Podcasts about micromanaging

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TRANSCRIPT video1290704010 Gissele : [00:00:00] Was Martin Luther King Jr. Right? Does love have the power to turn an enemy into a friend? Does it have the power to heal? We are creating an inspiring documentary called Courage to Love. The Power of Compassion explores the extraordinary stories of individuals who have chosen to do the unthinkable, love and forgive even those who have caused the most deep harm. Through their journeys, we will uncover the profound impact of forgiveness and love, not only on those offering it, but also on those receiving it. In addition, we’ll hear from experts who will explore whether loving compassion are part of our human nature and how we can bridge divides with those we disagree with. If you’d like to support our film, please donate at www MAI tt R-I-C-E-N-T-R e.com/documentary. [00:01:00] Hello and welcome to The Love and Compassion Podcast with Gissele. We believe that love and compassion have the power to heal our lives and our world. Don’t forget to like and subscribe for more amazing content. Today we’re talking about not feeling good enough and what we can do to start feeling better. Our guest today is Sabrina Trobak Based out of Fort St. John BC Canada is a registered clinical counselor and author of the book, not Good enough, understanding Your Core Belief in Anxiety. She’s also a clinical supervisor, public speaker, and holds a master’s degree in counseling psychology. Before establishing her practice, she dedicated over 20 years to education, serving as a teacher, vice principal, school counselor across three school divisions. Sabrina, has extensive training in addressing trauma in its effects on daily life, [00:02:00] including anxiety and the core beliefs. Of not being good enough, not important, not valued. Her counseling agency Trobak. Holistic counseling aims to help individuals identify, challenge, and transform these core beliefs into being good enough, important enough, and value. Please join me in welcoming Sabrina. Hi, Sabrina. Sabrina: Hi. Nice to be here. It’s nice to meet you. Gissele : Oh, nice to meet you too. Thank you for being on the show. I was wondering if you could start by telling the audience what sort of led you to do this sort of work? Sabrina: I always wanted to be a teacher, you know, even in kindergarten, I was the kindergartner helper that helped other kids tie their shoes. Just was always something I wanted to do is be a teacher. Towards the end of my teaching career, I was a school counselor. And even as a teacher, I was a learning assistant teacher, so I did a lot of work in smaller groups, working more individually with students. So you get [00:03:00] to create a much deeper connection because you’re working one-on-one as opposed to a class size of, you know, 25, 30, 35, whatever it might be. And so then I went into counseling. Same thing. You really get to build that relationship. And then I went to a workshop on suicide. That was looking at suicide, more of a symptom of that core belief. Feeling not good enough. Not important, not valued. At the end of the workshop, I just thought, this is what I need to do. So the presenter, Tony Martins taught me his model of therapy. I quit teaching and started my own private practice, which really uses that as the focus point. So really going back and helping people understand and support and challenge that core belief. I started my own private practice in 2010. And within about six months I had a waiting list and I hated having to turn people away. The model I practice where we’re really addressing that core belief is a long-term model of [00:04:00] therapy. So a lot of my clients are with me a year and a half, two years, sometimes even longer. And so I decided to write the book not good enough as a way to provide a resource for people who can access counseling for whatever reason. Gissele : That’s beautiful. Thank you. And reflecting on your teaching experience, did you find that students were suffering from not feeling good enough? And do you think that’s changed? Sabrina: Students, teachers, parents, administration, support staff? Yeah, it’s kind of a worldwide thing. You know, I think it’s been there for a really long time. I think what we’re seeing a difference in is. People are talking more about mental health. So rather it being this thing that we just kept down and suppressed and pretended wasn’t an issue. Now we’re talking about it and the problem with that is we don’t necessarily know what to do with it now that we’re talking about it. So it seems like it’s kind of imploding all over the place. But you know, I think it’s been going on forever and [00:05:00] ever, and ever and ever. In fact, your core belief develops based on your parents’ core belief. If your parents’ core belief was not good enough, not important, not valued, they can’t really teach you anything else. So that means that was that generation. Well, where did they get it from? Their generation, and it just kind of goes on and on and on and on. Gissele : I really appreciated that you said that. ’cause that has been my experience that we are just now vocalizing the fact that we have these feelings. And to some people it’s like, we didn’t have these things before. That’s just simply not true. It’s just that now it’s feeling safer to talk about it. We want to address the issues and want to understand where this sort of came from. I wanted to really. Touch on the concept of not good enough. Because at least in my experience, I wasn’t that sort of person that criticized themselves. I didn’t say call myself a loser. My not good enough actually showed up in a very different way, in a [00:06:00] very covert way. I would say in terms of limiting my dreams or really negative thinking in terms of like catastrophizing. how does not feeling good enough show in different people? is there specific patterns or is it just very different depending on the person? Sabrina: I think the main pattern is it holds you back. it doesn’t allow you to feel content, feel peaceful, feel confident. That would be a common pattern, but what that can look like can vary significantly. Also, the degree of your core belief can play a significant role as well. You might be feeling, you know, actually pretty good enough, important and valued just once in a while. That not good enough, not important, not value comes up. All the way to the other where really everything, every thought you have is reinforcing and supporting that not good enough, not important, not valued. So it can look like a variety of different ways. We get clients who come into counseling for all kinds of different things. [00:07:00] Relationship issues, anxiety, depression. They can’t really sleep. They’re having nightmares. Pornography gambling, alcohol, drugs, cheating, lying you name it, all kinds of different things. What we say is. These aren’t really the problem. These are the symptoms of that core belief. If your core belief is not good enough, not important, not valued, you need to distract, but you’re gonna be going to things that allow you to distract that ultimately end up reinforcing that core belief because it gives you something to beat yourself up over. Hmm. So it can look like a variety of different behaviors For sure. Gissele : Do you ever see people with like health issues? Sabrina: Oh, all the time, for sure. Mm-hmm. Stomach issues, headaches, sore aches and pains. What happens when with that core belief not good enough? it creates a lot of self-doubt and insecurity. Anxiety is lack of [00:08:00] confidence. Not believing in yourself. You can handle something. A lot of people think anxiety is about the trigger, right? I have anxiety of driving on the highway. If it really was about driving on the highway, then no one would be driving on the highway. So it’s not about that. It’s about my belief and my ability to handle it. So if I believe I can handle driving on the highway, I’m not gonna have anxiety. If I can’t, I believe I can’t handle it. I will have anxiety. So that anxiety, that self-doubt, every time we go into anxiety, that fight, flight, freeze, adrenaline gets dumped into our body. That gives us that boost of energy to fight or to run away. But if I’m creating all of this anxiety in my head through my own thoughts, or it’s creating a sense of danger, I think I’m in danger, but I’m not really in danger. It’s the catastrophizing thoughts, the negative thoughts, the beating yourself up, the what if scenarios. Every time you go into that fight, flight, freeze, that adrenaline, that energy has to come from somewhere.[00:09:00] So what happens is it zaps all of our non-vital organs. Stomach, bladder, pancreas, kidney, liver, skin all of our non-vital organs get zap of energy. So if you have really high anxiety where you’re going into this fight, flight, freeze response, hundreds of times a day, you are going to see a physical impact. Absolutely. You know, if your stomach is being zapped a hundred times a day, don’t expect it to digest food properly. That’s, it’s just not gonna work. Gissele : Oh, thank you for that. I really appreciate that. That also got me to think about my experiences with trust. I used to have huge trust issues ’cause I was raised with like, my parents also had views and trauma and, it was when I realized that I didn’t trust myself to deal with people’s betrayal, not necessarily trusting the other people, that things shifted for me. It was me realizing that it was like, oh, this is about me. This isn’t about them. And their behavior, whatever they choose to do, is [00:10:00] entirely up to them. if they choose to betray me, well then that’s their choice. But it was about me. What are some things that can help someone become more aware of whether or not. They’re not feeling good enough. Sabrina: You know, I think that one, the one that you just kind of said where you don’t trust, you think you can’t trust in other people. Anything where you’re doing, where you’re focusing on others, blaming others caring to others, people pleasing for others, judging others, gossiping about others. All that time that you spend focusing on other people is all time. You’re not spending on yourself. Why is that? It’s usually because that core belief is there. We don’t like ourselves, we don’t wanna deal with it, so we’re focusing on all these outward things. As long as you’re fo focusing outward, there’s likely a bit of that core belief going there, and it’s not gonna get better until you focus more inward. Gissele : Mm, [00:11:00] yeah. To what extent do you feel like the systems we’ve created also perpetuate that, continue that belief? So not only the belief that kids were taught from their parents, but also when entering in these different systems that we have created. Sabrina: You know, I think a, a lot of our systems are very symptom based. So, you know, I have anxiety. Okay, we’ll do these things to deal with the, anxiety you have depression. Okay, we’ll do these things to deal with the depression. You have anger, okay, here’s some anger management strategies, rather than really looking at why is it there in the first place. What’s fueling those things? So our society in general often has a very bandaid, approach. Just put a bandaid on it. But if you have a wound and you just put bandaids on top of bandaids, on top of bandaids, that wound doesn’t just not heal. It gets worse, it gets more infected, it becomes more painful. It creates more stress, more anxiety. [00:12:00] And so we really need to take that bandaid off. But our society, you know, even medical right? I have a sore throat, they just address the throat rather than looking at is there something going on that’s feeding that right? Yeah. our, policing system is all very reactive and again, very kind of punitive and system based rather than really what’s going on here, what’s feeding all of this underlying stuff. Gissele : Yeah, and I think it comes from the separation from within ourselves, right? Like not really understanding or seeing ourselves holistically and our separation from each other and from nature. And I think that’s kind of why we have these systems. Sabrina: And I think part of why we even have that system is because if I deal with the surface doesn’t create a lot of emotion. Mm. If I go a bit deeper, ooh, that creates more emotion, vulnerability, fear. Abandoned. Lonely. I don’t like to feel those emotions, so keep it surface. Minimal emotions have to play. One of the [00:13:00] big things that drives that core belief and a big issue in our society is. We don’t really feel our emotions again, I think we’re getting better at talking about them, but now it’s almost like, oh, I’ve got emotion. I need to stop rather than I’ve got emotion. I need to feel it so I can move through it. And so that emotion piece is massive. We keep things very surface, so we don’t really have to feel. Gissele : Yeah, absolutely, as children, some of us were taught like, don’t feel or only limit the scope of emotions. You can feel these emotions are okay, these emotions are not. And this took me a long while to realize that the reason why my emotions were limited, at least by my parents and people in my life. They didn’t have the emotional girth to be able to hold space for my difficult feelings. So they did not teach me how to hold space for my difficult feelings and how to hold space for my kids’ difficult feelings. And so it was a journey where I really had to understand and it took me shifting my [00:14:00] perspective because I think originally I felt it was my fault, right? As I got older and became a parent, I realized, oh, they didn’t have the space, so they had to squash my emotions in order for them not to feel uncomfortable because they couldn’t cope with it. Sabrina: If I’m as a parent, if I don’t like to feel my emotions, now my child is feeling emotion, well that creates emotion in me, but I don’t wanna feel my emotions, so I need to shut my child down. It’s okay. It’s not really that big of a deal. It’s fine. You’ll get over it. You know, you’re worrying about nothing. Minimize, minimize, minimize, which is teaching your child shut down and suppress their emotions as well. Where did they learn it from? Right. You know, if we’re not learning how to feel our emotions, we are learning how to suppress our emotions. Gissele : Yeah. Yeah. And then that comes out in a different way, in the worst parts of my journey in learning to love myself and, step into that worthiness was I realized a pattern I had some unexpected things [00:15:00] happen in my life that were shocking to me. they had such a traumatic effect that I would actually, with my negative thinking, create negative experiences so that I could control them. does that make sense? Speaker 3: Mm-hmm. Gissele : but I wasn’t aware that I was doing that, So that uncertainty was very frightening for me and it’s very frightening for very many people. I’m just curious as to your thoughts about that. Sabrina: You know what I think uncertainty. Again, what feeds that is that core belief. So we can have all kind of experiences happening. If I don’t believe I can handle them there, there’s gonna be a lot of stress over all these situations. But if my core belief is good enough, important and valued, whatever comes up, I think o okay. I got it. this isn’t gonna be easy. This is gonna be a lot of work, but I can handle it. I can figure it out. But when there’s that uncertainty and that self-doubt often, rather than again, working inward on what do I need to do to build my confidence? We work look outward on how do [00:16:00] I control these things. And of course you can’t control anything but yourself. So you may have these things under control for a period of time, but eventually things are gonna collapse and then you can go, oh, see, no one cares reinforces and support’s not good enough. So as long as you’re using control as a way to try to. Try to kind of handle situations. It, it’s not gonna be highly successful. It’s about within yourself, building that confidence within yourself. Mm-hmm. Gissele : What has been your experience with surrender? I have found in my life and my experience that the more I surrender, the less resistance I have to things, the less I need to control. the more things work out, sort of in a very smooth way. does surrender have a role Sabrina: what we kind of refer to it as is responsibility. Do I have responsibility in this? If I do, then what’s my role? If I don’t, then it’s okay to me, for me to just remove [00:17:00] myself from it. And so we wanna look at that. if I have something that I do need to be accountable, I will take accountability for my part. But I’m not gonna worry about taking accountability for everyone else’s part. And if I have someone in my life who refuses accountability over and over and over again, then I need to learn from that and realize my expectations for this person need to look very different. Maybe I choose not to have them in my life. Maybe I do. But those boundaries look a bit different rather than constantly trying to get them to take responsibility. I realize that that’s not my place. I need to just figure out me. That’s it. Hmm. Gissele : Are there any sort of behaviors that don’t outwardly seem as issues of not being good enough but are or might be? Sabrina: Busyness is a big one. You know, it’s almost a bit of a bragging rights in our society to be busy, right? Oh, I’m so busy. I got this activity, I got this, I got my kids, I got this, I got this, I got [00:18:00] this. Busyness is not good. Mm-hmm. Busyness is a distraction. As long as I’m, again, running around focusing on all these things, you know, out in front of me, that’s all time I can use to avoid and distract from what’s really going on within me. So we often see that as a pretty significant symptom. Same with control. Micromanaging. A lot of people may see that as a healthy coping strategy, but it really is not a healthy coping strategy. You know, when we look at coping strategies, one of the things we talk about is, you know, a coping strategy in itself is not really healthy or unhealthy. It’s how I choose to use it, right? Mm-hmm. So if I go out and have a drink of wine with, you know, a couple girlfriends once every couple weeks or whatever, it’s probably a healthy coping strategy. But if I’m drinking because I’m feeling emotions and I need to numb everything, and I’m drinking way too much, and it’s damaging relationships. Then it’s more of an [00:19:00] unhealthy coping strategy. So we really need to look at why are we using it, if we’re using it so that at the end we feel good, we feel content. It makes us feel proud of how we’re handling things. It’s allowing us to feel our emotions sort through things. Probably healthy coping strategy. Unhealthy usually is used to the extreme, either way too extreme or we shut it off and don’t do it at all. Like exercise Now I’m not exercising at all. And so it’s used to the extreme. It’s used to escape and avoid dealing with things. It’s used to numb our emotions so we don’t have to feel our emotions. It ultimately, after we do it, we feel guilt, bad regret, reinforcing and supporting. Not good enough, not important, not valued. So rather than looking specifically at the behavior, we need to look at why am I using it? That’s gonna give you more idea of which core belief you are reinforcing. Gissele : So what do you think the role of compassion is in [00:20:00] helping somebody go through the difficult emotions? Because as a person who has done it, who sat with probably the most challenging emotions that she has faced, a lot of the fears, it can feel really overwhelming. What helps people sort of titrate or stay in it long enough to get to the other side of it? Sabrina: You know, I think like most things, it’s really about practice. The more you practice it, the more comfortable it becomes. You know, with a lot of my clients that are in their thirties, forties, fifties, you know, my oldest clients are in their seventies. They’ve spent decades avoiding feeling emotion. And so how do you start to feel emotion where that doesn’t feel absolutely overwhelming? ’cause most of them are full up with emotion. So the thought of feeling emotion is just too much. So we always go back and start very, very small. You know, I have a emotions list on my website, but really if you Google Emotions list, you’ll, you’ll find a hundred of them. I tell my clients, print them off, [00:21:00] put them all over your house. Then when you start feeling angry, overwhelmed, just kind of off like something’s bothering you, pick up the emotion list and just read through it. The emotions that you are feeling, you’ll recognize. So now you’re starting. Don’t even have to say it out loud, just read it. So you allow yourself to feel the emotion just a little tiny bit. Doesn’t feel quite as overwhelming. Then after you’ve done that a few times, then you can say the words out loud. ’cause even saying sad out loud creates a bit of sadness. So now I’m feeling a bit more confident. I keep using that for a while, then I get to that place where I can just stop and think about what I’m feeling in the moment. But it takes time and practice. You gotta build that up. So I think a big part of compassion is. Confidence. I have to believe in myself. I can handle being compassionate to myself and to others. Once we build that confidence, then that compassion almost just seems to more just kind [00:22:00] of naturally flow because we can let our own defenses down and really just be present and in the moment with ourselves or with others. Gissele : so thank you for that. I really appreciated that. what are some of the things or signs that will help them know that they’re changing, for example, that they’re starting to feel more good enough? Because I think sometimes we are very good at saying, these are the signposts of things that aren’t working, but what are some signposts of things where people are like, yeah, you know what? Things are changing. You’re changing. Sabrina: You don’t feel as stressed at the end of the day. Mm-hmm. You’re sleeping a little bit better, you smile a bit more. Mm-hmm. You are open to other people’s opinions, thoughts. criticism, feedback you’re not as defensive. You’re able to kind of just listen to what someone else is saying. You’re getting better at feeling your emotions and sorting through your emotions. You are [00:23:00] using more healthier coping strategies that at the end of it, you feel proud of yourself. Right. Whether it’s going for a walk or listening to music or doing some journaling, at the end of it, you feel like, wow, I, you know, I, I handled that really well. You are more patient, you are more calm. you are more open to other people’s suggestions. All those kind of things are suggesting you believing more in yourself. You can handle more. That means that core belief is shifting. You’re willing to take risks, try new things, listening to podcasts, different things like that where you’re stepping outta your comfort zone, creating new opportunities and experiences. Gissele : Yeah. Yeah. Somebody that I was talking to was saying that they’re gonna take two things that make them uncomfortable, like two risks a day. I thought that was pretty cool. Like a pretty cool idea to become more, much more comfortable with discomfort, right? Sabrina: For sure. [00:24:00] Remember, anxiety is lack of confidence, not believing in yourself. You can handle something, so every time you try something new. There should be more anxiety because it’s something you haven’t done before. Mm-hmm. Right. Even just building your confidence in taking risks and trying something new where now, oh, it’s scary, but I know I can handle it. ’cause I’ve stepped outta my comfort zone many times as well. One of the things we say in this model of therapy is nothing really stays the same. Yeah. So if you are not challenging and stepping outta your comfort zone, it’s getting smaller and smaller and smaller and smaller. Gissele : Yeah. Thank you for mentioning that. I’ve had many conversations with different people in my life and one of the things it’s like. I don’t like to say pick your hard but it is sort of like that if you face your, difficult emotions now, later on, it gets easier. The more that you choose from fear, the more you constrict and constraint, the smaller and smaller and smaller your world becomes. And it [00:25:00] feels much more difficult to do it. Later on do you find that your older clients tend to struggle a little bit more or is it just sort of buried? Sabrina: Well, okay. That’s a good question. So a lot of it is buried, but once we start opening it up, then yeah. And one of the things that the older clients have to recognize and acknowledge. Is the hurt they’ve caused to their adult children, their grandchildren, maybe even their great grandchildren, whereas someone who’s in their twenties and thirties, they haven’t had nearly enough time to hurt as many people. And so there’s not as much of that kind of responsibility piece with it, for sure. you know, hurt people, hurt people. So if I was hurting, the chances that I did things to hurt other people is really, really high. Part of the counseling that we do is we need to acknowledge it and sort through that. ’cause as long as I’m carrying a bunch of stuff where I’ve hurt other people, why would I believe I have the right to a happy content life? it’s not [00:26:00] balanced. So I need to deal with all those things that I’ve done to hurt people in order to really, truly heal. Hmm. Gissele : Yeah. And that’s very powerful. Shame and guilt can feel really overwhelming, right? people that don’t know how to regulate their emotions will do almost anything to avoid the feeling of shame, right? Because underneath there there’s a belief that you won’t be loved. And so what helps people work through the whole concept of shame? Sabrina: You know, I think shame loves not good enough and not good enough loves shame. They just feed off of each other for sure. And so it often is this thing that we’ve done that we feel bad about doing, and rather than just acknowledging it and addressing it, and understanding why we made the choices that we did. We just hold onto it. and as long as you’re carrying a lot of shame, you’re not gonna feel happy and content in your life. they just don’t balance out. Shame is significant. So one of the things you wanna do is, first, manage some of those other emotions. [00:27:00] Get better at feeling, you know vulnerability, loved, connected powerless, vulnerable, unheard and then start looking into the shame after you’ve had some experience feeling some of those other ones. If you start off with shame it’s almost too overwhelming and we just end up shutting it off. Then you have to acknowledge and allow yourself to feel that, take responsibility for the actions that created that shame, and then you can start to kind of move on. You know, guilt’s another one. a lot of us were raised with parents who used guilt as a parenting coping strategy. So it’s ingrained in our head that we just automatically feel guilty about everything because that’s how our parents tried to control our behaviors. So that’s a really ingrained thinking pattern more than an emotion. It is a thinking pattern. Mm-hmm. The good thing about that is we can go back and change it. The definition we use of guilt is [00:28:00] not living up to someone’s expectations, usually our own. Hmm. So once I challenge those expectations and change the expectations, the guilt goes down. So, for example, if I was always taught, you never say no, you please everyone don’t ever wanna upset or make anyone else unhappy. That’s my pattern of thinking, sacrifice to make everyone else happy. But now I’m thinking I wanna have a voice. I wanna start saying, no, I wanna start taking care of myself. Well, those collide. Yeah. I can’t say no and make everyone else happy. So I have to change and adjust my expectations. So my expectation now is I need to be respectful when I say no, but it is okay if I have a voice and it is inconvenience or awkward for the other person. That’s for them to figure out. Now as I tell myself that I’m not gonna feel guilty because I’m expecting that this may be uncomfortable for them, and that’s okay. That [00:29:00] guilt dissipates guilt’s more of a thought than it really is an emotion. Gissele : Mm-hmm. Yeah. You mentioned the difference between thoughts and emotions. And, and this is just my perspective, I usually find that. All emotions begin with a thought. So you usually have a thought first, which you have interpreted, and then some somehow have a big emotion about or not. Right? And so is it accurate that The habits that are formed from just your thoughts are easier to manage than ones that are based on thoughts and emotions. Sabrina: That’s how emotions are created. So what happens is we have a thought that creates a chemical reaction that we then feel physiologically in our body creating the emotion. Our thoughts create our emotions. So the good thing about that is if I’m feeling really anxious and I challenge and control my thoughts, the anxiety goes away. Speaker 3: Mm-hmm. Sabrina: Right? If I’m [00:30:00] feeling really angry and I can stop and go, what are my thoughts? And I can realize, oh yeah, those thoughts are gonna create anger, challenge, and change those thoughts, the anger goes away. So neutral thoughts gonna create neutral emotions. But if we’re having thoughts of people hurting us, of feeling taken advantage of feeling you know, of being unappreciated, that is going to create emotions that we then feel physiologically in our body. Gissele : Mm-hmm. you mentioned that whole concept of not good enough. Where does self-love fit into the whole concept of good enough? Sabrina: the more you feel good enough, important and valued, the more you feel loved and content, right? Our kind of end goal is that contentment. You just feel peace within yourself. you love yourself. I’m always a bit cautious around the word love. Because it has been warped in many situations. Yeah. I’ve heard [00:31:00] clients tell me love means taking abuse. Mm-hmm. Love means sacrificing myself to not cause any, issues. Love means keeping secrets. Yeah. Right. Then we have the other extreme where we say, I love you now almost too much. It’s almost like, hi. Like I’ll say, oh, you know I love you. Oh, and I love spaghetti. Well, Gissele : yeah. Sabrina: So what does that really mean? So I think we need to even be aware of what is my definition of love? Is it a healthy definition or is it more of an unhealthy definition? And then what? What else does that look like? Contentment. Peace, calm thoughts. You know it, you’ve gotta define it. love is almost a bit of that symptom word. We need to go deeper. We’ve gone through generation, you know, my parents were never said, I love you. Never said it at all. and didn’t have to, didn’t create any emotions. But now we still don’t wanna say feel emotions, so now we [00:32:00] say, I love you a thousand times. So it really still doesn’t create a lot of emotion. Mm-hmm. So I find that balance and really be careful of what that word means to us, for sure. Gissele : Mm-hmm. Yeah. Thank you for that. And so using whatever different term you’re gonna use, as long as you’re getting at the same thing which is about thriving, I think is really important. You mentioned that anxiety is lack of confidence. What’s depression? Sabrina: they go together in a cycle, right? Mm-hmm. So anxiety is that fight, flight, freeze on guard, ready to attack. Well, you can only do that for so long and it’s exhausting. So then we kind of slip into the depression where I just don’t have to feel anything. I can curl up in a bit of a ball. I don’t have to deal with anything, but then that kind of passes I feel a bit better. So I come out of that, but now I’m in that fight flight freeze again. So we often see depression and anxiety often working together in a cycle for sure. Depression, you know, is [00:33:00] another way of reinforcing and supporting that not good enough if I feel not good enough. Not important, not valued. What’s the point? Why bother? So, you know, just like we talked about how that core belief can present in alcohol, drugs, gambling, anxiety is one. Depression is one as well. Gissele : I also wanted to emphasize the fact that, you know, the work that you’re doing is focusing on people feeling good enough from within. Many people try to find it from outside, whether it be through overworking, like you mentioned, through acquiring all the things they think they should have or by acquiring love from outside. What sort of the mindset shift that needs to happen for people to realize that? It’s something that they can give to themselves from within versus from without. Because if you look at this world, everything in this world that we teach is get it from the external. Sabrina: if my core belief is not good enough, not important, not [00:34:00] valued, I don’t believe I have much to offer even to myself. But if I get it in a car, a big house, if I get a new dirt bike, if I have the best, whatever it is mm-hmm. Then I’ll be good enough. Speaker 3: Mm-hmm. Sabrina: As long as you’re looking externally, you’re not going to find it. But if I don’t believe in myself, I don’t really believe that I have it within even myself. So I think that’s one of the first stages, is really becoming more aware of where is my core belief at. How much do I really give myself that opportunity to feel good enough, important and valued. Once you become aware, even just becoming aware starts to develop that core belief good enough, important and valued. ’cause now you know what’s there and you’re willing to challenge it. Honestly, if I don’t think I can even handle doing that, I’m not going to. So once we even start to become aware of it, that core belief is shifting. Once that core belief shifts, then we can continue to build on it little tiny step at a time where we start to find more of our own worth and [00:35:00] value within ourselves. As we do that, we just naturally start to kind of look more inward and don’t worry so much about the outside stuff. Hmm. Yeah, yeah. Gissele : But the journey towards. Shifting from not feeling good enough to feeling good enough can sometimes feel very challenging, right? Because you are dealing with difficult emotions. What are some of the things that keep people moving forward? Sabrina: it can be absolutely terrifying, you know? Mm-hmm. I’ll say to my clients, going through and challenging and changing this core belief is going to be one of the hardest things you’ve ever done. The only thing maybe harder is living the way you’ve been living. Yeah. Right. But the only way to really keep is you gotta let all that stuff out. Well, letting all that stuff out sucks. Mm-hmm. It is lot fun. It’s terrifying. It’s a lot of work. It’s exhausting, but going very, very [00:36:00] slow helps you build confidence so you feel more in yourself. You can handle it. Reminding yourself that to heal, I gotta let this out. The more you let it out, the better it is. You are never going to feel emotion that you aren’t carrying. So if there’s emotion there, let it out. Mm-hmm. Every time you do that, it gets a little bit easier and you feel a bit better. Right? Mm-hmm. We have a good cry. We always feel a bit of a sense of relief the next day. Continuing to do that. They work hand in hand. So as you practice, you’re learning more, you’re understanding more, but you’re also feeling better, feeling more content, feeling more good enough, important and valued, feeling more pride. So they feed off of each other and you can continue to move forward. But they’re definitely, I know for my clients, every single client, there are days where they think I don’t wanna do this. Like, what’s the point? You said I was gonna get better? I feel worse than I did before. Because you’re in it, right? Part of moving and getting healthy [00:37:00] is you may have a bit of an idea of what you wanna work towards, but you haven’t figured out how to get there yet. That is frustrating, but you have to keep practicing and practicing and practicing hope. You know, I think hope is okay for a period of time, but we need much more than hope. You know, if I’m going hiking in the Outback and I say to my guide. Do you know where we’re going? And he says, I hope so. I’m probably not going with them. Right. And so hope can can get us over that lip a little bit, but we need to have a plan. We need to have practice behaviors so we know what we’re doing, not just hoping. Gissele : Mm-hmm. And you know, as you were talking, I was thinking People who have done hard things, the people that overcame, you know, the Holocaust, they saw themselves beyond that experience. They might have died, but they needed to see themselves beyond that experience. So there is an element of belief that you can do it. There is that element [00:38:00] of desire to say, I don’t know how, I don’t know when, when I’m gonna get through this, this hurdle. What do you think the role of affirmations are in helping people gain more confidence and feel more good enough? Sabrina: You know what, again, it can be a surface level thing, right? I can tell myself a thousand times that I am good enough, but if I don’t believe it, it’s not going to do any good. So what we talk about with all those kind of. Tools is, it really is just a tool. It’s up to you how much you wanna apply it. So I can have an affirmation that I say, I, you know, I stick on a sticky note on my bathroom and I see it every day. But we all know after about five days, we don’t even really notice it there anymore. It’s not, gonna be of benefit, but if I’m using that affirmation to remind myself, to reframe my thinking, to challenge myself, to see things differently. Then they can have an impact. So it’s not so much about the tool, it’s about how [00:39:00] am I using it? Am I using it to make changes to believe in myself or am I using it to actually beat myself up? Gissele : Yeah. Yeah. Are there any other tools that you think that are helpful in helping people start on their journey? Sabrina: I think there’s two really important pieces. First one is breathing. So when we’re going into that fight, flight, freeze response, and we’ve got adrenaline being dumped into our body, we also have a chemical called cortisol being dumped into our brain. Cortisol stops us from thinking we can’t use logic and reason, understand consequences feel our emotions. It has a massive impact in our brain. Breathing stops that fight, flight, freeze response from happening. So if I’m in danger, we often hold our breath shallow breathing. When I take nice deep breaths, my brain goes. Oh, we’re not in danger. And so it is a really effective tool in helping to stop and [00:40:00] break that fight, flight, freeze response from happening. What I usually say to my clients is don’t wait until your anxiety is a 10 outta 10 to breathe. You definitely need to Breathe outta 10, outta 10, but start breathing regularly throughout the day. It just brings everything back down. So breathing is a really, really effective coping strategy for sure. But the other one is make a plan. Remember, anxiety is a lack of confidence. Well, if I have a plan of how I’m gonna handle something, I’m going to feel way more confident in handling it. So a lot of times we have those worry thoughts, those what if scenarios, we just let them repeat over and over and over and over and over in our head. We say, take that thought, write it down on a piece of paper and figure out what do I do if this happens? Once we have a plan, we realize, oh, I could handle it. That anxious thought goes away. If it’s still there a little bit, it’s gonna be much less. But then you [00:41:00] just remind myself, no, I just do A, B, and C, and I would handle it. Even taking that to worst case scenario. Right. So, you know, let’s say I’m working with a student who is worried about failing a test. Speaker 3: Mm-hmm. Sabrina: So we can make a plan about what do you do to not fail the test. But that’s not the worry thought. The worry thought is what if I fail? So what if, if you fail your test, what do you do? You talk to the teacher, you know, you see if you can rewrite, you study more for the next ones. You do really well on your presentations so that you are bringing your markup, okay, so I can handle failing this test. Worst case scenario, what if I fail the whole course? So what do you do? You retake it. Maybe you drop out and you start working. Even the worst case scenario we could handle. So once we start making a plan, we can really help believe in ourselves more that we would handle it. [00:42:00] Might not be fun, might not be great. I probably won’t even be very graceful in doing it, but it will happen. We are way more resilient than we give ourselves credit for. You. Think about all the experiences you’ve been through in your life. You’ve survived them ’cause you’re here now. Mm-hmm. We need to stop and look at that. I’ve handled all these things. Can I handle failing a test? Yep. Probably. Mm-hmm. Won’t be fun. Mm-hmm. It’s gonna create emotion that I don’t wanna feel, but yeah, I can handle it. Speaker 3: Mm-hmm. Sabrina: So I think those are two really important strategies. Breathing and make plans. Mm-hmm. Gissele : Is there a level of detachment that should happen when you create a plan? during the time. When I was challenged the most creating that plan might’ve introduced a lot of resistance in me if it didn’t come through the way that I had planned. And so I think that would’ve generated a little bit more fear in me. Is there a level of detachment or maybe different options that would’ve helped and [00:43:00] the other thing that would probably have arisen in me was well, I’m feeding that experience. I’m saying that that’s gonna happen. Sabrina: Yeah. Right. Well, well, and the problem is, you probably are already thinking that’s gonna happen a thousand times in your head. Yeah. So let’s just acknowledge it and say, okay, what do, if it happens? Mm-hmm. With a lot of our anxious thoughts, they never even really happen. So we don’t even have to put the plan into place. But in knowing we have a plan builds confidence, which means those anxious thoughts are going to go down. You know, when we first start doing it, well, I think even after we’ve been doing it for a really long time. We can have a plan and the chances that it’s gonna go exactly the way our plan is, is laid out not very high. That’s just not the way life works. Mm-hmm. So the first few ones can be, frustrating, but after you’ve made plan 10, 15, 20 times, you start realizing, okay, I can adapt that piece and I can challenge that piece. And I never even thought about that, but I figured out how to handle it because it’s not even really about the plan. It’s about [00:44:00] building confidence, helping me realize I got this, I can handle it, I can figure it out. And so over time, that happens. But the, the plan is often more thought based than emotion based. It doesn’t have to be, but often it is. It’s more, you know, I’m thinking through more than I am really feeling through. Gissele : Hmm. I was just thinking of a quote that I had heard about how people with good mental health are people that are the most flexible. Flexible and flowing who are willing to go with life. It’s not that life doesn’t give you adversity or things don’t happen. it’s the willingness to be flexible and the ability to bend. And it really is the people that are the most in resistance and struggle the most, or the people that are want to control and are not. Able to adjust, Sabrina: right? More. My core belief is good enough. The more confident I’m gonna be. So the more, no matter what comes up, I got it. I’ll figure it out. Core belief, not [00:45:00] good enough. More insecurity. I don’t trust in myself that I can handle any of these things, so it’s gotta go exactly like plan. Mm-hmm. And so it’s, it’s building that we, you know, we don’t want that plan to be like a routine where it has to go A, B, C, D. It’s more about how do I handle these kind of scenarios and building that confidence rather than creating more rigid plans. For sure. Gissele : Yeah. And that flexible and flowing can make you feel like. Right. Because when you stop controlling things in your life, there’s an openness, there’s a sense of, oh, I don’t have to do all of that. I don’t have to control life anymore. I can just allow it. And that doesn’t mean that things aren’t gonna happen. You know, there’s a difference between pain and suffering, right? Everybody experiences pain, whether we choose to. Suffer is optional. Like when I think about my experiences, many times I [00:46:00] experienced pain, but I was the one who was causing myself suffering by repeating those same thoughts and constricting and all of that stuff. But it’s hard for us to acknowledge that we are doing that to ourselves. Right? Right. Sabrina: It’s that responsibility piece. I think same with the word stress, right? People often talk about how everything is so stressful. You create your own stress. If you go into it thinking, I can’t handle this, yeah, you’re gonna be stressed out. But if you go in feeling confident, knowing that no matter what comes, you’ll figure it out and you will handle it. It’s not as stressful. there are varying things for sure, something really significant happen. It may create more stress than other things, but if we’re really stressed all the time, you are creating your own stress by how you are thinking about how you’re gonna handle the event. Not the event itself. Gissele : Hmm. Yeah. Thank you. So I wanted to give you an opportunity to share where can people find you? Where can they work [00:47:00] with you? Tell us a little bit more about your book. Sabrina: Sure. So my book is not good enough. Understanding Your Core Belief and Anxiety. It’s available on Amazon’s. It is a handbook. So you’re reading about core belief and in general, but then you do an activity where you’re applying that information to your own personal experiences. So it’s a, a book about self-reflection, learning more, understanding more about your core belief, and then how is it, you know, showing up in your life. And then what do you do? What are some things you can do to challenge yourself? To start to feel more and more good enough, important and valued. I am also on on most social media. I am Sabrina Trobak on YouTube and on LinkedIn. I am NGE. So not good enough. Understand. NGE_Trobak on Instagram and NGE_CoreBelief on TikTok. And then I’m on Facebook as well in [00:48:00] Trobak holistic counseling. Mm-hmm. Wonderful I have a website, http://www.trobakholistic.org. On my website is a page to my book. It’s got a blog section, which is just short, two to four minute reads about everything. Also got a link, a page that links all of the podcast interviews that I’ve done as well. Gissele : Hmm. Beautiful. So one final question. I ask this of all my guests. What is your definition of love? Sabrina: I, I would say my definition of love is. Probably just one word. Acceptance. Mm-hmm. Acceptance of self and others. And, and sometimes that means giving love and sometimes that means moving on. Gissele : Hmm. I like that. I like that. Even acceptance of situations. Right. If you have the confidence to believe that you can overcome anything, it’s just acceptance. Beautiful. Thank you so much, Sabrina, for being on the show and for sharing your wisdom with [00:49:00] us, and thank you to those who tuned into love and compassion with Gissele Stay tuned for another episode.

In this episode of Conversations That Grow, Sadaf Beynon sits down with Anastasia Ristovska, co-founder of Next Generation and Books At Ease, to explore the deeper conversations that helped her shift from control to trust—and from doing everything herself to building high-performing, empowered teams.Anastasia shares two pivotal conversations: one that forced her to stop thinking like an employee and start thinking like a business owner, and another with a team member who challenged her to trust more and let go. These moments reshaped her leadership, led her to create a 90-day training system, and helped her grow two companies without burning out.If you've ever struggled with delegation, micromanaging, or trusting your team, this episode will speak directly to you.In This Episode You'll Learn:Why micromanaging is rooted in fear, not egoThe conversation that shifted Anastasia's identity from doer to leaderHow trusting your team creates long-term growthWhat it takes to train your team to work independentlyHow to lead without knowing all the answersWhy leadership isn't a destination—but a daily practiceThe mindset shift that stops you from being the bottleneckConnect With Anastasiabooksease.comnextgeneration.eulinkedin.com/in/anastasia-ristovskaAbout Conversations That GrowThis is the podcast where we explore the conversations that shape who we become as leaders and people. Because growth starts with the conversations we're willing to have—especially the ones we have with ourselves.Companies mentioned in this episode:

"Stop micromanaging" has become the go-to excuse to avoid structure, standards, and accountability. In this episode, Jason flips that script and makes the case that what most people call micromanagement is actually either bad leadership or good training.  In this episode you will learn Why "micromanaging" is often a lazy label for cowboy behavior and resistance to systems? The real problem behind most micromanagement complaints: unclear expectations and bad leadership, not too much leadership. How masters actually teach using the EDGE method: explain, demonstrate, guide, enable? Why nobody calls it micromanagement when a pro like Stephen Curry breaks down your stance, footwork, and follow-through? How different leadership styles (directive, collaborative, consensus, hands-off) are each crucial at different phases of team development? If you've ever wondered where the line is between helpful coaching and "micromanaging," this episode will redraw it in a way that actually serves your people and your projects.   If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

I'd love to hear from you 'text the show'WelcomeHello listeners, welcome back to the Treat Your Business Podcast. I am super excited you are here because today we are talking about something that can completely change how your clinic runs and how you feel about running it. If you have ever said things like “it is just quicker if I do it myself” or “I cannot find anybody who does it like me” or “I have tried and they do not get it right so I have taken the job back” then this episode is for you. I am joined by our COO in Thrive, Nichola, and we are diving into how to get the best out of your practice manager or business manager without micromanaging them.Episode SummaryIn this episode, Nichola and I unpack what a great practice manager actually does and how that role should sit alongside you as the CEO. We talk about the difference between a practice manager and an administrator, what you should never delegate as the owner and what you absolutely must let go of. We explore why so many clinic owners become the bottleneck, constantly firefighting and feeling exhausted, and how unclear roles and poor communication turn your practice manager into a reactive doer instead of a strategic partner. We also talk honestly about trust, identity, perfectionism and control, and why you have to be willing to hire people who are better than you in their area if you want the clinic and your life to grow.Key TakeawaysYour job as CEO is vision, leadership, culture and big financial decisions, not doing all the thingsA strong practice manager owns day to day operations, systems, team communication, tech and dataIf every decision has to go through you, you have already waited too long to hire for this roleTrust, clear outcomes, a weekly meeting rhythm and simple KPIs stop micromanagement for both of youResources & LinksToday's episode is sponsored by Jane, clinic management software and EMR. Jane's online bookings and secure client portal help you reclaim your evenings and weekends by taking admin off your plate. To see how Jane can support your clinic, head to the link in the show notes to book a personalised demo. If you are ready to get started, use the code Thrive one mo at the time of sign up for a one month grace period on your new account.Treat Your Business podcast is proudly sponsored by MBST, the groundbreaking technology revolutionising recovery and rehabilitation. Offering a non-invasive, drug-free solution for musculoskeletal conditions and nerve injuries, MBST works at a cellular level to stimulate regeneration. Expand your services and deliver long-term patient improvements without increasing your workload.Learn more at mbstmedical.co.uk. https://events.thrive-businesscoaching.com/cgl-waitlist-2026

Are you caught in the tug-of-war between giving your team autonomy and keeping control? Micromanagement often comes from fear. Fear the work won't get done, or that mistakes will slip through. But here's the paradox: the more you micromanage, the less likely your team is to perform at their best. In this episode of Find Grow Keep, Karen Kirton shares a practical 3-part framework to help leaders foster strong collaboration without slipping into micromanagement. You'll learn: Why micromanagement drains both managers and teams — and the hidden business risks it creates How trust is built in the small, everyday moments that matter most Why clarity of outcomes is more powerful than controlling every step Practical tools for delegation and accountability (including the Levels of Delegation model) How to shift from giving instructions to empowering through coaching and communication Karen also guides you through a quick reflection exercise so you can spot your own micromanagement tendencies and start making small shifts today. 

In this episode, I'm joined by Hannah Allen of Outsourcing With Love to talk about the real reasons outsourcing feels hard (and how to make it easier). Whether you're looking for your first VA or need help figuring out what to delegate, this episode will help you shift from “I have to do it all” to “I get to ask for help.” Press play now!

Most entrepreneurs claim they want freedom, but they often find themselves trapped in daily chaos. They complain about not finding good people, yet they hire the wrong ones. They say they want to scale, but never stop playing small. What if the problem isn't the market—but how you think about talent, delegation, and money? In this high-energy episode, Mike Abramowitz and Andrew Biggs welcome serial entrepreneur Kasim Aslam, founder of multiple successful companies, including Pareto Talent and AEO.co. Kasim breaks down how entrepreneurs can stop micromanaging, start delegating, and hire peak performers who actually think and lead. Known for his raw honesty and strategic depth, Kasim reveals why most business owners never reach the $100 million mark—and what he's doing differently to achieve it.  Timestamps: [00:00] Introduction and recap of Kasim's viral first episode. [02:00] Kasim shares his $100 million goal and how he's cleaning his slate to get there. [05:00] Discussion about Pareto Talent and its role in building bigger ventures. [09:00] Exploring the opportunities and challenges in the home services industry. [12:00] The critical mindset shift: delegate projects, not tasks. [17:00] How to find top performers using Kasim's seven-step hiring process. [20:00] Why paying more leads to better hires and better results. [27:00] Where to find the best tradespeople and how to recruit them. [31:00] How to filter applicants and use paid trial projects effectively. [40:00] How to onboard and lead without micromanaging. [48:00] Why every business owner should hire an executive assistant. [51:00] Modernizing blue-collar businesses for long-term growth. [53:00] Kasim defines true wealth as freedom and time with family. Key Quotes: “If you're delegating tasks, you're not delegating—you're micromanaging.” “Every human is a miracle capable of incalculable value.” “Winners want to win, and money is how we keep score.” “Authorship creates ownership.” “When I got money, I didn't buy stuff—I bought time.” Key Takeaways: Audit your actions vs. goals.Delegate projects, not tasks. Pay for top-tier talent. Hire slow, fire fast. Mentioned Links: TheHireBook.com ParetoTalent.com AEO.co Connect with The Better Than RichWebsite - ⁠https://www.betterthanrich.com/⁠Facebook - ⁠https://m.facebook.com/betterthanrich/⁠Instagram - ⁠https://www.instagram.com/betterthan_rich/⁠Twitter - ⁠https://mobile.twitter.com/betterthan_rich⁠TikTok - ⁠https://www.tiktok.com/@betterthanrich⁠YouTube - ⁠https://www.youtube.com/channel/UC3xXEb7rKBvkCOdtWd4tj2A⁠Linkedin - ⁠https://www.linkedin.com/company/betterthanrich⁠

In this episode of the Private Practice Elevation Podcast, we're joined by Michael Diettrich-Chastain, founder of Arc Integrated — a leadership development consultancy that helps teams and leaders around the world create cultures of engagement, sustainability, and purpose. Michael brings a unique background that blends psychology, therapy, and organizational development.  He's worked in everything from community mental health to corporate coaching and now supports leaders in shaping healthier workplace dynamics.  His insights have been featured in Time, Entrepreneur, and The Washington Post, and his bestselling book Changes explores how individuals and teams can navigate growth more effectively. Whether you're a group practice owner, leading a small team, or simply looking to strengthen your leadership mindset, this episode will give you practical frameworks to improve communication, foster autonomy, and influence your team without micromanaging.  Michael shares why curiosity — not control — is the key to effective leadership, and how asking the right questions can shift your entire team culture. In This Episode, You'll learn: How to influence your team's behavior through inquiry rather than command Why understanding communication styles (like DISC) can prevent conflict and boost collaboration Simple questions to start meetings with intention and end them with clarity A 3-step framework for performance reviews and post-mortems (great for handling breakdowns without blame) How to balance autonomy and accountability with tools like the Success Path and Communication Map Why your response to failure is one of the most defining elements of your practice's culture Michael also shares some incredible free resources, including a quick leadership quiz and an invite to his annual leadership retreat in Costa Rica. Links from this episode: Arc Integrated Take the Leadership Quiz Conscious Leader Quest Retreat   Watch The Video: Take Me to YouTube This Episode Is Brought To You By   Alma is on a mission to simplify access to high-quality, affordable mental health care by giving providers the tools they need to build thriving in-network private practices. When providers join Alma, they gain access to insurance support, teletherapy software, client referrals, automated billing and scheduling tools, and a vibrant community of clinicians who come together for education, training, and events. Learn more about building a thriving private practice with Alma at helloalma.com/elevation. About Michael Diettrich Chastain Michael Diettrich Chastain is an author, speaker, professional coach and consultant dedicated to peak performance. Michael is an expert on peak performance in the workplace and is passionate about helping leaders and teams create company cultures of engagement, sustainability, and purpose. He is the founder of Arc Integrated, a leadership development consultancy serving teams and leaders around the globe. Michael is widely regarded by the various CEO's and leaders he has worked with as the “go to resource” for helping to transform the company cultures in which he works. His writing has been featured in Time, Money, Entrepreneur and The Washington Post and his first book (Changes) which was released in 2019 became an instant best seller in multiple categories. Michael's mission is to help create and maintain purpose driven organizations that elevate the consciousness of all involved. About Daniel Fava Daniel Fava is the owner and founder of  Private Practice Elevation, a website and SEO agency focused on helping private practice owners create websites that increase their online visibility and attract more clients. Private Practice Elevation offers web design services, SEO (search engine optimization), and WordPress support to help private practice owners grow their businesses through online marketing.    Daniel lives in Atlanta, GA with his wife Liz, and two energetic boys. When he's not working he enjoys hiking by the river, watching hockey, and enjoying a dram of bourbon.  

How can we improve the decision making in others? When we are delivering adventure to others, it isn't just the leader that needs to have good judgment. In every activity, there is a degree of decision-making skills that participants are going to need to be able to have, and if they don't, the odds of achieving a good outcome start to go down.There is of course another dimension to this in that many guides and instructors aren't just leading guests, friends or family. They may also be supervising or working with other guides or instructors.In this episode, we are joined by master guide, instructor, outdoor educator and friend of the show Bruce Wilson. Bruce returns to Delivering Adventure to explore how we can help others to improve their decision-making skills.When it comes to outdoor education and leadership training, Bruce is literally a Jack of all trades. Bruce is an ACMG Hiking Guide. He is a sea kayak guide and guide trainer for the Association of Sea Kayak Guides. He is an avalanche educator for Avalanche Canada.Bruce is a certified instructor in the Wim Hof Method, he has a master's degree in leadership, and is a Vision Quest instructor, just to name a few of his many qualifications and certifications.He currently instructs the Outdoor Recreation Management Program at Capilano University in North Vancouver. He also provides coaching and guiding through his company Warrior Wolf Guide Services and Coaching.In this episode of Delivering Adventure, Bruce shares key strategies that leaders can use to help others to improves their decision making.Key takeawaysHow can we help others to make better decisions?Trust Them: Whether we like it or not, we have to trust the decision making and judgement of others. Micromanaging everything is not a sustainable option for anyone in a leadership position, and it can be argued that that isn't even leadership!Create Opportunities: We need to give people the opportunity to make decisions. Decision-making is a skill. To develop skills, people need time on task to practice.Right Process: Teaching them the right process can help to set them up for success. Part of this requires us to model and then explain what a good decision-making process is.Go to Completion: It is important to let people bring their decisions to completion: this allows them to see and experience the consequences firsthand. This increases learning.Take it Seriously: Treat every moment as if it is real. This can eliminate the risk of developing bad habits. It also maximizes the learning.Guest BioWhen it comes to outdoor education and leadership training, Bruce is literally a Jack of all trades. Bruce is an ACMG Hiking Guide. He is a sea kayak guide and guide trainer for the Association of Sea Kayak Guides. He is an avalanche educator for Avalanche Canada.Bruce is a certified instructor in the Wim Hof Method, he has a master's degree in leadership, and is a Vision Quest instructor, just to name a few of his many qualifications and certifications.He currently instructs the Outdoor Recreation Management Program at Capilano University in North Vancouver. He also provides coaching and guiding through his company Warrior Wolf Guide Services and Coaching.Guest Linkshttps://www.snowolf.caFollow or SubscribeDon't forget to follow the show!Share & Social Linkshttps://linktr.ee/deliveringadventure

Reddit rSlash Storytime No stickers on equipment? Bet. So, insurance company, you won't give me a letter with a clean driving record? My Jacket Isn't corporate approved? Neither are any of the other ones here. My car is worth very little? Okay... prove it, in great detail. You said only reply with exactly what they ask? Got it. The art of looking busy. You need book recommendations? Got it Null encryption creates null company Spotify Support told me to read their refund policy. So I did, and forced them to give me a refund. Hosted on Acast. See acast.com/privacy for more information.

In this episode of Grow Think Tank, I explore the biggest ceo mistakes frequently make that can hinder their long-term success. Drawing from my experience as a CEO coach, I highlight the importance of leadership cultivation within teams and the detrimental effects of being too central to the business's value. I discuss how founder-led companies often face lower valuations and emphasize the need for delegation and empowerment to foster team ownership. I address how the instinct to control can lead to micromanagement, ultimately alienating high performers. Finally, I stress the significance of recognizing blind spots for effective leadership. Listeners are invited to my free training session to delve deeper into these strategies for overcoming common CEO challenges and enhancing growth. Biggest CEO Mistakes Being the Most Important Person Outworking the Problem Holding onto Control Being the Most Important Person In this episode of Grow Think Tank, I delve into the critical mistakes CEOs often make that can undermine long-term success. One of the first and most common is believing you must be the most important person in the business. If everything revolves around you, your company is likely less valuable than it could be. Research shows that founder-led businesses often receive a 30% lower valuation compared to those that run independently of their founders. Why? Businesses that rely too heavily on a single leader don't scale well and aren't attractive to investors or buyers. As a CEO coach, I help leaders step out of the spotlight and develop leadership within their teams. Creating value means building a company that thrives without you at the center, where leadership is distributed and the organization is resilient beyond one individual. Outworking the Problem In the early stages of a company, CEOs often get by through sheer effort. You face a problem, and you work harder. But as the business grows, this “outworking the problem” mindset becomes a liability. It's a mistake to think hustle alone will solve scaling challenges. Eventually, this leads to burnout, bottlenecks, and a team that doesn't grow because you're still doing all the heavy lifting. Instead, the focus must shift toward delegation and empowerment. Leadership is not about doing more; it's about enabling others to take ownership. This transition is where many founders struggle, but it's also where true growth begins. Holding onto Control Finally, we address a trap that many founders fall into: holding onto control for too long. In the early days, this level of control can help maintain quality and speed. But as your business scales, that same control can strangle progress. Micromanaging alienates high performers and slows innovation. I've seen it time and time again: capable leaders leave because they aren't trusted, and the company plateaus. Growth requires trust and trust means letting go. Transitioning from founder to CEO demands a shift in mindset. You have to evolve from being the person doing everything to the person who builds the team that does everything. That shift is hard but absolutely necessary. Final Thought If you're serious about becoming the kind of leader your growing company needs, it starts with identifying these blind spots. Throughout this episode, I share insights, experiences, and strategies to help you make the shift from founder to CEO. Join me in a free training session where we go deeper into each of these mistakes and how to overcome them so you can lead with intention and scale your business the right way.  

Episode 236: How to Avoid Micromanaging In this episode, Dr. Janel Anderson explores the concept of micromanaging through both personal and professional lenses. Drawing from a kitchen mishap with her son and her extensive management experience, she explains the usability principle of user control and freedom—and why it matters at work. Dr. Janel outlines three actionable strategies for leaders: set guardrails instead of roadblocks, be clear on margins of error, and trust but verify. Throughout the episode, she shares stories and questions to help listeners reflect on their own management habits and find the balance between hands-off leadership and providing necessary guidance.Find show notes at https://janelanderson.com/236

In this powerful and practical episode, Scott sits down with Kristy Mandour—nationally recognized communication coach, emotional intelligence expert, and host of the Sow to Speak podcast—to unpack the conversations that most leaders avoid… and why that's a problem. If you've ever hesitated to speak up, avoided holding someone accountable, or struggled to navigate tough conversations at work or at home, this one is for you.Kristy shares the science and strategy behind her “Lead Out Loud” method and “C.A.R.E.” framework, which empowers leaders to communicate with clarity, curiosity, and compassion—without burning out or bottling things up. This conversation will challenge how you think about accountability, reframe the stories you tell yourself, and help you lead with integrity, confidence, and connection.What you'll learn:• Why avoiding hard conversations is often a sign that you care—and why that's not enough• How to turn “accountability” into a form of support instead of punishment• The C.A.R.E. framework and how it helps you prep, regulate, and lead powerfully• Tips to shift from fear-based micromanaging to values-driven leadership• How these same communication tools apply to parenting, marriage, and life outside the office---Episode Markers:(0:00) - Meet Kristy Mandour(1:25) - The Origins of "Lead Out Loud"(3:35) - Having Meaningful Conversations with Your Team(6:05) - Micromanaging vs. Managing with Curiosity and Care(7:00) - Accountability & Difficult Conversations(11:30) - Being Curious(13:00) - To Be Unclear is Unkind(14:45) - Preparation as a Leader(17:45) - Significance of Setting & Intentions(23:20) - Communicating Positivity(24:50) - Regulating with Movement(26:35) - The Connection Between Leadership and Parenting(28:20) - Immediate Action Steps(30:00) - C.A.R.E. Framework Example(38:00) - Same Side Visualization Technique(39:00) - Sow to Speak - Connect with Kristy---Kristy Mandour's Links:IG - https://www.instagram.com/kristymandourLinkedin - https://www.linkedin.com/in/kristy-mandourWebsite - https://sowtospeak.comYouTube - https://www.youtube.com/user/pensink57---Scott Grates' Links:Referrals Done Right Book Pre Sales - https://www.referralsdonerightbook.comReferrals Done Right FB Group - https://www.facebook.com/groups/296359076662332Insurance Agency Optimization - https://www.agencyoptimization.comScott Grates Website - https://www.scottgrates.comLove Living Local  - https://www.instagram.com/lovelivinglocal315Scott's FB - https://www.facebook.com/scott.grates.1Instagram - https://www.instagram.com/scottgratesTikTok - https://www.tiktok.com/@scott.grates

Imagine a business where your team solves problems, makes decisions, and delivers results—without you chasing, reminding, or micromanaging. For most small business owners, that feels like a fantasy. In reality, they swing between two extremes: micromanaging every detail or abdicating responsibility altogether. Both approaches fail, leaving owners burned out and frustrated. In this episode, we reveal the true path to a self-managing team: building systems of accountability. Accountability isn't about supervision—it's about ownership. It's about outcomes, not tasks. When you create clarity, decision rights, and visibility, your people stop waiting to be told and start owning results. We'll unpack why most owners struggle with accountability, the 5 pillars of a self-managing team, and how AI makes accountability simple and scalable. Key Takeaways: Why most small business owners confuse accountability with supervision. The difference between accountability and control—and why both micromanagement and abdication fail. The 5 pillars of a self-managing team: clarity, outcomes, decision rights, feedback loops, and visibility. The mindset shift every owner must make: from problem-solver to system-builder. How AI creates role scorecards, tracks performance, automates reminders, and surfaces insights—so accountability is consistent without you chasing it. The ultimate payoff: a business that runs without you. CTA: If you're ready to stop chasing your team and start leading a self-managing business, grab the AI Business Scaling Blueprint. Inside, you'll find the exact frameworks and AI tools to create accountability without micromanaging—and finally step into the CEO role your business needs.  Go to aibusinessscalingblueprint.com and start building a team that owns results without you babysitting them.

Anxiety often disguises itself as control, convincing us that micromanaging every detail will keep us safe. In this episode, Rosie shares her own struggle with control, why it never truly works, and how letting go — even slightly — opens space for presence, resilience, and calm. Learn more about your ad choices. Visit podcastchoices.com/adchoices

When you're used to being the person who gets things done, letting go of control feels impossible. Your kid refuses to put shoes on. Your employee questions your timeline. Your partner loads the dishwasher completely wrong. Sound familiar? What if everything actually falls apart?Two things you'll walk away with:

Welcome to the 8020 Baseball Podcast, where Coach Bo shares a direct path to becoming a great youth baseball coach by combining his 20+ years of baseball coaching experience with his 20+ years of unique teaching experience, while also drawing on his experiences playing youth, HS, collegiate, and professional baseball.A deep level of baseball knowledge, combined with universal strategies such as the 80/20 Principle, gives this podcast a uniquely advanced approach to mastering all the key parts of coaching youth baseball.The podcast combines solo episodes with high-quality interviews featuring individuals who share specific, actionable strategies for youth baseball coaches. New episodes every Tuesday!Head over to ⁠8020BASEBALL.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ and get the newly launched COACHING PLAN and the free 21-page Drill Design Guide PDF.The best ways to support the podcast are to share it with a friend and leave a review. Thank you.

It's book club time! Kiera talks about The Let Them Theory by Mel Robbins and how the method can propel leaders into the best versions of themselves. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and today is book club time. It's been a hot minute since we've done a book club and there's a book club that I feel like is just a really good one. It's a popular book right now. If you've read it, great. If you haven't, well, welcome. I'm excited to share with you and it's from Mel Robbins and it's the Let Them Theory. I was very fascinated by this. I'm still fascinated by it and I think it's something of like when Mel Robbins said that you do not need to control everything.   and that peace might come from letting go, not holding tighter. I thought, hmm, I might know a couple of dentists, CEOs, business owners, AKA myself, which means that there's probably several of you that might be struggling with some of these pieces. So whether you wanna read the book or not, just giving some highlights of how you can truly reduce your stress, lead with more confidence and stop micromanaging team and patient behavior, like that might be something worthwhile today. So I wanted to just.   Bring that on today, share with you some quick tips and tricks on how you can even apply this principle in your practice that I've been seeing. As always, Dental A Team is here to grow leaders that are not just successful, but truly like having sanity and happiness in life. ⁓ Today, our podcast is going to be giving you tactical practical tips. Our mission is to positively impact the world of dentistry in the greatest way possible. And we do that through expert consulting for dentists and teams. I am not.   Shy to admit that I think Dental A Team is probably one of the top-notch consulting companies out there where we don't just understand you But we are you that we don't just sit here and tell you doctors what to do But we actually actively work with your team to help them We have grown practices 10 20 30 percent within their first 90 days of working with us. We've added multiple millions We've added hundreds of thousands to offices and we've done it with ease simplicity fun teams actually love to work with us they enjoy working with us and that's something I'm really really proud of as a company of   We don't just come in and like dictate to your team and force them to become robots. We literally help them, ⁓ give them some tools and then elevate them to be their best selves. And doctors, we teach you how to be successful owners for your path, for what makes you happy. And we do it in such an easy way. People are always shocked at the gains and the growth that we're able to do in such an easy, non-confrontational, non-stressful way. So that's what we're about. And I'm super, super excited about the let them theory.   ⁓ Because the let them theory I think works so well for leaders. So anybody listening today this is really is leaders and I remember in the book she talks about how like She just has to let them like let people be who they are and it's actually helped me with my family So today I don't think it's necessary just solely for your practice But also pieces for you within your personal life and that's something Dental A Team were really big on is growing you as a person not just as a practice I just got a   a voice memo from a doctor I worked with a couple of years ago. And this doctor said to me, they said, Kiera, ⁓ the year working with you was actually one of the most impactful years in all of my dentistry career. ⁓ This doctor is doing incredible things. And the doctor told me like just the mindset shifts that we were able to help them have ⁓ of helping them become more efficient of, they said, you pushed me to do certain things like hire an assistant and to   Be accountable to you. And this doctor was really, really, really, really brilliant doctor. And to hear that compliment that ⁓ their time working with us was something that was the most impactful in their growth of their business. I just took as such a huge compliment to what we do because we're not just shaping you as a business owner, we're shaping you as a human. My background is marriage and family therapy. My passion is dentistry and my love of all things is life. Dentistry just happens to be the platform that I get to talk about it on.   And so for this within the let them theory, it's let people be who they are. Truly we can't control other people's actions, but we can control how we are responding. And I know that sounds so simple, but ⁓ in there, like if we let team members show up late, it tells you who they're going to be. We let a patient cancel last minute. It's information for better boundaries in the future. Letting an OCA ignore feedback, it reveals growth readiness. And so like for that, I'm not here for you just to like...   allow people to walk all over you. do believe that there is a standard within a practice that you should maintain and that is perfectly acceptable. However, you can allow people to be who they want to be and that doesn't mean that they need to be on your ship. It's allow them to have the opportunities outside of your location that are perfect for them, but you don't need to try to control every person's actions. ⁓ With my mom, my mom and I view the world so differently and when I read this book, I realized   what my mom wants. Now she's not an employee. Employees for me, there is a code of conduct and there is a way that we show up. That's the standard of Dental A Team. And if you choose an elect not to be there, rock on, we're going to coach you through it. And then we're going to coach you out of it. Like it's one or the other where they're going to coach up or coach out. Both are amazing because I want you ultimately in your dream space. ⁓ and there is a, there is a code of conduct that Dental A Team will operate by. And so with that, with my mom, I realized in my personal life, my mom just wants to be loved for who she is.   She doesn't want to be coached. She doesn't want to be corrected. She just wants to be loved for who she is. And so for me to let my mom do things that make me absolutely crazy, there actually is this whole relief. And when you realize like, can allow team members to be who they want to be in, that just means that there's isn't a place for them. Like that's okay. I can allow patients who don't want to follow our processes, like allow them to find another practice and to have that. Now there's ways that we can coach them through this. There's ways that we can do this.   But I've had practices when they finally decide to stop having patients just show up, cancel last minute, and they're like, no more, this is how it's going to be. Here's the rules of the game. And patients who do like not to, they get to leave the practice. Their production actually exponentially increases. Their patients exponentially become better patients. Like all of it rises up. The ones who decide that they're going to allow team members to be who they are, this is how we're going to operate. And if you choose not to, that's okay. Their practices actually start to thrive. And so   The question is, who are you trying to force right now to change? And what if you let them and focus on our... The word boundaries is so obnoxious to me, because I feel like people put boundaries up of like, this is what I will or won't do, which is great. And for me, it's more like, what are the standards? What are the standard processes? What's the culture of our company or our patient base? That's I'm going to enforce. That's what we're going to focus on instead. And then I'm going to allow people to be who they are. And I'm going to attract the people that I want in here.   Like what would be, who am I trying to force to change right now? And what if I let them and just change my focus to the standards and the processes in our company? Question number one. Okay, number two, stop micromanaging and start leading. So micromanagement's rooted in fear, not in leadership. And so what they did is they said like, let them miss the mark once, they'll learn faster. Let your office manager handle the upset patient, it builds ownership. Let your hygienist structure their day ⁓ that's within, again, the parameters of our company culture.   That way they'll be happier. so like ⁓ micromanaging, do feel there needs to be a foundation first in place. And then once we have that, we don't have to micromanage everything. And for me, something I found, there's the founder's theory too, and something I've been learning is as a founder, as someone who started a business, you tend to hold onto so many things because you've had to. Like you've been in the day to day. And so being able to let people and stop   being obsessed with every single detail because we've got the foundations in place. Now, if you don't have the foundations in place, it becomes a lot harder and a lot scarier. But if you have those things in place, what we can do is we actually see a team rise up and what we're telling our team is they're empowered. Like here's the rules of the game within our practice. Now go create our consultants. Here's how we consult. I want you to go be the most autonomous humans and I want you to figure out how to help these practices. And it's crazy because the consultants rise up, they take ownership, they love to be able to do that.   anything within your team being able to see that as well is really something beautiful for them. looking at the call to action on this would be look at your life, look at your practice and where are you holding on so tight? And let's figure out what protocols or processes need to be put into place so our company standards and expectations can be met. And then can we put into practice the let them this week and observe what shifts. Two questions for you to consider. And don't worry for those type A's who are just like gritting.   They're like knuckles right now. Don't worry, that's me too. So I'm not here to say that I'm perfect at this. I just think it's a good perspective shift to help us have more space, more happiness, more peace, and also to figure out where we can like set up the parameters within our company. Number three is let go to grow. ⁓ And so when we hold on tight, just like I talking about, like the white knuckling.   Like even my body, there's stress, there's resistance, there's burnout. Like this is what causes it, because we're trying to hold all the balls in the air. We're trying to do all the pieces and literary practice will outgrow you. ⁓ I watched it happen time and time and time again, and doctors will either learn to let them and like build the processes, build the structure, allow the team members to grow, or they're going to hold on and they're going to shrink. It's one of the two and it happens every single time. There's no right path. It's your path. ⁓ But like let your leadership team run the meetings.   Let your team opt in and out of culture. Don't force it. If they choose not to rock on, they can go find another dream job. That's okay. Let other opinions be theirs. It doesn't define our worth. Like what can we allow like letting go of that? So when we, ⁓ when we stop obsessing about this, like, for example, we stopped trying to hold onto a toxic team member. watched this constantly in offices where it's like, no, I have to keep them and I need to have them like, let them not be great and let them leave because they're not fitting the culture.   And what's crazy is like even that, like my whole body releases, like let them. And I know we're so afraid of like, yeah, but then I won't have team members. Or could it be like, yes, and I've created space for the ideal team member. I will tell you when I have done this every single time. There's not been a single time when I've been like, and we release it, we let them. Someone just as good, if not better has shown up every single time. And so looking at this of...   Where are you maybe holding on too tight that you could allow team members to rise up that you could allow them to take ownership that you could allow them to start to put into place the things you've done. And what's wild is like, tell doctors all the time, like you have to go on vacation. Like that's it. That's a necessity to see where are things broken in your practice? Where do things need to shift and change? ⁓ where can you let your team rise? And if they choose not to rise, that's okay. You know, you don't have the right leaders in place. Like all of it's just data back for you. There's nothing wrong. There's nothing broken. There's nothing that you need to be mad about.   It's just truly data and information to help you then set better foundations, put better protocols into place and to hire team members that more align. ⁓ You will outgrow your team and your team will outgrow you or you will grow together. It'll be one of those three things. And so looking at that and all of that's okay. So I think for this, as we look at it of let people be who they are and stop micromanaging and release what's weighing us down.   This isn't a passive theory. It's very powerful. Letting go is leadership. Letting go is ⁓ truly putting the parameters in place and allowing team members to grow and to thrive within. And again, me coming on here, I feel a little like imposter syndrome because I don't feel like I am always here. I feel like I'm holding on so many times and I'm having the control. But when I like, I make lists, you guys, I feel like a crazy person. Like it's a beautiful mind. That's my office. I have...   papers everywhere and I'm looking at different things. And when I look at what causes me the most amount of stress, it's because I'm trying to do it all. And I'm trying to hold on to everything rather than saying, okay, what's the protocol I need in place? What are the things that truly I need to care for? And as a founder, again, I think that this is, this is a stripping of identity. It's a stripping of things you've always done, but it's also freeing and it's also creating and it's also allowing you to flourish versus just survive. And so for this, ⁓ think like,   Let it looking to see where can I let go and where should I let go? What parameters do I need to put in place? And how can I allow my team to flourish and thrive? I promise you autonomous people and great team members want you to let go. They want to know the rules of the game. They want to know how can I excel? And then once I know the rules of the game, let me like get out of my way and let me show you, let me do more than you ever imagined I could do. ⁓ let me, let me blow your mind with the ideas that I have.   Those are great team members. That's what we want all of our team to be. And so I think for this of possibly, if you haven't read the book, go read the book. If you've read it, maybe read it again and look at yourself to see where am I holding on that's holding us back? Where could I let team members or patients be different and maybe create space for people that I want that have a different code of conduct, not right or wrong, just different. ⁓   And where can I be a stronger leader where I can truly lead and not manage? Leading versus managing, they're two, they feel so interchangeable and they're so separated. And so where can I show up differently? And again, this isn't letting go of standards. This isn't letting go of your standard of excellence. This isn't saying that we're just going to allow chaos because we're just gonna let people be themselves. It's saying, here's the code of conduct. This is what we do. And then we allow people to show up as that.   rise up or rise out, both are great options. ⁓ And so looking at that. really something powerful on the podcast is not just giving you tactical pieces within your practice, but helping you show up as a better leader because leadership is ultimately going to impact the success of your business. I can always tell if a practices as a consulting client will be successful and it's due to the leader. Truly a hundred percent. Who's on my leadership team? How are their behaviors? What are they willing to do? That is the number one indicator of success in consulting and in your practice.   And so for this, I feel it's very relevant that we have to give leadership tips for you, that we have to help you evolve into the next version of leadership that you can be. This is for me, this is for you, this is for all of us. And remembering leadership's not a destination, it's a journey, it's an evolution of soul. Someone once told me having kids will strip you down to the bare ⁓ bones of who you thought you were and ultimately helps evolve you into who you want to be. And I would say, I think business is very much...   a similar and different process. ⁓ It strips you down to nothing. It rips away all the things that you thought you were. We build these businesses to create these different cultures and we end up creating very similar cultures and we have to work so hard to become these different versions of ourselves, to show up differently for our teams, to show up differently for ourselves, ⁓ to evolve. The person that you were is not the person that you need to be to take you to where you want to go. I hope you heard that. The person that you need to be is not who you were.   to take you to where you want to be. And so you have to evolve, you have to grow. And so I would also say, let you become that person. Let you evolve into a different version. Let you become the person that you were meant to be. Leadership is a growth. This is something that I love helping offices do. This is what our consultants obsess about. So if we can help you in any way, reach out, ⁓ figure out how you can lead with clarity, calm and confidence. See how you can be like that practice I told you about where.   your best year of your life or the best year practices lives or the years that you're with Dental A Team because you became a better person. You became a higher version of yourself and we did that for you and your team. That's what we're about. That's what we're obsessed about. And that's what I'd love to help you with. So reach out if that's, if that's what you want, let's chat. Hello@TheDentalATeam.com or click on our website, TheDentalATeam.com and book a call. I'd love to help you. I'd love to evolve who you are meant to be for the practice that you deserve to have. And as always, thanks for listening and I'll catch you next time on The Dental A Team podcast.

Imagine going to school and receiving a weekly report card about your work during that week.  Micromanaging each student's weekly… The post Ignore the College Football polls until October 1 appeared first on SwampSwamiSports.com.

Join the Receive Academy - https://www.skool.com/receive-academyConnect with Brian:Renovare - https://renovare.org/Music - https://morykon.com/Chapters:00:00 Introduction and Guest Introduction01:54 Understanding Life with God08:08 Practical Application of Spiritual Awareness22:07 Navigating Life Decisions with Faith28:25 The Parable of the Talents: A Deeper Look29:26 Understanding God's Nature Through Parables31:02 The Impact of Fear on Faith35:27 John Wesley's Spiritual Journey39:09 Balancing God's Love and Responsibility46:29 Practical Steps to Connect with God50:31 Final Thoughts and Invitations

Elevate Your Horsemanship! Start Your 7-Day Free Trial Now! How to Stop Micromanaging Your HorseIn this episode, we dig into a habit that many horse owners don't even realize they have: micromanaging.If you've ever found yourself holding the lead rope too tightly, correcting your horse over and over, or feeling the need to control every step, you might be micromanaging them. Your horse isn't the only one affected when this happens. The conversation explores:What micromanaging really looks like with horsesHow micromanaging affects your relationship and your horse's confidenceThe surprising ways micromanaging shows up in daily routines, like cross ties, hoof care, and groundwork.The emotional toll of perfectionism and how to break free from itListening to this episode will help you learn to respond instead of resist, releasing the need to micromanage your horse. Because when you stop micromanaging, everything gets easier and more fun.Hit play now! Connect With Your Hosts: Join the Pod Community Dive Into Horsemanship With Cindy Uplevel Your Horse Care With Laura

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Micromanaging burns people out, but being too hands-off leaves them confused. In this episode we talk about how to find the sweet spot by creating Individual Success Plans (ISPs) with your team. We'll walk through the steps for setting clear goals, defining success, and making sure managers and employees know how to support one another. The result? More ownership, more accountability, and better results for everyone.  Here's that Individual Success Plan visual we mentioned in the episode.  Text the word “LEADING” to 66866 to be added to Nash Consulting's monthly newsletter. Just practical management skills and tips. And just once a month. Pinky swear.

We're back!  And we are changing things up in this new episode by sampling something different than our usual!  We're also going to talk about how controlling we parents can be!

On this episode of The Pilates Business Podcast, host Seran Glanfield tackles one of the biggest growth blockers for boutique fitness studio owners — micromanagement. If you find yourself redoing your team's work, fixing small mistakes, or thinking “it's faster if I just do it myself,” you might be keeping your Pilates studio stuck and draining your own energy.Seran shares why stepping into true leadership is the key to building a profitable Pilates business that runs smoothly without you putting out constant fires. You'll discover the systems, training strategies, and mindset shifts that allow you to let go of the day-to-day details, empower your team, and open up space to think, plan, and grow. Whether you run a Pilates studio, barre business, or boutique fitness brand, these insights will help you create the freedom and stability you've been craving.Ready to step into your CEO role and build a studio that runs like a well-oiled machine?Inside Thrive, you'll get the exact systems, tools, and strategies to delegate with confidence, train a high-performing team, and free up your time—without sacrificing client experience or revenue.

Why would a kind person start micromanaging people, even when they care deeply and want to do a good job? It happens more often than you might think! And it's often by accident.Managing people is a different job than being an Individual Contributor (IC). It requires a different mindset and skills -- "what got you here won't get you there," as the saying goes. Anyone can drift towards micromanaging. In today's episode, find out why this happens, and what you can do about it.**After the Episode**Enrollment in Communication Strategies for Managers:https://maven.com/kimnicol/communication-strategiesFor private coaching focused on your personal goals and professional development:https://kimnicol.com/Connect with me on LinkedIn:https://www.linkedin.com/in/kimnicol/Become a more calm and confident leader:⁠⁠⁠⁠⁠⁠⁠https://insighttimer.com/meditation-courses/mindfulness-for-managers-at-work⁠⁠⁠⁠⁠⁠

Are you a business owner who is tired of being the only one to get things right? Are you dealing with team members who are stuck and not taking initiative? You hired a team to take things off your plate, but instead, you're buried in follow-up, approvals, and rework. Sadly, you've unknowingly undermined your team members and trained them NOT to take initiative. Ready to break this cycle?In this episode, you'll learn how to stop micromanaging and start building a team you can trust to OWN their work. Dr. Sabrina Starling and Melissa Kay discuss why micromanaging is a symptom of the real problem, the key traits of A-players, and how you can step into your role as a true leader. It's time to cultivate employee happiness and freedom on your team!Profit by Design is a Tap the Potential Production.Show Highlights:The first step in breaking the micromanagement cycle is to hire competent, capable A-players.A-players are problem-solvers. Let them solve!Establishing decision-making parameters for your A-playersLook for what's right, not for what's wrong.Re-align your priorities and focus on key results.Getting your team to the place where they can own their resultsDr. Sabrina's insights into specific scenarios of micromanagementCultivating total trust in your teamResults you can expect from Leadership Bootcamp for your A-playersResources:Want to go deeper? Join our upcoming Leadership Bootcamp to build a self-managing team of people who own their roles. Reserve your seat today! We begin on September 25! Join us!For more information about The Coach Approach or to join us in the next round, click the link! Don't wait! Download your Strategic Planning Guide and 2025 Tap the Potential Strategic Planner today!Want to know the best attracting and recruiting strategies for small businesses? We can help! Learn more about our How to Hire the Best Course.Retain, grow, and deeply engage your A-players with the Dream Manager Program! The best way to create buy-in from your team members for your vision is to identify how your vision supports them in achieving their dreams. Enroll today!Become an employer of choice to attract the A-players you want on your team! We are now enrolling for the How to Hire the Best course. Sign up today!Sign up for the free A-Player Development Plan/Mini-Course. Track your A-players' development and retain your A-players!Ready to take your life back from your business? Want more time for what matters most and more money in your bank account than ever? Book a call with us today! Get your copy of A Guide To Talking To Your Team About Profit!Master your time and profit! Give us 20 minutes of your time, take the Better Business Better Life

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.  

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.

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

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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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!