Podcasts about micromanaging

Re-releasing a DAT listener favorite! The Dental A-Team is seeing a lot of burnout across practices we visit, so Kiera's here to offer tips about delegating. Just because you can do a bunch of tasks doesn't mean you should. Kiera provides DAT insight on the best/easiest way to delegate, how to fill the time you've delegated out, and what the delegator and delegatee should absolutely not do. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript Kiera Dent (00:05) Hey everyone, welcome to the Dental A Team podcast. I'm your host, Kiera Dent, and I had this crazy idea that maybe I could combine a doctor and a team member's perspective, because let's face it, dentistry can be a challenging profession with those two perspectives. I've been a dental assistant, treatment coordinator, scheduler, pillar, office manager, regional manager, practice owner, and I have a team of traveling consultants where we have traveled to over 165 different offices coaching teams. Yep, we don't just understand you, we are you.   Our mission is to positively impact the world of dental. And I believe that this podcast is the greatest way I can help elevate teams, grow VIP experiences, reduce stress, and create A-Teams. Welcome to the Dental A Team Podcast.   Dental A Team listeners, this is Kiera and you guys I hope today is a great day for you. I am car casting today I am headed down to see my parents for a little bit today and Decided you guys know me when I drive between that Nevada, California state line I love to podcast if you have not heard about the time I was headed to my little sister's graduation and I was Car casting with a microphone. They have an agriculture check   point and go take a listen to that one. If you don't know which one that is, email us Hello@TheDentalATeam.com guys. just want to say a massive, massive, massive thank you to all of you who have been stepping up, taken on our review challenge and honestly leaving us reviews. I've seen you guys posting on our Google reviews to help deadly team. Get the word out. You've also been posting on Apple, Spotify, YouTube. I have been seeing those and I just want to say thank you. Shout out today. I saw Annie.   had posted and gave us a massive five star review and Annie, thank you. There's so many of you that have been listening in. Brooke Birdie saw your review as well on iTunes. And I just want to say guys, number one, it feeds my ego. So thank you. I am a words of affirmation girl. So that definitely is the best way to give back to me and make me feel like a million bucks. That's number one. So if you really want to make my day, please leave us a review and just tell us how great we are. I would love that. And number two,   Thank you guys for helping us help more practices. We have actually been seeing an upward trend on our podcast downloads. That is kudos to you guys. ⁓ Massive, massive, massive boosts on our downloads. And I just want to say thank you to all of you for doing that, because this is helping us help more practices. You know, when I started working at the dental college, the dean asked me why I wanted to take on this position. And I said, you know, I want to find a way to positively impact the world of dentistry in the greatest way possible. That's honestly why we   I did my job at the college and then that's also why I decided to ⁓ take on and work with the consulting company. And then that's why we started the podcast. So you guys, the only way for us to reach every dentist in the world is by you guys helping spread this. I think that that's the way we'll be able to positively impact the world of dentistry in the greatest way possible. So guys, keep hitting those downloads, keep leaving us review, keep sharing these.   When I see you guys on social media platforms where you're sharing our podcasts with people, it's been so helpful. So thank you guys for taking that on. So today's topic is how to delegate. I know I've chatted about this a few other times, but it's just been coming up more and more. And I know a lot of offices are struggling. I'm seeing more and more burnout amongst team members and owners. And so I thought that this would be a very applicable topic for you guys today. So basically number one, when it comes to delegating,   We've got to look to see what is the reason for delegating? Are we trying to find more time for ourselves so that way we can be more balanced? Are we trying to grow team members into another position? Or are we just trying to ensure that all team members are being utilized throughout the day? Maybe you have another reason you want to delegate, but oftentimes I find that the number one reason we don't delegate is because we're concerned about losing our place in our job.   and the value that we're bringing to the practice. When in actuality, I think it's let's get people into their zone of geniuses so we can work more effectively and consistently together. So for me, I think one of the best and easiest ways to delegate is for everybody just to do a brain dump on the tasks that they're doing day in and day out. Now the reason I like a brain dump rather than a time journaling is because oftentimes those things that we put on a brain dump are going to be the things that we can actually think about.   that are for for for front of our mind. So those things tend to be the ones that are consuming the most of our time. There might be other things on there that we don't think about, so you can always add back to this list. But what I really love to do is I love to brain dump all the information and then after I brain dump, I go back through, you guys know if you don't know, my favorite color is pink, and I go back through with a pink highlighter and I literally look at all the tasks that only Kiera can do. A lot of times the tasks that I'm doing are not things that only I can do.   Or if they are only things I can do, I might need to train. So for example, I used to be the only person who could podcast on our team. So we decided, Hey, the consultants actually have a lot of great information that they could be sharing. And it doesn't necessarily have to just be Kiera. So we decided to start training the consultants to see could the consultants ever podcast if something were to ever happen to me. And the answer is yes, I trained them about the microphones. I taught them how to podcast. taught them how to do cadences, but I realized.   That was something that only Kyra could do before, but you guys, I am looking to try and have a baby. We've been talking about this forever, but guys, don't worry. I'm a walking bag of, I feel, lethal hormones right now. We are starting the process of IVF and ⁓ if you haven't done it, that's great. Congratulations. If you have gone through it, please send me help because I literally feel like a lethal bag of walking hormones and don't even know how to control myself right now. It's like one minute I'll be fine. The next minute I'm bawling my eyes out. And I heard even after you have babies,   this doesn't go away. I don't, I don't quite know what to do. But the bottom line is our team had to be able to start delegating things to our other team members that they could do just as well, if not better than me. But that also came up with, I had to realize I needed to start training. So delegating, we've got to look at like, what's our ultimate goal. So for me, my ultimate goal was I wanted to ensure that Dental A Team could continue to grow, bless people's lives, positively impact the world of dentistry in the greatest way possible. And for me,   to also be able to be a mom. So in order for those two things to happen, I had to start delegating and utilizing it. I realized I don't delegate that much. I like to swoop in and save the day because I think I can do it faster and better. Well, the answer is yes, I theoretically can, but that doesn't mean I should. Okay, I'm going to say that again. Well, yes, I theoretically can do everything potentially faster and better. That doesn't mean I should because what that does is that actually means that I'm a one man team.   rather than a multiple person team. So I want to have all of the people on my team working super well. And I want to ensure that they're all able to do the task. And it's not just me. So I would say that you guys are going to be able to start looking for your why of why you want to delegate. So once you have figured out your why as to why you want to delegate and the plan,   Then we go through, like I said, and you highlight all the tasks that are actually tasks that only you can do. Like I said, some of those tasks that only you could do, maybe if you trained, you could actually get those tasks passed off your plate. But I really like you guys to ensure that you know exactly why you want these tasks to be completed, why you want to delegate. I think having a strong why helps you realize that that's what you're actually going to do rather than it just being a wish that you're hoping one day will come true.   Like I said, I'm not a great delegator and I realized that because I like to swoop in, save the day, make everything better and theoretically I can do it better, faster. However, I can't ever grow the company. I can only grow as big as I can grow. So realizing that sometimes delegation also will be an avenue for growth for your practice is one of the best pieces of advice I could ever give any of you. So realizing that when you delegate, you allow other people to blossom and shine, you allow yourself to blossom and shine and grow to a larger scale.   Now I will say some people I watch them delegate and then they get lazy. They will pass all their tasks to other people. They'll grow everybody else, but then they forget to grow themselves. So when you delegate off of your tasks, say if you're an office manager and you get a front office lead and then you get a clinical lead, well, sometimes you as an office manager, no longer know what you should do. This is where you start diving deep in the areas. Maybe you don't know. Let's talk about the business aspect. What are the financials of your practice? What about overhead? Do you know how to adjust that?   You're going to start thinking like a business owner. Also go to your dentist and figure out what's on their plate. Have them brain dump and look to see what tasks you can take off immediately and what tasks you need to learn and grow into. So making sure as you delegate, you don't get lazy. You don't pass too many things there. Also before you delegate, I want to make sure that you've built an admin time into your schedule. So doctor time, you can have that as CEO time. You can have it as admin time. You can have it as golden time. I don't care what the heck you call this time, but it's set block time every single week in your schedule.   Oftentimes the practices all notice that they'll want to hire somebody else before they put in this admin time. I chatting with a front office team. Typically we like to have one front office team member per doctor, unless it's a solo doctor, then I for sure want two front office people just so we avoid any temptation of embezzlement or fraud or anything of that nature. So what happens is a lot of times people feel like they need to get more people upfront, but they don't realize you can delegate tasks that would actually make the patient experience better. For example,   chairside treatment plans on an iPad, taking fluoride payments in the hygiene operatories that make it so much faster and easier for every single person in the practice. What about tasks like insurance verification? That might take a long time and it might actually be cheaper to outsource that. So looking at that, but also before we even consider that, I want to see, you actually doing ⁓ that admin time every single week?   And if you're not, that might be a critical place to start before we even start delegating. Because a lot of times, a lot of those projects that we want to delegate, if we just had one or two hours in a week where it was dedicated, not interrupted time, we could actually crank a lot of those things out and be super hyper productive. So for me, I have a business focused time. I have a three hour block every Wednesday from 7 a.m. to 10 p.m. My team knows, do not even think about scheduling something there. Don't do it. It's not good for you or for the business.   So that is my blocked golden time and I work on big project items. So for me specifically, I work on, I'm looking to bring in a different position in our company and I'm mapping that out, talking to mentors, figuring it out, writing job descriptions for it. Other things like I'm not going to use that time to podcast. As much as I love to podcast, I have that built into my schedule in another place. I'm not going to use that time to answer my emails. Instead, I'm going to use that time to work on high level.   most productive projects. For some dentists, that's where you might be designing cases. So getting all that ortho completed or designing those cosmetic cases that you know you need to get completed. That's where we're going to be able to have a much more successful and productive schedule if you actually block that time. For office managers, this time might be where you actually go through your one-on-one employee check-ins. It also might be where you work on maybe sign development or looking at all the KPIs.   and figuring out what KPIs need to be adjusted, doing a deep dive on the numbers. For billers, this is the time where you call on those collection calls. You work on your AR, that's the deeper projects, the ones that have to have a ton of time dedicated to solving them and figuring them out to get them paid. That's where we utilize this time. For our scheduling team, this is the time when you call all those unscheduled re-care calls. Same thing for treatment coordinators. We call those unscheduled treatment lists.   Just think of every person did this. ⁓ I forgot the clinical team. Let me give the clinical teams some ideas. Don't want to let you guys feel left out. So for our clinical team, we might want to give them some block time to maybe get those crowns or those ortho cases done. This might be the time that our team actually orders for the practice. It could be the time ⁓ for a lead hygienist. This might be the time that you create like the perio protocols or review the numbers on your hygiene, on your hygienist and see.   How is their fluoride ratio? How are their perio numbers? This is the time when you'll deep dive in there. It's not the time we dedicate for sharpening scalars. This is the time where we literally are maximizing and doing those high level projects that will move the practice forward. Hey, Dental A Team listeners. You guys have heard the early bird gets the worm, right? What does that even mean? Well, it means that the early bird is the person who maximizes on benefits.   optimizes their practice and they take advantage of great deals. So guys, right now, this week, last chance to save on Dental A Team's virtual team summit. It's all about optimization and execution with an emphasis on full team. And then Saturday is all about leadership. So guys, don't miss out. You know, you're going to come. So you might as well pop on over to TheDentalATeam.com snag those early bird tickets, because once they're gone, they're gone and you'll be paying more for the same event. So head on over to TheDentalATeam.com.   Snag your early bird virtual summit for April 22nd and 23rd, and I'll see you there. So again, before we ever delegate, I want you to make sure you have that time built in. After that, I want you to figure out why you want to delegate. What's the bigger purpose as to why you want to delegate these tasks. Then what we do is we come up with a game plan of, fantastic. This is what we are going to delegate. This is how we're going to delegate. This is why we're going to delegate.   then we actually have to delegate. Okay? So we have to delegate guys. That's part of the game. That's what we have to do. Now people get really nervous to delegate because why? We don't want to what? Dump on somebody else and make their life stressful. Well guess what? They might already be doing half of what you're doing and if it just was their project, you might make their life a lot less stressful. Let's just pivot that a little bit. Also, we might be able to do things like, ⁓ we might be able to find efficiencies.   I will tell you if I give Shelby a project that I've been working on for quite a while, Shelby is way more efficient and organized and structured than I am. And so she usually can come up with a better way of doing it than I can. That's going to create ease and efficiency for our entire team. So when we go to delegate, we can check in with people, ask how much time and say, hey, here's the list of items. First and foremost, you can have a team meeting and be like, here are all the items up for grabs. Who wants to own this section? Now.   I say to team members who are being delegated to one of the number one ways for you to lose confidence in your practice, the person who's delegating to you is by not following through. If you say, yeah, I'll take that on, but then you never actually do it, I do not want to delegate to you again. I lost trust. So when people do this, I'm going to say you've got to own it with integrity. So if I say, yes, I'm going to take this on, I don't care how I've got to remember it. I don't care how I need to figure it out.   my job because I committed, I'm going to own this process. I'm going to own the fact that I need to do this because I committed to it and I own my word. It's not accountability. You don't your office manager following up like, okay, Kara, I know you said you take on ordering. Did you get it done? The answer is yes, the office manager should still do that. But me as a person who took this on, I need to have an attitude of ownership in my practice where I don't need somebody to come follow up with me.   check in because I know when I say I'm going to do something, I will fall through a hundred percent. So team members, leaders, everybody listening, check yourself. Are you a person who actually owns your word, takes ownership of the things that you commit to doing with your job, with your personal life, all those areas. Do you actually take ownership of it? Do you take ownership of your health? Do you take ownership of your happiness? Do you take ownership of your financial wellbeing? Do you take ownership of the schedule if you're a scheduler?   Do take ownership of making sure every doctor hits goal every single freaking day if you're a treatment coordinator? Do you take ownership as an office manager that you will continually hit a minimum of a 10 % growth rate every single year and make sure that your team is super happy and content? As a doctor, do you take ownership that you are going to produce and increase your clinical skills so you can be the best provider that there ever was? As a hygienist, do you own that you should be producing 3.3 times   or 3.5 times your pay or 3.0, I don't care guys, choose your number and stick with it. There's a million of them. Minimum three, maximum 3.5 and less your fee for service. Then I for sure, for sure, for sure, for sure want you to be producing at least 4.5 times your pay. Okay? Do you take ownership that it's your job, not the scheduler's job to ensure you're hitting your production every single day, that you're mixing your schedule, that you're maximizing, that you're getting a 98 % reappointment percentage?   Assistance, do you own the fact that you should not be getting up in a procedure to go get something because you didn't set up your operatory? Do you own your job? Do you own that you should be looking for same day treatment you can add on because you look at their treatment plans. You don't just robotically do what's on the schedule. You actually proactively look for things and own that as your job. Okay, so if you're not there, let's start there. That way when people come to you to delegate to you, you know that you can count on yourself to.   own whatever is coming to you to delegate. So then once we delegate, we pass it off. We have to make sure we've got clear expectations of when we want people to follow back up with us. So for example, I passed a task to Shelby. I wanted to find out a report on our consultants. That was something guys that was on my to-do list for about nine months. Yes, nine months and I did not complete it. So I decided this is something that is not just a Cura only task.   Shelby is probably much faster and could probably get this done faster for me. So what do I do? I pass it to Shelby. I asked her, Hey, this is what I need done. What do you need help with me? I gave her all the resources and tools so she could actually execute on it very well. And then I asked her, okay, what will you need from me? ⁓ she told me, and then we said, what date could you get this completed by? Shelby had to methodically think about, Hmm, this is going to take me a while. I have a lot of tasks on me. I think Kiera, I could get this done by the end of Q1.   does that work for you? So that means March 31st. And I said, totally no problem. We put it in, we have a task organizer. We utilize a CRM. So it's kind of like your guys's Dentrix open dental. And it's where all of our clients are housed. Plus it's where all of our tasks are housed. So we have it there. Shelby and I put the deadline on there. And then when she gets it done, she checks it off. If you guys don't have a task manager or things that these projects, I would suggest you get one. For practices, I've seen the software Asana or Trello.   or Google Docs all work really, really well when we're assigning out a bunch of projects and needing to have deadlines on them. So those would be the ones. Some offices love Basecamp, other offices love monday.com. For me, Asana is probably your easiest, fastest one to set into place. Or a simple task manager, ⁓ Google Docs is honestly going to be your easiest one. And then just make sure you review it every week and check it off. We noticed with our team, we were delegating. Our team was taking ownership of it.   However, we didn't have a consistent follow-up process. And I would say that's the next piece of delegation that oftentimes fails in a practice is we don't follow back up. So for us, we just said it as Friday morning at our morning huddle. We pull up the task sheet and we pull up our Asana board. And we go through every single task that should be done and everything headed up for the next week to make sure our team stays responsible and they don't forget. And we have a consistent follow-up process. So that way it's not sitting here thinking, well, I'm sure Shelby will do it.   We actually have a set process in our company where we follow up every single week. That was because we realized we were passing out tasks. Our team was doing a great job. But then we all kind of would get sidetracked and forget what we had committed to doing. And we need to have a place where we could have everybody aligned. So those are some of the key pitfalls that I see with delegation. Those are some of the solutions that I've seen work well. But at the end of the day, we can sit here, we can talk about it, we can create solutions, all these different things.   But what really is the number one piece is actually doing it and then following up. Those are the two most paramount pieces with delegation. I will say having a strong why is going to make you delegate faster and more consistently than just talking about it until I decided, Hey, I'm getting pregnant. Hopefully fingers crossed. I didn't really see the need to delegate. Yes, I did for my own mental sanity, but until I had that why.   And other times when I've opened up a second practice, instantly I've got a strong why that I need to delegate these tasks so that way all the information can come back to me as a regional manager and I'm not having to micromanage or check in all the time with my team. Guys, there is a different between micromanaging and checking in. Checking in, keeping track of all the projects is not micromanaging, period. Micromanaging is where it comes sit over your shoulder and tell you how to do your job. That's micromanaging.   but checking in with you to ensure that you're actually doing your projects, that's just called running a business. That's called running a team. That's making sure all the team is growing in the same direction and the team knows the set expectations. So guys, try delegation. I see it happening. You can make your team work so much more effectively and efficiently. So I suggest, one, get a list of all the things that could be delegated. Two, let's pass it out to the team and ask people who can own it. Three, let's make sure we have a set time of where we can actually follow up as an office.   and ensure all projects and tasks are being completed and done. And four, create a culture of ownership where when we say we'll take something on, we own it, we don't drop the ball. I want to sing this song to you guys like, we own it. You can go look it up. I didn't do it justice and I'm not going to sing karaoke for you guys. However, get your team to own it, delegate, rise everybody up, make sure that you guys don't have a set process for it and realize how much more effectively your team can operate when all of us are working together.   growing the company in the way that's best for the company to grow. All right, guys, as always, so much love to you. Thank you for being a Dental A Team listener. I super appreciate it, guys. So thanks for listening, and I'll catch you next time on the Dental A Team podcast.   that wraps it up for another episode of the Dental A Team Podcast. Thank you so much for listening and we'll talk to you next time.  

