Podcasts about leaders

Send a textRyan Pineda and Brian Davila break down eight biblical traits God expects from husbands and leaders, unpacking how strength, serving, patience, vision, provision, discipleship, trust, and spiritual fruit shape both marriage and business.⁣⁣__________⁣If you want to start your real estate investing business, we'll give you 1:1 coaching, seller leads, software, & everything you need. https://www.wealthyinvestor.com⁣⁣If you're a business owner who wants to get in peak physical shape, we can help! https://www.boardroom-athlete.com/apply⁣⁣Join our private mastermind for elite business leaders who golf. https://www.mastermind19.com⁣⁣Join free Bible studies and workshops for Christian business leaders. https://www.tentmakers.us⁣__________⁣CHAPTERS: ⁣0:00 - The 8 Traits God Expects from Husbands & Leaders.⁣0:10 - Strength: Physical, Emotional & Spiritual Leadership.⁣2:25 - Leaving Your Parents & Becoming One in Marriage.⁣5:25 - Passive vs. Controlling: What Real Strength Looks Like.⁣9:33 - Serving Your Spouse Like Jesus Served Others.⁣16:04 - Patience in Marriage, Parenting & Business.⁣25:40 - Vision: Leading Your Family & Team with Direction.⁣31:55 - Providing: Execution Over Excuses.⁣39:35 - Making Disciples at Home & in Business.⁣44:20 - Trust, Culture & The Fruit of the Spirit.Learn how to invest in real estate with the Cashflow 2.0 System! Your business in a box with 1:1 coaching, motivated seller leads, & softwares. https://www.wealthyinvestor.com/Want to work 1:1 with Ryan Pineda? Apply at ryanpineda.comJoin our FREE community, weekly calls, and bible studies for Christian entrepreneurs and business people. https://tentmakers.us/Want to grow your business and network with elite entrepreneurs on world-class golf courses? Apply now to join Mastermind19 – Ryan Pineda's private golf mastermind for high-level founders and dealmakers. www.mastermind19.com--- About Ryan Pineda: Ryan Pineda has been in the real estate industry since 2010 and has invested in over $100,000,000 of real estate. He has completed over 700 flips and wholesales, and he owns over 650 rental units. As an entrepreneur, he has founded seven different businesses that have generated 7-8 figures of revenue. Ryan has amassed over 2 million followers on social media and has generated over 1 billion views online. Starting as a minor league baseball player making less than $2,000 a month, Ryan is now worth over $100 million. He shares his experiences in building wealth and believes that anyone can change their life with real estate investing. ...

In this episode, Travis sits down with his producer Eric for a candid, unscripted conversation reacting to viral clips and debates around church finances, nonprofit transparency, and leadership accountability. Drawing from his personal experience growing up in a megachurch environment and his perspective as a business owner, Travis breaks down the complex intersection of money, mission, and ethics—highlighting the challenges leaders face when managing large organizations without financial training, and why transparency is essential whether you're running a church, nonprofit, or business. On this episode we talk about: The conflicting messages about money in church culture and how it shapes people's beliefs about wealth The importance of financial transparency in nonprofits, religious organizations, and leadership roles Why lack of financial education can lead to mismanagement—even with good intentions The ethical complexity of pastor salaries and compensation based on value and leadership impact Alternative models for growing communities without massive overhead and multi-million dollar buildings Top 3 Takeaways Transparency builds trust. Whether you're running a church, nonprofit, or business, people deserve clarity on how their contributions are being used. Leadership requires financial competence. Vision alone isn't enough—understanding finances is critical when managing organizations with significant revenue. Compensation should reflect value—but accountability matters. Leaders deserve to be paid for the value they create, but openness and ethical stewardship are essential when others fund that compensation. Notable Quotes "When you're looking for reasons to be less transparent, it's not a good look—especially when people are trusting you with their money." "He built something incredible and deserves to be compensated—but transparency makes that easier to trust." "Money only solves your money problems—but it's easier to solve the rest of your problems when you have money in the bank." Connect with Travis Chappell: LinkedIn: https://www.linkedin.com/in/travischappell Twitter/X: https://twitter.com/travischappell Instagram: https://www.instagram.com/travischappell Other: https://travischappell.com  Travis Makes Money is made possible by High Level – the All-In-One Sales & Marketing Platform built for agencies, by an agency.  Capture leads, nurture them, and close more deals—all from one powerful platform.  Get an extended free trial at gohighlevel.com/travis Learn more about your ad choices. Visit megaphone.fm/adchoices

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

We want your feedback and questions. Text us here.Leaders who want to build high-performing teams often focus on strategy and execution, but the real differentiator is culture. If you want honest feedback, stronger ownership, and healthier communication on your team, you have to understand the difference between being accessible and being safe. In this episode, we break down why open-door policies fail and what it actually takes to create psychological safety that drives performance. Today on the Champion Forum podcast, we're talking aboutwhy your open-door policy might be failing you and what to do instead.

What happens when a worship pastor—someone called to lead—falls into unthinkable sin? Last week, a worship pastor and former American Idol contestant was arrested and charged for the murder of his wife, shaking the church world.  In this video, we unpack the sobering reality that no one is immune to compromise. Discover three essential truths every worship leader must know to guard against the schemes of the enemy and avoid becoming another church leader headline.  Learn how small compromises can destroy your ministry, your family, and your legacy—and how to stay spiritually strong in the face of temptation. If you're a worship leader who wants to finish well, this is a must-watch. Share this with someone who needs a wake-up call! =============================

Apply to Join Churchfront Premium Apply to Join Churchfront Pro Free Worship and Production Toolkit Shop Our Online Courses Join us at the Churchfront Conference Follow Churchfront on Instagram or TikTok: @churchfront Follow on Twitter: @realchurchfront Gear we use to make videos at Churchfront Musicbed SyncID: MB01VWQ69XRQNSN   Here are the podcast notes: Churchfront Podcast — Erwin McManus Lead Pastor, Mosaic Church (Los Angeles) | Author, The Seven Frequencies of Communication Guest background: Erwin McManus has led Mosaic in LA for 35 years, building a congregation averaging in its twenties across 40+ nationalities. He's also an author, speaker, and has been a longtime participant in the Global Leadership Summit at Willow Creek. Key Topics What holds church leaders back The most common internal limitation isn't skill or resources — it's the lack of felt permission. Pastors are often communal and loyal by nature, which also makes them dependent on someone saying "it's okay to go for it." The church culture tends to withhold permission rather than grant it. This is a big reason conferences are so magnetic — they're not primarily about information, they're about permission receiving. People go to be in a room where they feel free to dream, risk, and believe. Erwin said a large part of his life's work has been giving people permission: to dream big, to risk, to try low-percentage ideas, and to fail without that defining their worth. Giving permission downward in the org chart Leaders often receive permission at a conference and then come back and tell their team what to do — which is not the same as giving permission. True permission-giving means creating space for people to grow, develop, dream, and execute in their own way. Key principle: hold tight to where you're going, hold loosely to how you get there. Someone can execute at a high level and still do it differently than you would — and that's okay. "It's All About People" vs. "You Can't Take Everyone With You" (from Mind Shift)McManus intentionally places these as Chapter 1 and Chapter 3 as a juxtaposition. Most leaders lean hard toward one and neglect the other. His advice: read both, figure out which one resonates more, then go apply the other one. That tension is where relational elegance lives. When people leave, they attack your character At Mosaic, after major style and culture shifts, the people who left rarely said "I don't like the music." They attacked Erwin's character because it made them the hero of their story. He found the exceptions refreshing — the people who were honest ("the church is too young," "too diverse," "too evangelistic") made it easy to respond. His approach: when you bring clarity as a leader, you're giving people the gift of choice. If they hate who you are now, they're going to really hate who you're becoming — so this is actually a good time to part ways. "If you're everything, you're nothing." The white interior at Mosaic Hollywood During the 18-month pandemic shutdown, Aaron McManus pitched painting everything white — stage, speakers, walls. No precedent existed for it. The idea was: when people come back, we don't want them having a nostalgicexperience — we want them going forward. The white space became a blank canvas for projection and lighting in every direction. It's now been widely imitated. (They did the same thing at their current Pasadena theater space, which was the longtime home of the Rocky Horror Picture Show.) The Seven Frequencies of Communication The seven frequencies are a framework for understanding how people communicate and how they're heard — not just outwardly but internally, since your inner voice shapes the health of your soul. The frequencies: Commander, Challenger, Healer, Motivator, Professor, Seer, Maven. This isn't a static identity — it's a dynamic range you can access. The goal is mastery over your frequencies, not just defaulting to your primary one. Every frequency also has a shadow — the dark version of the same trait. Commander → Dictator. Seer → Perfectionist. Challenger → Manipulator. Motivator → Performer. We tend to access our shadows with zero effort and have to work to access the authentic frequency. That's true of all positive human characteristics: courage, forgiveness, integrity all require work. Their negative counterparts (fear, bitterness, dishonesty) require nothing. Practical example: Erwin's wife Kim is a Commander. 42 years of "turn off the lights and lock the doors" instead of "I love you." He learned to translate that as I love you, keep me safe. His daughter Mariah is a Challenger — she's always trying to elevate him, but it reads as reprimand. Understanding the frequency means getting offended less. Hire for character, not for frequency When Jake asked whether leaders need Commander or Challenger to run a department, Erwin's answer was simple: if the character is right, the frequency will work itself out. A high-Motivator leader who doesn't have Commander will still make people want to achieve for them — and the team will learn to push for clarity on execution. Environmental health matters more than frequency profile. Commanders and competency Commanders have competency as a core value. If you move a Commander into a new role without giving them enough context, resources, and framing, they won't feel like they're being trusted — they'll feel like they're being set up to fail. The key: make sure they feel equipped, not just trusted. "He just wants to make sure he has enough swords." Seers in leadership Many megachurch pastors are Commander-Seer combinations. The risk for Seers is confusing movement with momentum — pivoting sideways to get around an obstacle, while the team thinks the direction has changed entirely. The Seer knows they're still heading north; they forgot to communicate why they went east first. Solution from their team's side: instead of assuming the vision changed, ask "this feels like a direction change — is this a strategic move to get there faster? Help me communicate it well." Churchfront "Captive Consultant" segment Erwin's advice for Churchfront: since they're committed to serving churches exclusively, look for where churches are growing fastest — new residential development, emerging demographics — and think about what a scalable package looks like for smaller churches. The message is too important not to be heard clearly, which makes sound and AV integration genuinely mission-critical work. He also noted that once a building is built, the acoustic future is largely set — making early architectural involvement from integrators essential. Book/Resource mentioned: The Seven Frequencies of Communication — includes an assessment on their website.  Also mentioned: Mind Shift by Erwin McManus.

Ashlee is joined by Representative Neil Riser, a current House and former Senator of the Louisiana House of Representatives, where they discuss legislation he has helped pass, his leadership forming the CWD Task Force, some of his adventures in extreme hunting all over the world in exotic environments, a near miss being a polar bear's lunch, to being stranded in the Alaskan Outback to for over 40 days following 9/11. Do you have questions we can answer? Send it via DM on IG or through email at info@theoriginsfoundation.org  Support our Conservation Club Members! Big Chino Outfitters: https://www.bigchinooutfitters.com/  Brush Country Studios: https://brushcountrystudios.com/  Froning: https://theoriginsfoundation.org/documentaries/froning/  See more from Blood Origins: https://bit.ly/BloodOrigins_Subscribe Music: Migration by Ian Post (Winter Solstice), licensed through artlist.io This podcast is brought to you by Bushnell, who believes in providing the highest quality, most reliable & affordable outdoor products on the market. Your performance is their passion. https://www.bushnell.com  This podcast is also brought to you by Silencer Central, who believes in making buying a silencer simple and they handle the paperwork for you. Shop the largest silencer dealer in the world. Get started today! https://www.silencercentral.com  This podcast is brought to you by Safari Specialty Importers. Why do serious hunters use Safari Specialty Importers? Because getting your trophies home to you is all they do. Find our more at: https://safarispecialtyimporters.com  Learn more about your ad choices. Visit megaphone.fm/adchoices

In this edition of The World According to Irina Tsukerman, the bi-weekly geopolitical series on The KAJ Masterclass LIVE, host Khudania Ajay (KAJ) examines three defining forces shaping the current global moment: India's strategic engagement with Israel, the geopolitical implications of the India AI Impact Summit, and escalating tensions between the United States and Iran. Joined by Irina Tsukerman, national security and human rights lawyer, top global geopolitical analyst, and Editor-in-Chief of The Washington Outsider, the discussion situates these developments within deeper shifts in power alignment, technological competition, and security architecture.

At the State of the Union, lawmakers were asked to stand for a simple principle: that the first duty of government is to protect American citizens. Many Democrats remained seated. When pressed afterward, Senate Majority Leader Chuck Schumer avoided saying Americans come first. Former Speaker Nancy Pelosi deflected with constitutional rhetoric. Meanwhile in New York, Alexandria Ocasio-Cortez promoted childcare access regardless of immigration status as property tax hikes sparked backlash from homeowners. At the federal level, former President Donald Trump announced a sweeping anti-fraud initiative led by Vice President JD Vance, with claims that government waste could total up to a trillion dollars annually. Tara connects the dots: political fear, base pressure, voter math, sanctuary city policy, and why this moment may be bigger than one speech.

Leading with Heart: Transforming Organizational Culture through Alignment and TrustIn a world where organizational trust is at an all-time low and executive burnout has become the silent epidemic of the boardroom, the need for heart-centered leadership is no longer a "soft" luxury—it is a strategic necessity. In a recent episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sat down with Hanna Bauer, the Founder and CEO of heartnomics, to discuss a revolutionary approach to professional excellence. Drawing from her harrowing personal journey of surviving terminal heart disease through a pioneering medical procedure, Hanna offers a perspective on leadership that integrates the precision of Six Sigma with the profound empathy of servant leadership. Their conversation serves as a roadmap for founders and executives who are ready to trade the "hustle at all costs" mentality for a high-performance culture rooted in rhythm, connection, and joy.The BEAT Framework: Harmonizing People, Purpose, and PerformanceModern organizations are often plagued by systemic misalignment, where 71% of digital transformations fail not because of the technology, but because of a lack of people readiness. Hanna addresses this by shifting the leadership metaphor from a linear "input-output" machine to a dynamic, synchronized dance. When a leader finds their "rhythm," they move beyond merely managing tasks and begin to foster psychological safety, allowing for honest dialogue and innovation without fear of retribution. This transformation requires the courage to perform a "cultural audit," using root cause analysis to identify outdated processes or toxic mindsets that no longer serve the organization's mission. By "burning away" these inefficiencies, leaders create the necessary space for new, healthy pathways of communication and collaboration to flourish.To bridge the gap between high-level vision and daily execution, Hanna introduces the BEAT framework: Belief, Engage, Act, and Transform. This model emphasizes that true excellence begins with a clarity of values (Belief) that must be authentically shared with the team (Engage) before purposeful execution (Act) can lead to sustainable change (Transform). For the 60% of leaders currently reporting symptoms of burnout, this framework provides a method to reduce cognitive overload by focusing on "less, but better." By prioritizing initiatives that align strictly with core values, leaders can normalize self-care and boundaries within their teams, ensuring that the organization maintains its focus on its "internal customers"—the employees who drive the brand's success.Implementation of this heart-centered approach starts with small, intentional "mini shifts" rather than overwhelming overhauls. Hanna suggests that leaders should act as facilitators of joy, creating rituals that celebrate wins and invite diverse perspectives into every decision-making process. This commitment to transparency and consistency builds the foundation of trust necessary to navigate times of uncertainty. When an organization's systems and processes are designed to serve human needs, the results are seen not just in the bottom line, but in the retention of top talent and the creation of a workplace where excellence and fulfillment exist in perfect harmony.About Hanna BauerHanna Bauer is the Founder and CEO of heartnomics, a keynote speaker, and an executive coach dedicated to heart-centered leadership. After a life-saving, experimental heart surgery, she dedicated her career to helping leaders align their passion with their performance, using her unique "HEARTnomics" philosophy to drive organizational transformation.About heartnomicsheartnomics is a consulting and coaching firm that specializes in organizational alignment, trust-building, and leadership development. The company provides holistic audits and frameworks—including the BEAT and CORE models—to help businesses identify systemic issues and foster a culture of excellence, purpose, and servant leadership.Links Mentioned in This Episodeheartnomics Official WebsiteHanna Bauer on LinkedInConclusionThis conversation with Hanna Bauer highlights that the most resilient organizations are those that prioritize the human element. By auditing your culture for alignment and having the courage to lead with vulnerability, you can transform your leadership from a source of stress into a source of inspiration.Key Episode Highlights:Leadership as Rhythm: Why syncing with your team is like a dance that requires constant connection and shared joy.The Trust Foundation: Addressing the critical statistics of organizational distrust and how transparency serves as the ultimate remedy.The "Hustle with Heart" Shift: Moving away from linear input-output thinking to recognize the complexity of human-centered work.Systemic Auditing: Using tools like root cause analysis to identify why talent leaves and where engagement drops.Mini Shifts for Big Impact: The power of making small, weekly adjustments to reinforce new, healthy leadership habits.More from The Thoughtful Entrepreneur

Send a textWhat if the best leadership training you'll ever get happens at your kitchen table? We sit down with Michael Clark—CRO of Asymbl, former Salesforce leader, TEDx speaker, and proud dad of three—to unpack a practical, heart-forward playbook for leading a family with the same intention you'd bring to a high-performing team.Michael shares the simple structure that guides him: a personal why statement and three values—authenticity, accountability, and action. You'll hear how honest check-ins with his daughters build real trust, why delivering on promises lays a foundation for hard conversations, and how “big speak-ups” like ordering their own food help kids practice courage in everyday life. We trade stories about vulnerability—teens seeing their dad admit fear or shed tears—and how those moments shape emotional fluency. We also explore the language shift from “need to” and “should” to “I will,” a small change that lowers anxiety and raises ownership for both parents and kids.The conversation reaches beyond home into work and purpose. Michael reframed sales as outcome-driven service—less about pushing products, more about solving human problems. From pharma to Salesforce to his role at Assemble, he shows how aligning work with values makes impact sustainable. We dig into workforce orchestration and how human-plus-digital teams free people for empathy, creativity, and relationship building—skills that win at home and in business. Along the way, we cover modeling independence without overhelping, protecting sleep as a leadership habit, and using curiosity to guide teens through team dynamics and identity.You'll leave with tools you can use tonight: ask one better question, keep one small promise, and take one action that reflects your family values. If the message resonates, share this episode with a friend, subscribe for more conversations like this, and leave a quick review so others can find the show. What's the one “A” you'll lead with this week?Support the showPlease don't forget to leave us a review wherever you consume your podcasts! Please help us get more dads to listen weekly and become the ultimate leader of their homes!

President Donald Trump will deliver his first State of the Union address since returning to office on Tuesday night, outlining his agenda on the economy, immigration, and national security. Among the president's invited guests are Angel Families impacted by crimes by illegal border crossers. Meanwhile, some 70 Democrats plan to skip the speech. Most of them will attend counter-programming events in Washington, D.C.Trump's new 10 percent global tariffs under Section 122 of a trade law went into effect on Tuesday, despite the Supreme Court's recent decision to strike down his reciprocal tariffs under a different statute. Countries are responding—some assessing the potential trade fallout from the ruling, while others are more confident. Meanwhile, Democrats have begun calling for the federal government to issue refunds.Tuesday also marks four years since the start of the Russia-Ukraine war. Residents in Ukraine's capital, Kyiv, held a minute of silence on Feb. 24, commemorating the four-year anniversary. Leaders from the European Union traveled to Kyiv, joining Ukrainian President Volodymyr Zelenskyy and his wife in honoring fallen soldiers.

Dr. Brent Sleasman argues that leaders who cling to certainty—predictability, control, and stable cause-and-effect—are setting themselves up to fail in today's environment. In an uncertain age, organizations must separate mission from program, experiment without over-attaching to solutions, and build teams that balance visionaries and integrators. The goal isn't chaos; it's realism, adaptability, and a mission-driven posture that can keep moving even when the map keeps changing. Key moments (timestamps) 0:24–1:17 – The premise: clinging to certainty is a low-percentage path 1:34–2:47 – What "certainty" actually means: predictability → control 5:13–8:05 – Why the "insanity" quote breaks down in uncertain environments 8:42–9:43 – The blunt warning: stability-clingers are on a path toward organizational death 11:05–12:59 – Mission vs. program: stop conflating the two 13:18–15:11 – Discipleship analogy: start with mission, program follows 15:11–16:10 – "Love the problem more than you love the solution" 16:15–20:55 – Myers-Briggs J vs P: why the "organized" leaders can still drive off a cliff 21:01–24:27 – Balance matters: visionary + integrator, apostle + teacher 27:06–28:02 – Best practice: work shoulder-to-shoulder with trusted people 28:08–29:07 – Coaching frame: explore first, then act Key ideas  Certainty is the belief that you can predict outcomes. Prediction quietly becomes a demand for control. Uncertainty isn't a temporary storm—it's the climate. Acting like it's 1999 is the real risk. The "insanity" quote gets flipped: In an unstable environment, doing the same thing and expecting the same result may be the truly insane move. Mission and program are not the same thing. Programs are time-bound expressions of mission. Healthy organizations balance roles: visionaries/curiosity with integrators/stability. Tools help, but people matter more. Working together—friction and all—beats perfect assessments on paper. Quotable lines "Those that cling to certainty are set on a path that has got a low percentage of success." "Following prediction is control." "I can control the immediate and the longer-term future—and that's just not the reality today." "In an uncertain environment… the insane thing would have been doing the same thing and expecting the same result." "Those that cling to stability, those that cling to certainty, are on a path toward organizational death." "Very rarely are specific programs the mission." "You've got to love the problem more than you love the solution." "Surround yourself with people that you trust… admit that it's going to be messy." Discussion questions  Where are you still operating as if your environment is stable—even though it isn't? What "program" have you accidentally treated like it is the mission? What's one experiment you could run this month that serves the mission without defending old forms? Are you more "visionary curiosity" or "stability integrator"? Who balances you? What would it look like to "love the problem" without getting addicted to your favorite solution? Listener takeaway If you need certainty to lead, you're going to be miserable right now—and you might make your organization miserable too. The better path is to anchor in mission, loosen your grip on programs, and build a team that can both explore and execute. Uncertainty doesn't require panic; it requires humility, experimentation, and the willingness to trade control for learning.

You built the team.You hired well.You know you should step out of the day-to-day.But every time you look closer… you find something missed.So you step back in.It feels responsible. It feels like leadership.And slowly, the business learns to depend on the very habit that keeps it from growing.Nothing breaks. Clients stay happy.Yet growth feels slower than it should.In this conversation, AJ Cassata and Dr. Yishai explore the moment founders discover that responsibility and personal involvement quietly stop meaning the same thing.About AJAJ Cassata is founder of Revenue Boost, helping B2B companies build outbound systems that keep businesses alive through consistent pipeline and growth.INSIDE THE EPISODE• Why founders still feel the urge to double-check work they've already delegated• How catching small mistakes quietly reinforces staying involved• What keeps pulling leaders back in during high-stakes moments• How teams unintentionally learn to escalate back to the founderTHIS EPISODE IS FOR• Founders stuck between operator and leader• Leaders whose standards keep pulling them back in• High performers still acting as the safety net• Owners whose business works but growth feels constrained• Builders beginning to suspect they may be the bottleneckWHAT TO DO NEXTSharewith a founder who keeps stepping back into the weeds. They'll feel seen. And know you understand what leadership actually costs – and what it takes to level up.Connectwith Dr. Yishai on LinkedIn: https://www.linkedin.com/in/dryishai/ Let's ChatBook your free Ceiling Break Session on his LinkedIn page to get the shift yourself. ABOUT THE PODCAST You were built for speed.But right now you feel slower than you look on paper.Most founders try to outwork that slow-down.It only burns them out.Your mind is the only machine your company doesn't upgrade.So leaders keep pushing against the wrong thing.Hosted by doctor of psychology and executive coach Dr Yishai Barkhordari. DISCLAIMER This content is for informational purposes only and does not replace medical, psychological, legal, or financial advice. It is not therapy, clinical advice, or coaching guidance. All examples and stories are illustrative. Some examples or stories are composites. Results vary based on personal effort, context, and market conditions.Always consult qualified professionals before making decisions that impact your business, health, or well-being. © 2026 Yishai Barkhordari. All rights reserved.

Hard work doesn't always lead to results. And for many executive leaders, that's the real frustration.In this episode of The Executive Appeal, Alex D. Tremble sits down with Jim Iyoob, President of ETS Labs and Chief Revenue Officer at Etech Global Services. Jim shares how mentorship, servant leadership, and real execution—not just effort—are what truly develop high-performing teams.Starting his career as a call center agent and growing into a global executive, Jim explains how great leaders identify will over skill, invest in the right people, and create systems that drive behavior change at scale.You'll learn:Why will and hunger matter more than raw skill in leadership developmentHow to mentor without overextending your time and energyThe importance of discovery before solving team problemsWhy effort and intelligence don't automatically produce resultsHow servant leadership builds long-term loyalty and performanceThis episode is for you if:Your team is working hard but outcomes feel inconsistentYou're mentoring leaders who say they want growth but don't executeYou want to build a self-driven, accountable leadership pipelineYou're scaling teams across cultures or global environmentsListen now to learn how disciplined mentorship and discovery create teams that execute, not just stay busy.

