Podcasts about leadership team

Tiff and Dana take a close look at a practice that wanted to get a handle on its growth. They discuss knowing numbers inside and out, forming a growth plan, keeping your team involved in any expansion. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript:   The Dental A Team (00:00) Hello Dental A Team listeners. I am just so excited. It is Friday today. I don't know what day you're listening to this or what day it will drop, but you know, these are prerecorded. are not live. So that is not a shock to you. This Friday is almost ending. I think we've got a couple hours left under our belts for both of us, but I get to end it with Ms. Dana and I have missed you, Dana. I was on vacation last week and I feel like I barely saw you the week prior. And then this week has been crazy for both of us and   I love our time together. think I scheduled this extra time just to chat next week because I miss you so much. So, Dana, you're rocking this outfit today. I told you that this morning on our morning huddle. Yes, we do morning huddles. And this cut you've got on your hair, I've told you already, but I freaking love it. You look stellar today. So welcome to Friday, Dana. How are you?   Dana (00:51) Doing good. I'm excited to end, well, almost end my day with you two. I'm excited. I know we probably don't want to get into it on this podcast, but I can't wait to hear about your trip. And, you know, I'll take as much tip time as I can get. So I'm super excited to be here and to be able to chat with you and to maybe help some people too while we're at it.   The Dental A Team (01:13) ⁓ thank you. Thank you. know I did. I scheduled our time next week and I was like, that's our catch up time. But I can say I did figure out I know you recently went on a cruise. ⁓ I am not a cruiser. It's not my jam. So I figured that out. But it was a great sampler platter and I fell in love with Italy. So we'll say that and I've got a lot of stories. I literally yesterday I was like, I need to like, type these out or write them in a journal or something because you know, in 10 years, I'm gonna forget half of them and there are just so many stories out of   the nine days that I was gone. So I'm excited to chat with you. And we can share our cruise stories, I guess, right? They're wild. Cruises are wild. Cruise people are a little wild. If you're out there listening, like you're a little wild. I don't know about these 11 PM, like bingo nights and stuff. I'm like, guys, it's wild. But here we are.   Dana (01:59) Yeah. I left mine   feeling like you. not necessarily, I don't think that like I put it at the top of my list. Would I do another one maybe? But I don't think that it's at the top of my preferred methods for traveling.   The Dental A Team (02:15) Same, same,   same. But you know, Vegas isn't on my top list either. And it kind of felt like Vegas on water. So maybe it's me. I said 10, 15 years ago, you know, in my young years, I would have been all about it, you know, and I would have stayed up all night and gone to Rome the next morning. But at the age that I'm at now, not so much, not so much. I'm tired. My kid puts me to bed every night at like 8.15. He's like, all right, mom, we're part and ways. I'm like, you're right. I'm falling asleep on the couch. Let's go. So.   Dana (02:43) you   The Dental A Team (02:44) Anyways, anyways today, ⁓ Dana, I'm here to pick your brain. You've had, you've had monster success. think all of our consultants have had a lot of success, but you've had some pretty monster success with a few practices that you've got a load of practices under your belt, ⁓ over the years and currently working with quite a few rock stars and some that have come back around because they miss Dana so much. So, you know, if you're out there and you're missing Dana, you guys, she's still here.   We love her and we're keeping her. She's not going anywhere. But you have actually worked with, ⁓ a few of us have worked with clients out of the country too. And you specifically, you've worked with a handful. I think you've probably worked with more than any of us have out of the country. So today's conversation is kind of fun because it is chatting a little bit about somebody who's out of the country, like their successes that they've had. not in the United States, but.   for one, kind of notifying everybody out there, especially our Canadian listeners here. We do work with clients in Canada all the time. And Dana is actually a super stellar. She's trained a lot of us on a lot of things she's learned. And we've all been able to really kind of figure out how to manipulate some of our US standards and our ideas and our protocols and really translate them towards Canadian. And I think the biggest pieces in the Canadian world there are the billing.   and the way the claims go out and the things that you're able to build and collections processes, things like that. But we've kind of got that down. Dana did a ton of work with this practice in regards to that. So today's actually super fun because it's also really cool to see, I think Dana, I think it's awesome to see that like business is business. I say that all the time, like I don't care what your company is. We've worked with CPAs, we've worked with ⁓ podiatrists, we've had...   you know, chiropractors that we've consulted because business is business protocols or protocols. So it's really cool to see that even dentistry outside of the country, so many of the systems and the protocols that we use every single day that I would say some of us take for granted are totally transferable. So today's conversation, I really wanted to dive in and kind of pick your brain, on how this client was able to see so much success. They were really, they're really a fantastic client. And I know that they implement really well.   ⁓ And that's a huge piece of the success, you guys. If you come and we give you the tools and you don't implement them, I can't do it for you, right? So Dana, I know this client does really well in that aspect, but I mean, you took them, I mean, I'll let you tell the story, but their production, their collections kind of skyrocketed once you started really cleaning up some of those systems. Where do you feel like was the best starting point? Like I know you had like Keaton on,   on some things we always do, what was our journey like?   Dana (05:32) ⁓ The first thing is this office came in and they were they were doing well, right? They weren't sure how well they were doing though. So we really really started with numbers. ⁓ Knowing numbers inside and out, knowing expenses inside and out, knowing what goals should be. ⁓   you know, even knowing where payroll expenses were sitting and things like that. So it first first started with number review. So that we basically knew how well they were doing to be able to kind of put projections in place and look at growth trajectory and talk about like what growth should be or could look like. But it started really with honing in on those foundations and getting the doctor to understand.   their numbers and what they were telling them as far as ⁓ growth and opportunity that there were for the practice. So we really, really started in with that. We did create a scorecard so that they could look at numbers every ⁓ month. We looked at trends together and really, really got them comfortable in what the numbers told them. then it was like, okay, I'm ready for the growth, right? I can see, I think some doctors come in and it's like, well, I feel like I'm doing okay. And I feel like I want to grow, but I actually don't know if I can grow.   because I don't know like what my foundation is. So that was really, really eye opening. The other thing was this doctor was working a ton of time and didn't necessarily have any time to work on the business, right? It was always working in the business. So then it was taking the numbers and creating a plan to work them out of the business at least one day a week ⁓ and to also then create some admin time.   within the rest of the week. getting them to have those pieces really allowed for them to have discussions on what a growth plan.   looks like and it kind of helped us take off from there. So looking at the numbers, we realized, you know, the number of patients that they had, he really couldn't serve on, you know, solo. So then we started looking at associates and bringing in associates to the practice. And then when associate schedules started to get full, was like, what's next? And so then it was adding surgery services and sedation and getting hospital days. And so it was really, really fun. And then we got to a certain   point of growth and it was like, this is so much for me to manage. And then we built a leadership team. So there was just a lot, a lot of pieces that happened. ⁓ But honestly, and truly practice came in at about 3.2 million and was projected to end that year at five. Right. So it was a ton of growth, but it honestly and truly started with knowing the numbers and knowing where the potential was and what we needed to do, what levers we needed to do to pull to make growth really happen.   The Dental A Team (08:02) Well.   Mm-hmm. That makes sense. makes so much sense. So the projections and that growth plan that you did with them, how did you project that? So to know that you could take them from that 3.2 that they probably didn't even know they were accomplishing. It sounds like they were successful, but like you said, they didn't know their numbers. They didn't know how successful, which happens, think, a lot for our clients. We attract clients who are doing well and just don't know the space that is left to target.   So how did you help them find that within that growth plan?   Dana (08:47) Yeah, we first started just looking at like patient number because it was feeling like yes, they were doing well, but you know being like schedules were jam-packed. So looking at active patients and actually saying hey you do need to actually grow your hygiene department.   right? So to be able to serve the patients you already have within the practice. So then we really honed in on how many, how much hygiene time do we actually need, right? For this practice. And then looking at, and this is one thing that like where Canada does differ in their billing, especially for hygiene, they, can bill for time, right? We bill for services in the U S they can bill for time. And it does still illustrate a point though, that when we're billing for what we're doing time or not time, right? It's important. So making sure that there are standard billing.   and for the US, right, it's not necessarily billing, it's actually like perio and what we recommend in the time that we have with the patient, but really getting them calibrated on that and really getting them all moving in the same direction.   And then I was expanding the hygiene department. Once we've expanded the hygiene department, then we needed the providers. We needed the providers to do the restorative dentistry since we expanded the hygiene department. So we really started with hygiene and started with adding hours there, really making sure that we fine-tuned the billing process so that, know, hygienists were producing really what they should be producing for their time. And then adding, again, the doctors in there for the restorative that came out of hygiene was just kind where we started.   started.   The Dental A Team (10:16) Awesome. And it sounds like they were at a space then where I think a lot of doctors get to, or a lot of practices get to where it's either I'm good and I'm going to like steady eddy this and I'm just going to, I'm going to stay where I'm at, or I want to continue growing. And I think a lot of doctors get to that space and they think I'm supposed to continue growing. And that's not a hundred percent always the case. It's not necessary. You should continue to grow to keep up with inflation.   