“Great leaders must be able to realize when something isn't working, no matter how hard they've worked to make it succeed.” —Patrick Thean Check Out These Highlights: Sometimes it's hard to give up on a system that you've built over time. But what happens when the systems, people, and internal processes no longer work? Great questions, and today, my guest and I will discuss how to transform corporate chaos into a competitive advantage and share how battle-tested principles can scale high-growth teams. We will also explore the real reasons why smart directors stay trapped in micromanagement and how to break free, as well as the battle-tested framework that works. About Daryl D. Black: Daryl helps high-growth executives eliminate toxic leadership and micromanagement, enabling them to lead and scale with clarity and confidence. A Top 5 LinkedIn Leadership Coach with 30+ years of crisis-tested leadership and $100M+ in IT project management, Daryl teaches leaders how to turn corporate chaos into competitive advantage. His Order to Chaos framework combines real-world disaster leadership with practical business strategies to help leaders build autonomous and innovative teams. How to Get in Touch with Daryl Black: Website:  https://www.ddbleadership.com/ Email: daryl@daryldblack.com Free Gift: https://diffconvoguide.daryldblack.com/ Stalk me online! LinkTree: https://linktr.ee/conniewhitman Subscribe to the Changing the Sales Game Podcast on your favorite podcast streaming service or YouTube. New episodes are posted every week—listen as Connie delves into new sales and business topics or addresses problems you may have in your business.  

Who likes micromanagement. Next to no-one. Yet nearly everyone has experienced some form of micromanagement. I am sharing 4 tried and tested ways to quickly win over your micromanaging boss. Stop micro management quickly! --- ResourcesAccess all our prize winning management expertise for you to stand out from your peers, increase your confidence and credibility and move your management career forward faster! We share a ton of content, e-books, help sheets and more to save you a ton of time while unlocking more of your manager potential. Click the link to find out more about the Management Skills Hubhttps://enhance.training/management-skills-hub-ulp000/---  Working for a boss that doesn't let you think for yourself is frustrating and career limiting. Turn the situation into one where your boss trusts you and lets you solve problems independently of them by building trust and demonstrating capability. This is great for how to win with micromanaging boss. I have 4 tried and tested ways for how to get a micro managing boss to trust you. Firstly, it is critical to understand exactly what your boss wants from you. Ask for specific and clear goals and expectations. If your boss doesn't provide these, then create them yourself and get their approval. This is critical for how to survive a micromanager. I share additional vital tips for how to get really valuable goals to your boss.Second, start overcommunicating to your micromanaging boss. Tell them exactly what you are doing and what you plan to do. There are ton of ways that you can do this. The more you communicate, the more you alleviate their fears and insecurities (if relevant) and the more trust you build. Third, when manager that doesn't give you any autonomy and you are overcommunicating and meeting expectations, start educating your boss on how they can get more from you. This is a particularly good approach when your boss has recently become a manager for the first time. If you have a boss that treats you like a robot, the fourth approach is to consistently overdeliver. Doing a good job is only half the battle. To turn performance into trust I share a couple of vital steps too many team members miss out doing. This build trust quickly and reduces micromanagement just as quickly. You absolutely can reduce micromanagement. Take the proactive steps I share, and it will happen faster than you expect. If you have any questions on “4 Ways To Quickly Win Over Your Micromanaging Boss”, please email me at support@enhance.training and I will get back to you. Jess Coles enhance.training 

Ever feel like everything in your business depends on you? You’re flat out quoting, answering questions, fixing mistakes – and somehow, the team still isn’t getting it right. Delegation is meant to lighten the load, but when it’s done poorly, it creates more work, not less. Most business owners think they’re delegating, but what they’re really doing is offloading tasks without clarity. Or worse, micromanaging every step because “no one else can do it right.” The problem isn’t the team – it’s the missing fundamentals. Great delegation isn’t about control, it’s about trust, clarity, and ownership, a skill that separates businesses that grow from those that stall. We’re breaking down the three ingredients of great delegation: what, when, and why. Get these right, and everything changes. In this episode you’ll learn:

On today's episode, Andy answers live call-in questions on leading with trust instead of micromanaging, staying patient and focused while chasing big goals, and knowing exactly when to shift from working in your business versus working on it for maximum growth.

We all crave a sense of order, but what happens when that desire for control becomes an idol? In this episode, Kelli shares a deeply relatable story about wrestling with control in her own life – trying to guide her daughter's future when God had a different plan. We'll unmask how this "sneaky idol" manifests, from perfectionism to anxiety, and explore how it silently declares, "I know better than God." Discover the cost of living an "independent life" and the freedom found in truly trusting Him.This podcast is an offering of Seek Well. To find out more about us visit seekwell.orgWant to help? Please consider supporting this podcast with a tax deductible monthly donation. Your generosity will help us continue to invest in the lives of men and women who want to live the life that Jesus offers by learning to slow down, listen for his voice and Seek Well. To donate, visit seekwell.org/donate.

Your fierce commitment as a studio owner can lead to the disastrous trap of micromanaging. This lose-lose approach usually ends up with you burning out and your staff leaving.   Join Coaches Matt Hanton and Caroline Plambeck for practical suggestions on how to escape this common mistake in Episode 671: Stop Micromanaging: How to Empower Your Staff.   Let it go: accept that it's OK if the job is done at 80% of how you'd do it  Delegate and educate: introduce autonomy gradually and share clear SOPs Paint the big picture: teach your team the “why” behind the work Empower and align: allow freedom within the framework to reach KPIs/outcomes Help, not hover: check in, invite questions and ask for feedback    Y'all, micromanaging is like helicopter parenting. No bueno. Break away so that your fear or need for control doesn't frustrate your team or stifle your business. Learn how in Episode 671.   Catch you there,   Lise   PS: Join 2,000+ studio owners who've decided to take control of their studio business and build their freedom empire. Subscribe HERE and join the party! www.studiogrow.co www.linkedin.com/company/studio-growco/  

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

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This episode is about the sneaky ways we try to stay in control, especially when it comes to the things we say we want help with. Every time I let someone lead in their zone of genius, I get incredible results. My massage therapist, my hair girl, my nail tech, even my car detailer. When I step back and let them do what they do best, magic happens. So why, when it comes to the Universe or my guides, literally the experts in divine orchestration, I suddenly think I know better? In this episode, I break down: What happens when you stop trying to call all the shots… and actually let the Universe do its thing? If you've been micromanaging your manifestations or gripping the wheel too tight, this one's for you.  Other episodes you might like:  254: Signs from the Universe You're Probably Missing 212: Trust the Signs: How the Universe Shows You Your Ask is on the Way   Connect with my Massage Therapist!  Let's be friends on Instagram! Join The Weekly Nudge Email List!  

Today on the Walton and Johnson Show, the boys talk about how every insult needs to be dissected beforehand to avoid offending people, and how Disney used to actually be productive to society.

Text Jason @ Leadership VoyageJason talks about Leading By Example versus Delegating. There's meaning and benefits in doing it yourself, but there are also effective ways to delegate to your team that free you as the leader/manager up (and give your folks growth opportunities!).References in this episode:Why I've Become More Mindful About What I DelegateThe Power Of Letting Go: Why Delegation Drives Organizational SuccessWilliam Davis on how others might do things differently than youLiz Kearins' LinkedIn postLeadership Voyageemail: StartYourVoyage@gmail.comlinkedin: https://www.linkedin.com/in/jasonallenwick/youtube: https://www.youtube.com/@LeadershipVoyagemusic: by Napoleon (napbak)https://www.fiverr.com/napbakvoice: by Ayanna Gallantwww.ayannagallantVO.com========== Instacart - Groceries delivered in as little as 1 hour. Free delivery on your first order over $35.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

Let's be honest, sales is hard and leadership makes or breaks the culture on your team. Maryana Kessel (VP of Sales @ Latent) shares how she leads with transparency, energy, and impact—without turning into a “super rep” who takes over deals. You'll learn: How to turn tough moments into team-wide teaching opportunities The right way to stay close to deals without disempowering your reps Why maintaining “good vibes” is a leadership skill (especially when things get hard) Want your team to book more, close more, and feel more supported? This is your blueprint. RESOURCES DISCUSSED: Join our weekly newsletter - https://hubs.li/Q02NJQ8p0 Things you can steal - https://linktr.ee/30mpc_youtube Save $50 on any 30MPC course with code “YOUTUBE” - https://www.30mpc.com/courses

How to Build Real Accountability in Your Team (Without Micromanaging)Accountability is one of the most common leadership challenges - and one of the biggest performance levers.If your team isn't following through, taking initiative, or owning their work, this episode will show you how to fix that without slipping into control or micromanagement.I walk you through my 6-step framework to build a high-accountability culture and the specific leadership skills you need to model and develop to make it happen.In this episode, you'll learn:- Why accountability is the foundation of performance and motivation- How to create a clear vision and goals your team can connect to- What managers get wrong about delegation (and how to fix it)- Why setting clear expectations changes everything- The underrated power of coaching over fixing- How to give feedback that creates ownership and motivates people- Why recognising wins is critical for accountabilityPick one skill to focus on this month and start creating the kind of team that follows through, steps up, and gets results - without the constant push.This episode isn't just about improving performance, it's about building a culture of ownership, trust, and real leadership. Start here, and the ripple effect will change everything.If you are new to leadership and wondering how to “get it right”, have a listen What did you think of the episode? Was it helpful or is there anything else you want me to cover? Send me a DM on Instagram or LinkedIn - I would love to hear from you!Links and Resources Mentioned:Strategic Thinking & Decision Making Masterclass - Learn the 6 key traits of strategic thinkers and how you can put it into action straight away. Get the masterclass here.  https://tashpieterse.com/strategicthinking-masterclass VIP Leaders - The signature leadership program that will help you build a clear identity, strong influencing skills, and high emotional intelligence so that you become a Leader people actually want to follow. Join the interest list for information when enrolments open. https://tashpieterse.com/vipleaders-interestEP67. Setting & Managing Expectations As A Leader - Listen to the full episode here. https://open.spotify.com/episode/42Uad6KrrbUq72AtaJjpG9?si=996929e891a740f1Are we connected? If not, connect here:Website: tashpieterse.comInstagram: @tash_pieterseLinkedIn: tashpieterseAre you enjoying the Lead With Less podcast? You can leave a review on Apple or Spotify, or submit a question in the Q&A section on Spotify and we'll get back to you! 

Building a winning team isn't about finding perfect people - it's about creating the systems that turn good people into great performers. Ben from Twizel keeps half his staff for over five years and runs a $10 million company because he treats his business like a sports team, not a family. Join Marti as he breaks down Chapter 3 of The Profitable Builder's Playbook: How to Build a Winning Team. Discover why the difference between a $500K builder and a $5M building company owner isn't skill - it's whether they've built a team or built themselves a prison. Learn the complete Winning Team Framework, including how to establish company values that actually drive behavior, create scorecards that give clarity to both you and your team, and implement the PSR Problem-Solving Framework that will transform how your team approaches challenges. Key Points 00:00:00 Introduction: The difference between $500K and $5M builders 00:03:20 Why treating your business like a sports team beats the family approach 00:06:40 The Winning Team Framework: Starting with your values 00:09:15 Creating scorecards for every role with clear KPIs 00:12:30 The four essential meetings every building business needs 00:15:45 Hiring for career progression to retain top talent 00:18:20 The PSR Framework: Problem, Solutions, Recommendation 00:21:40 Why good people aren't too expensive - bad people cost more 00:24:10 Creating compelling career paths to attract quality team members 00:26:30 Implementation: Rating your team and creating your first scorecard Discover how one good foreman can save you 20+ hours per week in management time, why accountability through visibility beats micromanaging, and how clear career progression keeps great people while filtering out the wrong ones. Follow TPB for more:

Are you holding on too tightly to tasks that drain your energy or block your team's growth? In this episode, Shannon Waller reveals the mindset shifts and practical tools that help entrepreneurs confidently delegate, let go of micromanagement, and elevate their teams. Discover how to create a bigger future by freeing yourself—and your business—from the delegation death grip. Download Episode Transcript Show Notes: Most entrepreneurs, even skilled delegators, have at least one area where they struggle to let go. Micromanagement often stems from a fear that no one else can meet your standards. Shifting from “doer” to “leader” requires letting go of tasks, even if you're excellent at them. The root of micromanaging is usually a mindset of fear, uncertainty, or lack of confidence in others' abilities. Recognizing and naming your fears around delegation are the first steps to overcoming them. There are two unhealthy delegation styles: the “death grip” (never letting go) and the “drive-by” (throwing tasks at others without clarity). Both micromanagement and drive-by delegation prevent your team from developing the skills and confidence they need to excel in their roles and drive progress forward. You must have a compelling “why” to motivate yourself to let go of tasks and delegate effectively. The Impact Filter™ is a powerful tool for clarifying your purpose, standards, and desired outcomes when delegating—and setting your team up for success. Telling best- and worst-case stories helps your team understand what great performance looks like—and what to avoid. Success criteria should be specific, measurable, and written down. Delegating “excellent” activities—things you do very well but no longer love—is often the hardest but most necessary step for growth. When you articulate your standards and expectations, you demonstrate trust in your team's unique skills and empower them to meet (and often, exceed) those standards. Using tools like The Impact Filter transforms delegation from a risky handoff into a confident, collaborative process. Letting go of lower-value tasks frees you to focus on your areas of Unique Ability® and the bigger future you want to create. Regularly revisiting your “why” for delegating helps you avoid slipping back into old habits. When your brain is “on paper,” your team knows exactly how to win—and you can coach, not control, their progress. Resources: Unique Ability The Impact Filter TED Talk: Start With Why: How Great Leaders Inspire Action by Simon Sinek Time Management Strategies For Entrepreneurs (Effective Strategies Only) The 4 Freedoms That Motivate Successful Entrepreneurs The Checklist Manifesto by Atul Gawande Ego, Authority, Failure: Using Emotional Intelligence Like A Hostage Negotiator To Succeed As A Leader by Derek Gaunt The Black Swan Group EOS®

Kankelfritz & Friends chat about fireworks memories along with are we unintentionally micromanaging God's will for our lives?

How do we know if we are micromanaging? If you constantly look over someone's shoulder, give them detailed instructions, distrust them, and make mountains out of molehills, it will discourage creativity, diminish morale, and disrupt relationships. It may even lead to them ignoring you. It brings about the opposite of your desired effect. Productivity, responsibility and ingenuity all decrease. It's like trying to break a horse to train it. Instead we need to macromanage, to consider the larger picture of our values and priorities.  

We're diving deep into hypervigilance, how this so-called superpower might actually be standing in the way of your fertility success. If you can't stop researching, tracking, and worrying, this episode is for you. We're talking about hypervigilance being on high alert all the time and how it's interfering with your fertility. From disrupted hormone signaling to suppressed ovulation and declining egg quality, chronic stress changes how your body works at a fundamental level. Hypervigilance shows up as: Over-researching and second-guessing every decision Micromanaging protocols or switching supplements often Feeling like no matter how hard you try, it's never enough This state may feel productive but it's keeping your nervous system in survival mode. And when your body thinks it's in danger, it prioritizes protection over reproduction. Fertility isn't just about what you eat or which supplements you take, it's also about how your body feels. And the truth is: your reproductive system needs calm to function optimally. Tune in to find out how stress affects egg quality and what to do next on your path to pregnancy. This episode is for you if: Constantly feel like you have to be “on” or in control of your fertility journey - researching, tracking, planning every detail. Struggle to relax or switch off, even when you're doing all the "right" things to support your hormones and egg quality. Have been told your AMH is low or you have diminished ovarian reserve, and you're wondering if stress is playing a bigger role than you thought. In this episode we'll cover: Why chronic stress and hypervigilance disrupt ovulation and hormone balance How high cortisol impacts AMH, egg quality, and IVF outcomes The role of mitochondrial health in egg development and how stress gets in the way Simple somatic practices to calm the nervous system and restore reproductive function How to shift from over-control to trust without losing your sense of agency --- RESOURCES How Perfectionism Affects Fertility and Egg Quality - And What to Do About It:  https://fabfertile.com/blogs/podcasts/is-perfectionism-affecting-your-fertility-how-to-let-go-and-support-egg-health-naturally?_pos=1&_sid=d6bf4d95b&_ss=r IVF Prep with Low AMH: Boosting Your Chances for Success: https://fabfertile.com/blogs/podcasts/ivf-prep-with-low-amh-boosting-your-chances-for-success-1?_pos=1&_sid=462c4eac8&_ss=r AMH Diet – Start This Today to Support Fertility & Get Pregnant This Year:  https://fabfertile.com/blogs/podcasts/amh-diet-start-this-today-to-support-fertility-get-pregnant-this-year?_pos=4&_sid=b64c3e6f1&_ss=r Success Story: POI at 27 and Pregnant:  https://fabfertile.com/blogs/education/success-story-poi-at-27-and-pregnant?_pos=1&_sid=125e01ba3&_ss=r Our favorite fertility tracker (use code FABFERTILE15 to save 15) - https://www.inito.com/en-us/?srsltid=AfmBOoo85sXu_esmFN5Kz6iysaTkBKgYl35Jubv-BaLkkxXVggdk6nes Fab Fertile Method https://www.fabfertile.com/what-we-do/ Ultimate Guide to Getting Pregnant This Year If You Have Low AMH/High FSH - https://fabfertile.clickfunnels.com/optinvbzjfsii Not sure where to start? Book a 15-minute call here and we'll give you options to help. ---

Send us a textAs a founder, it's easy to become the bottleneck your team quietly works around. In this episode, I sit down with Spencer Whalen to explore how he used AI tools to free up over 10 hours a week — not by cutting corners, but by evolving how he leads internally.We talk through the systems, mindset shifts, and intentional decisions that helped Spencer stop micromanaging, increase his team's autonomy, and create more space for strategic thinking — the kind of space most agency owners are starving for. If you've ever felt like the only way to maintain control is to stay involved in every little task, this conversation will challenge that assumption and offer a smarter path forward.Whether you're buried in fulfillment, managing a small team, or scaling toward seven figures, this episode will equip you with practical ideas to simplify operations and lead with clarity — all while keeping your best people empowered and engaged.Connect with Spencer WhalenWant to continue the conversation? You can find Spencer on LinkedIn or read his latest insights on the OneDigital blog. Books MentionedGetting Naked by Patrick LencioniThe Go-Giver by Bob Burg & John David Mann

