Podcasts about managing people

Do you find yourself with a to-do list rather than a fully functioning leadership team? This episode is all about the Dental A-Team's bread and butter: scaling leaders. Kiera shares how to transition out of micromanaging in a way that you and your team can get behind, whether you're working with people who've worked in your practice for years, or starting fresh. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and I hope you're having a great day today. I hope that you just love what you get to do. I hope that you realize, gosh, you're so lucky to be working in a day and age like today. I know we can sit here and we can talk about all the problems. We can talk about how this patient did this and this team member did this and my gosh, this happened and Kiera, the cashflow this and you wouldn't even understand. I haven't taken a vacation for four years. I hear you.   And I just want to remind you that good and bad coexist. We can see the good just as much as we can see the bad. And the greatest way to combat anger and fear is to look at gratitude. We can also talk about what were all the great things that happened. You have all these amazing patients today. You had a team who freaking loves you and fills your schedule for you. You showed up today and patients were just magically there. You were able to walk in and you're cash flowing positive. I hope that that's your day. And if it's not, let's talk because cash flow.   ⁓ it's my biggest pet peeve and I Dennis to always be freaking wealthy because when you are successful financially, your team is happier, your patients are happier because we're not stressed out all the time. So that's my big rant. Let's chat. Welcome to the Dental A Team podcast. I'm obsessed with making your life easier. We're obsessed with positively impacting you in the greatest way possible. And I love helping dentists get the happiness, fulfillment, success that they're seeking and doing it for you and teams. So   That's what I'm here for. Welcome, welcome, welcome. If you love our podcast, please like, subscribe, share this, leave us a review. That's how we're able to help more practices just like you get to the success. We're all here. Like the world of success. Imagine it's like this boardroom. It's, it's infinity. Everybody's welcome and everybody should have that. And that's what I'm here for. There is more money in this world than we can ever count on. And all of us are entitled to it. All of us have access to it. And I want everybody to rise to the top and help each other get there. And that's what we're about. So   With that, I wanna just help you. I think this is a great one. I think leadership is such this like, tricky topic. Like, my gosh, I don't even know what leadership is. And so today I wanted to kind of break down like, stop managing people and start managing leaders. And this is like leadership 101 for you. So just gonna kind of walk you through. If you're still managing every single detail.   of your practice, you don't have a leadership team, you have a to-do list. And that's a bold statement. And that's even a statement for myself. And sometimes you might have a leadership team and you just need to let go. Also speaking to myself, but hey, if that applies to you, please email me. I love a good pen Hello@TheDentalATeam.com. Please tell me I'm not alone out there, but truly, are you managing every detail? Are you managing your leadership team? So I just want to walk you through some three simple little steps of how to stop managing tasks.   and leading through an empowered team. was talking to our COO and she said, know, Kiera, you've got to be able to work through your team. Meaning you don't do it all yourself as a leader. You work through that team. And I think as CEOs, as owners of practices, we often don't work through our team. actually just do it all. And that creates a burnout that creates stress. It does not create a self-sufficient leadership run team. And that's what Dental A Team's obsessed about doing is let's build these self-sufficient leadership teams. And this is a blueprint to stop micromanaging   and start scaling leaders. Are you on board? I hope you are. This is something I freaking love because for me it's hard. Like it's a real life thing. Like I feel like I micromanage a lot. I feel like I don't scale leaders. I feel like I get in their way. I feel like I've grown a lot. I feel like I've also had to be the person. So it's kind of built in his habits. And so I think it's a space where like we oftentimes think do I need to hire a new leader? And I think sometimes, yes. Like when I look at office managers,   We can grow them. Dental A Team is really, really great at actually developing office managers and helping you know what it is. So before you go and hire someone brand new, I would definitely recommend growing them, seeing if they've got the skillset. And if not, then let's go hire this person. But I think when you're, when you go from this micromanaging to do list to bringing on leaders, it's going to be a let's identify and develop internal leaders for you because a lot of times they're just sitting right in front of you.   I was just at an event the other day and one of our team members was there and like not even on my radar of leadership. And I was like, wow, that person has been sitting right in front of me. So I think sometimes we think the grass is greener rather than just really like we got a freaking green pasture right in front of us. Let's just develop them. So you can test people out. And the way you start to look for leaders on your team is who naturally takes the initiative, who does this just on their own? And can I help grow them?   and help them like earn trust with me. And then can I do one-on-one coaching? So for me, I like plant little projects like, hey, you take this on and I'm watching to see does this person take the initiative? Do they follow through? Do they have the traits that I'm looking for in a leader? Do they have my trust? And if they don't, that's great. They're a great team member. But if not, like I can do one-on-one with them. Also the way you develop, like if you identify about this person, they're not quite to leadership. You can do one-on-one coaching with them. You can literally hire a Dental A Team to help coach and train your leaders.   We do this all the time. Give leadership books, have a book club with them, have clear responsibilities, what's their job description. And then we promote based on ownership mindset, not tenure. And that to me is something so hard. And I just wanna talk about it like, how do we do this? Because a lot of people feel like I've been here for a long time. And I will tell you the best and easiest way to do this is to actually put out the job description for who you're hiring and send it to your team and see who wants to apply for it. Because then the tenure people might look at that and like,   And someone told me that, like, yep, open that job description and close it right back up because surely don't want to do all that. They're a seasoned team member, but they don't want to take it on. So that's your easiest way to be able to promote for that ownership mindset and leadership of who actually wants it rather than just who's been there for a long time that quote unquote feels like they deserve it. Just because people have been there for a long time does not mean that they're a great leader. And I hope you hear that. And this is how you micromanage because a lot of times people put leaders into place with massive air quotes that aren't leaders.   They're just bodies with a title and you're still having to do everything. Right? People write, see, it should not cost you more time or more money. They should actually give that back to you. So if that's not the case for you, you don't have leaders, you have doers and you need leaders. So I think when you, um, there's been plenty of practices that I've worked with where we've taken team members on the team, given them some leadership guidance. So we teach them how to have one-on-ones. We teach them how to have hard conversations. We teach them how to look at the books. We helped them learn.   how to actually like be a leader of your practice. And people are like, you turned my office manager around. Like they're now an office manager. And a lot of times it's not that they weren't great. They just didn't even know. If I would have had a coach and a mentor as an office manager, I would have been 10 X the manager that I was. And that's coming from Kiera Dan. I think I'm pretty dang good. And I take a lot of initiative, but I just didn't know what I didn't know. I didn't know how to run a business. I hadn't looked at this before. I didn't have the experience with it. I just got thrown in because, hey, I'm Kiera. I know I can figure this out.   but a lot of times it's very costly. So give them the coach, give them leadership books, give them a mentor, give them a job description and KPIs and see them rock. So I would definitely look at that. And so if you're managing everything or you feel like you're doing a lot, is there a team member on your team today that shows leadership potential? And could you start mentoring, testing them out, seeing how they do to see if they're your person before we go higher? Number two, step two is going to be we wanna make sure leadership roles are   very clearly defined with authority and accountability. So something I see that happens often when people put leaders into places, they don't give them authority and the doctor actually undercuts them. And I know I've done this to my team. So team, if you're listening, I'm very sorry because I know I've done this to you and you've got to have clarity and autonomy for leadership to work. So what it means is we've got to have scorecards and KPIs with decision-making rights. So who actually can make decisions on this? And if you're the only person that's doing it, you've got to put into place   what your decision making is and who I like panic saying this. Literally I'm like looking down stressed out right now to say this. You have to accept that people aren't going to do it the way you would do it, but that doesn't mean it's wrong. I like things a certain way. I'm very aware of that. I'm like, even my husband, told me he's like, Kiera, it's been so nice. Like we had some friends coming over and usually I'm very particular about like what we're doing for dinner and how we're doing it.   I've been so busy, he's like, I just initiated and I'm so tired. I'm like, that's great. Thank you. Like, and I think when we realize like, what are the decisions really truly you have to make? I've got a doctor who loves picking out the prizes for her prize box. She's pediatric. And yet that's something that you could delegate, you could elevate and you could get some time back. I'm not here to say you can't do the things you love, but I am here to say like, you've got to give autonomy, you've got to give clarity. Otherwise you're always going to sit here.   So if you can't give that up and you're so obsessive about every single detail so much even as the prize box, the leadership might not be your jam and you might need to just be a manager and hire somebody who's a great CEO to run your business. And I'm not saying that vindictively or that you're not good enough. It's just truly like, what's your skillset for it? So you've got to have clear roles with authority and accountability. So KPIs, decision-making rights. You've got to have what the lead owns and what they don't. So this way you're not crossing in. We have an accountability chart and I swear it's like,   call it our holy grail of the company. I have to look at them like, okay, who is making these decisions? It's not Kiera who is doing this and setting them up for success, letting them fail, letting them make the decisions. Sure, if it's going to like make us go bankrupt. So I say if it's a financial, a legal, those are like the main two things that I really have decision-making rights over that I'm gonna trump all day long. The rest need to be having autonomy with it. And then also our theme this year is outcomes over activity. So.   Make sure that we have meetings where we're reporting on the outcomes, not the activity. So what's our KPA scorecard show us? I don't care that you got 200 things done today. High five. I'm super proud of you. Did we hit goal? Did we make overhead and are we profitable as a business? Like, and did our team love our day? And did we have a great patient experience? Like, I'm so happy that you did the billing, but like that falls under the outcome of profitability and overhead. Like those are just parts of the business that we've got to do. And so   Really when our OMS and our doctors and our people see their role clearly, like even in our organization, when we rolled out the accountability chart and we have it set, we've got specific KPIs and we started tracking on measures, the team starts to move. There's fewer daily interruptions. Things can move forward and I'm not having to make as many decisions anymore and the leadership team is able to make them smoother, faster, easier. Now, I'm not perfect at this. I have a lot of pieces in here. There might be better leaders out there.   But I will tell you growing leaders on your team, developing them and helping doctors and teams work, then only team a second to none. Like this is what we do. Me as a CEO of a consulting company, yeah, it's been tricky. Cause I'm like, I don't have the freaking playbook. I know how to do your practice. I know how to do your life, but doing our business has been hard. But I will say as you're building this, and if you're listening today, you've got to have a scorecard for each leadership role that has their job description, their KPI and their decision-making authority of what they can or can't do.   that clarity is going to create confidence in your team. This is something easy to build. I mean, we've got AI, we've got Dental A Team, we can help you guys with all of this. Those are pieces that you're going to do. And then after that, you're going to do step three, which is coaching the leaders, not the team. And this, ugh, like I sit back in my chair, like I feel stressed out to say these things to you. I think this one actually is pretty tricky for somebody who's founder led, who's been very involved with all the team. You move into a space where,   You just now work with your leaders, not the rest of the team. And ⁓ I think this is where leadership can feel lonely. I think this is where you can feel like, but I don't know all my team members and you don't anymore. And as you grow and evolve, you actually need to move on because what happens is if you still lead the rest of the team, you actually bypass your leaders and you undercut them.   you've got to route feedback and issues through them. And that's like a hard redirect because you're so used to being the person who answers it. So pull out your little accountability legend, look at it and be like, okay, thank you for asking me that question. This is the person who needs to do it. We play popcorn in our team of, all right, we have a question for this, who does this? And we have them answer until they know who to go to. And it's just a redirecting and a reworking for everybody. And just say like, hey, I know we've like shaken our team like a snow globe. Everything's kind of falling into place and I wanna make sure people have clarity.   because clarity creates confidence. So then we have our leaders. And then you actually have, I do weekly leadership meetings and we do monthly. And I realized like, that's my time to coach my leaders. So can I give them books? Can I do book clubs? Can I help them? And then you have one-on-ones either weekly or monthly to really develop them as leaders, to track in on their KPIs, to look at their issues, to resolve issues for them. And you literally train them how you want them to treat their team.   So hey, what I'm doing with you, I'm meeting with you weekly, I'm reviewing your KPIs, we're looking at our quarterly objectives, making sure that's moving. And then any issues you've got with proposed solutions, let's work through those. You develop your leaders who then can go develop their teams. And I will tell you that I've got several doctors who have built incredible leadership teams, and it is done through this and they coach the leaders. And some of them have even said like, I don't even know half my team anymore. And what I tell those doctors and I tell myself is,   you still get to surprise and delight in areas that doesn't undercut your leader. You can still be the fun boss. You can still do highlight shout outs to your team members. I still write shout outs to our team of where I've seen them do different things, but the dynamics do change. And I think you have to realize if you don't want to be the micromanager, the office manager, if you will, you do need to develop leaders and you need to let them be leaders and you need to give them that power, that autonomy, that growth. And if you can do that,   you are going to be able to grow. So this is where we do really truly going from having a to-do list to having a leadership team. So quick recap of steps would be identify your internal leaders and start developing them into it. Then we define the roles very clearly with KPIs, job descriptions and decision-making authority. And then we coach them on how we want them to lead the rest. And that coaching piece...   I think yourself, make sure that your coach is a great leader too. This is what I love in our consulting is we do coach doctors and teams. We help doctors show up as great leaders and like, how are you undercutting your team and vice versa? Hey team, how are you undercutting your doctor? How are you not showing up for them? This is what they need from you. And I think having that mediator often can really, really help you out. But I think like coach the leaders, coach yourself, make sure you've got it. What books do you have? What things can you give them? What resources, what courses, like giving them a consultant that can help them.   that's been there, done that, done it successfully. How do we have these uncomfortable conversations? How do we get our core values? How do we shift culture? Those pieces, you've got to lead them to be able to do it. Leadership is a journey, not a destination. And so when you scale, you do stop having touch points and management of every person, but you start managing the right few. Leadership should be managing of five people. So if your team's five people, rock on, keep managing. If you're bigger than that, you need to start building a leadership team.   Even at five people, definitely recommend still having an office manager who helps you because you're busy drilling and filling. You don't have time to do all these little touch points that they should. So I think for you, if you're feeling like you're still carrying the weight of your whole team, even if you've got a leadership team and you need them to start to level up, to deliver for you, it's time for you to lead leaders and to develop leaders and to make sure you got right people, right seats. Sometimes you might have a leadership team, but you're still doing everything. You don't have a leadership team. You've got doers.   And so how do we actually have a leadership team and what things do you need to change to allow leaders to be there? And what things does your team need to do to truly let you and like trust the outcomes and the processes that they're going to deliver for you? It's a two-way street. So teams listening and doctors listening, your doctors got to trust you to deliver and consistently deliver. Doctors, got to trust this team to deliver and consistently deliver. Both you want the same thing. And so really coming together, having those conversations and reading five dysfunctions of a team, getting into those uncomfortable spaces.   is going to help you. So if you need help on leadership or building this infrastructure, I don't know how to get there or gosh, I'm like there, but I still need my leaders to have growth. I need growth. We coach doctors and teams. And this is why, because both sides of the coin are important. Both sides are necessary and both sides need different things. Visitors, you got to look online. You got to forecast. You got to grow your leaders. Leaders, OMS, team leads. You got to hit those KPIs, those metrics. You got to get your team and your department to row in that direction.   These things are not, I think innate, they're trained and they're learned. And so reach out, Hello@TheDentalATeam.com. This is things, share this with someone who's going through this. I know every single one of you today has a doctor struggling with leadership or a team member struggling with leadership. Share this with them. This is how we help grow each other. This is how we help positively impact the world. Give this to a colleague, share it in a post. You guys read those Facebook posts. They constantly are complaining about this. Please share this.   Say like, hey, this is a really good tactical way of how to develop leaders, how to stop micromanaging, how to truly grow into that. And I would love to help anybody. We do complimentary practice assessments. We'll review your practice, give you tactical, tangible advice, whether you work with us or don't. So reach out. I'd love to just like give you a roadmap of where you are and you leave that meeting. Every single time I do that meeting, people leave with clarity, with confidence of where they need to go. So reach out. I'd love to help you. Hello@TheDentalATeam.com.   And as always, thanks for listening and I'll catch you next time on the Dental A Team podcast.

Amy Graham-Carlson, MD

Collin Werner might only be 27, but don't let his age fool you. He's already worked in some of the most well-regarded kitchens in Omaha, now advancing to become the Chef de Cuisine at Au Courant. We run through Collin's career, assess the lessons he learned at different stops, discuss the value of culinary school, and more! This episode is a deep dive into creativity, discipline, and what it really takes to succeed in a modern kitchen.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. Global Benefits Require Local Listening There is no universal benefits playbook. What matters to an employee in Bangalore — where the daily commute can be a two-hour ordeal — is fundamentally different from what matters to someone in Austin or Cork. Companies with global teams need to engage local employees to understand what's actually meaningful, rather than exporting the US benefits model everywhere. 2. Transportation Is an Underrated Global Benefit In cities like Bangalore and Manila, commuter benefits can have a more meaningful daily impact than gym memberships or wellness stipends. Dave's team is actively exploring cab subsidies and transportation allowances as targeted benefits for teams in markets where commuting is genuinely burdensome. 3. Mental Health Benefits Only Work If Confidentiality Is Real and Communicated On-demand therapy platforms drive adoption when employees genuinely believe their sessions are private. People leaders need to actively and repeatedly communicate that they have zero access to individual usage data — because the fear that HR is watching is a real barrier to utilization, even for platforms that are genuinely confidential. 4. Aggregate Mental Health Data Is a Strategic Signal Even without individual visibility, the top themes surfaced by a mental health platform — stress, burnout, anxiety — give people leaders actionable intelligence about where the organization needs to go deeper. That's qualitative data that should be feeding benefits strategy and manager training. 5. What Candidates Care About Depends on Where They Are in Life Junior employees ask about food and gym benefits. Senior employees want to know about 401(k) match and parental leave. But across every level and every geography, candidates are asking to see the benefits package — and those conversations are happening on par with base salary discussions. 6. Elder Care Is the Next Major Benefits Frontier — and It's Personal for Dave Dave went through the elder care journey for both parents with nothing from his employer to help navigate it. That experience led him to advise an elder care platform and made him one of the most vocal advocates for this benefit category. His message: companies that don't build something here in the next few years will lose the sandwich generation employees who need it most. 7. The Elderly Population Is About to Eclipse the Child Population in the US The demographic shift is imminent. The sandwich generation — employees simultaneously raising children and caring for aging parents — is about to become the dominant workforce cohort. People leaders who are not designing benefits for this reality are already behind. 8. Concierge Benefits Address the Real Cost of Being Away The most relatable benefit Dave wishes he had: someone to handle real-life logistics when you're traveling for work. A fallen tree, a lawn that needs cutting, a home emergency — the mental load of worrying about what's happening at home while you're on the road is a real productivity drain that concierge services can address. 9. HR Needs a Purposeful AI Design — Not a Default One Dave's key insight from Transform 2026: the most important AI conversation in HR isn't about what AI can do — it's about what you want it to do. Mapping capabilities and making deliberate decisions about where AI takes over and where human judgment is protected is the strategic work that separates thoughtful people organizations from reactive ones. CHAPTERS: 00:00 – Introduction Adam welcomes Dave Hanrahan from SolarWinds, fresh off a panel session, and sets up a conversation about global people leadership and benefits. 02:00 – Meet SolarWinds & Dave's Role Dave describes SolarWinds — a B2B IT observability platform — and his role as SVP of People, including joining two weeks before an acquisition and managing a team spanning six countries. 04:30 – Managing a Global Workforce Up Close Why Dave prioritizes getting out to international offices in person, and what you can only understand about site culture when you're actually there. 07:00 – How Benefits Work Around the World A rarely discussed topic: how benefits are structured differently by country, why one-size-fits-all doesn't work globally, and what SolarWinds is learning about meeting employees where they are in each market. 10:00 – Transportation Benefits in Bangalore & Manila The standout benefit conversation: why commuter subsidies matter more than gym memberships for teams in some of the world's most congested cities — and how SolarWinds is working with local teams to figure out the right solution. 13:00 – Mental Health Benefits & the Confidentiality Challenge How SolarWinds approaches global on-demand therapy benefits, why anonymity is the key to adoption, and what aggregate data from the platform tells Dave as a people leader about workforce stress trends. 16:30 – How Benefits Are Priced & Structured A practical breakdown: per-employee session allotments, how utilization is tracked, when the company raises session limits, and how group sessions expand access across the organization. 19:00 – What Candidates Actually Ask About in Total Comp Dave's generational breakdown: junior employees ask about food and gym benefits; senior employees go straight to 401(k) match and parental leave. And across the board, every candidate asks to see the benefits flyer. 22:00 – The Elder Care Gap — Dave's Personal Story Dave's most personal moment in the episode: going through elder care for both parents with zero company support, becoming an advisor to an elder care benefits platform, and why he believes this is the next major benefits frontier. 26:00 – The Sandwich Generation Is Here The data point that stops the conversation: the US elderly population is about to eclipse the child population. Dave and Adam get real about what that means for employees caught in the middle — raising kids while caring for aging parents. 29:30 – Concierge Benefits & the Value of Peace of Mind What Dave wishes he had as an employee traveling for work: concierge services that handle real-life logistics — the lawn, the fallen tree, the home emergency — so employees can focus on the job. 32:00 – Mapping AI to HR: What to Automate, What to Protect Dave's aha moment from Transform 2026: the importance of purposefully mapping which HR functions should become agentic versus where human judgment — on hiring, promotions, compensation, feedback — must be retained. 35:00 – Keeping the Human at the Center Dave's words of optimism: at this conference, HR leaders are pushing back on the narrative that AI should replace human judgment. The energy at Transform is about keeping people at the heart of the most important decisions.

#289Building a UK property portfolio is so easy on paper. But it feels like everything falls apart once people get involved.Project managers, builders, brokers, solicitors, managing agents  all conspire to turn plans into problems.People talk about property being a people business as if all you need to do is find people to help you. Easier said than done! Scott Williams, founder of The Property Developer Show offers practical advice on building and continuously improving your UK property Power Team.Our WhatsApp  groupProperty Engine discounts (Code: EXPAT)Starter: 30 day trialPro: 30 day trial/3 mths 1/2 price, Ultimate: 1/2 price 3 monthsGoalsettingLeave a review37 Question Due Diligence Checklist / Auction GuideOur Sponsors: Finnigan McNeill Property GroupWe discuss:Building a Reliable UK Property Power TeamChallenges of Managing People in UK Property InvestingWhy Property is a People Business in the UKThe Role of Brokers in UK Property FinanceDirect vs Broker Financing for UK Property DealsImportance of Relationships with UK Property LendersChoosing the Right UK Property SolicitorWorkload Issues with UK SolicitorsHaving Backup Solicitors for UK Property TransactionsSpecialist Solicitors for Complex UK Property DealsDeveloping Relationships for Better UK Solicitor ServiceInsurance Brokers' Value in UK Property InvestmentAvoiding Bad Insurance Policies in UK PropertyUsing Brokers for UK Property Insurance ClaimsThe Impact of Surveyors in UK Property TransactionsWhen to Use a Surveyor for UK Property PurchasesHiring Project Managers for UK Property DevelopmentsImportance of Recommendations in UK Property NetworkingUK Letting AgentsEvolving, Refining, and Improving Your UK Property TeamKeywordsUK property, UK property investing, UK property portfolio, UK property podcast, UK property team, UK property power team, UK property market, Remote UK property investing, Building a UK property portfolio, Property investment strategies UK, UK property project manager, UK property brokers, UK property solicitors, UK buy-to-let investing, UK property letting agents, UK property insurance broker, UK property surveyors, UK property developers, UK auction property, UK residential property investment, Project management for UK property, Finding UK property deals, How to build a UK property power team, Best mortgage brokers for UK property investors, How to choose a solicitor for UK property purchases, Common issues with UK property project managers, Best insurance broker for UK landlords, Recommendations for letting agents in UK property, Managing risk with your UK property team, UK property investing for expats, Practical tips for buying UK property at auction, Essential members of a UK property investment team, Challenges of remote UK property investment, Legal responsibilities for UK landlords, Avoiding fines under the UK Renters Rights Act, Networking for UK property investors, Selecting the right professionals for UK property dealsAttention UK Landlords: Free PDF on how to notify tenants about the Renters' Rights Act

Let me ask you something…Have you ever looked at your team and thought: “I've got good people… so why am I still frustrated with the results?”They're working. They're responsive. They're in the meetings. They're doing what you asked…And yet—something's off. Deadlines slip. The quality isn't quite there. You find yourself jumping back in…rewriting things… re-explaining things… stepping into details you shouldn't have to touch.And if you're being honest. You've probably caught yourself thinking: “Why can't they just do it the way I would?” I've been there. And here's what I had to learn the hard way… It wasn't them.It was me. And once I saw it… I couldn't unsee it.Not because my team wasn't capable. But because I was managing activity… when I should've been managing outcomes. And that one shift changes everything.Let's dive in.> Links mentioned within

This episode of The Selling Podcast features a masterclass in leadership and career longevity with medical device sales veteran and business owner Tony Schneider. With over 26 years of experience—spanning from his roots as a commercial pilot to leading a top-tier distributorship—Tony shares the "secret sauce" that kept him at the top of the leaderboard and how he successfully transitioned from a high-performing rep to a servant-leader manager.In this episode, we discuss:The Pilot's Pivot: How a single, jarring conversation with a colleague changed Tony's life path from aviation to a 20+ year career in medical sales.The "Servant" Mindset: Why Tony views sales not as "selling," but as a professional commitment to serving and consulting for others.Hiring for Character over Credentials: Why Tony stopped requiring four-year degrees and started looking for "like-minded individuals" who possess the innate gift of service.The AI Interview Trap: A cautionary tale about the dangers of remote hiring and how some candidates are using AI tools to "game" the interview process.Managing People, Not Processes: Insights into why the hardest part of management is managing personalities—and how to identify and utilize the unique gifts of every team member.The "Father Figure" Leadership Style: Tony's philosophy on building a business as a "family," where constructive criticism is given with the heart of a mentor.

It's easy to condemn the horror stories coming out of Noma, the celebrated restaurant in Copenhagen. But this week, Jay Goltz, Jennifer Kerhin, and Ted Wolf confront a harder question: How far are the rest of us—business owners in every industry—from crossing the line? Because it's not just restaurants. Most owners don't set out to be abusive. They set out to build something great. And somewhere along the way, high standards can start to blur into something else. ‘I was out of control when I was in my 20s,' Jay admits.So, what changed? And where did the owners land? How much command and control is actually necessary? When does pushing someone cross the line—and when does not pushing them enough become its own failure? Have you ever held onto the wrong employee too long? Or pushed the right one too hard? Jay doesn't sugarcoat his opinion about yellers: “You're going to tell me you're passionate. I'm going to tell you, ‘You're an asshole.'”The group digs into the trade-offs every owner faces: hiring versus managing, systems versus stars, culture versus performance. What do you do with the high performer who damages the team? Can you really coach anyone to excellence—or are there limits? And then there's the quiet warning sign many owners ignore: Something goes wrong, and someone says, “Oh, well, everybody knows how Bob is.” That, says Jay, is when you know you've got a problem. This is a conversation about judgment calls—messy, human, unavoidable. Because as Jennifer puts it, “It's really hard to manage people.”

Managing people is the corporate equivalent of being handed a live grenade with the pin already pulled. You're promoted because you're brilliant at your day job—only to discover that managing humans requires a completely different skill set, one nobody bothers to teach you. Welcome to the brutal, hilarious, and occasionally soul-crushing reality of middle management.In this episode of A Job Done Well, Jimmy and James dissect the moment they realised they were woefully unprepared for leadership. From James's early days of bollocking subordinates (and then apologising) to Jimmy's face-off with a delusional cashier who insisted she was never late (spoiler: she was), they expose the absurdity of being thrust into a role that demands empathy, judgment, and the ability to fake confidence while secretly questioning every decision.The hosts explore why organisations promote technical experts into managerial roles without a shred of training, and why the so-called “soft skills” are actually the hardest to master. They also reveal the uncomfortable truth: even after decades of experience, you'll still encounter situations that leave you out of your depth. Whether it's navigating office politics, handling emotional meltdowns, or simply learning not to micromanage, managing people is less about control and more about creating an environment where everyone—including you—can do their best work.Got a question - get in touch. Click here.

Most organizations take their best performer, hand them a title, and call it a promotion. What they don't tell that person is that everything that made them great at their job is now working against them. In this first installment of a two-part conversation, Jamie sits down with Matt Whitehead — Chief Ancillary Officer at Your Health — to explore one of the most overlooked transitions in healthcare leadership: the shift from being an exceptional doer to becoming a leader others will actually follow. In this episode: Why the moment Matt stepped into his first nursing home administrator role cracked the foundation of everything he thought he knew about leadership The dangerous myth that new leaders walk in as "instant experts" — and how that belief causes their teams to start managing them Why the dopamine hit of checking things off a to-do list disappears in leadership, and what you have to build to replace it How to delegate without losing your mind — and why being crystal clear on outcomes matters more than anything else Why conflict is never a problem to be eliminated — it's information to be used This episode is for every high-performer who has stepped into a leadership role and felt the ground shift beneath them. You're not alone — and it's not a flaw. It's the beginning. www.YourHealth.Org

What if the thing that's making leadership feel so heavy isn't the pressure but the pretending? EPISODE SUMMARY What happens when leadership rewards performance—but quietly erodes the person underneath it? In this episode of Joyosity in Practice, Jenn Whitmer sits down with Australian employment lawyer and leadership coach Karen Ansen for a powerful conversation about presence, power, conflict, and what it really costs leaders when they disconnect from themselves in the name of professionalism. Karen brings decades of experience working with leaders in high-stakes, emotionally charged environments—law, HR, and organizational conflict—and names what many leaders feel but rarely say out loud: avoiding discomfort doesn't create peace; it creates problems. Together, Jenn and Karen explore why presence is not a “nice-to-have,” how healthy conflict actually builds trust, and why curiosity—not control—is one of the most underrated leadership skills. This episode is for leaders who are tired of performing strength and ready to practice it. Here's What's in the Episode: [01:15] How leadership erosion happens quietly and why self-abandonment is a hidden leadership risk. [06:24] Why “professionalism” often blocks leadership presence and emotional intelligence at work. [10:45] Big personalities in leadership: why confidence in women leaders is misread as a problem. [15:12] The cost of avoiding self-awareness, mindfulness, and emotional presence in leadership. [20:59] People management and leadership stress: why leading humans is the hardest leadership skill. [23:33] Letting go of control in leadership: how outcome detachment improves communication and trust. [30:06] Conflict management for leaders: a practical framework for difficult conversations without avoidance or escalation. Leaders searching for leadership presence, emotional intelligence at work, and conflict management skills often assume they need better scripts, stronger authority, or tighter control. This episode challenges that assumption—exploring how self-awareness in leadership, mindfulness at work, and staying present during difficult conversations actually build trust, reduce defensiveness, and improve team communication You'll hear practical insights on managing people under pressure, leading through conflict, and how letting go of control can make you a more effective, human leader—without sacrificing credibility or results. Key Takeaway Joy at work isn't about shunning discomfort quickly—it's about staying present long enough to learn from it. About the Guest: Karen Ansen Karen Ansen is an employment lawyer, HR strategist, and leadership coach based in Australia. She is the principal of Ignite HR and the founder of Ignite Your Purpose, where she works with leaders navigating conflict, complexity, and high-stakes decision-making without sacrificing their humanity. Karen is known for her rare ability to blend legal precision with emotional intelligence—helping leaders solve real problems by addressing the human dynamics underneath them. Connect with Karen at ignitehr.com.au. About the Host: Jenn Whitmer Jenn is an international keynote speaker, leadership consultant, and the founder of Joyosity™, helping leaders create positive, profitable cultures through connection, curiosity, and joy. With a background in communication, conflict resolution, and team dynamics, Jenn helps leaders and organizations navigate complex people challenges, reduce burnout, and build flourishing workplaces. Her insights have resonated with audiences worldwide, blending real-world leadership expertise, engaging storytelling, and a dash of humor to make the hard stuff easier. Whether on stage, in workshops, or with coaching clients, Jenn equips leaders with the tools they need to solve conflict, cultivate communication, and lead with purpose. Her book Joyosity and the Joyosity Works Playbooks offer leaders a fresh approach to joy at work that builds real results. jennwhitmer.com Jenn's Socials:Insta: https://www.instagram.com/jenn_whitmer/LinkedIn: https://www.linkedin.com/in/jennwhitmer/ Resources & Links: Get Joyosity and Joyosity Works Playbook Joyosity: How to Cultivate Intense Happiness in Work & Life (Even If Things Are What They Are) Joy isn't extra. Joy is how you thrive. This book gives leaders the tools to turn exhaustion into resilience and build cultures where work is a joy, people are whole, and organizations flourish. Joyosity Works Playbook: Practical Plays and Strategies for Joy at Work and Beyond is the official companion workbook to Joyosity to help you practice joy every day. Find direct links to purchase at your favorite booksellers at https://jennwhitmer.com/books. Free 99: Joyosity Explorer Map → This map will guide you to understanding the deeper purpose and story you tell yourself about your work. Joy is linked to purpose and productivity increases by 20% or more when you directly link your purpose to your work. Ready to Make a Plan: Joyosity™ Jumpstart → Get crystal clear on what you want, what's in the way, and how to move forward with traction. Starting the Journey: Enneagram Navigator → Stop guessing your type. In this 1:1 session, get clarity on your motivations and blind spots. Ready to Dive In: Joyosity™ Intensive → A one-day transformative experience to realign with your values and build a practical plan for joyful leadership. A Party for More: Bring Jenn & the Joy to Speak → Bring the spark (not just the spark notes!) to your whole team with contagious joy, practical tools, and plenty of laughter. Loved this episode? Rate, review, and share with a fellow leader who's ready to ditch the drama and lead with more joy, curiosity, and clarity.

In this episode, we speak with Eli Goodman, co-founder and CEO of Datos, a clickstream intelligence company built for institutional and enterprise markets and acquired by Semrush. After more than two decades across the data ecosystem - including senior roles at Comscore and close work with Gartner - Eli founded Datos in 2020 with a clear focus on trustworthy, high-integrity data in a space shaped by regulation, risk, and long-term dependency. This is a conversation about responsibility, judgment earned over time, and building something that is meant to last. What We Dig Into: The Weight of Founding Eli describes entrepreneurship as constant vigilance. “It's not that you're sleeping three hours a night. It's that you always have one eye open.” Founding, for him, is not about freedom. It is about responsibility. “If you're not figuring it out, it's not getting done.” People trust you with their livelihoods. If you care, that weight stays with you. Managing People vs Being Responsible for Survival Eli draws a clear distinction between leadership inside an established company and founding something from zero. “Every day you wake up and the first thing you think is: when are we out of money?” In a startup: • There is no institution behind you • No inherited structure • No one else to catch what you drop The company exists only if you keep it alive. “Milk Gate” - When Small Things Reveal Bigger Realities One of the most memorable moments in the episode comes from what Eli jokingly refers to as “Milk Gate”. Early in his career, he describes a company-wide meeting where leadership reprimanded the entire office for drinking too much free milk - milk that was meant for coffee, not cereal. “It didn't really make sense why the general manager had to sit everyone down about milk.” At the time, it felt irrational. Easy to take personally. In hindsight, it became clear what it really signaled. The company was nearing a sale. Costs were under scrutiny. Every dollar suddenly mattered. “When something feels out of place, it usually is.” The lesson is not about milk. It is about learning to read context instead of ego. Small, insignificant-seeming moments often: • Reflect pressures leadership is not articulating • Signal structural changes before they are announced • Only make sense once you zoom out Learning Not to Personalize the Wrong Things Eli connects Milk Gate to another early-career moment - pitching an idea that leadership dismissed. At the time, it felt like rejection. Later, he understood it as disinvestment. The takeaway: • Not every “no” is about you • Sometimes it is about timing, incentives, or exit dynamics • Experience teaches you what to internalize and what to observe Why This Episode Matters This episode removes mythology from entrepreneurship. It replaces bravado with responsibility and hype with durability. It is especially relevant for founders building infrastructure, data, or long-term platforms. You'll Walk Away With: • A grounded view of founder responsibility • A lens for interpreting small but meaningful business signals • Clarity on funding alignment and incentives • A practical people-management framework • A reminder that sales still start with humans • A long-term view of trust as strategy Measured. Honest. Earned over time. Enjoy your listen

What does it really take to build a high-performing, low-drama team?In this episode, we break down the real-world strategies behind employee management, intentional turnover, and aligning teams with mission, vision, and values—including practical lessons from the Entrepreneurial Operating System (EOS).We cover:Managing People & TurnoverThe real cost of keeping the wrong person in the roleWhat “intentional turnover” means—and how to handle transitions the right wayCreating kind, professional exits while protecting team performanceWhy strong teams naturally push toward “right people, right seats”Intelligent HiringHiring for natural wiring—not just resumesUsing personality and behavioral assessments to identify top performersWhy the best employees make difficult roles look effortlessData-driven filtering to focus on candidates most likely to succeedEOS & Team AlignmentHow EOS aligns teams around mission, vision, and valuesThe Six Key Components: Vision, People, Data, Issues, Process, TractionUsing scorecards, structured meetings, and accountability rhythmsMilitary-style” backward planning from long-term goals to 90-day prioritiesIf you're a leader, founder, or HR professional trying to build a disciplined, accountable, and high-performing culture—this episode delivers practical insights you can apply immediately.

In Episode 37 of the ArmaniTalks Show, I dive into the nuances of leadership and productivity. From the psychology of managing older employees to the controversial art of micromanagement, this episode breaks down how to command respect while delegating effectively. We also explore why clarity is your ultimate productivity hack and how articulating your why out loud transforms your vision. Plus, a look at why Reddit might actually be maturing you. GET LEVEL UP MENTALITY:

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Do you feel you're giving everything to your agency and only getting exhaustion as a result? Agencies grow best when they're built around clarity, empathy, and self-awareness. Whether it's pricing, boundaries, team management, or AI, the common thread is intention. Today's featured guest understands that you don't need to hustle harder. You need to design smarter, around who you are, how you work best, and what kind of business you actually want to run. She'll share her perspective on agency growth, self-awareness, leadership, and how AI should actually be used inside a modern agency and provide a real look at what it takes to build an agency that's profitable, human, and sustainable without losing yourself in the process. Ingrid Schneider is the CEO and founder of Stay in Your Lane, a fractional CMO and franchise development agency, and Train in Your Lane, an AI education company helping teams build real AI intuition. What started as fractional work after being laid off during the pandemic has grown into a 16-person team running full marketing departments, launching brands, building LMS platforms, and training companies like Ben & Jerry's and Ace Hardware on how to actually use AI to solve problems. In this episode, we'll discuss: Going from survival mode to self-worth: pricing and confidence. How to set boundaries and protect your brain. Design an agency that energizes you, not drains you. Managing people, not just performance with a human-first approach. 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. Building an Agency on Trust and Integrity Ingrid doesn't come from a tidy, linear career path. After being laid off as a CMO during the pandemic, she made the decision to not work for anyone else again. She started doing fractional CMO work to replace her salary, focusing on trust, authenticity, and doing the work well. What began as a solo operation three and a half years ago is now a full team serving a wide range of clients. Some rely on Ingrid's team to run their entire marketing department. Others bring them in for focused, fractional engagements. The growth didn't come from aggressive sales tactics—it came from being reliable, human, and honest about what they were good at. Learning Your Worth and Unlearning Survival Mode When Ingrid landed her first client, she charged $3,000 a month for two brands. And that client still complained about pricing. Like many agency owners, she was focused on replacing her salary, not building a business. Survival mode has a way of shrinking your sense of value. Learning her worth didn't come from a pricing spreadsheet. It came from personal work deconstructing old beliefs, recognizing her own capabilities, and understanding the impact she could have on others. Ingrid talks openly about how her upbringing and past experiences shaped her tendency to underprice herself and overextend. As her confidence grew, so did her standards. She began collecting people with grit, sometimes hiring for attitude over experience, and building a team she trusted deeply. The biggest lesson for her was: if you don't believe in your value, your pricing, and your agency, will reflect that. Preventing Agency Burnout: How to Set Boundaries Running a business can be incredibly stressful, which is why many owners can relate to being in fight or fly mode all the time. However, this is the worst thing for both your health and your business because chronic stress will affect your brain and get you to a point known as "flipping your lid." According to Ingrid, this term, which she learned from Dr. Daniel Siegel, describes what happens when stress pushes you into fight, flight, or freeze. Logic goes offline. Creativity disappears and everything feels harder. For agency owners, this shows up as exhaustion, impatience, and bad decisions, and healing will mean confronting the reality that you can't run a business well if your body and brain are in survival mode. In her case, Ingrid found healing by emphasizing boundaries as a leadership responsibility. Knowing where your value is best served, trusting your team, and recognizing when their lids are flipped allows you to lead with empathy instead of pressure. The agency doesn't need a burned-out hero. It needs a regulated, self-aware leader. Designing an Agency That Energizes You, Not Drains You This is a lesson that agency owners that currently feel miserable with their business and wanting to give up should learn. Drawing your boundaries will look different to everyone, but you can start by asking yourself what you want to do every day and what you never want to do again. Just draw a circle on a piece of paper and start writing. Inside: the work that gives you energy. Outside: everything that drains you. You'll see that most likely what you need is to redesign your agency around this. You can't be all things to all people. Agency that try usually end up miserable and unprofitable. Wins and losses both matter, but only if you're paying attention to what they're teaching you. Topline revenue means nothing if you hate how you're earning it. Sustainable growth comes from aligning what's good for the business with what actually fills your cup. That alignment is what keeps agencies alive long-term. Managing People, Not Just Performance with a Human-First Approach As an empath, Ingrid leads with a people-first approach rooted in Trust-Based Relational Intervention (TBRI). When something goes wrong, she looks at three things in order: herself, the system, and then the person. Are expectations clear? Do they have the resources they need? Is she showing up with patience? Perfectionism isn't the goal in her agency because perfection is stressful, unrealistic, and unnecessary. Instead, the focus is on doing really good work while protecting the team's mental energy. This is where AI comes in, not as a shortcut for thinking, but as a way to remove the minutia that burns people out. This has been the case for Ingrid, who enjoys managing people. If this is not your case, then focus on hiring people who can manage themselves. But remember you have to learn to let go if you want a self-managing team. There are countless ways to reach the same outcome and speed isn't always the metric that matters most. Sometimes the "slow" work produces the best results. Using AI to Empower Teams, Not Create More Noise Ingrid's approach focuses on education and the fact that everyone should be training their AI intuition to be able to understand how an AI tool works and how it could help them. She trained her own intuition by changing her social media algorithms to feed her AI micro-learnings. From there, it became about application: looking at every agency task and asking, Can AI help solve this better? Her team runs weekly "show and tell" sessions where they demo how they used AI to solve real problems. There's also an AI policy but it's framed as a permission slip, not a rulebook. Team members can experiment with tools on a company card, and if they prove value, the agency commits. The bigger point is this: if you're not empowering your team to use AI thoughtfully, you're holding them back. This isn't about pumping out more content—it's about freeing up human brains to do the work that actually matters. 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.

In this Unchained CEO episode, Caleb Jones explains how to scale a location-independent business using a zero-employee model built around contractors, and why effective management is largely about hiring correctly, documenting SOPs, and tracking clear KPIs with consistent accountability. He shares practical principles like "hire slow, fire fast," keeping emotions out of leadership, and building strong people skills so your team performs, problems get solved quickly, and your business can grow without chaos.

Stop Managing People, Coach Them Instead, The Leadership Shift That WorksLeadership coach and author Greg Giuliano explains how to coach for change, build real accountability, and lead people in a world where AI can automate tasks but cannot replace human development. We break down coaching vs therapy vs mentoring, why managers lose teams by over directing, and how leaders can unlock motivation and performance through simple coaching frameworks.If you lead a team, run a business, manage people, or want to become a coach, this episode gives you practical moves you can use immediately. Greg's websites https://www.ultraleadership.com/ www.greggiuliano.comYouTube Chapters0:00 Greg Giuliano Intro, Founder of GA Ultra Leadership0:42 Diversified Game intro and what this episode covers2:45 Can anyone be a coach, the simple framework4:37 Coaching myths, time, depth, accountability7:28 AI vs coaching and therapy, what AI cannot replace10:14 Self sabotage, disengagement, and ownership14:13 Addicted to lifestyle, why people refuse to change16:58 When to stop coaching someone, boundaries20:37 Coaching vs therapy vs mentoring, real differences24:13 The core nugget, stop telling people what to do26:13 Coaching for parenting and relationships28:43 Giving back, food banks and mentoring younger leaders31:45 Education, lifelong learning, and AI as a learning partner35:47 Meaning of the butterflies on the book cover39:00 Be A Great Coach program, coaching options and pricing41:04 Credits and accreditation updates42:01 Why tough love coaching fails long term43:03 Final message, leadership that brings people alive45:42 Closing and where to find GregLearn the mindset and moves that lead to real results. Please visit my website to get more information:http://diversifiedgame.com/Subscribe to Diversified Game Podcast for more founder game and global entrepreneurship insights:https://www.youtube.com/@DiversifiedGamePodcast/?sub_confirmation=1Support Me HerePatreon: https://www.patreon.com/profile?u=15553364Stay Connected With MeFacebook: https://web.facebook.com/GAMEDIVERSIFIED/Twitter (X): https://x.com/gamediversifiedLinkedIn: https://www.linkedin.com/company/gamediversifiedWebsite: http://diversifiedgame.com/For business inquiries: KELLEN@COLEMANPRFIRM.COMSuggested videos for youhttps://www.youtube.com/watch?v=rBJSpSxBBuAhttps://www.youtube.com/watch?v=cmxmzwnhZ3whttps://www.youtube.com/watch?v=zQrzgwornbIhttps://www.youtube.com/watch?v=K3PsTkobKKEhttps://www.youtube.com/watch?v=PnqZniYw-0kSEO Keywords and Related PhrasesLeadership coaching, coaching for change, organizational change, coaching framework, accountability coaching, coaching vs therapy vs mentoring, executive coaching, management vs leadership, employee engagement, leadership development, AI and leadership, human skills, entrepreneur mindset, business growth truth, success habits daily, millionaire mindset shiftDGP&x%

Supervision isn't about managing people. It's about sustaining them.In this final episode of 2025, Dr. Amy Parks zooms out to take a 30,000-foot look at what sustainability really means in supervision and leadership—and why it matters now more than ever. Drawing from supervision practice, leadership research, neuroscience, and real-world supervision stories, Amy explores how traditional management models fall short in mental health work and how sustainable supervision protects clinicians, supervisors, and the profession itself.This episode unpacks why burnout, ethical drift, and workforce loss are not individual failures—but leadership and systems issues—and how supervision can become the most powerful tool we have for keeping clinicians engaged, ethical, and alive in the work.You'll hear about nervous system regulation, psychological safety, moral injury, capacity over productivity, and the subtle ways supervision either sustains or silently erodes the people inside our systems.As we head into 2026, this episode offers a grounded, hopeful reframe: sustainability isn't soft—it's strategic.Supervision Simplified brings you real conversations with real clinical supervisors navigating the complex, messy, and meaningful world of mental health. Each episode delivers tools, insights, and stories that make supervision a little simpler—because who doesn't want simpler?Sponsor:Clinical Supervision Directory – www.clinicalsupervisiondirectory.com

Hello, hello — and welcome back to Greedy Bitch, the podcast for groomers who are done apologizing for wanting more. I'm your host, River Lee, founder of The Savvy Groomer — and if you're new here, this show is where we talk about the real side of running a grooming business: the money, the mindset, and the messy middle that no one warns you about. And today, whew… we're talking about the holiday emotional hangover — managing people when you're running on empty. December isn't just busy. It's emotionally contagious. Everyone's buzzing, frazzled, sugar-crashing — and you're the one trying to keep it all together. So grab your coffee, or maybe that third peppermint mocha, and let's talk about what happens when your clients' emotions start colliding with your own — and how to calm the storm without losing your mind. Alright, let's just call it what it is — December has big energy. Everyone's rushing, panicking, over-spending, over-promising, and under-resting. And guess who they bring that energy to? You. It's like being the emotional barista for the entire town. They come in steaming, foaming at the top, and expect you to serve them calm in a to-go cup. I call it emotional glitter — because it gets everywhere. You think you've brushed it off, but nope — it's on your schedule, your inbox, your mood, your poor bather who just wanted to eat their sandwich in peace. Picture this: A client bursts through your door — breathless, late, apologizing — “Oh my god, I'm so sorry, traffic was crazy, I had to fight three people at Target for a Squishmallow, the kids are screaming, the tree fell over…” And before you even realize it, you're vibrating at a 9 out of 10 and you haven't even touched a dog yet. That's what I mean when I say December is emotionally contagious. You can pick up someone else's stress faster than dog hair on a clean pair of black leggings. Now here's the first truth I need you to remember:

In this episode of the Uplevel Dairy Podcast, meet Michaela Bethard, the feed manager at High Plains Ponderosa Dairy in Kansas. Despite originally vowing never to work on a dairy, Michaela found her true passion in feed management. She shares her journey from interning in New Zealand to thriving in one of the most pivotal roles at a large-scale dairy operation. The conversation touches on her early aspirations, challenges faced, valuable lessons learned, and the importance of continued learning and human touch in agriculture. Additionally, Michaela talks about her leadership style and how her introverted nature has grown through managing a team. As she prepares for new personal milestones, Michaela reflects on the ever-evolving landscape of feed management and the potential future impacts of AI in the industry.00:00 Introduction to Michaela Bethard's Journey01:10 High Plains Ponderosa Dairy: A Family Affair02:22 From Vet Aspirations to Feed Management03:46 Discovering a Passion for Feed Management06:56 The Importance of Reading Bunks10:12 Challenges and Growth in Feed Management12:27 Managing People and Building a Team17:20 Key Lessons and Future Insights19:16 Influential Mentors and Supportive Parents20:21 Career Choices and Grad School Decisions21:51 Future Aspirations in Dairy Management23:46 The Role of AI in Feed Management29:13 Advice for Young Dairy Professionals32:01 Personal Growth and New Beginnings35:58 Conclusion and Final Thoughts

Marquett Burton is building a Training Center to be catalyst for global revolution. Support via Venmo: @MarquettDavonSupport: https://donate.stripe.com/4gM9ATgXFcRx5Tf4rw0x200Become a member: https://thesasn.com/membership-account/membership-levels/Support with Bitcoin: BTC Deposit address: 3NtpN3eGwcmAgq1AYJsp7aV7QzQDeE9uwdMy Book: https://www.amazon.com/Black-Box-Marquett-Burton/dp/0578745062https://www.gofundme.com/f/support-marquett-burtons-training-centerBook Consultation: https://cozycal.com/sasn#Marquettism #FinancialFreedom #Entrepreneurship #Marquettdavon #Wealth #FoundationalBlackAmerican #Leadership #Deen #business #relationships #money

Gena Smith, CHRO at LVMH North America, joined us on The Modern People Leader. We talked about how she sparked an AI transformation across 75 LVMH brands, why HR should lead AI change management, and how to reframe AI adoption as a cultural and creative advantage.---- Sponsor Links:

Julie Zhuo is the former VP and Head of Design at Facebook (now Meta), author of the bestselling book The Making of a Manager, and co-founder of Sundial, an AI-powered data analysis company. Also, my first-ever podcast guest over 3 years ago!In our conversation, we discuss:1. The three core manager skills that translate directly to managing AI agents2. How her team uses AI to learn new skills 10x faster3. The “diagnose with data, treat with design” framework for balancing gut and data4. Why hypergrowth AI companies have terrible data infrastructure (and why it doesn't matter)5. How to give feedback that actually lands—including Julie's exact script for difficult conversations6. What Julie's teaching her kids about an AI future (hint: it's not coding or STEM)—Brought to you by:Mercury — The art of simplified financesDX — The developer intelligence platform designed by leading researchersPostHog—How developers build successful products—Transcript: https://www.lennysnewsletter.com/p/from-managing-people-to-managing-ai-julie-zhuo—My biggest takeaways (for paid newsletter subscribers): https://www.lennysnewsletter.com/i/172723725/my-biggest-takeaways-from-this-conversation—Where to find Julie Zhuo:• X: https://x.com/joulee• LinkedIn: https://www.linkedin.com/in/julie-zhuo/• Website: https://www.juliezhuo.com/• Newsletter: https://lg.substack.com/• Sundial: https://sundial.so/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Welcome back, Julie!(05:18) The success of The Making of a Manager(08:41) Why AI will make everyone a manager(11:38) The future of management roles(14:00) Empowering teams with AI(21:30) Specific roles being accelerated by AI(26:53) Data analysis in AI companies(32:02) The role of data in design(37:21) The evolving role of managers in the AI era(40:22) Embracing change and uncertainty(42:14) Timeless lessons for managers(49:03) Balancing strengths and weaknesses(57:49) Building a feedback culture(01:05:33) Creating win-win situations(01:09:27) Being aware of your own energy and conviction(01:12:12) Navigating disagreements with higher-ups(01:15:57) AI corner(01:20:08) Contrarian corner(01:23:14) Lightning round and final thoughts—Referenced:• Julie Zhuo on accelerating your career, impostor syndrome, writing, building product sense, using intuition vs. data, hiring designers, and moving into management: https://www.lennysnewsletter.com/p/episode-2-julie-zhuo• Waymo: https://waymo.com/• How we restructured Airtable's entire org for AI | Howie Liu (co-founder and CEO): https://www.lennysnewsletter.com/p/how-we-restructured-airtables-entire-org-for-ai• Cursor: https://cursor.com/• The rise of Cursor: The $300M ARR AI tool that engineers can't stop using | Michael Truell (co-founder and CEO): https://www.lennysnewsletter.com/p/the-rise-of-cursor-michael-truell• Inside ChatGPT: The fastest growing product in history | Nick Turley (Head of ChatGPT at OpenAI): https://www.lennysnewsletter.com/p/inside-chatgpt-nick-turley• Behind the founder: Marc Benioff: https://www.lennysnewsletter.com/p/behind-the-founder-marc-benioff• OpenAI's CPO on how AI changes must-have skills, moats, coding, startup playbooks, more | Kevin Weil (CPO at OpenAI, ex-Instagram, Twitter): https://www.lennysnewsletter.com/p/kevin-weil-open-ai• Anthropic's CPO on what comes next | Mike Krieger (co-founder of Instagram): https://www.lennysnewsletter.com/p/anthropics-cpo-heres-what-comes-next• The Magic Loop: https://www.lennysnewsletter.com/p/the-magic-loop• Dunning-Kruger effect: https://en.wikipedia.org/wiki/Dunning%E2%80%93Kruger_effect• Eric Antonow on LinkedIn: https://www.linkedin.com/in/antonow/• Methaphone: https://methaphone.com/• Replit: https://replit.com/• “Baby” by Justin Bieber on Spotify: https://open.spotify.com/track/6epn3r7S14KUqlReYr77hA• Kingdom Rush: https://www.kingdomrush.com/• Dr. Becky on TikTok: https://www.tiktok.com/@drbeckyatgoodinside• Emily Oster on TikTok: https://www.tiktok.com/@profemilyoster• La La Land on Netflix: https://www.netflix.com/title/80095365• Granola: https://www.granola.ai/• Matic robots: https://maticrobots.com/• Limitless pendant: https://www.limitless.ai/• How I AI: https://www.youtube.com/@howiaipodcast—Recommended books:• The Making of a Manager: What to Do when Everyone Looks to You: https://www.amazon.com/Making-Manager-What-Everyone-Looks/dp/0525540423• High Output Management: https://www.amazon.com/High-Output-Management-Andrew-Grove/dp/0679762884/• Zen and the Art of Motorcycle Maintenance: An Inquiry into Values: https://www.amazon.com/Zen-Art-Motorcycle-Maintenance-Inquiry/dp/0061673730• Conscious Business: How to Build Value Through Values: https://www.amazon.com/Conscious-Business-Build-through-Values/dp/1622032020• Good Inside: A Practical Guide to Resilient Parenting Prioritizing Connection Over Correction: https://www.amazon.com/Good-Inside-Guide-Becoming-Parent/dp/0063159481/—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

Is being “nice” preventing you from being decent? In this episode, we are joined by guest Kevin Lucas to talk about “coaching out,” the importance of early communication and the balance between decency and obligation, all ideas taken from his new book, ‘Impact: How to Inspire, Align and Amplify Innovative Teams.' SHOW LINKS: - Keith Lucas: https://keithvlucas.com/ - Keith's book: https://keithvlucas.com/writing/impact/ -------------------------------------------------- You'll find free videos and practice material, plus our book Agile Conversations, at agileconversations.com And we'd love to hear any thoughts, ideas, or feedback you have about the show: email us at info@agileconversations.com -------------------------------------------------- About Your Hosts Douglas Squirrel and Jeffrey Fredrick joined forces at TIM Group in 2013, where they studied and practised the art of management through difficult conversations. Over a decade later, they remain united in their passion for growing profitable organisations through better communication. Squirrel is an advisor, author, keynote speaker, coach, and consultant, and he's helped over 300 companies of all sizes make huge, profitable improvements in their culture, skills, and processes. You can find out more about his work here: douglassquirrel.com/index.html Jeffrey is Vice President of Engineering at ION Analytics, Organiser at CITCON, the Continuous Integration and Testing Conference, and is an accomplished author and speaker. You can connect with him here: www.linkedin.com/in/jfredrick/

Here is the republish of my chat with Rob Walling, author of the SaaS Playbook. We delved into product pricing, focusing on value alignment rather than greed, and discussed strategic price increases to reduce churn and bolster marketing. Rob also shared when to start paid ads and how to create impactful content. He offered advice on assembling a team within budgetary limits and revealed that smart business structuring can lead to profit with less work. Our conversation ended on the importance of joy in entrepreneurship, emphasizing freedom, purpose, and relationships.These shownotes were created with PodsqueezeLinks and MentionsSAS Playbook: 01:31:58Startups for the Rest of Us Podcast: 01:31:58MicroConf YouTube Channel: 01:31:58The Zen Founder Guide to Founder Retreats: 01:30:39Twitter Thread for Book Recommendations: 01:32:37TimetsampsRob Walling's Book (00:01:16)Writing the Book (00:02:13)Pricing Strategies (00:06:36)OpenAI's Pricing Strategy (00:11:54)Competitive Pricing Strategy (00:13:50)Greed and Motivation (00:16:40)Reasons for Raising Prices (00:17:50)Impact of Pricing on Marketing (00:19:24)Paid Advertising Considerations (00:20:59)Using Ads for SEO Strategy (00:24:57)Marketing Approaches for SaaS (00:29:50)Creating Compelling Content for Reddit (00:32:38)Navigating Reddit and Other Forums (00:34:17)Understanding Marketing and Content Strategies (00:35:20)Challenges of Early-Stage Product Development (00:38:03)Defining Product-Market Fit (00:44:48)Size of the Market (00:48:24)Total Reachable Market (00:49:01)Reaching 100% of the Paying Market (00:50:42)Total Addressable Market (00:51:00)Escape Velocity (00:54:20)Business Plateau (00:55:39)Hiring and Team Growth (00:57:24)Managing People (01:03:09)Owner and Founder Level Thinkers (01:04:35)Challenges of Hiring and Paying Employees (01:05:33)Remote Work and Cost-Effective Hiring (01:07:18)Working On vs. In the Business (01:10:33)Achieving Work-Life Balance and Financial Success (01:14:51)Earning Wealth and the Challenges of Autopilot Income (01:19:44)Investing and Selling Assets (01:20:21)Tax Treatment and Selling SaaS Companies (01:21:14)Wealth and Freedom (01:22:09)Finding Happiness as an Entrepreneur (01:23:04)Retreats and Self-Reflection (01:30:10)Recommendations and Conclusion (01:31:58)

Remember: Title and Role are not the same thing.What if you're a new manager who is managing people who are older than you? Or has more experience than you do? That's the subject of Bonus Friday episode, which was first released as episode 88 on Sept. 12, 2022.**After the Episode**For private coaching, focused on your professional growth and personal goals: https://kimnicol.com/Get notified of upcoming dates for Communication Strategies for Managers:https://maven.com/kimnicol/communication-strategiesConnect with me on LinkedIn:https://www.linkedin.com/in/kimnicol/

Join our champion program: mark@themomentumcompany.com Attend a Thriving Leader event: https://www.themomentumcompany.com/thrivingleader2025 Instagram: @the.momentum.company LinkedIn: /momentum-companyMost leaders think they're leading when they're actually micromanaging - discover the motivation vs capability matrix that transforms teams.You're stuck in the referee phase, managing every detail while your team remains dependent. This kills motivation, stunts growth, and burns you out. The confusion between managing and leading is costing your business productivity, retention, and results.After coaching thousands of agribusiness leaders, we've identified the exact framework that separates true leaders from overwhelmed managers. Today, you'll learn the motivation-capability matrix, the four stages of leadership development, and when to step in versus step back.WHAT HIGH-PERFORMING LEADERS DO DIFFERENTLYStop These Leadership Mistakes: ● Managing people to prevent failure instead of developing capability ● Staying stuck in babysitting and refereeing phases with capable employees● Micromanaging high-motivation, high-capability team members ● Leading when people need clear direction and structure ● Protecting yourself instead of empowering others to growStart These Leadership Behaviors: ● Use the motivation vs capability matrix to determine your approach ● Manage resources, information, and situations - not people ● Progress employees through babysitting → refereeing → coaching → partnership ● Give clear direction to high-motivation, low-capability team members ● Step into command mode during crisis situationsTIMESTAMPS: 0:00 - Welcome and Topic Introduction 0:47 - Defining Management vs Leadership 3:04 - When is the Right Time to Manage? 5:25 - The Motivation vs Capability Matrix Framework 7:00 - From Managing to Leading: The Evolution 9:16 - Managing Resources vs Managing People 10:13 - Real Story: COVID Leadership Crisis Example 12:15 - The Sailboat Storm: Command vs Autonomy 15:58 - Managing People Not to Fail (The Trap) 17:37 - What Prevents Leaders from Stepping Back 20:37 - Thriving Leader Program Advertisement 21:13 - Generational Differences in Leadership Needs 27:51 - Teaching Critical Thinking vs Following Directions 30:07 - The Electric Fence Lesson: Natural Consequences 32:35 - Redefining Failure and Building Resilience 34:12 - The Four Stages of Leadership Development 37:13 - Setting Expectations for the Leadership Journey 38:48 - Episode Wrap-up and Key TakeawaysFOR: ✓ Business owners managing multiple generations of employees ✓ Operations managers stuck micromanaging capable team members ✓ Department heads struggling with when to step in vs step back ✓ Agribusiness leaders dealing with high-turnover teams ✓ Executives wanting to develop autonomous, high-performing teamsDECISION POINT: Stop managing people and start managing the systems that develop people.This Week's Challenge: Identify one high-capability team member you're still managing and move them to the coaching phase by Friday.If you're ready to stop micromanaging and want to build a self-leading team, email mark@themomentumcompany.comto learn about the Thriving Leader Program.

Shay talks with Karl Shlagel of Waldorf, Maryland about their vegetable farm that sells retail and wholesale in the D.C. area. They discuss people management, ag policy and why you should be involved, and how to work in a multi-generation business.

Get more leadership insights and behind-the-scenes tips: Follow Business Tips for Gym Owners by Clicking HereAttend the event virtually or in person and keep leveling up your leadership game: Reserve your spot here or email tom@vincegabriele.com if you have questions. Ever wonder how the most effective leaders get their teams to produce results without leaving a trail of resentment behind? In this episode, we unpack the real-world strategies behind leading with clarity, building trust, and creating accountability—without becoming the boss everyone avoids in the break room. If you want a team that delivers and respects you, this conversation is your cheat code. 5 Key Points from the CallClear Expectations Are Everything: Fuzzy goals create confusion. Great leaders communicate exactly what success looks like and check for understanding—no assumptions allowed.Accountability Without Micromanaging: You don't have to babysit adults. Learn how to install accountability systems that free you from chasing people down while keeping standards sky-high.Leading with Empathy (Not Weakness): Empathy doesn't mean letting standards slide. It means you understand your team's perspective—and still hold them to what matters.Why “Nice” Isn't the Same as “Respected”: If you're always trying to be liked, you'll end up resented. This episode breaks down how to earn respect by making the hard calls with integrity.The Secret to Sustainable Motivation: Hype fades. Purpose lasts. Discover how to connect daily tasks to the bigger mission so your team stays driven even when things get hard. Get more leadership insights and behind-the-scenes tips: Follow Business Tips for Gym Owners by Clicking HereAttend the event virtually or in person and keep leveling up your leadership game: Reserve your spot here or email tom@vincegabriele.com if you have questions. If you're a gym owner seeking answers on how you can grow your gym, make more money, and have more freedom to do what you love, visit www.vincegabriele.com or book a call by CLICKING HERE!

SUMMARY: In this episode, Aaron and Terryn dive into the fascinating world of oil and gas operations with special guest Greg Thomas, President of Delta Oil and Gas. Broadcasting from Fort Worth, Texas. Greg shares his journey from geology and finance to leading a thriving company with field offices in Breckenridge, Texas, and a geologic office in Boulder, Colorado. With a unique perspective on operational excellence, Greg reveals how his team has achieved remarkable 98% efficiency through the implementation of Standard Operating Procedures (SOPs) and Key Performance Indicators (KPIs), transforming the company over the past five years.   The conversation explores the universal truths of operations across industries, emphasizing the critical role of people in driving success. Greg discusses his approach to retaining talent by fostering loyalty through innovative incentives, such as allowing technical team members to invest in projects, aligning their success with the company's growth. Also discussed is the importance of institutional knowledge, the value of long-term employees, and strategies for keeping retirees engaged through consulting roles. Along the way, they touch on the challenges of managing visionary expectations, the pitfalls of micromanagement, and the delicate balance of performance-based pay structures.     Minute by Minute: 0:00 Introduction 2:26 Let's meet Greg Thomas 5:29 Layoffs during the rise and fall of oil prices? 8:09 Managing people and projects is the same  14:25 Performance pay structure based on KPIs 18:51 How can we all win 20:13 My team all wants to stay

In times of rapid change and growing complexity, how we collaborate and the frameworks we employ can determine whether our teams thrive or falter. In this episode, Ali Schultz and fellow coach Ray Foote discuss the intentional structures that help teams flourish. Together, they illuminate not just the tools available for guiding group dynamics, but also the subtle, often unconscious patterns that govern our relationships at work. The duo explores the power of establishing group norms, surfacing unspoken behaviors, and making the unconscious conscious. They highlight the transformative power of cultivating honesty, naming what's true, and leaning into crucial conversations. These practices don't just make teams more effective—they foster workplaces where creativity, innovation, and genuine connection can take root. Leave us a review on Apple Podcasts! Follow our step by step guides: - How To: Leave a Review on Your Computer: www.reboot.io/leave-itunes-review-via-computer/ - How To: Leave a Review on Your iPhone: www.reboot.io/leave-itunes-review-via-iphone/ Never miss an episode! Sign up for our newsletter to stay up to date on all our episode releases. www.Reboot.io/signup

In this episode of 'Cybersecurity Today,' hosts John Pinard and Jim Love introduce their unique show, 'The Secret CISO,' which aims to dive deep into the lives and thoughts of CISOs and similar roles, beyond the usual interview-style format. The guest for this episode is Priya Mouli, CISO at Sheridan College, who shares her journey from engineering to cybersecurity, her global experiences, and how she manages her multifaceted role. Another guest, Mohsen Azari, Director of Cyber Defense in the financial sector, discusses his career path, which includes notable stints in entertainment and consulting. The conversation explores the pressing challenges in cybersecurity such as AI threats, burnout, and vendor tool overload, while emphasizing the importance of people skills and relationship-building within organizations. The episode wraps up with a promise of a follow-up discussion to delve deeper into the impact of AI on cybersecurity. 00:00 Introduction to the Secret CISO Show 00:51 Guest Introductions: Meet Priya Ali 01:59 Priya's Career Journey and Insights 06:44 Mohsen's Background and Career Path 13:12 John's Career and Cybersecurity Evolution 15:58 Current Cybersecurity Challenges 24:04 Adapting to New Roles in Cybersecurity 25:36 Managing People and Preventing Burnout 27:08 Servant Leadership and Team Dynamics 31:16 Strategic Hiring and Team Cohesion 33:42 Handling Stress and Personal Well-being 35:46 The Role of CISOs as Organizational Psychologists 40:54 Influencing Behavior and Building a Security Culture 44:28 Coping with the Barrage of Cybersecurity Tools 51:10 Conclusion and Future Discussions

Worried about picking the wrong franchise, making money, or losing your investment?

In this episode of the Uplevel Dairy Podcast, Jerod Henrickson, a dedicated dairyman from Bella Holsteins in Platteville, Colorado, shares his journey from growing up on his family's dairy farm to taking on a leadership role. After his father's motorcycle accident in 2005, Jerod was thrust into managing the expanding operation, a challenge that taught him invaluable lessons in resilience and decision-making. Throughout the discussion, Jerod highlights the technological advancements that have revolutionized dairy farming, such as monitoring collars and data integration systems, enhancing efficiency and animal welfare. He also emphasizes the importance of consistent leadership, motivating employees, and maintaining a passion for hard work. As Jerod looks toward the future, he remains focused on growth opportunities and navigating industry challenges, all while upholding the values of dedication, innovation, and care for both his team and his cows.This Episode is Brought to you by Milc GroupMilc Group is a dairy software company that brings real-time, actionable data to dairy farms across the world. They are dedicated to revolutionizing the dairy industry with their user-friendly cloud-based software. ONE™ by Milc Group is our all-in-one app that brings together all the important aspects of your dairy together in one place. With products such as feed and animal management software, people training, dairy facility monitoring, and scale management, Milc Group is committed to providing producers with the tools they need to succeed.ONETM Feed: https://www.milcgroup.com/product/feedONETM Scale: https://www.milcgroup.com/product/scaleChapters00:00 A Sudden Responsibility00:31 Expanding the Dairy01:22 Growing Up in the Dairy Business04:30 Innovations and Technological Advancements14:32 Challenges and Decisions21:29 Managing People and Building a Team25:14 Team Approach to Management25:34 Effective Team Meetings26:31 Motivating Employees27:52 Lessons in People Management31:28 Influence of Family32:52 Current Role and Responsibilities35:30 Challenges and Opportunities40:55 Podcast Wrap-Up Questions48:40 Final Thoughts and Advice

How do you go from sleeping in your office to leading a team of 30+ creatives—and still make payroll every two weeks without fail?In this episode, I sit down with Rob Kaczmark, founder and CEO of Spirit Juice Studios, an Emmy award-winning video production house, to unpack what it really takes to grow a sustainable, values-driven business. Rob gets candid about the messy, often-overlooked realities of leadership—learning to delegate, getting honest 360 feedback, hiring your first employee, and letting go of perfection so your team can thrive.He shares practical insights any founder or CEO can relate to, especially if you're navigating the tricky transition from do-it-all founder to empowering leader. This episode is packed with real stories, hard-won lessons, and a surprising amount of Office-style humor.WHAT YOU'LL HEAR IN THE EPISODE:[1:00] The early years of Spirit Juice and why managing people—not filmmaking—became Rob's biggest challenge[4:25] Taking the leap to hire your first full-time employee[6:10] The 3 phases of growth and why founders get stuck[8:30] Why “if you want to grow, you have to let go” became Rob's leadership mantra[10:00] How 360 reviews helped him become a better leader[13:00] The onboarding rituals that make new employees feel seen[15:45] How Spirit Juice builds culture through memes, pranks, and “The Juices” awards[17:20] Rob's approach to developing meaningful company values[19:00] What “to be unclear is to be unkind” really means in practice[20:50] Why extreme ownership is the foundation of team accountability[22:00] Rob's best advice for leaders trying to grow a high-functioning teamRESOURCES & LINKS:Connect with Rob at Spirit Juice StudiosFollow me on LinkedIn: linkedin.com/in/jackiemkochLearn more about how I help business owners build great teams: peopleprinciples.co

Join host Sarah Olivieri to learn why nonprofits are more complex than for-profits and discover practical tips on managing the nonprofit leadership 'whack-a-mole' problem. In this episode, Sarah provides insights on balancing mission and money, managing a larger team with limited financial resources, and enhancing organizational efficiency. Episode Highlights 01:15 The Whack-a-Mole Problem in Nonprofits 02:01 Complexities of Running a Nonprofit 03:29 Managing People and Resources 05:53 Invitation to a bonus private training Resource The Board Clarity Club A monthly membership for boards that provides training and live expert support to help your board have total clarity on how to be the best board possible. Learn More >> About Your Host Have you seen Casino Royale? That moment when Vespa slides in elegantly, opposite James, all charming smile, razor-sharp wit and mighty brainpower, and says, “I'm the money”? Well, your host, Sarah Olivieri has been likened to Vespa by one of her clients – not just because she's charming, beautiful and brainy– but because that bold statement “I'm the money” was, as it turned out, right ON the money. Sarah helps nonprofits transform their organizations from failing to thriving. And she's very, very good at it. She's brought nonprofits back from the brink of insolvency. She's averted major cash-flow crises, solved funding droughts, board conflicts, and everything in between… and so she has literally become “the money” for many of the organizations she works with. As the former director of 3 nonprofits and founder of 5 for-profit businesses, she understands, deeply, the challenges and complexities facing organizations and she's created a framework, called The Impact Method®️, which can help you simplify operations, build aligned teams and make a bigger impact without getting overwhelmed or burning out – and Every. Single. One. Of her clients that have implemented her methodologies have achieved the most incredible results. Sarah is also a #1 international bestselling author, holds a BA from the University of Chicago with a focus on globalization and its effect on marginalized cultures, and a master's degree in Humanistic and Multicultural Education from SUNY New Paltz.Access additional training at www.pivotground.com/funding-secrets or apply for the THRiVE Program for personalized support at www.pivotground.com/application Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

The boys discuss going home for the holidays, the history of the USS Texas and husky pant sizes.

Ever felt like you're driving full-speed through life with no brakes?That's exactly how I felt talking to Marta—from racing cars to racing through 30 years of senior leadership, she's done it all. In this episode, we talk about how she's learned to balance intensity with inner calm. Marta shares her personal journey of growing up fast (managing 80 people at 16!), leading with fire, and learning how to slow down just enough to breathe.And yes, she really does wear red and drive like a Ferrari!IN THIS EPISODE(00:00) How to stay strong under pressure with simple self-discovery tricks(04:50) The simple secret to staying calm every day(07:26) What stress and fevers have in common (and how to cool down)(09:44) Are you stuck in life's rat race? Here's a new way to think about it(11:26) The unexpected leadership lesson from racecar drivers(13:06) Why knowing when to stop is your superpower(14:17) The real reason self-mastery is so hard(16:36) Struggling to lead? This mindset shift can help(18:43) A quick tip to clear your mind when everything feels loud(22:00) Want better mental health? Start by moving your body(24:07) How to turn pressure into real joy(31:09)  Concluding RemarksMarta PardoMarta is an internationally recognised expert in customer experience, leadership, and motivation, with over 30 years of experience in hospitality and corporate management. Starting her career at just 16, she has led global teams, managed heritage hotels, and worked with industry giants like Disney, Marriott, and Accor. A sought-after keynote speaker and author of *On the Road to Motivation*, she created the P-ROAD method to help leaders inspire trust and drive results in times of change. Recently named Best Live Speaker 2024 and ranked among the Top Global Management Gurus, Marta continues to break new ground at 52.https://www.martapardo.com/en/YANA FRYYana is the founder of the Timeless Teachings Podcast. She is a global speaker, impact coach, wellness retreats facilitator, spiritual teacher, co-author of three books, award-winning poetess, and truth illuminator who inspires, empowers, educates globally.Since 2012 Yana has been helping global leaders to realise their full potential through private coaching, group workshops, soulful retreats, bespoke keynotes, online immersions and public teachings. Yana is a former mentor at Singapore's Council of Women Organisations (SCWO), former Co-Chair for Speakers Academy at Asia Professional Speakers Singapore (APSS), current Golden Door Ambassador and current Community Chair on The Leadership Team of Eco-Societies. She has also been professionally interviewing thought leaders and change makers all over the world since 2015 . CONNECT with YANA ►Linktree: https://linktr.ee/yanafryLinkedIn: https://www.linkedin.com/in/yanafry  Instagram: https://www.instagram.com/yanafryYana is also a founder and a host of YanaTV - Singapore's number #1 independent talk-show that amplifies the voices of impactful and conscious people of Asia.==► YanaTV : https://youtube.com/@yanatvsg—-Timeless Teachings by Yana Fry has been ranked among top 3 podcasts in Singapore. We talk about consciousness, human advancement, self-mastery and achieving full potential.

A Chief People Officer, a Chief Legal Officer, a law school educator, and an intelligent AI user walk into a room. Except they're all one person - LaTanya Langley. In the latest episode of "Meeting of the Minds - The Legal AI Podcast," hosts Memme Onwudiwe and Hal Marcus welcome the Chief Legal Officer and Chief People Officer at Edgewell Personal Care, LaTanya Langley, to explore how she manages the Legal-HR intersection and the lessons she learned from a range of international roles. She brings clarifying perspectives on leveraging AI in legal practice and leading with common sense and empathy in today's evolving workplace — embracing technology and recognizing the value of the human touch in every aspect of work. Theme music: "Load" Copyright © 1996 by Hal Marcus.

Why Your Business Still Runs Through You (And How to Change That) You've hired managers. You've built a successful business. And yet—you're still the one catching every mistake, handling every issue, and working way too many hours just to keep things running. Why? Because most entrepreneurs get stuck in a work culture instead of building a leadership ecosystem. And if you ever want your business to run without you—whether that's so you can finally take time off, pursue a new vision, or even sell—it's time to make the shift. In this episode, I'm breaking down the three phases of leadership every founder goes through—and why so many get trapped in phase two. Plus, I'm sharing the subtle but massive mindset shift that will change the way you lead (and get you out of the weeds for good). If you're ready to stop being the go-to fixer and start building a team that actually leads, this is the episode for you.

Ian and Grant share photos of rotted walls found during remodeling. Patrick asks for good building news. Anne wonders who can install the custom shower panels in her new bath. The crew talks about preventing people problems when building houses.   Tune in to Episode 672 of the Fine Homebuilding Podcast to learn more about:  Fixing found rot when remodeling Installing composite shower panels  Preventing problems when 80 people are involved in a build  Have a question or topic you want us to talk about on the show? Email us at fhbpodcast@taunton.com.     ➡️ Check Out the Full Show Notes: FHB Podcast 672 ➡️ Learn about Framing High-Performance Homes, the new E-learning course from Fine Homebuilding  ➡️ Follow Fine Homebuilding on Social Media:   Instagram • Facebook • TikTok • Pinterest • YouTube  ⭐⭐⭐⭐⭐  If you enjoy the show, please subscribe and rate us on iTunes, Spotify, YouTube Music, or wherever you prefer to listen.  

In part two, Brittany and Caleb Auman continue sharing how they successfully manage their landscaping crew, offering valuable insights on leadership, hiring, and business growth. Connect with Paul: Click Here Upcoming Events: Lawn Care Life Conference: Get Your Tickets Here Save 50% off Equip Exposition Tickets Paul's Recommended Professionals: Horizon360 - Contractor Business Software Get a Professional Website - Footbridge Media The Landscaping Bookkeeper Call Rail Paul's Books: How to Build a Thriving Lawn Care Business Cut That Grass and Make That Cash Paul's Business Building Resources: Price Increase Letter Template Contract Templates Know Your Numbers

Pursuing an Initial Public Offering (IPO) may present significant opportunities for growing companies, providing them access to increased funding and more capital. However, the journey to going public can be fraught with potential challenges for the organization and its leadership. In this episode of Risk in Context, Marsh's Ruth Kochenderfer and Nathan Reyes and Mercer's Ryan Cameron discuss the multiple challenges that companies may face during their IPO journey, and share strategies for mitigating these risks and building a robust risk management and insurance program to protect the company throughout the IPO process and beyond.  You can access a transcript of the episode here. For more insights and insurance and risk management solutions, follow Marsh on LinkedIn and X and visit marsh.com

Managing people can feel like a maze—whether you’re running a business, managing a team, or just trying to survive office politics. In this Business Bible episode, we’re cutting through the noise and giving you practical, no-nonsense tips for managing people like a pro. From building a team culture to mastering feedback, and creating clear HR policies (that actually work), this episode is packed with advice to help you navigate the workplace with confidence. And don’t worry—it’s not just for business owners; these tips are universal, so whether you’re hiring your first employee or leveling up in your career, we’ve got you covered. Acknowledgement of Country By Natarsha Bamblett aka Queen Acknowledgements. The advice shared on She's On The Money is general in nature and does not consider your individual circumstances. She's On The Money exists purely for educational purposes and should not be relied upon to make an investment or financial decision. If you do choose to buy a financial product, read the PDS, TMD and obtain appropriate financial advice tailored towards your needs. Victoria Devine and She's On The Money are authorised representatives of Money Sherpa PTY LTD ABN - 321649 27708, AFSL - 451289.See omnystudio.com/listener for privacy information.

Are you feeling the tension between being the visionary leader your business needs and effectively managing your team? As the year comes to a close, do you find yourself reflecting on the ambitious goals you set—and wondering if you're giving yourself enough grace for what you did achieve? In this episode of Leadership is Feminine, host Kris Plachy invites you to examine the critical balance between leadership and management. Kris opens up the conversation with the striking statement: "A lot of people who start businesses are very good at leading because they're visionaries, they are motivating, they're inspiring... but maybe terrible at managing." And here's the issue that she has seen many visionaries experience. She identifies that while many entrepreneurs possess the vision and motivation, they often miss out on the crucial organization and structure that managerial skills bring to the table. Not neglecting those on the other end of the spectrum, Kris also brings to light the potential pitfalls of leaders who excel at managing but struggle to inspire and motivate their workforce. Often, she explains, these skilled managers tend to get too deep in the details and lose sight of the larger picture and purpose. Kris notes, "You have to understand the dynamics of both. How do I leverage the hearts and minds and hands of other people to achieve the result I want? And how do I envision that result in a way that helps others be excited, be a part of it, and it becomes integral to the culture?" As we wrap up the year, Kris challenges you to reflect on your own leadership and management skills, offering an invaluable perspective that just might lead to your breakthrough and take your business and your team to the next level. Key Takeaways From This Episode Performance and Growth: Understanding the annual growth, performance, and progression. Distinction between Managing and Leading: And the need for a balance between the two. Clarity on What the Entrepreneur Role Entails: Description of common gaps in leadership and management skills Invitation for Listeners to Reflect on Their Skills and Their Goals. Encouragement to Work on Personal Growth to Steer Business Growth. Contact Information and Recommended Resources Get Access to LEAD LESSONS Have questions? Want more details about the ways we support women Visionary Founders? Visit www.thevisionary.ceo. Linkedin Instagram Facebook Pinterest

In this episode of the Shared Practices Podcast, hosts Dr. Scott Leune and Dr. Richard Low tackle one of the biggest challenges in dental practice management—managing and leading people. They discuss effective strategies for building strong teams, enhancing communication, and fostering accountability in the workplace. Whether you're managing a small office or multiple locations, this episode provides practical advice on creating a positive culture that drives performance and long-term success. Tune in to learn how to lead like a CEO and empower your team to achieve their highest potential.

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Tim Tebow, LIVE and in-person at Clay Clark's December 5th & 6th 2024 Thrivetime Show  Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Ever feel stuck in a financial rut? This week's guest, Ruth King, knows that struggle intimately. In this episode of Money Tales, Ruth opens up about how desperation to escape being broke only made things worse—the more she focused on not being broke, the more it consumed her. But everything changed when Ruth started writing 25 affirmations every morning. By shifting her mindset though these daily mantras toward success, and away from fear, Ruth began to see her financial reality transform. Ruth is well known as the “Profit and Wealth Guru.” She has a passion for helping businesses get and stay profitable utilizing the latest systems, processes and technology. Ruth holds an MBA in Finance from Georgia State University and Bachelor's and Master's Degrees in Chemical Engineering from Tufts University and the University of Pennsylvania, respectively. Ruth started the Decatur, Georgia branch of the Small Business Development Center in 1982.  She also started the Women's Entrepreneurial Center and taught a year-long course for women who wanted to start their own businesses.  This course was the foundation for one of the classes at the Women's Economic Development Authority in Atlanta, Georgia. More recently Ruth was the instructor for ICE, the Inner City Entrepreneur program in conjunction with the Small Business Administration. This 16-week course taught business owners with at least $400,000 in revenues (and many had over $1,000,000 in revenues) how to grow to the next level. A large part of the curriculum was aimed at improving the financial knowledge of the business owners enrolled in the course. Her latest book, 101 Dumb Financial Mistakes Business Owners Make and How to Avoid Them, joins 5 other award winning books: The Courage to be Profitable, Profit or Wealth?, The Ugly Truth about Cash and The Ugly Truth about Managing People. Ruth has also been interviewed by the Wall Street Journal Radio Network, the Big Biz Show, and many regional and local radio programs. She has appeared on MSNBC's It's Your Money program, Fox San Diego, and many other local television stations. Ruth has spoken internationally on financial topics for Kohler, Carrier Corporation, Safeguard (division of Deluxe), and many other corporations and national, state and local associations.

Mark Cole invites Matt Tresidder, CEO and co-founder of Leadr, to share his journey and the importance of feedback and people development in leadership. Matt shares all about the Leadr platform and how it helps leaders develop their teams and create a culture of growth and productivity.   Key takeaways:  Developing people and teams should be a priority in leadership.  Using technology as a tool for feedback and accountability.  “Leadership is a burden, and that burden is a privilege.” –Matt Tresidder  In lieu of our usual Bonus Resource, Leadr is offering free access to the Manager's Toolkit, which includes six unique resources to help you lead and develop your team to drive results. Download the free tool at Leadr.com/Maxwell!  References:  Watch this episode on YouTube!  Get the free Manager's Toolkit at Leadr.com/Maxwell!  Join the Maxwell Leadership Certified Team  Sign up for the Maxwell Leadership Growth Plan  Shop the Maxwell Leadership Online Store 

LISTENER SUCCESS: How to Earn Money Managing People's Inboxes In this episode, discover how Carol Hinkin, a listener of Join Up Dots, transformed inspiration from the show into a thriving online inbox management service. Hear Carol's journey from understanding the role of an inbox manager, acquiring essential skills, setting up her business, and effectively marketing her services. Learn about her pricing strategies, delivering exceptional service, and scaling her business. Carol's story is a blueprint for anyone looking to start their own venture. Tune in to be inspired and share her success with the world!