Podcasts about motivated

This Episode is Sponsored by DS Laboratories  Get 15% off using our unique code DAILY15 The  Quantities associated with having a  good healthNUTRITION - Natural Foods in a Balanced Diet.EXERCISE - Regular Activity in a Balanced Program.STRESS - Stress Management - Rest & Relaxation.SLEEP - Quality Rest and Proper Rhythms.The Quantities associated with having a strong characterHonest               Brave                Compassionate          Leader        Courageous       UnselfishLoyal           Hard-working       Independent               Selfish         Responsible       ConsiderateSelf-confident          HumbleKindly Follow us on our socialsInstagram - @daily_motivationsorg Facebook- @daily_motivationsorg Sponsored by DS Laboratories USE OUR UNIQUE DISCOUNT CODE FOR 15% OFF USING DAILY15Support the show (https://paypal.me/dailymotivations?locale.x=en_US)

Episode #50: This week on the podcast I am excited to have Ayana Campbell Smith of Millennial Money Guide. Ayana is a debt-free money coach with a passion for helping millennial women and couples get unstuck and become financially empowered so they can ditch debt, save more, and win with money. In August 2019, she launched Millennial Money Guide™. Through her email newsletter, Instagram, blog, and money coaching programs, Ayana shares practical tips and money advice to help young adults navigate the sometimes intimidating and often misunderstood world of personal finance. This conversation is so helpful and I think you will find yourself motivated to want to win with money. Connect with Ayana: Instagram Blog Coaching Application Email Connect with Lupe: Website Instagram

The Macy Catheter was invented by Brad Macy, a veteran hospice nurse and recipient of 2013's National Hospice and Palliative Care Nurse of the Year Award. The inspiration for its invention came directly from a memorable patient interaction.Over the years, Brad has seen thousands of difficult symptom management cases while assisting patients and their families in the middle of the night. The most challenging cases were when the patient could not swallow medication and end-of-life symptoms were spiraling out of control.One night, Brad had a patient who was experiencing severe terminal agitation. The patient was suffering; he was shouting, he was climbing out of bed, and he was clearly very frightened. Brad got orders to administer a sedative that would help calm the patient. Since the patient was unable to swallow, the prescribed route of administration was per rectum. He administered the sedative in tablet form rectally as prescribed, and waited “that difficult wait” for the patient to calm while giving the patient's son emotional support. An hour later, the patient was worse. The desire of both the patient and his family were that he be able to die peacefully and at home. Brad called the doctor again for a repeated dose of sedative. While preparing to administer the second dose, he realized that the previous dose was still undissolved in the patient's rectum.Brad was left with a dilemma that is well-known by every experienced hospice nurse: how to help a patient who is experiencing severe symptoms and unable to swallow reach a state of comfort within the home setting.Motivated to reduce the severe agitation and suffering of his dying patient, Brad found a way to give the medication as a suspension that would absorb quickly in the patient's dry rectum. He crushed the tablet, added water, and administered the medication suspension into the rectum with a urinary catheter. The patient calmed down quickly and was sound asleep within thirty minutes. The patient's son was deeply grateful for an easy solution that controlled his father's symptoms with minimal subsequent discomfort or disruption. The patient died peacefully at home a few days later.Given the successful outcome of this case, Brad decided to create an optimized device to facilitate this intervention. He subsequently co-founded Hospi with the goal of making a commercial device available that could provide comfort and relief for patients and their loved ones on a much larger scale than would be possible as a lone practitioner.Hospi developed the Macy Catheter to improve the patient and caregiver experience with serious or terminal illness. The Macy Catheter is designed to maintain patient comfort and dignity while leveraging the speed and established benefits of rectal administration. The Macy Catheter is of particular relevance during end of life, as it can help patients remain comfortable in their home. It can also reduce the need for more costly and complex administration routes like intravenous delivery, which is seldom used in the hospice setting. The patented device has received 510(k) clearance from the U.S. FDA.To learn more about Hospi Corporation, click here. See acast.com/privacy for privacy and opt-out information.

I am blessed with happiness, peace of mind, good vibrant health, wealth and prosperity, and success in all areas of my life now and forever. sponsored by BetterHelp you'll get 10% off your first month by visiting our sponsor at betterhelp.com/dailymotivationsSupport the show (https://paypal.me/dailymotivations?locale.x=en_US)

Shane and Brittany bring you updates from ASU Football practice and discuss the difference between a player-led and a coach-led team.

Henry Lake talks with Minnesota Timberwolves Beat Reporter Jace Frederick from the St. Paul Pioneer Press  on Anthony Edwards' jump, when he'll feel how good the team is, KAT being motivated, win totals, Ben Simmons, Kyrie Irving and more. See omnystudio.com/listener for privacy information.

Monish Verma describes an instructive breakaway journey, from due diligence and decision-making, foregoing an outsized recruiting deal check, opting to sell equity and how his choice to go independent with Summit Financial is resonating today.

Brendon Kleen (@BrendonKleen14) is joined by John Voita (@DarthVoita) of Bright Side of the Sun and the Suns JAM Session Podcast to react to the news that Deandre Ayton and the Phoenix Suns failed to agree on a contract extension before the NBA deadline as well as the four-year, $43 million extension signed by newly acquired guard Landry Shamet. What does it all mean, and what does it tell us about the future for the Suns? Subscribe to Locked On Suns on YouTube: https://bit.ly/3AtuiAX Locked On Suns listener survey: https://forms.gle/ooqUXLJbf1i5ZHxK6 Support Us By Supporting Our Sponsors! BetOnline AG There is only 1 place that has you covered and 1 place we trust. Betonline.ag! Sign up today for a free account at betonline.ag and use that promocode: LOCKEDON for your 50% welcome bonus. Rock Auto Amazing selection. Reliably low prices. All the parts your car will ever need. Visit RockAuto.com and tell them Locked On sent you. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Jake is back on the show with some great insights to his new book and what he has been up to. His energy is high and his message is spot on. Don't miss this show. You can also get a copy of his book for free at : www.theelevatedentrepreneur.co

In this episode, I talk with a friend I made at a recent real estate event about doing what you love. Bryan Driscoll gets to wake up every single day and focus on two things near and dear to his heart: real estate investing and marketing. Bryan shares a ton of great tips from his experience. One nugget was that when something works, sprint at it, because you never know how long of a window that opportunity will be open for. Connect with Bryan: Instagram:  https://www.instagram.com/motivated_leads/  Website: https://motivated-leads.com/    Connect with Chris: Instagram: https://www.instagram.com/chrisbello_  Get my free guide: https://chrisbello.com/free  Get help buying/selling a house in the US: https://calendly.com/chrisbellorealestate/workwithchris 

KNOW YOUR WORTH!When someone treats you like you are just one of many options,help them narrow their choices by removing yourself from the equation.Sometimes you have to try not to care, no matter how much you do.Because sometimes you can mean almost nothing to someone who means so much to you.It's not pride- It's self-respect.Don't give part-time people a full-time position in your life.Know your value and what you have to offer, and never settle for anythingless than what you deserve.Social LinksInstagram - @daily_motivationsorg       Facebook- @daily_motivationsorgInterested in sponsoring this show reach out to us via tolexyofficail@gmail.comKindly support us here-( SUPPORT DAILY MOTIVATIONS )Get motivations team merch here- (DAILY MOTIVATIONS MERCH)Thinking of starting your own podcast? Click here - (START A PODCAST)Support the show (https://paypal.me/dailymotivations?locale.x=en_US)

A common myth and reputation of salespeople is they are motivated by money, and they don't care where is comes from.  This is simply not true. More money will solve a lot of problems, however, success from a different type of motivation can bring more joy than money. Hold on to your wallets, as Bill and I discuss - Are You Too Money Motivated? and other great ideas on episode 481 of the Winning at Selling Podcast.