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Is calling the shots a man's duty—or a gateway to abuse? John and Nicole dissect the razor-thin line between healthy masculine leadership and controlling behavior. From “submit to your husband” verses to women's fear of domination, this clash splits audiences right down the middle.⏱️ Timestamps (approx.)0:00 Fear of “controlling men” — why the topic triggers instantly3:00 When leadership gets mislabeled as abuse6:06 John's stance: men lead, women follow (if trust is earned)9:00 Vetting a man before you ever “submit”12:24 Marriage myths that fuel power struggles18:00 Historical abuse vs modern over-correction23:58 Wardrobe rules: preference or red flag?30:00 Agreements vs micromanagement — spotting the shift33:12 Boundaries: why limits don't kill love35:58 Micromanaging partners and slow-burn resentment47:53 Respect gaps and escalating conflict50:47 “Women need masculine leadership” — Nicole's shock take54:45 Anger & ego: staying composed while leading1:01:44 Ego checks, apologies, and repairing trust1:04:30 Action plan: weekly check-ins & transparent standards1:08:00 Final takeaways + next-episode teaser

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Folge 428: Micro Managing Mom (MMM) Heute gehts um einen 90jährige, die mit mir französische Kinderlieder beim Pommesessen sang, Kulturunterschiede beim Grillen und warum das Hotel Deutsche Eiche in München für mich ein Symbol einer offenen Gesellschaft ist. Außerdem: Wie mikromanagende Mütter ihr ganzes Umfeld in den Wahnsinn treiben. Schönen Sonntag! Alle Inhalte und Empfehlungen auf http://www.bensprichtpodcast.de Spotify: https://spoti.fi/2QgN7R9 Exklusive Inhalte: https://www.patreon.com/bensprichtpodcast Schick mir ein Danke via Paypal an: https://www.paypal.me/bensprichtpodcast Geschenkliste: https://amzn.to/36Z7JpM

Today, John explores how love often uncovers unresolved wounds, revealing the deeper work still to be done. He emphasizes the value of peace in a relationship over the illusion of control, and champions vulnerability and trust as the cornerstones of a lasting connection. I'm running a 7-Day "Done with the Bullsh*t" Detox  — this isn't the kind with green juice and caffeine withdrawals. It's a soul-level cleanse. Here's what you'll detox each day: Day 1: Cancel old contracts — the silent agreements you never meant to make. Day 2: Break up with people-pleasing and reclaim your no. Day 3: Unfollow the fantasy and stop chasing someone else's timeline. Day 4: Mute your inner critic and replace it with compassion. Day 5: Cut out comparison and come back to your own path. Day 6: Starve the reflex to fix everything — choose stillness instead. Day 7: Fast from the noise and finally hear yourself again. This isn't about becoming someone new. It's about coming home to who you've always been. This challenge is only $7 and starts June 16th. ⁠SIGN UP HERE⁠. Order John's new book, Break Up. On Purpose, HERE Jump into John's new Single. On Purpose app HERE Follow John on Instagram HERE Find out more about John HERE Learn more about your ad choices. Visit podcastchoices.com/adchoices

If you constantly feel so lost in the hustle, the grind, the hunt for results, this episode is for you. Micromanaging and endless checking for progress leads to an unenjoyable work flow, discouraging atmosphere, energy leaks away from taking productive action steps, and broadcasts that you simply are NOT where you want to be - perpetuating that state. Today, I speak about why being so immersed and embodied in the process is the absolutely cheat code and ironically gets you to arrive with ease..Thailand Wellness Retreat // https://trovatrip.com/trip/asia/thailand/thailand-with-olivia-catania-nov-2025.No timestamps today cause I was just in a flow lolz.Affirmation: “I put all my energy into the process because I trust it is all already unfolding for me.".WATCH ON YOUTUBE // https://www.youtube.com/@livfiitlistens/videos.Shop my favorite books here // https://www.amazon.com/shop/livfiit?listId=20MNY4GGY77KN*This is my affiliated Amazon Storefront. I do receive a small commission when you shop through this link.*.Youtube (@LIVFIIT) // https://www.youtube.com/c/Livfiit/videosInstagram (@LIVFIIT) // https://www.instagram.com/livfiit/?hlSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Missed deadlines, unclear expectations, and endless meetings? These aren't random problems—they're symptoms of a deeper issue: lack of accountability. In this episode, discover how to fix that. Subscribe now!In this powerful episode, Lia Garvin breaks down what accountability really means (spoiler: it's not blame or punishment) and how to create a team culture rooted in ownership. Learn practical tools to shift your team's mindset, build psychological safety, and stop wasting time and money on repeated mistakes. Accountability gets a bad rap. Too often, it's mistaken for finger-pointing or harsh discipline, but Lia reframes it as ownership—like the difference between renting and owning a home. When team members feel like owners, they show up proactively, avoid costly mistakes, and invest emotionally in outcomes.Lia walks through how to identify gaps in accountability, the hidden costs of inaction, and why even high performers will walk away from teams that lack clarity and follow-through. Whether you're in tech, healthcare, agencies, or running a med spa, the solution starts with candid conversations, clear expectations, and a culture of continual learning.If you're tired of decisions getting reopened and timelines slipping through the cracks, this episode is your accountability playbook.Love this episode? Subscribe for more real-world strategies to simplify team management. Share this with a fellow manager and leave a review on your favorite streaming service!

In this practical and powerful episode of the Intentional Agribusiness Leader Podcast, Mark Jewell is joined by Christine Jewell and Jon Anderson to tackle one of the most common leadership challenges: how to hold people accountable—without micromanaging or becoming the “bad guy.” This conversation dives deep into the mindset, structure, and systems required to foster a culture of ownership and integrity, offering real-world strategies you can apply with your team immediately.If you've ever struggled with having hard conversations, felt unclear about expectations, or wished your team would take more initiative—this one's for you.Key TakeawaysClear Expectations Come FirstYou can't hold someone accountable to a standard that hasn't been clearly defined. Expectations must be black and white, not left to assumption or interpretation.Agreements > AssumptionsOnce expectations are clear, they must be mutually agreed upon—ideally written down. Accountability works best when it's tied to agreements, not top-down commands.Cadence Creates ConsistencyOne-off conversations don't build accountability—consistent check-ins do. Establishing a regular rhythm for accountability builds trust, clarity, and results.Culture of Accountability Beats Reactive DisciplineAccountability shouldn't be a reactive response to failure—it should be embedded in your team culture. When values like radical ownership or stewardship are lived out consistently, accountability becomes a shared responsibility.Lead with “We,” Not “You”Holding people accountable is not about calling them out—it's about calling them up. Great leaders use inclusive language and remind the team of shared values, agreements, and identity.Notable Quotes

In this episode of Shed and Shine, Gino Wickman and Rob Dube break down the art of delegation—why it's so hard, why it's so necessary, and how to master it. Entrepreneurs often struggle with letting go, believing it's easier or faster to do everything themselves. But Gino and Rob argue that real growth comes from delegating and elevating—focusing on what you do best while empowering others to take on meaningful responsibilities.They explore the common pitfalls of delegation, from picking the wrong person to not fully letting go, and share a simple but powerful three-step process: choose the right person, teach them well, and step back. Whether you're a visionary looking for an integrator or simply trying to reclaim your time, this episode is packed with actionable insights to help you let go and level up. Chapters00:00 Introduction to Delegation02:06 The Mindset Shift05:00 Overcoming Control Issues08:04 The Art of Letting Go10:01 Practical Delegation Strategies12:46 Setting Clear Expectations14:10 Resilience in Delegation17:00 Maximizing Your Value20:01 Real-Time Application of Delegation ABOUT THE 10 DISCIPLINESThe 10 Disciplines, founded by Gino Wickman and Rob Dube, is on a mission to help one million entrepreneurs - possible to be driven and have peace while making a bigger impact. We want to help you shed the barrier and layers that prevent you from creating the balance between impact and peace, and your True Self. Do you want to let your freak flag fly, and be your most authentic self at all times? Do you want to accomplish more without burning out, or doing a lot of damage to yourself (emotionally, physically, and mentally), and the relationships around you? Do you want to know the person beneath the identity you've created of work, accomplishments, and successes? If so, you're in the right place. You've put a lot of focus on your outer world. Let's start your inner world journey together. ⚡️ Join The 10 Disciplines Group Coaching Program: https://the10disciplines.com/group-coaching-program/ ⚡️ Take The True Self Assessment: https://the10disciplines.com/assessment CONNECT WITH US❤️ https://www.instagram.com/the10disciplines❤️ https://www.linkedin.com/company/the10disciplines/❤️ https://www.youtube.com/@The10Disciplines MORE RESOURCES TO HELP YOUR INNER WORLD JOURNEY❤️ https://the10disciplines.com/blog❤️ https://www.shedandshinepodcast.com ⭐️ https://the10disciplines.com/shine

Send us a textAbout Dr. Aaron Werner, OD Graduated from the Illinois College of Optometry, following his father, grandfather, and great-grandfather in becoming a doctor of optometry.  He is president of Werner Optometry in San Diego, CA a two-doctor multi-generation optometry practice that provides comprehensive primary eye care services. Aaron is passionate about helping others achieve their full potential and serves as the Senior Director Learning and Development for Vision Source. A native of southern California, Aaron is an avid hiker, runner, enjoys playing soccer, surfing and spending time with his wife, 3 children and grandson.Aaron hosts the Aaron Werner Podcast on EyeCode MediaApple: https://podcasts.apple.com/us/podcast/eyecode-media/id1449429774Spotify https://open.spotify.com/show/6sGffC4Y3BXFc5pBxvcJNEYouTube https://www.youtube.com/channel/UCYyWZ4Y_ub2_akEj2kielFA

Learn more and join Mindfully Well! https://mindfullywell.com/mindfully-wellGrab the Nourish & Go Menu - 13 weeks of simple, prepped and healthy food this summer: https://mindfullywell.myflodesk.com/nourishandgoSummaryIn this conversation, Melissa Eich explores the pervasive issue of perfectionism, its roots in societal conditioning, and its detrimental effects on health and well-being. She discusses how perfectionism manifests in behaviors such as micromanaging food and exercise, leading to self-sabotage and emotional distress. Eich emphasizes the importance of recognizing these patterns, understanding the role of the nervous system, and learning to embrace imperfection as a pathway to healing and personal growth. She encourages listeners to practice self-trust, prioritize rest, and make small, manageable changes towards a healthier mindset.Chapters00:00 Understanding Perfectionism and Its Roots02:02 The Impact of Perfectionism on Health06:54 Recognizing Symptoms of Perfectionism12:46 The Cycle of Self-Sabotage17:59 The Importance of Rest and Recovery21:42 Deconditioning from Perfectionism27:25 Embracing Imperfection for Progress

Micromanaged as a dental assistant? Try these 5 genius ways to handle it. Is your dentist boss constantly hovering, double-checking your every move, or refusing to let go of control? You're not alone—and you're not powerless either. In this episode, we're diving into 5 brilliant strategies dental assistants can use when dealing with a micromanaging employer. From setting boundaries and shifting your mindset to leveraging team dynamics and proactive communication, these techniques are tailor-made for the dental office. Whether you're early in your career or a seasoned assistant, you'll walk away with tools to feel more confident, autonomous, and respected in your role. These are the confidence-building methods that help you survive and thrive—even under a microscope. Connect with me: Email: Kevin@KevinSpeaksDental.com Website: https://www.kevinspeaksdental.com/ —-------------------------------------------- Hey friends—cool news! The Dental Assistant Nation Podcast was featured on Feedspot's Top 100 Dental Podcasts and their Top Dental Assistant Podcasts list. Huge thanks to you for listening, subscribing, and supporting the show. Couldn't have done it without you. Go check it out—we're listed alongside some amazing shows! 100 Best Dental Podcasts - https://podcast.feedspot.com/dental_podcasts/ 4 Best Dental Assistant Podcasts - https://podcast.feedspot.com/dental_assistant_podcasts/ —--------------------------------------------

QFF: Quick Fire Friday – Your 20-Minute Growth Powerhouse! Welcome to Quick Fire Friday, the Grow A Small Business podcast series that is designed to deliver simple, focused and actionable insights and key takeaways in less than 20 minutes a week. Every Friday, we bring you business owners and experts who share their top strategies for growing yourself, your team and your small business. Get ready for a dose of inspiration, one action you can implement and quotable quotes that will stick with you long after the episode ends! In this episode of Quick Fire Friday, host Amanda Jones interviews Linda Manaena, Co-CEO and Co-Founder of LeaderLab, a consultancy dedicated to helping leaders create psychologically safe and high-performing workplaces. Linda discusses how LeaderLab uses neuroscience and practical, evidence-based tools to support leaders in shifting from command and control to leading with clarity, courage, and connection. She emphasizes the importance of moving beyond compliance to foster genuine trust, inclusion, and well-being within teams. Linda also shares common ways leaders unintentionally undermine safety and the mindset shifts needed to build resilient cultures. A special highlight of the episode is Linda announcing her upcoming podcast, Meno Mojo, which blends sass, science, and shenanigans to explore the often-overlooked topic of menopause. Key Takeaways for Small Business Owners: Psychological Safety is Not Optional — Even for Small Teams: Linda debunks the myth that small businesses are “too small” to worry about psychological safety. Regardless of team size, creating a culture where people feel safe, heard, and valued is essential for productivity and well-being. Slow is Smooth, Smooth is Fast: Taking the time to build trust and safety within your team may feel slow initially, but it leads to smoother operations and faster results over time. Investing upfront in people yields long-term gains. Avoid the “Toughen Up” Trap: Old leadership mindsets like “just toughen up” are no longer effective. These attitudes can unintentionally harm team morale. Instead, leaders should focus on empathy, curiosity, and adapting to individual team member needs. Our hero crafts outstanding reviews following the experience of listening to our special guests. Are you the one we've been waiting for? Compliance and Culture Go Hand-in-Hand: Safety isn't just a compliance checklist—it's about culture. Leaders must balance legal responsibilities with a human-centered approach that empowers teams to thrive emotionally and psychologically. Leaders Can Undermine Safety Unintentionally: Common behaviors like micromanaging, rushing decisions, or dismissing ideas can quietly erode psychological safety. Awareness and better communication—like asking “What can I do differently to help you do your best work?”—go a long way. Leadership Starts With Self-Awareness: One of Linda's strongest messages is about personal responsibility: leaders must look inward and understand their own behaviors and triggers to lead with courage and connection. Unlearning outdated habits is key to better leadership. One action small business owners can take: According to Linda Manaena, one action a small business owner should take is to ask their team, “What can I do differently to make it easier for you to do your best work?” and then simply listen. Creating space for open, honest dialogue builds psychological safety and trust. This small yet powerful step helps leaders better understand their people and improve overall team performance. Do you have 2 minutes every Friday? Sign up to the Weekly Leadership Email. It's free and we can help you to maximize your time. Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.

In this episode, Daniel and Nate break down the secret weapon of great school culture: Clear core values and decision-making guidelines. Whether you're a solo teacher or leading a big team, defining your values helps everyone move in the same direction… and frees you up to lead instead of micro-manage.- - - - -Check out our free trainings and resources on school marketing, group lessons, and using AI in your music school:growyourmusicstudio.com/freeGet updates and FREE workshop invites from Nate and Daniel:growyourmusicstudio.com/7fmsIf the podcast has been helpful to you, leave a review here:growyourmusicstudio.com/7fmsReview*******SPONSOR - Piano Express from GroupLessons.comNow's the time of year to consider what programs you are going to be offering in your music studio this fall…And if you are looking for a program that will:Increase student retention…Increase the number of your beginners that become intermediate students…Help students go through their books faster (Proven! We did a study on this!)...Increase home practice time (Proven! We have years of data showing that this happens)And increase the profit in your studio (not just revenue)…… Then you need to head over to GroupLessons.com, sign up for a free demo, and we'll show you how hundreds of studios have easily started a new group program (sometimes in just a few weeks)... with little to no difficulty.You can even begin our owner training for free (download our shopping list, and look through our teacher guides and method).Click here for more information*******SPONSOR - Big Music GamesBig Music Games provides fun with a clear purpose. Ear training and music theory for students ages 4-14. Level up your student's ears & ignite their passion and motivation to practice with 15 levels of rhythm, melody, harmony and songwriting games. Join the tribe of teachers dedicated to improving the way the world educates the next generation of musicians. BigMusicGames.com/7FMS

Parenting through transitions isn't just about preparing your child for what's next. It's also about redefining your own role in the process. In this episode, Elaine and Melanie dive into the emotional shifts, mindset changes, and quiet growth moments that often go unseen. If you've ever wondered how to stay connected while letting go, or how to support your child without losing yourself, this conversation is for you.What to expect in this episode:Why managing your own emotional baggage is crucial during your child's transitionsHow to spot and adjust hidden assumptions that may be holding your child backThe role of communication and collaboration in fostering independenceWhat it really means to “fail forward” and how to make space for itWhy supporting your child doesn't mean micromanaging their successAbout Melanie Sobocinski, Ph.D., PCCMelanie is an ICF-certified ADHD coach who specializes in helping graduate students and professors thrive in academia. With lived experience as a struggling academic herself, Melanie first discovered the power of coaching during her dissertation and later used it to navigate the tenure track. Now a certified Sanity School® trainer and proud member of the ADHD community, she brings empathy, humor, and practical tools to her work. Melanie also is a parent to an ADHD++ teen, a recovering academic, and a passionate advocate for neurodivergent success.Connect with MelanieWebsite: Dixon Life CoachingRelated Links:Shifting from Nagging to Collaborative Solutions https://podcasts.apple.com/us/podcast/ep-147-shifting-from-nagging-to-collaborative-solutions/id1565976964?i=1000643612846 Why Sleep Is SO Hard for Neurospicy People (& what to DO about it) https://podcasts.apple.com/us/podcast/ep196-why-sleep-is-so-hard-for-neurospicy-people-what/id1565976964?i=1000683159184ADHD & Sleep pt 2: Getting Kids In & Out of Bed https://podcasts.apple.com/us/podcast/ep198-adhd-sleep-pt-2-getting-kids-in-out-of-bed/id1565976964?i=1000685020072Get your FREE copy of 12 Key Coaching Tools for Parents at https://impactparents.com/gift.Read the full blog here: https://impactparents.com/the-secret-to-letting-go-supporting-teens-without-micromanagingConnect with Impact Parents:Instagram: https://www.instagram.com/impactparentsFacebook: https://www.facebook.com/ImpactParentsLinkedIn: https://www.linkedin.com/company/impactparentsSponsors "Cognitive Ergonomics from the Inside Out" – A New ADHD InterventionDo you recognize current ADHD interventions fall short? At DIG Coaching, we've developed a groundbreaking field of engineering called Cognitive Ergonomics from the Inside Out. Discover a fresh approach to ADHD care that looks beyond traditional methods.  Learn more at www.cognitive-ergonomics.com

