Podcasts about Leadership

Episode 400 – and the start of our 8th year of the podcast!We welcome Matt Ross — entrepreneur, media executive, and author of the book Grow or Fold: Transform Yourself in Midlife & Beyond.Matt's WebsiteMatt's Facebook pageLinkedIn: https://www.linkedin.com/in/matt-ross-entrepreneur/Matt has spent nearly 30 years building businesses at the intersection of creativity and leadership. He led New York's legendary rock station Q104.3 and hip-hop station Hot 97, helped scale School of Rock from a struggling startup into a global franchise, and later founded One River School, a first-of-its-kind art education company now with fifteen schools across six states. Grow or Fold — Why This Book, and Why Now?Matt, you've spent decades building creative organizations—from School of Rock to One River School. What inspired you to write Grow or Fold, and what does that title mean to you personally?From Rock Stages to Art Studioso Throughout his career, Matt has made creativity the core of every organization he's led, whether inspiring musicians, mentoring young artists, or empowering educators to think like innovators.What lessons carried over from building School of Rock that helped you launch One River School—and how did those experiences change your view of what creativity really means?Building Communities Through ArtOne of your core beliefs is that creative spaces are essential for wellbeing and connection. How have you seen art schools, studios, and community programs transform the lives of students and adults alike?Creative Growth and Leadership at Every AgeYou've said that creativity isn't just for the young—it's the key to staying sharp as we age. How can leaders, educators, and professionals rediscover their creative edge during midlife transitions or after major life changes?The CEO as Creative — and the Creative as CEOYou've lived in both worlds—the creative studio and the C-suite. What can business leaders learn from artists about innovation, and what can artists learn from CEOs about sustainable growth?You write about nurturing originality and trust in teams. What are the most effective ways leaders can foster that kind of environment?You've described Grow or Fold as a mindset for sustainable creativity and leadership. How can people apply that mindset to their daily lives, especially in times of uncertainty or change?Matt, for listeners who might be standing at a crossroads in their own careers or creative paths — what's one action they can take today to start ‘growing' rather than...

Go to www.LearningLeader.com to learn more... This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader My Guest: Mike Deegan just led Denison University Baseball to their first College World Series appearance in program history. He's been named Coach of the Year in back-to-back years and is the all-time winningest coach in school history. In this conversation, Mike shares how he uses Mudita to build culture, how to help people get out of slumps, and why discipline and consistency are superpowers. Key Learnings (in Mike's words) Mudita is a vicarious joy. Can I be happy for another's success as if it's my own? To me, that is like the secret sauce of life. Obviously, in a sports team, not everyone can be the star. One of the biggest misconceptions is that the star rotates. Yeah, you need a superstar to compete at the highest levels, but to win, you're going to need pinch runners, you're going to need the guy laying a big block. It's going to take everyone. It's really celebrating everyone's contribution. In recruiting, I ask parents: Can you be happy for another kid's success as if it's your own? If your neighbor gets a new car, are you happy for them? Or do you say, "Oh, I wish. I bet his parents bought that for him." There are just different ways to show up for people, where you can just have joy. By pouring yourself into others, especially in sports, I think it frees you up to perform your best.  Envy is a natural feeling. I don't want anyone to feel that envy from me. I think what we're saying is that envy is a natural feeling. Wanting to do great yourself, those are very natural, and I want people to live in that space. But can we just stop it and be a little bit more intentional and just celebrate what other people are doing well? Spot the good first. As a consultant, there are two ways you can do things. One is to find the negative, and that's really easy to do. But I try to go and spot the good first. There's plenty of time to nitpick later on. Find some opportunities to help people grow.  People love to talk about themselves. My wife is very quiet, a great listener, and people love her. She has a million best friends, and no one knows it because she doesn't talk a whole lot. She just listens. If you can just listen and get people to talk about what they're passionate about, it's a life secret. You can tell when someone's really passionate about what they're doing, and you can tell when they're on the fence because they speed up when they talk, they get a little excited. Curiosity is a great way to show love. If you approach it from envy, we don't unpack the cool story. But if you lead with curiosity and not envy, it unpacks everything. I do think it takes a level of self-awareness and comfort in your own skin.  How to build self-awareness: Read, write, and get around wise people. If you read a decent amount, if you write (and that was my forcing function, to actually write and put thought to paper), and then get around wise people and just have conversations, I think you'll start building out the awareness of who you are and what you value.  A systems thinker builds frameworks that outlast individuals. It's someone who can build out frameworks that are built to put people and the organization in the best spot to win and be successful. It's a framework that outlasts individuals. Coaches may leave or players may leave, but if you have a system built out that it can sustain losing certain individuals, because things are cranking and you can repeat the work. You can do iterations and quickly test if you're getting closer or further from your goals. I almost try to talk people out of coming here. The most underrated thing in our recruiting is when they sit with me, I almost try to talk people out of coming here. I'll say, "Hey, what's the main driver?" If they say playing time, I'm like, "Hey, that's great. That's an awesome goal, but I wouldn't come here for that. We're going to play our best players. But that's not why you come to Denison. You come to be a part of something bigger than yourself, and there are all these other places where you're going to have a much better shot at that." I'm always listening in on what they value and trying to challenge it. Almost get people to self-select out. The better your culture is, you can take chances on people. It's like Randy Moss and the New England Patriots. Tom Brady was an alpha, and you could bring people in and take a risk and see if they can conform to the culture a little bit. When you have things in place, our locker room was phenomenal. People would say, "Hey, I don't know, this kid has some red flags." I'm like, "Red flags, like he's a serial killer? Or like red flag,s like he's super competitive?" The locker room would take care of a lot of that. If there's something built out that you feel pretty strongly about, I think you can take in some of these high-risk, high-reward people because they can't damage the culture like you would think they can. Early on in that tenure, I was very, very careful with this. But now we can take some chances on people if the DNA is right. The lack of seriousness pushed people out. When I took over, I'm the opposite of the guy I played for. And every time someone quit, I would just say thank you. And I meant that too because we were going in a certain direction. There was talent. It needed more seriousness. We had enough talent that it was going to allow us to compete at a conference level. I think it's amazing when you can just put boundaries and guardrails and point people in the right direction. We just provided a little structure, a little discipline. The DNA of great teams: Roles, sacrifice, discipline, leadership, joy. Everyone has a role and to beat objective expectations. When good meets good, you have got to understand that every role is essential to the cause. Status goes away. Second, we're in this together. There's no prima donna. I think that's what happens with championship teams. For us to compete on a national level, our guys do miss out on a lot. Grades may suffer. There are trade-offs with this thing. Then I hear discipline. Discipline and consistency is a superpower. The people that I see that really excel in the professional baseball world they seem to have a maturity about them at a much younger age. And that comes with discipline and consistency. Then leadership. There's going to be someone that's navigating the ship. In my beautiful world, it would be where that person's not an egomaniac. They're not in front. They're just waiting for everyone to get out. The last thing is joy. People tend to enjoy what they're doing. They do it with a smile on their face.  "Don't hire for when you think times are good. Hire for the person you wanna be around when times are bad because they're coming." An example of a great team outside of sports: The Chilean miners found roles quickly and stuck together. They had food for two days but rationed it out. They had a spiritual leader, medical guy, someone to keep them on task. Everyone had a specific role and they performed it. How you talk to your teammates is how you should talk to yourself. I had a conversation with a kid that I really admire on our team and I said, "Hey man, I never hear you talk to your teammates like you talk to yourself. Give yourself some grace." Being really hard on yourself can also be a cop out because there are ways to channel that. Sometimes people will say "I'm a perfectionist, or that's just who I am." Come on man. A perfectionist to me, they put an insane amount of work to earn the right to be. I think we use that term pretty lightly sometimes. Confidence is built through evidence. Ryan's self-talk before a keynote sounds like this, "What an opportunity to create some evidence."  How to help a hitter get out of a slump: Simplify and control the controllables. When a player's in a slump, they're probably working harder than they've ever worked in their life. But I think it's almost like they're working aimlessly. So what I try to do is simplify. I had a hitter once, he's trying everything.  I gave him one swing thought for two weeks. Just get the barrel to the ball. Don't worry about launch angle, don't worry about exit velo. Can you just put good wood on the ball? We're going to control what we can control. And slowly you start seeing some results and that evidence starts compounding and you get your mojo back. You gotta be intentional with your energy before high performance. As a coach, how you show up is going to be really, really important. I saw Texas A&M's coach say you have to be the opposite of what the moment requires. While everyone's excited, you need to be the calm. And then when the proverbial is hitting the fan, you have to be the one with optimism. Getting yourself in the right mental frame to handle high performance is required of a coach and a leader. Baseball teaches you to stay calm for three hours. You don't play baseball at 130 heartbeat. It's more of Can you get that thing down? And anything I do to increase it myself, I'm going against what it takes to be a successful player. People can think baseball is boring, but what you're seeing is people trying to stay calm for three hours.  Does that intensity actually lead to results? It's just basic stoicism. Baseball is the ultimate controlling what you can control and releasing what you can't. I don't know if this next ball's coming to me, but what do I do now? I can control my breathing. I control my first pitch prep step. What can you control? And I would challenge you to think, does that intensity or that emotion, does it actually lead to results or not? If it's helping you be the best version of yourself, go ahead and do it. But sometimes that overstimulation, that over emotion, it's probably just putting a lot of anxiety on your people. Just regulate, stay calm and execute. What does the team need from you right now? I think a good analogy is a cornerman in boxing. My dad used to always say, Watch a cornerman in boxing because some people you gotta smack. Some people say, "Come on champ. You're the best. You're the best. You're the best." When you're walking out there, you're trying to think, what does the team need from you right now? What message? If I'm a mirror, what do they need to see? Do they need to see calm, they need to see reassurance? Are we playing a little timid and scared? And maybe you're trying to jolt them a little bit with some energy and some choice words. There's an intentionality to it. You're trying to speak some stuff into existence, even if you're making stuff up. You acknowledge it, and then you also try to point them in a direction for improvement. Life throws haymakers at you all the time. I think that's the greatest gift that we can give people through sports. Most of us experience adversity along the way. It's this unique ability to just keep moving. You reflect, you try to get better. You give yourself some grace, you move on. You just keep working through that process. As simple as it may sound to us, I don't think many people can get there.  "Setbacks are temporary. I bounce back quickly." I write this down in my lineup card. You're creating evidence. It's something very simple, but I'm going to take a punch and I'll bounce back quickly. I think those are just good reminders in life. This happens. We're going to respond. Reflection Questions Mike practices Mudita by being genuinely happy for others' success without envy. Think of someone in your life who recently had a big win (promotion, new house, achievement). Were you genuinely happy for them, or did envy creep in? What would it look like to celebrate them more fully? He says "Don't hire for when you think times are good. Hire for the person you wanna be around when times are bad." Who on your current team would you want in the foxhole with you during a crisis, and what qualities make them that person? Mike asks himself before big moments: "What does the team need from me right now?" rather than just reacting emotionally. Think about a high-pressure situation coming up in your life. What will your team/family/colleagues need from you in that moment, and how can you prepare to show up that way? More Learning #217 - JJ Reddick: You've Never Arrived, You're Always Becoming #281 - George Raveling: Eight Decades of Wisdom #509 - Buzz Williams: The 9 Daily Disciplines Audio Timestamps: 02:11 Implementing Mudita in Teams 06:22 Curiosity and Spotting the Good 14:54 Recruiting and Hiring Philosophy 20:36 Building a Winning Culture 24:46 DNA of Great Teams 27:55 The Importance of Team Sacrifice 28:53 Leadership and Joy in Tough Times 29:42 Handling Adversity in Sports 31:06 The Role of Self-Talk in Performance 36:52 Staying Calm Under Pressure 42:26 Lessons from Sports for Life 46:12 The Value of Resilience and Bouncing Back 48:29 EOPC

In this episode, we're sitting down with the incredible Alexandra Hoover—a compassionate writer, speaker, and the author of Eyes Up, Without Wavering, and You Can Let Go. Alex is known for blending biblical wisdom with practical, hope-filled insight, and today she brings all of that and more. She is a proud Latina, a wife and mom of three, and currently pursuing her master of arts in women and theology at Northern Seminary. She serves faithfully in her local church and loves helping others walk through life with faith and hope.Alex opens up about the importance of healing from past offenses and the ways emotional wounds can quietly shape our leadership, our relationships, and even our ministry. She helps us understand how our history can show up in our present—and what God invites us to do with that. With vulnerability and clarity, she reminds us that while hurt is inevitable, offense is a choice, and healing is part of our calling as leaders.Follow along with Alex:Connect @AlexandraVHooverAlexandraVHoover.comGet all the info about our next pastors' wives retreat and apply here:https://www.pastorswivestellall.com/attendaretreatTo purchase the BOOK, head here: ⁠https://pastorswivestellall.com/book⁠⁠To shop our MERCH, head here: ⁠https://pastorswivestellall.com/shop⁠⁠Want to support the Pastors' Wives Tell All podcast ministry? Become a patron: ⁠https://www.patreon.com/pastorswivestellall ⁠⁠SUBSCRIBE: ⁠Sign up⁠ for our email list and receive updates on new episodes, free gifts, and all the fun! Email sign up ⁠⁠HERE⁠⁠!CONTACT US: ⁠hello@pastorswivestellall.com⁠⁠FOLLOW US:Website: ⁠⁠pastorswivestellall.com⁠⁠Instagram: ⁠⁠@pastorswivestellall⁠⁠Facebook: ⁠⁠@pastorswivestellall⁠⁠JESSICA:Instagram: ⁠⁠@jessica_taylor_83⁠⁠, ⁠⁠@come_away_missions⁠⁠, ⁠⁠@do_good_project__⁠⁠⁠Facebook: ⁠⁠Come Away Missions⁠⁠, ⁠⁠Do Good Project⁠⁠Websites: ⁠⁠Do Good Project⁠⁠, ⁠⁠Come Away Missions⁠⁠JENNA:Instagram: ⁠⁠@jennaallen⁠⁠, ⁠⁠@jennaallendesign⁠⁠Facebook: ⁠⁠@JennaAllenDesign⁠⁠Website: ⁠⁠Jenna Allen Design⁠⁠STEPHANIE:Instagram: ⁠⁠@msstephaniegilbert⁠⁠Facebook: ⁠⁠I Literally LOL⁠⁠Website: ⁠⁠Stephanie Gilbert⁠

Nina Métayer n'est pas seulement l'une des plus grandes cheffes pâtissières au monde.C'est une femme qui a appris très tôt la discipline, le travail bien fait et le respect absolu du geste.Dans cet épisode, Nina raconte ce que l'on ne voit jamais derrière les titres prestigieux : les doutes, les refus, la fatigue, l'exigence quotidienne et les choix radicaux qu'impose une vie tournée vers l'excellence.On parle d'apprentissage, d'échecs répétés, de créativité construite dans l'effort, de transmission, et de ce moment très particulier où l'on comprend que le succès n'est jamais un hasard, mais le résultat d'un chemin long, parfois inconfortable, souvent solitaire.C'est une conversation dense, très concrète, sur le travail, la discipline, la famille, l'ambition juste et la joie profonde de créer quelque chose qui a du sens.Je vous laisse découvrir ma conversation avec Nina Métayer.Bonne écoute ✨00:00 – Introduction09:15 – Trouver sa voie quand on ne se sent pas à sa place13:30 – Le déclic du Mexique et le choix de l'artisanat18:10 – L'exigence physique et mentale du métier23:00 – Transformer ses différences en avantage28:55 – Apprendre l'humilité dans les grandes brigades35:10 – Créer, échouer, recommencer : la réalité de la créativité44:30 – Transmettre l'exigence et construire une équipe solide58:40 – Entreprendre autrement : famille, sens et long terme01:13:45 – Le crible du PodcastNotes et références de l'épisode ✨ Pour retrouver Nina MétayerSur Son siteSur LinkedIn Sur Instagram Sur YouTubeSur Facebook #ninametayer #patisserie #excellence #discipline #creativite #travailbienfait #artisanat #entrepreneuriat #leadership #transmission #reussite #cheffe #metierpassion #rigueur #apprentissage #management #culturedugeste #parcoursinspirant #podcastbusiness #podcastfrancaisVous pouvez consulter notre politique de confidentialité sur https://art19.com/privacy ainsi que la notice de confidentialité de la Californie sur https://art19.com/privacy#do-not-sell-my-info.

In this episode of Grow Think Tank, Gene Hammett sits down with Austin Yarborough, founder of Central Coast Moving, ranked No. 2,278 on the Inc. 5000 list, to explore the power of leadership and continuous improvement. Austin shares how high standards, self-awareness, and leading by example have been essential in scaling his business, attracting A players, and building a strong organizational culture. Discover Austin's practical strategies for: Embracing Kaizen principles: getting 1% better every day Leveraging social media to build trust, not just chase clients Tracking progress for personal and professional growth Leading by example to influence culture and team performance Letting go of micromanagement while maintaining high standards If you're a CEO, entrepreneur, or leader looking to grow your business and become a better leader, this episode is packed with actionable insights. Connect with Austin Yarborough: Central Coast Moving: https://centralcoastmoving.com Instagram: @centralcoastmoving | @officialaustinarybrough The Moving Army: https://www.themovingarmy.com Subscribe for more leadership insights, growth strategies, and interviews with founders of the fastest-growing companies: [Subscribe Link] Timestamps: 0:00 – Introduction: Why continuous improvement matters 3:11 – Building trust through social media 5:50 – Core principles of leadership 7:52 – The journey of continuous improvement 12:20 – Transforming leadership skills 14:06 – Leading by example 18:47 – Letting go of the outcome 20:21 – Closing thoughts Keywords / Tags: Leadership, Continuous Improvement, CEO Growth, Kaizen, Central Coast Moving, Inc 5000, Attracting A Players, Leadership Development, Business Scaling, Executive Coaching

Leadership is already messy. Add culture, identity, power dynamics, and a workplace that rewards sameness… and suddenly you're not leading—you're surviving. In this episode, Nicole talks with Aiko Bethea, founder of RARE Coaching & Consulting, about what actually creates diversity (spoiler: it's not a checkbox) and why diversity is the outcome of great leadership. We get into: Why “diversity” isn't a skill set (and why treating it like one makes you a worse leader) Power-sharing vs. power-hoarding and how that impacts belonging, equity, and performance The real reason leadership advice feels like a chaotic buffet of contradictions How to measure leadership impact beyond “we hit the number” (because people aren't spreadsheets) Why leaders making mistakes feels riskier than ever—and why ownership is still the right move The “punching a ghost” feeling when reality is being rewritten in real time  What it means to be a well leader: aligned, accountable, humane—not perfect Because the goal isn't to lead like the “stereotypical old-school leader.” The goal is to lead like your full self—and create workplaces where more people can do the same. Thank you to our sponsors! Get 20% off your first order at curehydration.com/WOMANSWORK with code WOMANSWORK — and if you get a post-purchase survey, mention you heard about Cure here to help support the show!  Sex is a skill. Beducated is where you learn it. Visit https://beducate.me/pd2550-womanswork and use code womanswork for 50% off the annual pass. Connect with Aiko: Website: https://www.rarecoaching.net/  IG: https://www.instagram.com/rare_coach  Invite to join RARE community  -  https://www.rarecoaching.net/membership/ Related Podcast Episodes: Leadership Unblocked (The Hidden Beliefs Sabotaging Your Ability To Lead) with Muriel M. Wilkins | 367  How to Push Back: From People-Pleasing to Power with Tonya Lester | 369 How To Be Yourself At Work: Authentic Presence Over Executive Presence with Claude Silver | 366 Share the Love: If you found this episode insightful, please share it with a friend, tag us on social media, and leave a review on your favorite podcast platform!

Learn more about Kim at:https://lifestylefoundations.com/https://www.facebook.com/kimecostarealtorhttps://www.instagram.com/kim.e.costaShow Notes with timestamps:

“Send Coach John a message”Found this huge connection to some things that I've been thinking about lately - the people in my life that have made a huge impact on me. It comes from The Mindfulness Meditation Institute (@TrainingMindful) and it reminds us to “be the things you loved most about the people who are gone.” I am thinking about so many people and I'm trying to take what not only they meant to me, but the lessons they taught me and live my life with them in mind. I just shared this image with a friend who tragically lost a family member. It sure does help take what's wonderful from people and keep it going in “life”.  Thanks for listening.  Please take a few moments to subscribe & share this with someone, also leave a 5 Star rating on Apple Podcasts and ITunes or other services where you find this show.  Find me on Facebook:  https://www.facebook.com/coachtoexpectsuccess/   on Twitter / “X”:  @coachtosuccess   and on Instagram at:  @coachjohndaly  - My YouTube Channel is at: Coach John Daly.   Email me at: CoachJohnDalyPodcast@gmail.com     You can also head on over to https://www.coachtoexpectsuccess.com/ and get in touch with me there on my homepage along with checking out my Top Book list too.  Other things there on my site are being worked on too.  Please let me know that you are reaching out to me from my podcast.  ** I would appreciate anyone to try clicking on the top of the show notes where it says "Send us a text" to leave a few thoughts / comments / questions.  It's a new feature that I'd like to see how it works. **

Your cash and your calendar reveal what you truly value. Everyone is equally rich in time—24 hours a day, seven days a week—but how you assign those days determines your priorities. Accountability sharpens how we live, and your calendar is your greatest tool, because you will never get that day back. This isn't about living in a hurry; it's about living with intention.

EMOTIONAL DETACHMENT AND THE COURAGE TO PIVOT Colleague Admiral James Stavridis. The Admiral emphasizes emotional detachment in leadership, using The Godfather as an analogy for not letting hatred cloud judgment. He critiques Bill Halsey for letting a rivalry with Spruance drive him into a trap at Leyte Gulf. Stavridis also explores the willingness to change plans, illustrating this with Stephen Decatur, who intended to steal the Philadelphiabut burned it when discovered. He reiterates that rational decision-making is vital even when it resembles surrender, as with Lloyd Bucher, challenging "Old Navy" views by asserting there is no shame in surrendering when resistance is impossible. STAVRIDIS NUMBER 31945 USS ANZIO AT SHANGHAI TO TRANSPORT LIBERATED US MILITARY TO HOME.

Sponsors:◦ Visit Buildertrend to get a 60-day money-back guarantee on your Buildertrend account◦ Marvin Windows and Doors◦ Sub-Zero Wolf Cove Showroom PhoenixConnect with Daniel Morris:◦ https://morrispools.com◦ https://www.instagram.com/morrispoolsConnect with Brad Leavitt:Website | Instagram | Facebook | Houzz | Pinterest | YouTube

Annie Croner is the founder and CEO of Whole Assistant, an online platform & community, formed to provide a positive place where assistants can go to transform their lives and level up their careers.In this spotlight episode of Annie's show, The Whole Assistant Podcast, she talks about being solutions oriented vs being the solution.Show Notes -> leaderassistant.com/358 --In-person meeting planning can be a lot to manage. That's where TROOP Planner comes in. TROOP Planner is built to make life easier for busy assistants like yourself. Whether you're organizing an executive offsite, department meeting, or team retreat, TROOP keeps it simple, fast, and organized.Visit leaderassistant.com/troop to learn more! --Eliminate manual scheduling with YouCanBookMe by Capacity's booking links, automated reminders, and meeting polls. Sign up for a FREE trial -> leaderassistant.com/calendar.More from The Leader Assistant... Book, Audiobook, and Workbook -> leaderassistantbook.com The Leader Assistant Academy -> leaderassistantbook.com/academy Premium Membership -> leaderassistant.com/membership Events -> leaderassistantlive.com Free Community -> leaderassistant.com/community

✨ Ce dimanche, je partage avec vous un extrait avec Nina Métayer. Elle revient sur un moment fondateur de son parcours : une élève peu à l'aise avec l'école, animée par le besoin de mouvement, qui décide un jour de tout quitter. Un déclic presque anodin, mais qui va changer toute sa trajectoire. Vous pouvez consulter notre politique de confidentialité sur https://art19.com/privacy ainsi que la notice de confidentialité de la Californie sur https://art19.com/privacy#do-not-sell-my-info.

In this episode, Bayleigh Soza and Dr. Michelle Robin welcome back Jill Tupper. Jill shares her rare blend of courage, science, and purpose, from leading nervous system training in active war zones to guiding endurance athletes and global leaders. She explains how integration, community, and nervous system resets can help transform stress into strength and empower listeners to live boldly on purpose.  Key Takeaways:   Lasting change comes from applying and integrating what you learn, not just knowing it.  Training the nervous system to enter a calm state transforms stress into strength.  Learning and healing in groups accelerates personal transformation.  Consistent practice and reinforcement rewires the body, mind, and nervous system.  Small, intentional changes can dramatically improve overall wellbeing.  Resource Mentioned:   Join us on Wednesday, January 21, 2026 for the Semi-Annual Better Together Gathering—an evening to connect, be inspired, and learn how to turn stress into strength while leading with heart.  https://wellnessnetwork.smallchangesbigshifts.com/consortium-calendar/Details/semi-annual-better-together-1524868?sourceTypeId=Hub   Register for 3 Days of Live NSR™ Training — Harness Neuroscience to Lead with Strength and Clarity.  https://www.global-warrior.org/nsr-live-registration/   About Jill Tupper:  Jill draws upon her 6+ months and 7 missions into the war zones of Ukraine, training leaders in the midst of bombings, air raids sirens and blackouts to calm in crisis through her own NSR™ Nervous System Reset. Her thirst for adventure has led her from summiting Kilimanjaro, to marathons, triathlons, rock-climbing and traveling the world challenging others and herself to take inspired action.    Her global experiences in working with Mother Teresa's Missionaries of Charity in Calcutta, Ethiopia and beyond, backed by breakthroughs in neuroscience, proves the revolutionary power of purpose. With her M.A. in Leadership, B.S. in Occupational Therapy and former instructor at the Rady School of Management, UCSD, Jill  merges neuroscience & leadership—transforming stress into strength. Her high-energy keynotes inspire audiences around the globe to boldly live on purpose.  Connect with Jill Tupper at:  https://www.global-warrior.org  https://www.instagram.com/jilltupper/   https://www.facebook.com/adventurejill  https://www.linkedin.com/in/jilltupper/    Connect with Dr. Michelle and Bayleigh at:  https://smallchangesbigshifts.com  hello@smallchangesbigshifts.com  https://www.linkedin.com/company/smallchangesbigshifts  https://www.facebook.com/SmallChangesBigShifts  https://www.instagram.com/smallchangesbigshiftsco  Thanks for listening!  Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page.  Do you have some feedback or questions about this episode? Leave a comment in the section below!  Subscribe to the podcast  If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.  Leave us an Apple Podcasts review  Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. 

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training How big do you actually want your agency to become? Does the idea of running a massive team sound exciting or completely exhausting? For many agency owners, scaling feels less like growth and more like trading freedom for complexity. Scaling an agency isn't about hustle. It's about surviving the moments that almost break you, building systems that actually work, and accepting that what got you here won't get you there. Today's featured guest understands that running a big agency is about structure and leadership. He's grown a global agency to 700 people without losing profitability, sanity, or culture and now he'll unpack the hard-earned lessons that most agency owners don't think about until it's too late. Nital Shah is the co-founder of Mavlers, a full-service, lifecycle digital agency headquartered in India, with operations supporting global brands and agencies across multiple geographies. Today, Nital leads a 700-person organization focused on marketing operations, delivery excellence, and scalable systems for agencies around the world. Having experienced both sides of the agency equation, client-side pressure and operational scale, Nital brings a grounded, operator-first perspective to growth, profitability, and leadership. In this episode, we'll discuss: An early principle: Profit should be intentional. Achieving operational excellence at scale. Structuring scale to make it manageable. Why alignment beats micromanagement. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources This episode is brought to you by Wix Studio: If you're leveling up your team and your client experience, your site builder should keep up too. That's why successful agencies use Wix Studio — built to adapt the way your agency does: AI-powered site mapping, responsive design, flexible workflows, and scalable CMS tools so you spend less on plugins and more on growth. Ready to design faster and smarter? Go to wix.com/studio to get started. The Wake-Up Call: COVID, Cash Flow, and Retainers Like many agencies, Nital's biggest inflection point came during COVID. Before the disruption, the agency was focused heavily on top-line revenue rather than predictable recurring income. When 40 percent of revenue disappeared almost overnight, the weakness in that model became painfully obvious. Luckily, the agency's consistent focus on profit from day one helped them overcome this ordeal. However, it changed Nital's perspective on retainers and helped him understand that, without retainers, any similar unexpected bump in the road could destroy the agency. The agency had enough cash flow to survive the shock and rebuild and the lesson was clear: at scale, a large team without consistent recurring revenue is fragile. Retainers aren't just about stability; they are about survival. The other advantage that helped soften the blow was diversification. By spreading clients across industries and geographies, the agency avoided being wiped out by a single market downturn. When one region slowed, others carried the load. That balance didn't eliminate pain, but it reduced risk in a way most agencies underestimate until they feel it firsthand. Profit Is Not an Afterthought One of the most important principles Nital and his co-founder agreed on early was: profit must be intentional. It's not something you hope shows up at the end of the year. It's something you design into the business. That mindset shapes everything from service selection to client qualification. The agency actively avoids hyper-competitive, race-to-the-bottom services and continually evolves its offerings as markets become saturated. When a service becomes unprofitable, they pivot. When a client isn't aligned or drains margin, they say no. Profit isn't just about owner income. It funds experimentation, innovation, and future growth. Without margin, you can't test new services, pivot when the market shifts, or invest in better systems. You just stay busy. And busy is often the enemy of profitable. Operational Excellence at Scale Running a 700-person agency isn't about heroics but about process. Nital is clear that consistent, documented, and enforced workflows are what reduce mistakes, rework, and delivery friction. The agency is structured into service-based business units, each with its own leadership and accountability. On top of that sits a customer success layer that ensures delivery stays aligned with expectations. Everyone is trained on defined protocols, and those protocols exist to protect quality, not bureaucracy. When processes are clear and followed, the probability of hitting client outcomes increases. That reduces rework, lowers internal stress, and improves margins. In a people-driven business, operational discipline is what turns chaos into leverage. Alignment Beats Micromanagement One of the hardest challenges for Nital's agency came after rapid post-COVID growth, when the team doubled in size and remote work became the norm. Processes broke, alignment slipped, and as a result, communication suffered. The turning point came with adopting the Scaling Up framework by Vern Harnish. This framework, aimed at businesses ready to scale in a more structured manner, forced clarity across four areas: people, strategy, execution, and cash. More importantly, it created alignment from leadership all the way down to individual contributors. Every team member understands how their work connects to departmental goals, quarterly priorities, and long-term vision. When people understand the why behind the process, ownership replaces micromanagement. Accountability becomes cultural, not enforced. Leadership, Tough Calls, and A-Players When it comes to mistakes in team alignment, Nital openly acknowledges that the team that gets you to one stage may not be the team that gets you to the next. That realization isn't easy, especially when loyalty and shared history are involved. But over the last two years Nital has embraced the fact that growth demands adaptability. The agency now prioritizes agility, learning speed, and ownership. When someone can't evolve with the business, they are given time, feedback, and support, but the standard doesn't change. You don't win championships by protecting weak links. You win by putting the best players on the field while still treating people with respect and empathy. It's not cold. It's responsible leadership. Structuring Scale So It's Manageable When Nital decided to go back to India and start an agency, his mentor back in Australia offered him the chance to run their offshore center. From there, he started supporting other agencies in several countries and expanded his team to where they are now. Seven hundred people sounds overwhelming until you understand the structure. Instead of one massive organization, the agency operates as multiple business units, each capped around 100 to 150 people and run as its own P&L. This turns an impossible leadership problem into a manageable one. Leaders focus on coaching their direct reports, not managing hundreds of individuals. Each layer carries responsibility downward, creating clarity instead of bottlenecks. As Nital points out, no founder manages 700 people directly. You manage your leadership team. And if that team is strong, aligned, and accountable, scale becomes less scary and far more sustainable. The Future: AI, Change, and Opportunity Despite the uncertainty surrounding AI and marketing technology, Nital is optimistic. The pace of change has leveled the playing field. Years of experience no longer guarantee an advantage. Everyone is adapting at the same time. For smaller agencies, this creates opportunity. They can adopt tools and workflows faster than large organizations. For larger agencies, the challenge is moving faster without breaking structure. Either way, the shift toward complex marketing technology orchestration opens doors for agencies willing to master it. For him, the future belongs to agencies that can adapt, systemize, and evolve without clinging to what used to work. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

If your confidence has slipped lately, this 5-step reset could save your performance. Occasionally, for some unknown reason, you may experience a slump in performance: and it can seriously affect your confidence.How does something like this happen? And, more importantly, how do you dig yourself out of the hole?If you want to take a deeper dive into how you can quickly recognise a performance hiccup and rebuild your confidence, have a listen to Ep.236: The Mental Game of Leadership.————————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.

Over the course of a school year or project, people tend to decrease in their tolerance for others while at the same time increasing their understanding of people. When this happens we need to reframe how we treat others so that -- we and they -- find success. Too often we begin to grow frustrated and then emotions from all parties take over. Take a listen as we share the impact of positive reinforcement, the research to  back it up, and ways to grow your own ability to see the good!