Trish Tucker May, an award-winning nutritionist and gut specialist, spent the first three decades of life plagued with asthma, bronchitis, and other illnesses. Motivated by the desire for a cure, Trish feverishly studied medical research on a host of topics. It was during that process she discovered that gut health was a common factor among her many illnesses. “It was a fascinating journey. I had to trust in the process, but I also had to be ready and open in my thinking that this was going to work.” Now free of medication, Trish pays it forward by helping women over 40 with digestive issues make time to nourish themselves. “The more we do the work on gut health and reducing stress levels, I am absolutely positive the less we will struggle in our peri-menopause and menopause, and the more we will be able to sail through calmly and pain free, and have an enjoyable time in our lives.” In this episode, Trish Tucker May addresses nutritional solutions for hormone changes. Discover for Yourself: What is the relationship between gut health and hormones? What role do the two play in building healthy habits? What are some success stories of how people have focused on gut health to avoid or minimize the ill effects of hormone changes? What are some steps people can take to change their nutritional habits to maintain their health through menopause and beyond Connect with Trish Tucker May: Website: www.trishtuckermay.com Facebook: https://www.facebook.com/trish.tuckermay/ Instagram: https://www.instagram.com/trishtuckermay/?hl=en Twitter: https://twitter.com/passion4juice LinkedIn: https://www.linkedin.com/in/trishtuckermay/ Follow Food Experience Unplugged: Website: https://foodexperienceunplugged.com Facebook: https://www.facebook.com/FoodExperienceUnplugged/ LinkedIn: https://www.linkedin.com/in/foodexperienceunplugged #menopause #menopauserelief #menopausehelp #menopausesymptoms #menopauseawareness #menopausecoach #menopauseremedies #menopauseadvice #hormonebalance #hormonehealth #hormonesupport #hormonesmatter #podcast #guthealth #guthealthmatters #guthealthiseverything #guthealthisthekey #guthealthiskey #guthealthspecialist #healthyhabits #healthyhabitsforlife

For as glamorous as Hollywood often seems, the workers behind the scenes rarely experience the star treatment. They do everything from sound design and makeup to cinematography and lighting, and they've had enough with the industry's dizzying production pace and long hours that stretch into the early morning. Motivated by shifts in the industry due to the pandemic, workers from the International Alliance of Theatrical Stage Employees union are gearing up for a strike that could halt movie and show productions alike. Guest: Anousha Sakoui, entertainment industry writer for the Los Angeles Times.  If you enjoy this show, please consider signing up for Slate Plus. Slate Plus members get benefits like zero ads on any Slate podcast, bonus episodes of shows like Slow Burn and Dear Prudence—and you'll be supporting the work we do here on What Next. Sign up now at slate.com/whatnextplus to help support our work. Learn more about your ad choices. Visit megaphone.fm/adchoices

For as glamorous as Hollywood often seems, the workers behind the scenes rarely experience the star treatment. They do everything from sound design and makeup to cinematography and lighting, and they've had enough with the industry's dizzying production pace and long hours that stretch into the early morning. Motivated by shifts in the industry due to the pandemic, workers from the International Alliance of Theatrical Stage Employees union are gearing up for a strike that could halt movie and show productions alike. Guest: Anousha Sakoui, entertainment industry writer for the Los Angeles Times.  If you enjoy this show, please consider signing up for Slate Plus. Slate Plus members get benefits like zero ads on any Slate podcast, bonus episodes of shows like Slow Burn and Dear Prudence—and you'll be supporting the work we do here on What Next. Sign up now at slate.com/whatnextplus to help support our work. Learn more about your ad choices. Visit megaphone.fm/adchoices

For as glamorous as Hollywood often seems, the workers behind the scenes rarely experience the star treatment. They do everything from sound design and makeup to cinematography and lighting, and they've had enough with the industry's dizzying production pace and long hours that stretch into the early morning. Motivated by shifts in the industry due to the pandemic, workers from the International Alliance of Theatrical Stage Employees union are gearing up for a strike that could halt movie and show productions alike. Guest: Anousha Sakoui, entertainment industry writer for the Los Angeles Times.  If you enjoy this show, please consider signing up for Slate Plus. Slate Plus members get benefits like zero ads on any Slate podcast, bonus episodes of shows like Slow Burn and Dear Prudence—and you'll be supporting the work we do here on What Next. Sign up now at slate.com/whatnextplus to help support our work. Learn more about your ad choices. Visit megaphone.fm/adchoices

                         3 reasons Why Most People Get Destroyed In Business1. No exit strategy or succession plan in place.  Even entrepreneurs don't live forever! When you want to leave the Business, the business will crumble without a proper plan in place. And without a proper plan, there is no sustainable value in your business. 2. Paying your best employees too little. Let's face the fact that you likely take advantage of your best employees. They are always willing to do the most and best work for less comparative compensation than others.3. Not talking to your competitors. You ignore your competitors completely. Social Links Instagram - @daily_motivationsorg        Facebook- @daily_motivationsorgInterested in sponsoring this show reach out to us via tolexyofficail@gmail.comKindly support us here-( SUPPORT DAILY MOTIVATIONS )Get motivations team merch here- (DAILY MOTIVATIONS MERCH)Thinking of starting your own podcast? Click here - (START A PODCAST)Support the show (https://paypal.me/dailymotivations?locale.x=en_US)

In today's episode, host Julie Hood shares some ideas if you wake up and you're not motivated to work on your business today. First, please, please get medical assistance if you are feeling depressed. Depression is a medical condition and the best thing you can do is get help from your doctor (here's a link to symptoms). This episode isn't meant as medical advice… these are just a few of the ideas I've gathered through the years when I'm having a bad day and want to shift out of it.  KEY TAKEAWAYS“We don't want to think happy thoughts all the time because we live in a world that has a 50-50 experience provided for us.” ~ Brooke CastilloEat something healthy.Write and write and write (in a black notebook!)Stop trying to figure out why you feel this way today. Clear the decks… what is the bare minimum you need to do?Do something for yourself (self-care). Listen to what you're thinking about.Get exercise (especially a short walk outside).Go to bed early. Make future plans. Check with doctor on vitamins, minerals, etc.Call a friend.Have a good cry. Do something for someone else. Get near water. Change your routine. Watch funny videos or TV shows. Remember who you are helping… get back to your mission. I hope one of these ideas helps you feel better! LINKS MENTIONEDThe Life Coach School Podcast with Brooke Castillo COME VISIT!Sign up for my free course  Is My Course Idea Any Good? here.ClubhouseConnect with me on Clubhouse for FREE masterclasses at @JulieHood.CourseCreatorsHQ.club – to join the waitlist  for my upcoming Clubhouse courseWebsitehttps://www.CourseCreatorsHQ.comFacebookhttps://www.facebook.com/CourseCreatorsHQInstagramhttps://www.instagram.com/CourseCreatorsHQTwitterhttps://www.Twitter.com/CourseHQ

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Today on the Mushroom Hour we are excited to have the chance to learn from Ja Schindler. Ja is a fungi researcher/ teacher/ activist/ farmer based in the Southeast Cascade Mountains of Oregon on traditional lands of the Kalapooya peoples. Motivated by desires to challenge issues of environmental injustice, Ja founded Fungi For the People in 2010, which serves as an outlet for collaboratively developing appropriate methods for cultivating and problem solving with people and fungi. As a hands-on cultivator and community organizer he is a focal point of the inspiring community science movement. I can't wait to hear his take on the role community mycology can play in empowering people and helping us develop a more balanced relationship with our environment.   TOPICS COVERED:   Early Inspirations from the “Rebound Ecology” of Detroit   Moving West, Working with Applied Mycology   Community Evolution of Fungi for the People   Ecological Restoration & Mycoremediation   Impact of Arbuscular Mycorrhizae    Advantages of Site-Based Arbuscular Mycorrhizal Fungi   Bioremediation Work in Contaminated Mining Sites   Advice on “Skilling Up” for Bioremediation Projects   Background on the EPA and How it Works   How EPA Regulates & Facilitates Environmental Cleanups   Engaging with Institutional & Regulatory Frameworks     Working with Ectomycorrhizal and Endomycorrhizal Fungi at Home   Decentralized Future of Medicinal Mushroom Cultivation   Impact and Upside of a Parkinson's Diagnosis   EPISODE RESOURCES:   Fungi for the People Website: https://fungiforthepeople.org/   Fungi for the People FB: https://www.facebook.com/FungiForThePeople   Fungi for the People IG: https://www.instagram.com/fungiforthepeople/   EPA "CLU-IN" Resource: https://clu-in.org/   "Mycoremediation: Fungal Bioremediation" (Book): https://www.amazon.com/Mycoremediation-Fungal-Bioremediation-Harbhajan-Singh/dp/047175501X    Fomitopsis pinicola (Fungus): https://www.mushroomexpert.com/fomitopsis_pinicola.html