Mama, have you ever believed the lie that your child's behavior defines you? Or felt like you're the only one struggling while everyone else has it all together? In this episode, Paige exposes four common lies moms face in parenting—lies that steal our joy and keep us stuck in shame and comparison.We'll talk about the difference between discipline and discipleship, control and surrender, ownership and stewardship. God didn't call us to be perfect—He called us to be faithful. Let's tear down these lies and walk in freedom as the moms He created us to be.Ready to breathe again? Let's go there together.Paige's TakeawaysLie #1: Our kids' behavior directly reflects us as their parents.We don't have to teach kids what not to do because of our sin nature, but instead, we need to teach them what to do. This is discipleship.Lie #2: Everyone else has it all together, I am the only one who struggles.Social media does not show what is real.But Jesus tells us to be counter-cultural and radical. We know we are sinners and will struggle, but He is faithful and just. We have to surrender to authenticity and model how we go through struggles for our kids.Lie #3: Micromanaging will produce results.We tend to discipline our children more than disciple.Rules and structure are love. Parents, are we praying before disciplining? Surrender control to the Lord.Lie #4: Our children belong to us.There is a difference between responsibility and ownership. God gives our kids to us so we can raise them up and they can declare His glory. We have to surrender ownership - not only of our children but of our own lives.We are not alone in our parenting. God says, ‘Come to me.'PaigeClingenpeel.comQuestions About the Podcast? Email: paigeclingenpeel@gmail.comFacebook: @Paige ClingenpeelInstagram: @paigeclingenpeelYouTube: Embracing Your Season sponsored by HomeWordPine Hills Church: https://pinehills.church/ Keywords/Hashtags#embracingyourseason #paigeclingenpeel #christianparent #parenting  #discipleship #podcast #podcastcommunity #homeword #pfcaudiovideo Send us a text

Brittany is a dance fitness coach, career woman, and mom of two—so she knows how to manage a schedule. But behind the scenes, she was also managing her body, micromanaging every bite of food, and constantly chasing a physique that never felt quite right.In this episode, she opens up about what it really felt like to “do everything right” and still feel inflamed, exhausted, and off-track—despite years of clean eating, tracking macros, and staying hyper-disciplined.You'll hear what happened when she finally let go of control, stopped outsourcing her body wisdom to food rules, and gave herself permission to eat based on how she actually felt. Spoiler: her body got lighter, her mind got clearer, and her kids now get to grow up watching a woman who eats with joy, not guilt.

Hybrid work was supposed to be the future—but it's feeling more like a tug-of-war.Wayne Turmel, co-author of The Long-Distance Leader, has spent two decades studying how we lead across distance—and what falls apart when we don't. In this episode, Wayne explains why most return-to-office plans are more negotiation than strategy, how unexamined proximity bias silently shapes promotions, and why hybrid leadership isn't about place—it's about intentionality.Whether you're managing global teams or trying to avoid burnout-by-Zoom, this conversation will help you rethink what modern leadership actually requires—and how to do it without micromanaging or burning people out.Key Highlights of Our Interview:Leadership Before Location: The First Rule of Remote Work“If you're a weak leader in person, remote will make it worse. Hybrid just exposes the cracks faster.”Genghis Khan Didn't Need WebEx—You Don't Need Chaos“Leading from afar isn't new. But today, we confuse tech tools with leadership itself.”Proximity Bias: The Promotion No One Talks About“People in the office get more attention—whether we mean to favor them or not. That's not strategy. That's inertia.”Why Hybrid Isn't Really Hybrid“Three-day compromises aren't hybrid strategies. Most companies are just seeing how far they can push before people quit.”Deep Work, Loud Offices, and Cake in the Break Room“Don't bring people back just to distract them. Save the office for coaching, collaboration, and trust-building.”Synchronous vs. Asynchronous: It's About Time (Literally)“If you're clocking in remotely on someone else's schedule, you're not working hybrid—you're just working differently.”Amazon, Turnover, and the Future of Micromanagement“With 150% annual churn, maybe it's not a location problem. Maybe it's a leadership one.”High Finance vs. High Flexibility“Jamie Dimon's playbook may work for Wall Street. But others are asking: does it have to be that way?”_________________________Connect with us:Host: Vince Chan | Guest: Wayne Turmel  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.EdTech Leadership Awards 2025 Finalist.18 Million+ All-Time Downloads.80+ Countries Reached Daily.Global Top 1.5% Podcast.Top 10 US Business.Top 1 US Careers.>>>170,000+ are outgrowing. Act Today.

Micromanagement isn't about control—it's about fear. This episode unpacks the emotional root of micromanaging and shows you how to lead with trust instead of tension. You'll learn seven simple mindset shifts that help you empower your team without losing your standards.You can't lead from exhaustion. But with the right shifts, you can rebuild trust, boost performance, and stop micromanaging yourself into the ground.

Rob talks about the less obvious habits that have helped make him a millionaire. These weird habits aren’t things you would learn from TikTok or LinkedIn, they aren’t the typical ‘work hard, get up early’ that are repeated in the self-help or business world, these are 7 of Rob’s specific habits that have helped make him a millionaire! KEY TAKEAWAYS Rob started taking 15-10 min afternoon naps in his lull of the day which gives him enough energy to work better for an additional 3+ hours Micromanaging, it’s not always a bad thing, especially if the staff member is new Having an extra coffee Turning runs into walks, walking is one of the best things you can do to help your overall health and you can multitask whilst walking Voice memo yourself BEST MOMENTS “I get up early, between 2:20am and 6am, by 3pm I would really crash” “Until someone can do the job really well themselves you do need to watch over them, micromanage them” “Turning 2 coffees into 3 worked for me” “Walking is one of the things that keeps you living the longest” “Money loves speed” VALUABLE RESOURCES https://robmoore.com/ bit.ly/Robsupporter https://robmoore.com/podbooks rob.team ABOUT THE HOST Rob Moore is an author of 9 business books, 5 UK bestsellers, holds 3 world records for public speaking, entrepreneur, property investor, and property educator. Author of the global bestseller “Life Leverage” Host of UK’s No.1 business podcast “The Disruptive Entrepreneur” “If you don't risk anything, you risk everything” CONTACT METHOD Rob’s official website: https://robmoore.com/ Facebook: https://www.facebook.com/robmooreprogressive/?ref=br_rs LinkedIn: https://uk.linkedin.com/in/robmoore1979 See omnystudio.com/listener for privacy information.

In this episode of the Farm Companion, we're diving into the fine details that make a whitetail-focused farm truly productive. From dialing in corn and bean planting strategy to laying in switchgrass for bedding and screening, this is the time of year where the hard work pays off come deer season. We cover how to micromanage your property with intention—thinking ahead about food sources, habitat improvements, and the timing of your spraying to set the stage for success this fall. We've enjoyed pumping these out every week and appreciate everyone that's on this journey with us. Sit back, relax, and enjoy the show.SUBSCRIBE TO THE CHANNEL HERE:https://www.youtube.com/c/HUNTRTUBEBuy some merch on our website:https://wearehuntr.com/HUNTR Podcast is presented by:Hoyt Archery: https://hoyt.com (USE CODE HUNTR FOR 20% OFF APPAREL)DeerGro: https://www.deergro.com (USE CODE HUNTR15 FOR 15% OFF)Beast Broadheads: https://beastbroadheads.com/(USE CODE HUNTR FOR 10% OFF)RackHub: https://www.rack-hub.com/huntr (USE CODE HUNTR FOR 10% OFF)Pure Wildlife Blends: https://www.purewildlifeblends.com (USE CODE HUNTR10 FOR 10% OFF)Lone Wolf Custom Gear: https://www.lonewolfcustomgear.com/(USE CODE HUNTR FOR 7% OFF)Better Backstrap: https://betterbackstrap.com/(USE CODE HUNTR15 FOR 15% OFF)Spartan Forge: https://spartanforge.ai/(USE CODE HUNTR20 FOR 20% OFF)

Rob Robinson and Natan Hepfer, former Tomahawk, discuss veteran transition and leadership. The guest, with 26 years in the U.S. Army, emphasizes the importance of leadership, team building, and prioritizing people. He shares his journey from a private to a CSM, highlighting the challenges and rewards of military service. The conversation touches on the transition to civilian life, the need for credentialing, and the importance of maintaining a strong network. The guest advises veterans to be reliable, build their network, and explore various career paths, including those outside traditional military roles. The discussion focused on the transition from military to civilian life, emphasizing the need for specific credentials and leveraging programs like OTO and Army Ignited. Rob Robinson highlighted the inadequacy of military education for civilian jobs and suggested using LinkedIn for networking and job opportunities. He recommended starting VA claims 180 days before separation and using non-profit veteran service organizations for better support. The conversation also emphasized the importance of documenting injuries and taking proactive steps to ensure a smooth transition, including building a professional network and using tools for resume building and interview preparation.  So I didn't split this into two parts, so you get an extra-long episode. I'll leave you some more time between episodes to digest it fully.  This is what happens when old tommies get together.As mentioned in the show: www.armyignited.army.mil/student/public/welcomehttps://www.hireheroesusa.org/industrial-logos/o2o/https://www.cool.osd.mil/army/index.htmlhttps://socialimpact.linkedin.com/programs/veteransDisclaimer: The content of the "Philosophy From the Front Line" podcast is intended for informational and educational purposes only. The views and opinions expressed by the hosts and guests are their own and do not necessarily reflect those of any affiliated organizations or sponsors. This podcast does not offer legal, financial, or professional advice. Listeners are encouraged to consult appropriate professionals before making decisions based on the content presented. "Philosophy From the Front Line" assumes no responsibility or liability for any errors or omissions in the content or for actions taken based on the information provided during the podcast episodes.​Fair Use Statement: This podcast may contain copyrighted material not specifically authorized by the copyright owner. "Philosophy From the Front Line" is making such material available to educate, inform, and provide commentary under the "Fair Use" provisions of U.S. copyright law (Section 107 of the U.S. Copyright Act). We believe this constitutes a fair use of any such copyrighted material as it is:​Used for non-commercial, educational, or research purposes.​Critically analyzed, reviewed, or discussed.​Used in a transformative way that adds new meaning or message to the original work.​If you own any content used and believe it infringes on your copyright, please contact us directly, and we will address the matter promptly.​Become a supporter of this podcast: https://www.spreaker.com/podcast/philosophy-from-the-front-line--4319845/support.

In this episode of Masks Off for People Pleasers and Perfectionists, host Kim Gross discusses the impact of micromanaging relationships and living in fear due to an overactive inner controller. She shares her personal journey of how this need to control affected her parenting, friendships, and marriage, leading to anxiety and a lack of intimacy. Kim emphasizes the importance of letting go, trusting oneself, and embracing vulnerability to cultivate meaningful connections and inner peace. She reflects on her struggles and progress, offering insights on how to shift from a state of fear and control to one of relaxation and trust, ultimately fostering deeper relationships and personal freedom.

Some bosses are great. Others… force you into a game you never asked to play. In this episode, Kendall Berg unpacks the real rules of surviving the workplace when you're dealing with toxic leadership—micromanagers, credit thieves, and internal gossip machines. Whether you're trying to manage up, navigate internal politics, or just stay sane in a dysfunctional team, Kendall gives you the scripts, mindset shifts, and tactical moves to stay in the game without selling your soul. Learn how to stay visible without looking desperate, build your "network tree" to future-proof your next move, and why internal transfers might just be your secret career weapon. Because sometimes the issue isn't you—it's the broken org chart above you.

Reed Diamond and Chuck Shute delve into the timeless appeal of Pixar movies, emphasizing the importance of a strong script. Reed shares his experiences working on "Drop," a thriller filmed in Ireland, highlighting the practical sets and collaborative environment. They also touch on the impact of tax incentives on film production, the evolution of live music experiences, and the importance of storytelling in acting, with anecdotes about working with notable actors and directors. Reed Diamond discusses his acting philosophy, emphasizing the importance of being in the moment and collaborating with fellow actors. He contrasts this with the competitive, cutthroat environment of "Homicide," where actors actively tried to undermine each other. Diamond admires strategic actors like Val Kilmer but prefers a more spontaneous, improvisational approach. He also reflects on the impact of social media and politics on society, advocating for authenticity, empathy, and local action. Diamond promotes his upcoming film "Drop," highlighting its intense, well-crafted narrative and the collaborative effort behind it.0:00:00 - Intro0:00:20 - Rankin/Bass, Claymation & Kids Movies 0:04:45 - Movies from 70s/80s, Anora & Test of Time 0:11:25 - New "Drop" Film, Script, Production, Casting & Location 0:22:10 - Cheaper to Film Outside of Los Angeles 0:25:22 - Statue of Liberty & New York Scene 0:30:45 - Music Scenes, Concerts & Punk Rock 0:38:28 - Working with Other Actors & Being Authentic 0:44:40 - Working on Homicide & Crazy Stories 0:51:03 - Smart Tricks, Being Difficult & Bad Behavior 0:55:40 - Val Kilmer & Cunning Strategy of Actors/Actresses 1:04:03 - Improvising Vs. Having a Plan & Visionary Directors 1:07:53 - Gene Hackman's Method 1:09:20 - The Substance & Hands On Directing Vs Natural 1:12:35 - Tarantino & Natural Dialogue vs. Micromanaging 1:15:05 - Shooting Better Call Saul Scene 1:19:12 - Actors Directing Actors 1:23:01 - Wisdom, Life Decisions & Emotion 1:25:50 - Leaping to Outrage, Authenticity & Social Media 1:30:17 - Politics, Arguing, Division & Common Values 1:35:00 - Fear & Outrage, Nation's Ideals & Making a Difference 1:38:15 - Corruption, Leading By Example & Not Preaching 1:40:45 - Goal is the Truth & Striving to Be Better 1:43:52 - Music, Film & Art Reflects Life 1:47:21 - Outro Reed Diamond instagram:https://www.instagram.com/thereeddiamond/?hl=enReed Diamond X:https://x.com/reeddiamond?lang=enChuck Shute link tree:https://linktr.ee/chuck_shuteSupport the showThanks for Listening & Shute for the Moon!

Key Takeaways-CEOs and leaders often become bottlenecks in their organizations by micromanaging tasks instead of empowering their teams. - It's essential to go beyond surface-level problems to identify the root causes of challenges within a business. -Leaders should strive to find a balance between micromanaging and abandoning their teams. This "option three" approach involves trusting team members while still providing necessary support and guidance.-Regular self-check-ins are crucial for leaders to assess their mental and emotional states. -Connection: Building strong relationships with team members and understanding their motivations can lead to a more engaged and productive workforce.Join The “Now” Newsletter: https://now.katierichardson.com/newsletterAbout Katie Richardson:Katie, once a girl who just liked to have fun, transformed into a globally recognized designer and entrepreneur. With expertise in woodworking, welding, drawing, and sewing, she crafted her own path. Despite initial doubts and imposter syndrome, Katie defied expectations by establishing Puj, a business that now boasts its products in 2,000 US stores and 26 countries, delighting over 1 million customers worldwide. Her greatest aspiration is to inspire women across the globe. Renowned shows like the Ellen Degeneres Show, Rachael Ray Show, Today Show, and Entrepreneur Magazine have featured her, while influential figures like Martha Stewart, Matt Damon, Camilla Alves, Mario Lopez, Robert Downey Jr., Kourtney Kardashian, Bill & Giuliana Rancic, and Pam Beesley have embraced her products. Today, Katie is a coach, mother of four, wife, author, and powerful speaker.Connect with Katie:Website: https://katierichardson.com/CASE STUDIES: https://now.katierichardson.com/casestudyLinkedIn: https://www.linkedin.com/in/katie-richardson-creatorApple Podcasts: https://podcasts.apple.com/us/podcast/whats-working-now/id1515291698BuzzSprout: https://www.buzzsprout.com/1847280Spotify: https://open.spotify.com/show/2kV8cL7eTZ70UAXMOtcBbrNewsletter: https://now.katierichardson.com/newsletter

In this engaging conversation, Pat and Tevo reflect on their personal experiences and the concept of 'the good ole days.' They discuss the importance of enjoying life's journey, even amidst challenges. The conversation shifts to current hospitality news, highlighting rising prices and changes in the restaurant industry, including the introduction of tariff menus due to trade policies. The hosts explore the implications of these changes on consumers and businesses alike, emphasizing the need for resilience and perspective in navigating life's ups and downs. They delve into the challenges of micromanagement in business, the importance of setting goals for staff, and the necessity of adapting marketing strategies in a digital age. The discussion highlights the complexities of economic policies and their implications for businesses and consumers alike.Chapters00:00 The Good Old Days: Reflecting on Memories10:33 Navigating Life's Challenges: Enjoying the Journey11:03 Hospitality News: Rising Prices and Industry Changes13:22 Tariff Menus: The Impact of Trade Policies on Restaurants28:47 Impact of Federal Reserve on Interest Rates29:30 Market Dynamics and Housing30:55 Tariffs and Economic Implications32:13 The Role of AI in Business33:37 Taxation and Tariff Revenue35:33 Challenges of Implementing Tariffs37:54 Political Strategy and Economic Pain39:46 Micromanagement in Business40:59 The Effects of Micromanagement42:34 Learning Through Micromanagement44:56 Setting Goals for Staff46:52 Adapting to Market Changes48:46 Problem Solving in Management51:44 Marketing Strategies and Social Media54:33 Engaging Customers Through Content56:33 The Future of Business in a Digital AgeYouTube and Socialshttps://mtr.bio/sorry-were-closed-Pod

When a PIP feels like a setup, how do you handle it without compromising your integrity? Trapped between an HR-driven process that feels like a sham and a direct report who's not meeting expectations? That's a management nightmare. When a boss hands you a struggling employee with the unspoken expectation that you'll “manage them out,” how do you stay honest, maintain trust, and avoid turning into the workplace grim reaper? Kim, Jason, and Amy break down the emotional and ethical toll of Performance Improvement Plans (PIPs), how to navigate them without feeling like a pawn, and why Radical Candor is the only way through. This isn't about sugarcoating or corporate theater—it's about handling tough conversations with clarity, fairness, and a whole lot less BS. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript The Radical Candor Order of Operations | Radical Candor Managing Challenging Conversations At Work | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 Performance Improvement Plans | Radical Candor Podcast 5 | 20 The Measurement Problem | Radical Candor Podcast 3 | 7 How To Gauge Your Feedback | Radical Candor Are You 'Helping' or Micromanaging? | Radical Candor Podcast 5 | 2 Is Your Employee In The Wrong Job? Don't Let Ruinous Empathy Ruin Your Team Absentee Management vs. Quiet Firing | Radical Candor Podcast 5 | 3 Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce a listener's question on handling a PIP with integrity.(00:02:28) Leadership FailuresHow bad management decisions created this unfair situation.(00:06:15) Is This Process Disingenuous?Struggling with feeling inauthentic when following HR's PIP process.(00:09:19) The Emotional Toll of Performance ManagementThe frustrations of the process for both the manager and the direct report.(00:13:51) Communicating Radical Candor During a PIPFraming tough conversations without misleading employees.(00:18:51) Why Informal PIPs ExistThe value of informal PIPs in ensuring fairness.(00:22:17) Responding to Employee PushbackHandling direct reports who challenge the PIP process.(00:28:28) What Can a Manager Legally and Ethically Say?Making difficult conversations feel more human and constructive.(00:32:59) Radical Candor TipsLessons for managing performance issues with Radical Candor.(00:36:05) Pushing Back to the Boss Having a candid conversation about being put in this situation.(00:37:25) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices