where MPD is running) and the 'http output' caused by the time it takes to reencode the stream, which is ugly when you walk through the house and have a 15s delay sometimes mplayer as a client doesn't detect the pauses in the stream and needs to be restarted i need to configure/start a client on each computer and point it at the sound server url (can do via gmpc shoutcast client plugin…) it's not that elegant to reencode the stream, and it wastes cpu cycles So the current scheme is: mpd -> http output -> network -> mplayer -> sndiod on remote machine | -> sndio output -> sndiod on soundserver Fiddling a little bit with mpd outputs and reading the sndio output driver, i remembered sndiod has native network support… and the mpd sndio output allows you to specify a device (it uses SIO_DEVANY by default). So in the end, it's super easy to: enable network support in sndio on the remote machine i want the audio to play by adding -L to sndiod_flags (i have two audio devices, with an input coming from the webcam): sndiod_flags="-L10.246.200.10 -f rsnd/0 -f rsnd/1" open pf on port 11025 from the sound server ip: pass in proto tcp from 10.246.200.1 to any port 11025 configure a new output in mpd: audio_output { type "sndio" name "sndio on renton" device "snd@10.246.200.10/0" mixer_type "software" } and enable the new output in mpd: $mpc enable 2 Output 1 (Local speakers) is disabled Output 2 (sndio on renton) is enabled Output 3 (HTTP stream) is disabled Results in a big win: no gap anymore with the local speakers, no reencoding, no need to configure a client to play the stream, and i can still probably reproduce the same scheme over ssh from $work using a RemoteForward. mpd -> sndio output 2 -> network -> sndiod on remote machine | -> sndio output 1 -> sndiod on soundserver Thanks ratchov@ for sndiod :) ###MirBSD’s Korn Shell on Plan9 Jehanne Let start by saying that I’m not really a C programmer. My last public contribution to a POSIX C program was a little improvement to the Snort’s react module back in 2008. So while I know the C language well enough, I do not know anything about the subtleness of the standard library and I have little experience with POSIX semantics. This is not a big issue with Plan 9, since the C library and compiler are not standard anyway, but with Jehanne (a Plan 9 derivative of my own) I want to build a simple, loosely coupled, system that can actually run useful free software ported from UNIX. So I ported RedHat’s newlib to Jehanne on top of a new system library I wrote, LibPOSIX, that provides the necessary emulations. I wrote several test, checking they run the same on Linux and Jehanne, and then I begun looking for a real-world, battle tested, application to port first. I approached MirBSD’s Korn Shell for several reason: it is simple, powerful and well written it has been ported to several different operating systems it has few dependencies it’s the default shell in Android, so it’s really battle tested I was very confident. I had read the POSIX standard after all! And I had a test suite! I remember, I thought “Given newlib, how hard can it be?” The porting begun on September 1, 2017. It was completed by tg on January 5, 2018. 125 nights later. Turn out, my POSIX emulation was badly broken. Not just because of the usual bugs that any piece of C can have: I didn’t understood most POSIX semantics at all! iXsystems ###Static site generator with rsync and lowdown on OpenBSD ssg is a tiny POSIX-compliant shell script with few dependencies: lowdown(1) to parse markdown, rsync(1) to copy temporary files, and entr(1) to watch file changes. It generates Markdown articles to a static website. It copies the current directory to a temporary on in /tmp skipping .* and _*, renders all Markdown articles to HTML, generates RSS feed based on links from index.html, extracts the first tag from every article to generate a sitemap and use it as a page title, then wraps articles with a single HTML template, copies everything from the temporary directory to $DOCS/ Why not Jekyll or “$X”? ssg is one hundred times smaller than Jekyll. ssg and its dependencies are about 800KB combined. Compare that to 78MB of ruby with Jekyll and all the gems. So ssg can be installed in just few seconds on almost any Unix-like operating system. Obviously, ssg is tailored for my needs, it has all features I need and only those I use. Keeping ssg helps you to master your Unix-shell skills: awk, grep, sed, sh, cut, tr. As a web developer you work with lots of text: code and data. So you better master these wonderful tools. Performance 100 pps. On modern computers ssg generates a hundred pages per second. Half of a time for markdown rendering and another half for wrapping articles into the template. I heard good static site generators work—twice as fast—at 200 pps, so there’s lots of performance that can be gained. ;) ###Why does FreeBSD have virtually no (0%) desktop market share? Because someone made a horrible design decision back in 1984. In absolute fairness to those involved, it was an understandable decision, both from a research perspective, and from an economic perspective, although likely not, from a technology perspective. Why and what. The decision was taken because the X Window System was intended to run on cheap hardware, and, at the time, that meant reduced functionality in the end-point device with the physical display attached to it. At the same time, another force was acting to also limit X displays to display services only, rather than rolling in both window management and specific widget instances for common operational paradigms. Mostly, common operational paradigms didn’t really exist for windowing systems because they also simply didn’t exist at the time, and no one really knew how people were going to use the things, and so researchers didn’t want to commit future research to a set of hard constraints. So a decision was made: separate the display services from the application at the lowest level of graphics primitives currently in use at the time. The ramifications of this were pretty staggering. First, it guaranteed that all higher level graphics would live on the host side of the X protocol, instead of on the display device side of the protocol. Despite a good understanding of Moore’s law, and the fact that, since no X Terminals existed at the time as hardware, but were instead running as emulations on workstations that had sufficient capability, this put the higher level GUI object libraries — referred to as “widgets” — in host libraries linked into the applications. Second, it guaranteed that display organization and management paradigms would also live on the host side of the protocol — assumed, in contradiction to the previous decision, to be running on the workstation. But, presumably, at some point, as lightweight X Terminals became available, to migrate to a particular host computer managing compute resource login/access services. Between these early decisions reigned chaos. Specifically, the consequences of these decisions have been with us ever since: Look-and-feel are a consequence of the toolkit chosen by the application programmer, rather than a user decision which applies universally to all applications. You could call this “lack of a theme”, and — although I personally despise the idea of customizing or “theming” desktops — this meant that one paradigm chosen by the user would not apply universally across all applications, no matter who had written them. Window management style is a preference. You could call this a more radical version of “theming” — which you will remember, I despise — but a consequence to this is that training is not universal across personnel using such systems, nor is it transferrable. In other words, I can’t send someone to a class, and have them come back and use the computers in the office as a tool, with the computer itself — and the elements not specific to the application itself — disappearing into the background. Both of these ultimately render an X-based system unsuitable for desktops. I can’t pay once for training. Training that I do pay for does not easily and naturally translate between applications. Each new version may radically alter the desktop management paradigm into unrecognizability. Is there hope for the future? Well, the Linux community has been working on something called Wayland, and it is very promising… …In the same way X was “very promising” in 1984, because, unfortunately, they are making exactly the same mistakes X made in 1984, rather than correcting them, now that we have 20/20 hindsight, and know what a mature widget library should look like. So Wayland is screwing up again. But hey, it only took us, what, 25 years to get from X in 1987 to Wayland in in 2012. Maybe if we try again in 2037, we can get to where Windows was in 1995. ##Beastie Bits New washing machine comes with 7 pages of open source licenses! BSD Jobs Site FreeBSD Foundation Update, May 2018 FreeBSD Journal looking for book reviewers zedenv ZFS Boot Environment Manager Tarsnap ##Feedback/Questions Wouter - Feedback Efraim - OS Suggestion kevr - Raspberry Pi2/FreeBSD/Router on a Stick Vanja - Interview Suggestion Send questions, comments, show ideas/topics, or stories you want mentioned on the show to feedback@bsdnow.tv