Canon's story may sound very typical at first, married and has two kids, 9 & 7.  Grew up active in a small country town, played all sports as a youngster but focused on soccer in high school and went on to play in college.  Stayed active, until like many people fell victim to the typical office job / marriage / new dad lifestyle and got out of shape.  As a result of stress; poor diet; lack of sleep; too much alcohol, health issues started.  Canon was diagnosed with Ulcerative Colitis, a chronic inflammatory bowel disease that causes inflammation in the digestive tract. Motivated by the desire to be strong for his family and in case a major surgery was needed Canon took control of his health and fitness.  Now at 41 he is in the best shape of his life.  Canon does trail running; CrossFit; ruck hikes; mountain biking and completed the David Goggins 4x4x48 mile challenge.     What a treat to get to know Canon.  Some people are going to have a great attitude no matter what and Canon is one of those people.  We really appreciated him sharing his personal story with us.  We learned more about what it is like living with the autoimmune condition, Ulcerative Colitis.  We also get into some other not so pleasant stuff when it comes to feet issues and when nature calls on the trails.  We found ourselves laughing and sharing maybe a little too much LOL.  It was a fun episode but also one that could really help someone struggling with a similar health issue.  We think you will feel inspired and hopeful after listening to Canon.

Website: www.blackandwhitenetwork.com Get your MERCH here: https://teespring.com/stores/blackandwhitesports Follow Black and White Network on Odysee: Black and White Sports: https://odysee.com/@blackandwhitesports Black and White News: https://odysee.com/@blackandwhitenews Black and White Entertainment: https://odysee.com/@blackandwhiteentertainment Follow us on Rumble: Black and White Sports: https://rumble.com/user/BlackandWhiteSports Black and White News: https://rumble.com/user/BlackandWhiteNews Email: blackandwhitesports2019@gmail.com Check out the podcast site here for all of the live streams: https://anchor.fm/blackandwhitesports Please support Black and White Sports for as low as .99 per month here: https://anchor.fm/blackandwhitesports/support Support us on Patreon: https://www.patreon.com/blackandwhitesports Join us and become a channel member today as we fight against Woke sports. Click the JOIN button or the link in the description and support us. Just starts at $4.99 per month and cancel anytime. https://www.youtube.com/channel/UC73b_bf7j4fgTnBNRTqKKTA/join Check Out blackandwhitenetwork.com and help us SECEDE from Big Tech - Joint Videos, Exclusive Live Streams, and Silver Members can join in on Member Panel Streams! Uncensored! Or Help Sponsor the Channel & Website with the Basic $5 (and still get access to live streams on the website) Make Sure You Subscribe on Podcast! Available on Google Podcast, Spotify, Castbox, Apple Podcasts (ITunes): https://anchor.fm/blackandwhitesports

It was a slip up of words, but the term "action-motivated" has stuck with IgniteDA co-founder Kevin Henry. Now he shares the meaning behind the words with you and why they suddenly have inspired him when it comes to dental assistants in 2021 and beyond.

Shout out to Lil Jawns Rails (@liljawns_rails) , use code SKATOSIS for 10% off!!Shout out to Onward Skate Wax (@onwardskatewax) , use code SKATOSIS for 20% off!! Drew is 60 days deep into his streak and there doesn’t seem to be an end. It’s also 1 episode and 1 week until Drew turns 50!! Send(...) The post Skatosis 199 – Motivated to Streak appeared first on Skatosis - An Obsession with Skateboarding.

The Inspired - feeling led to do something creative. The Motivated - general desire to do something positive. The Open-Minded - willing to consider new ideas; unprejudiced. The Passionate - strong feelings or belief. The Grateful - feeling/showing an appreciation of kindness; thankful.  The audio got progressively worse. I chose not to include the last interview. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/newlove/message

I got to interview Rachel Richards. At the age of 27, Rachel Richards quit her job and retired, living off $15,000 per month in passive income. Rachel is the bestselling author of “Money Honey” and “Passive Income, Aggressive Retirement.” She is a former financial advisor and a real estate investor with almost 40 rental units. By making the topic of money management fun, entertaining, and simple, Rachel has helped thousands of millennials work their way out of financial despair. We spoke about: 1:00 Getting into real estate. 2:45 Helping with financial literacy. 7:10 Motivated by fear. This episode is sponsored by Nova Zora Digital experts in digital marketing. Check out Real Talk Podcasting for all things podcasting. *Disclaimer: The views and opinions on Roman Prokopchuk's Digital Savage Experience are those of the guest's alone as their own, and the host's alone as his own. Information provided by the guest is fact checked to the best of our abilities. By providing background information to the show, the guest acknowledges that it is as accurate as possible. The show does not endorse, promote, or is in association with the guest's business interests.* --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/roman-prokopchuk/support

Today, we're going to talk about intrinsic vs. extrinsic motivation and 6 different motivation types. If you're a content creator or influencer whose looking for more motivation in life, understanding how you're motivated can help you. INTRINSIC MOTIVATION:According to American Psychology Association (APA), intrinsic motivations are linked to our feelings. It's an incentive to engage or participate in an activity that derives from pleasure in the activity itself.  ·      You do things because it's personally rewarding to you. You plan, pursue, and act on things because you see the benefits of your actions. EXTRINSIC MOTIVATION:According American Psychology Association (APA), you do things to either earn a reward or avoid a punishment. Your actions are driven by consequences. ·      Example: Turning your homework in on time so you get a good grade and aren't penalized for a late turn in.The truth is we are all intrinsically and extrinsically motivated in the different aspects of our lives. Everyone is motivated differently and if you are trying to set goals and achieve them, it helps to know how to motivated yourself.We share 6 motivation types in this conversation!Follow Emma on Instagram: @emmasedition | Pinterest: @emmaseditionFollow Maddy on Instagram: @madcrayy | Pinterest: @madcrayyFollow the Content Creatives Podcast: @contentcreativespodcastJoin the Content Creatives Podcast Facebook Group!

Need to be more self motivated?Self motivation is a perspective. A different way to look at your life as it currently is.In this episode, I'll do my best to break down how I take the stresses of life and create motivation to take care of them at the source of the problem.To go through 3 exercises that will further increase your belief in yourself, listen to episode 93 here.