Summary: What if work didn't have to feel exhausting, overwhelming, or misaligned with who you are? In this powerful episode of On the Brink with Andi Simon, I sit down with executive coach and HR consultant Lindsey Barnett, author of Working Hell to Working Well, to explore how individuals and organizations can transform the workplace experience. In a world where burnout feels commonplace and "busy" has become a badge of honor, what if we paused long enough to ask: Does work have to feel this hard? Designing the Workplace of Tomorrow, Today In a recent episode of On the Brink with Andi Simon, I had the pleasure of speaking with Lindsey Barnett—executive coach, HR consultant, and author of Working Hell to Working Well. Lindsey's journey from anthropology student to organizational change leader offers a fresh and deeply human lens on how we can transform our workplaces—and ourselves. As someone who often describes myself as a corporate anthropologist, I was delighted to discover Lindsey once used that same phrase. Her academic roots in anthropology and organizational behavior shaped her understanding that companies are, in many ways, small-scale societies. They have rituals, hierarchies, insiders and outsiders, power dynamics, and shared myths. When conflict arises at work, it is rarely just about tasks—it's about people navigating culture. Lindsey Barnett was Finding Her Through Line Lindsey's path was anything but linear. She began studying archaeology, fascinated by the lives of people long gone. But as research leaders increasingly asked her to help with team dynamics, she realized her gifts were better used with the living. She moved into advertising, then human resources, always following a deeper curiosity about human behavior. Later, when her family relocated to Australia, she experienced a powerful shift. As a working mother who suddenly was not working, she confronted a loss of identity. That moment became pivotal. Through reflection, Lindsey identified what she calls her "Three I's"—the core needs she must meet to feel fulfilled in her work: Intellectual challenge Impact Interaction Once she named them, she saw that these needs could be met in multiple ways. Writing children's books, forming a writers' group, and returning to organizational development were not disconnected moves. They were creative responses to those core needs. There is a powerful lesson here: when you understand what truly energizes you, your options expand dramatically. The Workplace Stalemate In Working Hell to Working Well, Lindsey addresses a tension many of us recognize. Leaders often say, "You are responsible for your own wellbeing." Employees respond, "How can I manage my wellbeing when expectations and workloads are out of control?" The result? A stalemate. Lindsey's approach is pragmatic. Don't wait for the other side to change. Start with what you can control. Model healthier behaviors. Create safety through example. When leaders visibly leave work to attend a child's event—or even "leave loudly," as one leader she interviewed described—something shifts. Turning off the lights, closing the laptop, and saying goodbye intentionally signals permission. Culture changes through what is normalized. The Three P's: A Practical Framework for Working Well For those who want tools, Lindsey offers a memorable framework: Planning, Pacing, and Playing. Planning doesn't require a 30-page strategy document. It can be as simple as choosing one intentional action—like buying a larger water bottle to improve hydration. Small commitments, consistently executed, compound into meaningful change. Pacing involves awareness. Are you rushing blindly toward tasks? Are you collaborating across silos or duplicating effort? Slowing down just enough to ask better questions can unlock faster progress. Playing introduces experimentation and curiosity. Whether you call it "play" or a "pilot project," approaching change with a spirit of experimentation reduces fear of failure. Play fuels innovation. These aren't abstract concepts. They are immediately actionable. Charging Your Energy Battery Beyond productivity, Lindsey speaks about energy. Traditional advice focuses on sleep, diet, and exercise. While important, she expands the conversation into three types of energy that recharge us: Creative Energy: Designing, building, imagining. Creativity restores vitality. Connection Energy: Relationships, purpose, time in nature, or alignment with mission. Completion Energy: Finishing something—even something small. Making the bed or folding laundry can provide a tangible sense of accomplishment that renews motivation. During the pandemic, some executives criticized employees for doing laundry at home. Lindsey reframes this. Completion energy matters. Small wins sustain momentum. As anthropologists of work, we must ask: what assumptions are we carrying about productivity that no longer serve us? The Power of the Pause When asked to share her top advice, Lindsey emphasized one simple but profound practice: pause. In a culture obsessed with output, pausing can feel counterintuitive. Yet it is in the pause that we ask: Do I need to be doing this? Is there a better way? What does my body need right now? Who else should be involved? The pause creates space for intention. And intention drives sustainable change. Role Modeling Change Culture does not shift because of policies alone. It shifts because people see others behaving differently and feel safe to do the same. Whether it's taking a midday walk, setting boundaries around meetings, or openly prioritizing family, visible modeling invites replication. As Lindsey shared, we don't have to wait for permission to begin. From Observation to Innovation What I appreciate most about Lindsey's work is its grounded optimism. She does not deny that workplaces can feel like "working hell." But she believes transformation is possible—through small actions, mindful energy management, and courageous modeling. As you reflect on your own work life, consider: What are your core needs? Where could you plan one small shift? What might you pace differently? How could you introduce more play? And perhaps most importantly: when will you pause? If we are willing to observe our own habits with anthropological curiosity, we can turn those observations into innovations. That is how we move—from working hell to working well. To learn more about Lindsey Barnett and her book, visit your favorite bookseller or connect with her on LinkedIn. Lindsay's profile: linkedin.com/in/lindsaykbarnett Website: barnettcoaching.com Email: lindsay@barnettcoaching.com Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Now--it is time to share our new book with our listeners. Rethink Retirement: It's Not The End--It's the Beginning of What's Next. Out on Amazon and soon in your local bookseller.                                                                            Rethink Retirement: The Workbook Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

Send a textStigma keeps too many first responders silent, and silence can cost careers, health, and lives. We sit down with a former deputy sheriff and burnout expert AK Dozanti  to map clear, practical ways leaders and peers can replace fear with trust—without waiting for a crisis to force the issue. From the first honest check-in to a policy that actually protects time for care, we unpack what real support looks like on and off shift.We talk about the gap between leadership and the line, and how to close it with routine, human conversations—quarterly coffee, or even better, side-by-side cruiser rides that make it easier to open up. You'll hear why “the opposite of depression is expression,” how to speak up safely using unions and peer support, and why building a pre-crisis network is the strongest predictor of bouncing back after critical incidents. We also get candid about therapy: EAPs help, but cultural awareness matters. When clinicians understand shift work, critical incidents, and the code of the job, responders stop giving “safe” answers and start telling the truth.We spotlight two resources built for the field. Beat the Burnout reverse-engineers burnout with stepwise guidance and constant actions you can use even when your brain is crispy. Responder Reset delivers 99 “read-this-when” tactics for moments like wired-but-tired or post-incident spikes—grounding, bilateral stimulation, breathing, and proprioceptive tools explained in plain language with tactical trade-offs. Leaders will learn why embedded clinicians accelerate trust, how annual wellness visits normalize care before it's urgent, and how to frame mental health in practical, tactical terms that earn buy-in.If you value practical tools over platitudes, this conversation is for you. Listen, share it with your shift, and tell us: what one change would make your department safer to speak up? Subscribe for more candid, field-tested strategies, and leave a review to help other first responders find this show.Visit her website at: www.akdozanti.comFreed.ai: We'll Do Your SOAP Notes!Freed AI converts conversations into SOAP note.Use code Steve50 for $50 off the 1st month!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showYouTube Channel For The Podcast

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

TalkSports is LIVE Weekdays from 8-11 a.m. on Fox Sports Knoxville/ Fanrun Radio. Check Out our Socials: "@FOXSportsKnox" on Twitter/X, "FanrunSports" on Instagram and Youtube Jon- @Jon__Reed on "X" Cody- @Cody__McClure on "X" Sam- @_beard11 on "X" Bubba- @BrandonShown on "X"

When considering launching a company, narrowing a niche, or changing direction, the mind immediately jumps to potential loss. What if revenue drops? What if it fails? What if people judge me? Fear emphasizes the downsides.But there is another calculation. What is the cost of not acting? That is the opportunity cost. It is the invisible invoice attached to inaction. It is the gap between the life you could have built and the one you drifted into. To understand it, you must create contrast. Picture the unfavorable outcome if you take a risk, then deliberately imagine the most extraordinary scenario if it succeeds? That creates clarity.In this Diamond Life Mentor Uncut episode, Balazs W Kardos shares the hidden price of settling for what is good enough, which keeps you stuck.You will hear powerful insights and motivation around:Understanding opportunity costChoosing a specific demographicImplementing a reward systemCreating urgency and value in sales callsEncouraging participation and implementation in the teamBalazs wants you to envision your life twenty years from now, where you postponed the business and never narrowed your niche.Feel its consequences, and return to today with new awareness. Most people refuse to regret, but leaders like you should use it as fuel. By experiencing the future you do not want, you sharpen your commitment to a different path.You could spend a year exploring six or eight health-related professions, building assets for each, and letting them compound online. That is one approach. But what is stronger is when you connect with it most deeply, validate the model there, and refine it until it works consistently. Once you have clarity in positioning, that becomes your leverage in business."So if you kind of layer these specific big life pieces on top of each other, and then you come up with the hook, angle, pain, and opportunity cost for that specific five-year window with that specific life and personal goal, all on top of each other, then you create the content or the ads for them, and they will feel seen and understood." - Balazs W KardosIf this hit a nerve, don't ignore it. Listen to Episode 159 – DLM Uncut: The Hidden Price of “Good Enough” and decide which future you're building. Available now on all platforms.

In Part 2 of this conversation, Emma Murray and Dwayne Kerrigan move from awareness into practical performance tools. Emma introduces one of the most powerful distinctions in high performance: critique versus criticism.She explains why self-criticism is a survival response that quietly destroys confidence, slows learning, and locks people into repeated mistakes. Through examples from elite sport, sales, leadership, parenting, and everyday life, Emma breaks down how to review performance by examining the entire process — thoughts, feelings, actions, and results — rather than attacking outcomes or identity.The conversation also dives into fear-based leadership, tunnel vision, stress responses, and why people perform worse when they feel watched, pressured, or unsafe. Emma shares actionable techniques to regain presence under pressure, including breath, body awareness, and “small focus” anchors that keep the mind out of fight-or-flight. This episode equips leaders, entrepreneurs, and performers with a repeatable framework for learning faster, leading better, and performing consistently — even when stakes are high.Episode Highlights:00:00 – Emma on self-kindness under pressure and stopping the internal threat response01:00 – Dwayne intro + framing Part 2: turning attention and mindset into action02:00 – Critique over criticism: how thoughts drive feelings, actions, and results03:30 – Outcome focus vs process focus and why pressure hijacks performance05:05 – How to critique the entire performance process (thinking, feeling, doing)06:40 – Turning failure into growth by extracting the right lessons08:00 – Why quarterly reviews fail and daily reflection matters09:45 – Coaching teams beyond checklists and task correction11:25 – A-game vs B-game language and building awareness in teams13:40 – Leaders, fear, control, and psychological safety15:30 – Running toward outcomes vs accessing creativity and big-picture thinking17:30 – The “flashlight of attention” metaphor for leaders and parents19:40 – Stress responses, presence, and anchoring attention (breath, feet, listening)22:00 – Training attention as a performance muscle25:45 – Stress cycles, recovery, and sustainable performance29:10 – Introduction to the Closed Eye Process and presence training32:00 – Deep dive: critiquing vs criticizing explained step-by-step36:30 – Survival wiring, subconscious files, and performance memory39:30 – The CHIMP brain, danger signals, and slipping into B-game42:30 – Small controllable focus as the pathway back to A-gameKey Takeaways:Critique examines process, not personal worthThoughts drive feelings, feelings drive actions, actions drive resultsGrowth comes from extracting learnings — not from failure aloneFear narrows focus and creates tunnel visionSmall, controllable focus prevents fight-or-flightConnection reduces fear and restores executionQuotes:“Failure does not give you growth if you are not actually eliciting the lessons from it.” - Emma Murray“Feet on floor, bum on chair … Bring your attention to your feet, your bum, your breath … those things are gonna anchor you back into the present moment” - Emma Murray“When all this fails, use your breath” - Emma Murray“The human mind cannot carry two thoughts simultaneously.” - Dwayne...

In this powerful tenth installment of How to Love a Transracially Adopted Person, host April Dinwoodie marks ten years of writing at the intersection of Valentine's Day and Black History Month with a clear and urgent message: love without protection is no longer enough. What began as a reflection on romantic love and adoption has evolved into something deeper — a reckoning with identity, loss, belonging, race, safety, and responsibility. In this episode of Born in June, Raised in April, April examines the incomplete love narrative often attached to adoption and challenges the cultural myth that adoption is a simple, tidy love story. Drawing from her lived experience as a Black woman raised in a white family, she explores how love without truth creates fragility — and how love without protection creates harm. April shares personal reflections on growing up deeply loved, yet not always protected from racial harm. She unpacks the emotional tension between gratitude and grief, belonging and rupture, and calls parents, professionals, and institutions into a more courageous understanding of what real love requires. This episode is both personal and universal — a call-in to anyone who claims to love Black and Brown people, especially Black and Brown children. Because in this moment, protection is not optional. It is the measure of love. Keywords adoption, transracial adoption, protective love, identity, race, belonging, grief, Black identity, family dynamics, racial justice, advocacy, parenting, adoption narrative, loss, responsibility Takeaways Adoption is not a simple love story — it is a complex human story that requires truth. Gratitude and grief can coexist from the very beginning of an adopted person's life. Silence in the face of racial harm is not neutral. Loving a Black or Brown child requires racial awareness and active protection. Protective love requires courage, advocacy, and structural accountability. Love that avoids truth is fragile; love that refuses protection is incomplete. Sound Bites "Love without protection is no longer enough." "Silence is not neutral to a Black child." "Exceptional love is not safe." "Survival skills are not the same as protection." "Protection is not a statement. It is structure." Chapters 00:00 Ten Years at the Intersection 03:40 The Incomplete Love Narrative of Adoption 12:15 Gratitude, Grief, and the Both/And 18:30 When Love Isn't Connected to Protection 25:10 The Responsibility of Transracial Adoption 32:45 Protection as the Measure of Love 36:50 A Call-In to Parents, Leaders, and Institutions  

Most organizations view security as a cost center, a "check-the-box" expense rather than a strategic investment. This mindset leads to chronic underfunding, reactive, panic-driven decision-making, and high staff turnover. It also hampers innovation, strategic initiatives, and customer trust. What if security was viewed as a business enabler, not a cost center? Elyse Gunn, CISO at Nasuni, joins Business Security Weekly to discuss how to make security a business enabler, turning security from a cost center into a profit center. Elyse discusses why aligning security initiatives to business drivers is the key to addressing trust, both internally and externally, and how it solves the biggest security priorities for organizations, including: Data Privacy AI Security, and Nth Party Risk In the leadership and communications segment, With CISOs stretched thin, re-envisioning enterprise risk may be the only fix, To Lead Through Uncertainty, Unlearn Your Assumptions, Leaders, Consider Pausing Before Acting on Employee Feedback, and more! Visit https://www.securityweekly.com/bsw for all the latest episodes! Show Notes: https://securityweekly.com/bsw-436

In this special *Enter The Vault* episode of the HR L&D Podcast, we bring together powerful insights from some of the most influential HR, leadership, and learning experts shaping the future of work.You'll hear distilled wisdom on AI in learning and development, leadership vulnerability, employee wellbeing, resilience, burnout prevention, emotional intelligence, and what it truly takes to unlock workforce potential.From practical advice on AI readiness and L&D strategy to deeply human lessons on trust, belief, and authenticity, this episode captures the mindset shifts that separate good HR leaders from transformational ones.If you're an HR professional, CHRO, L&D leader, talent strategist, or people manager navigating digital transformation and culture change, this episode is packed with timeless leadership insights you can apply immediately.Subscribe for more conversations redefining HR, leadership, and the future of work.Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7

The German chancellor, Friedrich Merz, says there is a 'great opportunity' to develop a relationship with China, following a meeting with its leader Xi Jinping, in Beijing.Merz is currently on his first visit to China, which is Germany's biggest trading partner, since becoming leader 10 months ago.Plus a dispute is brewing between Washington and an AI company over military use of its technology.Presenter: Bisi Adebayo Producer: Matt Lines Editor: Justin Bones

In this replay episode, Lee sits down with Jen Arnold, CEO of Growth Signals, to unpack the real impact leaders have on trust, wellbeing, and performance at work. Jen challenges the surface-level approach to workplace wellness and reframes leadership as one of the most influential forces in a person's mental health and daily energy. She shares why trust is built in the smallest moments, how unclear expectations quietly erode culture, and what "compassionate candor" looks like when leaders go first with honesty and ownership. From missed one-on-ones to broken peer trust, Jen offers practical ways to repair relationships before resentment becomes the norm. Lee and Jen also explore the hidden stress of peer-to-peer conflict and the emotional energy it drains from teams. Together, they outline actionable steps leaders can take to name emotions, assume good intent, navigate workplace politics with integrity, and rebuild trust without sacrificing values. This conversation is a masterclass in resilient, people-first leadership that strengthens both culture and results.   Additional Resources: Attend Unleashing Leaders University! Learn more about Unleashing Leaders Follow Unleashing Leaders on LinkedIn Connect with Lee on LinkedIn Follow Unleashing Leaders on Facebook Follow Unleashing Leaders on Instagram   Key Takeaways: Trust builds in small, consistent daily actions Leaders impact mental health more than spouses Name emotions before addressing workplace conflict Acceptance reduces stress in peer tensions Politics is simply relationships with mixed interests  

In this episode, my guest is Pat Lapalapa, Sales Leader at Ray White AT Realty in Auckland, New Zealand. Pat speaks about how AI is helping leaders build stronger, more effective real estate teams. Pat shares how AI is being used to collapse time, improve coaching, and turn agent performance data into clear, actionable insights. The conversation explores practical leadership use cases, including custom GPT playbooks for auctions and appraisals, AI-powered performance storytelling, and internal knowledge systems that act as a second brain for teams. Pat emphasizes that AI should amplify human connection, not replace it, and explains why systems and consistency matter more than hustle in an AI-driven world. Guest: Pat Lapalapa Instagram: https://www.instagram.com/pat_lapalapa_group?igsh=YmlldThocXd6a2x1 Facebook: https://www.facebook.com/southaucklandspecialist   Website: https://www.raywhiteatrealty.co.nz/    Host: Rajeev Sajja Website: http://www.realestateaiflash.com    Facebook: https://www.facebook.com/rsajja  Instagram: http://www.instagram.com/rajeev_sajja  LinkedIn: http://www.linkedIn.com/in/rsajja    Resources:  Join our Instagram Real Estate AI Insiders Channel - https://ig.me/j/AbZCJG37DqBPPtxi/ Get 14 days Wispro Flow Pro Free Trial - https://ref.wisprflow.ai/rajeev-sajja  Subscribe to our weekly AI Newsletter: https://realestateai-flash.beehiiv.com/subscribe

I was three weeks into a new leadership role when one of my top performers told me my idea would never work. In that moment, I felt defensive, unsure, and tempted to keep the peace. Instead of addressing it, I told myself a story that made avoiding the discomfort feel smart. In this episode, I'm breaking down the five lies I told myself as a leader, how they quietly damaged my team, and what to do instead.Timestamps1:41 – Lie #1: My Team's Performance Will Speak For Itself.3:00 – Lie #2: They're Not Complaining, So They Must Be Happy.4:19 – Lie #3: I'm Being Nice By Not Holding Them Accountable.5:38 – Lie #4: I'll Just Give The Best Projects/Work to My A Players.6:55 – Lie #5: They Aren't That Bad. I Can Manage Around Them.8:10 – Challenge for Listeners: Label the lie, Take action in 7 days.  Career & Leadership CoachingWant a better career? Clients who work with us earn 57% more and get promoted 3x faster on average: Book your free career clarity call here.Free ResourcesThe Brag Sheet (free Career Achievement Tracker): HereTake the free Career Fulfillment quiz: HereEngageNew episodes drop every other Wednesday. Be sure to subscribe.Send in your career, leadership, or self-development questions and I'll answer them on air.Email: theintrovertleader@gmail.comLinkedIn: linkedin.com/in/austinchopkinsYouTube: ​Austin HopkinsCareer Coaching: www.sts-coaching.com

For more thoughts, clips, and updates, follow Avetis Antaplyan on Instagram: ⁠⁠⁠https://www.instagram.com/avetisantaplyan⁠⁠In this episode of The Tech Leader's Playbook, Avetis Antaplyan and Daria Rudnik discuss the transformative impact of AI on leadership and team dynamics. They explore how AI is reshaping workflows, the importance of building trust and acceptance among team members, and the need for transparency in AI implementation. The conversation dives into the challenges of navigating AI anxiety and resistance, the significance of effective governance, and how leaders can prepare for a future where AI functions as a team member. Daria emphasizes the importance of clarity in communication and the need for ongoing conversations about AI's role in organizations.TakeawaysAI is reshaping how leaders think and define human value.Building self-sufficient teams is crucial in the age of AI.Trust between team members and management is essential for AI acceptance.Transparency about AI's role can alleviate fears.AI should be seen as a collaborator, not a replacement.Ongoing conversations about AI's impact are necessary.Effective governance is key to responsible AI implementation.Leaders must prepare for AI as a team member.Clarity in communication is vital for successful AI integration.AI is not just a tech shift; it's a shift in collaboration.Chapters00:00 The Impact of AI on Leadership and Teams05:06 Understanding AI's Role in Team Dynamics09:56 Building Trust and Acceptance of AI15:04 Navigating AI Anxiety and Resistance19:59 The Importance of Transparency in AI Implementation25:01 Creating Effective AI Governance29:59 Preparing for AI as a Team Member35:05 The Future of Leadership in an AI-Driven WorldDaria Rudnik's Social Media Link:https://www.linkedin.com/in/dariarudnik/Daria Rudnik's Website Link:https://dariarudnik.com/Resources and Links:⁠⁠⁠https://www.hireclout.com⁠⁠⁠⁠⁠⁠https://www.podcast.hireclout.com⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/hirefasthireright⁠

Join us for the 2026 National Disciple Making Forum: https://discipleship.org/2026-national-disciple-making-forum/ In this session from the DiscipleMakers podcast, Dave Buehring explains how churches can help marketplace leaders catch Jesus' kingdom vision for their vocations and live on mission where they work. You'll explore practical steps to envision, equip, and engage vocational teams, create a disciple-making culture, and mobilize professionals—teachers, doctors, business leaders, artists, and more—to reflect God's character and advance the kingdom in their spheres.

In this episode of Take-Away with Sam Oches, Sam talks with Michelle Korsmo, president and CEO of the National Restaurant Association, an organization that represents hundreds of thousands of restaurants at all levels of government. The association issues an annual State of the Industry report every year with in-depth research on how restaurants performed in the prior year, how things are expected to go in the year ahead, and how operators are feeling about the trends affecting their business. That report just came out a couple weeks ago and Michelle joined the podcast to dive into the data and talk specifically about the economy, workforce trends, and how technology is reshaping the restaurant operation. They also talked about the association's three biggest legislative priorities today: immigration reform, the credit card competition act, and the U.S.-Mexico-Canada trade agreement.In this conversation, you'll find out why:To succeed in 2026, you should pay close attention to your workforce and operational efficienciesThe industry will add a million jobs in the next decade, and we need young people and immigrants to help fill themTech can help make employees happier, which can improve your culture and lower turnoverThe boom in off-premises business seems to have stabilizedHave feedback or ideas for Take-Away? Email Sam at sam.oches@informa.com.

In Episode LXXXIX Mandi and Suz chat about some of the recent controversies in the industry and play a new game. They discuss Zenith, Leaders, Scurry Up!, and Waddle. And finally the Game Pie of the show is Little Sibling Games!   Thank you for listening! Please take a moment to rate us on your podcast listening platform. BGG Guild:  https://boardgamegeek.com/guild/4131 Bluesky:  https://bsky.app/profile/saltandsass.bsky.social YouTube:  https://www.youtube.com/c/SaltandSassGames  Twitch:  https://www.twitch.tv/saltandsassgames Email: SaltAndSassGames@gmail.com

Most organizations view security as a cost center, a "check-the-box" expense rather than a strategic investment. This mindset leads to chronic underfunding, reactive, panic-driven decision-making, and high staff turnover. It also hampers innovation, strategic initiatives, and customer trust. What if security was viewed as a business enabler, not a cost center? Elyse Gunn, CISO at Nasuni, joins Business Security Weekly to discuss how to make security a business enabler, turning security from a cost center into a profit center. Elyse discusses why aligning security initiatives to business drivers is the key to addressing trust, both internally and externally, and how it solves the biggest security priorities for organizations, including: Data Privacy AI Security, and Nth Party Risk In the leadership and communications segment, With CISOs stretched thin, re-envisioning enterprise risk may be the only fix, To Lead Through Uncertainty, Unlearn Your Assumptions, Leaders, Consider Pausing Before Acting on Employee Feedback, and more! Show Notes: https://securityweekly.com/bsw-436

Student mental health has emerged as one of the defining leadership challenges in higher education. In this episode, Seán Creighton speaks with Sarah Doherty, Vice President of Collegiate Solutions at Alera Group, a national leader at the intersection of student wellness, health insurance, and institutional strategy. Drawing on her work with campuses across the country, Sarah offers insight into today's evolving mental health landscape, including what has changed, where institutions face pressure, and where progress is emerging. The conversation examines barriers to care and highlights how campus leaders are strengthening coordination and connection to ensure students feel supported and able to thrive.Thank you for tuning in to this episode of Degrees of Impact, where we explore innovative ideas and the people behind them in higher education. To learn more about NACU and our programs, visit nacu.edu. Connect with us on LinkedIn: NACU If you enjoyed this episode, don't forget to subscribe, rate, and share it with your network.

Customer Relationship Management (CRM) platforms have long been at the heart of sales organizations, promising improved insights and streamlined processes. Yet, as businesses evolved, so did their CRMs, sometimes for better, sometimes not. In this episode of the Sales Reinvented podcast, I was joined by Tim Gale, European new business sales leader at Sugar CRM, to discuss what CRM 3.0 means in an age where information overload is the new normal.  You'll hear why having too much data can actually hurt sales teams, and learn Tim's top strategies for turning CRM insights into meaningful actions. The conversation gets into the power, and limitations, of AI and automation in CRM, emphasizing where human judgment still makes the difference. Tim also shares his top dos and don'ts for organizations moving toward CRM 3.0, and tells a compelling real-world story of how smart CRM clarity boosted sales performance and revenue. Outline of This Episode 00:00 CRM 3.0: From data to clarity. 03:05 Data overload and inefficiency. 06:10 Leveraging data for sales insights. 09:59 AI as enabler, not a replacement. 15:38 Insights through real-world practice. 18:28 Custom CRMs boost adoption. CRM: From Data Dump to Decision Engine CRM used to function like a digital Rolodex, a static data repository. Then they evolved to offer improved connectivity between sales, marketing, and service, but they still largely functioned as a record of "what happened." The real shift has come with CRM 3.0. It's not about gathering as much data as possible, but about capturing intelligence and clarity through the ABCs: Artificial, Business, and Contextual Intelligence. CRM 3.0 focuses on providing actionable insights, using AI and automation to help sellers know exactly where to spend their time for the most impact.  Signs Your CRM Is Creating Complexity (And How to Fix It) A common pitfall in sales organizations is data overload. Tim warns that when sales reps spend more time building reports or wading through endless, irrelevant fields, dashboards, and admin tasks, their CRM is failing them. The litmus test is if your teams can't answer simple, strategic questions such as "Which deals are most likely to close this week?" or "Which accounts need attention?" in seconds. If not, your CRM has become noise instead of guidance. If data doesn't drive action within 30 seconds, it's probably just noise. Practical Steps to Transform Data Into Action Empowering sales reps, not overwhelming them, is the mark of an effective CRM. Tim suggests three practical strategies: Focus on Next Best Actions: Use AI-driven prompts to guide reps toward hot opportunities, alert them when proposals are engaged with, and ensure they're not missing out on key prospects. Integrate ERP Insights: Link CRM with ERP systems to surface valuable trends, giving sellers visibility into buying patterns and upsell opportunities they might otherwise miss. Visualize Outcomes, Not Just Activities: Track KPIs and account health, but connect them directly to actionable insights such as pipeline movement and client retention risks. Action beats analytics, it's not about what happened, but what to do next. Choosing Clarity Over Complexity For sales leaders, the challenge isn't just managing data, but distilling it down to what matters. If data doesn't change a decision or behavior, it shouldn't be on the dashboard. Metrics should be meaningful, drive clear next steps, and support precision selling. Leaders must aim for executive sponsorship, clear business outcomes, and simplification at every turn. Many CRM initiatives fail due to noisy systems and poor change management, a reminder that technology alone isn't enough. AI is Human Judgment's Partner, Not Its Replacement Even as AI and automation transform CRM, the human element remains irreplaceable. AI can predict "what," but only humans can interpret "why", understanding emotion, tone, and true intent. CRM 3.0 should empower sales professionals, not replace their expertise. AI is an enabler, not just a technology. It's there to take away human admin and let us spend more time building relationships and serving clients. Tim shares a great case study of a manufacturing client whose previous CRM was so complex that sales teams reverted to Excel, losing critical insights. By designing a CRM tailored to user groups and focusing on clarity, engagement soared. Adoption hit 100%, pipeline increased 42%, and sales targets were exceeded by 44%. The lesson is that clarity drives action, and action drives performance. CRM 3.0 isn't just a technological upgrade, it's a philosophy shift. By prioritizing simplicity, actionable insights, and human intelligence, sales teams can transform data overload into real, measurable success. Resources & People Mentioned SugarCRM  Connect with Tim Gale Tim Gale on LinkedIn Tim Gale on X Connect With Paul Watts  LinkedIn Twitter  Subscribe to SALES REINVENTED Audio Production and Show Notes by PODCAST FAST TRACK https://www.podcastfasttrack.com

Most organizations view security as a cost center, a "check-the-box" expense rather than a strategic investment. This mindset leads to chronic underfunding, reactive, panic-driven decision-making, and high staff turnover. It also hampers innovation, strategic initiatives, and customer trust. What if security was viewed as a business enabler, not a cost center? Elyse Gunn, CISO at Nasuni, joins Business Security Weekly to discuss how to make security a business enabler, turning security from a cost center into a profit center. Elyse discusses why aligning security initiatives to business drivers is the key to addressing trust, both internally and externally, and how it solves the biggest security priorities for organizations, including: Data Privacy AI Security, and Nth Party Risk In the leadership and communications segment, With CISOs stretched thin, re-envisioning enterprise risk may be the only fix, To Lead Through Uncertainty, Unlearn Your Assumptions, Leaders, Consider Pausing Before Acting on Employee Feedback, and more! Visit https://www.securityweekly.com/bsw for all the latest episodes! Show Notes: https://securityweekly.com/bsw-436

An outlandish article in The Atlantic is the latest call from elite leftists for their rank-and-file to take action against "Nazis" on the right. We all know exactly what this is meant to provoke — and so did Charlie, as chilling video from the archives all the way back in 2020 reveals. Chip Roy talks about the fight to keep Islamism out of Texas. Watch every episode ad-free on members.charliekirk.com! Get new merch at charliekirkstore.com!Support the show: http://www.charliekirk.com/supportSee omnystudio.com/listener for privacy information.

This week, Jen and Pete noodle on a mental framework in which they revisit and recommit, or revise, or replace, or remove the goals they've set for themselves this year (which leaves them feeling re-invigorated, re-energized, and re-inspired).  Specifically, in this episode Jen and Pete talk about: How might we add and consider the context surrounding our goals? How might we reframe a pivot away from a certain goal as not a failure but a learning? What are some tactics to give ourselves more grace in the journey towards our goals? To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/. You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on.  To get in touch, send an email to: hello@thelongandtheshortpodcast.com. Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

Ashlee is joined by United States Fish and Wildlife Service Director Brian Nesvik almost 6 months to the day that he assumed service, to discuss all the hot topics, including the role USFWS plays in North American wildlife management, public lands access, the Endangered Species Act, delisting of species (or lack thereof), wolves and the situation in CO, the Barred Owl Management Plan, status of grizzly bears and a decision on the horizon, and his past service as both director of WY Game and Fish and Brigadier General of the WY National Guard. Do you have questions we can answer? Send it via DM on IG or through email at info@theoriginsfoundation.org  Support our Conservation Club Members! Big Chino Outfitters: https://www.bigchinooutfitters.com/  Brush Country Studios: https://brushcountrystudios.com/  Froning: https://theoriginsfoundation.org/documentaries/froning/  See more from Blood Origins: https://bit.ly/BloodOrigins_Subscribe Music: Migration by Ian Post (Winter Solstice), licensed through artlist.io This podcast is brought to you by Bushnell, who believes in providing the highest quality, most reliable & affordable outdoor products on the market. Your performance is their passion. https://www.bushnell.com  This podcast is also brought to you by Silencer Central, who believes in making buying a silencer simple and they handle the paperwork for you. Shop the largest silencer dealer in the world. Get started today! https://www.silencercentral.com  This podcast is brought to you by Safari Specialty Importers. Why do serious hunters use Safari Specialty Importers? Because getting your trophies home to you is all they do. Find our more at: https://safarispecialtyimporters.com  Learn more about your ad choices. Visit megaphone.fm/adchoices

What happens when the people leading your organization are silently falling apart — and no one has a system in place to help them? Psychologist and author Melissa Doman returns to Transform Your Workplace to pull back the curtain on one of the most overlooked conversations in the workplace: leadership mental health. In her new book Cornered Office: Why We Need to Talk About Leadership Mental Health, Melissa makes the case that leaders have been conditioned — by biology, sociology, culture, and centuries of expectation — to hide their emotional struggles. And that silence? It's costing organizations their best people. This episode is a must-listen for anyone who leads, works with, or aspires to lead — because the cost of ignoring this conversation is far greater than the discomfort of having it. Key Timestamps [00:00] — Welcome & episode intro from host Brandon Laws; why this conversation hits home for leaders [02:00] — What's in the episode: silence, burnout, and a practical framework for leaders to talk about mental health [03:30] — Melissa on why she wrote Cornered Office — including the workshop moment in London that changed everything [07:00] — How leadership mental health has been "quietly erased" by history, biology, and social norms [10:30] — The psychology of authority, impression management, and why leaders are conditioned to hide emotional struggle [13:00] — Melissa's three-stage framework: look back, name the present, choose differently — and where leaders get stuck [16:00] — Why not every workplace is safe for this conversation, and how leaders can find external peer support [18:30] — What happens when mental health goes unaddressed: burnout, reactive behavior, and the domino effect on teams [21:00] — How identity, culture, gender, and industry shape whether a leader feels safe speaking up [24:30] — Systemic change vs. personal responsibility: why individual leaders must take full ownership of their mental health regardless of the environment [26:30] — Leadership mental health archetypes and why communicating your struggles to your team actually protects them [28:00] — How to recognize the belief systems (your internal "operating system") that may be quietly undermining your leadership [31:00] — Mental Wellbeing Non-Negotiables™: Melissa's trademarked, personalized approach to mental health care that throws out one-size-fits-all wellness advice [34:00] — Why leadership mental health is a strategic and ethical priority — not a nice-to-have [36:00] — Melissa's biggest takeaway: normalizing the humanity inside leadership is the key to its sustainability [38:00] — Where to find Melissa, her keynotes, legal compliance program, leadership mental health training, and more A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: "The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders." About Xenium HR Xenium HR is on a mission to transform workplaces by providing expert outsourced HR and payroll services for small and medium-sized businesses. With a people-first approach, Xenium helps organizations create thriving work environments where employees feel valued and supported. From navigating compliance to enhancing workplace culture, Xenium offers tailored solutions that empower growth and simplify HR. Whether managing employee relations, payroll processing, or implementing impactful training programs, Xenium is the trusted partner businesses rely on to elevate their workplace experience. Discover how Xenium can transform your workplace: Learn more Connect with Brandon Laws: LinkedIn | Instagram | About Connect with Xenium HR: Website | LinkedIn | Facebook | Twitter | Instagram | YouTube

What does it really take to become a high-performing construction leader? In this episode of Construction Genius, Eric Anderton talks with Katharine Hamer, Project Manager at DPR Construction (San Diego), about leadership development, accountability, and culture in the field. From her background as a Division I lacrosse athlete to managing complex projects across higher education, healthcare, data centers, parking structures, and life science / biotech, Katharine explains how DPR develops leaders through discipline, humility, and real field experience. You'll hear how accountability works without blame, why psychological safety matters on tough projects, and how young professionals can grow fast without skipping critical steps. Links: DPR Construction: https://www.dpr.com/Restaurant Recommendation (San Diego, CA): Dirty Birds Bar & Grill Restaurant Link: https://www.dirtybirdsbarandgrill.com/

EXECUTIVE SUMMARYIn 2026's 'forever layoff' era, women leaders who master continuous improvement leadership outperform peers, reduce their layoff risk, and accelerate promotions. Olaf Boettger's 27-year Kaizen framework — courage, humility, discipline — turns daily small improvements into extraordinary career results.Key stat: Toyota workers are 2x more productive than competitors using this same system.? QUICK TAKEAWAYS•       Continuous improvement leadership doubles your career productivity vs. peers who stop learning•       The 3 capabilities every woman leader needs: courage to name problems, humility to keep learning, discipline to stay consistent•       Kaizen's daily 15-minute team meeting is directly applicable to your own career self-management•       GE's turnaround under Larry Culp proves CI works in any industry — finance, tech, healthcare, or your own career•       In 2026's 'forever layoff' climate, CI skills signal indispensable strategic value to any organizationIf you're a woman leader in 2026, the job market has changed dramatically — and not in your favor. Glassdoor's Worklife Trends report calls it the 'forever layoff': small, rolling cuts that never make headlines but keep talented executives in a constant state of anxiety. Meanwhile, AI is reshaping roles at every level, and the competition for standout positions has never been fiercer.As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast — ranked in the top 1.5% globally with over 750,000 downloads — I've interviewed more than 144 of the world's top leadership experts. When I heard Olaf Boettger's approach to continuous improvement leadership, I immediately knew this was the missing framework most women leaders had never considered.Olaf spent 27 years at Procter & Gamble and Danaher — two of the most operationally excellent companies on earth — mastering the Japanese Kaizen philosophy. What he discovered translates directly to career acceleration: the same system that doubled Toyota's worker productivity and powered GE's biggest turnaround in American history can supercharge your leadership brand and make you the candidate no one can afford to pass over. The 2026 Career Reality: Why 'Working Hard' Is No Longer Enough The data is sobering for women leaders right now. According to Glassdoor's 2025 Workplace Trends report, small layoffs — under 50 people — now represent 51% of all job cuts, up from just 38% in 2015. These 'forever layoffs' create cultures of anxiety where talented women question their value daily.At the same time, female manager engagement dropped seven percentage points in 2025 alone — the steepest decline of any group, according to Gallup research. Women leaders are being asked to do more with less, carrying teams through AI disruption and RTO mandates, while their own career advancement stalls.The traditional answer — work harder, be more visible, volunteer for every high-profile project — simply isn't scaling. In a market where 45% of employers rate the job outlook as 'fair' at best, you need a completely different strategy. You need continuous improvement leadership. ? Ready to transform your career trajectory?  Download our FREE Leadership Branding Blueprint Accelerator and discover:•       A proven system to document your impact and accelerate promotions•       How to build a leadership brand that makes you the obvious choice•       A measurable framework for expanding your organizational influence•       Strategic positioning for high-visibility, career-defining initiatives•       The same approach Sabrina uses with Fortune 500 executives to 3x their promotion speed? GET YOUR FREE LEADERSHIP BRANDING BLUEPRINT ACCELERATOR What Is Continuous Improvement Leadership? The Kaizen Framework Explained Continuous improvement — known in Japanese as Kaizen, meaning 'change for the better' — originated at Toyota nearly 90 years ago. After World War II, with limited resources and a need to compete globally, Toyota developed a system to extract maximum quality and efficiency from every process. That system, now called the Toyota Production System, became the foundation of what we know as Lean, Six Sigma, and the Danaher Business System.For women leaders, continuous improvement leadership means applying these same principles to your career, your team, and your organization. It is not a one-time initiative or a January resolution. It is a daily practice — a permanent operating system.The Three Foundation PrinciplesOlaf distills continuous improvement leadership into three core principles:Kaizen — The belief that there is always a better way. This is not about being self-critical; it is about being growth-oriented. Every interaction, presentation, and leadership decision is an opportunity to iterate and improve.Go to Gemba — Go to the real place. Stop relying on slide decks and secondhand reports. As a leader, this means visiting your stakeholders, understanding what your team actually experiences day-to-day, and staying close to the work that creates value.Customer focus — Always anchor to what your 'customer' values. In a career context, your customers are your executive stakeholders, your team, and the business outcomes you're hired to deliver. Everything you do should be filtered through: does this add value for them?The Three Capabilities That Determine SuccessAccording to Olaf, your mindset determines everything. Leaders who succeed with continuous improvement possess three non-negotiable capabilities:CapabilityWhat It Looks Like in PracticeWhy Women Leaders Need It NowCOURAGEHonestly naming when your performance or your team's is 'red' — even when the culture rewards positivity over truth.In 2026's performance-pressured environment, leaders who surface problems first are seen as strategic — not weak.HUMILITYStaying open to learning regardless of your experience level. As Olaf says: the best leaders he's known, including P&G's CEO A.G. Lafley, were the most humble.Imposter syndrome tempts women to prove they already know everything. Humility is the counterintuitive superpower.DISCIPLINEShowing up for improvement consistently — not just in January. Committing to the decade, not the quarter.Career advancement compounds. The women who stand out in 2026 are those who have been quietly improving for years. The Business Case: What Continuous Improvement Leadership Actually Delivers For skeptics — and Olaf acknowledges that many leaders initially resist this approach — the numbers make a compelling argument. Toyota, the originator of this system, generates roughly twice the revenue per employee compared to its nearest competitors. Danaher, where Olaf spent the bulk of his career, has sustained approximately 15–16% compound annual growth for 40 consecutive years.The most visible example is GE's transformation under Larry Culp — the former Danaher CEO who took over when GE was in deep financial trouble. Using continuous improvement as the operating backbone, Culp and his teams executed what many consider one of the greatest corporate turnarounds in American business history, eventually splitting GE into three highly successful independent companies.On a practical level, Olaf shared a specific case study from a Danaher acquisition: a company delivering orders on time just 50% of the time. Using CI methodologies, that number rose to 95%. For context, if Amazon delivered your packages on time half the time, you'd stop using Amazon. A 45-percentage-point improvement is not incremental — it's transformational. TRY THIS NOW (10 Minutes)Apply Olaf's Red/Green method to your career right now: Identify one goal you have for your career this quarter (promotion, salary increase, high-visibility project).Set a specific target. Write your current actual. Color code it: are you green (on track) or red (below target)? If red — write one sentence explaining why.Then write one action you will take this week to close the gap. That's continuous improvement leadership in action. Do this every Monday.  How to Apply Continuous Improvement Leadership to Your Career in 2026 The beauty of Kaizen is that it scales from a Toyota factory floor to your personal career strategy. Here's how to translate Olaf's framework into your daily leadership practice:The 15-Minute Daily Leadership HuddleAt every Danaher facility, teams hold a 15-minute standing meeting every morning. They review five metrics — safety, quality, delivery, inventory, productivity — and ask: are we red or green? If red, why? Who does what by when?For your career, your five metrics might be: stakeholder relationships, project delivery, skill development, visibility, and team performance. A daily or weekly 10-minute self-check asking those same questions creates the discipline of continuous improvement at the individual level.Visual Management for Your CareerOlaf emphasizes making performance visible. In organizations, this means color-coded boards. For your career, this translates to maintaining a simple achievement tracker — a running document of your wins, metrics, and impact — that you review weekly. This directly feeds your Leadership Branding Blueprint and becomes the evidence base for promotion conversations.The Growth Mindset + Kaizen ConnectionOlaf's PhD research connected him deeply to Carol Dweck's work on fixed vs. growth mindsets. Dweck's research demonstrates that individuals who believe abilities can be developed through dedication consistently outperform those who believe talent is fixed. Continuous improvement is the operational expression of growth mindset — it gives you the system that turns that belief into measurable career results. Your 7-Step Continuous Improvement Career Action Plan Step 1 (10 min): Define your career target.

In this episode of The Leader's Notebook (Ep. 301), I walk through Judges 17 and the tragic picture of spiritual confusion. Micah's story shows how easily people build a self-made religion, mixing truth with error and assuming God must bless whatever they assemble. From false idols to hired priests, it is possible to look religious while being completely disconnected from God's revealed truth. I contrast the self-made man, the man-made power system, and the unmade man who is broken before God, and I show how grace still reaches the humbled heart. This message is a clear call to reject spiritual “scrap-heap” faith and stand on the unchanging Word of God, the blood of Jesus Christ, and true repentance. Leaders especially must inspect their label and be sure they are God-made, not culture-made.- Dr. Mark Rutland Chapters (00:00:03) - The Leaders Notebook(00:00:25) - Judges(00:03:56) - How Were You Made?(00:09:26) - Scrapple(00:18:07) - Manasseh the Unmade King(00:21:38) - Preaching the Right Message(00:27:48) - Manasseh(00:33:13) - The Leader's Notebook

Ever spend so much time scrolling for the perfect show that you end up watching nothing?Josh and Pastor Chris dive in on the topic of “decision paralysis” and how at the end of the day, it's a leadership problem. In this episode, they unpack Joshua 24:14–15 (“As for me and my house…”) and challenge men to become decisive about the things that actually matter.They talk about the difference between conviction and courage, why “I'm all in… unless You touch this” is really surrender with fine print, and how even good blessings can become weights that hold you back. From “proxy faith” to practical next steps, the call is simple: stop drifting, draw the line, plant the flag, and watch what God does on the other side of full surrender. To find out more about Pastor Chris, follow him on all the social platforms (@ckouba) and to connect with the ministry of United City visit https://unitedcity.church.Show NotesFollow on Instagram: @stepup.podcastFollow United City: @untdcitychurchConnect with Pastor Chris: http://chriskouba.comMore About United City: https://unitedcity.church/

Think hands-on leadership is a strength? You might just be the problem on your team. What's the one leadership behaviour that makes your team's heart sink when your name pops up in their inbox?The one that kills discretionary effort, drains initiative, and keeps you buried in low-value work?That would be…micromanagement!In this episode, I go deep into the difficult trade-off between getting the job done, and building long term capability; I also give you 6 tips to prevent you from becoming a micromanager.Links mentioned in this episode:HBR article:The Surprising Success of Hands-On LeadersWikipedia links:Elliott JacquesStratified Systems Theory​​KaizenLBT link:Leadership Beyond the Theory————————Have you taken our free Leadership Blindspot test?✨ In just 5 minutes you'll uncover the hidden leadership habits holding you back.Get your Blindspot Score and know exactly what to fix before it costs your career!TAKE THE FREE TEST HERE————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.

Neil Lanctot explains how following the Sussex sinking, Wilson faces pressure to sever German ties, as international ambassadors clash and German leaders grow increasingly distrustful of the American president. 5

Neil Lanctot covers Charles Evans Hughes winning the Republican nomination, forcing Roosevelt to abandon Progressives, while suffrage leaders pressure candidates to support a federal amendment during the 1916 campaign. 6

Chad Hyams and Bob Stewart host Mel Doman, author of "Cornered Office," to explore leadership mental health. Mel challenges societal norms by focusing on the well-being of leaders, emphasizing their need for support. The conversation covers the importance of community, personal well-being non-negotiables, and workplace communication. Mel shares insights on leadership dynamics, offers practical mental health strategies, and concludes with a unique Chewbacca impression. This episode provides valuable perspectives on maintaining mental health within leadership roles. Connect with Melissa at https://www.melissadoman.com/ ---------- Connect with the hosts: •    Ben Kinney: https://www.BenKinney.com/ •    Bob Stewart: https://www.linkedin.com/in/activebob •    Chad Hyams: https://ChadHyams.com/ •    Book one of our co-hosts for your next event: https://WinMakeGive.com/speakers/   More ways to connect: •    Join our Facebook group at www.facebook.com/groups/winmakegive •     Sign up for our weekly newsletter: https://WinMakeGive.com/sign-up •     Explore the Win Make Give Podcast Network: https://WinMakeGive.com/   Part of the Win Make Give Podcast Network 00:08 - Parenting, Language, and Baseball Cards as Consequences 03:52 - Real Conversations on Mental Health and Workplace Dynamics 08:50 - Reevaluating Leadership Mental Health and Societal Expectations 14:12 - Embracing Neurodiversity as a Leadership Asset 19:30 - Leaders' Mental Health: Balancing Vulnerability and Professionalism 28:38 - Finding Personal Joy Beyond the Wellness Industry 33:19 - Mental Health Support