interview internet guide training performance foundation local drive plan silence os android ps silent windows window ibm intel clock nas compare arm api how to usb transparent tutorials linux docs components static jekyll amd html vt pity taipei cpu news roundup baptiste soc red hat trident wouter psu aes unix geli smp wayland royal oak digital ocean markdown mpd efraim sata snort bsd vanja socs freebsd vpc ept fdt zfs openbsd hdds l10 jehanne fanless zol pine64 openzfs freenas molex dtrace pinebook netbsd 2ghz plan9 6w x window system mini itx ixsystems freebsd foundation trueos tarsnap bsdcan 35v matt ahrens 78mb dragonflybsd freebsd journal

EP219: You. Can. Do. It! Why Gratitude Is The Magic Elixir

The Flip Empire Show

Play Episode Listen Later Jul 5, 2018 16:00

Are you currently going through some struggles or challenges in your personal and professional life? Well, this podcast is dedicated to you! Alex just wants to remind you that YOU CAN DO THIS! Keep going forward. These tough challenges are opportunities in disguise. Key Takeaways: The climb to the top is challenging! It's easy to fall prey to comparing yourself to other people's success. Complaining all day about your woes isn't going to get you anywhere! How do you inspire or motivate your team from improving themselves and getting better? Start your meetings with good news and with gratitude. You need to put other people first. Support your team going through bad times. Everyone who has achieved success has gone through tough challenges. Life happens and it's how you deal with it that makes you stronger. Keep going! Keep fighting! And keep being positive! You got this!! Mentioned in This Episode: Feel free to connect with Alex about doing a JV! Email him at alex@flipempire.com To apply for our next Holiday Mastermind in (Exotic Location TBD), please go here: Flipempire.com/holidaymastermind Tweetables: “It's easy to fall prey to just comparing yourself to other people's businesses, to their success, and think to yourself, ‘What am I doing wrong?'” “We start our L10 meetings every Monday morning, we start with good news and we start with gratitude.” “There is always something to be grateful for.” Ask Alex A Question: Have a question you want featured on an upcoming Flip Empire Show? Head over to the Ask Alex page, and record your question. We've made it super easy for you, so let us know what challenges you are having, and Alex will answer it personally! Did you get your FREE Online Course? Text the word EMPIRE to 67076, and we'll send you a link to get instant access to the “5 Ways To Scale Your Real Estate Wholesaling Business To Six Figures (In 6 Months Or Less)” video module training course. Subscribe To The Flip Empire Show, and Leave a Rating & Review!

head magic gratitude complaining jv elixir l10 tweetables it free online course months or less flip empire show

EP207: As the CEO, Hold Yourself Accountable First.

The Flip Empire Show

Play Episode Listen Later May 24, 2018 9:24

Alex recently had a tough and raw meeting with his leadership team. Some of his team members (and Alex too) were not completing certain tasks by their assigned due date and had to keep pushing the date further down. Alex realized that as a leader, you have to set the example and hold yourself accountable. On the call, Alex challenged himself and his team to keep each other accountable and to always keep pushing each other to a higher standard. Key Takeaways: Alex just got off of a really raw L10 meeting with his team. Leadership starts with holding yourself accountable first. As a leader of your team, you're setting the example. Alex had to push some of his tasks down for another day because he couldn't complete the deadline. That's setting a bad example of what's okay to do within the team. Alex asked his team to hold him accountable so that the company could keep the same level of high standards. Make sure you set the highest standards possible. Tell people what you expect, because you get what you expect. Mentioned in This Episode: Feel free to connect with Alex about doing a JV! Email him at alex@flipempire.com Make sure to Read: Traction: Get a Grip on Your Business, by Gino Wickman Tweetables: “Leadership starts with holding yourself accountable first.” “There are challenges in every business. I had to challenge myself and asked the team to hold me accountable.” “You want to surround yourself with people who are going to tell you the truth and what you need to hear.” Ask Alex A Question: Have a question you want featured on an upcoming Flip Empire Show? Head over to the Ask Alex page, and record your question. We've made it super easy for you, so let us know what challenges you are having, and Alex will answer it personally! Did you get your FREE Online Course? Text the word EMPIRE to 67076, and we'll send you a link to get instant access to the “5 Ways To Scale Your Real Estate Wholesaling Business To Six Figures (In 6 Months Or Less)” video module training course. Subscribe To The Flip Empire Show, and Leave a Rating & Review!

head leadership grip your business jv gino wickman hold yourself accountable l10 free online course months or less flip empire show

Episode #000: Introducing L10 Mastery

L10 Mastery

Play Episode Listen Later Sep 20, 2017 18:01

On the first ever episode of the L10 Mastery Podcast, Ben Lawler (@tomjames.stl) and Gunner DeFlorian (@gunnerdeflorian) dive deep into the mission and focus behind L10. Starting out and focused in St. Louis, MO the journey to the top has never been more exciting. When asked what L10 Mastery is, they would describe the podcast as powerful program that meets at the apex of business strategy and personal motivation. L10 interviews the best and brightest men and women in their particular field. Through the entire interview L10 shares the daily routines and strategies of these trailblazers to help listeners become the best version of themselves in all 10 Levels. Mixed in humor and entertaining guests, the show doesn’t get any better. Ben and Gunner discuss all 10 Levels and listeners figure out where their lives can be impacted by tuning in each episode. Level 10 Is…. Health- (workouts, diet, sleep) Relationships / Love- (at home, at the office, heartbreaks, romance) Wealth / Finances- (strategies, advice, and long-term growth) Mindset / Motivation- (mental clarity, discipline, the fire within) Personal Brand / Professional Image- (edging out the competition) Business Tactics- (sales, marketing, winning) Faith / Spirituality- (finding purpose, something bigger) Philanthropy / Gratitude- (positivity and creating change) Leadership- (everyone has a cause they can lead) Passion / Luxury Living- (what we enjoy after a long day of work) Top 5 Take Aways Success?- It is never about reaching a place and settling. It is about getting better every single day and focusing time, energy, and resources in getting better. There are Levels to This…- You may be extremely wealthy but are you giving back to the people and places that have giving you a chance? Your health is off the charts, but are you struggling to pay the bills? We are all Business Owners- If we take the mentality that we are all running our own business, we will probably work harder and not let it go under. Market yourself, look the part, and go over any obstacle standing in your way. Begin with Gratitude- By starting each day with gratitude we are in a positive frame of mind. We could always be worse off. Take a second and tell someone how much they mean to you. Leaders..Where are you?- Everything rises and falls on leadership. Quote of the Week: “It is impossible to feel grateful and pissed off at the same time.” Please enjoy Ben and Gunner’s conversation as they peel back the onion. This podcast is brought to you by Mascot Agency. Mascot Agency is your one stop for brand building, design, and user experience. From website development to creating the perfect logo for your company, Mascot Agency can do it all. Without the help from Mascot Agency this podcast would still be just an idea. We thank them for all their hard work and would love for you to check them out @mascotagency. They help their clients be as BIG as their imaginations!

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