Preacher: Jason Min Title: Leadership as Partnership Sermon Series: Leadership in the Way of Jesus Scripture: Galatians 3:26-28 (NIV)

In this episode of Reject the Premise, Jethro and Danny challenge three common misconceptions in educational leadership. They argue that leadership development isn't a luxury but a necessity, emphasizing that top performers in every field invest in coaching and that having a coach demonstrates maturity rather than inadequacy. They reject the notion that leadership must be lonely, encouraging leaders to build supportive communities and connections rather than remaining isolated. Finally, they reframe innovation as a mindset focused on problem definition rather than an expensive, technology-dependent endeavor. Throughout the conversation, they stress that leaders must take ownership of their own development rather than waiting for districts to provide it, and they share practical examples of how constraints can actually fuel creativity and meaningful change in schools.Key Takeaways:Leadership development is not a luxury - it's essential. When you get better as a leader, everybody wins. Top performers across all fields have coaches, and school leaders deserve the same investment.Having a coach is a sign of humility and maturity, not weakness. The best leaders actively seek coaching and development opportunities because they know they haven't reached their full potential yet.Leadership doesn't have to be lonely - loneliness is a choice. Connect with other leaders through masterminds, coaching communities, online groups, or professional networks. Isolation is the number one enemy of excellence.Innovation is a mindset, not a budget item. It starts with clearly defining the problem you're trying to solve, not jumping to solutions. Real innovation often costs nothing but requires creativity, relationship building, and rethinking constraints.Don't wait for your district to develop you. Take ownership of your growth through external conferences, coaching, and learning from industries outside education. The best insights often come from beyond the education bubble.

Welcome to episode #1018 of Thinking With Mitch Joel (formerly Six Pixels of Separation). At a moment when burnout is normalized and productivity is still measured by hours rather than impact, the five-day workweek is starting to look less like a foundation of modern life and more like an outdated design choice. Joe O'Connoris the CEO of Work Time Revolution and one of the world's leading architects of the four-day workweek, having designed and led large-scale pilots across multiple countries, industries and organizational types. His work sits at the intersection of labor economics, organizational culture and performance design, helping companies rethink how work actually gets done in a knowledge-based, AI-accelerated economy. Joe has advised governments, nonprofits and private-sector leaders on how to redesign work in ways that improve employee well-being while maintaining (or increasing) organizational performance, challenging deeply held assumptions about time, output and commitment. His new book, Do More In Four - Why It's Time For A Shorter Workweek (with co-author Jared Lindzon), brings together research, real-world case studies and global experimentation to argue that the five-day workweek is neither inevitable nor optimal. Joe shows how reducing work time can sharpen focus, improve equity and force organizations to confront outdated productivity metrics built for an industrial era. He also examines how AI is accelerating the need for new work models, exposing the inefficiencies of activity-based measurement and pushing leaders to define productivity in terms of outcomes, not presence. Grounded in data yet pragmatic about cultural resistance, Joe's perspective positions the four-day workweek not as an employee concession, but as a competitive advantage for organizations willing to rethink the rules of work before the market forces them to. Enjoy the conversation… Running time: 55:55. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Thinking With Mitch Joel. Feel free to connect to me directly on LinkedIn. Check out ThinkersOne. Here is my conversation with Joe O'Connor. Do More In Four - Why It's Time For A Shorter Workweek. Work Time Revolution. Jared Lindzon. Follow Joe on LinkedIn. Chapters: (00:00) - The Evolution of the Work Week. (02:57) - Rethinking Productivity in the Age of AI. (05:50) - Work-Life Balance: A Modern Dilemma. (09:09) - The Four-Day Work Week: A Societal Aspiration. (12:08) - AI's Impact on Work Structures. (15:03) - Cultural Dynamics in Work Environments. (17:58) - Challenges in Implementing Change. (21:09) - Market Forces and the Future of Work. (29:56) - The Evolution of the Four-Day Work Week. (35:30) - Measuring Productivity in a New Work Model. (42:15) - Cultural Dynamics and Leadership in the Four-Day Work Week. (48:55) - AI's Role in Shaping Future Work Models. (53:22) - Gender Equality and Flexibility in the Workplace.

Happy New Year, friends! Time to Set Your New Year Intention!2026 is here, and with it comes the opportunity to start fresh, walk in purpose, and move toward the life you actually want — not just the one that happens by default.If 2025 left you feeling disappointed, discouraged, or stuck, this episode is for you. I'm sharing the honest pep talk I gave myself as the clock turned. It's a reminder that you don't have to figure everything out — but you do need to decide where you're going, and take daily steps to get there. Let's set your New Year intention here.In this episode, I talk about:How to reframe the disappointments of last yearWhy belief in your own dream is non-negotiableWhat happens when we drift through life instead of decidingA practical daily habit that can help you shift your mindset and build momentumWhether you're a shy introvert, a mom with very little time, or someone rebuilding after loss or transition — you'll find encouragement and clarity here. Time to set your New Year Intention.This year, I'm challenging you (and myself) to stop burying your head in the sand. Let's stop second-guessing our callings because of fear, burnout, or comparison. If God gave you a picture of the life you want, it's not foolish. It's not too big. It's possible. But only if you believe it is.And when doubt creeps in? Because it will. I walk you through one powerful thing you can do each day: Speak what you want to see.Declare it. Pray it. Write it. Say it out loud. God has given us words, faith, and wisdom. Use them.This isn't about hype or hustle — it's about rooted action. About walking into the new year calm, clear, and confident in who God made you to be.I want you to show up boldly, take the next right step, and build what matters — even if you're not sure what the outcome will be. Even if you have to do it afraid.This episode is your reminder: You're not stuck. You're not too late. You're not too much. And it's not a dead end unless you decide to stay there.What are you believing for in 2026? I'd love to hear from you.Email me at thedrivenintrovert@shepThanks for being here! If you'd like to support the show, please visit buymeacoffee.com/remiroy to give a one-time or monthly gift. And if you can't give financially right now? A rating, a review, or simply sharing the show with a friend goes such a long way.Thank you for being here. I see you. I appreciate you.Support the showContact Us Ask a question or leave a comment, visit shepact.com/voicemail Follow me on Instagram at instagram.com/remiroy Email us: thedrivenintrovert@shepact.com Enjoying the podcast? Share the podcast with a friend: shepact.com/TDIPodcast Leave a review: We'd appreciate it if you could WRITE a review for us. Your support and feedback mean a lot to us. Thank you! For the driven introvert, the introvert leader, the lonely introvert, introvert entrepreneurs, the confident Introvert, dreamers, faith driven entrepreneur, passionate leaders and anyone who wants to close the gap between where they are and where they need to be. We discuss Leadership for Introverts, career development for introverts, introvert success, introvert success strategies, networking for the introvert, and other pertinent issues to help you as an introvert grow personally and professionally.

Send us a textThis episode dives straight into the conversation every educator and leader needs right now: How AI is reshaping coaching, leadership, and the way we build an Innovator's Mindset in schools.Becca sits down with George Couros, world-recognized educator and author of The Innovator's Mindset, to unpack how AI can support real human-centered leadership instead of replacing it. Together, they explore how AI can fuel curiosity, deepen critical thinking, and expand teacher and student agency when used with intention.You'll hear George break down:Why innovation is not about technology, but about creating “new and better” ways of learningHow leaders can build ownership by giving real choice and voiceHow AI tools like ChatGPT can save hours of time while strengthening reflection, planning, and connectionWhy discernment is now a core skill for educatorsHow teachers and leaders can model meaningful AI use before bringing it to studentsWhat the rise of AI search means for school leadership, professional learning, and even hiringThis conversation mixes practical AI strategies, mindset shifts, and real talk about the skills educators and students need in a world where information is easy... but wisdom isn't. If you're a coach, teacher leader, or administrator wanting to use AI without losing the human heart of your work, this episode is your new favorite.Check out more about what George is up to on his website!Download the FREE Human BINGO card, here!Start with connection, and everything gets easier from there!Let's Stay Connected!Website | Instagram | Twitter | Linkedin | Facebook | Contact Us

In this episode, David Pivnick, Partner at McGuireWoods LLP, discusses the qualities of effective leadership and thoughtful team building, along with his practical approach to personal investing.

Summary In this episode, Andy talks with Barry Wolfe, author of It's All In Your Head: Why Psychology Doesn't Help Your Workforce Deliver Value - And What Can. Barry is a seasoned HR executive and business leader who has built a reputation as one of the rare "HR guys who actually has a head for business." In this frank and eye-opening conversation, Barry challenges many of the tools and ideas we've come to rely on in leadership and management. Andy and Barry discuss why frameworks like Maslow's hierarchy may be doing more harm than good, how personality assessments can become limiting narratives, and why our obsession with "fit" often backfires. But this isn't just a critique. Barry offers an alternative in the form of Value-Centric Leadership, a model that reframes how we think about work, leadership, and results. You'll learn about tools like The Same Page and the 4C's of leadership that can help you lead with more clarity and purpose. If you're ready to challenge what you think you know about managing people (and want practical tools to lead more effectively), this episode is for you! Sound Bites "Most of the hiring tools we use today are only marginally better than chance." "We act like we're selecting with science, but we're often just rationalizing our preferences." "Maslow never created a pyramid. That was a marketing add-on, not a scientific insight." "Psychology gave us language, but somewhere along the way, it became the product." "What do I want to pay people to do?" becomes "What results do I want to buy from them?" "We pay people to do activities, but it's because we want to buy results." "Nobody buys verbs. People buy nouns." "Maslow had no interest in actually validating his model. He just threw it out there." "If you get married and someone asks, what are you looking for in a spouse? Would you really say the upper left box?" "The guy who created the DISC assessment was also the creator of Wonder Woman." "Given the choice between thinking hard and spending money, most business leaders would rather spend money." "Part of the problem with these tools is you're learning about science through something called marketing." "We've got strategic plans, core values, mission statements. What's missing is being on the same page." Chapters 00:00 Introduction 01:45 Start of Interview 02:00 Barry's Early Career Influences and Business Perspective 06:42 Why Leaders Rely So Heavily on Assessments 09:25 The "Yes, Buts" of Psychological Tools 15:20 What We Get Wrong About Maslow's Hierarchy 19:00 From Paying for Activities to Buying Results 23:30 Connecting Project Work to Real Value 24:00 Introducing The Same Page 28:47 The Most Overlooked Element of Leadership 33:47z Looking Ahead at AI, Automation, and the Future of Work 41:22 End of Interview 42:03 Andy Comments After the Interview 45:19 Outtakes Learn More You can learn more about Barry and his work at ArgosHR.com. For more learning on this topic, check out: Episode 473 with Jeffrey Hull & Margaret Moore. They have rigorously researched what it takes to lead, and I think you'll find their approach and findings to be a nice complement to today's episode. Episode 417 with Mary Crossan and Bill Furlong. They have deeply researched 11 dimensions of character, which has some nice alignment with the 4 C's that Barry talked about. Episode 47 with Henry Mintzberg. If you haven't been with us since the early days, it would be easy to have missed this episode with one of the foremost curmudgeons of management. I think you'll find his insights in episode 47 to be a helpful addition to what Barry talked about in this episode. Help Passing the PMP Exam If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you, too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader—that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Level Up Your AI Skills Join other listeners from around the world who are taking our AI Made Simple course to prepare for an AI-infused future. Just go to ai.PeopleAndProjectsPodcast.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, People Management, Business Psychology, Strategic HR, Hiring, Performance Management, Personality Assessments, Organizational Culture, Project Value, Team Development, Employee Experience, Decision Making The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Energetic Drive Indie Rock by WinnieTheMoog License (CC BY 4.0): https://filmmusic.io/standard-license

The CPG Guys are joined in this episode by Sarah Marzano, Principal Analyst for Retail and Commerce Media at EMarketer, the go-to forecasts, data, and insights provider for marketing, advertising, andcommerce professionals.Follow Sarah on LinkedIn at: https://www.linkedin.com/in/sarahzmarzano/Follow EMarketer on LinkedIn at: https://www.linkedin.com/company/emarketer-inc/Follow EMarketer online at: http://emarketer.comLearn more about Sarah's research report “Retail Media Networks: Trends, Benchmarks, and Leadership in 2025” here: https://www.emarketer.com/content/retail-media-networks-trends-benchmarks-leadership-2025Sarah answers these questions:What led you to develop this new report on retail media networks. What were you hearing in the industry that made you believe this might resonate in terms of thought leadership?Your report highlights *strong strategic conviction but uneven operational maturity* across RMNs. Where do you see the biggest disconnect between ambition and enablement today—and what's driving that gap?Any thoughts on how organizations can choose a model that will drive success?Fewer than half of surveyed RMNs have cross-functional KPIs, and fewer than one-third tie incentives to merchandising teams. What's preventing incentive alignment, and what does “good” look like?Measurement and reporting ranked as *the most pressing challenge* for RMNs—especially proving incrementality. What innovations or methodological shifts do you expect will actually move the industry forward?Survey respondents anticipate future growth from a mix of in-store, onsite, and offsite channels. What formats or surfaces do you see emerging as the *next big accelerators* of RMN revenue?Respondents believe zero-click search and agentic AI will be *the most disruptive forces* shaping retail media over the next three years. How should brands and RMNs prepare for this shift?RMNs say that next year, their top priorities will shift toward *tech modernization, data infrastructure, and off-site media acceleration.* What will separate the networks that actually deliver from those that simply aspire?How do interested professionals learn more about this research report?CPG Guys Website: http://CPGguys.comFMCG Guys Website: http://FMCGguys.comSheCOMMERCE Website: https://shecommercepodcast.com/Rhea Raj's Website: http://rhearaj.comLara Raj in Katseye: https://www.katseye.world/DISCLAIMER: The content in this podcast episode is provided for general informational purposes only. By listening to our episode, you understand that no information contained in this episode should be construed as advice from CPGGUYS, LLC or the individual author, hosts, or guests, nor is it intended to be a substitute for research on any subject matter. Reference to any specific product or entity does not constitute an endorsement or recommendation by CPGGUYS, LLC. The views expressed by guests are their own and their appearance on the program does not imply an endorsement of them or any entity they represent.CPGGUYS LLC expressly disclaims any and all liability or responsibility for any direct, indirect, incidental, special, consequential or other damages arising out of any individual's use of, reference to, or inability to use this podcast or the information we presented in this podcast.

In today's devotional, Dr. Michael A. Youssef clarifies that every believer has a part to play in raising up the next generation for Christ.This devotional is adapted from MY Journal, Leading The Way's monthly devotional magazine. Sign up now for a free six-month subscription to MY Journal—Dr. Youssef's gift to you.If you would like more insight into today's devotional topic, watch Dr. Michael A. Youssef's sermon series Embracing Your Mission for the Future: WATCH NOW

When neuroscientist Madeline Lancaster was a brand new postdoc, she accidentally used an expired protein gel in a lab experiment and noticed something weird. The stem cells she was trying to grow in a dish were self-assembling. The result? Madeline was the first person ever to grow what she called a “cerebral organoid,” a tiny, 3D version of a human brain the size of a peppercorn.In about a decade, these mini human brain balls were everywhere. They were revealing bombshell secrets about how our brains develop in the womb, helping treat advanced cancer patients, being implanted into animals, even playing the video game Pong. But what are they? Are these brain balls capable of sensing, feeling, learning, being? Are they tiny, trapped humans? And if they were, how would we know?Special thanks to Lynn Levy, Jason Yamada-Hanff, David Fajgenbaum, Andrew Verstein, Anne Hamilton, Christopher Mason, Madeline Mason-Mariarty, the team at the Boston Museum of Science, and Howard Fine, Stefano Cirigliano, and the team at Weill-Cornell. EPISODE CREDITS: Reported by - Latif Nasserwith help from - Mona MadgavkarProduced by - Annie McEwen, Mona Madgavkar, and Pat Walterswith mixing help from - Jeremy BloomFact-checking by - Natalie Middleton and Rebecca Randand Edited by  - Alex Neason and Pat WaltersEPISODE CITATIONS:Videos - “Growing Mini Brains to Discover What Makes Us Human,” Madeline Lancaster's TEDxCERN Talk, Nov 2015 (https://zpr.io/6WP7xfA27auR)Brain cells playing Pong (https://zpr.io/pqgSqguJeAPK)Reuters report on CL1 computer launch in March 2025 (https://zpr.io/cdMf8Yjvayyd) Articles - Madeline Lancaster: The accidental organoid – mini-brains as models for human brain development (https://zpr.io/nnwFwUwnm2p6), MRC Laboratory of Molecular Biology What We Can Learn From Brain Organoids (https://zpr.io/frUfsg4pxKsb), by Carl Zimmer. NYT, November 6, 2025Ethical Issues Related to Brain Organoid Research (https://zpr.io/qyiATHEhdnSa), by Insoo Hyun et al, Brain Research, 2020 Brain organoids get cancer, too, opening a new frontier in personalized medicine (https://zpr.io/nqMCQ) STAT Profile of Howard Fine and his lab's glioblastoma research at Weill Cornell Medical Center: By re-creating neural pathway in dish, Stanford Medicine research may speed pain treatment (https://zpr.io/UnegZeQZfqn2) Stanford Medicine profile of Sergiu Pasca's research on pain in organoids A brief history of organoids (https://zpr.io/waSbUCSrL9va) by Corrò et al, American Journal of Physiology - Cell Physiology, Books - Carl Zimmer Life's Edge: The Search for What it Means to be Alive (https://carlzimmer.com/books/lifes-edge/)Sign up for our newsletter!! It includes short essays, recommendations, and details about other ways to interact with the show. Signup (https://radiolab.org/newsletter)!Radiolab is supported by listeners like you. Support Radiolab by becoming a member of The Lab (https://members.radiolab.org/) today.Follow our show on Instagram, Twitter and Facebook @radiolab, and share your thoughts with us by emailing radiolab@wnyc.org.Leadership support for Radiolab's science programming is provided by the Simons Foundation and the John Templeton Foundation. Foundational support for Radiolab was provided by the Alfred P. Sloan Foundation.

Growing up in a frugal immigrant household, Ramit Sethi developed a scarcity-driven mindset and deep anxiety around money. After losing an investment in the stock market and studying both finance and psychology, he realized that most traditional financial advice ignores human behavior. Determined to break free from scarcity thinking, he rebuilt his relationship with money and began using it as a tool to design his own “rich life.” In this episode, Ramit shares how to rewire your money mindset, build wealth, and live a rich life. In this episode, Hala and Ramit will discuss: (00:00) Introduction (02:19) His Background and Early Money Lessons (09:39) Starting a Finance Blog in College (15:25) What a “Rich Life” Really Means (19:55) Money Psychology and Invisible Scripts (24:33) Money Communication in Relationships (29:27) The Conscious Spending Plan Framework (42:08) Money Dials: Spending on What You Love (48:29) Building Wealth and Finding Your Dream Job (56:04) Saving Smarter and Earning More Ramit Sethi is a New York Times bestselling author of I Will Teach You to Be Rich and the host of Netflix's How to Get Rich. He has spent over 20 years teaching millions how to master personal finance, investing, and conscious spending. Ramit also hosts a finance podcast, Money for Couples, where he breaks down real-life money decisions through psychology-based frameworks. His work focuses on helping people design rich lives on their own terms. Sponsored By: Indeed - Get a $75 sponsored job credit to boost your job's visibility at Indeed.com/PROFITING  Shopify - Start your $1/month trial at Shopify.com/profiting.  Spectrum Business - Visit Spectrum.com/FreeForLife to learn how you can get Business Internet Free Forever. Northwest Registered Agent - Build your brand and get your complete business identity in just 10 clicks and 10 minutes at northwestregisteredagent.com/paidyap Framer - Publish beautiful and production-ready websites. Go to Framer.com/profiting and get 30% off their Framer Pro annual plan. Intuit QuickBooks - Start the new year strong and take control of your cash flow at QuickBooks.com/money  Quo - Run your business communications the smart way. Try Quo for free, plus get 20% off your first 6 months when you go to quo.com/profiting   Working Genius - Take the Working Genius assessment and discover your natural gifts and thrive at work. Go to workinggenius.com and get 20% off with code PROFITING Resources Mentioned: Ramit's Book, I Will Teach You to Be Rich: bit.ly/IWTYTBR  Ramit's Podcast, Money for Couples: bit.ly/MFC-apple  Ramit's Show, How to Get Rich: iwt.com/netflix  Ramit's Website: iwillteachyoutoberich.com  Ramit's Instagram: instagram.com/ramit Ramit's LinkedIn: linkedin.com/in/ramitsethi Active Deals - youngandprofiting.com/deals  Key YAP Links Reviews - ratethispodcast.com/yap YouTube - youtube.com/c/YoungandProfiting Newsletter - youngandprofiting.co/newsletter  LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ Social + Podcast Services: yapmedia.com Transcripts - youngandprofiting.com/episodes-new  Entrepreneurship, Entrepreneurship Podcast, Business, Business Podcast, Self Improvement, Self-Improvement, Personal Development, Starting a Business, Strategy, Investing, Sales, Selling, Psychology, Productivity, Entrepreneurs, AI, Artificial Intelligence, Technology, Marketing, Negotiation, Money, Finance, Side Hustle, Startup, Mental Health, Career, Leadership, Mindset, Health, Growth Mindset, Scalability, Risk Management, Financial Planning, Business Coaching

- AI Coding Revolution and Its Implications (0:10) - AI Coding vs. Human Coding (2:54) - AI's Role in Business and Job Transformations (4:35) - BrighteLearn.ai and AI's Continuous Improvement (5:51) - AI's Capabilities and Future Projections (7:37) - Health and Technology Integration (15:09) - The Role of Censorship and Depopulation (30:16) - The Financial Reset and Its Implications (56:36) - Preparation for Financial Chaos (1:18:10) - The Role of AI in Future Preparedness (1:21:47) - AI Integration and Initial Setup (1:25:28) - AI Tools and Recent Developments (1:29:46) - Differences Between AI Models (1:33:59) - AI's Role in Technological Advancements (1:43:06) - AI in Content Creation and Planning (1:48:56) - AI in Video and Music Production (1:56:34) - AI's Impact on Society and the Future (2:32:50) - AI's Role in Decentralization and Freedom (2:33:03) - AI's Potential for Creating AI Avatars (2:34:15) - AI's Role in Technological Competition (2:35:10) - Challenges with Current AI Models and Bias (2:38:42) - China's Leadership in AI and Censorship (2:41:41) - Customizing Chatbots and Medical Tourism (2:43:00) - Jailbreak Techniques and Health Solutions (2:45:18) - Technocracy Atlas and Epstein Data (2:47:32) - Commitment to Open Source and Decentralized Knowledge (2:49:27) - Health Ranger Store New Year's Sale (2:51:49) For more updates, visit: http://www.brighteon.com/channel/hrreport  NaturalNews videos would not be possible without you, as always we remain passionately dedicated to our mission of educating people all over the world on the subject of natural healing remedies and personal liberty (food freedom, medical freedom, the freedom of speech, etc.). Together, we're helping create a better world, with more honest food labeling, reduced chemical contamination, the avoidance of toxic heavy metals and vastly increased scientific transparency. ▶️ Every dollar you spend at the Health Ranger Store goes toward helping us achieve important science and content goals for humanity: https://www.healthrangerstore.com/ ▶️ Sign Up For Our Newsletter: https://www.naturalnews.com/Readerregistration.html ▶️ Brighteon: https://www.brighteon.com/channels/hrreport ▶️ Join Our Social Network: https://brighteon.social/@HealthRanger ▶️ Check In Stock Products at: https://PrepWithMike.com

The content gods have blessed this Friday episode with a piece of news that Andy has called "maybe my favorite thing that's ever happened on the PGA Tour." Vijay Singh, a 62-year-old who did not finish in the Top 20 of the Schwab Cup standings on last year's Champions Tour, has decided to use his career money list exemption for full status for 2026 on the PGA Tour! Brendan and Andy do a bit of a deep dive into Vijay's recent PGA Tour results and Andy applauds him for using this exemption despite calls for scarcity and cuts from the top of the new Tour food chain. Andy even goes as far as to say that he will still be in high spirits if the Bears lose on Saturday because he knows Vijay will tee it up at the Sony next week! In other PGA Tour field news, Scottie Scheffler has committed to the AmEx and WM Phoenix Open, marking the first starts of his 2026 season. With no Sentry, the AmEx has a much better field than in recent years, but Scottie will still likely be three-to-one or less to win the event. Brendan then segues to the biggest news of this week: Derek Sprague's departure from the PGA of America. Sprague stepped down as CEO, leaving an opening in the PGA of America's leadership that could really only be filled by one man. Is this Don's path to permanent relevancy? We'll have to just wait and see. There is also a VERY important Nico Minute in this episode, as a new sponsor has stepped up for a podcast favorite this year. The back half of this episode contains the yearly Over-Under segment, with Brendan, Andy, and PJ making predictions for the rest of the year. Will the major scoring record be broken? How many wins for Rory and Scottie? Can Cameron Young finish in the OWGR Top 10? Will the Bears beat the Packers twice in this calendar year? Listen to find out! Join us in Chicagoland for an SGS Live Show on Thursday, February 12! We'll be hanging out at SPACE in Evanston, Illinois for a night of Q&A, Champs Tour Minute, and plenty of Bears chatter. General public tickets are on sale at 10 am CT on Friday, January 9. Check out ⁠https://www.ticketweb.com/event/the-shotgun-start-space-tickets/14054084?pl=space⁠ for more details.

Leadership burnout isn't just about workload — it's about the internal state you lead from.This episode explores why tension leaks into teams, how calm builds trust, and how identity-level alignment creates sustainable authority without tightening.If you're a high-capacity leader who feels capable yet quietly depleted, this episode puts language to what your system already knows.Many leaders assume exhaustion comes from long hours, decision fatigue, or the weight of responsibility. But often, the deeper cost comes from how leadership is carried internally. When vigilance becomes your default state, it shapes your presence, your decisions, and the nervous systems of the people around you — whether you intend it to or not.In this episode of The Recalibration, Julie Holly explores how leadership doesn't begin with strategy or execution. It begins with state. Drawing from nervous system science, psychology, and lived leadership examples, she shows how calm communicates safety, how tension communicates urgency, and why teams respond to your internal posture before they register your words.You'll hear why:Leadership fatigue is often less about doing too much and more about carrying responsibility from tensionNervous systems read posture, voice, and presence in millisecondsCalm increases trust, clarity, and follow-throughRegulation restores energy without disengagementJulie references the steady leadership of Rosalind Brewer, whose calm authority in high-pressure environments demonstrates that effectiveness does not require hardening. The episode also draws on insights from Vanessa Van Edwards on nonverbal communication and Linnea Passaler, whose work helps leaders understand how nervous systems continuously orient to one another.Discover why:Tension is often adaptive — not evidence of failureFragmentation is inefficient, even when it's rewardedPeace sharpens execution rather than slowing it downYou don't have to leave yourself behind to lead wellToday's Micro RecalibrationBefore your next interaction, pause and ask:“What state am I bringing into this room?”Team RecalibrationWhere do we unintentionally reward constant readiness — and confuse it with leadership — and what does that cost trust and clarity over time?Explore Identity-Level Recalibration→ Join the next Friday Recalibration Live experience → Take your listening deeper! Subscribe to The Weekly Recalibration Companion to receive reflections and extensions to each week's podcast episodes. → Follow Julie Holly on LinkedIn for more recalibration insights → Schedule a conversation with Julie to see if The Recalibration is a fit for you → Download the Misalignment Audit → Subscribe to the weekly newsletter → Books to read (Tidy categories on Amazon- I've read/listened to each recommended title.) → One link to all things

You've been graced with 12 pristine months, fresh and available for you to shape into your highest destiny. I know—and trust—you'll apply your genius well, as the months ahead unfold. I encourage you to take some time today to implement this powerful journalling exercise today, so you handcraft a year of exceptional creativity, productivity, prosperity and service to society.My team has just opened access to my completely new and very helpful online program The Amazing Day Blueprint. It's designed with one strong focus: to help you consistently build great days in 2026, that turn into the single greatest year of your life. Here are all of the details.FOLLOW ROBIN SHARMA:InstagramFacebookXYouTube

For 50 years, Bob Chapman was CEO of Barry-Wehmiller until his retirement in 2025. Bob's approach to organizational culture is unique and inspiring. He believes the workplace should be a source of dignity that enables every team member to flourish. This approach is the subject of Bob's book “Everybody Matters: The Extraordinary Power of Treating Your People Like Family” and the ethos behind Barry-Wehmiller's success. In this interview, Bob and host Don MacPherson discuss what it looks like to have leaders throughout an organization care for their people like members of their own family. They discuss the advantages of creating a culture where people are willing to sacrifice for one another and how to create that culture throughout a multinational organization with thousands of team members. The interview continues with a conversation about managing poor performance, surviving economic downturns, and Bob shares his thoughts on the ways he believes artificial intelligence will change and enhance organizations around the world. Recently recognized as a 2025 Top 50 Leadership and Management Expert by Inc., Bob Chapman became the senior executive of Barry-Wehmiller in 1975 at age 30 - a position he held until 2025. In 2022, Chapman was named the Tharseō CEO of the Year by the Society for Human Resource Management (SHRM). He's been ranked as the #3 CEO in the world in an Inc. article, and a Top 10 Social Capital CEO by International Business Times.

Introduction In this Deep Dive episode, we dive into PwC's latest AI Business Predictions — a roadmap offering insight into how companies can harness artificial intelligence not just for efficiency, but as a strategic lever to reshape operations, workforce, and long-term growth. We explore why “AI adoption” is now about more than technology: it's about vision, leadership, and rethinking what work and human potential look like in a rapidly shifting landscape. Key Insights from PwC AI success is as much about vision as about adoption According to PwC, what separates companies that succeed with AI from those that merely dabble is leadership clarity and strategic alignment. Firms that view AI as central to their business model — rather than as an add-on — are more likely to reap measurable gains.  AI agents can meaningfully expand capacity — even double workforce impact One bold prediction: with AI agents and automation, a smaller human team can produce work at a scale that might resemble having a much larger workforce — without proportionally increasing staff size. For private firms especially, this means you can “leapfrog” traditional growth limitations.  From pilots to scale: real ROI is emerging — but requires discipline While many organizations experimented with AI in 2023–2024, PwC argues that 2025 and 2026 are about turning experiments into engines of growth. The companies that succeed are those that pick strategic high-impact areas, double down, and avoid spreading efforts too thin.  Workforce composition will shift — rise of the “AI-generalist” As AI agents take over more routine, data-heavy or repetitive tasks, human roles will trend toward design, oversight, strategy, and creative judgment. The “AI-generalist” — someone who can bridge human judgment, organizational culture, and AI tools — will become increasingly valuable.  Responsible AI, governance, and sustainability are non-negotiables PwC insists that success with AI isn't just about technology rollout; it's also about embedding ethical governance, sustainability, and data integrity. Organizations that treat AI as a core piece of long-term strategy — not a flashy add-on — will be the ones that unlock lasting value.  What This Means for Leaders, Culture & Burnout (Especially for Humans, Not Just AI) Opportunity to reimagine roles — more meaning, less drudgery As AI takes over repetitive, transactional work, human roles can shift toward creativity, strategy, mentorship, emotional intelligence, and leadership. That aligns with your mission around workplace culture and “Burnout-Proof” leadership: this could reduce burnout if implemented thoughtfully. Culture becomes the strategic differentiator As more companies adopt similar AI tools, organizational vision, values, psychological safety, and human connection may become the real competitive edge. Leaders who “get culture right” will be ahead — not because of tech, but because of people. Upskilling, transparency and trust are essential With AI in the mix, employees need clarity, training, and trust. Mismanaged adoption could lead to fear, resistance, or misalignment. Leaders must shepherd not just technology, but human transition. AI-driven efficiency must be balanced with empathy and human-centered leadership The automation and “workforce multiplier” potential is seductive — but if leaders lose sight of human needs, purpose, and wellbeing, there's a risk of burnout, disengagement, or erosion of cultural integrity. For small & private companies: a chance to leapfrog giants — but only with clarity and discipline Smaller firms often lack the resources of large enterprises, but according to PwC, those constraints may shrink when AI is used strategically. For mission-driven companies (like yours), this creates an opportunity to scale impact — provided leadership stays grounded in purpose and values. Why This Topic Matters for the Breakfast Leadership Network & Our Audience Given your work in leadership development, burnout prevention, workplace culture, and coaching — PwC's predictions offer a crucial lens. It's no longer optional for organizations to ignore AI. The question isn't “Will we use AI?” but “How will we use AI — and who do we become in the process?” For founders, people-leaders, HR strategists: this is a call to be intentional. To lead with vision, grounded in human values. To design workplaces that thrive in the AI era — not suffer. Questions for Reflection  What parts of your organization's workflow could be transformed by AI — and what human strengths should those tools free up rather than replace? How might embracing AI shift your organizational culture and the expectations for leaders? What ethical, psychological, or human-impact considerations must you address before “going all in” on AI? As a leader, how will you ensure the “AI-generalists” — employees blending tech fluency with empathy, creativity, and human judgment — are cultivated and supported? How do you prevent burnout and disconnection while dramatically increasing capacity and output via AI? Learn more at https://BreakfastLeadership.com/blog Research:  https://www.pwc.com/us/en/tech-effect/ai-analytics/ai-predictions.html    

Simple Faith: Faith in Five with Rusty George is a daily podcast designed to refocus your heart on Jesus—one moment at a time. In just five minutes a day, Rusty explores who Jesus is, why He matters, and how simple faith can transform everyday life. Whether you're new to faith or have followed Jesus for years, these short, meaningful episodes offer clarity, encouragement, and truth you can carry with you all day. Simple. Honest. Centered on Christ.

Walk-In Talk Media kicks off 2026 in-studio with Chef Michael Collantes, chef-owner of Soseki Orlando, a one-Michelin-star restaurant that has earned and retained its star. This conversation goes past accolades and into what it takes to sustain excellence, build teams across multiple concepts, and keep your life intact while doing it. We also introduce a new recurring chapter, Chef Mike officially joins the Walk-In Talk Media family as a recurring collaborator. Later in the episode, you will hear from Frederic Casagrande with The Live Fire Report, expanding WITM coverage of international barbecue and live fire culture. In-studio cook Japanese fluke (hirame) breakdown and two mirrored dishes Kombu-jime cure, crispy potato technique, and a truffle-forward direction "Mottainai" mindset, using bones and trim instead of wasting Key topics What consistency really means when you are being judged in silence Leadership when you scale from one room to multiple restaurants Burnout, rebuilding, and the role of faith, family, and identity Art vs business in hospitality, and why community and storytelling matter Why pressure can build greatness, but cannot destroy the person Notable moments Chef Mike's path from early jobs to Wolfgang Puck to Michelin-level kitchens Soseki as "foundation", and how standards get set and protected Why storytelling and community building are now essential for restaurants Featured segment Frederic Casagrande introduces The Live Fire Report, a WITM segment focused on global live fire, competition culture, and the people shaping it. Connect with Chef Mike Website: MikeCollantes.com Instagram: @ChefMikeCollantes TikTok: @ChefFlipMike Episode takeaways Consistency is a system, not a mood. Great once is easy, great every night is leadership and process. Scaling demands trust. The bigger the operation, the less "hands-on control" matters, and the more people and standards matter. Burnout is real, and rebuilding is possible. The conversation highlights how identity, faith, and family can reframe success. Storytelling is a competitive advantage. Food can be incredible, but community and meaning are what keep people coming back. Pressure can build diamonds, but health is non-negotiable. Excellence is the goal, self-destruction is not. Walk-In Talk Media Brand Partners Metro Foodservice Solutions https://www.metro.com RAK Porcelain USA https://www.rakporcelain.com Aussie Select https://aussieselect.com Crab Island Seafood Company https://crabislandseafooddip.com Pass the Honey https://freshhoneycomb.com Citrus America https://citrusamerica.com Walk-In Talk Media Cause & Nonprofit Partners The Burnt Chef Project https://www.theburntchefproject.com Operation BBQ Relief https://operationbbqrelief.org Hogs for the Cause https://hogsforthecause.org Sustainable Supperclub https://www.sustainablesupperclub.org Walk-In Talk Media Industry & Event Partners Restaurant Events LLC https://www.restaurantevents.com U.S. Culinary Open https://www.usculinaryopen.com

One year on from the catastrophic LA wildfires, journalist, author, and MSNBC correspondent Jacob Soboroff joins Rapid Response to examine what the fires reveal about America's growing age of disaster. Drawing from his new book Firestorm, Soboroff shares hard lessons from the aftermath, exposing systemic failures, unlikely heroics, and what today's recovery efforts tell us about how the U.S. will respond to the next crisis.Visit the Rapid Response website here: https://www.rapidresponseshow.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On this Friday edition of WHAT THE TRUCK?!?, host Malcolm Harris breaks down the biggest stories shaping freight right now — from layoffs and carrier consolidation to aggressive DOT enforcement and tightening compliance standards — before diving into two powerhouse conversations that deliver a true blueprint for brokerage success. First up: Malcolm is joined by Trent Tulloh, CEO & Founder of Forever Freight Broker, for a no-nonsense discussion on: Why relationships (not AI) are the future of brokerage How to build trust with carriers and shippers Training brokers the right way Why paying carriers fairly drives long-term growth What new brokers are getting wrong — and how to fix it Then Malcolm sits down in-studio with Seth Shaver, EVP of Sales at Steam Logistics, for a candid conversation on: Grit, resilience, and longevity in freight sales Building winning teams and culture in tough markets Leadership lessons from scaling through multiple market cycles What young brokers must understand to survive and thrive This episode is packed with real talk, practical insight, and hard-earned lessons from leaders who've lived the freight grind — not just talked about it. ⁠Watch on YouTube⁠ ⁠Subscribe to the WTT newsletter⁠ ⁠Apple Podcasts⁠ ⁠Spotify⁠ ⁠More FreightWaves Podcasts⁠ #WHATTHETRUCK #FreightNews #supplychain Learn more about your ad choices. Visit megaphone.fm/adchoices

Leadership clarity for Christian women who want to lead intentionally and align with God's plan Hi Sis! Leadership often requires making decisions that affect others — and when clarity feels uncertain, that responsibility can feel heavy. In this episode of Confident Christian Influence, we talk about how Christian women in leadership can make decisions with wisdom and discernment while staying aligned with God's plan. If you've ever felt pressure to decide quickly, struggled with second-guessing, or felt unsettled even when doing the “right things,” this conversation is for you. You'll learn why clarity doesn't come from urgency, how discernment differs from pressure, and what it looks like to lead intentionally without losing peace. In This Episode, We Discuss: Why leadership decisions feel heavier when clarity is missing The difference between pressure-driven decisions and discernment How wisdom and discernment bring leadership clarity Why strong leaders still need space to process decisions How to lead well without rushing ahead of God's plan Practical ways to slow down and make confident, peace-filled decisions Key Takeaway: Feeling uncertain doesn't mean you're failing as a leader. Often, it's an invitation to pause, realign, and lead from wisdom instead of pressure. Leadership clarity grows when decisions are rooted in discernment, not urgency. This Episode Is Especially for You If: You carry responsibility and others depend on your decisions You want to lead with confidence without becoming hard or controlling You're tired of second-guessing your leadership choices You desire to lead intentionally and stay aligned with God's plan You want peace in your decision-making, not pressure.  

In this episode of Perpetual mOetion, Dr. mOe Anderson speaks with leadership consultant Michael DeLisser about the critical aspects of effective leadership, including the importance of communication skills, the dangers of multitasking, and the need for self-awareness. They discuss strategies for conducting effective meetings, the significance of pre-work, and the impact of gender diversity in leadership roles. Michael also shares insights from his book, Leadership Accelerators, which emphasizes emotional intelligence and the development of strong communication skills for leaders. Quote of the Day: "Diverse teams outperform homogenous teams." Takeaways 1. Leaders often lack training in communication skills. 2. Multitasking can damage our ability to focus and learn. 3. Effective meetings require purpose and preparation. 4. Self-awareness is crucial for leadership effectiveness. 5. Emotional intelligence is more important than IQ in leadership. 6. Leadership development is an ongoing process. Chapters 00:00 Introduction to Leadership Challenges 00:59 The Roots of Leadership Coaching 01:58 Communication Skills and Leadership 04:01 The Dangers of Multitasking 08:22 Effective Meeting Management 11:52 Pre-Work and Meeting Preparation 15:34 Self-Awareness in Leadership 17:54 Coaching Team Members Effectively 20:09 The Importance of Gender Diversity in Leadership   To learn more and connect with Michael online  website at https://www.delisserconsulting.com/.   Would you like to be a guest on this podcast? Join Podmatch and get access to this show and 1000's of other podcast hosts looking for guests to interview. https://www.joinpodmatch.com/perpetualmoetionwdrmoeanderson  Learn more about Dr. mOe's services and books on her website at www.drmOeAnderson.com.  Follow her on social media!  @drmOeanderson Elevate your public speaking skills with 1x1 or online Public Speaking Coaching (https://drmoeanderson.com/coaching/) Feature your business on this award-winning podcast or book Dr. mOe for a speaking engagement! Contact her today! info@drmoeanderson.com Please support this indie, woman-owned, small business providing free educational and inspirational content. Use one of these secure, fee-free ways to support the production and distribution of this award-winning show:  1. Buy Me a Coffee: https://buymeacoffee.com/drmoeandu 2. CashApp: $drmoeanderson 3. Venmo: @drmoeanderson          

“Send Coach John a message”Going back to back with a message to share with you today. It's coming again from Mark Hickie (@MPHickie) where he shares this thought with us: “You're blessed with the opportunity to control what you bring to your environment daily! Bring your own joy today!”  The message from Mark is helped by Inky Johnson (@inkyjohnson) and his message about bringing your own joy can be connected with HERE. It's amazing how fired up I get when connecting with things & people like this. They speak right to my soul. Looking back in my life, it's becoming clear to me that I've always had this knack for connecting with people and things that helped to light a spark in me. Even during dark times, I always find myself gravitating towards things and people like Inky and Mark. In today's world my friends and for what seems to be getting crazier every day - we need to find ways to not only keep our joy, but to keep bringing it every single day! Join me in committing to finding things every day to keep adding that spark into your life and into your heart. Then go and try and live by those things as well. Don't let the world snuff out that spark of your joy!!  Thanks for listening.  Please take a few moments to subscribe & share this with someone, also leave a 5 Star rating on Apple Podcasts and ITunes or other services where you find this show.  Find me on Facebook:  https://www.facebook.com/coachtoexpectsuccess/   on Twitter / “X”:  @coachtosuccess   and on Instagram at:  @coachjohndaly  - My YouTube Channel is at: Coach John Daly.   Email me at: CoachJohnDalyPodcast@gmail.com     You can also head on over to https://www.coachtoexpectsuccess.com/ and get in touch with me there on my homepage along with checking out my Top Book list too.  Other things there on my site are being worked on too.  Please let me know that you are reaching out to me from my podcast.  ** I would appreciate anyone to try clicking on the top of the show notes where it says "Send us a text" to leave a few thoughts / comments / questions.  It's a new feature that I'd like to see how it works. ** 

Leadership isn't about position, title, or authority—it's about who you are on the inside and how you show up every day for the people who depend on you. In this episode, I sit down with Brent Pohlman, bestselling author of Leaders Look Within and the upcoming book Leading with Zest, for a powerful conversation about values-based leadership, faith, health, and having the courage to lead from the heart.   Brent shares lessons from 31 years of marriage, raising a faith-centered family, and building a thriving workplace culture rooted in people-first leadership. We dive into why leaders must define a strong "why," how physical health fuels emotional and relational leadership, and how to have hard, triggering conversations without destroying morale—at work or at home. If you're a husband, father, or man who wants to lead with clarity, conviction, and integrity, this episode will challenge you in the best way.     Timeline Summary [0:00] Why leadership applies to every man—especially husbands and fathers. [2:07] Introducing Brent Pohlman and his leadership philosophy. [2:29] 31 years of marriage and building a faith-centered family. [2:53] Brent's son serving communion to Pope Francis and the power of faith legacy. [3:20] Leading from the inside out instead of ego. [3:45] Why leaders must define a strong, unshakable "why." [4:43] Marriage, faith, and learning each other after decades together. [6:16] Converting to Catholicism and claiming faith as your own. [7:26] Reactive leadership versus values-based leadership. [9:07] Faith moments that shape identity and conviction. [11:01] Why leaders must look inward to understand values and motivation. [12:16] Second-generation leadership and stepping into your own identity. [14:28] Defining a personal leadership "why" that doesn't change weekly. [15:26] The importance of physical health for leadership readiness. [16:03] Daily workouts, awareness, and being prepared for pressure. [18:08] Being fully present with your wife and kids. [19:30] Leading at home the same way you lead at work. [20:17] Developing people instead of managing them. [21:03] Coaching versus training in leadership development. [22:49] How direct conversations prevent cultural breakdown. [23:59] Calling people forward without damaging morale. [26:02] Fighting to be effective instead of fighting to be right. [27:11] The power of using someone's name in hard conversations. [30:03] Why people just want to be heard. [33:06] Avoiding reactive cultures and emotional time bombs. [35:08] Asking "What do you really want?" in conflict resolution. [37:15] Introducing Brent's upcoming book Leading with Zest. [38:41] People, process, and technology—in that order. [39:10] Protecting imagination and creativity in a tech-driven world. [42:16] Putting faith into action through workplace culture. [45:09] Where to find Brent, his books, and daily reflections.     Five Key Takeaways Leadership starts on the inside. You must know your values, faith, and motivations before you can lead others well. A strong "why" stabilizes leadership. Without it, leaders become reactive and inconsistent. Physical health fuels leadership presence. Energy, discipline, and consistency matter in how you show up. Coaching builds leaders; training builds skills. Growth happens through direct, caring conversations. People-first leadership creates thriving cultures—at work, at home, and in communities.     Links & Resources MicroFactor (1st Phorm): https://1stphorm.com/products/micro-factor/?a_aid=dadedge Level-1 Protein (1st Phorm): https://1stphorm.com/products/level-1/?a_aid=dadedge Brent Pohlman — Leaders Look Within: https://a.co/d/aIPZqXo Brent Pohlman — Leading with Zest: https://a.co/d/78BUngL Brent Pohlman Website: https://ceoofyourheart.com Episode Show Notes & Resources: https://thedadedge.com/1424   Closing Remark If this episode challenged you to lead with more intention, health, and heart, please rate, review, follow, and share the podcast. Leadership isn't about perfection—it's about showing up aligned, grounded, and willing to grow.

A chief officer is infuriated by the behavior of his egomaniacal CEO. With his coach, he explores how to be a healthy leader while reporting to a boss he doesn't respect.Core concepts in this episode:Egomaniacs rattle our sense of self.They will not change.Worrying does not help.Be accountable for how you show up. Manage yourself.Don't take anything personally. They're just a piece on a chess board.Ask yourself: “Am I seeing this person clearly?” Don't allow emotions to drive your actions.Ask yourself: “How do I want to show up?” You have choice about what you prioritize and how you react in the workplace.Resources mentioned in this episode:Crucial Conversations provides scripts and thoughts that will help you manage yourself when dealing with difficult people. Tom and host Dave Stachowiak discussed “How to Handle a Boss Who's a Jerk” on this episode of Coaching for Leaders. Great tools if you have a challenging boss.Before sharing your reactions in the workplace, consider the politics around you. These two episodes will get you “Leading with Political Savvy” Parts 1 and 2.  Each month, there are additional tools in our monthly email. If you'd like to explore Private Coaching, reach out to Tom. tom@essentialcomm.com.This episode is tagged in three categories in our podcast library:Managing YourselfLeadershipPerception – How You Perceive OthersRELATED EPISODES239- 5 Strategies for Dealing with Narcissists189 - “Don't Take Anything Personally”245- Giving Upward Feedback114- Gravitas133- The Narcissist ExecutiveThank you, thank you, thank you for your reviews!Wishing you a year of growth and development! From The Look & Sound of Leadership team, thank you so much for listening. 

Discover the limitless potential of The Healthy Mindset Application (App) with our exclusive Application Assess, Educate, Coach approach. Begin your journey of personal transformation through The Healthy Mindset App Podcast, featuring meditations, breathing exercises, and invaluable coaching insights. Our methodologies cultivate a growth mindset, empowering you to adopt self-coaching practices while engaging in mindfulness and resilience building. Delve into personalized 1-on-1 coaching sessions with Mike Hartman through The Healthy Mindset Coaching On Demand, focusing on goal setting and confidence enhancement. Each participant receives a tailored Audio MP3 Debriefing based on their assessment, ensuring personalized guidance every step of the way. For inquiries about 1:1 coaching or speaking engagements, please email Mike@Hartman.AcademyBook A Session https://calendly.com/coachingondemand/performancemindsetcoaching?month=2024-05Healthy Mindset For Athletes & Workplace Athletes Workbook https://www.amazon.com/Healthy-Mindset-Athletes-Workplace-Everything-ebook/dp/B0B55CFSCJ

In this episode, Annie Yatch, Founder of North Star Leadership, shares how she helps founders and executives transform trauma driven survival patterns into clear, centered, and effective leadership. She discusses purpose driven leadership, nervous system regulation, and the skills leaders need to build thriving businesses without sacrificing health or relationships.

Second half of the kickoff 2026 double header!!!!  Joined on this episode by the one and only James Nisbet, and it promises to be a doozy! We plan to discuss getting beyond the pre-connect. The purpose of the first line. Supporting search as the engine. The purpose of system based actions as the engine company (don't know what this means but it's provocative) Of course all of our plans as is always the case, will be derailed by the wonderful questions from the audience as we dive down rabbit trails and chase squirrels!  

What To Do With a Frustrating Employee In Your Clinic In this episode, Doc Danny breaks down one of the hardest parts of owning a clinic: dealing with a talented but frustrating employee. You know the type. Great with patients, solid outcomes, but sloppy with systems, notes, and follow through. Danny walks through the three real options you have, why "letting it slide" destroys culture, and how to use a performance improvement plan to either turn things around or coach someone out. In This Episode, You'll Learn: The classic pattern of the friendly, high-output clinician who struggles with systems Why tolerating mediocrity from one person lowers the standard for your entire team The three options you have with a frustrating employee (and the one most owners avoid) How to build and run a simple, effective performance improvement plan (PIP) Why leadership and standards matter more than any one hire How "coaching people out" protects your culture and your A-players Questions to ask yourself about your onboarding, training, and systems Claire: Get Your Attention Back on Patients Danny opens with a reminder of how fast documentation can pull your attention away from patients. As PTs, we pride ourselves on building rapport and relationships, but it is hard to do that when you spend half the session staring at a laptop. Claire, the AI scribe built specifically for physical therapists, lets you give patients 100% of your attention while it writes your notes for you. No more "split attention" between EMR and patient Better engagement and outcomes because you are actually present Notes drafted for you based on the session so you can review and finalize Try Claire free for 7 days: https://meetclaire.ai The Talented but Frustrating Employee Danny describes a very familiar pattern in service businesses. You hire someone you like. They are a good culture fit. Patients love them. Outcomes are strong. But behind the scenes, they: Drag their feet on notes and documentation Ignore or half-follow systems and processes Show up a little late, miss small details, or respond slowly to emails and Slack They are not a disaster. They are not a clear liability. But they are not meeting the standard either. That gray area is exactly where most owners get stuck. First, Own Your Part as the Owner Before you blame the employee, Danny challenges you to look in the mirror. Have you: Actually trained them on your EMR, project management tools, and communication systems? Explained why those systems matter (data, tracking, meetings, outcomes, marketing)? Given them clear expectations, examples of "done right," and time to practice? Most owners are busy and rush onboarding. They throw people into the deep end with a few screen-share videos and hope they figure it out. Then they get mad when the systems are not followed. Your Three Options With a Frustrating Employee Once you are honest about your own role, you really have three options: Let it go. Accept that this person is just this way. They are good with patients, weak with systems, and you live with it. Let them go. Fire them for not following processes and creating extra work for others. Create a performance improvement plan. Sit down, define what needs to change, and track progress over a set period. Danny explains why the first option is the most dangerous. When you tolerate one person ignoring standards, everyone else sees it. Your A-players start to wonder why they are working so hard. Support staff quietly resent the extra work. The real standard becomes "we say we care about systems, but we do not enforce them." How to Build a Performance Improvement Plan The go-to approach in Danny's companies is a structured performance improvement plan (PIP). It usually looks like this: Define the specific problems (late notes, missing CRM updates, slow responses, etc.). Clarify why each behavior matters to the business and the team. Decide what is truly necessary for the role and remove anything redundant. Set clear, measurable expectations for the next 4–6 weeks. Meet weekly to review progress, answer questions, and coach them on better workflows. Make it clear this is a non-negotiable standard if they want to keep the role. This is not about punishment. It is about support, clarity, and accountability. The PIP gives the employee a real chance to succeed with your help. What Usually Happens Next Once you run a real PIP, you tend to see one of two outcomes: They turn the corner. With training and clear expectations, they improve their systems work, become more efficient, and turn into a strong long-term hire. They opt out. They resist change, make excuses, and realize this is not a place where they can do whatever they want. They often resign on their own. Either way, you win. You either save a good clinician by giving them structure or you protect your culture by making it clear that standards are real. Leadership, Standards, and A-Players Danny points out that your best people are always watching how you handle situations like this. A-players want: Clear standards and consistency Leaders who follow through, not just talk about culture Teammates who pull their own weight When you avoid hard conversations and let someone slide, your A-players lose respect and start looking elsewhere. When you hold the line, they respect you more and see your clinic as a place worth investing their energy. The Hard Work of Real Leadership Leading people is often the limiting factor in whether a clinic ever scales. It is not manual skills. It is not marketing hacks. It is your willingness to: Have tough, honest conversations Take responsibility for training and support Set standards and enforce them consistently Spend time coaching people, even when you feel "time poor" That work is uncomfortable, but it is the difference between a team that drifts into mediocrity and one that grows with you for years. Want Help Navigating This as a Clinic Owner? If you are facing a frustrating employee, wondering how to hold standards, or trying to grow from being the only producer to running a real team, Danny and the PT Biz advisors can help you work through it. Talk through your situation with an advisor: https://vip.physicaltherapybiz.com/discovery-call Try Claire free to buy back documentation time: https://meetclaire.ai Still part time and trying to go full time in your own practice? Join the free 5-Day Part Time to Full Time Challenge here: https://physicaltherapybiz.com/challenge

What if your company's values didn't just live in a handbook but showed up in your daily habits? Nikki sits down with creative strategist and purpose-driven leader Justin Ahrens to unpack how organizations can bring their vision, mission, and values to life beyond buzzwords and branding. With deep experience as a B Corp founder and now as the mind behind On Purpose, Justin offers tangible insight on transforming culture from the inside out. They dig into common missteps leaders make when vision is disconnected from action and explore what it truly looks like when culture is alive and thriving. From onboarding that inspires, to meetings that actually matter, this conversation is for every people-first leader ready to turn alignment into action.   Additional Resources: Connect with Justin on LinkedIn Get Justin's Book - "Being HumanKind" Learn more about ON Purpose Work Listen to The Design Of Podcast Listen to Running Ahrens! Watch Gut + Science (and more) on YouTube! Connect with Nikki on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Nikki's Key Takeaways: Vision thrives when integrated into daily business rhythms. Leadership must model behaviors aligned with stated values. Systems are essential for values to stick. Culture isn't created in a vacuum, engage everyone. Clarity, consistency, and vulnerability build trust.  

Pulitzer Prize-winning NYTimes Opinion columnist Tom Friedman shares his perspective on the United States' indefinite involvement in Venezuela. He warns that without a pathway toward functioning democracy, the country's “mafia leadership” may remain in place. President Trump is speaking out against defense company stock dividends and buybacks. Plus, Becky Quick shares her personal connection to CNBC's newest initiative, CNBC Cures. In a conversation with former FDA Commissioner Dr. Scott Gottlieb, she discusses the scale of rare diseases and the regulatory hurdles that impact treatments for diagnoses like that of her own daughter, Kaylie. Join us in advancing awareness and understanding of rare diseases. Listen to The Path with Becky Quick, and visit CNBC.com/Cures to access clips, resources, or to sign up for our weekly newsletter.  Tom Friedman - 13:05Dr. Scott Gottlieb - 26:06 In this episode:Becky Quick, @BeckyQuickJoe Kernen, @JoeSquawkAndrew Ross Sorkin, @andrewrsorkinKatie Kramer, @Kramer_Katie Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

>Join Jocko Underground< Examining the wartime leadership of Air Commodore Leonard Burchill, a Canadian POW who protected and unified fellow prisoners under brutal conditions. His story illustrates extreme ownership, integrity, discipline, and selfless leadership, showing how character, competence, and comradeship sustain teams through the harshest adversity.Support this podcast at — https://redcircle.com/jocko-podcast/exclusive-content