obviously, but I think ⁓ something that needs to be said is you don't have to add more hygiene. You don't have to add more doctors. You don't have to do all of those things. But if you want to continue to grow, you want to continue to see those ⁓ numbers increase the way this practice is did, that's a great step to take. And being able to first see all of the patients that you have currently, ⁓ not even including, it sounds like any new patients, we're just   trying to handle the current load, I think is fantastic. And then like you said, it sounds like you did a decent job really honing in, not just the billing, because we want to bill for time, right? I get that. But also honing in their peri-o protocols. while you're increasing, well, we added, you know, added associates. But while you guys were increasing the value on the doctor's side over there, you made sure, it sounds like that.   hygiene was able to keep up with the increased production on the doctor side. And I think that gets missed a lot, Dana, where it's like skyrocketing doctors and we're like, why is hygiene at 12 % of our production now? Well, because we forgot to focus on them. And I think that's something you guys did really well. And I'm sure your hygiene background helped you see that this is an important space. those perio protocols really, really helped, I'm sure. And how did their team do?   Dana (12:05) Mm-hmm.   The Dental A Team (12:07) A big scare I think doctors have is getting hygienists on board. Our hygienists have a scare of maybe changing their thought process on a lot of those pieces. How did this practice do with implementing those changes in their period department?   Dana (12:22) They did a really, really good job, but I will say when we decided to kind of tackle that, we really booked out a set of meetings where they really were able to work through it, to look at each other's patients, to look at what each other built, to look at what each other did for those patients, to pull x-rays and FMPs and all of those things and really work through it together and really calibrate. ⁓ They had a series of, I think,   monthly meeting for four months and really really work through it together as well as at that point we had a leadership team and so having the lead hygienist really double check those things and have conversations with   you know, some hygienists initially took it on really strong and they did really well. Other hygienists didn't do quite as well, quite as fast. And so just having individual conversations, using some of the other hygienists as examples, and really letting those that were really strong give verbiage tips, give billing tips, give all sorts of tips to the hygienists who weren't as strong. And they really, really leveled up and learned from each other, which I was super proud of them for.   The Dental A Team (13:28) That's awesome. That's awesome. So the planning and the prepping, I think, is key and having those initial conversations, but then also having follow up. Because I'm sure some of those conversations were, like you said, seeing the other patients and being able to see those spaces. But I'm sure some of those conversations were like, how did this go for you? And what was your case acceptance? Or how many times have you talked about it? And how did that conversation go? And really kind of batting ideas back and forth. And I would venture to say you probably also   had those meetings set up for the doctors too, where they're calibrating. You've got your owner doctor and your two associates who are calibrating, especially as you brought on more dental surgeries and, you know, it looks like you guys worked on hospital privileges and all kinds of things for them. But I assume based on what I know is that those doctors had to calibrate as well. So he's not only training doctors, training hygiene, but they're all kind of training each other. Is that what you saw?   Dana (14:27) Yeah, it was. And that's why we really put leadership meetings in place. ⁓ And the cool thing about this growth, like you said, you get to a point where you kind of have to choose, right? Do you want to stay where you are? Do you want and he didn't want growth, right? But he didn't want to necessarily take on more dentistry. And I think that was a key thing to really talk about is what does that long term picture for you look like so that as we build it, gets you to those points. And so we knew it meant bringing on other doctors, we knew it meant expanding services in some ways to get them   massive amount of growth that was wanted, but without it being him, right? Because, like, young kiddos family, like wanting to just prioritize that and have days away and, you know, totally understand that but how can we still have growth and have that happen?   The Dental A Team (15:03) him. Yeah.   Mm-hmm, that's awesome. That's awesome. Now within that growth trajectory, and I know we have a lot of team members that listen, not only is this helping the doctor and the practice and the associate dentist and all of these different pieces, but it's also helping the team because I think when you have, that kind of a growth trajectory for a practice and you've got a growth plan set, you've got the goals set, this also trickles down into the growth of the team.   Right. And so I think something you mentioned, right, was the leadership team. so one, you don't always have to have a leadership team in place before you have the growth. First of all, because I think a lot of people are wondering like, what's the chicken? What's the egg? Which comes first. And it doesn't, it doesn't really matter. It doesn't, you can have one, but you don't have to wait for the growth. You don't have to until you have one. Right. But part of that growth trajectory and the growth planning was that leadership team.   Right? And so did you kind of help them timeline that and kind of figure out, well, when you get to this many patients, when you get to this many people, when you get to this, like this is where we need to bring somebody up. Did you help them timeline it and kind of org chart that and like job descriptions? How did you guys work that?   Dana (16:26) Yeah, OrgChart played a big piece in it because we knew like with this kind of growth you're going to need additional team members. I knew Leadership Team was a big piece because it just   didn't want everything to fall on owner doctor, right? So yeah, we did. We looked at org chart, we timelines, like when we were going to add new seats to it, what we might need for the future to get there. And that was really fun. Because I think when we build an org chart, we tend to just have it be like, well, what do I have? Right? Who do I have? And what do they do? And I build it based on that versus like, no, actually, what do you mean? Right? And, and what will you need in the near future? It's okay to build an org chart for now and an org chart for the future. And then   The Dental A Team (16:56) Yeah.   Yeah.   Dana (17:08) map out how you get there. And so that is definitely something that came into play here and was super impactful ⁓ in the journey.   The Dental A Team (17:17) Mm-hmm. Yeah, I agree. I agree. That's amazing. So if we were to peel this back a couple layers for our listeners today who might be in a space where they're like, gosh, I don't know if I can grow. I have the capability and the capacity to grow? What would you say, Dana, is a first step for someone who's really in that space or even trying to figure out if they want it or not?   How did you, like what's that first step look like with your practices that you've worked with or this one specifically that you're like, is where we start, this is how we see that.   Dana (17:52) ⁓ I think that first it becomes like the vision. Where do you want to do? What kind of growth do you want if you even want growth, right? And what I mean by growth is like getting bigger, right? Or getting larger. And what are the pieces that you want? And then secondary to that, and I think in conjunction with that, knowing your numbers and where the health of your numbers stands so that we can kind of align those pieces together. ⁓   The Dental A Team (18:04) Yeah.   Dana (18:21) And I think that those are the two key foundational pieces that I think really helped to drive this doctor too.   The Dental A Team (18:27) Awesome, awesome. So it's kind of looking at where do you want to go? And then looking at what you're capable of right now. What have you done? And I think that gap in between, then you have to kind of figure out, well, if we're doing 3.2 now and I want to do 5 million, how do I get that 1.8 in the middle to get to that 5 million? And then that kind of backtracks into, well, how like financially, right? So dollar per hour, doctor's dollar per hour. How many chairs do we have? What's our dollar per chair?   per day, what's our daily goals, of figuring that out. And then time-lining, I know that's, you know, I did a ton of time-lining for a practice that just grew like crazy. And I was like, okay, by this point, you're gonna need this many people. But knowing that gap in between to be able to set some parameters to really see how far you can go. ⁓ And I guess maybe action items for today would be.   Go look at your mission, your vision, your core values, make sure that you're in alignment still. Those change, you guys, they change constantly. What you wanted 10 years ago is probably very different than what you want today, and that's okay. You don't have to stick with the business plan you set out with when you first started. I think, Dana, you're 100 % spot on. Go look at that mission, that vision, make sure that it is in alignment, and then figure out where do you want to go, and then what does that mean? And if you need help with that, hello at the TheDentalATeam.com., we're always here for you, you know that.   But really figuring out what that means and then looking for that gap so that you can project and look to see. There's a lot of prep work that we didn't talk about today that goes into adding associates. So I would hate to blindly walk into anything and just tell people that an associate is a great idea. I don't think that it's a horrible idea whatsoever, but you have to be prepared and there's a lot that goes into that. just build out your plans. If it's something that you look at and gosh, maybe it's 500,000.   You want to make an additional million next year. Look at the hours in your schedule. Are you capable of that? And maybe there's some scheduling tweaks that we can make. We have found in many, practices just implementing blocked scheduling increases $5,000 a day. We have seen crazy amounts of money come into the production just by fixing the scheduling. And I think I've ventured to say that this practice had to do some of that as well.   and really, really maneuvering what those schedules might look like. this is great, Dana. Thank you so much for all the work that you do with all of the clients that you see, the work you do with our consulting team, and you're constantly finding new avenues and helping us to expand our entire team. So thank you for that. Thank you for sharing this today and just sharing all your love with everybody, Dana. I appreciate you.   Dana (21:11) Anytime, thanks for having me.   The Dental A Team (21:12) Of course, of course. All right, guys, go do the things. Mission, vision, core values, peel back those layers, really look for those gaps. And then I would say look at your open hours. I found a ton of money just sitting there, like, could have been, could have been gotten for so many years for so many doctors that was just open hours and mismanagement of schedules. So double check those things. Drop us a review, you guys. We love those five stars. We love to hear what you loved. We love to hear ideas that you have.   You know I always say people really do read those so go do it. And Hello@TheDentalATeam.com we are always here to help you and if you want to sign up for a free practice assessment it's on our website TheDentalATeam.com. You guys we will help you figure out what your next best growth movement is whether it's with us or without us we don't care we just want to give you the tools. So thank you all and I hope you have a great day.