Special #MakeHerstory edition of #VoteHerIn, a collaboration of Two Broads Talking Politics & author Rebecca SiveWith Illinois Deputy Gov Sol A. Flores and strategist Alex Sims.Sol Flores serves as deputy governor in Illinois Governor JB Pritzker's administration overseeing Health and Human Services since February 2019. As Deputy Governor, she helped oversee the administration's response to COVID-19, including housing relief and vaccination efforts. Additionally, Flores spearheads the administration's efforts around poverty alleviation, hunger relief, expanding healthcare access to all, and strengthening the state's safety nets for its most vulnerable residents. She was the founding executive director of La Casa Norte, a non-profit organization established in 2002 that has served more than 30,000 youth and families confronting homelessness. Flores built La Casa Norte from two employees to a multi-million-dollar organization delivering inspiration, hope, and critical services. She is a tireless advocate, having served on numerous working groups, commissions, and nonprofit boards. Flores was raised by a single mother who came to Chicago from Puerto Rico, who was recognized as a national Champion of Change by President Barack Obama.Alexandra (Alex) P. Sims believes that one's birthplace and economic status shouldn't negatively affect one's life journey, and her career has taught her that real change is brought about when there is synergy, empathy, and aligned purposes among all public affairs sectors: business, government, philanthropy, and grassroots organizing. Alex came to Chicago from metro Detroit to attend Northwestern University. Awarded the prestigious CORO Fellowship, Alex was assigned by the CORO program to serve in the St. Louis, Missouri area. Motivated by President Barack Obama's education and social policies, Alex was appointed to head his 2012 Presidential campaign for the St. Louis region. Following Obama's victory, Alex continued as a State Coordinator with Organizing for Action (OFA), relocating to Chicago. It was in Chicago there that she founded Every Vote Counts, where she directed the registration of over 120,000 voters in 4 four months - the largest voter registration campaign in the country that year. While Senior Advisor to the City of Chicago Treasurer, she launched an aggressive and strategic agenda of financial equity and access. Now, founder and CEO of APS and Associates, she counsels numerous clients, including The Obama Foundation and Illinois Governor JB Pritzker.Both Sol and Alex are graduates of the women in public leadership initiative created by Rebecca Sive for the University of Chicago Harris School of Public Policy.

At the start of 2021, four prominent voices on the political left created the popular Substack ‘The Liberal Patriot.' Motivated by what they saw as a gap in analyses on US politics and foreign policy, John Halpin, Ruy Teixeira, Peter Juul, and Brian Katulis seek to use their publication to promote a new liberal nationalism on the center-left and a more open-minded and inclusive approach to thinking about political and social issues. Two of The Liberal Patriot's co-editors, Brian Katulis and Ruy Teixeira, joined Marc and Dany to discuss their writing, the foundations of liberal and inclusive nationalism, the political conversation on the American center-left, and the current state of modern political discourse. The Liberal Patriot was created by co-editors John Halpin, Ruy Teixeira, Peter Juul, and Brian Katulis. Together, all four have decades of experience in the fields of political ideology; electoral analysis; public opinion; demography; and national security and international policy. https://www.aei.org/wp-content/uploads/2021/10/FINAL-WTH-10.6.21-Transcript-1-2.pdf (Download the transcript here. )

With David Nasternak and Alex Drain Segment 1: Forwards, goals, and many talents Pairings make up lines: KJ and Matty; Bords and Brisson What to do with line 3? Beecher will miss some time Grind Line Part 4! Van Whye and Moyle Who fits in? How do they complement everyone else? How long has Pasta been here Segment 2: Defensemen, Goalies, and Intangibles Best D pairing in the NCAA? Who will play with the New Hughes? Plenty of options for 5-8 The Year of Portillo Special Teams and Friends  Around the Conference: Minnesota and.......anyone? Measures of Success --------------------------------- MUSIC NHL on ESPN Theme "We Ready" - Archie Eversole ft. Bubba Sparxxx Ice Hockey (NES) theme

Motivated by the loss of his friends in the service and wanting to provide meaningful employment for those he served with, Hernán Luis y Prado founded @workshopsforwarriors in his garage in 2008. Workshops for Warriors has a campus in San Diego that began as a 400 sq ft space. They train Veterans and active-duty personnel in high-skilled manufacturing trades and then place them in well-paying jobs in machining, 3D printing, and more. Hernán discussed the incredible need for skilled labor, how Veterans can fill that void, and what he does to stay sharp as CEO.

Michael Jenkins of Bet QL joins Landry to give some wagering tips for this weekend. See omnystudio.com/listener for privacy information.

Eric's recording credits read like a “who's who” including Taylor Swift, BonJovi, Jewel, James Bay, Maren Morris, Bob Seger, Carrie Underwood, The Brooklyn Tabernacle Choir and new artists Carly Pearce and Moon Taxi. He has traveled around the world with artists such as Vince Gill, Amy Grant, Faith Hill, Take 6 and Bob Seger. He currently tours with Jimmy Buffett and The Coral Reefer Band and frequently performs live with Mac McAnally. An accomplished composer and producer, Eric has written original underscores for TV and film. These shows include Dateline NBC, 20/20, Fox Sports, the Discovery Channel, The NFL Network, National Geographic and the film, The Fantastic Four – Rise of the Silver Surfer. Other projects include A Drummer Boy's Christmas and Sunday Drive. Inspired by his grandfather who was a musician and band leader, Eric has long felt at home in the world of drums and percussion. Grounded in the fundamentals of both classical and non-classical percussion, Eric's versatility helps artists hone their sound and distinctly clarify their vision. He is known for creating unique tones and parts as well as one of a kind drum and percussion loops for projects. Never satisfied with the status quo, Eric's passion for the arts is always evolving and going “outside the box” creatively is one of his favorite things to do. Motivated by a love of learning, he is always willing to embrace new projects and musical adventures. Eric currently uses Meinl Percussion, Paiste Cymbals, Mike Balter Mallets, The Trashkat and Shure Microphones in the production of his projects. https://www.ericdarken.com/ https://www.instagram.com/ericdarken/?hl=en https://en.wikipedia.org/wiki/Eric_Darken https://www.allmusic.com/artist/eric-darken-mn0000800330/credits @thecareermusician @nomadsplace

12 Hours of Heaven: Lessons for a Better World by Rick Ornelas Let's face it, humanity is suffering. The pendulum of our collective soul has swung too far in the direction of darkness. We need more positivity. We need to move toward the direction of light and focus on the good in our hearts. Motivated to write this book by the ever-worsening times we live in, Rick Ornelas shares an uplifting story of hope for humanity. 12 Hours of Heaven is an inspirational guide to positive change through lessons for a better world as told by Ezra, the wisest Archangel in Heaven. Join Ezra as he teaches his young protégé Anabeth what it takes to become an angel. As he shares his story, he recounts the many lessons learned when he found himself trapped in an elevator for 12 hours with ten people from all walks of life. In their short time together he helps each of them through their biggest challenge while maturing in his understanding of himself. This heartfelt story will absorb you and take you on an emotional ride through the deepest parts of your heart and soul. In the end, you will feel empowered to spark change and create a better world.

In this episode, we break down some popular questions and some topics we think are important to the continual growth of the game! We discuss popular baseball & softball terms as well as keeping players motivated no matter the situation. Learn more about your ad choices. Visit megaphone.fm/adchoices

If you are curious about mountain biking, Nordic Skiing, or just want to hear how real runners stay fit after 40, listen as Angie Kell tells her story.Angie describes how athletics and running became part of who she was during her childhood. She believes the unmatched friendships she has developed through sports are incredibly powerful. Most runners can relate to those special relationships that can only form on the long miles down the road. She inspires us all through her motivation to help other women succeed. Although Angie's competitiveness used to be all-consuming, she has learned to modify her workouts and training. Now, she changes up what she does for a workout depending on the season. She finds mountain biking and Nordic Skiing give her similar emotional and physical benefits to running. Additionally, she believes in the importance of functional therapy (she uses a specific physical therapist). Angie sums up her love for working out with "I just love to climb stuff!".Angie realizes she simply isn't her best self unless she is taking care of herself and getting out and moving. Her background in nutrition sets her up well for a healthy diet- she explains how she keeps that simple and effective. Finally, Angie details her goals for the future, attention to gratitude, and her plans for fitness to inspire us all.Visit www.runningwithgrit.com for all things related to running after age 40. This episode is sponsored by www.zox.com- use code runningwithgrit to save 15% on your entire order at checkout.

It's so easy to think everyone else but you is super motivated all the time. If you're struggling to feel motivated, this one's for you. **Sign up for my weekly Letters of Rebellion here!**  They're free, they come straight to your inbox every Sunday and they're full of the bits I don't share anywhere else! About Meg & The Daily Pep! The Daily Pep! is the short, snappy and sassy podcast for creative + multi-passionate women, designed to start your day off with a compassionate bang! I'm Meg and I'm the host of The Daily Pep! and The Couragemakers Podcast and founder of The Rebel Rousers. I'm a coach, writer and all-round rebel-rouser for creative and multi-passionate women to do the things only they can do and build a wholehearted life. When I'm not recording episodes, writing bullshit-free Sunday Pep Talks to my wonderful Couragemakers community or working 1:1 with coaching clients, I'm usually covered in paint or walking my wonderfully weird cockapoo Merlin.

Motivated by a recent coaching session, D.O. hops on his soapbox to discuss the importance of the college experience and how it's possible to HAVE IT ALL. From launching your career at 19 to living in your moms basement at 28 - there is a happy medium and balance to be found. ___________   DISCOVER us on TikTok WATCH us on YouTube! LIKE us on Facebook! FOLLOW us on Instagram! CONNECT with us on LinkedIn! __________   @TheLoanOfficerPodcast

The Locked On Vols podcast is your daily show covering Tennessee Volunteers football and basketball with Eric Cain. Tuesday's show answers your questions and hears your comments. How can Tennessee become more competitive this season? Why is Arkansas having success while Tennessee is not? That and thoughts from Josh Heupel's Monday press conference here on a Tuesday podcast. Be sure to participate in #TwitterTuesday by tweeting @LockedonVols or @_Cainer all your questions. Tuesday's show will answer them! DMs are open. Follow the show on those Twitter accounts and also on host Eric Cain's Facebook page: CainerOnAir. And every Friday is 5 Star Friday here on Locked on Vols! Head over to Apple Podcasts and leave a positive review + a 5 star rating and we'll shout you out each and every Friday! Support Us By Supporting Our Sponsors! SweatBlock Get it today for 20% off at SweatBlock.com with promo code LockedOn, or at Amazon and CVS. Built Bar Built Bar is a protein bar that tastes like a candy bar. Go to builtbar.com and use promo code “LOCKED15,” and you'll get 15% off your next order. BetOnline AG There is only 1 place that has you covered and 1 place we trust. Betonline.ag! Sign up today for a free account at betonline.ag and use that promocode: LOCKEDON for your 50% welcome bonus. Rock Auto Amazing selection. Reliably low prices. All the parts your car will ever need. Visit RockAuto.com and tell them Locked On sent you. ___________________________________________________________________________________________________ A special shoutout to James Manning (@GooseManning5) for his assistance in graphic design. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Drew Marvick is a producer, writer, director, actor, horror enthusiast, and so much more. In this episode, we discuss the world of production, horror fandom, and why it's so important to not let the fear of failure hold you back from pursuing your passion. Drew's primary career has been as a producer in the commercial world, but he's branched into acting in indie films and horror movies. He talks about his work ethic and not having an ego on set. It's not about where you're at on the call sheet, it's about coming together as a team to do the best work possible. He breaks down what the commercial production process is really like - starting a completely functioning and successful business over and over for single days at a time, and shutting it down immediately after. Motivated by all the talented people with whom he worked, he made his first film, the cult hit "Pool Party Massacre" with a meager budget in his parents' backyard. That movie has taken a life of its own with unexpected longevity - after 5 years, it's still playing at film festivals. He uses it as an example for all the people who want to do something but don't because they are afraid. He hopes people see what he's done and think, "If he can do it, so can I." Connect with Drew @drewmarvick on all platforms. Pool Party Massacre Connect with me: https://pods.link/aardvarkgirl -- 00:29 I've been watching horror my whole life and been fascinated by it. But separately, I just also loved movies and photography, and wanted to do one or the other. I didn't think production was a real, attainable job. I thought you were born into it, or made in a factory or something. I just didn't think it was real, so I was going to be a photographer. That was my goal. And then I kind of did neither, and then fell into this. 02:52 I still thought maybe there was something, and maybe I could go to film school. And then my dad actually kind of talked me out of it. He just didn't think it was a good idea. And he basically said, “If you're really passionate about doing film or photography, get a degree in business. I will pay for your college if you get a degree in business. And then if you're still passionate about it, I will pay for you to go to film school or photography school after that. But you're gonna need the business sense to do either of those jobs. If you don't have it, you'll fail. But also, you want to make sure that you're passionate about it before you waste four years to be a waiter.” That's what he said. I think in the back of my mind, I knew he was probably right. I did get a business degree from UNLV. And when I finished, I had zero interest in going back to college to get any other degree, no matter what it was. And so I went into the management world.  04:57 When I was leaving Coyote Ugly, I happened to mention to an employee who was going to film school that if she ever needed a PA, give them my name, and I'll do it. She called me the very next day and said, "I'm working on a commercial and they need someone. If you're serious, call this guy, Matt. Here's his number.” That started a long relationship, because I ended up being a full-time producer for him for years. And now, I still work freelance for him to this day. I was going to take two months off and then get a real job again soon. And I still don't have a real job. 09:58 As a producer, business school makes way more sense than film school. Some people come out of film school lacking certain skills like interpersonal skills, and customer service skills, things like that. As a producer, you need to interact with people, and people need to trust you, and like you. I say that everyone should have a customer service job at some point. Even if you want to be a filmmaker, and you know that's what you want to do, you should still get a job where you have to deal with people, and you have to take people's crap, and you have to learn how to handle it. Because if you don't, you're going to learn later in life, and that's a lot worse. 13:15 I've never had an ego when it came to what title I had, or what job I was doing. We're all on the same page, and we're all equal despite where our names are on the call sheet. I'm just there to get the best result at the end of the day. It's just the way I am. And it's the way I am on all of my sets, like in the indie film world as well. Just because I'm the writer, and the director, and the producer, doesn't mean I'm better than anyone else on the set. And in fact, I tend to do the dirtiest work myself, just because I don't want to ask other people to do it. 18:57 The idea of making a feature film just seemed impossible for a large part of my life. But then by that point, I kind of got motivated by all the people that we work with, in this town especially. We work with so many talented people. There's so many people that are on set that are so much more talented than I am, and can do everything. I mean people that can shoot, and edit, and light, and know sound, and probably know storytelling, and can write a good script, and they have every single asset that you need to make a good movie, except they're afraid to do it because they're afraid to fail. So, at some point, I just said, “You know what? Then I'm going to do it. Like here, the least talented person in the room. I'm not afraid to fail at all. Like, I'll make a movie. And maybe it'll motivate you guys.” And so, that's really what the motivation was. It was kind of just like to kick a bunch of my friends in the butt and say, “Hey, look, don't worry. It's okay.” And I didn't even know if anyone would see it. I mean, it's a $6,000 movie that I made in my parents' backyard. I really thought it was just for fun, and so that I could have a movie under my belt, and understand how it worked. And then that could make a real movie someday, based on what I would learn from that. But I guess it turned out to be a lot more than that. It ended up having a long life. It turned into this thing that I never expected it to. 23:27 The fear of failure is debilitating for a lot of people. And I guess I'm just lucky enough that I don't have it. I mean, I don't like to fail, and I don't like to be embarrassed, but I'm not afraid of it because I know it's a part of life. And I've done it so much, and I've always come out of it just fine. I fall on my face for a living, so I'm okay with it. And you move on, and you learn from it. I think everyone else, if they could just get past that, they'd be a lot better off. So if I can be the person that, even if it is them saying to themselves, if this guy can do it, then I can do it, then that's fine. That works for me. 27:32 We were still able to have the Sin City Horror Fest last year, just not in person. It shifted to an online model. Now, in the future, we can still use it as a tool and kind of integrate it into the in-person festival so that people around the world can participate, at least in some way. So, we're kind of trying to figure out that balance as we're now shifting back. We definitely learned a lot. 29:39 Horror fandom is something that is so very unique. The fans are really loyal, and really rabid, and very active. So, it's great. And it's a community. And surprisingly, most of the fans are really nice, which I think people on the outside wouldn't expect when they see a bunch of people in black t-shirts with decapitated heads on them, and people wearing makeup and blood all over their face waiting in line to get into to a convention hall. They look pretty scary, but they're not. They're just people like us. This is just what they're into it. To me, it's the same as a person that paints their face green and yellow, because they're a Packers fan. Like, there's really no different to me, because that's just as weird. Spelling out somebody's name on yours and your friends' chests so that you can all stand shirtless together and root for your favorite quarterback is kind of the same thing to me as dressing up as your favorite horror celebrity or character. It's just a way of showing your support. 33:39 I think I'm both the cool dad and the weird dad. It goes in waves as they grow. My son is a teenager and I still have to drop him off like a block away from school because he's embarrassed. I'm definitely not the cool dad to him. Unless the times when it works out in his favor when he gets to meet Corey Taylor from Slipknot, because I happen to know him because of what I do. So, then all of a sudden I'm cool for like three seconds. But then I'm back to not being cool on the drive home, and he's telling me to turn my music down or roll the windows up because people are going to see him. My 10-year-old daughter, on the other hand, is still in this great phase where it is cool, and she wants to be a part of it, and she wants to be on set, and she wants to make movies, and she's writing scripts now. she's really good at it. She's very creative. I'm stealing some of her titles.  They've grown up around it. I mean, they've been on sets of some kind. They've both been in tons of commercials, and been on commercial sets, but they've both been on movie sets and at horror conventions their whole life. So, they're immune to it, but they're also fascinated. 36:36 As their dad, I definitely want what's best for him. And I want to be able to give them good advice and help steer them in the right direction. But I also love letting them figure things out on their own. I'm a single dad with two kids, so I spend a lot of time with them. And I am definitely not the kind of dad that's trying to get them to like what I like just because I like it. I don't tell my daughter that she has to listen to Slayer and buy her a Slayer shirt. We're listening to Justin Bieber, and I'm scream singing along with her, with the windows down, all the way to school. And sometimes on the way back, even though I'm alone. That's just the way I am and the way I want them to make their own decisions.  39:40 I've been an FBI agent. I've been a doctor. Now granted it was in a garage with a drill, but I was a doctor. I've been a lot of things. my career, is very schizophrenic. I definitely make my living on the production side as a producer, in the commercial world. But now that I'm starting to do so much more in the feature film world, and with horror projects, acting has now taken over. At least 50% of my work is acting now. I mean, I haven't been able to complete another movie because I've been in so many other people's movies. From what people that know me ask me when I see them, I think it's really hard for people to figure out what I do, which I like. 41:32 Commercial production is basically starting a business from the ground floor, doing everything you need to do to start that business. You're hiring, you're finding a location, you're getting all the equipment you need, you're working out your business plan, and then you're going to execute it for one day. And then you're going to fire everyone. You're going to liquidate all your assets, and you're going to vacate the building. And then you start over in a whole new business the next week. We start a completely functioning and successful business over and over and over again for just single days at a time. Which is why my beard is gray now. 43:22 Don't quit your day job, until you can't possibly do both things successfully. Figure out a way to do it while you're doing that other job, so you actually still have insurance, and you still have a paycheck, and you have some form of stability. Like, literally wait, even if it's years, wait until the day when you can't do both things because it's affecting your quality of life. And then if you still have the same amount of passion for the creative project, quit your day job and do it.  But if you've already pulled the ripcord and you're in it, don't be afraid to fail. Because you are. You're going to fail a bunch of times, and you're going to have really bad days. And you're going to work on really bad sets and work with horrible people. But it doesn't matter, that's the beauty of this. If you are on a bad set, or you're working for a bad producer, or with a horrible director, or a client that just sucks, it's all temporary. Unlike any other job, there's an end date. Just know that you don't have to deal with that. You're not stuck. You're gonna work on a lot of jobs, with a lot of people. And you're gonna find your family. And once you do, it'll be awesome. 48:05 If you've got 80 minutes you just want to ruin, then check out Pool Party Massacre. Or if you're a fan of 80s, low budget ‘80s-style slasher films, maybe you'll even like it. And if so, you can pick up a t-shirt, and a lunchbox, and a hat, and look like a weirdo. 

In this episode, in our Mindful Monday segment, we learn How To Beat Boredom And Keep Yourself Motivated.Go to https://7goodminutes.com/podcast/boredom for full show notes.Don't forget to subscribe, rate, and share it with a friend or two!

Motivated, flexible and ready to handle any challenge that comes, these words describe today's podcast guest Kenya Reeves- Costa. Kenya describes herself as a wife, mother, daughter, sister, friend and realtor.  Her drive and ambition landed her in L.A. where a career change, husband and motherhood awaited. In this episode, Kenya shares how having an open mind and a positive outlook to life's challenges can set you up for success. In the market for a house or just want to connect? IG, Twitter, LinkedIn  @thelahomegirlwww.TheLAHomeGirl.comEmail: kenya@thelahomegirl.com

On this episode of the PerformHappy podcast we are talking about motivation! Does your child say they love the sport but behave in a way that suggests otherwise? Tune in to learn about the 4 reasons that cause your athlete to look like they aren't motivated and tools to help find out what is really going on.

9 Effective Interviewee Tips On How To Be A Great Podcast Guest In Season 2, Episode 50 of the Boss Uncaged Podcast, S.A. Nine effective interviewee tips on how to be a great podcast guest. The goal is to motivate and focus on growth.

Trigger warning: Child abuse and child homicide The docs dole out the research on child homicide; filicide in particular (the murder of a child by their parent). They then discuss the lack of information on victims of filicide from the LGBTQIA+ community before reviewing two cases where this was in fact the primary motive. They also review typologies, related legal concepts, like the "panic defense," and future considerations for such cases. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/lansc/message

Episode 120:  Why do we always think our future self will be stronger, more disciplined, and more apt to follow through with our dreams and ambitions? In this episode, Logan shares inspiration to develop the ability to see ANY goal through!SECRET FACEBOOK GROUPJOIN OUR MAILING LISTTIKTOK

The most important part of hiring is to filter out and bring in the people that you truly want to attract to your business. Property management growth expert and founder/CEO of DoorGrow, Jason Hull, talks about how to attract motivated and inspired team members in your property management business. You'll Learn... [01:33] How do you motivate people to get them to do what you want? [02:04] Finding Good People: It takes more than a job posting and interviews. [02:55] Time Study: Start by figuring out where your time goes. [03:06] Job Description: What you want somebody to take on that drains your energy. [03:52] R Document: Responsibilities, resonate, and results. [04:31] Cultural Fit: Bad hires don't share your values, ethics, morals, or how you care. [05:44] Purpose Secrets: What's your personal and business ‘why' that motivates? [09:34] Myers & Briggs, DiSC: Know different attributes of profiles and personality types. [12:00] Micromanagers: Whenever we fail to inspire, we always control. [15:17] Pleasure vs. Pain: Most people are motivated by money or recognition. Tweetables “A big mistake that a lot of entrepreneurs make is they assume that if they just put up a job posting with the job requirements and they do a bunch of interviews, they're going to find good people.” “You need a much better filter because what that formula means is you're going to end up with a lot of turnovers, a lot of team members, and have to kiss a lot of frogs.” “You can teach people skills. You can teach people processes. You can teach people tactical things. But you cannot generally teach your team members values.” “The result is what gets you paid. The result is what grows the business. The result is what makes it worth it for you to shell out money to have this team member. Results are the most important thing.” Resources DoorGrow and Scale Mastermind DoorGrow on Instagram DoorGrow on YouTube DoorGrowClub DoorGrowLive Myers & Briggs DiSC Transcript Welcome, DoorGrow hackers, to the DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others impact lives, and you are interested in growing your business and life, and you are open to doing things a bit differently, then you are a DoorGrow hacker. DoorGrow hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high-trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. Now, let's get into the show. All right. We're continuing my weekly series of just saying whatever I want to talk about today. So today, I got a question about motivating people. We had somebody in our group that was really struggling to hire and find good people in their market. Also, we had another team member that was asking how do you motivate people to get them to do what you want. So we're going to chat about teams a little bit today and about motivating people. What I told the lovely lady that asked the question on our group call today about finding really good people is, a big mistake that a lot of entrepreneurs make is they assume that if they just put up a job posting with the job requirements and they do a bunch of interviews, they're going to find good people. I have found from my own experience and being connected to a lot of entrepreneurs that that is not the case. You need a much better filter because what that formula means is you're going to end up with a lot of turnovers, a lot of team members, and have to kiss a lot of frogs by bringing them into your business, training them, wasting time, and they're going to be terrible, not really show up to work all the time. They're not going to do a great job. You're going to have to start over again. Let's talk about the hiring process just a little bit so that you can have great people, and then we'll get into maybe some stuff related to that. If you want to bring really great people onto your team, we usually start in the DoorGrow & Scale mastermind. I usually start by having clients do a time study to really figure out where the time is going. Based on that, we build a job description for somebody to take the minus signs, the things that are energetically draining them. They don't enjoy the things that are tactical, which are maybe more like lower-level work, or things that are just not strategic in general where you're not functioning as a business owner. You're functioning and doing the employee-level type of tasks—emailing, calling work, et cetera. We want to shift and take the tactical minus signs off your plate, so we build a job description. What would be the ultimate next hire for you? So you can free up your time, energy, attention, focus, et cetera so you make more cash. What would it take to do that? You build out the ultimate job description. I call that an R document. I got the original idea from one of my coaches and mentors, Alex Scharffen. He had what was called a four R's document. For me, I found that there were some R's missing. I'm not going to go into total detail explaining an R document, but I will say three of the R's. Most job descriptions have one of the R's in a document, which is they have the responsibilities. This is a typical job description. They'll just have the responsibilities listed and they think, well, people will look at this and go, I could do that job. What's the pay? Okay, I could get paid to do that job. That does not mean they're going to be a cultural fit. Usually, if you have bad hires, it's not because they can't do the job. It's usually because they don't share your values, your ethics, your morals, what you really care about, and how you care about your customer. If you bring on the wrong people, they're not going to share your values. Even if they can do the job, you're never going to trust them. They're not going to show up, be, and act the way that you want so that you feel safe with them and safe giving up these things off of your plate and giving them to somebody else on your team. You need them to share your values. This is more important than them having the skill to do the job. You can teach people skills. You can teach people processes. You can teach people tactical things. But you cannot generally teach your team members' values. Those come hard-wired in. They got those from their parents. They got those from society, from their upbringing, from their religion, and from the culture they've been a part of, but they have those values. So you need to find people that are a value match for you and your business. Your business needs to have the right cultural foundation. In our program, we have a training called Purpose Secrets. In that, we get into figuring out your personal why—what really drives and motivates you, your business why—what really motivates the business? What is your client-centric mission? This mission that you have for the business really gets you inspired and excited, and can inspire and excite your team and your potential customers. We get into company core values. Making sure those are clear and defined, and some other stuff. This allows you to create culture. You cannot have a healthy culture in a business, bring people in, and expect them to fit your culture if you don't make that really transparent from the beginning, from the get-go. We have—on our job application at DoorGrow—our cultural values, client-central mission statement, and these sorts of things so that people can go through this if they care, and we can attract the right fit. Otherwise, you're really playing Russian roulette, you're just gambling. Then you have to have a really good R document. You have to have a really good job description. This goes far beyond just the responsibilities. Here's the most important part of a job description. It's the portion in an R document, the first portion I call resonate. This is the portion where it's copywriting or sales-related language to convince people and to discuss the position in a way that they will read it and self-identify. Does it resonate as being them? As an example, if I were hiring an executive assistant, I know the personality type that I would generally want for that. They're going to be very detail-oriented, et cetera. It could say, are you our next executive assistant with COO potential? Do you color-coordinate your closet? Are you the type of person that makes sure everything is tidy on your desk and in your house? Are you the person that really is critical of others when they get things wrong, but you really are also really critical of yourself if you make a mistake? Then you might be our next executive assistant. You're going to describe the personality in a way that they're going to read then go, oh my gosh, that's totally me. That is me, me, me, me, me. Not oh, I could probably do that, and you could pay me to do that. You want people that read this and they go, oh my gosh, this is me. I would love to be part of that. The second part of a job description—that's the most important part, I believe when hiring because it helps filter out people and it helps you bring the people that you really want to attract that are going to be excited about the job. They are the ones that are willing to jump through all the hoops you might put in their application or interview process that will filter out the majority of people. So you don't get a bunch of garbage applicants that are like oh, I'm applying to 10 different jobs. You want somebody that reads this and goes, that's the job I want. I want to be part of that kind of team. They're going to read that on your application, your values and your culture. Then you'd be like, I want to be part of something like this, something bigger. You want to attract believers, not hiders. The standard American employee that you hear about that complains about their boss, and they think it's funny and culture. These people live for the weekend. They just want to make fun of their boss and their job and be miserable. Those are hiders. Those are not believers. They do not believe in that boss. They do not believe in that company's mission. They haven't been given, sometimes often, anything to believe in. You want to make sure that you attract believers, not hiders. It needs to be the role that they know, this is me. So you have to understand the personality type. You need to know the Myers-Briggs type. You need to know the DiSC Profile type. You need to know different attributes about what this person is really like that would be naturally inclined to do this job and that would be really good at it. Now, here's the R in the R docs. It's the most important once you hire somebody. Once somebody is hired, the most important part is the results portion. The results portion is the portion where it talks about what they are responsible to accomplish? What are they expected to accomplish and get done? Because if they're not getting the results, it doesn't matter if they're fulfilling all of the responsibilities that you might have, which are also important to have in there. But if they're not getting the end result, it doesn't matter if they're doing all the other responsibilities if the result isn't achieved. The result is what gets you paid. The result is what grows the business. The result is what makes it worth it for you to shell out money to have this team member. Results are the most important thing. I don't care what else is in there unless they're getting the results done. That's the most important thing in the job description once somebody is a team member. They need to make sure they're achieving those results. Otherwise, they're not going to stay on the team. That way they know, these are the results I'm expected to accomplish on a daily basis, on a weekly basis, on a monthly basis, and on a yearly basis. These are the results. Results don't lie, right? Results reveal the truth. Results are reality and reality is god. Reality, always is what is. It's the truth. That's kind of the beginning. If you do that, just those things alone, you will be far less likely to have difficult, crappy, and bad team members. They're going to share your values. They're going to enjoy being part of your culture. They're going to believe in you as a boss. They're going to want to please you. They're going to know how to please you because they know the results that you're looking to get. It'll be very obvious having this yardstick by which to measure their performance on a regular basis as you meet with them, and say, hey, how are the results going? A lot of times, a business tries to micromanage and control their team members through KPIs. I'm not as big of a fan of that. I don't see that as necessary. When people really are the right role for the job, you don't have to force them. You don't have to coerce them. You don't have to micromanage them. They want to do a good job. They want to do those things if they're the right personality for that position. If they're an A-player that believes in your values, they believe in your company, they believe in you, and they're inspired to work with you, you don't have to control them. One of my favorite adages is basically whenever we fail to inspire, we always control. If you are focused on lots of metrics, KPIs, and these sorts of things, you'll feel that you always have to follow up with team members to find out and get information. You've built a system in your business in which you are micromanaging. You are a micromanager. That is what a micromanager is. Most people say, well, I'm not a micromanager. I don't want to micromanage my team. I hate micromanaging and I hate micromanagers. Most people are micromanagers that say that. If you have a performance-based culture—a culture in which people are doing what they really enjoy doing—they are inspired, they want to get great results, they are going to just do it. You don't have to push them or motivate them because they're going to want to do it. That's fun for them and it feels good. They get a sense of respect and value out of doing this and a sense of status maybe. They feel recognized for doing the things that they're supposed to be doing. They love their job. They love their life. They love your business. They get better and better at it. If the focus is on results, it doesn't matter how they go about doing to get those results as long as they do it within your values, your ethics, your morals. If they follow your values and they believe in your values, then you can trust them to get to the result in the right way. It doesn't matter if it's different from how you would do it. It doesn't matter if it's unique. You're going to find that if they know to focus on the result, they're going to get innovative, creative, and they're going to figure out clever ways to do it in less time to get it done faster. But they're going to do it as long as they're doing it with your values at heart and they're getting those results, you're going to be very happy. This relieves you from having that burden to think for them and make decisions for them, where you get tons of questions from them constantly. Like how do you do it? Should I do this with this person or that? Follow the values and you'll start to trust them more and more. They'll start to learn to trust themselves and their own decision-making. Then you're going to have leaders, not just followers and sheep in your business. The other question that popped up today was, how do I motivate people? The gentleman in the group was like, how do I motivate people on the team? One of the things that I really like is DiSC assessments. I like the values index that are in some of the more detailed DiSC assessments. The values index has different values like political score, economic score, aesthetic score, charitable score, and stuff like that. The one you want to look at when it comes to motivating people is the economic score. Now, that sounds a little weird. But all of these will help you understand somewhat what their values are and what they value. The goal to motivate somebody is you either need to know what they want to move away from or what they want to move towards, which is, what pain do they want to avoid and what pleasure do they want to experience? Most entrepreneurs mistakenly assume most people are motivated by money. Here's why—entrepreneurs tend to have a high economic score, which means they value money. Most people on the planet though, most of our team members, do not have a high economic score. It's going to be a low economic score. That means they value recognition. Recognition is more important than just getting bonuses. Entrepreneurs and typically salespeople tend to have a high economic score. If you see somebody having a low economic score and they have a high charitable score, actually paying them more money, excessive amounts of money, too much money, or even sometimes more money than they would normally be paid because they did better performance, a lot of times, those people will feel guilty. Some of these people feel guilty about getting more money. They have a high charitable score. They want to help people and they care about the poor. They want to volunteer and do this sort of thing. You just throwing money at them makes them feel like you just care about money. That actually hurts performance. One way to not motivate people is to pay them more money, give them bonuses, or incentivize things financially when their economic score is low. You need to be careful of that. If they're motivated by money, then this is why those types of team members (salespeople) generally have part of their pay connected to performance, bonuses, commission structures, and stuff like that. If the economic score is low, they are recognition-motivated. Just having a really good culture of accountability and a really good strategic planning system in the business. We have what we call DoorGrow OS, which I believe is better than EOS, which has some fundamental flaws I've talked about before. A lot of entrepreneurs are into us, traction, and this sort of thing. In DoorGrow OS, it's really an entrepreneur-centric system where it's built around you instead of built around the idea of an integrator, et cetera. I could go on talking about the flaws of EOS. But generally, our clients that come from the EOS system and implement DoorGrow OS have seen much better results. They feel a lot more calm and quiet in their business. Things get a lot less noisy. They have team members that are far more accountable. The team is part of the communication and culture and the planning process, and buy-in instead of it being very top-down. They're a lot more motivated especially because B-players—instead of A-players—that are hiders, they do not want to be in a situation or a system in which they are accountable and everybody gets to see them. But A-players—people that are not hiders, the believers—love to be recognized and they love to be seen. They want recognition. That's more important than them getting more money. They want to be recognized. This allows them to be seen, allows them to experience status, allows them to feel recognized, and does a good job. That kind of culture is a performance culture and it will filter out the riff-raff. It will prevent you from having bad team members. The other thing you want to recognize when trying to figure out how to motivate people is you need to understand your team. This is why before we even interview somebody, we have them—in our application process—jump through a bunch of hoops to get them to do a bunch of different assessments. I won't go into all of the different assessments that I often do, but I usually have people do at least three assessments just to go through our application process. If you have a really good R doc that really resonates with them, gets them really excited about the job, and really they get excited about the culture and your company, they'll be willing to do all of the work in your application, and jump through all those hoops. Most people won't. If they're just tire kickers, time wasters, people applying to lots and lots of different jobs, and they don't look at your job and go, I want that job. That's the job I want. I want to work for them. Then they won't go through and fill out everything on the application. I like the DiSC. I like Myers-Briggs. I understand those systems. I've taken time to learn those. I know what sort of roles will do well, which sort of personality types will do well based on those in certain positions. I would recommend those. Then there are others that I'm into or that I like to use. Having them do assessments, you're going to know beforehand, just by looking at all applicants, that person would likely be good at this. That person may not. You may still want to interview some people based on their past experiences. Maybe there were mistypes. Maybe they filled it out wrong or tried to answer it the way they thought you wanted them to be or to look. But that'll be really helpful for you to have assessments to be able to know these team members and to talk with these potential team members about themselves to figure out, does this resonate with you? Is this accurate about you what it says on your DiSC, what it says on your Myers-Briggs, and what it says on these other assessments? They can then chime in. A lot of times, you'll find they're like, wow, yeah, it's really spot on. Or they might say that part, no, I'm a little different than that. This helps you to understand whether or not that personality and that person would be a good fit and really enjoy that role. That's going to prevent you from wasting a lot of time, a lot of money training, onboarding, and bringing in somebody that's a bad fit. You won't have to motivate that person because they will naturally be inclined to do that and do a good job. That's a little bit of what we chatted about on today's call. If you're interested in joining about 70 entrepreneurs that we have in this mastermind, then reach out to DoorGrow. Check us out at doorgrow.com. If you are enjoying this podcast and you want to be part of our free community that we have online, feel free to join the Facebook group, which is doorgrowclub.com. You can join our social media group there where you can ask questions of other property managers. There are lots of really helpful people. That's all I have to share with all of you today. Until next time, to our mutual growth, and I hope you have a lot of success. Bye, everyone.

Chalene Johnson of The Chalene Show helps you become motivated to exercise Episode 1486: How To Become Motivated To Exercise by Chalene Johnson on How To Start Working Out Every Day Chalene Johnson is a world-renowned motivational speaker with more than 30 years as a health expert. She is a New York Times best-selling author, health and lifestyle expert, and top health podcaster with over 20 million downloads of The Chalene Show. Tens of millions of people around the globe have transformed their bodies and their lives with her help, and her fitness programs have been featured in gyms and on TV for more than 12 years. She and Bret, her husband of over twenty years, are the founders of the SmartLife movement. Together, they have built and sold several multimillion-dollar lifestyle companies and helped countless people to do the same. The original post is located here: https://www.chalenejohnson.com/tips-for-workout-motivation/  Apple Vacations packages include roundtrip airfare, hotel accommodations, meals, drinks, entertainment, and tips. For a limited time, you can use promo code SAND75 and take $75 off your stay at Live Aqua in Cancun or Punta Cana. Go to AppleVacations.com/optimal-health-daily to get this deal to your favorite Live Aqua resort. Visit Me Online at OLDPodcast.com Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalHealthDailyDietNutritionFitness Learn more about your ad choices. Visit megaphone.fm/adchoices

Chalene Johnson of The Chalene Show helps you become motivated to exercise Episode 1486: How To Become Motivated To Exercise by Chalene Johnson on How To Start Working Out Every Day Chalene Johnson is a world-renowned motivational speaker with more than 30 years as a health expert. She is a New York Times best-selling author, health and lifestyle expert, and top health podcaster with over 20 million downloads of The Chalene Show. Tens of millions of people around the globe have transformed their bodies and their lives with her help, and her fitness programs have been featured in gyms and on TV for more than 12 years. She and Bret, her husband of over twenty years, are the founders of the SmartLife movement. Together, they have built and sold several multimillion-dollar lifestyle companies and helped countless people to do the same. The original post is located here: https://www.chalenejohnson.com/tips-for-workout-motivation/  Apple Vacations packages include roundtrip airfare, hotel accommodations, meals, drinks, entertainment, and tips. For a limited time, you can use promo code SAND75 and take $75 off your stay at Live Aqua in Cancun or Punta Cana. Go to AppleVacations.com/optimal-health-daily to get this deal to your favorite Live Aqua resort. Please Rate & Review the Show! Visit Me Online at OLDPodcast.com and in The O.L.D. Facebook Group  Join the Ol' Family to get your Free Gifts Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalHealthDailyDietNutritionFitness