Podcasts about Manal

My guest today is Manal El-Ramly, author of Transcending Anxiety: From Fear to Freedom, TEDx speaker ('Why You Don't Need to Search for Your Purpose'), creator of the Mattain Method, and a beloved teacher on Insight Timer. Manal helps individuals overcome anxiety, limiting beliefs, and overwhelm by understanding and aligning their four bodies – physical, emotional, mental, and egoic. What You'll Discover in This Episode: The Four Bodies Cultivating Emotional Intelligence The essence of the Unconditional Three Resources & Mentions: Connect with Manal El-Ramly - https://www.mattain.me/joinme Meditation Coaching Schedule Time with Thom (Complimentary consultation)   THANKS FOR LISTENING! Become a Super-Fan of the Show Thanks again for listening to the show! If it has helped you in any way, please share it using the social media buttons you see on the page. Be a part of the show! Send me a message: speakpipe.com/zencommuter Email: thom@zencommuter.com Instagram: @thom_walters Twitter: @thom_walters Facebook: www.facebook.com/zencommuter Donate: Support the Podcast! Subscribe: Apple Podcasts | Spotify Rate and review us in Apple Podcasts! zencommuter.com/review

Dans ce 19e épisode de Farouches, édition spéciale LA SARRE BABY, on reçoit à nouveau Manal Drissi !Enregistré le 11 avril 2025 à l'hôtel-motel Villa Mon Repos dans la ville de La Sarre en Abitibi Ouest - en territoire anashinaabé - on passe en revue les nouvelles depuis le dernier épisode : tarifs de Trump, SP 500 et wtf-économique, les Conservateurs écartent des candidats et c'est le festival des euphémismes pour parler de brutalité policière, des horreurs à Gaza et de la crise climatique.Avec Manal (notre première invitée reçue 2 fois!) , on jase de Handmaid's Tale, des femmes de droite en politique, de la la réalité d'être une femme racisée en région et des meilleurs trucs de neurodivergente non-diagnostiquée.Le segment Ça a mal vieilli revient sur une chanson d'un Abitibien bien connu et SURPRISE SURPRISE, c'est Manal qui fait l'édito en roastant les deux animatrices de Farouches-pas-de-cadran et des choix sur Tinder de l'Abitibi-Témiscamingue.Merci à la merveilleuse gang du centre des femmes l'Érige d'avoir rendu cet épisode possible !Bonne écoute les Farouches xx****Patreon - https://www.patreon.com/FarouchesBlue Sky - https://bsky.app/profile/farouches.bsky.socialInstagram - https://www.instagram.com/farouches_podcast/TikTok - https://www.tiktok.com/@farouches.podcastFacebook - https://www.facebook.com/groups/1379923395975267/Youtube - https://www.youtube.com/@Farouchespodcast***Animatrices: Coralie LaPerrière ( https://www.instagram.com/anar_coco/ ) etEmna Achour (https://www.instagram.com/emnaachour/ )Invitée : Manal Drissi (https://www.instagram.com/_manaldrissi/)Arrangement musical : Véronique Bilodeau (https://www.instagram.com/veroniquebilodeau/*** Merci à nos commanditaires : Éros et Compagnie ( https://www.erosetcompagnie.com/ - code promo : FAROUCHES15) et Belle et Rebelle ( https://belleetrebelle.ca - code promo : FAROUCHES15 )

Author's Excerpt Sunday Podcast – Special Guest: Manal El-Ramly Date: April 13, 2025 Time: 12 Noon EST Featured Book: Transcending Anxiety: From Fear to FreedomAnxiety isn't just something to manage—it's something you can transcend. Join us for an insightful conversation with Manal El-Ramly, a TEDx speaker, entrepreneur, and author, as she shares the transformative power of the Mattain Method. Through The Four-Bodies Framework—Physical, Emotional, Mental, and Egoic—Manal reveals how to shift from fear and self-doubt to inner peace and freedom. Her Five-Step Process (Awareness, Acknowledgment, Appreciation, Allowing, and Surrender) provides a powerful roadmap to break free from anxiety's grip and embrace your true self. If you've been feeling restless, overwhelmed, or disconnected, this episode is for you! Connect with Manal: Website: www.mattain.com Transcending Anxiety: From Fear to Freedom: Transforming Unacknowledged Fears Into a Life of Freedom and Happiness Book on Amazon:**Hardback - https://a.co/d/bPwJ9nQ**Paperback - https://a.co/d/czIKP2j **Kindle - https://a.co/d/aNmOr4Z Click Here Instagram: @mattainbymanal YouTube: Mattain by Manal Tune in and discover how to stop thinking through life and start feeling your way to freedom! #AuthorsExcerptSunday #TranscendingAnxiety #ManalElRamly #MentalWellness #HealingJourney If you would like to become a guest on Author's Excerpt Sunday Podcast - https://sharisenjohnson-moorellc.hbportal.co/public/authorsexcerptsundaypodcast If you would like to advertise on the podcast - https://sharisenjohnson-moorellc.hbportal.co/public/PodcastAds

A días del espectáculo “Símbolo de Paz, homenaje al rock argentino”, que realizarán en Chile los destacados músicos trasandinos Juan Carlos Baglietto, Lito Vitale e Hilda Lizarazu, en Rebelión Sónica destacamos música de tres discos relacionados con el show: “Transparencias” (1976) de la banda de Lito Vitales M.I.A. (Músicos Independientes Asociados), “Postales del Alma” (1999) de Baglietto/Vitale y “Peperina” (1981) de Serú Girán. El trío se presentará el próximo jueves 17 de abril a las 21 horas en el Gran Arena Monticello -entradas acá- y el concierto ha sido descrito como “una celebración al rock argentino protagonizada por tres de sus máximos exponentes”. La declaración explica que en "Símbolo de Paz", la música y el arte se entrelazan para rendir homenaje a los grandes clásicos del rock argentino, con un repertorio que revive los himnos que marcaron generaciones. Inspirados por la esencia de la icónica canción de Charly García, que describe la búsqueda de un símbolo de paz, Baglietto, Vitale y Lizarazu proponen un recorrido sensible, emotivo y espiritual a través de la música. La icónica dupla Baglietto y Vitale, responsables de darle un nuevo color al tango y al folklore en álbumes como "Postales del alma" y "No olvides…", ahora se sumerge en el género que marcó su juventud: el rock argentino. Juntos, presentarán canciones de su álbum, "Baglietto Vitale Ahora, Rock". El espectáculo incluirá canciones emblemáticas de grandes referentes del rock trasandino como Patricio Rey y sus Redonditos de Ricota, Charly García, Serú Girán, Manal, Divididos, Luis Alberto Spinetta, Soda Stereo, Man Ray, y por supuesto, clásicos de Baglietto, entre otros. Hilda Lizarazu, una de las voces más emblemáticas del rock trasandino, se une a este homenaje con un repaso por sus clásicos y los temas de su nuevo álbum, "Hilda canta Charly", que reimagina los grandes éxitos de Charly García. Semana a semana, Rebelión Sónica sale al aire por radio Rockaxis los jueves a las 10 y 22 horas, con la conducción de Héctor Aravena.

Have you ever dreamed of something that felt impossible to achieve? Or come so close to living your dream, only to be met with challenge after challenge?In this minisode, Manal tells us a similar story of her Umrah journey. We learn how every circumstance can shift and every obstacle be removed through complete trust and reliance on Allah. And how Allah grants the most incredible blessings to those who embody the beauty of Tawakkul.

STANDAR SE,MANAL.-time after time.-VINILOS MITICOS DEL JAZZ.-.Larry Young - Unity.-JAZZACTUALIDAD.-.AURORA CLARA.-Dreams Unity es un álbum del organista de jazz Larry Young , lanzado por el sello Blue Note en agosto de 1966. El álbum cuenta con la participación del trompetista Woody Shaw , el saxofonista tenor Joe Henderson y el baterista Elvin Jones . Si bien no es free jazz , el álbum presenta una experimentación que fue innovadora para la época. Young eligió el título porque, "aunque todos en la cita eran muy individualistas, todos estaban en el mismo estado de ánimo. Fue evidente desde el principio que todo encajaba". El álbum fue el segundo de Young para Blue Note y es ampliamente considerado un clásico del "post-bop". La banda internacional afincada en Madrid, Aurora Clara, publica su tercer álbum DREAMS después de dos discos de un jazz-rock enérgico, muy bien recibidos por la crítica y la afición internacional. En DREAMS están presentes los unísonos impresionantes de flauta y guitarra eléctrica, uno de sus sellos personales y está cargado de improvisaciones llenas de virtuosismo por parte de la flauta, los teclados y la guitarra eléctrica además de un magnífico solo de batería en 5/4, pero la atmósfera general esta vez es más orgánica con muchas percusiones y guitarras acústicas. "Un proyecto seductor y potente que debería resultar muy atractivo para los aficionados a la guitarra, fusionistas y entusiastas de la música mundial por igual" (Bill Milkowski)

For the first time ever on Leaders On Purpose Podcast, the host becomes the guest! In this special episode, host Manal Bernoussi hands over the mic to her friend—and very first guest of the podcast—Dina Lahlou. Together, they dive into the story behind Leaders On Purpose Podcast: what sparked the idea, why it's a bilingual platform, and how it has evolved over time. But beyond the podcast, Manal opens up about her own personal growth journey, the challenges she's faced, and the mindset shifts that shaped her path. A candid and heartfelt conversation between two friends about purpose, transformation, and stepping into one's own voice.

In this solo episode, Manal Bernoussi reflects on her transformative experience at Tony Robbins' Date with Destiny event. After spending six intense days immersed in personal growth, emotional breakthroughs, and life-changing lessons, Manal shares her most significant takeaways, insights, and profound reflections. From being surrounded by like-minded individuals to experiencing deep emotional connections with strangers from all over the world, Manal delves into the transformative power of self-awareness, vulnerability, and action. Tune in to hear how you can harness these lessons for your own personal and leadership journey. In this episode, Manal shares: The Importance of Surrounding Yourself with High-Energy People: Why the environment we choose plays a crucial role in our growth and success. The Healing Power of Human Connection: Manal shares touching moments from the event, including stories of compassion, kindness, and life-altering transformations. The Role of Emotion in Transformation: How integrating emotions with knowledge leads to true growth and mastery. The Power of Asking Better Questions: How your primary questions shape your life and why shifting your focus can change everything. The Six Human Needs and Their Impact on Our Lives: A breakdown of Tony Robbins' core theory and how it influences our behavior and relationships. Clarity and Goal-Setting: Why having clear goals is key to unlocking your potential and achieving success. Embracing Duality in Life: A reflection on the balance between light and darkness and how understanding this duality shapes our journey. Manal also touches on the importance of embracing challenges, staying true to your intentions, and the importance of focusing on the 99% of positive feedback, rather than the 1% of negativity. Links and Resources Mentioned in the Episode: Follow Manal on Instagram and check the stories she shared from DWD: @manalbernoussi I Am Not Your Guru Netflix Documentary Leaders On Purpose Podcast on YouTube: Leaders On Purpose with Manal Bernoussi Subscribe & Review Thank you for tuning in to Leaders On Purpose Podcast. Don't forget to subscribe to the podcast for more insightful episodes and leave a review to share how this content is making a difference in your life. Stay connected for future episodes, and remember to focus on the good, smile more, and laugh often!

Que retenir de 2024? Beaucoup de sujets lourds, et quelques moments plus légers, affirme Manal Drissi au micro d'Emilie Nicolas. Ensemble, Manal et Emilie reviennent sur des événements marquants de l'année et dressent, en filigrane, un portrait critique de nos médias. Au menu de cet épisode du temps des fêtes, les liens entre transphobie et misogynie qui ont traversé les discours portés sur Imane Khelif, cette boxeuse médaillée d'or aux JO de Paris ; les viols de Mazan et la montée du masculinisme ; la controverse Haroun Bouazzi et le rôle que jouent les éditorialistes dans le traitement de l'actualité ; et enfin la manière dont les médias couvrent la situation à Gaza. En deuxième partie d'émission, Manal Drissi revient sur son retrait des médias depuis la pandémie et nous rappelle l'importance de prendre notre temps.What to remember from 2024? Lots of heavy subjects and a few lighter moments, says Manal Drissi to Emilie Nicolas. Together, Manal and Emilie look back on some of the significant events of the year and provide, implicitly, a critical portrait of our media. On the menu for this holiday season episode, the links between transphobia and misogyny which ran through the story of Imane Khelif, the young boxer who won gold at the Paris Olympics; the Mazan rapes and the rise of masculinism; the Haroun Bouazzi controversy and the role that editorialists play in covering current events; and finally the way in which the media cover the situation in Gaza. In the second part of the show, Manal Drissi talks about her withdrawal from the media since the pandemic and reminds us of the importance of taking our time and slow living.Animation : Emilie NicolasGénérique : Lucie Laumonier (Production), Tristan Capacchione (Production technique), max collins (Coordination de production).Coanimation : Manal DrissiPour en savoir plus et Extraits entendus à l'émissionSi vous appréciez ce podcast, soutenez-nous ! Vous obtiendrez un accès en prime à toutes nos émissions gratuitement, y compris les premières diffusions et le contenu bonus. Vous recevrez également notre lettre d'information exclusive, des rabais sur les produits dans notre boutique, des billets pour nos événements en direct et virtuels, et surtout, vous ferez partie de la solution à la crise du journalisme au Canada. Vous ferez en sorte que notre travail reste gratuit et accessible à tout le monde. Vous pouvez écouter sans publicité sur Amazon Music, inclus avec Prime.If you enjoy this podcast, please support us! You'll get bonus access to all of our shows for free, including early releases and bonus content. You'll also receive our exclusive newsletter, discounts on merch in our store, tickets to our live and virtual events, and most importantly, you'll be part of the solution to the journalism crisis in Canada. You'll help keep our work free and accessible to everyone. You can listen ad-free on Amazon Music, included with Prime. Hosted on Acast. See acast.com/privacy for more information.

"On a voulu me faire redoubler une année de maternelle. La psychologue a dit à ma mère : votre fille, elle n'a rien dans le cerveau. À l'époque, je parlais arabe et français à la maison. Ma mère a eu tellement peur qu'elle ne m'a plus jamais parlé en arabe." Pour ce nouvel épisode, j'accueille au micro Manal. Manal fait partie de ce qu'on appelle la seconde génération, celle des enfants né-es en Europe de parents qui ont quitté leur pays d'origine. Comment grandir dans un pays où, dans sa classe à l'école, tous les autres enfants sont blancs ? Comment vivre cette double culture et s'approprier ses racines quand, lorsque l'on retourne au pays, on vous fait aussi sentir que vous êtes différent ? Manal nous raconte. Vous écoutez En Crise, le podcast pour aider à remettre du sens quand il n'y en a plus. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Voici la deuxième partie de l'épisode 13, avec Manal Drissi et Moira-Uashteskun Bacon, enregistré devant public le 10 octobre 2024 au Pub La Cale Zéro Déchet.On apprend à mieux connaître nos invité.e.s : Moira nous parle de l'écriture de son premier roman et de mansplainning au Salon du Livre et Manal raconte comment la maternité a forgé son féministe.C'est également le premier segment avec notre nouveau partenaire Belle et Rebelle qui nous propose des petits items parfait pour le chalet !Emna termine l'épisode avec un poignant édito sur la Palestine.Bonne écoute les Farouches !***Instagram - https://www.instagram.com/farouches_podcast/TikTok - https://www.tiktok.com/@farouches.podcastFacebook - https://www.facebook.com/groups/1379923395975267/Patreon - https://www.patreon.com/Farouches ( Utilisateurices Apple : Abonnez-vous via le site et non l'app ! )***Merci à nos commanditaires : Éros et Compagnie ( https://www.erosetcompagnie.com/ ) (code promo : FAROUCHES15)et Belle et Rebelle (https://belleetrebelle.ca) (code promo : FAROUCHES15)***Animatrices: Coralie LaPerrière ( https://www.instagram.com/anar_coco/ ) etEmna Achour (https://www.instagram.com/emnaachour/ )***Invitées :Manal Drissi ( https://www.instagram.com/_manaldrissi/?hl=fr )Moira-Uashteskun Bacon (https://www.instagram.com/mub._.6/?hl=fr)***Arrangement musical : Véronique Bilodeau (https://www.instagram.com/veroniquebilodeau/)

Manal Farhan v. 2715 NMA LLC

Nos asomamos al nacimiento del rock en español en Venezuela. Maracaibo, entre compañías petroleras y clubes de baile. El recuerdo de Henry Stephen ECDQEMSD podcast El Cyber Talk Show - episodio 5895 A Puro Rock Conducen: El Pirata y El Sr. Lagartija https://canaltrans.com Historias Desintegradas: Así el Rock llegó a tu vida - Dictaduras y mucho que decir - Que graben todos - Blues, rock, punk - Little Richard - Chuck Berry - Elvis - The Beatles - Los Teen Tops y Enrique Guzmán - Manal, Almendra, Sandro y los de Fuego - Nacimiento del Rock en Latinoamérica - Generaciones y emociones - El Punk Rock - The Ramones - The Clash - The Stooges - Los peruanos de Los Saicos y Demolición - El surf rock - El discurso y el sonido - Nos vamos a Venezuela - Historia y música - Parte de la Historia del Rock en Español - Maracaibo en el siglo XX - El ritmo de Los Impalas - Henry Stephen y Mi Limón Limonero - Éxito mundial - Música de viejos - La resignificación - En la alberca pública - Las presentaciones - Día de cuidado de la Naturaleza y más... En Caso De Que El Mundo Se Desintegre - Podcast no tiene publicidad, sponsors ni organizaciones que aporten para mantenerlo al aire. Solo el sistema cooperativo de los que aportan a través de las suscripciones hacen posible que todo esto siga siendo una realidad. Gracias Dragones Dorados!! NO AI: ECDQEMSD Podcast no utiliza ninguna inteligencia artificial de manera directa para su realización. Diseño, guionado, música, edición y voces son de  nuestra completa intervención humana.

Manal El-Ramly, author of "Transcending Anxiety: From Fear to Freedom" and founder of "Mattain by Manal”, is your guide on the journey to attaining the life you desire. As a TEDx speaker, Life Coach, and meditation teacher on InsightTimer, she empowers you to align your body, mind, heart, and ego, integrating practical wisdom with spiritual insights and mindfulness practices. Through her diverse expertise, Manal bridges the gap between logic and intuition, helping you embrace your authentic self for a life of purpose, joy, and freedom. To learn more about Manal, check out the following links: Manal's Website: https://www.mattain.me Facebook: https://www.facebook.com/mattainbymanal Instagram: https://www.instagram.com/mattainbymanal LinkedIn: https://www.linkedin.com/in/manalze/ YouTube: https://www.youtube.com/channel/UCSRAec4s3zIAbGi78byXEIw

Send us a textDiscover the transformative power of authentic, unconditional love in our latest episode featuring the insightful Manal El-Ramly. We promise you'll walk away with a deeper understanding of self-love, compassion, and how to untangle misconceptions of love shaped by manipulation, control, and shame. Learn how to transform negative experiences into a pure form of acceptance and joy, and appreciate the imperfections in our past as part of a journey toward freedom and worthiness. Our conversation with Manal is filled with wisdom on aligning your life towards a more loving and fulfilling existence.In addition, we explore the concept of the four interconnected bodies—physical, emotional, mental, and egoic—that shape our beliefs and reality. This episode sheds light on setting personal boundaries, overcoming the struggles of perfectionism, and embracing your authentic self. Manal also introduces valuable resources from her company "Metainme," offering practical steps and inspirational content to enhance your personal growth journey. Tune in and get inspired by Manal's genuine approach to self-discovery and the wealth of resources available on her website and social media platforms.Support the showLink to Support this Channel: https://www.buzzsprout.com/2153284/supporters/newJulie's Book: https://amzn.to/3K2ZS05Julie's Website for more information, comments or requests: https://lifeofloveandjoy.comI receive a small commission when you purchase from these links. Thank you for your support! Promo Code for Free Audio Book on Audible: https://amzn.to/45YUMdH

-A Warning Issued To Google Chrome Users In The UAE-Dubai Store Shares Footage Of A Woman Stealing -Dubai MC Karan Bhatia Reveals Jet Ski Scam in Al Mamzar!    -Manal Rostom Calls Out Brands Asking for Free Coverage!       -Dubai Life-Saving Team Ranks In The World's Top 10!                                                                                                                                                                                                                                                                                                            

Coaches Eric Lopkin and Chip Janiszewski talk with Power Up with Manal host Manal Keen about mindset and potential.

In this episode of the Oxford Policy Podcast, Mykhailo Kiktenko speaks with Manal Fouani, the UNDP Chief of Country Support and Oversight for the Regional Bureau of Arab States. In 2022, Manal served as the UNDP Resident Representative ad interim in Ukraine, where she led the organization's response during the full-scale Russian invasion.We discuss her leadership in navigating this crisis, transitioning from sustainable development to emergency relief and resilience building. Manal shares the challenges she faced, the critical decisions she made, and the moments of inspiration that sustained her.We also explore how emergency response can align with long-term development goals and gain insights into human resilience during conflict.Join us for an inspiring discussion on the intersection of policy, crisis management, and human resilience.

Saudi Arabia's leading contemporary artist Manal Aldowayan joins The TWENTY30 for an exclusive conversation and interview to discuss the Venice Biennale, her journey from computer science major to leading artist, and the development of art in Saudi Arabia. Aldowayan is representing Saudi Arabia at the 2024 Venice Biennale with a multimedia installation entitled Shifting Sands: A Battle Song, showing from April to November. Manal AlDowayan is one of Saudi Arabia's most significant contemporary artists working internationally. Her work, which spans various mediums including photography, sound, sculpture, and participatory practice, interrogates traditions, collective memories, and the status and representation of women. AlDowayan's work has been exhibited regionally and internationally in the most prestigious art institutions such as  the Guggenheim and the Louvre Abu Dhabi, The British Museum, and many others. Born in Dhahran, Saudi Arabia in 1973, AlDowayan currently lives and works between London and Dhahran. Before the conversation, co-hosts Hanaa and Lucien discuss Aramco's recent announcement of a share sale and some look into how a shift in dividends may attract more foreign investors.  The host wrap up the show as always with a discussion of some of the latest news on Saudi Arabia.  Subscribe for free wherever you get your podcasts:   Spotify: https://open.spotify.com/show/0uuKNWrgbQPMBIx3XY6YGU   Apple Podcasts: https://podcasts.apple.com/us/podcast/the-twenty30/id1742574206   YouTube: https://www.youtube.com/@thetwenty30   Get episodes and exclusive content delivered to your email inbox free: https://twenty30.beehiiv.com/ You can also email the show's hosts with their first names (Lucien @TheTWENTY30.com) or (Hanaa @thetwenty30.com) or email Hosts @ TheTwenty30.com. The TWENTY30 Podcast is a production of The TWENTY30 Media Group, LLC.  ©The TWENTY30. All rights reserved. *** About The TWENTY30 Podcast New futuristic cities built from scratch. Giga-projects. Major sports investments. Trillions in spending. An economy and society changing so quickly even locals sometimes can't believe their eyes. Saudi Arabia is on a mission to change itself from a conservative society with an oil-dominated economy to a modern and open society with a diversified economy - and to become a global tourism destination. Such a transformation has never before been attempted, and the stakes for the Middle East - and the world - are high. The TWENTY30 is a new media network and podcast that explores the seemingly endless dimensions of the social and economic transformations in Saudi Arabia, which few living outside the Kingdom can truly grasp. From the creator and co-host of The 966 Podcast comes a new platform that tackles the news, issues, challenges, and opportunities in Saudi Arabia and the Middle East region as it continues forward in a full-throttle effort to remake itself while the world watches. Featuring exclusive interviews, frank conversations, and in-depth topic exploration, The TWENTY30 is the first bi-weekly English program of its kind dedicated to uncovering and highlighting the road ahead for Saudi Arabia and the region and why it matters.

Manal Abdelmalek and Naim Alkhouri join co-hosts Jörn Schattenberg, Louise Campbell and Roger Green to share personal memories of co-founder and former co-host Dr. Stephen Harrison. Naim Alkhouri starts the conversation by describing how he met his "friend and mentor," Stephen. He recalls coming to San Antonio in 2017 to work with a different research group and contacting Stephen. Stephen told Naim he had "made the wrong decision" by not joining his team instead. Nonetheless, Naim persisted, and the two began a rich, rewarding friendship and research experience, which Naim describes in greater detail.Jörn Schattenberg says that Naim's story resonates with him. Stephen "support[ed] younger people in the field," including Jörn when he was starting his career in Germany. Historically, there had been challenges in conducting clinical trials in Germany, but Stephen worked with Jörn to overcome these and create a stable structure and base for conducting MASH trials. Jörn notes that the relationship Naim described applies not only to the two of them, but also to many other young researchers. Manal Abdelmalek recalls meeting Stephen in the earliest days of MASH, when a few young researchers shared posters in a "dark corner" of an AASLD meeting. Manal was impressed by Stephen's energy, warmth, curiosity and confidence that what was then called NAFLD would be "big" someday. Louise Campbell recalls meeting Stephen in the early days of SurfingMASH and always being appreciative of his support for nurses and allied professionals and the role they play in patient treatment. She goes on to note that the SurfingMASH podcast's growth affirmed the vision that Stephen and Roger Green had when they started the podcast.Finally, Roger Green shares his story of meeting Stephen at NASH-TAG 2019 and being impressed with how his energy suffused the entire space. Roger goes on to describe the process by which he and Stephen started the podcast and decided to expand its scope. 

Manal Abdelmalek and Naim Alkhouri join co-hosts Jörn Schattenberg, Louise Campbell and Roger Green to reflect on the greatest professional accomplishments of co-founder and former co-host Dr. Stephen Harrison.Naim Alkhouri starts this conversation by describing the two prospective epidemiology papers Stephen co-authored at San Antonio Military Medical Center in 2011 and 2021, an innovative design that provided early estimates of the breadth of MASLD and MASH in an asymptomatic population. He goes on to discuss Stephen's work on FAST and other NITs and finishes by remembering Stephen's exceptional work in drug development, culminating in the recent FDA approval of Rezdiffra. Manal Abdelmalek starts her comments  by recalling that Stephen developed the BARD score and, years later, celebrated that it had been supplanted by better tests. After commenting on his impact in drug development, she describes him as "visionary" and says Stephen was "not a one man show. He thought about networks and collaborations and how to move a field forward with speed and agility." Louise Campbell also reflects back on the BARD score and the process by which Stephen came to accept that the nomenclature change was a necessary thing. She closes her comments by reflecting on his persistence and innovation in drug development and finishes with a Harrisonisms about the value of failure and learning in the development of the product WD-40.  Finally, Roger Green discusses how Stephen's desire to tear apart his failures and learn from them resulted in the landmark paper that challenged how biopsies were being read and interpreted in clinical trial design, and also agrees with an earlier comment from Manal about how innovative the original design for Pinnacle Clinical Research was.

Bienvenue dans un nouvel épisode de Cami's Hotline où on parle d'énergie feminine et d'énergie masculine avec Anissa Jalab .Anissa a intégré le monde la musique et du rap dès son plus jeune âge avec de grands artistes comme Damso, El Grande toto, Manal, Saint Levant ou encore Hamza.. Dans cet épisode, on parle du concept des énergies féminine et masculine, ces forces intérieures qui influencent notre manière d'être et d'interagir avec le monde. Nous débutons par expliquer pourquoi il est crucial de trouver un équilibre entre ces deux énergies et comment chacun peut bénéficier de cet équilibre dans sa vie personnelle et professionnelle. Anissa partage avec nous ses expériences personnelles, révélant quand et comment elle a pris conscience de sa propre énergie masculine et les défis rencontrés lorsqu'elle n'était pas alignée avec son énergie féminine. On parle aussi des moments décisifs qui peuvent nous amener à comprendre l'importance de ces énergies, et comment choisir consciemment l'énergie dominante en fonction des situations. Enjooooy bb

In this heartfelt episode of Leaders On Purpose Podcast, host Manal Bernoussi shares her personal journey of navigating grief after the loss of her father. With raw vulnerability and profound insight, she explores the complexities of loss, the journey of healing, and the enduring impact of love. Manal offers listeners a beacon of hope and a roadmap for finding solace amidst the pain of loss. We look forward to hearing from you and encourage you to share your own experiences of grief and loss in the comments of the related posts in Instagram or Linkedin @manalbernoussi. Or tag us on your stories and we'll reply to you the same day. Please subscribe, rate, and review the podcast to help reach others who may need and benefit from this important discussion.

منال بنشليخة مغنية وكاتبة أغاني مغربية، اشتهرت بأغانيها مثل مخيلاو مقلو، سلاي، ونيا. في محادثة حميمة مع أنس، تتحدث منال عن طفولتها، وكيف أثرت مشاكل والدها الصحية عليها، وكيف تعاملت مع وفاته الصعبة. كما أنها تتأمل في علاقتها بوالدتها، وكيف تطورت بعد وفاة والدها، وتعاملها مع صناعة الموسيقى، والرابط الذي يجمعها مع زوجها وأكثر من ذلك بكثير. تابعونا لنلقي نظرة نادرة على الإنسانة خلف لقب الفنانة منال بن شليخة..

Manal Sughayer v. Fifth Third Bank

Host Diana Korte speaks with Manal al-Sharif, author of DARING TO DRIVE, who grew up in Mecca, Islam's holiest city. In her teens she was a religious radical, by her twenties she was a college-educated computer security engineer. Then she lived for a while in Boston, learned to drive and became a women's rights advocate. Back home she was the first Saudi woman who defied the ban on driving and immediately put the video on YouTube. And, yes, she was arrested.   This interview originally aired June 23, 2017. One year later the Saudi government made it legal for women to drive. Yet several years later, the number of women who have licenses to drive is only a few percent.    --- Send in a voice message: https://podcasters.spotify.com/pod/show/booktalk-diana-korte/message

Our host, Hélène Parker, explores programmatic advertising with Manal Saho from Preciso, tracing her journey from business administration to leading Preciso's global sales team. We uncover Preciso's budget-friendly DSP solutions and the impact of international collaboration in the ever-evolving digital advertising landscape.  We also dive into the staying power of first-party cookies, effective programmatic campaigns, and strategic ad spend allocation. Highlighting transparency, integrating Google Analytics (Shout out to ClickVoyant), and aligning client expectations for campaign success.  Gratitude to Manal for insights, emphasizing clear communication and education on programmatic metrics.    About Us: Our mission is to teach historically excluded people how to get started in programmatic media buying and find a dream job.  We do so by providing on-demand lessons via the Reach and Frequency™️ program, a dope community with like-minded programmatic experts, and live free and paid group coaching.  We can help 2 ways:  Customized a training roadmap for teams of programmatic traders, adops, customer success, AMs, etc focusing on campaigns performance increase, cross-departmental communication, and revenue growth overall  (

Rania is a Palestinian American, constantly fighting for the humanity that unites us all. She has forged a life path as a voice for the silenced. Whether it's raising up the issues of gun violence, climate change, immigration, women's issues, or foreign policy, she fully invests her heart in every endeavor. For over twenty years, Rania has been lending her expertise across political, non-profit, and corporate spheres. She notably worked for Bernie Sanders' 2016 run for US president. Rania has received many accolades and awards for her work, including the “Exceptional Women of Excellence” award presented by the World Economic Forum and the “Woman of Purpose” award presented by the Purpose Project. Connect with us on Linkedin or Instagram, we'd love to hear from you. Share this episode and tag us on. Linkedin: Rania: https://www.linkedin.com/in/rania-batrice-b9b67932/ Manal: https://www.linkedin.com/in/manalbernoussi/ Instagram: Rania: https://www.instagram.com/rbatrice/ Manal: https://www.instagram.com/manalbernoussi/  

Tonight, meet Manal. From the transformative impact of hijab to her unexpected journey into content creation, she shares the beauty of her experiences. Join us as we explore the nuances of life, her aspirations, hijab story and so much more. #happychirp #humnaraza #contentcreation #beauty #authenticity Don't forget to subscribe and press the bell icon to catch on to some amazing conversations coming your way! Manal's Instagram: https://www.instagram.com/manalmuffin/?hl=en Follow our socials for more updates: • Humna's Instagram: http://www.instagram.com/humnaraza • Happy chirp's Instagram: https://www.instagram.com/happychirpofficial/

In the inaugural episode of 2024, Manal takes the opportunity for a reflective solo session, sharing insights gained from the challenges and triumphs of the past year. Stressing the significance of retrospection, she encourages listeners to document their journeys, fostering self-compassion and growth.  The episode unfolds with twelve valuable life lessons from 2023, ranging from being mindful of energy exchanges with others to the power of storytelling, embracing spiritual practices during trauma, and the importance of prioritizing self-care. She emphasizes the role of intentions over resolutions, shares her personal intention for the year and concludes with a heartfelt reminder of the transformative power of service and gratitude. As the podcast enters its third year, Manal invites listeners to participate by leaving reviews and shares warm wishes for the upcoming year, expressing excitement for the shared journey ahead in 2024. 12 Lessons Learned (or Reaffirmed) in 2023 : 1. **Be Conscious of Energy Exchanges:** Recognize and manage relationships by identifying energy givers and drainers, setting boundaries, and surrounding yourself with those who uplift and support. 2. **See the World Through Stories:** Understand the profound impact of storytelling on shaping perceptions, emotions, and responses, and choose narratives that promote hope, compassion, and a sense of purpose. 3. **Turn to Spiritual Practices Amidst Trauma:** Embrace spiritual practices such as meditation, prayer, or connecting with nature during ongoing trauma, finding refuge and hope in shared narratives through practices like narrative therapy. 4. **Release Self-Judgment:** Allow vulnerability and openness by sharing your truth with trusted individuals, acknowledging that self-judgment is common, and creating a soft place to land in challenging times. 5. **You Can't Please Everyone:** Accept that, despite good intentions, criticism and negativity may arise. Invest deeply in relationships with those who truly know and support you, gaining perspective and understanding. 6. **Purify Your Intentions:** Regularly assess and purify your intentions, understanding that they serve as the compass guiding your journey, influencing how you navigate life's challenges. 7. **Schedule Big Dreams and Invest in Growth:** Act on persistent thoughts and dreams, scheduling experiences, travel, and personal growth opportunities. Share these memories and experiences with others. 8. **Be Patient During Personal Growth:** Understand the importance of patience when undergoing significant personal changes, allowing yourself time and grace to evolve into the person you aspire to become. 9. **Life's 3 Choices: Accept, Change, or Leave:** Recognize that when faced with challenges, you have three choices – accept the situation, work to change it, or decide to leave. Understand that persisting in unchangeable circumstances can lead to madness. 10. **Mind Your Mental Diet:** Proactively feed your mind with positive thoughts, eliminating mindless scrolling on social media and surrounding yourself with content that elevates and empowers. 11. **Prioritize Self-Care:** Acknowledge that prioritizing your emotional, spiritual, and physical health is not selfish. Recognize that taking care of yourself enables you to be more present and supportive for others. 12. **Set Powerful Intentions:** Replace rigid resolutions with powerful intentions that guide your actions and mindset toward desired outcomes, providing clarity without limiting possibilities. Manal shares her personal intention for the year – expansion – and encourages listeners to share their intentions as well.

Internationally renowned Saudi artist Manal AlDowayan is midway through an ambitious public installation that will be shown in the Valley of Arts, in the desert of north-west Saudi Arabia. She has just returned from collecting stories and drawings from the inhabitants of AlUla, and is starting to transform them into her own artwork. Titled Oasis of Stories, the project pays tribute to the local people of AlUla. She will carve their drawings into her installation, just like their ancestors carved petroglyphs to tell their own stories thousands of years ago.Manal gives Melissa Gronlund a sense of the importance of storytelling and being a memory keeper in a changing society. She also talks about her early work challenging the restrictions on women in Saudi Arabia, such as I Am, which questioned the way women were only allowed to perform certain roles in Saudi society. Melissa hears how one of the country's most established artists is navigating Saudi Arabia's new cultural scene. Producers: Ashley Byrne, Melissa Gronlund and Danielle Manning A Made in Manchester production for BBC World Service

In this captivating episode of the 'Leaders On Purpose Podcast with Manal Bernoussi', our host Manal is joined by Camilia Berrada, a thought leader in the field of personal development. They explore the transformative power of personal development in cultivating purpose-driven leadership. Engaging in enlightening conversation, they delve deep into the concept of authenticity and its pivotal role in inspiring organizational change and personal growth. Listen to this episode as they draw insights from leaders like Kumi Naidu, renowned activist and former Secretary-General of Amnesty International, shedding light on the essence of personal development and leadership. The podcast takes a holistic view of a leader's journey- from corporate life in often taxing environments to entrepreneurship, underlining the significance of aligning an individual's passion and purpose with their professional endeavors. How can leaders foster a nurturing environment that helps individuals thrive and create a legacy of impact? 
 This episode introspectively explores the concept of freedom and its evolving understanding in the personal and professional realm. Camilia and Manal unearth the notion of inner freedom which demands courage to confront inner resistance, elucidating how discomfort can be transformed into a source of strength and resilience. Timestamps: 00:03:08: Camilia's personal development journey 00:09:03: Tensions in corporate life 00:09:17: Millenial's and GenZ's quest for purpose 00:13:28: The meaning of freedom in corporate and entrepreneurial worlds 00:25:51: Understanding One's Purpose 00:33:55: Victim Mindset and Taking Responsibility 00:41:48: Saboteurs, Positive Intelligence, and Mindset Growth 00:48:03: The Power of Possibility and The Danger of Dimming One's Light 00:50:52: Balancing Empathy and Authentic Expression 00:51:56: Tips for Starting Off the New Year 00:52:56: Envisioning Your Future Self Connect with Camilia and Manal on : Instagram : @CamiliaBerrada and @ManalBernoussi Linkedin : Camilia Berrada and Manal Bernoussi 

The Marseille project illustrates the agency's unique approach to producing architecture that is connected to nature. Here, like Mediterranean people who know how to take advantage of shade and coolness in summer, sun and warmth in winter, and light in all seasons, the homes are designed to carefully locate and arrange space according to the time of day and the seasons. Residents will find it easy to stroll between indoors and outdoors.This is the approach type of the architectural firm OXO, and an exemplary project described by Manal Rachdi himself. Art'Chipel projectMarseille, France Client Nexity ApolloniaOXO Architectes Housing22 600 m21st phase to be delivered in 2021 - Final delivery in 2024Image teaser © Sergio GraziaSound engineering : Julien Rebours___If you like the podcast do not hesitate:. to subscribe so you don't miss the next episodes,. to leave us stars and a comment :-),. to follow us on Instagram @comdarchipodcast to find beautiful images, always chosen with care, so as to enrich your view on the subject.Nice week to all of you ! Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Manal Rachdi est le fondateur d'OXO Architectes, une agence située à Paris. Avant cette création, Manal Rachdi a collaboré avec de grands noms de l'architecture contemporaine tels Duncan Lewis ou les Ateliers Jean Nouvel. À travers plusieurs projets primés, dont le fameux Arbre Blanc (OXO architectes avec Sou Fujimoto, Nicolas Laisné, Dimitri Roussel), Manal Rachdi s'est forgé une réputation internationale en tant que "pilier de la nouvelle génération d'architectes qui combine analyse judicieuse, expérimentation espiègle, responsabilité sociale et humour". Sa réputation internationale s'est notamment construite grâce à ces projets avant-gardistes, tant du point de vue technique que programmatique, projets conçus pour utiliser des ressources durable, dans des coûts raisonnables. En pratiquant une alchimie programmatique, OXO mélange des ingrédients conventionnels tels que le logement, les loisirs, le travail, le commercial, pour créer de nouvelles formes de cultures symbiotiques. La production architecturale d'OXO fait preuve d'une grande audace, mais démontre également une sensibilité forte au contexte dans le cadre des attentes des maîtrises d'ouvrage. Dans ce numéro de Com d'Archi, Manal Rachdi raconte l'histoire de son parcours au plus haut niveau, puis évoque ses projets bio inspirés et partage son point de vue sur notre monde contemporain.Image teaser DR © Cyrille WeinerIngénierie son : Julien Rebours____Si le podcast COM D'ARCHI vous plaît n'hésitez pas :. à vous abonner pour ne pas rater les prochains épisodes,. à nous laisser des étoiles et un commentaire, :-),. à nous suivre sur Instagram @comdarchipodcast pour retrouver de belles images, toujours choisies avec soin, de manière à enrichir votre regard sur le sujet.Bonne semaine à tous! Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Wednesday Prayer Meeting October 25, 2023 Speaker: Ptr Jether Manalo

I'm excited to announce that the Pediatric Dental Marketing Course is officially open for enrollment!This comprehensive course, developed by Minal Sampat and myself, is tailored specifically for pediatric practice owners and their teams. It is designed to turn your pain points into stepping stones for success, and to help you become the trusted dental home for countless children in your community. Head over to our site to enroll now! https://pediatricdentalmarketingcourse.com/‍‍Guest: David MaloleyBusiness Name: Relentless DentistCheck out David's Media:Website: https://relentlessdentist.com/David's Podcast: https://relentlessdentist.com/podcasts/Reveal the Hidden Potential In Your Practice! https://app.tryinterface.io/s/64c79b5f-a27b-41b8-b3a0-ea9dfe3eeedf‍‍Other Mentions and Links:Voices of DentistryDavid's Past Episode: 198HGTVBuc-ee'sIn-N-Out BurgerKois CenterPeter DruckerDeion SandersMinal SampatCanva‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍My Key Takeaways:What are the key aspects to a high performance and self-driven team?The drawbacks to a top-down, authoritarian, leadership style and effective alternatives.How to build your patient experience around referrals, so patients can't help but refer their friends and family.The difference between self-managing team members, and those that need more guidance, and how to manage both.How to escape the tyranny of "urgent" tasks and ease your mind.How to manage a team that isn't fully on board with the plan.‍Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: This is the Dental Marketer, the podcast where we teach you how to effectively market and grow your dental practice. And my name is Michael Adias, and my mission is to help you, the practice owner, attract new patients immediately, and effectively market and grow your business, so you can become the go to dental practice in your community.Now, today we're tackling a challenge. That you faced at one point or another, and that's how to build a thriving team culture when not everyone seems to be on board and joining us is a seasoned expert, second time guest, Dr. David Maloli. David was on episode 198, The Relentless Dentist, and in that episode, I'm going to put a link to it in the show notes below.Or you can go on the website and just search up episode 198. And in that episode, he talks about why having clarity is everything when starting a practice. The tough times you will face when you own a practice that you absolutely cannot avoid. And how to become a better leader for your team. And so that's what we discussed in that episode on 198.But in this episode, we dive miles deeper into a couple things. Specifically, a lot of those things that we talked about, but much, much deeper. For example, We discuss breaking down top notch teams. So have you ever wondered what it takes for a regular group of people, and what do you have to do to turn them into a supercharged team? Well, That's what we dive deep into in this episode. Into what pushes teams to the top. And lights that motivational fire under them. Then we also discussed the flip side of traditional leadership. And so we're going to chat about why the old school bossing around leadership might not be cutting it.We're diving into ways to lead that boost and inspire and not just boss around. Then we also talk about making your patient experience share worthy.So Dave's got the lowdown on crafting a patient experience that's so awesome, folks can't help but tell their friends about it. So get ready to learn how to make your patients your biggest fans. And then we're also talking about balancing self managing and guided team members. some teams they're a mix, right?Some people love their freedom, while others need a road map. And we're gonna chat about handling both kinds of team members, and letting everyone shine in their own way. And then, we'll discuss ditching the everything's urgent mindset. And Dave's got tips. to help you shake off that constant to do list pressure uh, that we all kind of feel like we have. So let's figure out how to take back your time and what really matters in this episode.That's what we're going to discover with Dr. Dave Maloli. But before that, I want to ask you, Have you ever scrolled through Instagram and noticed, the people you're following the pediatric dentist or pediatric practice, and they have thousands of followers, and you notice people are engaging with their content?They're creating content you love, that other people love, and you just know that they're attracting new patients every single day through Instagram. And you've thought to yourself, how incredible would that be if I had an Instagram account just like them? How fun would that be? Well Stick around after the interview to learn exactly how to do this, but for now, let's listen in to Dr.Dave Melloli. David, how's it going? Michael, David: I'm awesome. How about yourself? Michael: Doing pretty good, bud. Doing pretty good. It's been a minute. I think the last time we physically spoke was at Voices of Dentistry pre David: pandemic. Right. Yeah. I was going to say it's probably a different world that we're both walking in currently, relative to the last time we Michael: spoke.But since last time, and even in the episode, which I'll put in the show notes below, so, the listener can, you know what I mean, follow up and listen to it. But at the same time, you've always been really keen on leadership. You've always talked about it. Right now, currently, are you, are you working in a practice clinically or no?I'm David: not. I sold my practice literally right before the pandemic would have taken it from me. So I saw my last patient in March of 2020. Michael: Oh, nice. Okay. So then right now, what are you currently doing? David: I exclusively coach. Single location, dental practice owners. Um, I've done that one on a one on one basis for about five years.And I really focus on performance, which is to me, the people side of things, not only what's going on internally for the doctor, but how does that radiate as a force for good towards the teams? And I'm also building a platform called Dentist Ascend, and that's to really give that demographic, single location dental practice owners, every competitive edge, giving them, I've really analyzed the market once because I was in it for a long period of time.It's easy to see what are all the things that they need and what are all the things that would be nice, but create friction and getting them to progress from current state to desired state. Michael: Gotcha. So is it more monetary? Like, Hey, look, I'm trying to break even Dave. And I need to get me there. Right? Like I'm struggling.It's been two, three years. Right. Or is it more like, Hey, the team sucks. I hate coming to work. Money's good. I just, Mondays, when Mondays come around, I get sick, right? Which one is it kind of more? David: it's both. Um, I created a methodology called the dentist of sun methodology to make sure that, cause my background before I was in dentistry, I was really in performance working with elite athletes and my career kind of.Went full circle when I realized that I was kind of born to be a coach, that's what was allowing my practice to prosper was me coaching up my teams that led to, you know, one on one coaching engagements, but I think it's dangerous to separate one from the other because, you know, I call the top tier and enjoy cashflow, like how profitable are we, what are the business mechanics that are leading to that, but if you drill down.A layer below that, I call that enthused clients. So what sort of clinical care and patient experience are they getting? And then that's going to lend to. Enjoy cashflow, right? If we go a deeper layer than that, who's creating the experiences, the doctor and the team, I call it enhanced culture.And then the driver of all of that in my, with my clientele where they have one location and they're really masters of their craft, but they have to parallel their craft with. Leadership and business acumen. I call that elevate confidence. What's going on for that doctor? Or not going on for that doctor in some cases.To, that's inhibiting them from being at their best at work. Michael: Gotcha, okay. That make sense? Yeah, so this is a process, a system you've created, David: right? It is, it's an integration between business consulting and performance coaching. That, I've been around the block enough and I've I've been in the pit of despair as a practice owner myself for long periods of time, it helped me see what was genuinely high leverage for the doctor and also like what are the things that we're chasing and they're expensive, but they're not necessarily high yield.Michael: Okay, so you mentioned pit of despairs. What are some? Of the major pit of despairs that you remember where you were like, geez, my gosh, how am I going to get out of this? That maybe nowadays you see that coming back up or that's happening a lot with uh, some of the colleagues. Yeah, David: I think One of the phrases I go back to often is that we don't have business problems We have personal problems that manifest in our business and that really humanizes the process But for me in the first few years of my startup practice My wife was medevaced to have my son, that was a big trauma to me because I didn't know if either of them were going to come home, quite frankly, a few years after that, my wife had a stroke in my office again, medevaced to Denver to save her life.And the straw that broke the camel's back was about six months after that were half my team quit all in one week. it was more of a mutiny, kind of orchestrated by a toxic office Michael: manager. was that during the part where your wife had the David: stroke or no? It was like six months after, yeah.When, right when I was at my lowest and a shell of a man, and I really needed my team, it fractured. And... It was difficult financially, it was difficult emotionally. I remember having so much anxiety that I'd be bent over in the shower dry heaving before work some days. And so I had to crack the code because I knew that game wasn't sustainable at all.Michael: that, man, that is. So then what were some of the things that you started doing? Because honestly, Dave, if I was in, I'm just trying to think, trying to put myself in your shoes. I would kind of just say like, I'm just going to give it all up right now. Right. That's like priorities. My family team doesn't want to be here.Fine. I'm selling right. Like I don't, I don't care. I'll, I don't know, be an Amazon driver or something. But Yeah. Yeah. For you, what were the steps if you could pinpoint and kind of like break it down to us in a system, the first one to three steps that helped you to get out of there? David: Well, most of my work now is around flow.Like how do we find this optimal state of productivity where we feel good? Things kind of happen that feels magic, but we're putting effort into it. Just has all of our focus and attention. And now I can look back at those times and realize what wasn't working, where were the burnout triggers in my life?And also, where was I almost stumbling across flow triggers? And so the first one is purpose. I moved to this mountain town for a reason. And I had a little boy and I literally remember looking at him and his crib. He was sleeping one night and I was, I could feel my insides like quivering from all the anxiety.And I said to him, Bennett, I don't know how I'm going to figure this out, but I'm going to find a way. So in the flow continuum, you kind of need curiosity, passion, and purpose stacked really high when you get in those difficult situations. know that now. I didn't know that then, but I happen to have a little boy right in front of me that I didn't want to say, Hey, listen, it was a crash and burn.And we decided to move to Denver and gave up on the dream. So purpose was the big one. Um, the second one was. Accountability. I mean, when I look back at that moment of team unity, I don't know that I would want to work for me either. I wasn't, I was short. I didn't have much in the tank. I didn't sleep very well at night.and I'm sure they felt that and I'm sure when they left they felt somewhat guilty, but they were trying to preserve themselves. So I had to realize that everything that happened in these four walls was my responsibility, whether I liked it or not, whether I was prepared for it or not. And then the third one would be understanding what team building really means.I, my background was more from, I grew up on a farm and then I worked in high performance athletics for a long period of time. And those environments are very authoritarian. And I kind of thought, Hey, my name's on the door. It's my license we're working under. I signed the paychecks. So I point in that direction and you go in that direction, right?Well, not, not so much. It sounds good in theory, but. This isn't the military and my team always had other options and it created a lot of pain just because I didn't really know how to articulate, Hey, let's make this a meaningful, meaningful workplace for you. What gets you excited to come to work in the morning?What has you for feeling fulfilled at the end of the day and then chasing there, going back to curiosity, passion, and purpose, what are the things that you're interested in? What, how can we further educate and develop you? So. It was this top down management where we started into, we moved into a very horizontal management structure where everyone owned their zone.Now I know that it's self managing teams, but that's really what allowed me to not only survive. In a weird economic climate in a resort town that has nasty seasonal trends and end up being really proud of the product, meaning that patient experience, the reputation, but also all the outputs, all the things that happen when you run a smart business.Michael: Yeah, I like, I like that part at the end right now. So the product that you're trying to put out is the patient experience. David: Yeah, I, I believe. Again, I don't know that I could have articulated this as clearly then, but now I've got some separation and I coach clients on this. The idea that we were building into our patient experience was referral centricity.What if. The purpose of an appointment wasn't to get case acceptance. What if it wasn't to get them to reappoint? What if it was something higher and bigger, which would be give them an exceeding expectations experience where they couldn't help, but tell the next person they saw on the pickup line at school or when they went back to work.And when you build your. around a referral, you know, that people aren't just going to give it out, you have to earn it. And so that was the product you know, extends into reputation and ability. but that's what I always challenged my team is. We've got dozens of people on the schedule today, but that one in front of you right now, what can you do to make them feel like they're the only patient on our schedule today?Michael: I like that, man. That's super different. So how did you do that? How did you create that experience? So the end goal was always a David: referral.Well, if you don't mind, let's go into another flow trigger, a big flow trigger. We talked about purpose was a big one. Talk about curiosity. We talk about passion, but a massive one is autonomy. And when I started making my team, the CEO of whatever they were doing, it might be the schedule, it might be the finances.It might be the hygiene op. It might be one of my ops. That's when that really flourished. And I just. Decentralized operations, basically, although it was a small facility, I decentralized operations and task them to surprise and delight the patients on the schedule. And one patient might want to get in and out.So the surprise and delight was efficiency, but the other person might want, you know, if they're, if they have more time on their hands, they might want the additional touches like, Oh, I watch. HGTV when I came in last time and they remembered it and that program was up when I walked in the room. And it doesn't take much really to surprise and delight somebody because most customer experiences are pretty mediocre, right?Yeah. But it's all these little unexpected touches. It's nothing's going to blow you away. It's just that, wow, I got a birthday card from Dr. Maloli. Wow. We got a handwritten thank you after I was there one visit. Those little things compound like crazy. Michael: Interesting. So it's more of the, um, David: the details. Yeah.The details that seem trivial at first, that's a really good way to put it. If you didn't do it, nobody would miss it. And the fact that you are doing it, it doesn't take you five or 10 minutes. It takes you a moment, but just that little bit more eye contact, a little bit more conversation, remembering where they went to vacation last summer, because he put it in the notes, all those little things.And a small town or in a big town where people, they want, they feel ignored and they want to feel like they're valued. If you just put a few little deposits on that emotional bank account each time, it really adds up and it's that emotional connection. Now, more than ever, that people are really longing for.Michael: Yeah, I remember, I think that was in, and for anybody, for, for you, you're listening, I'm going to put it in the show notes below to Dave's, uh, newsletter, because I think today you sent something like about the three points to, to ponder and, and one of them was to rethink. Touch points, It was where can you inject and genuine care into the um, I guess this part of it, right?is this something that you recommend like everybody on the team should ask themselves this? David: Everybody on the team, every appointment, every day. Every day. It's a moving target, you're trying to customize it, you're trying to make it unique and personalized and unexpected, and there's different strokes for different folks, and somebody might love all your reminders and somebody might hate all your reminders, so you have to customize the experience, and I think, you know, there's a lot of people that are scared about this corporate takeover or what you want to talk about, um, I don't think it's real, I think Yes.It's a, just a different model. And if you want to win at your own model, you get excellent at your craft, which is dentistry, and you package that in a incredible experience. And you can run circles around anybody because it's so rare. I mean, I live in a high end area and I can go to an expensive restaurant and the steak might be good, but then the service is mediocre or I might go into retail and the same thing.So if you can surround yourself with a handful of engaged, creative people, they don't have to be trained in dentistry. In fact, sometimes I think it's a liability for them to have spent a long time in dentistry because then you have to take them through this unlearning process. That experience goes beyond the golden rule of, let me give you the dental experience I would want.It's upgraded into, let me understand the experience that you want and make sure that I give you that, and then nudge it up just one more rung and say, wow. Like. You'll never believe what happened at Malovi's office today. Michael: I like that. Well, have you ever experienced a day where, I mean, somebody's expressing this.They're wanting it. They're like, yeah, okay, guys, we're all gonna, what, where are the touch points we can add? And then there's like that one team member that just all the time, right? They're there, they get excited, then they bring it down and they get excited and then bring it down. what do we do with that?David: it's a big question. I mean, there's 80 percent of the workforce that are disengaged right now. some people are just risk averse and any change feels like a threat to their day. And so they need a little bit more coaching and nurturing and reminders. Most leaders get sick of saying the same thing over and over, but it's important that.We find the things that are precious and valuable to us, and we never stop talking about it because people will drift. Right. So there's that well intentioned person. And then there's the other person who might be like, Hmm, sounds good, but it's also a lot of work. Let's just see if we can let this blow over.And then you have that other insidious person. That's like, no way I ain't doing that. And then they start to kind of toxify and contaminate the others. So I really believe the future of leadership is. Understanding how to coach and develop your people, not just in dentistry, but in the workplace, because if you don't invest in them, they're always going to be looking for their next best.And so you have to, almost like what we just talked about with the patient experience, you have to customize the employee experience as well. Because some people are already self managing. If you start over managing them, you're going to run them off. Other people are used to being dependent on somebody else for making all the decisions.And if you don't nurture them to be decisive and confident and develop their skills and mindset, then you're going to run the top team member off too, right? So it's... Understanding how to build teams and grow people it used to be a, would be nice to have that skill, but now it's mission critical.Cause you're just going to have churn if you don't figure it out. So, that's a bit of a tangent of what we were just talking about, but to anchor that or bring that back home full cycle, I think understanding. How to get the best out of your people and making sure that your people understand, they really have three jobs, right?first job is to be good at their job, whatever that is, scheduler again, financial arrangements, dental assisting. The second job is to be a great teammate because if you're really productive and a toxic team member, then it's a no go. You're going to make the other people worse at their job. Like we were just talking about.And the third part is to grow. And it's the interesting thing about leadership is it's good for all people to grow. It feels fulfilling when we're expanding our capacities and capabilities. But that said, even though it's good for us, that most people will dig their heels in a little bit. So you have to build that into the culture of what are you going to focus on in the next 90 days?How are you going to get better? How can I support that? How can I be. How can I provide you the tools and training to get there? because if you get in any signs of status quo in this radically changing world, then it'll start to pass you by. And to me, that's the most dangerous thing of all is thinking what got us here will get us there.The big word that's getting kicked around in corporate circles is radically adaptable. And then there's like the laws of physics involved, right? An object in motion tends to stay in motion. The object at rest tends to stay at rest. And if you let your people rest on their heels and aren't telling them, like, part of your job is to get better at your job, then bad things happen.The consequences are too great for me. Michael: Yeah. So then. In, in this time where you're, if you can recall, like when you're busy, right, you're dealing with an employee, you're dealing with the patient, you're dealing with your own CE, right? Your own family, all this stuff. How can we tell what are the like marks of, Oh, they've been status quo for a minute now.Like they've been just, I don't know if they're, they're going down or up. You know what I mean? Like they just kind of passed by the radar because you're so boggled down with everything else. David: I think what we're, if we go to the root cause here, I think we really have to focus on what are our priorities and I'll share with you my personal experience, um, kind of an extension of what we were talking about earlier.That was about. Almost 10 years ago, where I had the family incident and the team mutiny and had to rebuild and then found out that it was a team member that was staying that created all the mayhem. in that churn, I noticed as I was rehiring for those positions that I wasn't getting as many applications as I used to.And. It wasn't that we had a bad reputation. It was just when people left, they weren't leaving my practice to go to another practice. They were leaving town because of cost of living. So a lot of the supply and demand issues that are, people are experiencing now. I felt that a long time ago and. What I had to do was prioritize making, even over patient care, which is hard for me to say, but it was true.I realized that if I didn't have a great team, I wasn't going to have that great patient experience. So I had to take that workplace environment and move it to the top of the list. What do I have to do to ensure that this is one of the best workplaces in town, not in dentistry, but again, facing competitors and banking and retail and hospitality.And so we have to move that to the front. And if we've moved that to the front. To sustain this team and allow this team to grow and flourish. Then we make the time for immediate feedback each and every day. We build some of that feedback into the huddle system, so that they don't have a chance to drift.And if they start to drift, that's when you start coaching them harder. And it's not to be mean, it's actually an act of kindness for the rest of the team to not let somebody pull down on the bar, like lower the standard when everyone else is raising the standard. So it's really our duty as employees, but you have a point, like there's 10, 000 things that we.Can be doing, we just have to make sure we know what one, two, and three are. And then we never lose sight of those priorities because not doing it again means this cascade of turnover and drama and gossip and being on the reactive side of that I've experienced it. And I wouldn't recommend it. I would recommend staying on the proactive side and really build a team, really a team building machine that has a communication cadence daily.Weekly, monthly, quarterly, uh, to make sure that people are always in momentum. Michael: Gotcha. Okay. Now, a lot of the times, Dave, how do you think we should handle this? Like when we're, we want to like, we're new, right? Maybe we've been open for a year or something. And we're looking to grow, but, you know, employees are scarce, right?Or, or just help is not as, uh, available as it used to. And you feel like you've created this beautiful workplace, but it's kind of like, they're like, oh, this is how much you can pay. Now I can get paid more at Bucky's, right? Or, oh, this is how much you're going to get paid. They're paying me more in and out or something.Right. and you're just thinking it's only monetary. Like there's no way I can pay you that much. That's it's just, I don't have it. What do we do in that David: scenario? It's funny. You say Bucky's cause I was just in Tennessee and they had this big sign out front, like 35 an hour for this 150, 000 for a night manager.And I was like, wow, this is competitive. Yeah. It's a big deal. again, something that I experienced in my local market where the cost of living is really high and I had to do a frame shift, meaning I couldn't see a team member as an expense ever. Cause I'd look at my payroll costs and I'd look at my overhead percentages and the payroll costs as a part of those overhead percentages.And I think, well, I'm way out of standard norms. But my alternative was also not having an employee and we have three columns full of hygiene and no hygienist. That's also a huge financial liability, not to mention a liability for your reputation and all these things you built up. So we have to look at them not to dehumanize people.I love people and I literally believe that all humans have unlimited potential. Some of them want to step into that and some of them don't clearly, but. if I got the feel during the interview process, that somebody was looking for something different, they were looking for a true culture.They were looking for more than just trading their time for my dollars. Then usually I was willing to invest in them and sometimes they came in really rough, meaning they didn't know a molar from a premolar They were rough around the edges, but they just didn't have any skills. And so we always started with customer service and said, the dental stuff will come from the reps.Right. And. So if I have to pay somebody 30 an hour or 35 an hour, my immediate question is, how do I make this person worth 90 an hour to the organization, either three times their wage or four times their wage and. It's like that ever seen those Peter Thiel questions, like he'll say, what if I had to accomplish my five year goals in six months, or it's something that's like so mind breaking.You're like, I, at first you're like, I can't, there's impossible, but if you sit with that for a while, you start to understand, like. Okay. If team overhead is say 33 percent and the rest of the overhead is 33%. So we're now at two thirds basically, right? And I'm getting 33%, which isn't an ideal dental practice.But when you're starting out, it's not uncommon for these numbers to skew like that. You start to realize an hour of the team's time is equivalent to an hour of my time. And so if I can save an hour a day by delegation, if they can prevent work and worry, if I can optimize this practice by only doing the things that.Require a dental license and then the high level CEU activities, you can hire all day. You just have to make sure that they're creating boundaries for you so that you're protected from decisions that you don't need to make. And then you, again, upskill them and train them up and up and up because the biggest risk in most of these situations is not having that person.Gotcha. So. You don't want to hire a knee jerk and get a, you always want to hire for culture fit and values alignment easier said than done, but you at least want to be screening for that, but the market will tell you what you need to pay for an employee and some sort of notion like this isn't sustainable is sometimes too quick of a reaction because what's not sustainable is.Bringing temps all the time and paying them 80 bucks an hour. What's not sustainable is your stress because you're onboarding a new person every two weeks. So there's a lot that goes into that, but I hope I've unpacked it enough that you have to like almost look at it like a fixer upper, like, okay, I'm getting this home for 260, 000.What do I have to do to make it worth 400, 000? That's easy to. To dehumanize it and put it in, into real estate forms. But if you're a good leader and a team builder, you can help that person see parts of themselves, the potential that no one's ever unpacked. So now you're serving yourself, you're serving the team member, you're serving the patient and you're serving the team.So that's the, we talk about a rare and valuable skill in this economy. It's that like being a builder of people and a unifier of teams. It almost solves for every other problem you have, your cashflow problems, your patient retention problems, your, I can't sleep tonight cause I'm too anxious problems.Like if you focus on that team dynamic, a lot of the other things take care of itself. It's especially in a, economy and a society now where people aren't as loyal, where they're more likely to skip work because there's. Eight inches of powder on the mountain, or they have something better to do. You really want to create a system and a machine, meaning this culture that attracts top talent, and then also helps them understand that you can go looking for greener pastures, but you're unlikely to find it.Michael: Interesting. I want to kind of rewind a little bit. You, you mentioned something with a team member. You said you don't want to overmanage them. How do you know when you are overmanaging someone? David: That's a really good question, Michael. I think you have to make sure technical term is psychological safety.That means no matter how long that you've spent at this practice, you No matter how much experience you have, no matter how loud you are or quiet, you are that all voices are need to be heard around here. So part of that, from a practice owner, you need to know, you need to ask them, like, what brings out the best in you.And sometimes you have to take them back to, like, who was a boss that you felt like didn't know how to bring out the best in you? And what were they doing? And then don't do that, right? Because the awareness sometimes isn't there, so you have to unpack it slowly. But you also have to make sure that there's an open dialogue, that if they feel like you're taking away some of that autonomy unnecessarily, that they let you know that, hey, Doc, it really makes me feel XYZ when you do this.And so it really has to be a dialogue and that psychological safety and. The open dialogue, the radical candor can only happen in an environment of high trust and high care. So the first job is to really give a damn about your people. And the second job is to make sure that they know that you have their best interests at heart.Now, where that gets complicated is where you have the radically independent person who's incompetent, who really needs guidance and coaching and management, right? So you have to be able to flex in and out, engage your Conviction based on somebody's level of competency, and there's graceful ways of doing that, right?It can be, uh, what's the marketing term? It can be a welcome guest or an annoying pest. Sometimes it's just a matter of your approach when you're managing those people. But it's not a one size fit all approach. And what happens sometimes is you have top performers that drift because they've got something going on at home with a spouse or a sick parent.So you always have to be on your toes as a leader because there is no checklist or prescription for this. It's you being hyper aware and knowing that your number one job first job is to, is to role model away. So who are you when you come to work? Are you representing the brand? And then you have to teach them how to think, giving them frameworks in which this is how we operate.This is how we take care of patients all from the surprise and delight thing to simple rules like No one sits in reception longer than five minutes or something like that with rare exception, and then you have to challenge them. And so that goes back full circle to what we were talking about earlier, about making sure that you're there for that graceful nudge to make sure that they're staying in momentum.And when you do this right, it starts to look like a flywheel at first. It takes a lot of effort going back to your young dentist. It's like, I'll never figure this out. I've been there, but over time. You start understanding how the mechanism really works, and it takes less and less management from you.You can't be hands off. Because all organizations will drift if there isn't somebody to tend to the belief system, the vision, the mission, but over time, it should get easier and people should be really good about getting work and worry off your plate. So you can focus on that coist training or the ortho training or all that stuff that really is going to pay the bills, but you're too busy doing 20 an hour stuff, cleaning up messes, putting out fires.Living in the tyranny of the urgent, all those sorts of things, that's, we have to evacuate the doctor from that so that they recover that freedom and realize, okay, now my career is what I thought it would be in the early stages. Gotcha. Michael: Awesome, David. I appreciate it. ask mainly that question because I feel like that's a lot of the times we... Maybe we do that and maybe we're giving too much autonomy to someone who doesn't need it. Right. It's like, Oh, you're not doing anything kind of thing. Right. But just looking busy. And then there's sometimes where it's like, cause of that, maybe we've been scarred.We do that with people who don't need it. Right. We're like, okay, wait, no, trust me. You're going to be, and we kind of push that on them. Like you need this type of guidance and all this stuff. Although they need guidance, everybody. Right. But it's more like. You're micromanaging now, right? And then that can be, heavy.You're just like, ah, you don't really believe me. You don't trust me or, I don't David: know, I can go further than that. Another component that really needs to be plugged in here that we should talk about is peer to peer coaching. You have to make sure that your environment is feedback rich and it's not just top down.It's not just the senior people down. It really is this environment where everyone's trying to get better. And they all are human and humble enough to know that there's blind spots. I remember one day... I have a pretty small space, less than 1200 square feet. And so the sterilization was right across from op two and we did the whole Disney thing.This is front stage. This is backstage. These are things that we only talk about backstage, but there was some personal stuff being talked about in hygiene and the hygienist with her patient, the chair heard it. And I didn't have to address it because she addressed it. She let it be known that, hey, it was really awkward for me being around that patient and hearing about that your Saturday night or whatever.And, and, uh, and sterilization. And she said, that's not how we do things around here. And so ultimately you need to set the standard, but it needs to be pleased by more than just you. In fact, with my clients now, I'm building out unity councils, which is an internal leadership team to make sure that, Hey, there's a keeper of the culture.Even when the doctor is heads down looking for another canal and an upper first molar for a root canal, there's keepers of the culture all the time, and it's not this environment where. when the cats away, the mice will play that's most environment. So you have to build in these fail safes and it all goes back to building trust and rapport one on one on one on one and making sure that you never take that for granted.Yeah, Michael: man. I think I'd feel like. If I wasn't in the office and I saw, dude, like maybe like a camera, I heard like one of my employees or somebody say, like, that's not how we do things around here, but oh my gosh, like, this is amazing, you know? David: Her name was Sam. I called her my sheriff. Yeah, that's good. There were certain standards, like we had our mission, our vision, our values, and then certain non negotiables.And if somebody crossed that line, I was rarely the person that had to move them and remind them. Um, usually the nudge was done by Sam or somebody else. Michael: Yeah. And so now today, how can someone introduce that peer to peer coaching, uh, within their team? Let's just say like somebody, one of our listeners are listening right now and they're like, I love this.I'm going to do it in our team meeting tomorrow. I'm going to say peer to peer coaching. Is that how it just kind of works or? David: No, no, it's a process, because this stuff is so valuable, it takes some time and this is where I kind of advocate playing favorites as a leader. Like you have to know the people who are committed organically to the practice.And the more of those people you get on board, the easier it is, but it's not going to be a all in type environment. It's just not how change typically works. I did a bunch of training and executive coaching. And if you go into a big organization, like say I bought your big company and I'm coming in as the new CEO or the turnaround guy or whatever it is, I.Immediately make the assumption that there are going to be a third of the team that's on board a third of the team. That's off board. They're going to be resistant. They're going to hate whatever ideas I come up with, even if it's good for them. And then there's the neutral third that could tip in either dimension.So I want to know always who are my loyalists who believe in what we're doing here? And I bring them in real close. I make sure I understand their ideas. I make sure that they're my feedback mechanism because I can't see or hear everything that happens in the practice. Not that they're informants, but they're the keepers of the flame, so to speak.If you get that rock solid, those people in the middle third will usually get on board because they they're not negative. They just aren't real leaders yet. And so what you're doing is understanding that. Leadership isn't about creating followers. It's about creating other leaders. And then that bottom third, they have an option to get on board or get out of the way.And sometimes you have to be that clear in the language where you start coaching them. And if coaching them isn't working, then you start telling them if they still don't maintain the standard, then you have to collide with them and say, Hey, listen, like, you know, either through your, verbal warning or written warning process.Like if you can't play at this level, you can't play this game. And so it's a tricky process, but you have to start infusing that into your culture. My, my team called it, uh, welcoming feedback. It was one of the core tenants of our operation and I didn't come up with it. They came up with it. So they wanted an environment where they felt like they could give me feedback.They could feel comfortable with me giving them feedback in real time on the fly. But. Hygienists would say, Hey, listen to the assistants. It would work better with the flow. If you did this or scheduling might give feedback because ultimately we're innovating all the time, right? Peter Drucker said that a business, because the purpose of a business is to create a customer, there are only two real functions, which are marketing and innovation.All the rest are just costs. So if you have that peer to peer coaching going on all the time, you're finding these little friction points, you're finding these little frustrations, and you're turning those into innovations. So that's the magic of what happens when you start doing peer to peer coaching, where everybody is a coach and also a, you know, a coachee. Um, but it's, I'm not, I'm not going to lie to you and say it's simple. We have to build it from the ground up. And that starts with. One on one conversations, make sure the standard is clear. Some of that standard is an obvious standard, like things that you can see, things that you can measure, but a lot of it is an emotional standard.Like what are the core values here? What is the behavioral standard emotionally here? And one of the things that my team came up with was, was out loud laughter. And when we put it on the board, I was like, okay, I'll concede. Like, that sounds good. And then I'd sit in the hallway and I could hear laughter from four operators and I'm like, Wow.Like that's creating trust. That's creating experience. That's creating value. So sometimes I don't think we really get the best ideas for our organization because we think we have all the ideas, but when you allow some of that, um, self managing team and stop trying to create followers and start to create leaders, Amazing stuff that you can't expect really starts to happen.Yeah. Michael: Nice, Dave. Awesome, man. I appreciate your time. Any final pieces of advice that you want to give to our listener? David: Yeah. if I were going to give an advice to listener, assuming that you're in a situation that's probably a little uncomfortable because most doctors are, one, know that it's normal.Because dentistry is hard. Being an entrepreneur is hard. Some of you are parents, that's hard. And you're never, ever, ever going to negotiate the standard. You want to be excellent at all of them. So you're probably feeling guilty that you don't exercise enough, or you don't sleep enough, or you don't socialize enough, or you don't spend enough time doing this or that.So my words of advice would be get rid of the guilt and shame. Um, and just get better because when I look around the landscape, dentistry is really a golden ticket. Meaning like if you can do a good job at dentistry, you can get a great associateship. If you can be a good entrepreneur and a great leader, you can create any lifestyle that you want.And that's, you know, to make what a dentist make, you might have to be a high level exec working 80 or 90 hours a week, flying all over the place. So don't lose sight of that golden ticket that you have. And also make sure that. Whatever path you're following isn't somebody else's vision and version of success.Because I see a lot of dentists want to be the next, this doc or that doc. And ultimately, you know what your path is. So don't be afraid to be an N of one and customize it completely to what you want. You can do whatever procedures you want. You can see whatever kind of patients you want. You can take. In network, out of network.Some of these things you can see it early, but you can build into it as you build up your reputation and skills. But the paralleling craft to your clinical craft will always be leadership. Because if you can lead yourself, you can lead a team. And if you can lead a team, you can lead your patients to better healthcare.So, that would be my parting shot for you. Michael: Awesome. So, if anyone has any further questions or concerns or wants to reach out to Dave, Dave, where can they find you? David: Well, I release a weekly podcast, it's called the Relentless Dentist. It's been around for about a decade now. Hard to say that. So there's lots of episodes and content free of charge there.If you want to get to know me better, I just created a dentist to send quiz. It's a video quiz. That's designed to help you reveal the hidden potential in your dental practice. I can give you a link to that or they can find it on my website and my social media on Instagram. Um, so I'm not as Deon Sanders would say, I'm not hard to find.Michael: Yeah, I know that's awesome. So that's all going to be in the show notes below. So definitely go check them out. And Dave, thank you so much for being with us. It's been a pleasure and we'll hear from you soon. David: Michael, thanks so much. You're a great host. Michael: Thank you so much for tuning into this episode and thank you Dave for being a part of the podcast. Again, really insightful, wonderful advice that you always bring to the audience, you the listener. So we really, really appreciate. If you want to ask him any questions or concerns, you can definitely do so by joining our free Facebook group, The Dental Marketer Society.And there you can talk with any of the guests that you've heard in the past or myself and, uh, interact with more of our listeners. Or if you want, you can go in the show notes below, look for Dave's name and click on the links and just reach out to him directly ask him any questions or concerns there. But we appreciate you tuning in and Dave, thank you so much again for being part of the podcast. Now, are you dreaming about having that wonderful, engaging Instagram, or it's Facebook or it's your TikTok presence, right? For your pediatric practice? Seriously, let's turn that into a reality.And one of the first steps you want to do is you want to start with understanding your patient's families. It's a game changer for your Instagram engagement. And in the Pediatric Dental Marketing course, which is a course created by Manal Sampat and myself, both of us, we teach you exactly how to create and grow with a purpose.your Instagram. Among many other things, that's one of the things we teach you. But lately we have received a lot of marketing questions on Instagram for pediatric practices. So I wanted to show you exactly what we cover. Now, when it comes to what's inside the Pediatric Dental Marketing course specifically for Instagram, we talk about Literally from the beginning to the end, how to get your bio getting started, your Instagram stories, the ideas you need to start implementing the insights that you need to look for on Instagram, the QR code and the saved content, how the algorithm works, what posts you need to do.And guys. She has you covered, Manal has you covered on how to schedule the post, what to post, 365 days out of the year. thinking is out of that, right? Like we got you covered. The type of hashtags, the reach you need to be looking for when it comes to hashtags, finding local influencer parents, and so forth.Then we dive into how to make the reels. And she dives into the training, finding trending audio all the time, scheduling your reels, download the Instagram reels checklist on the course all the ideas that we have for you. And so much more. Let me go even deeper and talk about team activity, how to get your team on board, the videos you need to start creating and so forth.The scheduling, how to create the content on Canva, which is a free platform, how to create custom templates, videos, flyers, worksheets, presentation templates, things like that for your Instagram. And also we cover the ads as well and how to specifically do the ads so that they can reach their maximum potential and obviously attract new patients.This is just a little sliver of what's covered. When it comes to Instagram in the pediatric dental marketing course, you'll dive into 30 plus units covering modern marketing basics, digital basics, digital marketing, social media marketing. And of course. I helped create the course. We also talk about ground marketing strategies, ensuring you're not just attracting, but deeply connecting with your community.I talk about how to get into daycare public schools, private schools, pediatric medical locations, chamber of commerce, businesses, learning centers, Uh, kumon Learning Center, small businesses, martial arts, Color Me Mine, indoor playgrounds, fitness facility.I cover an enormous amount of things on how to get into the community and other businesses when it comes to the pediatric dental marketing course. So you can check that out, but get your hands on these evergreen tactics, learn the art of engaging content creation, and even explore the magic of effective Facebook, TikTok, and Instagram marketing.Discover how enjoyable and rewarding marketing can be. And watch your pediatric dental practice flourish both online and in your community. So click the first link in the show notes below and see what this course has done and is doing for other pediatric practice owners. And at the same time, click the link If you just want to be nosy and see everything that's included inside of this course, which we continue to add to it, right? Every single month. And we have our monthly office hours where you, me and Manal sit together. Once a month, and we talk strategy and we talk how we can improve your practice. If you want to see all that, just click on the first link in the show notes below and you're able to look into the pediatric dental marketing course a little bit more.And if it's a good fit for you, we would love to see you in there. So click on the first link in the show notes below to check it out more for pediatric practices only. Awesome. So thank you so much for tuning into this episode. I really appreciate you and I'll talk to you in the next episode.‍

Today I want to tell you about our sponsor for this episode,  Olsen  Dental  Chairs!‍‍Imagine you're a dentist and you spend your whole day around the chair...   Well, Olsen has over  40 years of experience in making those long hours as comfortable as possible for both the dentist  and the patient! ‍If you're a dental professional looking for high quality, cost effective, dental equipment, check out Olson dental chairs!Click this link and mention this episode for a limited time FREE installation with your purchase!‍‍Guest: Minal SampatBusiness Name: Minal SampatCheck out Minal's Media:Website: https://minalsampat.com/CE On The Beach 2024: https://ceonthebeach.com/ (Discount code for $150 off registration: TDM150)Minal's Book: Why Your Marketing Is Killing Your BusinessInstagram: https://www.instagram.com/minalsampatllc/‍Other Mentions and Links:SmileConCapCutCanvaAruba Marriott Resort & Stellaris Casino‍‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍My Key Takeaways:What are the steps to empower team members to take action and be excited about marketing?How to create incentives and fun goals for team members.How can I scale my incentives based on growing team size?YOU have to be excited and engaged if you want your team to feel the same.How to choose the right team member to spearhead a marketing team.Tips on a successful social media marketing campaign. How to get started AND stick with it.‍Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: All right. It's time to talk with our featured guests, Manal Sampat. What's up, Manal? Minal: I'm doing great. How are you? Michael: Not as good. You travel a ton. Where have you just, You came from SmileCon, right? Recently? Yeah. Minal: Yep. I spoke at SmileCon in Florida before Florida, I was in Aruba before Aruba, I was in Pennsylvania before Pennsylvania.I was in Virginia. I don't even know. It's, it's been, it's been, uh, it's been a lot of travel, which is amazing because I, I love to travel and I get, I love to speak. So it works out. Michael: Yeah, that's good. So then I know in SmileCon, you, you did quite a bit of, uh, workshops. If you don't mind me asking, like, what's your favorite topic to discuss?When it comes to marketing, Minal: can you, I mean, it's like asking you to choose between your children.I don't know what would be my favorite topic. I mean, I love everything. I love internal marketing. I love social media. I guess my best feeling is to provide the tools for people to implement. you know, for my thing, no matter what I'm teaching or how I'm doing the workshop, I want to implement, like, for example, like, I just spoke at SmileCon and some other meetings, and like, I have, you know, doctors messaging me saying, hey, I just implemented this, or I just did this, and oh my god, I can't wait, or I'm now obsessed with doing reels, I love it, right?And that's what I want, like, end of the day. No matter what topic I'm hearing about or how deep dive you go into marketing, any kind of marketing, it's getting somebody super excited and having them take action because that's what makes it work is the action. So if they can do that, it's amazing. Michael: Yeah. And I feel like a lot of the times the doctor, the practice owner may come excited or even the office manager, but the rest of the team really isn't all that excited or they're not ready for it.Or maybe they excited one day or two days and then they died down. Right. So. Talk to us if you can give us like a step by step process or system on how can we get our team excited and continue to be excited about marketing? Minal: Oh, it's, I think that a lot of it comes down to making sure that your team is one, they understand your goals.And to the house, they get incentivized. There's something in return coming up because you have to realize the team members are busy. They're already busy doing their actual job. So if you want them to now work on your marketing so that you could grow your practice, there should be some sort of give and take, right?Creating simple systems like, Hey, guys, our goal for this month is. So we are at 80 right now. If we get 100 new patients and everybody gets this, or you create incentive based on who's scheduling the patients, right? Or you can say, hey, our goal this month is to get 30 new reviews. So, let's go ahead and create a goal and create an incentivization.Now, for some team members, it works well, if they're individually incentivized for others, it works where it works. Well, if they are creating a, a, Big team kind of, you know, if you reach together with 30 reviews, we're all going to go and get many and patty. So I like we're all going to go for a happy hour or something like that.But you want to create a goal. I have a lot of practices and I get practices at my own events. Um, you know, from anywhere between 3 to 18 team members, they literally fly them to the destination events that I throw and they bring their team members and usually they make that happen as hey, let's let's reach this goal.And if we reach this goal, then we can all go to Aruba. We can all go to Turks and Caicos. We can all go here. and so now the whole team is excited and moving towards this goal because they want to do that. The first thing is you need to create some sort of excitement, incentive around it, just because not everybody's organically going to share your practice.And if any of the listeners here have my book, chapter five of my book, where I say teamwork. literally goes through the exact systems of creating and getting your team excited about marketing. So it's, it's, and it goes through the steps of how do you start with it. It goes through the steps of, you know, what you need to do as well.So it's super, once you start implementing it, it becomes easier. Michael: Gotcha. Okay. So then you mentioned incentives to provide of all the incentives you've seen your clients, practices, people you've spoken with what has been the best, like Oh, yes, this is really going to keep the fire lit under Minal: the team.It's very hard because I work with practices who are one providers to practices that are 60, 70 locations. So their incentive package and how they work their system is very different. If you are a smaller practice. Then, yeah, clearly you have you could do individually in civilization or a group one. If you are a multi location, then you have a lot more team members, right?So it's not easy for you to fly 50 team members to some kind of a location. Maybe you fly your management team or your. Marketing team or your clinical team. So it depends on it. You know, your practice culture, you know, your team members, you know, is it going to work well as a group celebration for reaching your goals or individual incentives or perhaps both or maybe taking them out for, you know, some sort of a destination kind of event or whatever it is retreat or however you want to call it.It really. comes down to your specific. I have practices who do as simple as 5 for every new patient that we scheduled or all the way to, hey, we are going to fly to whatever, and take everybody with us. So it just really, it just really depends. Michael: Gotcha. Okay. And then what if they are trying, like, I've seen this before where they're like, yeah, they're excited.They're, they're trying to reach the goals, but month one, they didn't month two, they didn't now they're getting demotivated month three month. And then they just kind of like, we just doctor, we can't reach it. We need. More money for ads, or I don't know, something, Minal: do you not? Yeah, so it's, it's different, right?So what I used to do was, Michael, I used to be the marketing ambassador for a dental practice. because of that, I did this every month. And the way that I kept the team super excited was every single month, I held a 90 minute meeting. Now, this wasn't like a meeting of like, here's a memo. This is what we are doing, right?Like, no, this will be a fun meeting. So I used to come up, I came up with this game, like a Jeopardy, like a Jeopardy game, but what I would do is, um, we'll, you know, shut down in the lunchtime. Get everybody gets lunch. You know, the lunches at the practice and they know this is a team meeting and I would create the jeopardy game and then in the jeopardy game, I would have all the questions, right?It will be clinical questions from desk questions, but also marketing questions and then all of the questions will have points. 5 point question. 10 point question. 20 point question bonus. And I would divide the team into different departments. So depending on how big your team is or how big your practices are, you could divide them into teams and you create a competition.And what people have to do is, because they know these questions are coming, this is where you add everything, something new you implemented. Perhaps you are doing a whitening promotion this month, or perhaps you change your FA, right, your financial agreement this month, or perhaps you change your script, for something with clinical, or something with the front desk.Whatever it is, you come up with all the questions, and you put your team members in smaller teams. And now you create a competition where you run this meeting as a fun team activity, and you would be shocked how much they all got excited every single month with everything we were doing, including marketing.And we will have a winning team and the winning team will get like some kind of a prize or a gift card or whatever it is, whoever it's in the winning team, and they would literally study. So they would go on like if they know the team meeting is scheduled for next week, like the week before I would start getting questions, they would be on the website.Checking out what promotions we are running, or they would be on like the social media checking it out, or they will, the clinical team will be asking the front desk team. Hey, what did you guys change this month? And you know, vice versa. And they all got super excited for this game because they knew it was happening.There was a winning team. There was all this fun questions. And it was a great way to learn because instead of creating. a memo, again, nothing against memo, but that could be boring. But now you would have some sort of a question. Hey, we just changed our appointment time for new patients this month.And then people were like, what is our new appointment time? And then, you know, the team, I would get buzzers from Amazon. They're like 20 bucks you get. So it's like buzzer. Everybody's trying to buzz and everybody's trying to, you know, get super excited about it. And it's amazing. It's super fun. And now everybody's talking about, oh, the new appointment time that we have for the new patient and the entire team is present there.So everybody knows about it. Everybody's making a note. And I did this every single month. And then during that same meeting, I would share the goals. I would share whatever, You know, where we are trying to be, whether it's marketing, because again, I was a marketing ambassador. So I did the whole marketing part.What do we, what results do we want? How are we working as a team? Where are we really lacking? What do we need to do to accomplish that? And it worked great. if you want to keep your team excited, you have to be excited. And you have to show that excitement to them, right? Like I would even go in and at the, at the lunch, at the lunch room, I would, I would have a graph or even in the dry erase board.I will tell them where we are every single day with our new patient numbers. So every single day they came down and be like, okay, we are at X. Well, this is our goal. So I'm like, are those people calling? Are we converting them? What do we need to do? And tell me what I need to do at my end. Sometimes they will come to me and say, Hey, next week schedule is falling apart.Can you go ahead and push out some social media ads? You got it. I'm going to push out some social media ads. Let's go ahead and do this. So there was this full on communication. Every day that I just kind of posted information, so they all knew where we were. But on a monthly basis to show them how excited we were, the doctors were, and I was, and the management, the team members were now excited too.Because if it's not in front of you, you're going to forget about it. It has to be in front of you. You have to get excited about it. Michael: Gotcha. So, one key thing that I feel like you're talking about too is, you kind of give the accountability to one person. In this scenario, it was you, right? So, who do you recommend, if it's a smaller practice?You know what I mean? Who can we give this accountability to and then almost kind of like train them to do this? Minal: It's easy. I mean finding the person who we want to be accountable one day how to be somebody that is organized So they could take on this task and they could stay organized with it. But the second is the personality They need to have like a fun energetic personality where they can actually help with marketing and with you know, capturing Content for social media or like working with the team and getting them excited because they are excited.Right? So you do need the personality. So organization personality. And then the third part is you want somebody who is also okay with tech. You don't want somebody who absolutely hates technology or is not even themselves on social media. You know, that doesn't help you because they don't understand how it all works.So those are the three things and you want to give them extra time. So you may be thinking of somebody already on your team that you have. and you can easily give them two hours extra a week is what you would need to get started with. And then you could add more and more and more, but you could get somebody on your team, or you could put out an ad and get a part time person who can come in.Or maybe you have a niece, a nephew, a daughter, a son, a friend, somebody, you know, uh, who's totally into this kind of stuff. And they can come in and kind of help out to for for few hours a week. So you can easily do that. The reason I said that you want somebody in charge of it is because, as you and I both know, when it's everyone's job is nobody's job.Yeah. So, somebody needs to take on the ownership of this and get excited and get the doctors and share with the doctors so the doctors are also excited. And this is true for the doctors. You need to be excited. You need to be excited because I sometimes get a lot of team members who are super excited and they will call me and be like, the doctor just won't take photos and videos.Doctor, this is your business. This is your practice. If you don't take photos and videos, why should your team care about your marketing? Right. Why should they even put anything in? Because you don't put anything in. So that's just some real side talk And if you are uncomfortable with photos and videos, perhaps select a brand ambassador, like a practice ambassador for your practice who can interview you or show it.But at the end of the day, it's your business and you're as a leader. How you act and what you do is what the team sees. You are the leader of the practice. You are the owner of the practice. So if they don't see you doing this or hustling or getting excited about it or sharing about it, then they are not going to do it either.Michael: Yeah, that makes a lot of sense. So then capturing the content for social media, that's super important to have in house, you would say? Oh Minal: yeah, 100 percent because everything happens inside your practice. Michael: Okay, so then they... According to you, like, or your advice, what's the best right now, like today, to be like this is the best type of content you need to capture for social media?Minal: Reels. less than 30 second videos. Videos of what? Oh, so much. This could be anything from a practice culture, to patient appointments, to testimonials, to a tour of your practice, to the team having fun, the morning huddle, you know, the doctor sharing a tip. It's just, it has to be a, Less than 30 second video and the 1st frame of the video, like you could even do a video and photo, photo, photo, photo.You know, you could create 1 video with videos and photos, but the beginning has to be some kind of motion. So the beginning slide of that 30 second video has to be a video and all the listeners here, if you were to go onto my Instagram page, uh, you'll see that I have a couple of reels on there. You'll see that one of those reels is like me in a boat, and you'll see, if you click on it, you'll see that I start with a video of me sitting on the boat, like smiling kind of thing.But then there's like a photo, photo, photo, photo, video, photo, photo, right? But so what it does is, You have, in general, your audience spends three seconds. before deciding if they want to watch your content. Our attention span is three seconds. And because it's three seconds, you have to capture them right away.And if there's movement, they usually are like, what's happening here? Cause we are nosy people. So we're like, hold up, what's going on in this video, right? So you want to always start the first frame with a video, and then you could have fun with a reel where you could combine videos and photos together, things like that.But the first thing is always a video. Okay. Michael: So video first, And everything else later on, how often should we be doing this? Because some people are like, I'm going to do it three times a week or Minal: I mean, you want to share at least four times a week, but you don't have to share a video four times a week.That's, you know, you don't necessarily need to do that. You just need to share consistently four times a week, real photos and videos. And this is why it's so important that your content collection happens inside the practice because you and I both know that. If you see that photo of that stock family wearing their blue shirts and their blue dresses one more time on social media.You know, everybody knows which one I'm talking about. That's not, it just doesn't work. Stock doesn't work. Um, the whole point, like the first word in social media is social. You have to be social. The first word in Facebook is face. You have to show your face, right? The first word in Instagram is Insta. It has to be something that captures their, their attention right away.So these platforms are not even lying to you. They're telling you it's in their names, what they want. So it's not really that hard to figure out what kind of content the hard part is. A consistency staying consistent and actually sharing. and many times I would have practices reach out.They're like, our social media is not working. And I'm like, let's take a look. And they probably shared something three weeks ago and they haven't shared anything since then. So what happens is the algorithm is like, well, you're not showing me any love, so I'm not going to show you any love, right? It's all about how much time you're spending there.It's all about how much time people are engaging with your post, what's going on. So again, if you don't show the platform any love, why should the platform show you any love? So the things are just there. So the trick is to stay consistent. So you want real photos and videos and you want to post every other day.So that comes out to be three to four times a week. And that's totally fine. Photos just start simple photos and videos. If you look at your patient, uh, your appointments, and let's say that you're open for five days a week, and let's say I'm going to be super like conservative, right? And let's say that you only see five patients a day, and you're open for five days a week.That's 25 patients you're seeing a weekly basis. Can you capture four photos? From 25. Yeah, you can. You could capture a photo with a patient with a doctor, the doctor coming in the morning, the team doing the morning team huddle, You could share photos of you guys, you know, going out to lunch together.You could share a testimonial from a patient. So you could share it. Photos and videos and always, just a side note, always get a written consent from your patients, for anything that requires marketing. Yeah. Michael: I know when it comes to pediatrics, it's kind of easy to, you know what I mean? Like, share those photos and talk about it and it's like, it's a cute kid, right?Like, here you go. When it comes to adults, do you ever feel, Manal, like sometimes you're looking at a practices page and you see like, them with the patient, them with the patient, them with the patient, and you kind of grow numb to it. You're just like, oh, another one. Can there be something, a better idea of them with the Minal: patient?Yeah, that's, to be completely honest with you, Michael, my favorite patients for social media are boomers. I have so many clients, practices who are killing it, killing it on social media by showcasing boomers. You know why? Because boomers love you. They are the ones who come on time to their appointments.They bring you cookies. they bring your cards. They know everything that's happening in the practice. They are super supportive. They respect you. They listen to your treatment. So I love to showcase boomers, but you want to do different fun things. So you want, like I mentioned, you want to have a combination between your practice culture.And your patients. So you want to show off your team huddles. You want to show photos of the doctor to the patient. You want to do a high five a great day, or you want to go ahead and create a testimonial, quick testimonial video with your patient as well. So there is so much content that you could do.And again, if you go to Instagram. on Minaal's stamp at LLC. I share all of this. Like I share, give you like nine dental reel ideas. You have them. I actually tell you what to post. Uh, hook ideas. Hook is what goes on the reel. It's a subject line that captures somebody's attention. I share it with you.I have an entire post on how to get your team excited about marketing. So all of those specific tips. You can easily grab, information is always there. It's the overload. And this is why I don't want to give out too much on the, on the podcast. Cause this is what happens when I usually do that.They get overwhelmed and they're like, Oh my God, there's no way I can do this. You can do this. All I want you to do, if you're talking about social, is start with four posts a week. That's it. That's your job. Your job is to start with four posts a week. I don't even care if the same posts are all patient photos of the doctors.It's fine. Just first get consistent with it. Just make sure you're implementing it. Then go crazy with all the trends and what's happening. But the first thing is to get started. It's like working out. You can't just run a marathon right away, right? You have to go slow. You have to practice every day. You have to get your speed up.You have to get your stamina up. You have to work out every day. This is similar to that. So it's harder for you to jump directly into the big stuff. Uh, you know, if I'm here talking about like, go ahead and find this and go ahead and do this and, you know, push it this way where you're creating a different kind of reaction and you're changing how it looks, you're going to.Say, Oh, that's too much. And that's the thing. Just start. Now, if you are somebody who has already started, good for you. Amazing for you. You're doing awesome. This is when you start leveling up and this is when you do start utilizing all those trends and topics and start, creating cross marketing and start collaborating with other people on Instagram and Facebook.Collaboration means whatever you post also goes on their page. You start creating internal contests with your patients. So there's a lot more you could do, but just get started. Thanks. Michael: So just get started four days, out of the week. Yeah. And then how can we just get started with getting the team motivated?Cause they feel like you told us a lot of like amazing stuff, but like, let's just say for example, the doctor's listening, he's like, okay, I have the perfect person in my team. She's going to be able to do this. I call her marketing manager, marketing Minal: director, whatever, marketing manager and marketing ambassador, content, social media manager, the name is just a name.Michael: Yeah. And then I give her what specific duties that she needs to do. Minal: Capture four photos or videos a week and schedule them on social media and then go and engage with them. Okay, and then you only need two hours a week to do that, so you don't need to do more than that. Their job should just be, Hey, look at our schedule.Look at the patients coming in. Let's highlight the patients that are more likely to take photos and videos with us because they love us. They're amazing. They're awesome. Let's capture a review from this patient. Let's go ahead and take a photo with this patient. Right? Let's go ahead. We have a team meeting coming up.Let's make sure we take a photo of the team meeting. So on a Monday morning, they should just look at the whole schedule and be able to tell what photos they're capturing. And then what I do is you always want to take photos and videos and create into a library. So let's say you did a team meeting and you took 20 photos.Don't share 20 photos only share 5. Save the 15 for future, right? So, because you will have those times where you have a lull or it's not, it's crazy busy and you don't have time. But if you have a library of photos, you can always take those photos out and just share them. So, you know, take a lot of photos, keep the library open, but their job should literally be take four photos and videos.Start with our patient base and what our team's doing. And let's just share that. And once we do that. This is when we can start adding more and creating it But yes keep it if you are brand new starting at this and you're talking to a team member also don't overwhelm them Keep it very simple for Michael: them as well Gotcha.Okay. This has been fantastic. So besides that I know You got something coming up pretty big which is I mean, you got a lot of things pretty big coming up, but... Minal: Uh, no, you're kind. Uh, yeah, I have CEO on the Beach in Aruba coming up. So, I'm super excited. So, CEO on the Beach is a destination conference, pretty much.Um, you know, I've done it, uh, I called CEO on the Beach because I grew up in St. Thomas, and... Beach is my thing. Island life is my thing. So, done the event in St. Thomas, have done the event in Turks and Caicos in 2023. And in 2024, it's going to be in Aruba! And it's super fun. It's all different topics. There is marketing, there is practice management, scheduling systems, there is clinical topics.I have amazing speakers coming. There's panel discussion. And like I said, everybody, you know, depending on who they are, your team members are welcome to join us. So, it's a fun event. How many days is it? So it's one full day is three days, but it's different audiences, right? So one full day is for coaches, consultants, speakers and companies in the industry.And then there are two half days for dentists and teams. And I say half days because you're in Aruba. you know, so we start at 8 a. m. We end at 1 p. m. Because I know none of you are going to stay inside in a room in a conference room in Aruba. Yeah. So, uh, yeah. And then, um, I'm kind of the event see on the beach.My, it's known for like epic beach parties, like in Turks and Caicos, we run the number one beach in the world for like a dinner and sunset and dancing and all the fun stuff in Aruba, the beach party is on a private island with flamingos. Michael: That's pretty cool. Yeah. Minal: You know, I kind of want to provide experience.Like, if you're coming to Aruba, that's awesome. And you write it off as a workation because it's a work trip, so you're writing that off. You're also kind of, you know, doing that. But at the same time, I always want to do the beach parties are my way of doing something that you won't otherwise do, right? So this, going to this private island and Being there checking it out, seeing actual flamingos, uh, you know, on the islands, interacting with them and stuff.So the beach parties are epic. They are pretty fun and people come with family and friends. Like, they really make it into a workation because the hotel gives a group room rate for over a week. So most The people come with family and friends and it becomes into a big, uh, big like networking event, but lots of fun and learning at the same time.Michael: That's nice. What's the hotel that, or is it already kept Minal: out or now? Yeah. Yeah. Everything is, I mean, we are, we are 50 percent full. This is not till July 2024. It's already 50 percent full. so it is in Aruba Marriott and Stellaris. So that's the, that's the hotel and the dates are July 25th to 27th. Michael: Okay.So there's going to be a link to that in the show notes below. And at the same time, if you type in TDM 150, you get a pretty awesome discount. So type that in there, TDM 150, and then that's also going to be in the show notes below as well. But any final pieces of advice, Manal, that you want to give to our audience?Minal: Um, no, like I said, if you're just getting started, keep it simple. Your job should just be to stay consistent. Just, it's just like working out. If you want to get better, you know, if you want to get in a better shape, you just have to show up every day and you just have to work out, right? You can't work out once a week and then don't work out three weeks and then go back to it.So keep it super simple. If you are somebody who has already started it and you are like, yes, I'm ready to. Level up. This is when you start using the trending sound. This is when you start getting more creative. You can use platforms like Canva and CapCut for like your videos and stuff as well.So you could start getting a lot more stuff. And if you're already on it, you're probably much following some of those trends as well. And then, as I said. Be excited about it. Like share those numbers every day or on a monthly basis, create fun meetings for the team so that they're excited about it and they get to see you and they get to see how amazing this is going to be.And they are into it as well. So remember, you are the leader. How you show up for this is how your team's going to show up for this. that's a big part of this. And the practice that I was a marketing ambassador was 25, 000 patients and like 40 team members. So I had a lot of writing on, you know, I have to create all 40 team members to get excited.So it could be done. You can totally do this. Baby steps, just baby steps. Michael: Baby steps. Awesome. So guys, thank you so much for tuning in. It's been a pleasure, but at the same time, and I'll thank you so much for being a part of the podcast. It's been a pleasure too. And at the same time, if you guys want to go in the show notes below.Click on any of our links to reach out to her and then check out CE on the beach in Aruba and type in TDM 150 just to go check out that awesome discount. Okay, it's awesome. Thank you so much for tuning in and we'll talk to you in the next episode Thank you‍

Dr. Manal Khan is a Board Certified Child & Adolescent Psychiatrist at UCLA and she is also a poet. Inspired by her grandfather she continues to use poetry in her work and life to heal from trauma. Learn about how she came to write poetry and how a patient "unlocked" her creativity.

This podcast is a commentary and does not contain any copyrighted material of the reference source. We strongly recommend accessing/buying the reference source at the same time. ■Reference Source https://www.ted.com/talks/manal_al_sharif_a_saudi_woman_who_dared_to_drive ■Post on this topic (You can get FREE learning materials!) https://englist.me/114-academic-words-reference-from-manal-al-sharif-a-saudi-woman-who-dared-to-drive-ted-talk/ ■Youtube Video https://youtu.be/VcPxH0pa85c (All Words) https://youtu.be/VaKHk2Xc-4c (Advanced Words) https://youtu.be/sMKUClhat0k (Quick Look) ■Top Page for Further Materials https://englist.me/ ■SNS (Please follow!)

July was a big month for the OECD, marking its release of a tranche of documents detailing progress on the global tax deal agreed to by more than 130 countries in 2021. The agreement includes reallocation of the residual profits of large multinational companies to market jurisdictions, known as Pillar One, and a 15% global minimum tax, known as Pillar Two. On this week's episode of Talking Tax, Bloomberg Tax reporter Lauren Vella speaks with Manal Corwin, director of the OECD's Center for Tax Policy and Administration, about nuances of the latest guidance and next steps to move the deal forward. Do you have feedback on this episode of Talking Tax? Give us a call and leave a voicemail at 703-341-3690.

Manal Corwin, the new director of the OECD's Centre for Tax Policy and Administration, discusses her vision for the organization and the latest updates on the inclusive framework and two-pillar project. For additional coverage, read these articles in Tax Notes:Vietnam Proposes Global Minimum Tax Rules to Apply in 2024BIAC Calls for More Consultations on Global Minimum Tax RulesU.K. Adopts Accounting Standard Changes for Pillar 2 Tax RulesBeyond the Numbers: Another Look at the JCT Pillar 2 ReportDigital Taxes Won't Go Away Anytime Soon, U.N. Official SaysAutonomous Business Activities Exempt From OECD Amount A Tax RulesOECD Seeks Simpler Transfer Pricing With Amount B ConsultationCountries Advance Pillar 1 Adoption, Extend Digital Tax FreezeFollow us on Twitter:Stephanie Soong: @StephanieSoongDavid Stewart: @TaxStewTax Notes: @TaxNotes***CreditsHost: David D. StewartExecutive Producers: Jasper B. Smith, Paige JonesShowrunner: Jordan ParrishAudio Engineers: Jordan Parrish, Peyton RhodesGuest Relations: Alexis Hart

Now that road trip season is upon us, we take a deep look at the open road. We'll talk with interstate long-haulers, join an elephant named Solomon on his journey across 16th century Europe, and take the “blackest road trip ever.” And Manal al-Sharif tells the story of her radical road trip — being a Saudi woman who learned how to drive. Original Air Date: July 01, 2023 Interviews In This Hour: Put It In Boogie Gear On the Backslide — A Guidebook to the 'Blackest Road Trip Ever' — Philip Pullman on 'The Pocket Atlas of the World' — Driving While Female — Julie Schumacher on 'Elephant's Journey' — Getting High At Disney World Guests: Finn Murphy, Lawrence Ross, Philip Pullman, Manal al-Sharif, Julie Schumacher, John Jeremiah Sullivan Never want to miss an episode? Subscribe to the podcast. Want to hear more from us, including extended interviews and favorites from the archive? Subscribe to our newsletter.

Manal Saad, Styles Just for U, is a Poshmark ambassador, has spoken at Poshfests, is a social influencer, a mathematician, and she has an interest in cuisine, particularly coffee and desserts. She also has big news to share with the seller community. The Seller Community Podcast from List Perfectly is the e-commerce resource for the seller community across all platforms and a hub for information on growing your business. Find out more at thesellercommunitypodcast.com, leave a message or ask a question at anchor.fm/sellercommunitypodcast, or email us at podcast@listperfectly.com. --- Send in a voice message: https://podcasters.spotify.com/pod/show/sellercommunitypodcast/message

Today on the show, Laura welcomes business executive Manal Keen to talk about the importance of having an open mind and how this has changed the dynamic in her personal and professional life.  Throughout this conversation, you will also hear Laura and Manal explore different topics such as how to develop a work-life integration that works for you, burnout, setting boundaries, productivity tips, and much more. Laura's first book – Values First. How Knowing Your Core Beliefs Can Get You the Life and Career You Want – is now available! Grab your copy today! Go to www.thecatchgroup.com to check out the show notes, resources, and links mentioned in this episode! Connect with Laura: -Follow The Catch Group on LinkedIn. -Follow the show on Instagram @thecatchgroup. -Enjoying what you hear? Follow and leave a review HERE.  

Susie Boutry (@NovelVisits) and I share our favorite books that missed last year's Summer Reading Guides, some nonfiction books we think are great for summer reading, and our #1 picks for four categories, including what I have featured in my 2023 Summer Reading Guide. This post contains affiliate links through which I make a small commission when you make a purchase (at no cost to you!). Get Even More Summer Reading Recommendations with Summer Shelves: In addition to my annual 2023 Summer Reading Guide, I'm once again offering Superstars Patrons ($7/mo) exclusive access to Summer Shelves, featuring even more recommendations for the season. Summer Shelves features BACKLIST summer reading recommendations from 17 former podcast guests, our team members, and — for the first time — 20 Superstars patrons! The Summer Shelves design is clean, crisp, and unique and you'll receive it in a PDF file format via Patreon. If you'd like to get the Summer Shelves companion guide, you can sign up to be a Superstars patron here. You'll also get access to a monthly bonus podcast series called Double Booked (where Catherine or Susie and I share our own book recommendations in the same format as the big show) and my Rock Your Reading Tracker. Summer Reading [4:33] Books That Missed Last Year's Summer Reading Guides [5:29] Sarah Wrong Place, Wrong Time by Gillian McAllister | Amazon | Bookshop.org [5:53] Red Widow by Alma Katsu | Amazon | Bookshop.org [10:30] Like a House on Fire by Lauren McBrayer | Amazon | Bookshop.org [16:24]  Susie The Lies I Tell by Julie Clark | Amazon | Bookshop.org [8:25] Dinosaurs by Lydia Millet | Amazon | Bookshop.org [13:30]  Now Is Not the Time to Panic by Kevin Wilson | Amazon | Bookshop.org [19:09]  Nonfiction Books That Are Great for Summer Reading [22:35] Sarah True Story: Murder, Memoir, Mea Culpa by Michael Finkel | Amazon | Bookshop.org [22:52]  Memorial Drive by Natasha Tretheway | Amazon | Bookshop.org [28:31] Still Points North by Leigh Newman | Amazon | [34:44] Susie Provence, 1970: M.F.K. Fisher, Julia Child, James Beard, and the Reinvention of American Taste by Luke Barr | Amazon | [25:02]  Stash: My Life in Hiding by Laura Cathcart Robbins | Amazon | Bookshop.org [30:27] Daring to Drive: A Saudi Woman's Awakening by Manal al-Sharif | Amazon | Bookshop.org [37:00] Our #1 Summer Picks by Category  [40:16] Something Light / Fun Sarah: A Likely Story by Leigh McMullan Abramson | Amazon | Bookshop.org [41:12]  Susie: Romantic Comedy by Curtis Sittenfeld | Amazon | Bookshop.org [43:28]  Something Fast-Paced / Intense Sarah: Drowning: The Rescue of Flight 1421 by T. J. Newman (May 30, 2023) | Amazon | Bookshop.org [46:45]  Susie: I Have Some Questions for You by Rebecca Makkai | Amazon | Bookshop.org [50:05]  Something With Substance Sarah: Late Bloomers by Deepa Varadarajan | Amazon | Bookshop.org [54:24]  Susie: Rootless by Krystle Zara Appiah  | Amazon | Bookshop.org [56:53]  Something Different Sarah: Good for a Girl: A Woman Running in a Man's World by Lauren Fleshman | Amazon | Bookshop.org [59:33]  Susie: Big Swiss by Jen Beagin | Amazon | Bookshop.org [1:02:13]  Other Books Mentioned The Only Plane in the Sky by Garrett M. Graff [3:47]  Unlikely Animals by Annie Hartnett [4:01] Cover Story by Susan Rigetti [9:11] The Hunger by Alma Katsu [10:43] Red London by Alma Katsu [12:47] The Children's Bible by Lydia Millet [14:45] Untamed by Glennon Doyle [18:15] Nothing to See Here by Kevin Wilson [20:52] The Stranger in the Woods by Michael Finkel [23:13] In Cold Blood by Truman Capote [23:57] The Glass Castle by Jeannette Walls [35:57] Wild by Cheryl Strayed [36:13] Falling by T. J. Newman [47:05] Miracle on the Hudson by William Prochnau and Laura Parker [48:04] Raven Rock by Garrett M. Graff [48:38] The Great Believers by Rebecca Makkai [51:14] All That Is Mine I Carry With Me by William Landay [52:59] Hello Beautiful by Ann Napolitano [53:54] Fleishman Is in Trouble by Taffy Brodesser-Akner [56:32] Other Links Vogue | In Finishing Her Book, Lauren McBrayer…

Minal Sampat and I have a weekly newsletter called Weekly Hacks. It's for pediatric dentists and pediatric practice owners only, and we share one effective growth hack every week to achieve big wins. no fluff, no spam, just your weekly dose of what you need to grow. Subscribe here to get this week's hack in your inbox! https://mailchi.mp/9d2a4644fd31/the-pediatric-dental-marketing-newsletter‍‍On this week's Monday Morning Marketing episode, I'm putting the focus on how to excel at a your ground marketing events as a pediatric dentist! I'm running through several tips, including spacing out your freebie materials, greeting everyone who walks by, adding fun to your booth with balloons, and providing an easy signup sheet or iPad for signups. The most important thing to remember when setting up a booth at a local event is that YOU are the most important aspect of your booth. The fact that you are present at the event, showing your face, and representing your brand is everything. I even dive into some strategies around how to market to other booths, break out of your shell, and so much more.‍To hear about these tips in action and learn how to conquer your next ground marketing event, listen in to this week's episode!‍Mentions and Links:Ground Marketing Events ScriptThe Pediatric Dental Marketing Course EnrollmentMinal SampatLA FitnessTargetWalmartDr. Cassandre Joseph - Odyssey Dental of SummerfieldiPad‍If you want your questions answered on Monday Morning Marketing, ask me on these platforms:My Newsletter: https://thedentalmarketer.lpages.co/newsletter/The Dental Marketer Society Facebook Group: https://www.facebook.com/groups/2031814726927041‍Episode Transcript (Auto-Generated - Please Excuse Errors)‍Michael: Hey, what's up guys? So as pediatric dental, uh, practices, I know a lot of the times you guys are out in event. Doing presentations, lunch and learns, maybe talking to the kids, at the health fairs, right? You're just at, at an events. Um, and if you're in, in the pediatric dental marketing course, then you're in the ground marketing section and you're getting a lot of yeses to set up your booth at events, right?Or the businesses and which is fantastic. So in this episode, I wanna talk to you about how to perform your best at in-person ground marketing event. Okay, getting your foot in the door is just the first step, right? Once you got in there, you, they said, yeah, you know, you can come on in, come on by.Maybe you went to an apartment complex. In the apartment complex. By the way, if you don't know this, a lot of apartment complexes do events for their residents. at the same time, they do like specific children's things for the residents there. It's really, really great for the parents, uh, who are residents there.And then they, bring their kid, the parents coming on and. You got the yes. Now you need to know how to perform your best at an in-person ground marketing event so that you can capture more leads and convert more people into loyal patients. So that's what we're gonna be talking about in this episode.Now, performing your best at in-person ground marketing events is the key to gaining your prospect's trust. If you don't make an excellent first impression, chances are probably not gonna want to do business with you. They probably just want that free stuff that you're having at the booth, right? In order to put your best foot forward at an in-person ground marketing event, you need to know how to strategically set up your booth, how to act, and what to say, how to speak.Now I'm gonna break these steps down for you, okay? Starting with setting up your booth strategically now. A big mistake that I see most people make is setting up their booth with all their freebies and goodies in a grab bag. people can just walk right up to their booth, say, Hey, how come you gonna take one of these by and leave with no trace?Right? What happened to that bag? That's not what I want you to do. In that situation, your potential. Just grabbed a goodie bag and left without leaving any way for you to contact them. So when it comes to setting up your booth strategically, the name of the game is not convenience. Instead, you want people to stop by your booth.Shop around, spend more time at your booth. You can do this by simply deconstructing your hygiene kit or whatever it is you're giving away in your giddy. And place each item that you would like to give away side by side. So, uh, you can say, here's a baggie, here's some toothbrushes, here's some floss, here's some toothpaste, maybe some stickers, flyers, um, maybe a balloon if they want a balloon, right?Boom. Like that. Now, once they do that, once you have the booth just like that, They're gonna be shopping around a little bit, right? This will give you maximum time to talk to them about your offers, services, and your practices. Hey, the business and I, it's the apartment complex. The apartment complex, or the residents or whoever, right?If you're at a daycare, the daycare and I decided to partner up this month and we're giving you, boom. An incentive, right? It can be, Hey, we're giving you a free first exam. We're giving your child a free whatever, right? Or we're, you're not doing anything for free, right? You can just say, Hey, we're doing a new patient exam This.Or free office tour, however you wanna do it, right? Whatever incentive you wanna offer, that's what you want to mention. Now, remember, once they show up, you're like, hi, grab whatever you want, it's free. Just grab a little baggy, put one of each and that's it. Then they're like, oh, okay. Right? They grab their baggy and they start putting their toothbrush loss.They might ask you, oh, what kind of toothpaste is blah, blah, right? Or create conversation with you. You'll create conversation with them. That's your time to speak. Build rapport, be super friendly, but build rapport and at the same time, that's when you can offer your incentive. Seeing all of your freebies laid out in this way also peaks the person's curiosity with so much in front of them.They're gonna want to take some time to take in that situation. Once they're stopped at your booth, you can let them know that everything they see is free. Tell them. If they like to, they can grab a bag and shop around for whatever they like. Right? As they're shopping around, that's what you'll want to converse with them and let them know about your offers and promotions.The only thing you wanna put in the baggie from the start is your business card. So make sure each baggie has a business card in there. Right. Or maybe a flyer or something right in there. and that's basically it. Yeah. Tell them that, you know, they like, you can grab whatever you wanna have in there Like I said, have the business card from the start and allow them to shop around just in case they don't pick up a business card at the very and or something like that.If you don't want them to grab five toothbrushes at once, cuz this can happen. You need to set the boundary straight from the get-go. Tell them, feel free to grab a bag and grab one of each item. It's as simple as that. Now here's like an asterisk quick. You will get someone who says, oh, can I get one from my other child?They don't. They're not here. They're sick or whatever, up to you. But if it's just one other person, I'm like, yeah, sure, go ahead. Of course, of course. Yeah. You can grab another thing, especially if they signed up. Of course you can grab whatever you want. Now they're like, oh, can I also grab another one for my four other children or whatever?No, you're not Target, you're not Walmart, right? You can say, Ooh, you. We need to have enough for everyone. But if you'd like, when you come to visit us, we're more than happy to give them their toothbrush that they need. And then they're gonna be cool with that. Right? They're not gonna be like, what?Oh my gosh, no. I don't care about anybody else. Just gimme my stuff. No, they're gonna be cool with that. So that's what you wanna do, right? Maximum just give out two. to a family if, especially if the two kids are there. But if they're not just two. And then that's. So that's how you wanna strategically set up your booth, right?Nothing fancy. You don't have to have like a spin the wheel. Do all these things that you've been seeing a lot of people on social media. No, because the more important person is gonna be you, right? The person at the booth. Um, it doesn't matter what you have going on, if you're just there behind the booth, just like, and it's, none of that's gonna matter.So basically you wanna have a table, maybe a tablecloth, so it won't look tacky. Uh, tablecloth can have your, your branding on it, right? Um, your logo and. Have a deconstructed hygiene kit and then your information, and then have a pen and paper, a signup sheet. or if you want, you can have an iPad where they can actually physically put their appointment time in the practice management software, whichever one of those two you want to do, and then sign people up, right?But that's how you want strategically your thing, to have nothing in baggies where they can grab it and go, everything's laid out. Now that you know how to set up your booth strategically, it's time to know how to act, speak, and perform at an in-person ground marketing events so that you can capture more leads and grow your practice.So first and foremost, it's crucial that you greet and say hi to everyone who passes by your booth. Everyone, guys, even if they aren't stopping, say hi to everyone. This will create as much opportunity for you and your. It's also a great opportunity for you to lower your, what I call shy shield. Now, no matter how extroverted or introverted you are performing at these events can feel a little unnatural to you in the beginning, but getting in the habit of greeting everyone who walks by your booth will help you slowly lower your shy shield, getting you more in the groove of communication and networking confide.Once you say hi, like, Hey, how's it going? And your prospect stops by your booth, you can proceed to tell them that they can grab one of each item for free. Then if you're ground marketing outta business, you can even tell them that your dental practice and be sure to say the name of your practice, right?As partnered up with the business, this daycare, to give their customers an incentive, right? Or to give you parents an incentive. Of course, you need to make sure that the incentive you're offering is enticing enough for your prospects. So if you're ground marketing at a daycare, you could offer them something specific, right?Uh, for them. Make sure it's, very, very enticive uh, the incentive. what you can do is simply just make a poll on Instagram and your Facebook, right? And say like, what would you guys prefer, this or that, right? And then continue with. Offering that right? Or it can be a new patient exam. After sharing the incentive, the prospect will either show interest or say no thank you.If they show interest, You'll want them to leave their contact information on your sign of sheet, but if they say No, don't worry. It happens, but feel free to tell them. No worries. Do you have any friends or family who could benefit from this if they say, Ask them for their family members or friend's name.It's not unnatural guys. I know. You're like, I'm gonna ask them for their friend. Nope. Nope. It's not natural. This works so much when they're like, oh no, I already got a dentist. Thank you so much. Do you have any friends or families that would like to benefit from this new patient exam? You know what? Yeah.My neighbor does. Uh, kid was playing with them the other day and he like busted his tooth, man. And, um, I know they were looking for a dentist. I, I'll give them your information, right. Or I'll take some of your information and give it to them. It's just like that, right? Um, so make sure you ask that question.If they say no, if they're like, no, I'm, I'm okay. Right? If they happen to say no to both, if they're like no to the. I don't want any of the, the incentive you're offering and no, I don't have anybody that can benefit from Go in the show notes below and we have a script to help you navigate through that conversation.All you need to do is enter your email address in that little thing and that the email address is just for us to know who to send it to, to be honest with you. So we have a script in case you get on those. I got your back. Don't worry about it. But that's basically how you're gonna perform. And I say perform at an.Because sometimes, like I said, we're just not feeling it that day, but when you get to that event, you better turn it on. You have to turn it on for those three, four hour after that. Man, you cannot say a word to anybody and I don't care. But when you're at that event, pre-game it, drink some coffee, drink, whatever.If you're at the booth, have that energy. Turn it. Hi, how's it going? It's free if you want any of it. Hi, how's it going? It's free. Even if you are at a gym, let's just say LA Fitness or a gym, and these gyms, believe it or not, uh, you get a lot of patients there because there's daycares in there, right? So parents are dropping off their kid near the daycare section.You can set up near the daycare section and then just, Hey, how's it going? It's free. Do you want any B, when you come, when you're done with your workout, feel free to grab whatever you want, right? And blah, blah, blah. And even if they're wearing their headphones while they're walking in, still say, hi, how you doing with everyone?Right? I can't tell you how many times it's happened to me long, long time ago when I first started. I mean, there'd be some good days where I'm like, Hey, how's it going? Hey, how's it going? And then there'd be some days where they'd be walking by and I'm like, uh, you know, I'll say hi to the next person.You know, I'll say, and if I start off that way, it's not gonna end good. So immediately, even if I'm still setting up that. I'll be like, Hey, how's it going? Yeah, it's free. Well, I'm gonna put some stuff out right now. It's free. If you want any of it, um, feel free to grab whatever you want. They'll wait.They'll wait and see what you got going on. But you wanna have that tone of voice, that personality. You wanna turn it on every single time you are at these events, we're doing a presentation or setting up a booth, right? even so, if you have two people there. One person's behind the booth, they gotta be doing the same thing.And you can be out in the front saying, Hey, how's it going? Hey, you can be going to other, vendors doors and, and businesses who have booths and talking to them. And with your signup you'd be like, Hey, how's it going guys? Can I have some of your information? Oh my God, this is so cool. Can we put some of your information in our dental practice?You know, where the pediatric practice right down the street from you guys and you know, actually if you guys have any children that need patients, we're actually offering this. But we can give you, cuz you're part of a, a community and the business, a specific incentive. Just put your name and number down and then what?And boom. You know what I mean? There's one person attacking the vendors. There's another person at the booth saying, Hey, hi to everyone. You're doing fantastic at this health. So that's what you gotta do. You gotta turn it on for that time when it comes to setting up, and performing at these booths. Now, when it comes to performing your best at these in-person ground marketing events, a lot of it comes down to common sense, tone of voice and a smile.Remember, be present and engage with those who are around. Be present, guys, don't be on your phone. Um, a lot of the people in the pediatric dental marketing course, when they're going to ground marketing events, I tell them, Hey guys, if you can, if it's possible, stand up as much as you can. Sitting down is great, but it's gonna promote, like, to me at least, I'm, I'm a lazy guy, so like, sometimes I'm like, I gotta stand up for, I gotta stand up, you know?But if I'm already up, man, I'm active. I'm going, I'm going. Right? So I tell people the same. Just stand up. Don't be on your phone. If you're gonna be on your phone. It's for like a Facebook Live, Instagram live, taking pictures of the event, people doing things right, stuff that can help your social media.But um, other than that, don't be, you know, on the phone talk and texting, you're gonna see other people like that. The best thing you can have at that booth is you okay the. Thing, person, whatever you can have at that booth is you remember that? Nobody's you. So you're bringing that personality, that brand to that event.Thank you. Thank you for being here and making this event even more special. That's what the event's saying to you, right? So being the in-person, ground marketer at these events means you need to entice and invite these prospects, be personable, approachable, and friendly. Even if you get a.Everyone who walks by is an opportunity, whether they sign up for your incentive or not. So at the end of the day, they're leaving with your freebie and your business card inside of the freebie. You never know when they'll give you a call in the future, but the main thing you want is you want them to sign up.You are gonna get their name and information down, and you will give them a call later on that day or the next day, early the next day. So that's basically it, guys. That's how you're gonna set up your booth and that's how you're gonna. At these events and much more, much, much more information along with exactly what to have and specific type of, um, things to have at the booth is found in the pediatric dental marketing course.One quick tip I wanna give you guys, when you're thinking about what to add, like I said, you can have a deconstructed hygiene kit right on your booth. But one thing, this is from Dr. Cassandra Joseph from Odyssey, Dental, balloon. Balloons are fantastic. I can't tell you this has happened sometimes to me too.I see people with balloons and I'm like, uh, just see a sea of balloons of your balloons with your logo on it. And kids, do they not love balloons? They love balloons. So they're gonna see other kids with balloons and they're gonna be like, I want that balloon. Where? Where can't we go get the balloon?Oh, mom, I found where the balloons are at. They're right there. Let's go. Right? Have balloons. So if you can just have a deconstructed hygiene kit and some balloon. Trust me, it's gonna be fa you're gonna own that event. You're gonna own that event. So guys, that's gonna do it for this episode. Thank you so much for tuning in.At the same time, if you want much more information, we're gonna be opening up enrollment to the Pediatric Dental Marketing course pretty soon here. So make sure you go join the wait list or join the email list, be a part of it, and make sure you, you know, you, you're a part of the Pediatric Dental Marketing course because at the same time you get monthly.Mastermind sessions, office hours. So basically what you're listening to right now, but in real time, and I'm engaging with you, Manal, Sam, pat is engaging with you. We're answering questions, concerns, and all these things, and we also invite other guests and professionals on there as well. So that along with so much more information, go check it out.I'm gonna put a link to it in the show notes below. So thank you guys so much for tuning in and I'll talk to you in the next episode.‍

Minal Sampat and I have a weekly newsletter called Weekly Hacks. It's for pediatric dentists and pediatric practice owners only, and we share one effective growth hack every week to achieve big wins. no fluff, no spam, just your weekly dose of what you need to grow. Subscribe here to get this week's hack in your inbox! https://mailchi.mp/9d2a4644fd31/the-pediatric-dental-marketing-newsletter‍‍Hey guys! In this week's Monday Morning Marketing for dental practice owners, we provide tips on creating effective videos for your website. Rather than stressing over a perfect script, simply record a casual conversation with a team member or utilize an AI tool like Chat GPT to create a script. It's important to have three key videos on your homepage: a banner video showcasing your practice, a personalized video introducing the dentist, and a testimonial video from a happy patient. Additionally, creating short video series answering commonly searched questions can establish your practice as a trusted authority and attract potential patients to your website.‍To get the scoop on these tips and more, don't miss this episode with Minal!‍You can reach out to Minal Sampat here:Website: https://minalsampat.com/Instagram: https://www.instagram.com/minalsampatllc/Facebook: https://www.facebook.com/RealTalkWithMinalSampat‍Other Mentions and Links:The Pediatric Dental Marketing Course EnrollmentNetflixHuluHBOChat GPT‍‍If you want your questions answered on Monday Morning Marketing, ask me on these platforms:My Newsletter: https://thedentalmarketer.lpages.co/newsletter/The Dental Marketer Society Facebook Group: https://www.facebook.com/groups/2031814726927041‍Our Sponsors & Their Exclusive Deals:‍Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: meetdandy.com/affiliate/tdm !‍Thank you for supporting the podcast by checking out our sponsors!‍Episode Transcript (Auto-Generated - Please Excuse Errors)‍Michael: Hey Min, also talk to us about pediatric dental marketing. How can we utilize this? Or what advice or suggestions can you give us that will help us to attract new patients? Minal: Well, with pediatric, one of the best things to do is to show off your practice culture. Cuz let's face it, you have the most fun practice culture and you can have fun and you don't have to worry about thinking, is this too childish?Guess what? It's totally okay for you to be right. So one of the things that you wanna show off, especially in the world we live today, because our parents with young children are usually in the Gen X generation, right? Mm-hmm. And the millennial generation. So we grew up with videos and we grew up with Instagram reels and Facebook and all that stuff.So we are very in tune to social media, yes. But we are also very in tune. Looking you up and seeing who you are as a practice. Because if I want my child to come to your practice, and I know that I, myself as a parent, am afraid of going to the dentist, yeah, you are a dentist, that's great, but I really want to make sure my child's gonna be okay and have a good time at their dental appointment.So one of the best ways to do that is through videos. Now, let's say you have videos. I want you to kind of, you know, all of our listeners right now, um, do this in a way that makes sense. So, according to Google, most of the people, so over 60% of the people would rather watch online videos than television, which again makes sense cuz we have our phone on our hand and, you know, when do we watch TV?Late at night. I'm a millennial. I'm in my thirties, I'm in my mid thirties and I haven't had cable since like 2008, 2009. Like, I don't, like, I just go to Netflix or I just like go to Hulu or HB or whatever. And watch my show, right? So this means that they are watching these videos. So this is the first thing you're going to do if you don't have this already on your homepage of your website, you need to have a minimum of three videos.The first video is going to be a banner video. So a banner video is going to, something fun. Maybe it's a fun video of you going through the office. Maybe it's a fun video of the team having a good time. Maybe patients high fiv. You want a banner video, something that as soon as they land on their website, they're gonna be like, Ooh, this seems fun, or This is great.You wanna capture their attention. The second video that you want to have is a video of the doctor, talking about themselves and the practice. Now, I know that some of the doctors, you're always thinking, oh no, I do not wanna do video at all. I don't like it. I don't like to, I don't know what to say on it.I freeze when I get up there. I get it. I a hundred. Get it. I understand. So this is what you do. You get an I. So you just have a conversation. Get somebody on your team. If you're uncomfortable with video, get somebody on your team and have them ask questions if you want to do this by yourself. I just had this conversation with a five location pediatric dentist yesterday, and he's like, I hate video.Oh my God, what am I gonna do? So here's a quick tip. Go to Chad g p t, like, I'm not even joking. Go to chat G p t and in the chat g p t put on a prompt and say, give me a script for a pediatric dentist to have on the welcome script for the homepage, and it'll give you the script.and then you can say, give me prompts on how to act on the video. It'll tell you, get close to the video. Now move out. Hold the little thing with a toothbrush. Do this. It'll actually plan out your entire. So you don't even have to worry about it. Use AI to help you if you need to. I mean, we just did this entire thing yesterday and this dentist who hates video, he is a pediatric dentist.He has five locations and he got three different scripts from Chad, g p t as we were talking about it. And now he's gonna record the video today cuz he knows what to say. And clearly if you have somebody who can interview in your practice even better, then it's just a natural conversation. You don't have to worry about a script or anything like that.You just talk about why you, why is it that you do this, and where you went to school and um, you know, what do you love about your day, right? So you could do that. So second video has to be with a dentist. The third video has to be a testimonial video. So somebody else has to say how amazing your practice is, So if you have these three Cs of videos on your homepage, that's where you're going to start. Mm-hmm. Now the other stuff you're going to start doing is, once again, you can go to your Google, uh, you can go to your website company and if they're doing SEO for you, ask them and say, what are the questions that are being searched online from parents?So you're going to, you know, and you could do this, Google actually gives us information for free. So you can go into the town and see what questions are being asked. So let's say the question's being asked, what happens if a baby tooth comes out? Or, uh, you know, when should I take my kid to a pediatric dentist?Or, what is, is, you know, is fluoride good or bad for children? Or all of those questions that you usually get. Make many q and a series videos with them, and now have your website company. Take those q and a series videos and add it to your YouTube channel. Create a YouTube channel and then have your website company do YouTube seo.So this means when somebody asks that question, your video will pop up. And as we all know, we go and ask anything on Google and there are always these YouTubes pop up. Mm-hmm. And we click on the one, and now they're listening to you and watch new. Right Now you take those same videos, you crop them, make them vertical, all that good stuff, and you make them into Instagram reels.You download those videos and then you make them into TikTok. You see where I'm going with this? Mm-hmm. You can take any one of this stuff and repurpose it in multi different ways. So I hope that this helps you with all the video. Michael: I like that. So the three videos, we want to have banner, video, video for the doctor, and the frequently asked kind of questions, where do I go for this?When it comes to like Google, where we find out where the questions are at, Minal: just ask your SEO Michael: complain. Okay. Okay. So Minal: like the website. And if you want, and if you want to, and if you want to go back to Chad g p t, just simply go to chat g p t and say, what are some of the questions that parents are asking about pediatric dental health or about, uh, their kid's teeth?And see what Chad g p t says. Now, Chad, g p t does not have all the answers clearly. you know, it is something AI is working through, its way through this. So not everything is. Truthful and relevant just yet. So that's why I said if you are working with the s e O company, they can go to the Google search console and they can provide you the queries.Google calls them queries, um, that they're receiving, um, so that you can base your content with this. How often should we Michael: be doing these videos, like refreshing them, make it so we make them, and that's it. And then we have the questions, and then we distribute that all out. Now we're. Right. We finished distributing.Do we repurpose it? Do we do it again? Or what do we, how do we do that? A hundred Minal: percent. This completely depends on your. Comfort level with videos. Like if you hate doing videos, I'm not going to be like, do videos every week cuz you're gonna hate me then. And you are gonna not love the videos either. And it's gonna show that you don't love doing this videos.I don't want that to happen. If you love doing videos, then yeah, do them all the time. Do them every week, right? Create new videos realistically for social media because videos are so popular and not like live videos and long videos, videos. Less than 30 seconds are really popular. Instagram reels, seven seconds, right, is where you wanna land with TikTok and Instagram reels.People usually make a decision if they wanna watch a video within three seconds when they're on social media. So if you have videos on social media, um, they have to be shorter. If you have videos on your website, I wouldn't recommend more than a minute, There's too many dings and pings and notifications coming our way to do that.So absolutely, uh, you can take care of that. And if you have any questions, you know, reach out to me. I can give you like a list of videos and stuff, but if you go to my Instagram, you will see pediatric dental real ideas, like it's actually in there. so you have all this content and information available.Michael: Yeah, that's kind of tough making like a seven minute or seven second, you know what I mean? If it's inform. Um, Minal: not really. If you think about it, it kind of forces you to share the information. I mean, you just, if you're thinking about like a seven second, like TikTok or Instagram video, You just need a hook on the top that says something like what are, what are ceilings?And then you can just have you pointing at different things and you tell us what seals are or you know, what is baby baby tu decay? You could ask that as a question and you could, you know, kind of point around or do something. So it's actually easy cuz you are not really talking, talking all the time, and it also keeps it easier for you because you can quickly go, what are dental ceilings where they are, blah, blah, blah, blah, blah. And you just keep it simple and easy. It takes a little bit of time and effort. Comfortable with it, and to have fun with it. But once you're on it and once you have the ideas, it becomes a lot easier.Michael: How often at all do you see like the procrastination for this when it comes to a practice, when they're like, okay, I'm, I'm, I'm making the videos, I just gotta set it up and I'm thinking of ideas and it, they're, you kind of feel it, you're like, you're just giving me excuses now, kind of thing. You're not making it happen, so how can we like eliminate that?Minal: You have to set time for it. Just like everything. You know, if it's everybody's job, it's nobody's job. If it's not on the calendar, it's not going to happen. If it's more like, oh yeah, we have a lunch thing happening tomorrow, so we'll do it. Okay, well, yes. Then put it down in your lunch thing, in the part of your agenda.We are all together at the lunch meeting. We are going to use 15 minutes to record some videos or do some, you know, fun high fives or do a quick dance or uh, answer a quick question, whatever it is, but it has to be on the calendar. And it can be in a calendar. That's like an afterthought. It can't be like, oh, we had a cancellation, so we'll do it when we have cancellations.Well, it's an afterthought, so now we are waiting for a cancellation to happen for you to do this instead. It has to be a part of your schedule, of your calendar, and if it's like that, it will make it happen. I always think about it with the gym, right? Like going to the gym or working out. We all know we have to.We all know we should be doing it, but if it's not on our calendar, and if we don't have that hour booked to work out, something is always going to come along. That's more important. I'm putting this in quotation mark for all the listeners. That's more important than working out. I know. I Trust me. I know.So, Michael: yeah. Okay. Gotcha. So put it on the calendar. Who should be in charge of this? If you had. Pick someone. Let's just say Manal. I'm hiring you to beyond my team, who's in charge of this? Minal: Somebody who wants, first of all, likes videos and also likes technology or uses technology. Um, that's pretty much it. So that could be anybody.It could be somebody you hire. Maybe you have a niece, a nephew, a friend, son, or daughter who's young. You know, I have practices that have teenagers. Their own teen kids are doing videos for them. I have practices that have hired college kids. I have practices that have team members doing it. What I don't want you to do is get somebody who absolutely hates technology or does not like technology, or is not on Instagram, or is not on Facebook, or not on TikTok, or whatever platform you wanna be on, and then tell them to do.That it's not going to happen cuz they simply don't know the platform and it's something they organically don't like. That's why they are not active on social media. So I would have a very honest conversation with them and say, Hey, we wanna do these videos, we wanna get our practice culture out there.who here would love to do that? You will get additional pay for it. Don't make it a part of like, okay, you just do it cuz no, again, it can be an afterthought. You will get additional pay for it. Uh, and you will get time to work on it. So who wants to. And then see, you know, who are those people who wants to do it?Because if they know the technology then it's easy ideas, content. Again, I'm a social media coach, and this is what I do and it becomes a lot easier. And I have had, you know, sessions when I'm coaching practices where the team members are like super excited and thrilled to do it and like I come in and they're like on it and they're like, oh my God, when we tried this and this is what happened and we did this, and then.I shouldn't say, but I will say it. Then. I literally spent two hours last week showing a team member how to forward an email Uhhuh. And, uh, that's their social media person. And you can understand the conversation I have with the doctor after I spent two hours teaching somebody how to forward an email and said, we need to change our social media ambassador because I, you know, you can't be paying me money.To do that. Mm-hmm. Cause that's not gonna Michael: work. Yeah. Yeah. That's not a good way to, okay. No, I, I get you. I get you. Awesome. Real quick, last question. Well, I wanted to ask you, when it comes to paying that, you said like, I'll give you extra. How much do you recommend. Minal: Depends on how much you wanna pay them.Um, there are practices they, and right now team members are hard to come by, so you also want to make sure you're not overflowing their workload already. So depending, I mean, social media managers charge, you can pay them anywhere between $18 an hours to. 30, 35. It depends on how good they're and what they're doing.So depending on what your bonus structure is, maybe you make it a part of their bonus system. Maybe you make it a part of their, uh, pay system. Cuz again, I don't know how much you're paying them for their actual job. Maybe it's assisting hygiene front desk. so just depending on what they are. But pretty much anywhere it ranges anywhere between $18 an hours and up.And also depends on where you are in the country because some states have higher prices, uh, higher wages than other. Michael: Gotcha. Awesome, awesome. Manal, I appreciate your time and if anyone has further questions, you can definitely find her in the Dental Marketer Society Facebook group, or there's two ways we can reach out to Manal and myself for more advice on and more tips.There's a newsletter, right, that we have that is fan fantastic. It's in the show notes below. We're gonna put a link to it. It's gonna be the first link in the show notes below, and at the same time second. If you really want more, much more in depth and you want to talk with us one-on-one, uh, meaning like monthly, where can they go for them at all?Minal: pediatric Dental Marketing course. Michael: Yep. Yep. The Pediatric Dental Marketing Course guys, that's gonna be open for enrollment in May, so that's next. And if you're a part of the newsletter, then you'll, you'll know exactly when it's open and you'll get access first and much, much more information on that.So, uh, I'm gonna put a link to that in the show notes below, so you can go check that out. But also, min, thank you so much for being with us and, um, where can people reach out to you directly? Minal: Um, Minal samad.com is my website, which is M i n a l s A M P A T. Find me on Instagram again. Same name, Minal Samad.Find me on Facebook. Save your name. Um, just Google me. It's, I'm easy to find. But minal samad.com is the website. Michael: All right. Thank you with being with me on this Monday morning marketing episode. Thank you for having.‍

Manal Aman @helloholydays knew who she admired: Martha Stewart. She went to college with the goal of figuring out the business of Martha, and graduated into an editorial job for the DIY queen herself. Within a few short years, Manal figured out how to get her own line into Crate and Barrel to celebrate Ramadan (yes, that advent calendar — the one we all lost it for). Listen to Manal's journey Shop the collection at HelloHolyDays.com Follow @helloholydays on Instagram --- Send in a voice message: https://anchor.fm/laylool/message

In this bonus episode, Hallie interviews Manal Keen, CEO of our company The Founder & The Force Multiplier. Throughout their conversation, Manal opens up about what Business Meets Spirituality means to her, times she failed forward, and how she bounced back by centering herself through running and meditation. Hallie and Manal get deep into why we should find comfort in the fact that we will always fail at something, how valuable it can be to subtract things out of your life, and how to set goals intentionally by being true to your authentic self.See full show notes here.