Podcasts about midwestern

The Midwest has a reputation for greater affordability relative to the cost of living on the East and West coasts, but there's no doubt that it's gotten more expensive to live anywhere in the U.S. In its ongoing reporting series, “Costly,” the Midwest Newsroom takes a closer look at what residents of Midwestern states, including Missouri, are facing with inflation and debt — and how financial woes are impacting more families and their futures. Managing editor Holly Edgell shares what she and her reporters have learned from Missourians figuring out ways to make ends meet.

A gnarly looking corn infection that Midwestern farmers dread is also a culinary delicacy in Mexico. Now, more chefs are introducing it to St. Louisans. St. Louis Public Radio's Kate Grumke dove into the local world of corn smut to understand this emerging menu trend.

New York Times bestselling author Sarah Pinborough spoke with us about her approach to plotting twists, the stark difference between writing novels and screenplays, and her latest THEY SAY A GIRL DIED HERE. Sarah Pinborough is the New York Times and Sunday Times #1 bestselling author of international hit Behind Her Eyes, published in over 25 territories worldwide. Her latest novel, They Say a Girl Died Here, is describe as “a thrilling, genre-bending mystery about two murdered girls, a town with dark secrets, and a race to break a deadly cycle.” Publishers Weekly called the book, “An addictive tale of Midwestern macabre. . . Pinborough's fierce yet flawed characters are easy to root for, and she doles out the story's shocking secrets at a tantalizing pace. Thriller fans who like it dark will devour this.” Sarah Pinborough was the 2009 winner of the British Fantasy Award for Best Short Story and also the 2010 and 2014 winner of the British Fantasy Award for Best Novella, and she has four times been short-listed for Best Novel. She is also a screenwriter who has written for the BBC with multiple adaptations in the works. [Discover The Writer Files Extra: Get 'The Writer Files' Podcast Delivered Straight to Your Inbox at writerfiles.fm] [If you're a fan of The Writer Files, please click FOLLOW to automatically see new interviews. And drop us a rating or a review wherever you listen] In this file Sarah Pinborough, Milena, and I discussed: Her former life running a strip club The chance encounter at FantasyCon that led to a three-book deal How she changes gears while shifting mediums Why horror is her favorite genre Hot takes on recent horror films And a lot more! Show Notes: ElevenReader is a new, award-winning audio app for iOS, Android, Web sarahpinborough.com They Say a Girl Died Here: A Novel by Sarah Pinborough (Amazon) Sarah Pinborough Amazon Author Page Sarah Pinborough on Twitter Sarah Pinborough on Facebook Sarah Pinborough on Instagram Milena Gonzalez | Writer | Reader | Book Reviewer diary_of_a_book_babe on Instagram Kelton Reid Instagram Kelton Reid on Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we sit down with Nicole Dannehl, Owner & CEO of Nikki's Custard, to explore how her Midwestern roots and lifelong love of frozen custard inspired her to build a woman-owned, family-run business in Lancaster, PA. Nicole shares her journey from raising three children and building careers in educational and healthcare fundraising and construction management to turning her passion for frozen treats, creativity, and community into a business in 2022. Tune in for an inspiring conversation about entrepreneurship, family, and following a lifelong passion.???? Connect with Nicole Dannehl:  ✅ Website: https://www.nikkiscustard.com/ ✅ Facebook: https://www.facebook.com/nikkiscustard/ ✅ Instagram: https://www.instagram.com/nikkiscustard/ Thank you for watching Lancaster Connects! This is the show about small business and small charity success in Lancaster county - we showcase the battle on Main Street, big vs. small David vs Goliath, and bring you the best of what makes Lancaster so great. ???? Want to create live streams like this? Check out StreamYard: https://StreamYard.CastAhead.net ➡️ Get your FREE copy of Ben McClure and Jeff Giagnocavo's book - "Sleep Better" https://gardnersmattressandmore.com/sleep-betterLIVE SHOW PODCAST & REPLAYS: ???? Connect with Lancaster Connects:✅ Official: https://lancasterconnects.com/ ✅ YouTube: https://www.youtube.com/@LancasterConnects ✅ LinkedIn: https://www.linkedin.com/company/lancaster-connects✅ Facebook: https://www.facebook.com/LancasterConnectsLancaster Connects is produced by Chris Stone at Cast Ahead:  https://CastAhead.net 

Joseph Eckert's debut novel The Traveler follows Scott, an average Midwestern dad whose car vanishes around him one ordinary commute — and who discovers he's been thrown 24 hours into the future. The twist: it keeps happening, and each jump doubles, flinging him two days forward, then four, then eight, sixteen, and on, while his brilliant son Lyle grows obsessed with figuring out the math behind his father's disappearances and finding a way to bring him home. He stopped by the show to speak about the novel. In our conversation, Eckert traced his time-travel influences back to a college paper comparing Terminator 2, Time Cop, and Back to the Future — and explained why he built his own story around forward motion instead of the backward paradoxes those films wrestle with. We dig into what makes the book hit harder than a typical high-concept premise is its personal nature. Eckert started writing it 15 years ago, identifying with the son, but returned to it as a father himself, reshaping Scott's interiority (with help from his editors and agent) to capture the specific horror of missing your child's life in irreversible leaps. He also softened the marriage at the story's center, moving away from his own experience as the child of divorce toward a more tragic, loving portrait of what a good relationship looks like under impossible strain. The Traveler is out now from Tor Books!

In today's episode of The Quiz, we're testing your knowledge on everything from national capitals to historic state origins. Can you answer these? Colonial Founders: Seeking religious freedom in New England, theologian Roger Williams established a capital city that he believed was guided by divine guidance. What capital did he name? Matching Capitals: Out of fifty state capitals across America, only four share their initial letter with the state they represent. Do you know the fourth capital to join Honolulu, Indianapolis, and Oklahoma City? Historic Origins: Before adopting its modern presidential name, this Midwestern capital was known as Lancaster and went on to pioneer both 911 emergency dispatching and the automated teller machine. Can you identify it? Play. Share. Listen, with FOX News Chief Religion Correspondent, Lauren Green. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In 1976, police officer George Wheeler reported encountering a massive UFO and being struck by a beam of light that knocked him to the ground. Six months later, he was dead. Other witnesses reported unusual activity surrounding the encounter, adding further intrigue to an already remarkable case. Even more compelling, Wheeler's experience was part of a broader wave of UFO sightings reported throughout Elmwood, Wisconsin before and after that night. What was happening over this quiet Midwestern town? And could Wheeler's mysterious encounter have somehow contributed to his untimely death? Join us at ANOMACON on September 12th: http://www.anomacon.com Send us a voicemail: https://www.speakpipe.com/SomewhereSkiesPod Patreon: http://www.patreon.com/somewhereskies ByMeACoffee: http://www.buymeacoffee.com/UFxzyzHOaQ Substack: https://ryansprague.substack.com/ All socials and books: https://linktr.ee/somewhereskiespod Email: ryan.sprague51@gmail.com Opening theme song by Septembryo Closing song by Per Kiilstofte Copyright © 2026 Ryan Sprague. All rights reserved. #UFO #UAP #UFOs #UFOEncounter #UFOSighting #UFOHistory #Unexplained #SomewhereInTheSkies Learn more about your ad choices. Visit megaphone.fm/adchoices

By the Summer of 2021, Bart and Krista Halderson were living the quintessential Midwestern life. They owned a beautiful home in Windsor, Wisconsin, and a rustic family cabin up north in White Lake, where they loved spending time together. They were also preparing to cross the finish line of parenting. Their oldest son Mitchell was a successful tech professional, engaged and in the process of buying a house. Their youngest son Chandler was days away from moving to Florida to work for SpaceX. But on July 7th, 2021, the dream shattered. Chandler went to the police station to report his parents missing. Bart and Krista had gone up north to the family cabin for the Fourth of July weekend with an unknown couple. They never came back. Try our coffee! - www.CriminalCoffeeCo.com Become a Patreon member -- > https://www.patreon.com/CrimeWeekly Shop for your Crime Weekly gear here --> https://crimeweeklypodcast.com/shop Youtube: https://www.youtube.com/c/CrimeWeeklyPodcast Website: CrimeWeeklyPodcast.com Instagram: @CrimeWeeklyPod Twitter: @CrimeWeeklyPod Facebook: @CrimeWeeklyPod ADS: https://www.AbsorbMore.com - Use Code CRIMEWEEKLY for 35% off! https://www.Chime.com/CrimeWeekly - Join fee-free banking with Chime! https://www.FactorMeals.com/CrimeWeekly50Off - Use code CRIMEWEEKLY50OFF for 50% off and FREE daily greens! https://www.BollAndBranch.com/CrimeWeekly - Use code CRIMEWEEKLY for 20% off! https://www.TryFum.com/CrimeWeekly - Start a Good Habit today! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Some recent primary elections in the Midwest, particularly Wisconsin and Michigan, have changed the landscape for November's midterms. On Today's Show:Rachel Leingang, Midwest political correspondent for Guardian US, based in Minneapolis, Minnesota, and Teo Armus, reporter for The Washington Post focused on politics, demographics, voters and immigration, offers political analysis of the latest primary election results, including in Wisconsin and Michigan, and what they might signal about the midterms this fall. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Did you know: Today's dentists are waiting five years longer to buy a practice than they were a generation ago? Kiera is joined by Brian Hanks of Dental Buyer Advocates to talk about delayed ownership traps and why the future of private practice is an encouraging one (Brian shares numerous data points to back that up). They also touch on overcoming fears and all the information out there that makes everyone seem more prepared for business ownership than they actually are, and how to go about buying a practice while asking the right questions. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera (00:00) Hello, Dental A Team Listeners, this is Kiera, and today is an awesome day. I am so excited to be podcasting with one of my favorite humans. He and I have spoken across the country together. We go to different things, we share clients together. I have Brian Hanks, the owner of Dental Dental Buyer Advocates. And today we're gonna talk about like delayed ownership trap because I think so many people get stuck into this of should I buy, should I not buy? And Brian and I are just here to have a fun rift. So, Brian, welcome to the show today. How are you?   Brian Hanks (00:28) So nice to be back, Kiera. You're one of my favorite people too. Thank you for having me.   Kiera (00:32) Of course. I'm excited, Brian. It's a good time. It's been a hot minute since we podcasted together. So it's time, it's time to talk about this. Because when we were chatting about episodes, you were saying that dentists are now waiting like five years longer to buy a practice than they were a generation ago, which is fascinating to me because I've been on this like whole hot to trap of like, do people buy? Are DSOs taking over? Like, is there still money to be made in private practice? Like literally my chiropractor and I were talking about this the other day because she's like,   My dentist told me that they were like not able to make any money. And I was like, well, they sh just give them my card. Like private practice to me is still one of the best businesses and industries, even if you have to buy a top dollar right now. and so just like super fascinating to talk about like delaying that purchasing, why people do it. But Brian, I've jumped right in and pretended like everybody knows who you are. Brian, give us a little intro of like who you are, how you got into Dental Buyer Advocates, what your background is, and then like let's talk about to delay or not delay buying a practice.   Brian Hanks (01:29) Sure.   Yeah, I one of my favorite stories. I'm an ex-Wall Street guy, so I'm a reformed Wall Streeter. And my father-in-law is a dentist. And I would watch these Wall Street people come in and like sell a very aggressive investments. And when they went bust, they would turn around and sell the crappy investments to dentists who at the time my was my father in law. Active practice, he lived in the Seattle area. And anyway, I went to go work for a dental CPA in the Dallas area. I went to work for another one. So I'm I've lived in the accounting world, Kiera.   And when I was in that world, I got younger dentists who were in the pro they were the associates and they were asking accounting questions and tax questions and you know financial planning questions. And inevitably they would come back to dental practice ownership. Like, how do I do this? How much do I pay? Is   Kiera (02:13) Yeah.   Brian Hanks (02:13) is this a good deal? And so I went looking for the book. I was like, well, where's the book? I was on Amazon, I was other places. There was no book. And I thought, all right, well, let me try writing this book. Famous Last Words, by the way, it's way harder than you assume. But the book is called.   Very creatively, How To Buy A Dental Practice. And that helped me start my own business. And that's   Kiera (02:30) I like it.   Brian Hanks (02:33) what I do. I I only help buyers of dental practices. And, you know, Kiera, my business is good, your business is good. Dentist business, we can talk about why the future of private practice is very bright. I can give you some stats and   Kiera (02:46) Mm-hmm.   Brian Hanks (02:46) statistics. But one of the interesting, the most interesting facts for me is Health Policy Institute has data that shows that.   Dentists get into ownership, like they they end up in ownership. Okay, so I'll give you like they've broken it down by like graduation rates. So like the the   Kiera (03:07) And what I   Brian Hanks (03:08) dental school grads from 1990 and then 1995, and everybody between 95 and 2000, so and so forth. So they have these like vintages of graduates. And   Kiera (03:16) Mm-hmm. Mm-hmm.   Brian Hanks (03:17) very reliably, they're showing that nine out of ten dentists, of which you know there's 203,000 in the US, nine out of ten end up in ownership.   At some point in their career. But like you said,   Kiera (03:27) Fascinating.   Brian Hanks (03:28) they're waiting longer to do it. And I think that's what we're going to talk about.   Kiera (03:32) Yeah. Which like again, I think people are scared. So many students I worked at Midwestern and they're like, Kiera, should I buy? Should I go associate? And I was like, listen, you're just delaying the inevitable so like get in there and get it done. Now, I like always throw an asterisk on that. Like if you're not good at your hand skills, like yeah, go go associate for a hot minute. like if you aren't confident with your speed and with case acceptance and like presenting, that's gonna be but I'll tell you there is nothing more thrilling than throwing yourself into a business that you have to produce for.   You learn case acceptance really freaking fast. Like, ask me how I know. We surely did that. Like I took a student, we took our first practice from 500,000 to 2.4 million in nine months. Like she was a she was a power producer. Do I have an office right now that just bought a practice less than a year ago? We're already on track for two and a half million. Yes. Like there are a lot of success stories from that small town. It's not like they were just given the keys to the kingdom. Like they've had to work for it, they've had to build things. They don't have full schedules. But   I just, I don't know. I'm the same way and I I don't know. I'm I'm at a space of but do what makes you happy. Like, do not go   Brian Hanks (04:37) Yeah.   Kiera (04:38) own a practice and make less than being an associate. That's like a hard line for me too. I'm like, 'cause if you're gonna like not be a good business owner, keep associating. But I   Brian Hanks (04:43) No. Yeah.   Kiera (04:46) agree, I feel like the trajectory of dentists is always to purchase. Like they want their own stamp, they want their name on the building. I will also highly recommend don't put your name on the building. Like that's really fun and not scalable. Ask me again how I know that. Like   Cura's dental consulting was real fun till it wasn't. Like the things you the things you evolve on, but truly I I'm excited to hear why you think people are delaying, what that's costing them. Brian, I love that you always come with a bunch of stats and facts. And I love that you named your book, like How To Buy A Dental Practice. That's what people want to know. so it sometimes simple is no, that is the best.   Brian Hanks (05:13) I know. I just yeah. I'm not the best at marketing, right? So yeah, like we we call Kiera when we need   marketing advice. So okay.   Kiera (05:24) Mm-hmm.   Brian Hanks (05:24) So Kiera, here are some more stats for you.   Kiera (05:28) Okay, ready?   Brian Hanks (05:29) the average owner, dentist, makes $151,000 than the average more than the average associate. Okay, 151. Now that's   Kiera (05:37) I was like, hold on, 151   is bad. That's more than if you're being an associate. You're gonna make 151,000 more. Okay.   Brian Hanks (05:43) Yep. Yeah. And think about why   that is. Yep. That's obviously the you're taking on the risk. You're taking on the the pain and suffering of being an owner, right? So there's some compensation involved in   Kiera (05:51) Mm-hmm.   Brian Hanks (05:52) that. Those are two medians, right? And there is a bell curve around both of those numbers. So is it possible   Kiera (05:57) Course.   Brian Hanks (05:58) to make less as an associate? Yes. Yeah. Is it possible   to make a hell   Kiera (06:01) Mm-hmm. Uh-huh.   Brian Hanks (06:02) of a lot more than $151,000 more than an associate? Absolutely, yes, right. So there's there's room on both end of the ends of those those bell curves. but think about   So here's why I one of the data points why I think private practice ownership and dentistry is still it's bright and it's getting brighter. Is you think about the average associate you talk to, Kiera, the average associate I talk to when we're standing around a cocktail party or at mid mid the you know, wherever, some conference, Yankee, Midwestern.   Kiera (06:30) Mm-hmm.   Brian Hanks (06:31) And I will tell you the average associate that I talk to isn't saying, gosh, Brian, you know what? I love my boss. I love the DSO I'm working for.   I love my hours. I love the insurances we take, the assistant they force me to use, I love her, right? It's the future of private practice dentistry is bright because dentists are people. And people generally like   Kiera (06:52) Mm-hmm.   Brian Hanks (06:52) a little bit of control over their career if they can get it. And dentists absolutely can get it. So that's one of the data points that   Kiera (06:55) Yeah.   Brian Hanks (06:58) I love. Now, are dentists scared to get into ownership? And do higher on average student loan balances scare them marginally more than they did 10 years ago, 20 years ago? For sure.   Yep, absolutely. Here's the mistake   Kiera (07:11) Absolutely.   Brian Hanks (07:11) they make. So I'll give the associates listening or the students or whoever it is that's maybe telling you, Kiera, or telling me, or they're telling their, you know, the the person next to them on the treadmill at the gym while they're listening to this, like, sure, Brian, easy for you to say, but I don't feel ready. Right? I haven't taken all of Care's courses.   Kiera (07:30) Mm-hmm.   Brian Hanks (07:31) I haven't, I don't know how you know, I'm not the pro at treatment planning. My hands beat because you I I want to take this implant course first, right?   You come up, your brain comes up with all these excuses of why you don't feel ready. And I'm not gonna dismiss your feelings. I think your   Kiera (07:45) Mm-hmm.   Brian Hanks (07:46) feelings are valid. You should listen to them, but don't here here's another thing to consider in addition to your feelings. Is you know how there were like a hundred people in your dental school class, probably ish, right? And 10 of whom you would never let near your teeth. Like you watch them go through all four years of dental school and you're like,   Okay, of those 10 over there, like they're never getting, they're never giving me a shot. They're never in that nothing, right?   Kiera (08:10) Yep.   Brian Hanks (08:10) Because I guarantee you, nine out of ten of those dentists, they already own their practice. They're not bankrupt. They're making more money than you,   Kiera (08:16) Yeah.   Brian Hanks (08:17) and they are killing it. Meanwhile, you're scared to run a practice. And those, if   Kiera (08:22) Mm-hmm.   Brian Hanks (08:22) those jokers can figure it out, you can figure it out.   Kiera (08:26) Totally. Well, and I think also on there like, Brian, let's be real. Is anybody ready to be a business owner? Like I wasn't, I'm sure you weren't.   Brian Hanks (08:31) Nope. Nope.   Kiera (08:33) I think are people ready to be parents? The answer is no. Like nobody feels ready for that. Were you ready when you went into dental school? The answer's no. I think that there's this imposter syndrome that hits us all that we think, like, give me a little more time and I'm gonna get ready. Give me a little more time. And I will say that like the brass taxes, you jump into owning a business and you figure it out. Now, should you listen to some podcasts? Should you do some things? Like for sure.   But   like how many consultants and coaches are there that literally are gonna like grab your hand, walk you through, and make sure you don't make the mistakes? Like how many people like yourself are gonna walk you through buying the practice to where it's an actually great practice? I I think that I think there's more help today. Now, do I think there's a lot of noise and a lot of people that might be like posturing out there saying that they know what they're doing? Yes. So make sure you like vet them a little bit before you go and jump on a bandwagon of somebody, like someone who's been there, done that, done that successfully multiple times is who I'd bet on. But like   We are in such a day and age where there is so much information out there. You need to be a great clinician. We're gonna teach you how to be a great business owner. And as long as you're comfortable realizing that you've got to learn that side of it, that's to me, like if you're a good producer and you're a good human, like go for it. There's dentistry is so fun owning and practice because the sky is the limit. And ultimately there is no cap on what you're able to do, what you're able to produce, how you're able to do it.   And I think that there are very few careers out there, very few job opportunities that really are the sky's limit. Now, remember how I told you about that dentist who bought their own practice. They're now doing like two fifty this year, whatever they're he was making five hundred thousand as an associate. And so this   Brian Hanks (10:06) Yeah. Hi Bart.   Kiera (10:08) is one where like people be like, Well, gosh, like, you know, he went from five hundred thousand and now he's at a two point, I think he's gonna end around two to two point four this year. But like he had a great associateship. And so I think   There is still this just like uncanny, unnatural desire that you want to just own, you want to build. And I think dentistry is also if I look at like banks, they lend to dental practices, like almost guaranteed, like they have a they're pretty lucrative with like just shelling money out to your dental practice. And I'm like, if banks are willing to back, you've got to also see that your dental practice, like you have the greatest opportunity of not failing.   of any business venture you're going to do. Why is private equity coming in strong? Because they know dental practices are almost bulletproof of an investment to have. So when I look at all those reasons, I agree with you, Brian. People don't feel like they're ready, but I'm like, you're never gonna feel ready. But you have so many things stacking in your favor to help you be successful.   Brian Hanks (11:03) At the beginning of that, I   I don't I don't want people to miss that. If they missed the wisdom that Kiera just shared at the beginning of that, as she said, yeah, you use parenting. I think you use business ownership as some advice. Like I I just want to repeat what you said because it's so important. Dentistry is not like, I don't know, Kiera, scuba diving, right? If you go get scuba certified, you like practice in the pool. And then they like make you, you know, they learn, you know, you you learn taking the regulator out of your mouth and putting it back in and all that. And I imagine like dentists think   ownership, like there's gonna be some course I can take that's gonna prepare me for ownership kinda like scuba certification. That's like you gotta help me come up with   Kiera (11:38) Yeah.   Brian Hanks (11:39) a better example, but it's not it's not true. It's like parenting,   Kiera (11:42) I got you.   Brian Hanks (11:42) it's like marriage. It's like I don't know, business ownership, whatever it is. Like the the thing that prepares you for it is just doing it. Just just   try it out.   Kiera (11:50) Mm-hmm.   Brian Hanks (11:50) Yep.   Kiera (11:51) Well, and I think Brian, to that point, like the analogy is I think people think business ownership is a skill that can be learned in a one, two, three step versus like marriage, relationships, child, like being parents, business ownership. It's an evolution of soul and it's a it's a creating of who you are. It is not a skill. Like there are skill points to it, like learning to read a p PL, learning how what profitability is.   But business ownership in and of itself, I had a friend she's like, Kiera, you have to have kids. Like it will strip you down to your core and it will like show things to you that you've never had. And I said, Have you ever been a business owner? Cause I'll tell you that I'm pretty confident. I've got a lot of that stripping over here that's like breaking me down to my utter like most. But I think we think business ownership and running a practice, I'm not here to say that there's not like tactical pieces and we've broken it down. Like our team actually just went through this something. I'm like, there's really like   10 things that you need as systems that are really gonna make or break it. And you gotta know a couple of like core foundations and you got to know your numbers. Like beyond that, that's kind of your checklist. But to your point of like scuba diving or cooking or whatever, it's not this like checklist skill that you're going to have. And so I think, like you said, you're gonna look for this course. But I'm like, the course is life, the course is doing it, the course is going through it. And I think you've got to have the confidence of are you confident in you that no matter what comes your way, you're gonna be able to figure it out. And if so, business ownership is there for you.   And I would give more confidence to you than you give yourself. I've watched a lot of students. I worked at Midwestern. To your point of those 10 students, there was probably like 50 of them. Sorry, Midwestern grads, I was not letting any of you touch my mouth. Like genuinely, you needed a few years to practice and I'm not your practicey. But like I think I think you're more equipped than you give yourself credit for. Just like you're more equipped for life than you give yourself credit for. And I think business ownership is the same.   Brian Hanks (13:31) So Kiera, let's break down some of those numbers. by the way, better   analogy for business ownership is like health. Do you remember the first time by the way? if you're listening to this, it's pretty obvious if you're watching, but if you're listening, Kiera's in a lot better shape than me. But if if Kiera, I don't know if you had this moment. I I did when I was like 21, 22, that I realized at the I was at the gym, I was like lifting some weights, and I realized, I'll never be done with this. Like you're never done with health. So I think business ownership is a lot like.   Kiera (13:59) I do remember my moment   of that. Mine was   Brian Hanks (14:01) Yeah.   Kiera (14:03) not at the gym, Brian. Mine was actually in Bali, like a little flex there. I remember because   Brian Hanks (14:07) There you go.   Kiera (14:07) I was like having a lot of like knee and hip pain. And I was like, okay, I just have to like work out and then eventually this is gonna get better. And I remember I was walking down to the pool overlooking the ocean. I was like, I'm never gonna be done. Like this is my forever. Like I'm not like I used to just work out to be like skinny and fit. And now I'm like, no, you gotta do this so you don't freaking hurt and you can actually walk and get out of bed. Like it's never gonna end. And   I   sat there and read a book, quite depressed. And then I was like, okay, like this is what it you're right. It's it's a constant evolution of soul. You're never done parenting, you're never done in a relationship. Like you don't hit this, like, check the box, we've got a golden thing. It is a forever perpetual. But I also think that that's what drives dentists to go into that because they are of this obsession of wanting to be the best of the best. You want to get a better prep. You want to get a better crown crop. You go to CE, you're CE junkies out there. Like, this is just another level of obsession.   Of a space that's going to evolve you as a human and it's gonna allow you to grow. So yeah, thanks. That was that was a great that was a great analogy, Brian. Good good call on that one.   Brian Hanks (15:02) Yeah. Yeah, the the   the negative of the health analogy is that you're never done, but the positive is you can break it down. Like you can learn how to do certain lifts a little better. You can learn how to macro track. You can learn diet and exercise.   Kiera (15:14) So you're right, Brian. Like that was a solid call out on the health analogy. Like this is what people are obsessed about, but they want to have that evolution of soul. They want to like I think that that's why dentists are drawn to ownership, but I think they're just afraid. But I'm like, we're also afraid to work out. We're afraid to have kids. We're afraid like, so don't let fear hold you back. I think it's just a like, I don't know. It doesn't be like Nike, just do it, guys. Like that sounds like terrible business advice on my side.   Brian Hanks (15:37) Well just do it and but remember   remember how good you weren't at at all the clinical stuff that you're really   Kiera (15:44) Mm-hmm.   Brian Hanks (15:44) good at now, right? So dentists, the the superpower that most dentists have is that attention to detail, like the obsession over the details and and the the minutiae. And and as a patient, like I gotta go to filling next week, and as a patient, I want my sister thinking about all of the all of the little details, right? and   Kiera (16:04) Mm-hmm.   Brian Hanks (16:04) that superpower is real.   And I want the density like lean into it. If you're listening to this and that evolution of soul that that Kiera's talking about, part of that evolution for you is just remembering that that superpower that you have comes like there's another side to that coin. It comes with a downside. And the downside is the overthinking when you're not.   You know you're not that good at a thing. And if you know you're not that good at finding a dental practice to buy, analyzing a dental practice to buy, actually buying that practice, applying for a loan, like talking to lawyers, all those things, your brain is gonna start to spin a little bit. And j but but but here's the good news: your brain spun a thousand times already. Remember that first time they opened up the little mannequin to like practice, like prepping a crown or something, and you were like, How do I even do this? Right.   Kiera (16:49) Dexter, their little type   it on.   Brian Hanks (16:51) Yeah, like seriously, like you figure this out. You like and if the dentists that I deal with they're the smartest people on the planet, they're awesome. And and so if you can figure that stuff out,   Kiera (17:02) Mm-hmm.   Brian Hanks (17:02) my gosh, like first of all, hire somebody else like you to just be amazing for you in all the areas that you aren't amazing, and just remember that it doesn't this isn't rocket science. yeah, so you can figure this stuff out.   Kiera (17:14) Mm-hmm.   Brian Hanks (17:14) But okay, so speaking of minutia, speaking of details, I gave you the hundred and fifty one thousand dollar number.   Okay, here I did some math. I'm an accountant. I I know I know spreadsheets.   Kiera (17:22) Yeah.   Brian Hanks (17:24) I know how to do like compound interest and some those things. Here's what I did is I just is I said, what's the cost? Okay, if dentists aren't feeling ready, they want to feel like they have their student loans under control, which is smart, right? I'm a financial planner. Yeah, don't get yourself over your skis in debt. That's great. But like, how much is it gonna cost if you're the statistic?   Right. And the statistic is you're you, listener, right now, if you're not a practice owner, are waiting five years longer to own a practice. How much does that five years cost you? Right. And if you do the math, and I did the math at like a 38-year-old dentist versus a 33-year-old dentist. And I assumed that they actually retired at age, both retired at age 60. Okay. So like different lengths of associate part of your career and owner part of your career.   with compound interest, assuming 7% and some of those other variables that I put in there, it was a $1.14 million difference between those two numbers. So don't forget that while you're busy like taking care of your student loans so you can feel ready to buy a practice, it's costing you an enormous amount of money. And Kiera, I would just add, and I'm curious if you can think of any others, I would say the compound.   the compound effect that I'm talking about is not just money, although money is a big part of it. I think the compound effect applies to other things. Like how many more times and at bats would you have for treatment planning, for managing that difficult assistant, teaching someone how to answer the phones better, hiring, firing. Like there's a compound effect on all of those behavioral things too and and it's gonna cost you some money. So any thoughts on that?   Kiera (19:04) Mm-hmm.   Yeah, I think it's a I I was fascinated. I'm so glad that you went into the 1.1 because we had talked about that pre-show and I was just very fascinated of like, my gosh, like that's so much for people. That's so many things. Like there's a financial dollar amount, which I love because I think dentists really do. Like that's an easy one for me to be like, gosh, like me delaying this decision can cost me that much. But I think like there's also you still have to go through the   growth of learning to run a business. So not only is there a financial delay, but there's also the growth of you getting good at running a business and having it profitable and being able to make this thing run longer. And then you have more opportunities like I think about yourself. And the longer you're able to build this practice and like maybe do multiple like there's to me that's like such a it's fascinating. And I think I think the the call to today is there are some people that definitely are meant to be owners and there's some that aren't.   but I think if you have that itch, that scratch, I would really ask yourself, like, what truly are you waiting for? And when are you going to know that you're actually ready? Like you're never going to feel ready to have a child. You're like, I need to get these ducks in a row. Well, those ducks get in a row and then you got seven more ducks that come behind that you're like, I need get those in a row. So to me it'd be if I'm really wanting to buy a practice, what things do I need to have? Cl schedule a call with Brian. Like, I think Brian, this is why we put you on the podcast. I think you're fantastic. You don't put people into weird zones. you're very much like   If that dentist is producing and you don't do those skills and you don't do those type of procedures, don't buy that practice. Like you're not, you're gonna be broke. You're very, very pro making sure people feel confident and that they're able to buy it. And I think it's like buying a home. I remember when I first like went and talked to somebody about buying a home, I had no freaking clue and I wish I would have known more. But like until you start having the conversations, I think it can feel more daunting than it actually is. Then from there, like listen to the podcast, start listening to there's our podcast, there's other podcasts out there, start reading up on how to buy a practice.   But I think to me, there is like two parts to it. One is finding the right practice. Like what you buy, and I say like eyes wide open when you're looking in, and then rosy glasses as soon as you sign on that dotted line, and you're gonna see a lot and you're just gonna deal with it. From there, make sure you got somebody really solid in your corner. Like our practices, as soon as they buy, we take them on. I try to get them two to three months before they close. I wanna make sure we're getting things in. If you don't close on time or things happen, no problem. We're gonna pause you, get your practice in place. Like it's happened twice in hundreds of offices we've helped.   But then, like from there, just have somebody in your corner, somebody who's gonna help you grow in your first year. Most practices are seeing like a 10 to 30% increase in their first year. So if I'm buying a one million dollar practice, that's a hundred to three hundred thousand dollar uptick just by having somebody in the corner. That's very conservative. A million dollar practice, like we are usually growing those exponentially. But like you don't have to stress and freak out. Hey, I'm pinned.   Brian Hanks (21:45) Yep. By the way, I I d pin put a pin, put a pin, Kiera. You you gotta you gotta underline that. Yeah.   That's like underline that, underline it. Like keep going, keep going. I I'm throwing you off. I'm interrupting you, but like I will tell you the   Kiera (21:59) Yeah.   Brian Hanks (21:59) average buyer I talk to on the phone is so scared of patient attrition. They're like, Kiera, like   I'm gonna have 10%, 20%. What if 50% of the patients don't show up? Listen, that's a real fear. By the way, I want you to have that   Kiera (22:10) Right. Mm-hmm.   Brian Hanks (22:12) fear when you're like doing the margin on my crown, right? Like again, it's your superpower dentist,   Kiera (22:16) Mm-hmm.   Brian Hanks (22:17) but like my stats show exactly the same thing, Kiera is saying I have data to support what Kiera is saying that the average   Kiera (22:22) Mm-hmm.   Brian Hanks (22:24) dentist doesn't they have a negative attrition, which is just two negatives, right? So it's a positive. They the average buyer has more enthusiasm, they've got some more energy, they're gonna update the website, they're gonna maybe get rid of.   That one employee that everybody kind of knew probably s needed to go. And suddenly the practice is just gonna it's gonna take off. Ten to thirty percent. That's yeah, right in line with what I'm seeing. That's awesome. So sorry, I I'm interrupting you, keep going.   Kiera (22:47) Mm-hmm. And I think, no, y you are always this is a conversation. It's not like a dictation. So we're like this is real life rift here. I just think people like when you look at it, I think you're more capable than you think you are. I know that you can get the skills, you can figure it out. Like you said, I'm always like, okay, play the what ifs, lose 50% of your patients. Great. Well, we're gonna take those 50%. And there's ways you can actually grow a practice without even needing to have more new patients.   So   we're gonna maximize all those, we're gonna optimize them. You're going to pull in more people. Like it is one of those things that I'm like, I have yet to have a practice go bankrupt. So knock on wood, like you can be my first challenge accepted. Like I feel very confident that I'm not like, unless you completely botch it and you go into malpractice, like we're probably gonna be just fine. So odds of it happening, so minimal. Are you gonna be a little stressed out? Yeah. Like, welcome to business ownership, but you're also looking for growth, and that's why you're being called to this moment. Like   It will not go away. That itch will not go away until you scratch it. And scratching it, and I love that you said like they're waiting five years and that's a $1.1 million minimum. There's so many other pieces to it. So I think I think a lot of dentists like to have facts. I think a lot of dentists like to have that decision make logical sense. And then we back it up with emotional reasons. And I think it's a wise way to make decisions. But I I would just say if you're even remotely curious, like start going down the path. I know when I was going to buy a house.   I needed to go find out, like, I don't know about lenders, I didn't know about interest rates. I did and until you get into it, just like you wanted to be a dentist, but until you got into it and you started working on that type it on and you learned about dropping the box and like waxing it up and working on Dexter and then taking x-rays, like you didn't know it. And I think most of the time the fear comes from the lack of knowing. I will also say, and I've seen this a lot, Brian, a lot of dentists feel like because I'm a doctor and I'm a dentist, if I buy a practice, I should know how to run a practice. And   Brian Hanks (24:38) And   Kiera (24:38) I just want to like   Scratch that out. I want to tell you that that's not true. But I know a lot of you come in feeling like but Kiera, I'm a dentist, or Brad, I'm a dentist, like I'm a doctor, like people expect me to know this. And I want to say you think people expect you to know that, but the reality is you don't. You just need to be scrappy enough to figure it out. No one's expecting you to know anything. Honestly, you probably know way more than you think you do already. But I I want to just cut that because I know a lot of you have perfectionism like fear of being exposed that you're not that great.   Except that you don't know how to run a business just like you didn't know how to prep a crown, but you learned that and you're gonna learn how to do a business and you're gonna do it exponentially well because you are so detail oriented and you're gonna hire a great team around you, hire great coaches around you that you're literally like it's impossible for you to fail. And so I think Brian, like kudos on it, kudos on the stats, any other thoughts that you have around people and like how do they get to the nitty-gritty of actually going through   Brian Hanks (25:26) Let's get some yeah. I'll hit I'll hit you with more stats. Yeah.   Kiera (25:31) that.   Brian Hanks (25:32) Some more facts for dentists. You and you mentioned the failure rate. What is the actual failure rate in dentistry? It's it's 0.14% of dentists go bankrupt. Okay. And it's always, always, always one   Kiera (25:43) Incredible.   Brian Hanks (25:43) of three things. It's drugs, divorce, and then jail. You know, some kind of felony that doesn't have anything to do with practice. so you stay away from those   Kiera (25:51) Yep.   Brian Hanks (25:52) three things and you're guaranteed not to go bankrupt.   And it so what do dentists actually need to buy practice? We've done a good job of pumping people up, given the rah-rah speech. What do you actually need? You need five things, okay? and I almost guarantee you, unless you're in dental school right now, listening to this, you have the five right now. All right. almost guaranteed. and I'll go from hardest to easiest, Kiera. Okay. Hardest for people to get is you need 50k   Kiera (26:18) Okay.   Brian Hanks (26:19) cash. You need some cash. 50k is your magic number.   Has to be liquid. It's gotta be in a checking   Kiera (26:24) Mm-hmm.   Brian Hanks (26:24) savings money market account. Can't be in an IRA or home equity or something like that. but you need that money to show the bank that you're responsible. And by the way, you don't actually hand that money over to the bank. You keep it. Yeah, the bank just wants to see that you have some money to see that you're responsible.   Kiera (26:39) Mm.   Brian Hanks (26:40) And if you know COVID shuts us down again, can you still pay the bank the bank back a few months? All right. So most people have that.   Kiera (26:46) Mm-hmm, mm-hmm.   Brian Hanks (26:47) They've got fifty K or access to fifty K. That's like a side thing we could talk about.   Kiera (26:51) Totally.   Brian Hanks (26:52) Yep.   Kiera (26:52) Mm-hmm.   Brian Hanks (26:53) you need production history. You got to be able to do about 80% of the production of what a seller could do. So million-dollar GP practice, let's say 250 of that Kiera is hygiene, means the doctor was doing 750k a year in production. that means you as an associate need to do about 600   a year   Kiera (27:12) Mm-hmm.   Brian Hanks (27:12) to buy a million-dollar practice. Okay. Most associates listening, you know, public health, military, there are some special exceptions where we need to learn how to count.   procedures and things   Kiera (27:22) Mm-hmm.   Brian Hanks (27:23) like that. But most associates, they can do 600 to buy a million dollar practice. Okay, the 80%. most dentists don't have any problem with numbers threes and four, number three and four. Number three is you got to have a credit score over 680. It's pretty low. And it's a green light, red light. 681 credit score gets you the same interest rate as an 820. And and then you need a clean credit history is number four. And so no bankruptcies, no short sales, or a really good story.   Behind a bankruptcy or short sale. And then you need one year of experience out of dental school or a residency program. GPR, AEGD, specialty program, whatever it is. If you're in a residency program, you could buy a practice the day you get out of your residency. So that's it. And so technically, Kiera, you need number six. Number six is you need a practice to buy. And I'll be I'll be really blunt with people, that's the   Kiera (28:17) Mm-hmm.   Brian Hanks (28:17) hardest step.   Finding a good practice to buy is the hardest thing because everybody   Kiera (28:21) I agree.   Brian Hanks (28:22) wants to look for the practice in their pajamas. They think it's like buying a house. Like I'm gonna go on the MLS and I'm gonna look   Kiera (28:28) Mm-hmm.   Brian Hanks (28:28) for a dental practice. There is no such thing as the DLS, there's no dental listing service. And so if you're in your pajamas looking for a practice to buy, it's   Kiera (28:34) Mm-hmm.   Brian Hanks (28:36) not there. Sometimes it is, which is why people do it, but it's almost certainly not there, especially in the city you want to live right now. and so we'll have a podcast episode about how to   Find a practice well. But the sh here's the short version is you go talk to dentists. Build a network of dentists that know like and trust you. That's the   Six things and and most associates have And so attitude, like don't let us stop you, don't be scared. Like we did the like pump you up version of the speech. And here's the facts to back that up, is it's not actually that hard. Like with those six things, banks will not only give you a hundred percent of the purchase price, they'll give you a hundred percent of the purchase price, and then they'll hand you another seventy-five K in cash just to make sure you don't run out of money on the first day. Sometimes it's a hundred K. I've seen d banks give two hundred thousand dollars in cash.   Kiera (29:21) Mm-hmm.   Brian Hanks (29:21) before they even walk through the doors with you know the key in hand as an owner. So it's awesome. If if you're thinking about ownership and nine out of ten dentists are at some point in their career, it's it's really not it's not it's simple. It's not necessarily easy, but it's simple.   Kiera (29:41) Yeah. And Brian, even on the I've been talking to the Bank of America guys, and they were like, we even give like thirty to forty thousand to a new startup practice for consulting fees in addition to our working capital because   Brian Hanks (29:52) Yeah.   Kiera (29:53) we know that it's also going to help grow them. So there's so many pieces, and I think you've just listed off like really, I agree, like finding the practice and like sending out the postcards, getting to know the network, finding the dentist, like the practice that actually works for you, finding a seller that wants to sell for the price that you want.   I agree with you 100%. That is the hardest part. But I think Brian, you did an incredible job of breaking this down from the like, okay, you're probably gonna do it. Nine out of ten is do buy that. What are the exact steps that I need to take for this? And then I agree with you. Like, absolutely a follow-up podcast on like how to actually find a practice. But Brian, I'm curious if people are interested, like they want to start connecting and like this is what you do. And I know you guys are really generous with your time. How do people connect in with you to like even start the process? Like, again, I feel like curiosity.   Is the best place to be. Like let's just ask the questions. Let's figure it out. So Brian, how do people get connected in with you?   Brian Hanks (30:41) Pop over to Amazon, type in How To Buy A Dental Practice. That's the book. if you want, by the way, if you want a cheaper copy, you can go to the website. The website is DentalBuyerAdvocates.com. I'm happy to ship it to you like as a publisher copy, no strings attached. but yeah, just pop over to Amazon, DentalBuyerAdvocates.com. Care if people want to email me directly. I always offer this. And it's so fascinating to me how few people actually take me up on it. I would be more than happy to have a half an hour conversation with whoever you are, free of charge.   Send me an email, Brian@BrianHanks.com. It's B-R-I-A-N and Hanks like Tom Hanks. So yeah, that's how you get a hold of me.   Kiera (31:20) Amazing.   Well, Brian, thank you for breaking this down and for all of you listening. I hope that today was just a really insightful podcast for you. I hope it gave you the facts to back it up. I hope it gave you the emotional piece. I hope it gave you kind of the like step by step by step of how to get there. I'm so grateful for Brian being here. Everybody connect in with him. And for all of you listening, thank you for listening and I'll catch you next time on the Dental A Team Podcast.  

A confluence of factors from climate change to affordability are bringing residents back to the Midwest.Regions that saw an exodus of manufacturing and population are now seeing an influx of tech jobs, and residents.On this hour of All Sides, we're talking with a panel of experts about whether we're seeing the end of the Midwestern exodus.Guests:Bradley Schurman, demographic strategist, author, founder/CEO of Human ChangeBart Elmore, environmental and business history professor, Ohio State UniversityJason Reece, city and regional planning professor, Knowlton School of Architecture

A confluence of factors from climate change to affordability are bringing residents back to the Midwest.Regions that saw an exodus of manufacturing and population are now seeing an influx of tech jobs, and residents.On this hour of All Sides, we're talking with a panel of experts about whether we're seeing the end of the Midwestern exodus.Guests:Bradley Schurman, demographic strategist, author, founder/CEO of Human ChangeBart Elmore, environmental and business history professor, Ohio State UniversityJason Reece, city and regional planning professor, Knowlton School of Architecture

Late last night, three bleary-eyed Hacks convened to discuss the results—or what we had of them—from yesterday's Midwestern primaries. Axe and Heilemann were joined by legendary Democratic Hackeroo Addisu Demissie to break down the lessons from last week in Michigan and this week in Wisconsin and Minnesota. The Hacks dig into what it all means for the midterms, the evolving dynamics of the DSA within the Democratic Party, the polling industrial complex, and so much more! Photo by Stephen Maturen via Getty Images Learn more about your ad choices. Visit podcastchoices.com/adchoices

Do you prefer retaining the employees you have rather than constantly hunting for new ones? Kiera shares an example of a practice that evolved from high turnover to solid team retention, and how effective leadership played a critical role in keeping people long-term — plus how you can craft it for your own practice. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team Listeners. This is Kiera. And today I want to chat with you guys about hiring and staffing and retention. I think this is something that a lot of you are struggling with. I think it's just, I don't know, it's just annoying and it's obnoxious and it's just part of what we are dealing with now. But I think that there's a lot of solutions that we can do that I think a lot of people aren't thinking about. So with that, I want to give some tips of like what we can do to retain team members more than having to hunt for them.   So I know that there's ways for us. I know there's a lot of things. And we're gonna just kick it off today. So I'm excited for you because what I found is there's probably a good way. And I was talking to an office about this. I'm really excited to share some some office growth that I've watched in office over the last five years evolve from team turnover to incredible team retention. and I really do think that a lot of it has to do with leadership, a lot of it has to do with growth and   what we can do is to solve that retention rather than needing to always hire. Now, there's always going to be hiring. So we're going to kind of talk through both of it, but also like what things can we do to retain our team that we have. Dental A Team is a consulting company where we work nationwide, we work across the globe. We work with private practices, multi-locations, we work virtually and in person. We have an incredible community where we come together in in-person masterminds, sharing the best of the best. And we're from startup to multi, multi-millions.   And I'm obsessed with helping you say yes to more in your life. And that stands for you, focusing on you and your vision, getting your team aligned, earnings and making sure you're profitable. And then system structure and scalability, really truly making sure that you guys are set up for success so you can say yes to more in your life. our goal is to positively impact the world of dentistry in the greatest way possible. And I'm obsessed with you. I'm obsessed with your practice. I'm obsessed with your team. I'm obsessed with your struggles, I'm obsessed with your wins.   And I'm here to help make your life easier. I'm very big on tactical practicals. So if this podcast has served you in any way, shape, or form, please share it with a friend, share it with a colleague, share it with someone who you feel like it could brighten their day. Post it in a Facebook group, post it online, leave us a five-star review. Anything that you do helps us spread our mission. My goal is to be in the ears of every single dental practice out there because I believe that dentistry is special. It's sacred. It's   It's a zone where we're able to change people's lives. And I'm so excited for you to be here. I'm Kiera Dent. I'm obsessed with all things dentistry, including my last name. So let's kick it off and let's start seeing of how we can figure out where and what we can do for this retention piece. So, number one, I feel like so I was talking to an office today. Me and the doctor, I said, it like this doctor has an incredible team. I think they've got 20 team members. most of them are women. There's two male doctors there.   And I said, I watched you. You went from like four operatories to now we've got 15 operatories. The team has grown. And I said, What do you feel makes this place special? Like team members love working there. And I was like, what is it? So much so that they're all like recruiting from other offices and bringing people here and saying this is the best office they've ever worked for. I was talking to one of the team members and they said, I no longer have the Sunday scaries. I don't get stressed out at work. This is my second family. Like team members are telling me this as a consultant. Usually I and I asked them like,   What do you guys need help with? And most of them are like, we're just really happy. So I was asking the doctor and the team, I was like, what is it about this place? I asked both sides of the coin because I was like, what is it? I'm obsessed. This is one my favorite things to dig into practices. And maybe I'll get this doctor on the podcast and share from theirs. I'll just share kind of some snippets from today. And the doctor told me, he said, Kiera, I'm just really big on treating people like people. He's like, I'm never gonna expect them to have work be more important than their families. he's like, I want to make this into a lifestyle practice where   We work seven to three a lot of the days so that way they're able to get home and be with their families, but we're still able to like work hard and take care of patients. I have never seen a practice where they literally leave at five o'clock. And this is in California, like it's not for overtime. They just work hard and they get home and they go be with their families. if they have time and they need to like take care of their kids or they're sick, they are able to take care of them. they expect them to work hard and they all do work hard and they build really great people there. I asked the team, I said, What is it about this place? And they said, Well, I think it's the fact that   Like our doctor trusts us and they let us do things. And but it's wild. Anything I asked this team to do, literally, I was like, let's do morning huddle prep sheets. Let's treatment track. They don't fight with me on it. And a lot of teams do. And so I was like, okay, this is fascinating. The team is very accommodating. They're willing. They want to. All of them were so excited to morning prep huddle prep. Do you how many teams are like, womp, womp, womp? So much extra work. This team was like, Yeah, absolutely, we'll do this. We'll take care of it.   I had them roll out route slips. They did it. Like no pushback. And I was just, it's fascinating to me. And I think something I'm picking up from this is one, they really do hire for great culture. Two, they see potential in people. Three, they really do treat this as like an amazing place to work. Like the doctor is just getting so excited. They're talking about putting a gym in there. Like fun things to make this where they make their life incredible. And I watched the doctor just get like twinkly-eyed about getting so excited to.   Do these surprises. They took their team on a cruise and just for fun. Like it was just a fun thing that they did. And when I think about all of that, this office used to struggle to hire. And now they literally most of their employees that they've had in the last three years have all come referral-based. and I think about Dental A Team, the bulk of our team is coming referral-based. And they're coming back and they're sharing with people, and their friends are interviewing with us.   And I think about that, and I'm like, as a business owner, I think that that's the greatest compliment. If your team is willing to refer their friends, their colleagues to want to come work here because they love it so much, you're doing something right. And people stay where there's a great, incredible culture. And so hearing both sides of the coin, hearing what team members are loving, hearing what doctors are loving, there's so many other ones. I've got another doctor, they've got team members, I've been with them for 12, 15 years. And I asked that doctor, I said, what   What do you do that makes people want to stay with you for so long? And this doctor said, you know, Kiera, I think it's that I really listen to them and I have clear expectations. They know what it is. That office also, like when we say we're gonna be there at 12 o'clock, they are there at 11:55 with their notebooks and their pens. I think that a lot of these practices, so one of the pieces I see is people really do stay where expectations are clear. Both of these offices have high standards, both of these offices expect a lot, both of these offices work really hard.   Dental A team is no exception to that. and I think having clarity, I think having clear job descriptions, I think having clear expectations from all leaders, I think team members knowing if they're winning or losing, you define it. You define it for them. And I really do love that there's clarity all the way around. Like both offices have different expectations, but both offices have them clear. The team knows how to win, the team knows what's expected, and both offices really do treat their team.   like humans. They I just watch and I watch these cohesive teams and there are clear expectations, but there's also a space where they they want to be there. There's this want, there's this draw, there's this happiness, there's a lightness about it. But they're hitting great goals. And so I think clarity really can create confidence for team members. So that's that's a good space. Another thing I notice with these offices and with teams is   people really do want growth, not just like an employment path. So, what is growth in that practice? How do people evolve? How do they grow? Like, what is a development plan? All these offices have regular one-on-ones. And one-on-ones can be about performance, one-on-ones can also be about what they want in their personal life, what they want in their professional life, what that looks like. And talking about growth opportunities, for me, every single year at the end of the year, I talk to my team about what their personal and professional goals are.   When people join our team, they take a survey of what they want their personal life to look like in their next one year, five years, 10 years. and as a leader, I'm obsessed with making their dreams become a reality. So how can we make those dreams become real for them? How can we figure it out? anything we can possibly do? Let's give opportunities, let's find ways. It doesn't always have to be with work because sometimes you're gonna tap out once you're at a certain level as a dental system. That's kind of where you're gonna be. But can they learn?   To do for an office work? Can they grow in other areas? Can they become a mentor consult or assistant? What ways can they grow? can we grow them personally? Can we send them to CE courses where they're personally growing, not just professionally growing? what's the training and development we can do? I know there's an office, another office I know of, and they hired Dave Ramsey. And so everybody who wanted to learn about financial management, they were able to do it. I know I've had offices where I teach them about how to do investments a little bit.   like very small, like high yield savings accounts and the things that they're able to do. growing people as people, not just as employees. Like that, I don't know. I think as an employer, one of our greatest gifts is to be able to like grow people to make their dreams become true, to look for opportunities to help them become the best version of themselves, and really just having pasts and plans and   Knowing your team, knowing them as humans. as our company grows, Britt and I talk about this often. I'm like, Britt, how do we grow and still maintain this authentic one-on-one seeing people as people in our company? Our mission has slightly changed to where we're so focused on growing practices, but it's one person, one life, one practice at a time. And I'm very obsessed about being obsessed about the individual. How do people feel   in a large organization, how do they feel like they're still seen as a person? How do they feel like they are being grown as a human? And I think the more you can do one-on-one growth conversations, the more you can invest in them in humans. And it's crazy because I think as management gets bigger and you have leaders and you're not as involved as a CEO, finding ways where you're not overstepping your leaders and you're able to still stay connected to them as humans. I was hired we just hired a   A new C-suite member on our team. And I was talking to him, and I was like, okay, this person's favorite tree is this, and this person's favorite thing is this, and this person's favorite thing is that. And when I finished, I thought, no matter how large our organization ever gets, I want to make sure that all of my team members, all of our clients, always feel like they are like one in a million, and they are that one, and that they are seen as that one, that they are so valued.   even in a large organization. There was the Dean of Midwestern when I worked with him. His name is Dr. Gilpatrick. And I remember he knew every single dental student's name. He knew my husband's name. He and we're talking, there were hundreds, and I remember being like, whoa, that's so impressive. I want to be like Dr. Gilpatrick and I want to know everyone's name and I want to remember their names. And at the time I was not great at that. And this is a skill I really had to develop. but people loved Dr. Gilpatrick and we were talking, I don't know, it was probably I think 150 people per class.   We had four classes in there. So at any given time, there's probably 600 students plus spouses. Dr. Gilpatrick knew every single one of them by name and knew something personal about them. Would ask me how my husband was doing, would ask how Jason's doing in pharmacy school. So it wasn't just my husband. It was by name and what his profession was and what he was going to school for. That type of intentionality as a leader, people don't even get that from their family. People don't even get that from their spouses. And as a leader,   You can show them that they're important, that they're valued, that they're loved. One of the greatest things that you can ever do. And then I think another piece for being able to retain great team members. Yes, we need to hire, but you're gonna be able to hire if you have a great culture. another great thing is is to actually build a great culture. So what are the things of what is your culture? For us, I literally have them read like what our culture is and values we live by, and all of our team knows core values and   I've set it up to where they core value shout out each other every Wednesday. As a leader, like I get a little teary-eyed on this part. to show up and to hear my team calling each other out. I'm not there a lot of Wednesdays. I'm not there at a lot of our meetings anymore. And when I do get to be there, to just watch each other love each other. to see each other help each other out. We're a virtual team, guys. Like they don't even live by each other.   And see marketing and consultants call each other out to positively praise one another, to offer to help, like shout out to Pam. I know she listens to the podcast a lot. Pam is always willing to help. And I see her go behind the scenes and help people get their numbers entered and to have our marketing team love on our consultant team and to have our consultants love on our like C-suite team and to have our C-suite team love on our VA team to watch them call out core values to each other.   To watch them do Thankful Thursday. to like see people as people. I know our team's getting bigger, and I keep getting like, like when we run leadership meetings, I'm always like, no, it's always personal and professional wins every single week. And I'm so big on that. I'm like, that takes so much time. And I'm like, that's how you connect. The times how you connect, that time's how you make people feel seen, heard, and loved. I can't tell you how many times in these meetings I learn about my team's struggles. We learn about   people get connected. There's a a game I play in office called the Silver Thread, I think is what it's called, or like connected thread. I don't even know what it's called, but I get people in groups of four usually and I say, All right, you guys have to come up with four things that you're connected by. And I I have people that don't know each other. I sometimes get in the group, and what I found is every single time they're able to come up with four things that they all have in common. A lot of times it's holidays, a lot of times it's songs, but it's so fascinating because no matter what group you're in.   People are connected, people are striving for community, people rally with each other, people want that connection. And so to be able to have your team come connected as a culture, these are just the little things. These are where people feel safe, they feel seen, they feel heard. addressing issues early, like having leaders that support, having people that connect in with their departments, having people that grow their departments. I also think making sure the standard is like not what you preach, but what you tolerate.   And looking at what you tolerate, and is that really the the standard of what you're going to to have? Like, do not destroy your top performers by tolerating poor performance of the lower performers. Hire great talent. Expect people to be at the same level. People love to be surrounded by A players. Like, so hire A players, create a culture of A players, create a culture where they love each other, create a culture where they're connected to each other, create time for them to bond. Like,   Because we have a virtual team, you have it so much easier in an in-person team. There's so many things. You can have potlucks together. You can have book clubs together. You can work out together. You can do painting nights together. You can go to sports games together. Get people connecting as people. and always recognize that in culture, your entire team is always watching you and what you're willing to tolerate, what you're willing to accept. They're watching you like a hawk. And I think about when I have to make hard decisions or ones that I don't want to do.   I had to remember I got an entire team of eyes watching and seeing what we as leaders will do and what we will not do. I remember when I was first a manager, I tolerated some really poor performance. And I remember there was a hygienist. I remember exactly who she was. I remember the exact day. I remember her name. She came in and she said, Kiera, I have lost so much respect for you. And that was duly served.   I was not being a leader. I was not having the conversations I needed to have. I was not holding team members to the high level of accountability that we had. I was not creating a culture. I was just squawking. I was seagull managing. I come in, I say a lot of words, and I shiz all over and I leave. That's not the way we create culture. And I think when we talk about hiring and having staffing, having a kick a culture, having people where   They love to work there where they want to refer their friends, but that doesn't mean they get everything they want. You can have high standards and have people obsess about it. People love to work hard. People love to be a part of an organization that's growing and innovating and creating. And they want to be a part of growth. Like growth equals like progress equals happiness. These are the ways that we create and retain. And so it's one of those things of creating clarity, creating growth, protecting your culture, having it be a space where people are obsessed with working there.   Finding out, talking to people, getting in, hearing what's going on, having leaders that really are developing their team, you pouring as a leader, like as a CEO into your leadership   team, like that is where I pour the bulk of my energy to trickle down to love because I can't do it, nor should I. I want leaders to rise up. You want leaders to rise up. But I think more than even hiring and attracting is how do I build a culture that people are obsessed with?   How do I create raving fans? And that does not mean they get everything they want. Think about spoiled rotten kids who are getting everything they want. They don't respect their parents. Think about the kids who respect their parents, who love their parents, who are raving fans of their parents. They work hard. They've got accountability. They've got structure. They've got discipline. Same thing in an organization. how can you be the best leader? That doesn't mean the most loved. I've said this quote before and I'll say it again. You're gonna be loved as a leader, you're gonna be hated as a leader, and where I hope you ultimately land is respected as a leader.   And that is a zone of like hiring and staffing is not just about hiring. It's about having an environment where great people want to stay. And so I'd ask yourself, look at it. Look at our company and see how do I create this into a practice where people don't want to leave, where people are obsessed, where I have high performing people that want to be here. Look at yourself as a leader, look to see what you're tolerating, look to see what you can change, ask your team.   Be careful how you ask because I found that self-reported oftentimes is based on the week. And if it's a bad week, I get bad reports. but really look to see how are people performing? What things do you want it to be? What things do people talk about? Why do they love it here? There's books so called I I love it here. Read culture books on how you can produce these great cultures. We had a podcast where I talked to a Chick-fil-A owner and how they create these raving fan cultures there.   But really, I think on hiring and retaining, it's about retaining. Because great teams that retain have word-of-mouth referrals left and right. People crave to work in great environments. People crave to work with great leaders. People crave to be there. And then when you are hiring, have those. Have your team have testimonials. We have a lot of testimonies where we've got video testimonies of our team where they're obsessed with working here. And when it doesn't work out, that's okay. This is not the place for everybody. Your place is not the place for everybody. Your place is for the right people.   But hopefully there's some tacticals in here for you to take, for you to look at it. And if you need help, this is a zone. We've turned around a lot of cultures. We've turned around a lot of leaders. We've had, we've said the uncomfortable things. I've had a lot of coaches give me uncomfortable advice. but really truly it's a space where I believe if you can think about how do I retain the right people, how do I attract the right people, how do I create this as a practice where people work hard, they play hard, they love being here, they don't get the Sunday scaries.   that's the place where people are gonna want to stay. They're gonna wanna cleave, they're gonna wanna like cling on and just be obsessed with you and refer all their friends. Have that be your standard, have that be what you want to be. And I promise you, hiring will be no longer as hard of an issue for you. And then be cautious on who you hire. Make sure you're always hiring for that culture, for the standards you want. A players make life a lot easier. And I know they're not always there, but seek after them, find them, and retain them.   If we can help you guys in any way, we help build leadership systems. We help build accountability. We help build cultures. We help turn cultures from maybe negative cultures to positive. We help leaders. We help CEOs. office managers sometimes are struggling with their doctors. Let's have those open conversations. Let's mediate between the two and help you two have uncomfortable, healthy debate conversations to where you guys can grow and flourish. I'd love to help you out. I'd love for you to just have a team that you're obsessed with.   I'd love for you to be like the doctors I I said, where they love their teams. They love working there. but it's not done out of entitlement. It's done out of accountability, empowerment, love, and great cultures. So reach out. Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast.

Exposure to a highly toxic weedkiller called paraquat is tied to a person's risk of developing Parkinson's disease. Lawmakers in Missouri and other Midwestern states have tried to pass measures banning paraquat. But as the Midwest Newsroom's Luke Nozicka reports, their efforts have stalled this year.

Childcare costs in Missouri and Kansas can now rival a mortgage for working families, but two Midwestern lawmakers are fighting to change that. Plus: After the Affordable Care Act tax credits lapsed, healthcare premiums spiked for millions of farmers and ranchers.

Becoming Utopia: History, Heritage, and Sustainability in the American Midwest (U Nebraska Press, 2026) centers on the tiny community of Bishop Hill, Illinois, whose marketing materials call it “Utopia on the Prairie,” home to a radical communal religious sect that emigrated from Sweden in the 1840s. Through rich textual and ethnographic analyses, Dr. Margaret E. Farrar and Dr. Adam Kaul tell the story of what happens when a small, historically significant Midwestern community negotiates the contradictory impulses of twenty-first-century place-making. At first glance, Bishop Hill is simply a small heritage tourism destination in Midwestern flyover country, but further inspection reveals it to be a complex place that mixes a deep nostalgia for the past undercut by complex origin stories of displacement and colonialism, an active historic preservation movement amid futuristic green energy technologies built by multinational corporations, and a commitment to localism in the context of omnipresent globalization. Based on fifteen years of fieldwork, Becoming Utopia is an interdisciplinary contribution to conversations about the importance and meaning of place-making, heritage-making, and sustainability (social, economic, and environmental) in the twenty-first century. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/anthropology

Becoming Utopia: History, Heritage, and Sustainability in the American Midwest (U Nebraska Press, 2026) centers on the tiny community of Bishop Hill, Illinois, whose marketing materials call it “Utopia on the Prairie,” home to a radical communal religious sect that emigrated from Sweden in the 1840s. Through rich textual and ethnographic analyses, Dr. Margaret E. Farrar and Dr. Adam Kaul tell the story of what happens when a small, historically significant Midwestern community negotiates the contradictory impulses of twenty-first-century place-making. At first glance, Bishop Hill is simply a small heritage tourism destination in Midwestern flyover country, but further inspection reveals it to be a complex place that mixes a deep nostalgia for the past undercut by complex origin stories of displacement and colonialism, an active historic preservation movement amid futuristic green energy technologies built by multinational corporations, and a commitment to localism in the context of omnipresent globalization. Based on fifteen years of fieldwork, Becoming Utopia is an interdisciplinary contribution to conversations about the importance and meaning of place-making, heritage-making, and sustainability (social, economic, and environmental) in the twenty-first century. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Becoming Utopia: History, Heritage, and Sustainability in the American Midwest (U Nebraska Press, 2026) centers on the tiny community of Bishop Hill, Illinois, whose marketing materials call it “Utopia on the Prairie,” home to a radical communal religious sect that emigrated from Sweden in the 1840s. Through rich textual and ethnographic analyses, Dr. Margaret E. Farrar and Dr. Adam Kaul tell the story of what happens when a small, historically significant Midwestern community negotiates the contradictory impulses of twenty-first-century place-making. At first glance, Bishop Hill is simply a small heritage tourism destination in Midwestern flyover country, but further inspection reveals it to be a complex place that mixes a deep nostalgia for the past undercut by complex origin stories of displacement and colonialism, an active historic preservation movement amid futuristic green energy technologies built by multinational corporations, and a commitment to localism in the context of omnipresent globalization. Based on fifteen years of fieldwork, Becoming Utopia is an interdisciplinary contribution to conversations about the importance and meaning of place-making, heritage-making, and sustainability (social, economic, and environmental) in the twenty-first century. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/environmental-studies

Becoming Utopia: History, Heritage, and Sustainability in the American Midwest (U Nebraska Press, 2026) centers on the tiny community of Bishop Hill, Illinois, whose marketing materials call it “Utopia on the Prairie,” home to a radical communal religious sect that emigrated from Sweden in the 1840s. Through rich textual and ethnographic analyses, Dr. Margaret E. Farrar and Dr. Adam Kaul tell the story of what happens when a small, historically significant Midwestern community negotiates the contradictory impulses of twenty-first-century place-making. At first glance, Bishop Hill is simply a small heritage tourism destination in Midwestern flyover country, but further inspection reveals it to be a complex place that mixes a deep nostalgia for the past undercut by complex origin stories of displacement and colonialism, an active historic preservation movement amid futuristic green energy technologies built by multinational corporations, and a commitment to localism in the context of omnipresent globalization. Based on fifteen years of fieldwork, Becoming Utopia is an interdisciplinary contribution to conversations about the importance and meaning of place-making, heritage-making, and sustainability (social, economic, and environmental) in the twenty-first century. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/sociology

Becoming Utopia: History, Heritage, and Sustainability in the American Midwest (U Nebraska Press, 2026) centers on the tiny community of Bishop Hill, Illinois, whose marketing materials call it “Utopia on the Prairie,” home to a radical communal religious sect that emigrated from Sweden in the 1840s. Through rich textual and ethnographic analyses, Dr. Margaret E. Farrar and Dr. Adam Kaul tell the story of what happens when a small, historically significant Midwestern community negotiates the contradictory impulses of twenty-first-century place-making. At first glance, Bishop Hill is simply a small heritage tourism destination in Midwestern flyover country, but further inspection reveals it to be a complex place that mixes a deep nostalgia for the past undercut by complex origin stories of displacement and colonialism, an active historic preservation movement amid futuristic green energy technologies built by multinational corporations, and a commitment to localism in the context of omnipresent globalization. Based on fifteen years of fieldwork, Becoming Utopia is an interdisciplinary contribution to conversations about the importance and meaning of place-making, heritage-making, and sustainability (social, economic, and environmental) in the twenty-first century. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/american-studies

Becoming Utopia: History, Heritage, and Sustainability in the American Midwest (U Nebraska Press, 2026) centers on the tiny community of Bishop Hill, Illinois, whose marketing materials call it “Utopia on the Prairie,” home to a radical communal religious sect that emigrated from Sweden in the 1840s. Through rich textual and ethnographic analyses, Dr. Margaret E. Farrar and Dr. Adam Kaul tell the story of what happens when a small, historically significant Midwestern community negotiates the contradictory impulses of twenty-first-century place-making. At first glance, Bishop Hill is simply a small heritage tourism destination in Midwestern flyover country, but further inspection reveals it to be a complex place that mixes a deep nostalgia for the past undercut by complex origin stories of displacement and colonialism, an active historic preservation movement amid futuristic green energy technologies built by multinational corporations, and a commitment to localism in the context of omnipresent globalization. Based on fifteen years of fieldwork, Becoming Utopia is an interdisciplinary contribution to conversations about the importance and meaning of place-making, heritage-making, and sustainability (social, economic, and environmental) in the twenty-first century. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/american-west

Becoming Utopia: History, Heritage, and Sustainability in the American Midwest (U Nebraska Press, 2026) centers on the tiny community of Bishop Hill, Illinois, whose marketing materials call it “Utopia on the Prairie,” home to a radical communal religious sect that emigrated from Sweden in the 1840s. Through rich textual and ethnographic analyses, Dr. Margaret E. Farrar and Dr. Adam Kaul tell the story of what happens when a small, historically significant Midwestern community negotiates the contradictory impulses of twenty-first-century place-making. At first glance, Bishop Hill is simply a small heritage tourism destination in Midwestern flyover country, but further inspection reveals it to be a complex place that mixes a deep nostalgia for the past undercut by complex origin stories of displacement and colonialism, an active historic preservation movement amid futuristic green energy technologies built by multinational corporations, and a commitment to localism in the context of omnipresent globalization. Based on fifteen years of fieldwork, Becoming Utopia is an interdisciplinary contribution to conversations about the importance and meaning of place-making, heritage-making, and sustainability (social, economic, and environmental) in the twenty-first century. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/book-of-the-day

By the Summer of 2021, Bart and Krista Halderson were living the quintessential Midwestern life. They owned a beautiful home in Windsor, Wisconsin, and a rustic family cabin up north in White Lake, where they loved spending time together. They were also preparing to cross the finish line of parenting. Their oldest son Mitchell was a successful tech professional, engaged and in the process of buying a house. Their youngest son Chandler was days away from moving to Florida to work for SpaceX. But on July 7th, 2021, the dream shattered. Chandler went to the police station to report his parents missing. Bart and Krista had gone up north to the family cabin for the Fourth of July weekend with an unknown couple. They never came back. Try our coffee! - www.CriminalCoffeeCo.com Become a Patreon member -- > https://www.patreon.com/CrimeWeekly Shop for your Crime Weekly gear here --> https://crimeweeklypodcast.com/shop Youtube: https://www.youtube.com/c/CrimeWeeklyPodcast Website: CrimeWeeklyPodcast.com Instagram: @CrimeWeeklyPod Twitter: @CrimeWeeklyPod Facebook: @CrimeWeeklyPod ADS: https://www.Ladder.fit/CrimeWeekly - Get a 7-Day FREE trial and $10 off your first month! https://www.HelixSleep.com/CrimeWeekly - Get 20% off sitewide! IQBAR - Text WEEKLY to 64000 for 20% off ALL IQBAR products and FREE shipping! https://www.TryFUM.com - Get a FREE gift with your purchase! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Chef Avishar Barua sat down with guest host Gloria Dawson to discuss his Columbus, Ohio, restaurants Agni and Joya's, what Midwestern food really is, and how he brings humor and value into fine dining. In addition to his restaurants, Avishar makes time for numerous speaking, consulting, and TV engagements. He discusses how these projects outside the restaurant have become a part of doing business as a modern chef and how he makes it all work as a self-described introvert.

Over the course of Donald Trump's second term, Democratic voters have expressed dissatisfaction with their party over what many view as an inability to stand up to the president and his broader movement. That dissatisfaction with the establishment has manifested in primaries in coastal cities across the country, where the progressive movement appears to be ascendant. On Tuesday, that test played out in Midwestern states, Michigan and Missouri.Within roughly two hours of polls closing, The Associated Press called the closely watched rematch between Cori Bush and Rep. Wesley Bell for the incumbent. In 2024, AIPAC and other outside groups spent more than $18 million to oust Bush from her Missouri district, and her defeat, along with New York Rep. Jamaal Bowman's, has served as a warning sign for Democrats not to be too progressive or too pro-Palestine.But by Wednesday morning, Abdul El-Sayed, who ran on Medicare for All and ending military aid to Israel for its continued genocide in Gaza, narrowly defeated Rep. Haley Stevens by less than 20,000 votes. According to AdImpact, the Michigan Democratic Senate primary saw $98 million in ad spending and reservations. At least $60 million was spent boosting Stevens or attacking El-Sayed, with more than $30 million from the American Israel Public Affairs Committee's super PAC, United Democracy Project — its largest spend in a single race ever, nearly double the then-record-breaking amount spent on Bowman's 2024 primary race.This week on The Intercept Briefing, host Jessica Washington and colleagues Akela Lacy and Jonah Valdez discuss what results from Tuesday's primaries signal for progressives and the broader left in the Democratic Party, especially in swing states and outside of coastal cities.Full transcript: https://interc.pt/4wgacXj Keep our investigations free and fearless at theintercept.com/join. Hosted on Acast. See acast.com/privacy for more information.

Chilean empanadas, Greek coffee, luxe Italian desserts and Midwestern pork fritter sandwiches: that's a sampling of items offered by new restaurants that opened in the St. Louis area in July. This month's discussion of the St. Louis-area food scene delivers notes on these additions. STLPR's Jessica Rogen and Abby Llorico also weigh in on locally-based chain restaurant closures and relocations (Baileys' concepts, Salt + Smoke, Syberg's on Market and Panera) — and mount a case for St. Louis to be the next city to host the James Beard Awards.

What happens when the song that started your band also becomes the song that brings it back to life?Tim Andrews joins B-Side Breakdown to revisit "Another Day in Paradise," the first song Arrows at Dawn wrote under their new name and a track that nearly became the band's final chapter. Tim shares how a familiar Midwestern phrase became the foundation for a song about betrayal, frustration, and refusing to settle for a life of quiet resignation. The conversation explores the band's early years, recording their debut album, nearly walking away from music after years of burnout, and how an unexpected friendship reignited the passion to create again. With a new lineup, new songs in the works, and live shows returning, this episode is about rediscovering why making music mattered in the first place.Follow Arrows at Dawn:https://arrowsatdawn.bandcamp.comhttps://www.instagram.com/arrowsatdawnThanks for supporting B-Side Breakdown — where the song is just the start of the story.Brett JohnsonHost, B-Side Breakdownhttps://www.bsidebreakdown.com#BSideBreakdown #ArrowsAtDawn #AnotherDayInParadise #TimAndrews #BehindTheSong #Songwriting #AlternativeRock #Grunge #IndependentMusic #MinnesotaMusic #MusicPodcast #NewMusic

It's summer vacation time for Jim and Patrick. And so Paul Hayden and Vasant Ramamurthy are guest hosts for Punks Weeks. Yes, plural.Part Six of their 10-part series is about Midwestern punk.Get with Rockin' the Suburbs on Apple Podcasts/iTunes or other podcast platforms, like audioBoom, Spotify, Google Podcasts, Amazon, iHeart, and TuneIn. Or listen at SuburbsPod.com.Please rate/review the show on Apple Podcasts and share it with your friends.Visit our website at SuburbsPod.comEmail Jim & Patrick at rock@suburbspod.comFollow us on Facebook, Instagram or Threads @suburbspodIf you're glad or sad or high, call the Suburban Party Line — 612-440-1984.Theme music: "Ascension Live 2024," by Quartjar. Visit quartjar.bandcamp.com

A small Midwestern town, a volatile relationship, and a disappearance that still unsettles everyone who remembers it. In this episode, Laura Nimoy traces the strange final night of Denis Anderson — a local favorite whose breakup with an intense ex‑girlfriend may have set off a chain of events no one fully understands. Through scattered memories, unsettling behavior, and a trail that stretches far beyond Wisconsin, Laura pieces together a story of obsession and fear that never quite resolves. What happened after Denis stepped into that orange Gremlin remains a mystery… one that lingers long after the case goes cold.

By the Summer of 2021, Bart and Krista Halderson were living the quintessential Midwestern life. They owned a beautiful home in Windsor, Wisconsin, and a rustic family cabin up north in White Lake, where they loved spending time together. They were also preparing to cross the finish line of parenting. Their oldest son Mitchell was a successful tech professional, engaged and in the process of buying a house. Their youngest son Chandler was days away from moving to Florida to work for SpaceX. But on July 7th, 2021, the dream shattered. Chandler went to the police station to report his parents missing. Bart and Krista had gone up north to the family cabin for the Fourth of July weekend with an unknown couple. They never came back. Try our coffee! - www.CriminalCoffeeCo.com Become a Patreon member -- > https://www.patreon.com/CrimeWeekly Shop for your Crime Weekly gear here --> https://crimeweeklypodcast.com/shop Youtube: https://www.youtube.com/c/CrimeWeeklyPodcast Website: CrimeWeeklyPodcast.com Instagram: @CrimeWeeklyPod Twitter: @CrimeWeeklyPod Facebook: @CrimeWeeklyPod ADS: https://www.Talkiatry.com/CrimeWeekly - Get matched with an in-network psychiatrist in minutes! https://www.MintMobile.com/CrimeWeekly - Get premium wireless for just $15 a month! https://www.Revolve.com/CrimeWeekly - Use code CRIMEWEEKLY for 15% off! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

33.035 Take the real BIG rockin' sound with you on your vacation or summer road trip! Pack a huge 3-hour blast of true 50's-styled rock'n'roll when you listen to DJ Del Villarreal's "Go Kat, GO! The Rock-A-Billy Show!" We're loading our wagon for the 1st ever Great Lakes Rockabilly Road Trip, happening THIS Saturday, August 1st down in Port Clinton, Ohio. I'm super excited to see loads of real music fans and to enjoy all the fabulous LIVE music performing on Saturday. Hit the website (www.greatlakesrockabilly.com) or the FaceBook group page for schedule, info and details. Sure to be the best Midwestern event of the Summer '26! Say "Happy 84th Birthday" to rock n roll legend Paul Anka tonight (yes, he did indeed record a few rockin' numbers!), hear the NEW album from Japan's Biscats and enjoy a fabulously diverse selection of vintage rock n' roll stars all thoughout the show. We also tip our greasy cap to the 26th Summer Jamboree Americana festival this WEEK in Senigallia, Italy (July 31st to August 9th) -hear some of the amazing international acts appearing there right here on "Go Kat, GO!" Crazy cool music that's perfect for your front porch, family drive or a picnic in the park! Enjoy DJ Del's "Go Kat, GO! The Rock-A-Billy Show!" -it's good to the last bop!™Please follow on FaceBook, Instagram & Twitter!

It's a common trajectory: Dental schools create great dentists, but they don't create good business owners. Kiera shares three critical (but attainable!) tips for creating a profitable, scalable, and enjoyable practice, so doctors can continue doing the work they love. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera. And today I'm excited to chat with practice owners, office managers, and to kind of just talk about like what every practice owner should know. But I think a lot of us learn that too late. Myself included, I feel like business owners, I feel like we are great at our craft, but at business we learn it a little too late. And so I think that like I looked at all of our students at Midwestern and they learned how to be great dentists, but they didn't.   learn how to become great business owners. And we hear this all the time. I'm not saying anything new. I just think that a lot of practices hit ceilings because it's not their clinical skills. It's the business outgrows their knowledge. It's like, hey, take me to the moon. You're like, I've never been to the moon. And so I think just being able to help practice owners today realize in office managers, like leadership systems and financial decisions really are like the core. That's why we call it the yes success model. So you, that's the leadership,   systems and earnings. Like that's really what makes up a successful practice. But I feel like that feels so easy. But I want to just walk through like what are three things that every business owner needs to know to have a profitable, scalable and enjoyable practice. You guys the Dental A Team like we work with hundreds of practices across the nation from startup practices to multi-million dollar offices. And what I realize is the challenges are all the same. Like it's fundamentally stays the same. It just gets bigger or smaller based on the size of practice that you're in. And so   I think so many people know how to work really hard. I think so many people outproduce their problems. I think so many people they just it I hear all the time when people are calling to work with us, like Kiera, I just don't know what I don't know. And so today I just want to go through like, let's just talk about three things that I feel like every single business owner needs to know and some tactical ways that you can implement this. So hopefully it takes you from being stuck to unstuck. If you've heard this in the past, maybe you're hearing it at a different time. I know for me these are three fundamentals that I go back to no matter what phase of the business I'm in.   No matter what size of practice I'm in, none of that. So number one is going to be your leadership is like completely the like growth of your business. And your business will never outgrow your leadership. And so your business is a reflection of you as the leader. I remember reading Jocko Willink's book about that extreme ownership. And it was like everything about your business is a reflection of you. And when so when I'm frustrated of the systems or the scalability or the lack of accountability, that's me. And so when we have that.   I hate this, but I love this. Is where can we get consistency? Where can we stop the firefighting? Where can we like make sure that we've got stronger accountability? And where can we make sure that the doctor's not carrying everything? Because I think so many doctors are like, I'll just do it. I got this. Like, I I'm a hard worker. I know how to GSD. I know how to get through this. But I'm like, okay, we've got to figure out how like being a leader is not just a title. How do we create more clarity and how do we create more consistency? And how do we develop leaders and owners within our organization?   And so for this, like when I look at our leadership and how for you not to get stuck in that, like being a great leader is being able to make hard decisions. Being a great leader is how do I create clarity and consistency for my team? Being a great leader is how do I make sure that my team understands the numbers and we use those numbers to guide our decisions. we were going through a whole list the other day of of topics of leadership. And I was like, gosh, I like leadership is   It's a journey. It's an evolution. It's not something that you just do overnight. and I think about Kiera as a leader when I first started and she was erratic. I was like, I was turbulent. I had so many pieces. but leadership is maturity. it's how do I get people to buy into a vision? How do I rally them and how do I get them to buy into a vision? How am I to be a CEO versus a manager and really understanding the difference of those two hats? How do I have time management where I   Truly focus on the most important things, not just because I'm capable of doing it, but because I'm the only one that can do it. How do I delegate and work through my team? How do I like learn people and work to their strengths and work to their superpowers? Working through my team, not just working with my team, using my team. How do I have the art of influence? How do I grow my team members into incredible people? How do I see that potential when I'm hiring? How do I hire better? How do I figure   like leading, managing, and holding people accountable. How do I have consistency? How am I an example, but not the one who has to do everything? how do I value my team? Do I see them as an asset or a liability? How do I help my team feel valued without being the one who does it all? Like there's a there's a there's a great quote over here today that says I cannot give you the formula for success, but I can give you the formula for failure, which is try to please everybody. And that's by Herbert Swoop. And I thought about that as I was prepping for the podcast today of   That's I think in leadership where I'm not trying to please everybody. I'm going to make decisions that upset people, but I'm always going to make decisions that are in the best interest of the business. how do I own my mindset and make sure that I'm showing up with that clear, sharp mind? How do I have like mental health and grit and make sure I'm having that? What about creating culture, getting a team of ownership, having like my office manager, doctor, duo and having that relationship? What about performance management of my team?   So when I look at this and I think about this, like leadership, like you developing and growing as a leader. And I think that when I go back to this of like a lot of owners just think like I owned it, I got the title of a leader. But leadership is this evolution and this journey. It's becoming, it's evolving. It's all those pieces I listed off, and yet it's not a, it's not a checklist. Like, how do I learn to listen and not react? How do I learn to have my team come up with solutions rather than me?   So I rattled off a lot and all those can hit people at different phases of business. And I believe that I can check one of those off and then I can move. And then my team will double in size or our business will double in size. And I might have to go back to the beginning and the basics again of like, all right, I gotta figure out again how to work through my team. we went from having where me and our team was doing it to where now we're bringing on the C suites and the leader I need to become to manage a C suite versus the leader I needed to be.   Run when Tiff and I were just running the business together. The way I act and interact with my EA and personal assistant today versus when I first had one. It's an evolution. It's a leadership. It's an evolution of who you are. And so it's how do how do we become better at leadership? And I would say listen to podcasts, read books. some I I go back to fundamentals. I read the go giver constantly, I read traction a lot. It's so but boring. Like, sorry, Gino, it's very boring.   read the book, How to Be a Great Boss, Crucial Conversations, Discipline Without Punishment. Those are just some great books, but also look at great leaders and what do they do. For me, I'm a big mimic and mirror. So I talk to people, I talk to dentists that have really great cultures. This is why I love our mastermind group. I bring the best of the best of the best together. And I know because we work with all of them and I know our dentists personally, I have a lot of my great core leaders that I know are just dynamite leaders.   I have them share what do they do? How do they have it? How do they have performance reviews? How do they give cr like critical feedback? Some of the dentists early on in my career. I had them practice these conversations with me, like literally would have to send me voice memos. Practice your leadership skills. Use a consultant. Let's talk through how we're gonna have this conversation, how are we gonna talk to our team about this? But really I think like if I break it down to the nuts and bolts, it's how do I get a team to buy into a vision? How do I make sure that we hold accountability and ownership?   And how do I make sure that I maintain consistency and clarity? I think if I boiled it down and that's a rift on my own side, like not prepped, those would be the pieces I'd boil down. And so how do you become a stronger leader in those areas? And again, there's just indecision is worse than a wrong decision. And so just making those decisions, being more confident in yourself. someone once said like 2.0 is sitting here, and I think about Kiera 2.0, like she wasn't born, she was created.   Leaders are not born, they're created. You've got to like flex and strengthen that leadership skill because your practice can never outgrow your leadership. And if you want to get to the next level of growth, whether that's financially, whether that's profitability, you have to flex and become a different leader. If you've got pure chaos in your office, that's you. If you've got people who aren't falling through, that's you. And that doesn't mean you have to go fix it. I mean, that's you tolerating that. And that's the standards of your practice. Your business will always fall, not to what you say, but what you tolerate.   And so being that leader that raises the standards, I this year I was annoyed. I was like, okay, we're going for outcomes over activity. I realized I was tracking activity, but that's not moving our company forward. We need to be tracking outcomes. Our team is flourishing. But me as a leader, I need to be looking down the line and seeing, and I need to be developing myself as well. I go to the gym, I put myself into a complete fitness competition where I wanted to get to my best physical, like PRs, physical fitness. I went through   A cut. I've never done a cut before. I push myself physically, mentally, often because to me that's a a different pressure test that's gonna sh like allow me to show up better as a leader as well. So it doesn't even have to just be within your practice. Discipline at the gym, discipline in working out, discipline in how you show up, discipline in how you eat, those things are going to make you a far superior leader. I will tell you.   Going through a cut where I had the least amount of calories, I was the strongest, most sharpest leader I've ever been. And I was exhausted. But I knew I needed to show up and I needed to be stronger and I needed to think better ways. So those are going to be some zones hopefully that will help you on leadership. The other one that I found that a lot of people miss is we talk about so often, but systems truly do create freedom, not restrictions. And I think people think that they need to have really strong and lots of systems. And even our team was doing this, but realistically.   There's just a few core systems that need to be in place. There's not a lot of systems that actually need to be there, but they do need to be consistent. They do need to be scalable, and they do need to be followed through on. And so when we look at it, our team was going through and there's there's business fundamentals like core value, vision, mission, org chart, meeting cadences, figuring out our BAM, figuring out our projections, looking at our overhead. Like those are business fundamentals. And then there's systems. And we actually broke it down and we're like, gosh, if we just put into place like 10 core.   Most things are going to get better. Most things are going to get fixed. Most things are going to get resolved. But they're not sexy. They're not fun. They're not things that I'm like, my gosh, like, let me get on a podcast and tell everybody, like, let's just fix these seven items. But that's all it really is. But I think that what happens is we want to continue to scale. We want to continue to build. For me, I want to reinvent, reinvent, reinvent, reinvent. But that's actually not something that's going to grow us. And so it's like,   Just having KPIs that we track and monitor and we use those to make our decisions, having a solid morning huddle with an agenda, following set meeting cadences, having proper handoffs, having a proper scheduling protocol, having case acceptance protocols, having a collections protocol, working on new patients and referrals, having a period protocol, recare reactivation. Like those are really core items that if you have those systems where you follow them and we scale them and everybody's doing it the same way, 95% of your problems get fixed.   Of course, there's other ones. There's hiring, there's onboarding, there's leadership, there's all these other ones. But I think so many people don't want to just be at the basics. We want to reinvent the will. We want to do these things, like have job descriptions at the end of days. Like just do it. It's boring. It's not fun. People are like, wow, wow. We have to have a a morning huddle prep sheet. Why do pilots have checklists? Like the checklist manifesto. They create freedom, they create predictability, and they create systemization. That's all you need to do.   And I found that when offices follow it, when we have it in place. And for me, I also don't want systems to be something that people have to remember. How can I have it as a true system like Chick-fil-A where their burgers come out with three pickles every single time? How do I make sure that our schedule has the same system every single time? How do I make sure that our our handoffs have the same thing every single time? And I don't have to hope that 15 team members remember it. We're gonna put this in to where we have it consistent every single time, no matter who's doing it, no matter what new team member comes in.   That is scalability with systemization. And so have it documented, have it simple, have it repeatable. That's gonna get duplicated. So I think for offices, systemization really that that's the core. That's the systems. It's not sexy, but it is very, very effective. And then the third things that I think a lot of people don't realize, including myself, is you have to know your numbers better than anyone else. That's better than your CPA, better than your financial advisor. You have to know, and that's not just production, that's profit. Like I remember someone said,   production feeds the ego, profit feeds the family. And I think about this all the time. Like, you have to know your production. And I'm talking net, not gross, your collections, your overhead. Then within your overhead, like what is our payroll? What is our supplies? What's our marketing? What are our labs? What's our profitability? And then what's our billing and our AR? You know those numbers. You're solid. You can make so much stronger decisions. You don't, you have financial surprises, you make poor decisions, you're on reactive rather than proactive.   You grow, but you don't have profit. Like, I can't tell you how many offices I've that are singing the five, six, seven, eight million and they have no money. And I'm like, golly, you're making so much money, but you don't know how to keep the money. You gotta make the money and you gotta keep the money. All right. Like that's what we gotta do. So you have to make sure that our profit is there and we can't be willy-nilly. To me, you guys know I talk about the MMs. I do money and meditation in the morning. So triple for you morning, meditation, money. Look at it every single day. Look at your P and L.   If you don't know your overhead and your profit right now without looking, you gotta know it better. You have to. And that's a doctor and an OM. You must know this number. This number creates all the drive. Profit is the only number I actually care about. Like I can sit here, we can track all the KPIs, so many things, but if your profits down, everything else in your life is hard. Your profits up, most things in your life are really easy. Money solves a lot of problems. And so let's have profit. Let's have like I'm stressed out, I'm moving my hair around. Like   I don't enjoy this. This stresses me out because you've got to know your numbers better than anyone else. You don't sit here and lie, if your CPA is not delivering to you by the second of the month, like the second week of the month, get a better CPA. Like they work for you. You have to know your numbers. You have to be confident in them. And if things fill off, challenge it, question it until it gets right. Don't just sit here haphazardly. That is not a strong business owner. This one fires me up more than anything because I used to not know my numbers. My husband was like, Kiera, I don't get it. Why are you broke? And like,   I don't know. Well, I learned this great thing about AR. I had like a hundred grand sitting in AR that I didn't know about. We weren't collecting properly. You better believe I fixed that real fast to where I'm never gonna be in that situation again. And you layer by layer by layer, you get more and more and more financially savvy, but you have to know your numbers better than anyone else. You know your production numbers or so, I hope. If you don't know that number, but do you know your collections? Do you know your collection percentage? Do you know your overhead? Do you know your payroll percentage? Do you know your supply sip? If you don't,   You must learn that. So I'll get off my rant. But this was funny. They said production is a vanity, profitability is a reality. And I think that that's a good anchor line of yes, it is. Profitability is your reality. So your numbers are gonna tell the truth whether you choose to look at them or not. The truth is always there. Some of us don't want to like get on the scale and say weigh. I had a great trainer tell me, she's like, Kiera, that number means nothing other than giving us data and information. It's not my   Self-worth, it's nothing. Just like your profitability is just a number on a scale. It just gives us data. If we spend more money on payroll, this is the number that we get. We make better decisions if we know. But I will tell you, your success, your happiness, your stress is all tied to you knowing these numbers or not. And a lot of people are like, no, no, no, I don't want to. Yeah, right. You're sitting in stress constantly that you don't even realize. So know your numbers. Schedule a monthly financial review. Commit to knowing the story behind your numbers.   Like, do money meditation with me every morning. Just have your bank account on there. Just look at it every morning. Look at your PL every day. I don't care. Do not sit in excuses on your money. You're a business owner, you've got to know this. So I hope that wasn't too much of a rant. But I hope it gave you some good tips on how to have leadership. some good money books. I love Profit First by Mike McAllicks. I also love Money Master the Game by Tony Robbins. That was a long book, but it taught me a lot.   there's some great financial podcasts out there. there's also some really crummy ones. I The Psychology of Money was another great one that I read that was on financial. systems, the checklist manifesto is a great one. Come up for air is a great book. There's several great books based on where you're struggling. But if you notice, this is our yes success model. You as a leader, earnings and profitability, system structure and scale. That's what it is. And every single one of those will give you the yes success model.   You've got to take care of them. You've got to do leadership. You've got to do profitability. You gotta do systems. The yes success model follows constantly. So what part are you the weakest in? What part are you the strongest in? And where do you need to grow? This is the zone like you're not a great practice is not built by accident. It's intentional, it's focused, it's consistent. I had another great trainer. She said, Kiera, it's not about perfection, it's about consistency. That's I don't care if last month you didn't look at your numbers.   I do care if you consistently are not looking at the numbers. You aren't, I'm not expecting perfection, but we do have to have consistency. So how can you have more consistency? And if you're feeling overwhelmed, it doesn't mean you're failing. It just means that you've outgrown the current systems, you've outgrown where you're at, you've outgrown the knowledge. It's kind of like the Wi-Fi symbol. You're just popping up to the next level. And your next level of growth comes from working harder. Like it can, but it usually comes from knowing your business better, leading better, making better decisions with finances. So this is what we're obsessed with.   I love to help you. I love our team to help you. I love you to be a part of our community. We talk about this every single month. We talk about this in person. Come be a part of it. Like for me, I'm not going to get a six-pack without a trainer overseeing me. You might not be able to grow your business without a trainer overseeing you, an advisor helping you, somebody getting you out of the rut, somebody helping you get to that next Wi-Fi symbol. So let's help you out. Reach out. Hello at the Hello@TheDentalATeam.com. You guys, this is your life, your practice. And I feel like these things are not known. I feel like they're kind of known.   But knowing and executing are the difference between winning and losing. Are you just gonna know the facts or are you gonna actually execute on it? The challenge is there, the choice is there, and I hope that you choose to be somebody who executes. Reach out, let's get you out of the hole. Come on, let's do Hello@TheDentalATeam.com. And as always, thanks for listening, and I'll catch you next time on the Dental A Team podcast.  

This week, David's son asks him if he customizes, Gavin yells at his daughter in front of the Lorde, we shit on our kids' excitement, we give our kids money they didn't earn, we rank the top 3 fruits, and this week we are joined by gay Dad and outdoor adventurer Mitch Hallan who talks to us about being a Dad to four, being previously married to a woman, what his family looks like now, and how even you can be as Midwestern as apple pie.Questions? Comments? Rants? Raves? Send them to GaytriarchsPodcast@gmail.com, or you can DM us anywhere @GaytriarchsPodcast

Fans of well-crafted fiction will enjoy this episode: Hosts Sarah Bowen Shea and Ellison Weist delve deeply into the latest from Daniel Mason, the author of the highly acclaimed 2023 novel North Woods. Ellison rhapsodizes about a debut, multi-generational novel set in coastal Louisiana, then she details another family saga that takes place at a Midwestern island resort. Next up is a buzzy thriller by the author of the popular novel Dietland. The duo wraps up with a lively discussion about a debut novel sparked by a real-life controversy. The books covered:Country People: Daniel MasonShould the Waters Take Us: Stephanie SoileauMake Nice: Ryan EffgenFurious Violet: Sarai WalkerThe Simp: Roshan SethiFeisty Fest: Join us from September 18-20, 2026 - https://feisty.co/events/feisty-fest/Follow us on Instagram: https://www.instagram.com/themotherrunner/Cozy Earth: Use code: AMR to receive 20% off at https://cozyearth.com/Hettas: Use code STAYFEISTY for 20% off at https://hettas.com/Momentous: Use code AMR for up to 35% off your first order at https://www.livemomentous.com/Currex: Use code AMR15 for 15% off at https://currex.com/Tifosi Optics: Use code FEISTY2026 for 20% off at https://tifosioptics.com/ PLUS: Register to win a Free Pair of Sunglasses: https://feistymedia.activehosted.com/f/121

Send us Fan MailIn this retrospective national study, Adrianne and Nim look at 25 years of congenital heart disease mortality in the US using CDC WONDER data. Infant mortality remains staggeringly high (54 per 100,000), and after years of steady decline, it has been climbing again since 2014. Disparities run throughout: higher deaths among males, non-Hispanic Black and American Indian/Alaska Native populations, and in rural, Midwestern regions, pointing more to gaps in access and resources than to disease biology. The conversation also flags a growing, under-discussed problem, an aging adult congenital population outpacing the pediatric one for the first time, with too few specialists trained to care for them.----National Trends and Disparities in Congenital Heart Disease Mortality in the United States, 1999-2024.Raja S, Albrahim MMS, Aldhafeeri BF, Omar AA, Alqadeeb BA, Alhuways MM, Bangaryd AA, Alqahtany MG, Alfaraj AB, Almughyir RS, AlRasheed ST, Alfaifi M. Pediatr Cardiol. 2026 Jan 13. doi: 10.1007/s00246-025-04156-1. Online ahead of print.PMID: 41528440Support the showAs always, feel free to send us questions, comments, or suggestions to our email: nicupodcast@gmail.com. You can also contact the show through Instagram or Twitter, @nicupodcast. Or contact Ben and Daphna directly via their Twitter profiles: @drnicu and @doctordaphnamd. The papers discussed in today's episode are listed and timestamped on the webpage linked below.Enjoy!

The July 28, 2026, special edition of the Closing Market Report features an economic outlook for Midwestern row crop farmers presented by University of Illinois agricultural economist Gary Schnitkey. Schnitkey highlights a sustained cost-price squeeze resulting from commodity prices returning to long-run plateaus while input costs remain elevated following their 2022 peaks. This dynamic is projected to cause negative per-acre returns for the 2026 crop year, though ad hoc government payments continue to buffer overall financial losses. Looking ahead to 2027, Schnitkey warns that the ongoing conflict in Iran will likely exacerbate these financial pressures by driving up critical input costs, particularly for diesel fuel and fertilizer. ★ Support this podcast ★

Bo Fowler is a true Chicago restaurant powerhouse, though she is far too modest to describe herself that way. After leaving medical school and finding her way into professional kitchens, she went on to open some of the city's most memorable restaurants, including Fat Willy's Rib Shack, Owen & Engine, and Bixi Beer. Her food reflects the full range of her upbringing -- Korean, Vietnamese, Scandinavian, and deeply Midwestern -- while her career has been defined by persistence, instinct, hard work, and a willingness to learn as she goes. In this episode, we discuss leaving medical school for the kitchen, growing up in a sprawling multicultural family, the rise and legacy of Owen & Engine -- and so much more!

The Filthy Spoon Podcast broadcasts live from the 2026 Delta Waterfowl Expo in Des Moines, covering vendor highlights, sponsor shout-outs, conservation conversations, hunting stories, and on-the-ground Expo antics. Hosts Robert and John interview guests about gear, youth outreach, truck choices, and international hunting policy while mixing in humor and local Midwestern encounters.

Desperate times call for desperate measures. The Confederacy needed to stop Virginia's northwestern counties from seceding and rejoining the Union as they contained the priceless B&O Railroad lines that kept the Midwestern and Western states connected to Washington. So, a Moorefield ranger arrived at an idea to destroy the railroad's bridges and lines in western Virginia. Embraced by Robert E. Lee and executed by generals Jones and Imboden, it was a last-ditch effort to preserve old Virginia and hinder President Lincoln and the Union's war efforts. 

In today's episode of The Quiz, we're testing your knowledge on everything from monumental presidential tributes to record-breaking roadside wonders. Can you answer these? Honest Abe's Birthplace: A towering tribute to our 16th President stands in the very state where he was born. Do you know which Southern state claims his birthplace? Presidential Aircraft: Step aboard the historic Air Force One plane where Lyndon B. Johnson took his oath of office, preserved today inside a massive museum in this Midwestern state. Can you name it? Colossal Carvings: This massive, ongoing mountain monument honoring a legendary Lakota warrior has been under construction since 1948. Do you know which state is home to this sculpture? Play. Share. Listen, with FOX Nation Host, Abby Hornacek. A NEW season of Park'd is out now exclusively on FOX Nation! Learn more about your ad choices. Visit podcastchoices.com/adchoices

In today's episode of The Quiz, we're testing your knowledge on everything from legendary sports venues to hometown heroes of the boxing ring. Can you answer these? Ballpark Branding: A certain major league baseball stadium in Texas has gone through several name changes over the years, starting with Enron Field. Can you identify the home team that plays there? Baseball Pioneers: The Negro Leagues Baseball Museum honors some of the greatest athletes in sports history. Do you know which Midwestern city you need to visit to experience this historic museum? The Brockton Blockbuster: One Massachusetts town honors its undefeated heavyweight boxing legend with a massive 24-foot tall statue. Can you name this iconic fighter? Play. Share. Listen, with Headlines 24/7 Anchor, CJ Papa. Learn more about your ad choices. Visit podcastchoices.com/adchoices

By the Summer of 2021, Bart and Krista Halderson were living the quintessential Midwestern life. They owned a beautiful home in Windsor, Wisconsin, and a rustic family cabin up north in White Lake, where they loved spending time together. They were also preparing to cross the finish line of parenting. Their oldest son Mitchell was a successful tech professional, engaged and in the process of buying a house. Their youngest son Chandler was days away from moving to Florida to work for SpaceX. But on July 7th, 2021, the dream shattered. Chandler went to the police station to report his parents missing. Bart and Krista had gone up north to the family cabin for the Fourth of July weekend with an unknown couple. They never came back. Try our coffee! - www.CriminalCoffeeCo.com Become a Patreon member -- > https://www.patreon.com/CrimeWeekly Shop for your Crime Weekly gear here --> https://crimeweeklypodcast.com/shop Youtube: https://www.youtube.com/c/CrimeWeeklyPodcast Website: CrimeWeeklyPodcast.com Instagram: @CrimeWeeklyPod Twitter: @CrimeWeeklyPod Facebook: @CrimeWeeklyPod ADS: https://www.Chime.com/CrimeWeekly - Join millions who are banking FEE FREE today! https://www.veracityhealth.co - Use code CRIMEWEEKLY to get up to 65% off your order! https://www.Quince.com/CrimeWeekly - Get FREE shipping and 365-Day Returns! https://www.OneSkin.co/CrimeWeekly - Use code CRIMEWEEKLY Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Friday means landing the plane, but not before setting the cockpit on fire.On today's episode, the gang starts with weather talk like every respectable group of Midwestern dads before immediately spiraling into forgotten pool hoses, accidental water bills, and whether rain can actually improve your Friday. Moon almost floods the backyard, Mama Moon is back in the pool, and somehow the conversation only gets weirder from there.Then Riz makes the mistake we've all made—reading the comments.A simple ponytail somehow transforms him into Steven Seagal... then someone compares him to Big Ed from 90 Day Fiancé, and suddenly years of confidence disappear faster than free donuts in the break room. The crew debates whether internet trolls should ever win, whether Woody's opinion somehow matters more than thousands of listeners, and whether North Korea actually has better hairstyle options than Riz's barber.As if that isn't enough chaos, a terrifying parasite story sends everyone into an extended discussion about the absolute worst places to discover explosive digestive problems. Yellowstone. Airplanes. Funerals. Float tanks with anti-fart contracts. Nothing is safe, and somehow everyone contributes a nightmare scenario that makes the previous one sound pleasant.The travel conversation gets even better when Riz prepares for Europe and asks the age-old question: what's harder—vacationing with toddlers or grandparents? The answers involve Paris, catacombs, bad knees, paper-thin skin, confusing public transportation, and enough family travel anxiety to make you want to stay home forever.Later, the crew realizes they're officially becoming old people. Random grunts while standing up. Talking to themselves in grocery stores. Becoming obsessed with neighbors' lawns. Weather-predicting knees. And perhaps the most disturbing revelation of all… yes, "old person smell" is apparently real, and once the science gets involved, nobody leaves the conversation feeling younger.There's also celebrity rabbit holes, Rick Springfield somehow refusing to age, Def Leppard debates, bizarre internet searches, listener roasts, travel disasters, body noises, and the kind of completely unnecessary conversations that somehow become the funniest parts of the morning.It's exactly the unpredictable mess you'd expect from The Rizzuto Show—friends making each other laugh, roasting themselves before the internet gets the chance, and somehow turning everyday stories into absolute nonsense.If you came for organized radio, you're in the wrong place.If you came for sarcastic conversations, ridiculous stories, and a daily comedy show that proudly derails itself every few minutes, welcome home.Thanks for making The Rizzuto Show part of your routine. Whether you're commuting, pretending to work, hiding from your responsibilities, or simply looking for a daily comedy show that embraces complete chaos, we're glad you're here.Follow The Rizzuto Show → https://linktr.ee/rizzshow for more from your favorite daily comedy show.Connect with The Rizzuto Show Comedy Podcast online → https://1057thepoint.com/RizzShow.Hear The Rizz Show daily on the radio at 105.7 The Point | Hubbard Radio in St. Louis, MO.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The July 23 edition of Commodity Week, hosted by Todd Gleason, features agricultural market analysis from panelists Greg Johnson, Dave Chatterton, Curt Kimmel, and emeritus guest Wayne Nelson. The central theme of the program revolves around recent price rallies in the grain markets, with soybeans reaching the $12 range and corn nearing $5. The panelists strongly encourage farmers to focus on securing profitability through incremental, scale-up sales rather than trying to perfectly time the absolute top of the market. Key drivers of these market dynamics include highly variable Midwestern crop conditions—stemming from a wet planting season and localized dry spells—alongside significant global factors such as the Russian-Ukrainian war, a European drought, the South American El Niño, and the unpredictable nature of Chinese agricultural demand. The episode concludes on a sentimental note as Curt Kimmel announces his retirement at the end of the month, prompting fond farewells and reflections on his long career from his colleagues.Panelists- Dave Chatterton, SFMarketing.com- Greg Johnson, TotalGrainMarketing.com- Curt Kimmel, AgMarket.net- Wayne Nelson, WILLAg Emeritus ★ Support this podcast ★

Megyn Kelly is joined by Emily Jashinsky, host of “After Party," to discuss Rep. Haley Stevens' shifting Michigan accent throughout her political career, her leaning way into her Midwestern roots, whether the political strategy will help her win her close primary, the left embracing more radical socialist policies, the growing influence of the Democratic Socialists of America, whether the Democrats are having their own Trump anti-establishment moment, Rep. Brandon Gill's brilliant questioning of liberal elites during congressional hearings, having leaders of institutions confronted about wild past comments over implicit bias and structural racism, WNBA star Sophie Cunningham speaking out on protecting women's sports and whether more athletes will join her, her defense of Caitlin Clark, the latest WNBA controversy involving Angel Reese, Reese claiming she was a victim of a racist incident when nothing actually happened, Nancy Armour's absurd column linking Caitlin Clark's flopping to Jim Crow and Emmett Till, the Caitlin Clark hate because she's straight and white, former CNN anchor Brooke Baldwin's oversharing Substack talking about her dating life, her bonkers TED Talk about caterpillars and "goo," and more.   Subscribe now to Emily's "After Party": Apple: https://podcasts.apple.com/us/podcast/after-party-with-emily-jashinsky/id1821493726 Spotify: https://open.spotify.com/show/0szVa30NjGYsyIzzBoBCtJ YouTube: https://www.youtube.com/@AfterPartyEmily?sub_confirmation=1   Supersure Insurance: Upgrade your business insurance to a year-round SuperAgency at https://Supersure.com/Megyn SimpliSafe: Visit https://simplisafe.com/MEGYN to claim 50% off any new system! Herald Group: Learn more at https://GuardYourCard.com American Financing: Call American Financing today to find out how customers are saving an average of $800/mo. NMLS #182334 https://nmlsconsumeraccess.org. APR for rates in the 5s start at 6.327% for well qualified borrowers. Call 800-852-2010 for details about credit, costs and terms. Visit https://AmericanFinancing.net/MegynKelly . Average savings based on borrowers who save over $199.99     Follow The Megyn Kelly Show on all social platforms: YouTube: https://www.youtube.com/MegynKelly Twitter: http://Twitter.com/MegynKellyShow Instagram: http://Instagram.com/MegynKellyShow Facebook: http://Facebook.com/MegynKellyShow Find out more information at:https://www.devilmaycaremedia.com/megynkellyshow Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The Valley heads to Chili's to remind us that Janet is fun and Midwestern, and Zach's body immediately reacts poorly when he is confronted about being mean. To watch this recap on video, listen to our bonus episodes, sign up for our free weekly newsletter and get ad free listening, go to Patreon.com/watchwhatcrappens. Find bonus episodes at patreon.com/watchwhatcrappens and follow us on Instagram @watchwhatcrappens @ronniekaram @benmandelker Hosted on Acast. See acast.com/privacy for more information.

Om this episode we are joined by Chris and Josh from The Mobile Hunters Expo. The expo has two shows. The MidWestern show is in Wilmington, Ohio July 31st- August 2nd. The southern show is in Dalton, Georgia August 14th-16th. Both shows will allow you to try on all the latest gear as well as learn top tier information from some great speakers.New gear will be dropped at the MidWest show!3D archery shoot with a change to win $2000 CASH!!!https://themobilehuntersexpo.comThanks for listening!John 3.3WiseEye Tech Trail Cameras⁠https://wiseeyetech.com/⁠Code: bornagain for 10% off!  Premier Outdoors⁠https://premieroutdoors.us/⁠Code at the register: Podcast 2025 for 10% off! (exclusions apply)Rogue Bowstringshttps://www.roguebowstrings.comCode: BornAgain20 for 20% off!Latitude Outdoorshttps://www.latitudeoutdoors.comCode: BORNAGAIN for 15% off!

Get Cory's book here: https://www.press.uillinois.edu/books/?id=p089176   In the 1980s, the Midwestern economic collapse caused by the farm crisis and deindustrialization inspired the region's liberal politicians to call on progressive populist traditions to rebuild local, state, and national Democratic parties. Cory Haala looks at the Midwest's central role in asserting an updated populism wielded by grassroots activists, politicians, and a wide-ranging coalition of voters to counter Reagan-era conservativism.   This left-oriented movement resurrected the imagery and policies of twentieth-century radical parties like the Minnesota Farmer-Labor Party and Robert La Follette's Wisconsin Idea. Delving into progressive populist ideas and tactics, Haala illuminates the work of the activists and politicians who led protests, founded a congressional caucus, and backed presidential campaigns that sought to advance their cause. Haala's account moves from Iron Range union halls to Iowa farmhouses to South Dakota reservations to revise views of Democratic Party history, the Midwest's political culture, and populism's role in US politics.   Check out our new bi-weekly series, "The Crisis Papers" here: https://www.patreon.com/bitterlakepresents/shop   READ THE WEEKLY TIR NEWSLETTER HERE: https://www.patreon.com/collection/1853497   Thank you guys again for taking the time to check this out. We appreciate each and everyone of you. If you have the means, and you feel so inclined, BECOME A PATRON! We're creating patron only programing, you'll get bonus content from many of the episodes, and you get MERCH!   Become a patron now https://www.patreon.com/join/BitterLakePresents?   Please also like, subscribe, and follow us on these platforms as well, (specially YouTube!)   THANKS Y'ALL   YouTube: https://www.youtube.com/channel/UCG9WtLyoP9QU8sxuIfxk3eg Facebook: https://www.facebook.com/Thisisrevolutionpodcast/ Twitter: @TIRShowOakland Instagram: @thisisrevolutionoakland   Substack: https://jmylesoftir.substack.com/.../the-money-will-roll...   Read Jason Myles in Current Affairs Magazine here: https://www.currentaffairs.org/.../donald-trump-is-a-pro... Read Jason Myles in Damage Magazine https://damagemag.com/2023/11/07/the-man-who-sold-the-world/ Read Jason in Black Agenda Report: https://www.blackagendareport.com/rainbow-and-machine

Today's poem is Mother Church No. 3 by Robin Coste Lewis.The Slowdown is your daily poetry ritual. In this episode, Maggie writes… “It's incredible to me that less than two hours from my home in the Midwestern suburbs is an enormous ancient earthwork. But that's the thing about history — it layers on top of itself in unexpected ways. No matter where you live in the United States, you live on land that has long been home to Indigenous people.”This show is supported by gifts from listeners. Support us today. Slowdownshow.org/donate