In this episode, Stacey takes us behind the scenes—not of her business, but of herself. Continuing the visionary leadership series, this conversation dives deep into why your personal brand needs more than polish... it needs authenticity. You’ll learn: ✨ Why showing your real self (not just your CEO self) makes your brand magnetic✨ How years of performance shaped Stacey’s early business mindset—and what changed after 40✨ The difference between “Miss Stacey” and the Stacey behind the scenes✨ How being vulnerable and human creates stronger connections, loyalty, and community From breakfast radio to ballet to burnout, Stacey shares the journey of discovering who she really is behind the business—and how leaning into that truth has been transformational.

Charlie Kirk was a Christian missionary. He taught people to think, not just to feel better about themselves. He made gospel connections that enlightened minds and edified souls. The fragrance of eternity was on Charlie Kirk.What is our response? Refuse to be silent. Stand up. Speak out. Make the death of Charlie Kirk the worst thing that could happen to those who hate the gospel. While we are alive, let's fully live.

On today's show, we chat with two time guest, Katie Miller with Sight & Sound Theaters!With the 30th Anniversary Season of ‘NOAH' nearly sold out in Lancaster, PA, Sight & Sound is partnering with Fathom Entertainment to bring its flagship production to movie theatres nationwide for a special one-week theatrical engagement, with “Sight & Sound Presents: NOAH—Live!” (“NOAH—Live!”), coming to theatres beginning September 18.Recorded in front of a live audience on Sight & Sound's Lancaster, PA stage, “NOAH—Live!” is a new ‘NOAH' production and takes audiences on board one of the world's best-known voyages. With a catastrophic storm on its way, Noah is given a monumental task: build a boat big enough to save his family from a flood that will cover the entire earth.As the oldest grandchild of Sight & Sound's founders, Katie was the first member of the family's third generation to officially work within the organization. She stepped onto the stage when she was two years old and performed as part of the cast until she was 13.  As Corporate Communications Manager, Katie Miller works with the Leadership Team, Management Teams and individual departments within the Lancaster and Branson locations to bring synergy, cohesion and direction to internal and external communications. As a member of the Brand Team, she serves as the primary liaison for all Public Relations efforts.sight-sound.com@sightandsoundtheaterschristianmusicguys.com@christianmusicguys

In this episode, Stacey continues the visionary leadership series with a heartfelt look at personal branding—not just for visibility or sales, but for impact. If you've ever wondered what your legacy could be or how to align your leadership with something meaningful beyond your day-to-day business, this one’s for you. You’ll learn: ✨ Why being known for something matters more than just being “seen”✨ How to align your personal brand with the causes and values you care most about✨ A behind-the-scenes story of Stacey’s World’s Greatest Shave journey—raising $25k with community, courage, and purpose✨ Practical ways to integrate purpose-led leadership into your brand without straying from your core business This episode will challenge you to think beyond your products and services and start asking: What kind of impact do I really want to have? And how can I bring my community along for the ride?

Today, we'll hear about: •             A businessman wondering if he should share his financials with his leadership team •             A butcher looking to increase cash flow in his business •             Why hiring someone quickly is not a smart move •             A business owner unsure whether his company should hire an HR employee Next Steps: ·     

There is a reason why Jesus picked people who were working when He was choosing His disciples. Work is redemptive because you have to be responsible for yourself, it causes you to benefit someone else, gives you the ability to be generous, and teaches you to solve problems, overcome obstacles, and be submitted to authority. 

Send us a textIn this insightful episode of Business Growth Talks, host Mark Hayward engages with the leadership team of Cogent Analytics—Rob Braiman, Caleb Connerty, and Sarah Rose Mosh. The conversation ventures beyond traditional consultancy methods, delving into how Cogent Analytics implements hands-on strategies to directly enhance business profitability and owner satisfaction. Mark, alongside his guests, explores the unique approaches that differentiate Cogent Analytics, including their innovative Profit Platform and the holistic concept of the Portrait of Life.This episode shines a spotlight on how Cogent Analytics redefines consulting by implementing actionable strategies that offer entrepreneurs more than just profit; they deliver quality of life improvements. Rob, Caleb, and Sarah discuss key methodologies such as detailed discovery processes and personalized implementation plans, ensuring growth and sustainability for small businesses. Cogent Analytics' focus on community-driven, people-centered consulting underlines their commitment to empowering entrepreneurs and contributing positively to communities. With a robust national expansion plan, Cogent Analytics aims to continue impacting businesses across the United States.Key Takeaways:Consultative Partnership: Cogent Analytics differentiates itself by working alongside business owners as partners, focusing on both implementation and long-term results rather than mere advisory services.Profit Platform Insight: A strategic framework focusing on revenue generation, process efficiency, and effective measurement to ensure business profitability and sustainable growth.Portrait of Life: An innovative concept that emphasizes improving entrepreneurs' quality of life by balancing business success with personal health, community engagement, and personal interests.Discovery and Custom Solutions: Every client engagement starts with a deep dive discovery process to tailor solutions to each business's unique needs, ensuring effective implementation.Commitment to Accountability: Through phases of engagement including strategic review and ROI validation, Cogent Analytics holds itself accountable for delivering measurable results and client satisfaction.Resources:Cogent Analytics Website - https://www.cogentanalytics.com/Business Growth Talks PodcastFor a deeper understanding of how Cogent Analytics transforms business paradigms and empowers entrepreneurs, tune into the full episode. Stay connected for more profound insights on growing your business effectively and sustainably.Support the showIf you want to watch the full video of this episode go to:https://www.youtube.com/@markhayward-BizGrowthTalksDo you want to be a guest on multiple podcasts as a service go to:www.podcastintroduction.comFind more details about the podcast and my coaching business on:www.businessgrowthtalks.comFind me onLinkedIn - https://www.linkedin.com/in/mark-hayw...Tik Tok - https://www.tiktok.com/@mjh169183YouTube Shorts - https://www.youtube.com/@markhayward-BizGrowthTalks/shorts

Meet Mina Hoshizawa, a dynamic in-house legal counsel who has built her career on adaptability and genuine connection. Now leading legal and compliance functions at Nihon Servier, she shares candid insights about unlearning perfectionism, embracing vulnerability as a leadership strength, and why being fluid like water has been her career superpower. If you are considering the transition to an in-house position or thinking you might skip the law firm experience and focus on in-house, this is the episode for you. If you enjoyed this episode and it inspired you in some way, we'd love to hear about it and know your biggest takeaway. Head over to Apple Podcasts to leave a review and we'd love it if you would leave us a message here!In this episode you'll hear:Why even practical motivations can lead to passionate careersThe art of "unlearning" from private practice what lawyers must focus on to win at in-house roles Her vulnerable leadership approach and what she often says to her teamPractical strategies for establishing legal functions from zero Where to look for opportunities if you intend to skip the law firm experienceAbout MinaMina Hoshizawa is Head of Legal and Compliance at Servier in Japan, sitting on the Leadership Team. Before joining Servier, she belonged to Bayer in Japan and served as Compliance Manager for the entire company and as Legal Manager for its Consumer Health Business and Crop Science Business. Mina is a qualified Japanese bengoshi (attorney), and before joining Bayer, she worked at Freshfields' Tokyo office. She is the leader of a working group of the Governance and Legal Committee of The European Federation of Pharmaceutical Industries and Associations (EFPIA). She was selected as LexisNexis® UNDER 40 2024, Japan Rising Star 2024 by GC Powerlist Legal 500, and became the first JILA In-house award winner in the Compliance category in Individual Awards 2023.In her free time Mina likes to play badminton with her daughter. Connect with Mina LinkedIn: https://www.linkedin.com/in/mina-hoshizawa-76ab01262/ Connect with Catherine LinkedIn https://www.linkedin.com/in/oconnellcatherine/Instagram: https://www.instagram.com/lawyeronair

Paul Hutcheon, John Ferguson and Douglas Dickie of the Express give their thoughts on the MSPs reeling after Colin Smyth was charged with putting a camera in a parly loo. Also, peak rail fares are gone and a housing plan has introduced - will Swinney's agenda make a difference? Whereas Greer and Mackay, the Green dream team? Learn more about your ad choices. Visit podcastchoices.com/adchoices

When business gets tough, leadership matters—and visibility is a big part of that. But what happens when self-doubt creeps in? When you worry that showing up makes you “too much”? In this episode, Stacey shares how building your personal brand can transform your leadership and your business, even when it feels uncomfortable. You’ll learn: ✨ Why people buy from people—and how to show up as one✨ The connection between visibility, trust, and leadership growth✨ How to amplify your expertise without feeling like you’re “bragging”✨ Easy, actionable steps to grow your personal brand (without losing your integrity) From updating your bio to speaking at a local event or just posting a simple “hello” on socials, Stacey offers practical ways to build confidence, expand your influence, and help your community know, like, and trust you. And don’t worry—it’s not just about you. Stacey also shares how to encourage your team to build their personal brands too, creating deeper connections with your customers and a more powerful, people-driven brand experience.

In this episode, I welcome my good friend and seasoned CFO, Ben Mills. Ben shares decades of wisdom as a CPA and fractional CFO, helping leadership teams use financial data to drive smart decisions and sustainable growth. We talk about when it's time to move from tactical to strategic finance, how to measure CFO performance, and why financial clarity and competence are essential for every leadership team. Whether you're a CEO, CFO, or just curious about finance, you'll take away actionable insights for building a more aligned and empowered organization. Thanks for listening! Connect with us at mike-goldman.com/blog and on Instagram@mikegoldmancoach and on YouTube @Mikegoldmancoach

Today Matt Eachus, Lead Pastor of Church at Newtown Road in Upstate NY talks about his journey of taking the lead Pastor role from the founding Pastor. He shares encouragement and insight of how to see it done well and wisdom from the previous lead pastor of what he did right. If you are going thorugh a change of jobs or feeling like God is changing directiions in your life, this is for you. He also shares valueable insight on Dads in the church and how thier impact can truly make a difference.   He talks about:   Healthy Transitions in church leadership What does a Lead Pastor need to prepare personally How to surround yourself with a solid team The value of Strong Men and Fathers in the church The value of Dad's leading thier family daily   Check out Matt's church : https://www.newtownroad.org/   Dont forget to sign up to our Date Night -   A Night of Laughter and Connection ❤️   Mark your calendars for September 13th at Greenville Oaks 6:30 pm and join us for Known Legacy's Date Night!   This is more than just a night out—it's a chance to reconnect with your spouse, share some laughs, and be encouraged in your marriage. Whether you're newlyweds or decades in, this evening is designed to inspire, strengthen, and reignite your relationship.   ✅ Fun ✅ Encouragement ✅ Real conversations ✅ Time together—without the distractions   Don't miss what God wants to do in and through your marriage!   Tag your spouse. Invite your friends. We'll see you there!   Sign up today.   https://knownlegacy.org/date-night   #KnownLegacy #MarriageMatters #ChristianMarriage #DateNight #StrongerTogether #FaithAndFamily     TIme is running out! dont miss your spot for our Mens Retreat - last day to sign up is Sept 4th   https://knownlegacy.org/2025-mens-retreat   Get Ready for the Known Legacy Men's Retreat September 19–21, 2024 Arrowhead Camp & Retreat Center – Cleburne, TX Take a break from the noise and step into a weekend designed just for you—a time to rest, recharge, and rediscover who God created you to be. Whether you're running on empty or just need to hit pause, this retreat is your invitation to refocus on your purpose and build deeper connections with other men on the journey. What's Included: Intentional time to slow down and breathe Dynamic worship & powerful teaching sessions Epic cornhole tournament Basketball, disc golf, gaga ball, 9 square, horseshoes & lawn games Archery & archery tag Indoor activity center: foosball, ping-pong, carpet ball, board games & movie nights Meaningful conversations & memories that last Cost: $300 per person (double occupancy) $400 per person (single occupancy) ⚠️ Spots are limited — don't wait to sign up!     https://knownlegacy.o... Chapters (00:00:00) - Known Legacy Podcast(00:03:06) - Question of the Day(00:06:43) - Just Say No to Gifts(00:06:57) - What Would You Bring Back From Your Childhood? The Boss(00:10:24) - Matt Gets Real About His Story(00:14:01) - Pastor David on His Calling beyond Youth Ministry(00:18:08) - When God Calls You to a Transition(00:20:54) - What Was It Like For Your Kids to Live in New York?(00:21:49) - Shepherding Your Kids In the Faith(00:23:43) - A Prodigal Son's Message(00:27:08) - Pastor Duke's Leadership Team(00:31:34) - Matt and Duke's Church Ministry(00:32:18) - How Long Have You Been the Lead Pastor at Newtown Baptist Church?(00:34:24) - Dads Leading Their Families(00:36:22) - Fast Five(00:36:37) - Who Do You Most Arrive to admire?(00:37:50) - Let's Fight for the Reformation(00:39:25) - What are you reading right now?(00:40:28) - 2018 Goal: Get Fitter For Thanksgiving(00:41:23) - No Legacy: The Fast 5(00:41:46) - Fast 6: Most Impactful Piece of Advice You Were Given(00:43:32) - Known Legacy Podcast

Let’s be honest, leadership is easy when the sun is shining. But what about when it’s not? In this kick-off episode of Stacey’s leadership mini-series, we’re diving into what it really means to lead when things aren’t going to plan. Whether you’ve hit a slow season, lost a team member, or are just feeling stuck, this episode will help you reconnect with your leadership style, get back on track, and start leading with clarity and confidence again. Inside you’ll learn: ✨ The difference between leadership and management (and why you need both)✨ Why your vision alone isn’t enough—and how to build a team that can actually deliver on it✨ The importance of action steps, timelines, and real accountability✨ Why management isn’t “sexy”—but is absolutely necessary for growth✨ How to make your values and goals something your whole team can see, remember, and work towards Whether you're a seasoned leader or just stepping into a leadership role, this episode will give you the tools and perspective to lead not just when it's easy but when it's essential.

SUMMARY: Can you really take a vacation as a leader? In this episode, Aaron and Terryn dive deep into the operational and psychological barriers that often prevent entrepreneurs and team leads from stepping away. They explore the importance of intentional planning, strong SOPs, and trusting your team in order to take a true break. Plus, they reveal how stepping away can actually elevate your team and even help you identify tasks you no longer need to own. Packed with personal stories, practical frameworks, and some unexpected wrap talk, this is your permission slip—and playbook—for a real vacation.   Minute by Minute: 00:00 – Introduction 02:02 – Can You Actually Take a Vacation? 03:14 – Unplugging vs. Working While Traveling 05:31 – Frameworks for a Solid OOO Plan 08:07 – Payroll Example: Delegation in Practice 09:20 – Task Assignments and Using Tools Like Asana 12:28 – How Vacation Can Help You Delegate for Good 13:30 – Evaluating Your ROI on Time 14:46 – Releasing Control Can Lead to Growth 16:00 – Opportunities for Team Growth in Your Absence 21:45 – Leadership Teams and Spreading Responsibility 22:31 – Staying in Your Lane and Delegating Strategically 23:03 – Closing Thoughts

In this episode of Hub & Spoken, Jason Foster, CEO & Founder of Cynozure, speaks with David Germain, portfolio Non-Executive Director and former senior technology and transformation leader in banking, financial services and insurance. Drawing on 30 years of global experience, David shares how sustainable business growth depends on more than just strategy and technology - it's rooted in inclusive leadership, organisational culture, and curiosity at every level. They explore why leadership teams must reflect their customer base, how to create psychological safety to encourage innovation, and why "constructive disruption" is essential for long-term success. David discusses the challenge of balancing today's operational pressures with the future ambitions of an organisation, and why trust, diversity of thought, and resilience are non-negotiables. The conversation also examines the role of technology, particularly AI, as both an enabler and a disruptor, and why leaders must prepare their people for the cultural and operational shifts it brings. If you're a business leader seeking practical ways to align people, culture, and technology for lasting impact, this episode offers clear, real-world perspectives. —— Cynozure is a leading data, analytics and AI company that helps organisations to reach their data potential. It works with clients on data and AI strategy, data management, data architecture and engineering, analytics and AI, data culture and literacy, and data leadership. The company was named one of The Sunday Times' fastest-growing private companies in both 2022 and 2023 and recognised as The Best Place to Work in Data by DataIQ in 2023 and 2024. Cynozure is a certified B Corporation. 

You’ve asked for feedback… now what? In this episode, Stacey wraps up her series on feedback by getting into the nitty-gritty: what to actually do with it. From filtering through tricky customer comments to turning small ideas into big wins, this episode is a must-listen if you’ve ever felt nervous about opening that Google form. Inside, you'll hear: ✨ Why courage (just 20 seconds of it!) is all you need to start✨ How to filter feedback without letting it derail your confidence✨ A brilliant example of turning a one-off complaint into a studio-wide innovation✨ The difference between criticism and helpful insight—and who you should really be listening to Plus, Stacey shares her “Feedback Friday” tip for building consistency and trust, so your team and your clients feel heard—and you stay calm.

Today we continued a series from the archives–If we don't process the “stuff” from people and keep our hearts soft, then we aren't really operating out of the flow of the Holy Spirit. Scripture directs us in how to keep our heart pure with other people. Bear with one another. Forgive each other, just as the Lord forgave us. Put on love, the perfect bond of unity.

The title of this message is "Live Generously by Reflecting Christ's Love" Steve Johnsen is on the Leadership Team and Treasurer at The Gospel Tabernacle. August 10, 2025.

In this extra-special episode of Enneagram at Work, I'm joined by not one, but three guests from the leadership team at 3D Dentists:T-Bone (Type 8) – Owner of 3D Dentists and practicing dentist at Raleigh Dental ArtsMeredith (Type 2/3) – Business Director at 3D DentistsMegan (Type 1/8) – Dental Hygienist and schedule master at Raleigh Dental ArtsI first met this crew at their high-energy 3D Dentists Summit in Nashville, and I knew they'd bring the fun and real-world insights. This conversation is part workplace case study, part leadership roundtable, and part “real talk” about working closely with very different personalities.We dig into:How their Enneagram types shape their leadership styles, communication, and decision-makingThe pet peeves that can cause tension, and how they work through themWhy trust, directness, and humor keep their team strong (even when they clash)Lessons they've learned about delegating, giving feedback, and balancing two intertwined businessesHow understanding type dynamics has changed the way they work with each other and their broader teamsWhether you're leading a practice, managing a department, or trying to navigate strong personalities on your team, you'll walk away with practical takeaways for building trust, reducing friction, and creating your own version of a “dream team.”Learn more about 3D Dentists:3D Dentists – CE training, business coaching & live patient implant trainingRaleigh Dental Arts – Dental practice serving the Raleigh, NC areaHave a request for a future episode? Drop a text here!

After the chaos and success of summer camp, adult Scout leaders deserve time to recharge and reconnect. In this video, we explore the benefits of a weekend Scouting retreat designed just for adult Scouters. From campfire reflections and team building to post-camp planning and preventing burnout, a leader weekend offers fellowship, purpose, and a jumpstart to your next Scouting year. Whether you're a seasoned Scoutmaster or new to the leadership team, discover how this retreat tradition can strengthen your troop leadership and create lasting bonds. Learn how to support your adult Scouting team and keep the spirit of Scouting alive year-round!

*Content warning: distressing topics, suicidal ideation, disability abuse, religious and cultic abuse, sexual abuse and rape of a child, physical violence of children, institutional child abuse, childhood trauma, attack therapy, therapeutic abuse, grooming.  *Free + Confidential Resources + Safety Tips:  somethingwaswrong.com/resources    *SWW S23 Theme Song & Artwork:  The S24 cover art is by the Amazing Sara Stewart Follow Something Was Wrong: Website: somethingwaswrong.com  IG: instagram.com/somethingwaswrongpodcast TikTok: tiktok.com/@somethingwaswrongpodcast  Follow Tiffany Reese: Website: tiffanyreese.me  IG: instagram.com/lookieboo *Sources  Armentak, Maria, "Acadia Healthcare to Buy CRC Health Group in $1.18B Deal." The Wall Street Journal, October 29, 2014 https://tinyurl.com/4za5wve3  Announcing Sedona Sky Academy, "Announcing Sedona Sky Academy." Strugglingteens.com, April 16, 2014 https://strugglingteens.com/artman/publish/printer_SedonaSkyAcademyBN Arizona Corporation Commission https://www.azcc.gov/  “Ashley's Copper Canyon Academy Testimony”, Unsilenced, 2010-2011 https://www.unsilenced.org/ashleys-testimony-copper-canyon-academy-2010-2011/ Hobbins, Mark, "Aspen Education Group Announces Acquisition of Copper Canyon Academy in Arizona." Strugglingteens.com, November 6, 2002  https://strugglingteens.com/news/aspenacquirescoppercanyon "Aspen Sold to CRC." Los Angeles Business Journal, September 28, 2006  https://labusinessjournal.com/news/aspen-sold-to-crc/  “Auldern Academy.” Strugglingteens.com, March 29, 2010  https://strugglingteens.com/artman/publish/AuldernAcademy “Bates v. Sequel Youth and Family Services LLC et al, No. 2:2023cv01063 - Document 25 (N.D. Ala. 2024).” Justia U.S. Law, July 5, 2024 https://law.justia.com/cases/federal/district-courts “COPPER CANYON ACADEMY.” NPI https://tinyurl.com/nhfzc9sn  “Copper Canyon Academy – Sedona Sky Academy.” Unsilenced https://www.unsilenced.org/program-archive/us-programs/arizona/copper-canyon-academy-sedona-sky-academy/ “Cottonwood Man Found Guilty by Jury of Multiple Counts of Sexual Exploitation of a Minor” https://tinyurl.com/yc2zw2ha  CRC Health Group, "CRC Health Group to be Acquired by Acadia Healthcare." PR Newswire, October 29, 2014 https://tinyurl.com/z6htn57d  Craft, Will, "Embattled Sequel closes three more facilities." APM Reports, February 10, 2021 https://www.apmreports.org/story/2021/02/10/embattled-sequel-closes-three-more-facilities EmotiCare https://www.emoticare.com/about  Fox Graham, Christopher, “Ex-teacher sentenced to 50 years for sex crimes, embezzlement and fleeing before trial.” Journal AZ, September 12, 2023 https://journalaz.com/2023/09/12/ex-teacher-sentenced-to-50-years-for-sex-crimes-embezzlement-and-fleeing-before-trial/ “Former Arizona teacher sentenced to 50 years in prison for sexual exploitation of a minor.” KTAR News, September 7, 2023 https://tinyurl.com/5n7a69yv  Reagan, Kevin, “Former Arizona teacher who fled to Ireland sentenced to prison for exploiting minor.” ABC12 News, September 6, 2023 https://tinyurl.com/yc6h4ttc  Pitcher, Autumn, “Former Lakeside Academy workers sentenced to probation for teen's restraint death.” News Channel 3, December 19, 2023 https://wwmt.com/news/local/lakeside-academy LAKE MONTEZUMA RTC, LLC, NPI https://tinyurl.com/4nkr9kut  O'Grady, Eileen, "The Kids Are Not Alright: How Private Equity Profits Off of Behavioral Health Services for Vulnerable and At-Risk Youth", Private Equity Stakeholder Project, February, 2022 https://pestakeholder.org/wp-content/uploads/2022/02/ Julie Sheppard & Leadership Team, "Sedona Sky Academy Exciting Leadership Announcement." Mental Health Awareness.com https://tinyurl.com/nda6j688  SEDONA SKY OPCO LLC, NPI https://tinyurl.com/mrfha8j2  Gilbert, Curtis, “Sequel confronts more abuse allegations amid concerns about its finances.” APM Reports, May 21, 2021 https://tinyurl.com/42bx6p2a  Three Springs Acquired By Sequel Youth And Family Services, "Three Springs Acquired By Sequel Youth And Family Services." Strugglingteens.com, January 2, 2010 https://strugglingteens.com/artman/publish/printer_SequelYouthFamilyBN_010210.shtml "Staff list for the Three Springs "Family" of Programs/Services." Heal-Online.org  https://www.heal-online.org/threestaff.html Gilbert, Curtis, "Under scrutiny, company that claimed to help troubled youth closes many operations and sells others." APM Reports, April 26, 2022 https://tinyurl.com/rnehtr5u 

*Content warning: distressing topics, suicidal ideation, disability abuse, religious and cultic abuse, sexual abuse and rape of a child, physical violence of children, institutional child abuse, childhood trauma, attack therapy, therapeutic abuse, grooming.  *Free + Confidential Resources + Safety Tips:  somethingwaswrong.com/resources    *SWW S23 Theme Song & Artwork:  The S24 cover art is by the Amazing Sara Stewart Follow Something Was Wrong: Website: somethingwaswrong.com  IG: instagram.com/somethingwaswrongpodcast TikTok: tiktok.com/@somethingwaswrongpodcast  Follow Tiffany Reese: Website: tiffanyreese.me  IG: instagram.com/lookieboo *Sources  Armentak, Maria, "Acadia Healthcare to Buy CRC Health Group in $1.18B Deal." The Wall Street Journal, October 29, 2014 https://tinyurl.com/4za5wve3  Announcing Sedona Sky Academy, "Announcing Sedona Sky Academy." Strugglingteens.com, April 16, 2014 https://strugglingteens.com/artman/publish/printer_SedonaSkyAcademyBN Arizona Corporation Commission https://www.azcc.gov/  “Ashley's Copper Canyon Academy Testimony”, Unsilenced, 2010-2011 https://www.unsilenced.org/ashleys-testimony-copper-canyon-academy-2010-2011/ Hobbins, Mark, "Aspen Education Group Announces Acquisition of Copper Canyon Academy in Arizona." Strugglingteens.com, November 6, 2002  https://strugglingteens.com/news/aspenacquirescoppercanyon "Aspen Sold to CRC." Los Angeles Business Journal, September 28, 2006  https://labusinessjournal.com/news/aspen-sold-to-crc/  “Auldern Academy.” Strugglingteens.com, March 29, 2010  https://strugglingteens.com/artman/publish/AuldernAcademy “Bates v. Sequel Youth and Family Services LLC et al, No. 2:2023cv01063 - Document 25 (N.D. Ala. 2024).” Justia U.S. Law, July 5, 2024 https://law.justia.com/cases/federal/district-courts “COPPER CANYON ACADEMY.” NPI https://tinyurl.com/nhfzc9sn  “Copper Canyon Academy – Sedona Sky Academy.” Unsilenced https://www.unsilenced.org/program-archive/us-programs/arizona/copper-canyon-academy-sedona-sky-academy/ “Cottonwood Man Found Guilty by Jury of Multiple Counts of Sexual Exploitation of a Minor” https://tinyurl.com/yc2zw2ha  CRC Health Group, "CRC Health Group to be Acquired by Acadia Healthcare." PR Newswire, October 29, 2014 https://tinyurl.com/z6htn57d  Craft, Will, "Embattled Sequel closes three more facilities." APM Reports, February 10, 2021 https://www.apmreports.org/story/2021/02/10/embattled-sequel-closes-three-more-facilities EmotiCare https://www.emoticare.com/about  Fox Graham, Christopher, “Ex-teacher sentenced to 50 years for sex crimes, embezzlement and fleeing before trial.” Journal AZ, September 12, 2023 https://journalaz.com/2023/09/12/ex-teacher-sentenced-to-50-years-for-sex-crimes-embezzlement-and-fleeing-before-trial/ “Former Arizona teacher sentenced to 50 years in prison for sexual exploitation of a minor.” KTAR News, September 7, 2023 https://tinyurl.com/5n7a69yv  Reagan, Kevin, “Former Arizona teacher who fled to Ireland sentenced to prison for exploiting minor.” ABC12 News, September 6, 2023 https://tinyurl.com/yc6h4ttc  Pitcher, Autumn, “Former Lakeside Academy workers sentenced to probation for teen's restraint death.” News Channel 3, December 19, 2023 https://wwmt.com/news/local/lakeside-academy LAKE MONTEZUMA RTC, LLC, NPI https://tinyurl.com/4nkr9kut  O'Grady, Eileen, "The Kids Are Not Alright: How Private Equity Profits Off of Behavioral Health Services for Vulnerable and At-Risk Youth", Private Equity Stakeholder Project, February, 2022 https://pestakeholder.org/wp-content/uploads/2022/02/ Julie Sheppard & Leadership Team, "Sedona Sky Academy Exciting Leadership Announcement." Mental Health Awareness.com https://tinyurl.com/nda6j688  SEDONA SKY OPCO LLC, NPI https://tinyurl.com/mrfha8j2  Gilbert, Curtis, “Sequel confronts more abuse allegations amid concerns about its finances.” APM Reports, May 21, 2021 https://tinyurl.com/42bx6p2a  Three Springs Acquired By Sequel Youth And Family Services, "Three Springs Acquired By Sequel Youth And Family Services." Strugglingteens.com, January 2, 2010 https://strugglingteens.com/artman/publish/printer_SequelYouthFamilyBN_010210.shtml "Staff list for the Three Springs "Family" of Programs/Services." Heal-Online.org  https://www.heal-online.org/threestaff.html Gilbert, Curtis, "Under scrutiny, company that claimed to help troubled youth closes many operations and sells others." APM Reports, April 26, 2022 https://tinyurl.com/rnehtr5u 

Send us a text*** Want a Student Leadership Team Starter Kit? (featuring Application, Job Descriptions, Reference Form, etc.)  Email us at MinistryCoachPodcast@gmail.com and put "STUDENT LEADERSHIP STARTER KIT" in the subject or description and we will send it over to you!*** What if your students saw themselves as the church rather than consumers of it? This mindset shift is at the heart of creating effective student leadership teams that transform both your youth ministry and the spiritual journeys of your students.  Today, we are giving you 5 secrets on how to build a strong student leadership team in your student ministry!You'll discover why student leadership teams create a special "youth group within the youth group" dynamic that deepens relationships in ways regular attendance never could.  Whether you're just launching your first student leadership team or looking to strengthen an existing one, this episode provides actionable strategies for success.   Ready to empower your students to own their faith? This episode shows you exactly how to start.=========Now is the time to grow a healthy, thriving youth ministry...if you'd like to work with us, check out GrowYourYouthMinistry.com *** =========250th EPISODE GIVEAWAY!!

On this week's episode of Cloverchat we are going to hear from SALT member Henry from Meeker County about legacy. 

Let’s get real—how often are you actually asking for feedback in your business? In this episode, Stacey unpacks why feedback isn’t just a nice-to-have—it’s an essential ingredient in sustainable growth. Whether you’re craving more customers, stronger retention, or smoother systems, chances are the answers are already in your community… if you’re willing to ask. You’ll learn: ✨ The difference between validation (hello, Insta likes) and true feedback✨ Why only 42% of businesses are asking for regular feedback—and why that’s a massive missed opportunity✨ Practical ways to invite feedback from clients, your team, and even non-customers✨ How Stacey uses “Feedback Fridays” in her business to create consistent, low-pressure insight loops This episode will help you create simple systems for gathering meaningful feedback—and teach you how to use it to strengthen relationships, improve service, and spark real innovation.

In this episode, I walk you through one of the most powerful tools I use with clients: the Pulse Check. If you're tired of meetings that go nowhere or feel like your leadership team is dodging the tough conversations, this episode is for you. I'll share the exact questions I ask, how to surface real issues, and how to turn scattered thoughts into focused action. If you want a great company, you need a great leadership team, and that starts with having the right discussions.Thanks for listening! Connect with us at mike-goldman.com/blog and on Instagram@mikegoldmancoach and on YouTube @Mikegoldmancoach

Leadership Team member Kristina Biensch shared about her experience as a mom relying on the Holy Spirit to accomplish His kingdom tasks. We looked at John 14 to get fired up about the Holy Spirit's attributes that give us the ability to water and sow as coworkers with each other and God. 

Today we pulled an episode from the archives–Forgiveness is not intellectual. It is an opening of our spirit, allowing the Holy Spirit to wash through us and out to others the same forgiveness that we so desperately depend on. One of the greatest things that has to happen in leaders is the ability to maintain a clean heart by really forgiving people and releasing them from their offenses. 

Send us a text*** Want a Student Leadership Team Starter Kit? (featuring Application, Job Descriptions, Reference Form, etc.)  Email us at MinistryCoachPodcast@gmail.com and put "STUDENT LEADERSHIP STARTER KIT" in the subject or description and we will send it over to you!*** Is your youth ministry getting ready to launch it's student leadership team and you want to build excitement for it?  Today we will be going over 3 ways to encourage your youth group to join it!250th Episode Giveaway!!

On this week's episode of Cloverchat we are going to hear from SALT member Kaitlyn from Pipestone County about her leadership journey in 4-H. 

Think innovation, relationship-building, and communication are all on your shoulders? Think again. In this episode, Stacey continues the series on business growth and unpacks why scaling your business shouldn’t be a solo sport. Whether you're the founder, front of house, or back of house, everyone has a role to play in delivering an exceptional customer experience—and that experience is what drives growth. Tune in as we cover: ✨ Why strategic innovation is a team effort (not just a CEO task)✨ How to create a culture where every voice is heard and valued✨ The power of a 5-star customer moment (including the champagne surprise at the Roar Awards!)✨ Simple ways to bring your team into conversations around strategy, systems, and service Stacey also shares practical ideas for setting up team systems that foster ownership, spark innovation, and keep your customers coming back again and again.

Today we continued a series from the archives–How much pressure should you allow a hand to put on your bow? How much pressure are you allowing the hand of money, sex, recognition, and success to put on your bow? Those hands really do mark us. 

In this follow-up to last week's conversation, Stacey dives deeper into what real business growth actually looks like and spoiler alert, it’s not always sexy. It’s vulnerable. It’s uncomfortable. And it requires way more than just shouting “I want more customers!” In this episode, you’ll learn: ✨ Why growth doesn’t just “happen” (unless you’re Rihanna at the Super Bowl)✨ The three key levers to pull when you're ready to grow: Innovation, Customer Relationships, and Communication✨ How to meet your customers where they actually are (hint: it’s not just in your newsletter)✨ Why vulnerability is a business superpower and what happens when you embrace it From early business missteps (anyone else wanted to print “Have you read the newsletter?” t-shirts?) to failed offers that taught big lessons, Stacey keeps it raw, real, and relatable. Ready to grow? This episode will help you do it with intention, resilience, and a whole lot of heart.

Today we pulled an episode from the archives–A bow and an arrow work together as one. They are two pieces that make up one instrument. A bow is just a wall ornament unless you have an arrow to go with it. An arrow must be sharp. An arrow must be straight. An arrow must be aimed. We are arrows in the hands of a warrior. Whose hand is on your bow?

What are the motivations for the Red Sox at the trade deadline? Are they willing to get uncomfortable? Bradfo's EXCLUSIVE INTERVIEW with John Henry. Can the team afford to trade an MLB outfielder at this point?

On this week's episode of Cloverchat we are going to hear from SALT member Antonio from Morrison County about his 4-H journey. This is a live recording of Antonio giving his speech at our statewide leadership conference Youth Exploring Leadership and Learning Opportunities

In this episode of How to Run a Successful Business (and Still Have a Life!), Stacey gets real about the evolving expectations of today’s customers and what that means for how we market, connect, and deliver our products and services. Gone are the days of long blog posts and one-size-fits-all content. Your audience is busy, savvy, and has Google at their fingertips. So how do you meet them where they are? Stacey dives into: ✨ Why your customer journey needs to be more flexible than ever✨ The critical shift from “look at me” marketing to connection-focused storytelling✨ What Dance Moms, Google reviews, and stir-frying dinner have in common (trust us on this one)✨ How to stand out by leaning into what makes you and your business different This is the first in a mini-series on deeper customer engagement because loyal customers don’t just want convenience… they want connection.

When the majority of your meetings are spontaneous or as needed, something else besides you is driving the vision. Today we dove far back into the archives to the first series we did called The Art of the Meeting. Many leaders make fatal errors or don't act quickly because they are simply operating on old information. Who you are meeting with is important. Do that on purpose every time. If you stay in contact with all the different soils in your church, you will hit water every time. 

In this solo episode, Dr. Darrin Peppard shares the framework and mindset behind truly effective leadership teams. Drawing on his work from coast to coast, including a recent workshop at the Innovative Schools Summit in Nashville, Darrin explains why high-performing leadership teams don't happen by accident—they're built with clarity, trust, and purpose.Through powerful stories and practical takeaways, Darrin walks you through his AWESOME framework, a leadership model that has helped schools and districts across the country move from dysfunction to alignment. Whether you're leading a building or a district, this episode offers actionable insights to help your team become more aligned, accountable, and impactful.In This Episode:What separates great leadership teams from the ones that just get byThe most common traits of ineffective teams (misalignment, lack of trust, unclear roles)How to implement the AWESOME Teams Framework:Accept the challengeWelcome feedback and supportExamine your prioritiesStand on your valuesOperate intentionallyModel what you expectEngage in reflectionWhy team norms and trust are essential for collaborationHow to align your leadership team around shared instructional goalsThe value of team retreats and neutral-facilitated reflectionMemorable Quotes:“If I want a better WE, I've got to be a better ME.”“Great leadership teams aren't built by accident. They're built on purpose.”“Be the thermostat, not the thermometer—set the tone instead of just reflecting it.”Resources & Links:RoadToAwesome.net – WebsiteThe Principal Academy – Online leadership courseBlog: Road to Awesome – Weekly leadership insightsBook: Road to Awesome: The Journey of a LeaderBook: Culture First ClassroomsConnect with Darrin:Instagram/Facebook: Darrin M PeppardTikTok/X: @DarrinMPeppardLinkedIn: Darrin PeppardLeadership Retreats: Contact via Road to AwesomeCall to Action:Share this episode with your leadership team and start a conversation about how you work together.Reflect: What is one step your team will take this week to become more aligned and intentional?Looking for a leadership retreat or customized support for your team? Reach out to Darrin to schedule your session.

When you're ‘not quite ready’ to raise prices, hire more team members, up that advertising spend… What’s the hidden toll? How to recognise the subtle ways shrinking back is costing you visibility and revenue. Playing bigger doesn’t have to be reckless, today's episode is about choosing discomfort on purpose. About the power of small, strategic risks that move you forward: raising prices by 10%, hiring a VA for 5 hours a week, or investing in a professional development opportunity.See omnystudio.com/listener for privacy information.

The extended leadership team (those just below the C-suite) often finds itself stuck between translating strategy and triaging dysfunction. They're tasked with cross-functional execution, but are rarely equipped, empowered, or aligned to pull it off. And in most organizations, this group is caught in a cycle of managing up, managing down, and managing chaos all around—with very little time or clarity left to lead. This week, Rodney and Sam take a closer look at what's really going on with extended leadership teams, why they matter so much, and what gets in their way. From power dynamics and peer competition to vertical incentives and missing cross-functional glue, they pull apart the system that makes this group so hard to organize—and so critical to transformation. They also share field-tested tactics that can turn this underutilized layer into an OS-upgrading powerhouse. -------------------------------- Let's work together: ⁠⁠⁠https://www.theready.com/working-together⁠⁠⁠ Get our newsletter: ⁠⁠⁠Sign up here⁠⁠⁠⁠⁠. Follow us: ⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠ -------------------------------- Mentioned references: Fruit Roll-Ups leadership teams org design ep: AWWTR Ep. 13 Sunshine Zone: Depthfinding Ep. 3 Basecamp (aka 37signals) and managers Haier and managers Twilight Zone: Depthfinding Ep. 4 mission-based teams (MBTs): FoHR Ep. 1 Jason Fried & "company as the product" 00:00 Intro + Check-In: What is one of your favorite low tech work hacks? 02:53 The Pattern: The extended leadership team is trapped between strategy and execution 05:17 The C-suite's peace comes at the expense of chaos in the extended leadership team 09:04 Silos and competition between departments 12:52 Functions don't truly understand what other functions contribute 15:40 The true work of the extended leadership team 21:40 External pressure on GenX and Millenial leaders reinforces the status quo 27:56 Idea 1: Identify shared purpose of your extended leadership team 30:45 Idea 2: Top missions for cross-functional leadership teams 35:21 Idea 3: Chartering a leadership team “role” for shared participation and ownership 37:52 Wrap up: Leave us a review and share the show with your colleagues Sound engineering and design by Taylor Marvin of ⁠⁠⁠⁠⁠⁠Coupe Studios⁠⁠⁠⁠⁠⁠.

Today we dove far back into the archives to the first series we did called The Art of the Meeting. When we take the time to set the atmosphere, it tells people that they are important and have been invited to something important. Comfortable chairs and favorable lighting can make all the difference in people's ability to receive and engage in a meeting. Preparing questions ahead of time to promote engagement and discussion is a must during preparation. And ending with clear action items helps people know what is happening next and that the time together was valuable.  

This weekend, we're diving into one of the most common (and possibly the most fascinating) team-leadership dynamics we see in team training sessions: the relationship between Type 6 (Striving to Feel Secure) and Type 8 (Striving to Feel Powerful).It shows up again and again: Type 8s in leadership roles who are focused on getting things done, moving fast, and protecting their teams... and Type 6s (often the largest group on the team) asking for more clarity, more information, and more certainty before they take action.This gap in pace and perception can cause friction, but it can also be one of your team's biggest strengths if you learn to leverage it.When you listen in, you'll hear more about:The core motivations and behaviors of Type 6 and Type 8How their instinctual subtypes (Preserving, Navigating, Transmitting) shape how they show upWhy this pairing often causes miscommunication or frustrationHow to turn this tension into trust, balance, and better decision-makingReflection prompts to improve collaboration between these two typesWhether you're a leader, a team member, or somewhere in between, understanding how these two styles operate can be a game-changer for your workplace culture.Resources Mentioned:Read the full blog post: Understanding Type 6 and Type 8 at WorkThe start of the Instinctual Bias seriesListener Reflection:Are you more of a “move fast and lead” or “make sure it's safe first” kind of person?Who do you work with that shows up differently, and how could this episode help you meet them where they are?Have a request for a future episode? Drop a text here!

When you're ‘not quite ready’ to raise prices, hire more team members, up that advertising spend… What’s the hidden toll? In today's episode, Stacey unpacks The Subtle Signs You’re Playing Small in your Business (and Don’t Even Know It). Sometimes shrinking back doesn’t look like fear—it looks like being “busy”, over-preparing, or endlessly tweaking. Such as: Avoiding awards, speaking gigs or collaborations because “others are more qualified” Saying yes to work that’s not aligned because you’re afraid to say no Delaying launching because “it’s not perfect yet” This is part 2 of a 3 part series, stay tuned to next week's episode to learn more.See omnystudio.com/listener for privacy information.

Today we dove far back into the archives to the first series we did called The Art of the Meeting.  Bible experts suggest that Jesus spent 73% of His time with small groups in strategic situations. Who are you meeting with, how often are you meeting, why do you meet, and what is your meeting culture. The answers to those questions are critical to the forward momentum of your church vision. 

Dean's Chat hosts, Drs. Jensen and Richey, welcome Dr. Robert Sage to Dean's Chat!  Dr. Sage is a member of the Board of Trustees of the American Podiatric Medical Association (APMA).. When elected in 2023, Dr. Sage said, “I look forward to being a part of the work of the APMA Board of Trustees, APMA is the leading organization representing podiatrists nationwide, and I am honored by the trust my peers have placed in me by electing me to serve.” Dr. Sage's career in podiatric medicine and surgery spans 25 years. He has been active with the Wisconsin Society of Podiatric Medicine throughout his career, serving twice as president and playing an instrumental role in passing key legislation, including an updated podiatric practice act, imaging bills, and a bill allowing podiatrists to supervise physician extenders. As a long-time delegate from the state of Wisconsin to APMA's House of Delegates, Dr. Sage has served as president of Acey-Deucy, an alliance of small states within the House of Delegates. He also has served in leadership positions with the Midwest Podiatry Conference and Wisconsin's Podiatry Affiliated Credentialing Board. He became active with APMA's Membership Committee more than 15 years ago, serving as chair since 2019. Dr. Sage is active within the Beloit Health System and has served on the Medical Executive Committee, as chair of the Surgery Department, and as president of the medical staff. He is a coach and volunteer for YMCA and active in the Beloit, WI, community. "We are honored to have Dr. Sage as a member of our Leadership Team and Medical Staff. We are fortunate he will be representing the interests of his profession and our Community." Tim McKevett, President/CEO of Beloit Health System. Dr. Sage received his Doctor of Podiatric Medicine degree from the Ohio College of Podiatric Medicine (now Kent State University College of Podiatric Medicine) in 1998 and completed his residency training at PHS Mt. Sinai East Hospital in Ohio.

A mark of maturity is being more disciplined and governed by what you believe than by what you feel. We need emotions, but we can't be emotionally driven. Feelings are real, but they're also temporary—and they can compromise good decisions. People who haven't developed their faith often let their feelings shape their beliefs. But those who operate in a spirit of faith are consistent in not allowing their emotions to lead them.

This episode we answer a submitted question regarding concerns over picking a new leadership team.

This one's raw. Tender. And so incredibly real. My client came into this conversation thinking she needed clarity. She was looking for the right answers—about her role, her goals, her business. But what came out was something much more vulnerable: the pressure to perform, the fear of letting people down, and the quiet ache of not being fully seen. This episode is a front-row seat to what happens when a powerful woman stops performing and starts telling the truth. Here's what we explore: The invisible cost of always being ‘the capable one' What it really feels like to outgrow your own success How to let your soul lead—especially when your head says, “Just keep going” This is the unfiltered, Beyond the CEO moment so many women never get to speak out loud—but you'll hear it here. Contact Information and Recommended Resources Join me in Sonoma in August so we can meet in person! Go to www.thevisionary.ceo/beyondceo to register your interest. Linkedin Instagram Facebook Pinterest