Podcasts about OMS

Play Episode Listen Later Jun 4, 2026 1:38 Transcription Available

Piden actualizar reglas digitales del T-MECEdomex impulsa movilidad sustentable en Día de la BicicletaOMS alerta por rastreo limitado de casos de ébolaMás información en nuestro Podcast#grc

congo oms medio ambiente piden productores t mec edomex profeco abasto precio justo bolam

#1,158: When You Want the Dentistry Part, Not the Business Part

Oral Surgery Admin's Time Out: Practice Management Success Tips

Play Episode Listen Later Jun 3, 2026 20:50

Owners, this one's for you. Especially those who don't want to have to care about the business side of being a practice owner. Kiera's here to prove that staying clinical while still leading the practice is simpler than you think. 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 I am excited to podcast with you guys. Today is such a great day and I hope you're having an amazing day. I love hanging out with you guys. The podcast is such a happy space for me when I get to podcast and have this day. You guys let me go into creative Kiera zone where I get to speak from my heart. I get to speak from honesty. I get to speak from experiences. I get to laugh with you cry from you meet so many of you in real life and I just feel so honored and excited that This is my real life. And so thank you for being a part of the podcast family. Thank you for Listening and sharing and leaving reviews. I read those reviews. I'm so grateful for you guys and Please share this podcast any episode that you've had you guys can always head on over to our website TheDentalATeam.com click on podcasts and I kid you not you should search any topic and it's all there so Just wanted you guys, any issue, anything, I try hard to be a great resource for doctors and for teams. And to just remind you that life is so good. I think that the glass is half full and that doesn't mean it's always easy, but I do believe that it's worth it. So today I wanted to kind of dig into like what happens when you buy a dental practice and you are an owner. but you really just love to do dentistry and not the business side of it. Like done, done, done, done, done. Anybody out there, anybody, please raise your hand in real life. If that's you, if you know somebody that this is the case, be sure to send this podcast to them because I think that this is so real and I think it happens. And I see people in like, Kiera, I wanted to be a dentist because I wanted to just be a dentist. I didn't want to do the business of it. And I'm like, amazing, let's chat about it. So I think that it's, you want to open your own practice because you want to decide how to treat patients and you could do it better than that. DSO or the other dentist that you were working for but then you get into and you're like, wow, this is a lot harder than I thought. And so what do we do when you don't want to run the business? Like, what do we do then? So because the answer is you don't get to abdicate and it doesn't mean that you get to say, I'm not doing this anymore and someone else can do this. Guess what? You're still an owner. Just like if you have a kid and you're like, I don't want to be a parent anymore. Well, guess what? That's part of it. But that doesn't mean you have to do it all. And So I just want to help you get some good clarity. We did this in our Dr. Mastermind that we call it Think Tank Tuesday. And people come together on the first Tuesday of the month and it's very fun. And I think that this is just a space for you of ⁓ how can we help you? Because I want you to be thriving and happy in your practice and not dreading. And there's ways that you can do it. Like you can have your cake and eat it too. So let's make a way for that to be real. So ⁓ I think that it's where there's great dentists who feel frustrated, they feel overwhelmed. They feel stuck because they don't want to deal with the business side and they don't want to take that on. And this is me. I created a consulting company, but I didn't want to know about the numbers. And I was like, numbers are not my jam. And now if you've heard me for any length of time, you know, numbers love me and I love numbers, right? We're going to be really good at making sure that you get obsessed with that. Just like I love being a business owner. And, ⁓ this is something that it's a, do I have to, or do I get to, ⁓ my gym trainer? I like a lot of her posts and she often posts about, it something where like I have to go to the gym or I get to go to the gym? And it's crazy how just sometimes even that little bit of a mindset shift can help us realize like I have to run a business or I get to run a business. ⁓ Both are real and both are available. But hey, let's break it down because I think that this is something of like, what happens if you only want to be in the operator and like, what are some solutions for that? And then what happens of your practice if you maybe are not right person, right seat for that. And then three things that help you to be able to stay clinical and also lead the practice because it might be simpler than you think it is. And your job description might actually be a lot easier than maybe what you're piling on yourself because I think sometimes people feel running a business means they have to do it all. I know I fell into that trap. I know I've been guilty of that before. Like, hey, I'm the business owner. I have to do this when guess what? That's not necessarily true. So what happens is We did this as an exercise for our dentist the other night and I had them write down everything on their to-do list. And then I had them go back through and I said, okay, what things really are things actually only you should do. And it was crazy because I had quite a few of them like talk. Like I tell them our think tank is like, pretend we're in the living room with me and we're just all hanging out. We're sharing our best ideas. Like there's no team members that are allowed to be there. Teams is not cause I don't want you there. I just want your doctors to be able to speak openly and honestly and to be able to get the support from other owners in the room and. It was crazy because the doctors were like really the only thing like even dentistry, you could have somebody else do. Right. Um, but in this scenario, you're like, but I love to do the dentistry. I don't want to have to do the rest. The only thing really you have to do as an owner, you got to set the vision, know the profitability and drive the culture. Like that really is your role. Now, as I said, those three things, you might be like, yeah, right. Do you see my whole to-do list over here? Like you want me to ship you? Yeah. Send me a picture of it. I'd actually love to see it. I'll help you out. So please, by all means, be a pen pal for me and I will happily look at your to-do list and help you see it differently. Sometimes you're just in the weeds, but other times what happens is a lot of things on there you don't have to do and maybe you're not the best person. But like I said, of the things I listed off, that's really what an owner needs to do. And if that didn't light you up, guess what? You can actually hire somebody who wants to do that. So, but if it did light you up, then great. You can be a doctor, a dentist, and then those are the three things really you need to do. Yes, you do need to know the numbers. You are a business owner. You don't just get a pick and choose. I'm like, I don't want to care about the numbers, Kiera. I don't want to look at it. Well, guess what? Tough luck. You did sign up for a business and your job is to make sure it's profitable. We don't want to have our teams go out of jobs. Like you have a responsibility to your patients and to your team. And that is part of it, but it doesn't mean you have to be the manager. You don't have to do the one-on-ones. You don't have to like order the supplies. None of that falls on your list. But I think sometimes we think it does, but you've got to make sure that you have to have like, very clear priorities, very clear direction, and you are leading and guiding. So what happens with that is as a leader, you've got to set the vision and the direction of where we're going. And if you don't have that, then you're going to have constant interruptions and confusion and like, what are we working on? And Dr. you're annoyed because it's just a firefighting rather than a proactive preventative. So if you can work through this and figure out where we headed, what's the direction? And then next step is accountability and org charts. Who does what? In our team, we just did this nice little shakeup of all of our team members. And it's wild. I thought it was right here. I was going to show you. So it's not, I usually have a carry. We have our accountability chart and I have like, open it up like a legend, like, okay, I have this task. Is this really a me task or who does it belong to in their job descriptions? And we talked about it because dentists are like, but I'm so afraid of like asking team members to do these things. That's why I don't delegate. And I'm so grateful for our doctors. having trust and vulnerability in our mastermind. ⁓ And we talked about it and it's like, but as team members, if that's part of my job, let's make sure it's realistic for me. Let's make sure I have a clear job description. And then let's make sure my KPIs report that. So when you get this clear, like, doctors, yes, this is the annoying part. And this is where I love consulting and helping offices. Like let's help you get the vision, like where we had in the next 10 years and get your whole team rowing towards that vision. Then we're gonna make sure we've got correct accountability charts. Like who does what? And sometimes having a consultant come in to say like, No, no, no. Like this is your job. This is what you get to do. I had some team members trying to push responsibility and I was like, no, no, no. This is what we get to do. and after that, from there, then from there, it becomes easy. Like doctors, this is your job. Now, sometimes I think doctors might have a little bit of an ego and not want to let go. And someone like, can do it better, faster, easier, true, but choose your hard. What is that? What is the piece that you need to do? And like, let's choose our hard. So as soon as owners set the direction, then what's gonna happen from there is teams are gonna feel so much more fulfilled. They're gonna feel like they gotta know where they're going. They know what their job is. They know how to win. And doctors, you don't have to feel guilty, because then what you do is you just pull open the legend, the accountability chart. Like, okay, I have an issue with all of my emails and like responding to the lab. Who can do that? And can we set it up for that? And then doctors, you can be CC'd on it. ⁓ but that doesn't mean you have to do it. So you can still be aware of it and know everything going on, but then you can go to dentistry and other people are helping you out. But doctors, got to make sure you don't undercut. that's number one. Number two is we want to make sure that like the team is leading, but make sure that they have the authority to do so. So doctors, if your job is to set the vision. ⁓ and I talk about leadership having two different sides, there's a visionary, then there's the execution piece. And if you want to have somebody who's the execution person for you. You've got to give them the authority to do so and you got to get out of their way. So if you're like, I really just want to do clinical dentistry. I get it. I got to do the vision and I need to watch my numbers. Then great. You've got to empower and let your office manager do their job. you've got to make sure that they're confident and competent. They've got the skills, the resources, the coach around them to be able to do it because you've got it. Like for you to step back into just clinical into your, to a CEO row, you got to empower your team correctly. So. When a manager is trying to lead, so many of them are like, but our doctor like is stopping us and they're not responding back to us. Doctors, that's your fastest, easiest way to undercut your office manager and to be stuck in doing everything and running this business. Do you know that your OM should be doing 99 % of everything that you're probably doing and they want to and they're great at it they're amazing at it and they're follow through and that's just what they're like bred to do. they're a great office manager, if they're not, then maybe it's not a right person, right seat. Managers, that's what you should be doing. So if we have that, then we're to want to make sure that great like So if that's what's happening, doctors, you gotta delegate with clarity and authority so that way there's not this hesitation and it's all coming back to you and it's all falling on you. So hey, get this accountability chart. This is the person who's doing it. Empower them, train them, teach them. It doesn't mean I just hand it over to them. You can like work with your OM every single week and like if there's decisions that they made that you didn't agree with, let's talk about that. If you want them to check things out, like I train a lot of people and before they send anything out, I'm like, send it to me. I wanna prove off on that. And we're good to go from there. Like that's what's needed, but you got to like get it to where things can start to move off your plate. And I think as owners, sometimes I myself hold onto it for ego. And if I let all these people do it, then what's my need? ⁓ one of the doctors, he was like, the literary realized like, I don't even need to be in the practice and they can do everything without me. No, that can feel scary for some people that can feel like, my gosh, am I still needed? Am I still wanted? And the answer is yes. But what we need is we need you to be the lighthouse. and then we need you to do great dentistry. But that's really it in ownership. But if you don't love that, then find somebody who can be the lighthouse and you'd be the doer. Some people actually are better COOs, if you will, rather than being clinical dentists. Like they love to do the business side. They love to run all the systems. They love to build it. Then get yourself out of clinical dentistry. But if you're the one who's like, obsess about being a dentist and I wanna just do the clinical, great, you need a strong operator next to you and that's usually your OM. And OMs you need to be able to be. follow through, say the fastest, easiest way to have a doctor not trust you is to break trust in the sense of I'm gonna get this to you and I don't get it to you. So own your word, own your results and execute consistently. And doctors like, thank you, Kiera, like clap it up, like, yes, yes, yes, like it's true because you wanna make sure that what you delegate and what you ask this team member to do, it reports back to you rather than you needing to chase it, hunt it. Be proactive OMS, be like perfect, here's my end of week, here's all the things that have been done, here's where we sit. Do know how much your doctor's gonna love you? Like that's what lets them be free to be these amazing clinicians and not have to own it. So you've got to be able to delegate and have the authority, give them the authority, trust them, empower them and have the meetings and whatever you need to where you can feel like you can trust them to do the job well. If they're not doing things right, give them the honest feedback. I've got a new personal assistant while Shelby's out on maternity leave. Shout out to the baby. We're so happy for her. I had to just tell her like, don't like this. I want you to do it this way. And team members, when your doctor's doing it that way, you've got to have this trust and vulnerability relationship where you can say these things without taking it. I am so grateful for Marisa because I get to tell her like, that's not how I want this. I want it like this. This is how I need it. She's my right hand on so many things. I can tell Britt the same thing. I can even say, Britt, I don't want to say this to you because I know that I'm people pleasing. Me even calling it out, Britt's like, no, I'm no BS Britt. Just tell me straight. Like, what do you need from me? What do you want? That's usually what people need. when you can have a relationship where you're that fluid with your OM and OMS with your doctors, this is how you're going to be able to grow. And this is how you're going to build the trust to be able to delegate, to abdicate, not abdicate, delegate and release these tasks to other team members. And then OMS, your job is to grow and make sure your team is doing what they're supposed to. They're hitting their KPIs consistently. We're having our meetings. People are falling through. Our patients are getting the great patient experience. OMS, that's your job. Your job is to make all this vision amazing. Check all the boxes, take care of your doctor. Does not necessarily mean a personal assistant, but it does mean we're checking all the boxes. We're running the team. So our doctor can be an amazing clinician. Give us the vision, go to great dentistry and we take care of the rest. That is how a doctor OM relationship should look. So from there, we want it to be where you guys really truly are able to do that. And if you guys are able to do those two things, so right, what were they? Number one, I want you to be able to have a clear direction and a clear vision. And then number two is we need to use that accountability chart, delegate and give authority so that way people can do it. And then after that, how do we fix this? what are some quick fixes that we can also do? Is number one in the accountability chart, define your role as the owner. What are the decisions only you can make? What are you gonna own versus what are you gonna delegate? And then set the expectations with the team. I'm obsessed with this because this is going to help and it's ownership as a role. not a title, okay? So doctors, I'm gonna own this, OM's gonna own this, treatment coordinator's gonna own this, biller's gonna own this, dental assistants are gonna own this. It means own. We hit the results. not like, we innovate, we figure it out. That's what ownership means. It does not just mean I have the title of this. Then after that, we build the leadership structure that's going to support us. So we've got doctor, we got OM, and we've got our leadership team. Depending upon the size of it, it might be two people on your leadership team, it might be three people, it might be four, it might be like 15, whatever it is. and have clear responsibilities and we have regular meetings. I recommend meetings once a week and then I recommend quarterlys. I'm obsessed with traction. You guys know that we run a Dental A Team's version of it that is very much ⁓ a mix of a few items that I'm obsessed with and I love it. Run our weekly meetings, run our quarterly meetings. Like this is what you need to do to be successful because when you have a strong leadership structure and doctors, this is where you got to do it. Like as an owner, you do the clinical dentistry, you set the vision. and you go to the leadership meeting, you are part of it, you gotta set the vision, but you typically don't walk out with many to-dos. You don't, that's what your team should be doing. And if you're taking on to-do after to-do after to-do, we're not following that accountability chart. So we've got to have strong leadership. And then what we're gonna do from there is we're gonna have a simple like CEO rhythm. So for me, that's check-ins weekly with my O-N, it's weekly or monthly reviewing the financials, and then like I said, quarterly planning. Like as a CEO, you've got to watch these things. You got to check the KPIs. You got to work with your OM. Like that's part of business ownership. It's like, you don't need more time. You just need consistency. And realistically, this is your two hours a week of CEO time. So if you get it done, you can do this. I usually recommend during clinical time. So two hours during my clinical time, I focus on the business. I work with my OM. I check the financials. And then we do have a longer quarterly meeting. Most of the time it's anywhere from four to eight hours for a quarterly meeting. This is how you're going to be able to build control. Consistency builds control. It's a great thing for it. So while you're doing this, do you see how we've just taken all the busy minutiae off of you? You can still be this great clinician. You can still be this amazing dentist. You can still love dentistry and you can still run a successful business, but you don't have to do all the pieces of it. You can really have your cake and eat it too, but you've got to be consistent. You got to be willing to let go. You got to be willing to put in the work to get the accountability and the vision and the meeting set up and Clear expectations with your OM. Those are the weekly meetings. Like if things aren't going the way you want it, have the conversations, fix the pieces. You and your OM need to be in lockstep, like tight, tight, tight with each other. And if you don't have that relationship, you gotta build it. And you can start having the honest conversations. Read Five Dysfunctions of a Team together, like by Patrick Lanziani. Read things together where you guys are building. Read traction, read rocket fuel, like. figure out what you two are both supposed to be doing, but you've got to have this lockstep where you trust them implicitly. And if you don't, you need a different OM. And OMs, that's no bash on you. It just means, or you guys have to figure out what broke the trust and how do we get that trust back? This means that you are not like stepping away. You're just stepping up into the role that you're meant to be. So you don't have to do every single thing in the practice, but you do have to lead. And if you don't want to do that, You can't abdicate this to your OEM. Like you can't, you're the boss. Like you are, whether you want it or not. Or you hire another CEO to run your business for you. But I want you to see that you can be truly the CEO of your practice. You can empower your team and you can be a great clinician. You don't have to do it all. So this is something where truly, this is what we help with. We build leadership teams. We help doctors get into the CEO seat. But I want to say, because there's a client who sent me an email today and they're like, I just feel stuck. Like we've been consulting and I appreciate these, I really do. I want you to know though, while that is true, you are stuck as a leader, you have to own that. So, and this is a mix, got a couple emails that came in. Doctors have to be willing to have the hard conversations. If you're not willing to tell your team what you need and you're willing to keep taking it on and on and on, that's a choice. But there's also a choice where you have the uncomfortable conversations with your team. You have the uncomfortable conversations with your coach and say, this is what I need from you. My gym trainer, I love her, but we're going on this two month journey together. And I said, what do I need from you? I need you to text me for accountability check-ins. I need us to have them preset. And I need it to be where you give me at least like one or two food examples per week. So that way I don't have to try and think of those. That's all I need from you to be successful. But me, I have to be willing to say that. I have to be willing to tell my team what I need. I have to be willing to build the org chart. I have to be willing to look at the numbers. I have to be willing to do the work to get from where I am today to where I ultimately want to be. but it's not that far away. It's actually quite easy. So if you want help with that, you want to chat about it, reach out. Hello@TheDentalATeam.com. But I want to make sure that you're ready for it because as a coach, my job is to guide you, to lead you, to tell you what you need to do. But ultimately I'm not the one who does it. That's you. So if you're like, yeah, I'm ready for a change. I'm ready to do this. I'm ready to tell what I need. I want to be the CEO of my practice. I don't want to continue on this path, but you have to actually let go. You have to like have the vision. You've got to lead your team. and you got to execute on it and you got to trust your OEM to do it. And if you don't have an OEM that you can trust, you've got to hire another one. Like black and white, this is what's got to happen. You got to be willing to make those choices. We don't get six packs overnight. We get them from consistently, consistency. We get them from doing the work. We get them from making the hard decisions and being disciplined. That's how we get it. And that's the same thing for your practice. You can be the doctor who's just clinical, but you've got to make sure that you set your practice up for success. So reach out. I'd love to help you. Hello at thedentalanteam.com. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.

ceo doctors team run clear tough consistency empower depending mastermind owners managers kpis cc dentistry oms oem dso coos

7 Things a Cybersecurity Expert Wants Every OMS Administrator to Know

Play Episode Listen Later Jun 3, 2026 37:49

Cybersecurity expert Gary Salman discusses ransomware, AI in oral surgery, HIPAA risks, healthcare data protection, and why OMS administrators need visibility into cyber risk. Listen for practical advice every oral surgery leader can use today.

ai cybersecurity administrators oms hipaa cybersecurity expert

2 giugno 2026 - Notiziario in genere

Radio Bullets

Play Episode Listen Later Jun 2, 2026 11:25 Transcription Available

“La storia ci ha ripetutamente dimostrato che le donne hanno maggiori probabilità di morire rispetto agli uomini durante un'epidemia di Ebola”https://www.radiobullets.com/notiziari/2-giugno-2026-notizie-donne-mondo-podcast/

news viruses pandemia morte ebola mondo donne oms epidemia parto giugno notizie genere esteri notizia notiziario

¿Visión borrosa y fatiga? Puede ser esclerosis múltiple

PEBMED - Notícias médicas

Play Episode Listen Later May 30, 2026 1:41 Transcription Available

Ataque armado deja cinco muertos en Salamanca Atienden fuga de agua en IztapalapaOMS pide alto al fuego en zona afectada por ébolaMás información en nuestro podcast#grc

santa puede salud agua visi ataque oms fuga salamanca guanajuato armado fatiga temprana homicidio iztapalapa esclerosis m esclerosis bolam

Afya News | 30/05/26: Alertas globais, novos medicamentos e o futuro da IA

Play Episode Listen Later May 30, 2026 2:57

Fontes do episódio aqui:⁠https://portal.afya.com.br/podcasts/afya-news/30-05-2026Nesta edição de resumo semanal, analisamos os fatos que movimentaram a medicina, desde alertas de biossegurança até saltos na inovação digital. Discutimos o avanço do monitoramento do Ebola e a ampliação da cobertura contra o VSR pela ANS no Brasil. No campo terapêutico, destacamos as aprovações da Anvisa para diabetes e Parkinson, além das novidades personalizadas da ASCO e diretrizes da OMS. Por fim, abordamos os dilemas éticos da IA na saúde suplementar, a engenharia proteica do Biohub e o peso do comportamento na longevidade e em doenças inflamatórias. Afya News. Informação médica confiável e atualizada no seu tempo.

brasil ia parkinson ans ebola o futuro novos informa discutimos oms medicamentos fontes asco alertas anvisa globais afya vsr

Ebola : le chef de l'OMS, Tedros Ghebreyesus en RDC, pas de vaccin homologué pour l'instant

Journal de l'Afrique

Play Episode Listen Later May 29, 2026 21:03

Le chef de l'OMS Tedros Adhanom Ghebreyesus est arrivé en RDC jeudi pour faire le point sur l'épidémie Ebola qui frappe le pays. Une visite qui survient alors que les autorités sanitaires internationales et congolaises peinent à freiner la propagation du virus. Par ailleurs, ces derniers ont annoncé vendredi la guérison d'un premier patient atteint de la souche Bundibugioy d'Ebola.

culture chefs ebola oms pour l vaccin photographie le chef rdc abiy ahmed en rdc rd congo ghebreyesus

À la Une: l'OMS appelle à un cessez-le-feu dans l'est de la RDC

Revue de presse Afrique

Play Episode Listen Later May 29, 2026 4:19

À Kinshasa, c'est un article du Potentiel qui rappelle que « la résurgence de l'épidémie d'Ebola intervient dans un contexte sécuritaire déjà extrêmement fragile ». C'est dans ces conditions que Tedros Adhanom Ghebreysus, le directeur général de l'Organisation mondiale de la santé, est arrivé hier à Kinshasa. « Avant son arrivée à Bunia, chef-lieu de la province de l'Ituri considérée comme l'épicentre de l'épidémie, poursuit le Potentiel, le patron de l'institution onusienne a adressé un message mêlant solidarité, compassion et inquiétude face à la gravité de la crise. » Il a donc prononcé ces mots : « Je lance un appel direct à toutes les parties en guerre dans cette région : s'il vous plaît, déclarez un cessez-le-feu. Même brièvement. Même juste assez pour laisser passer les agents de santé. Des gens meurent d'Ebola alors qu'ils n'ont pas à mourir. Des enfants sont malades (…) Je vous en supplie, je vous en implore : donnez-nous l'espace pour aider les personnes qui en ont le plus besoin. » « Pour l'OMS, précise le Potentiel, l'urgence est désormais de garantir un accès humanitaire sécurisé, afin de permettre aux équipes médicales d'intervenir rapidement dans les zones touchées. » À lire aussiEbola: les restrictions à la frontière ougandaise avec la RDC inquiètent les milieux des affaires « C'est bon à prendre, même si... » En France, le « Code noir » a été officiellement abrogé hier jeudi, ce qui suscite un commentaire quelque peu sceptique du journal Aujourd8. Ce code organisait l'esclavage dans les colonies françaises, et n'avait jamais été abrogé dans le droit français. C'est donc chose faite à l'Assemblée nationale, le Sénat devra lui aussi se prononcer, peut-être le mois prochain. « C'est bon à prendre, même si… » commente Aujourd8. Et le journal burkinabé poursuit ironiquement : « Après la remise des œuvres d'art pillées sur le continent, voici venue l'heure de supprimer une ordonnance du 17e siècle, qui n'a plus cours, mais supprimée ainsi, marque encore un pas vers les actes de contrition d'une ex-métropole qui a vraiment fait de vilaines choses en Afrique ». Toutefois, l'abrogation du Code noir ne suscite pas plus d'enthousiasme que cela. « En attendant que le Sénat français donne son imprimatur ou retoque le texte, conclut Ajourd8, c'est déjà bon à prendre, même si cela ne change rien au fond dans ce qu'on appelle souvent impudiquement "descendants d'esclaves". » À lire aussiAbrogation du Code noir: «La France regarde dans le miroir de son propre passé» Une affaire de viol présumé sur une petite fille au Cameroun Le Journal du Cameroun nous explique que deux enquêtes ont été ouvertes « après une suspicion de viol sur une élève de deux ans à Ozda », un quartier de Yaoundé. Une enquête est menée par la direction régionale de l'Éducation et une autre par des officiers de police judiciaire. « Dans une vidéo, explique le Journal du Cameroun, la mère de la fillette a porté à l'opinion la dénonciation selon laquelle son enfant a subi un abus par voie anale et par le vagin. » La famille a fait faire des examens qui, selon elle, ont révélé « des traumatismes ». La famille suspecte par ailleurs que les faits se sont déroulés dans l'école fréquentée par la petite fille. « Mais l'établissement scolaire, précise le Journal du Cameroun, manifeste un refus et accuse les parents de vouloir ternir son image. » Une affaire qui suscite l'indignation. Hier matin, explique le quotidien camerounais, « des habitants du quartier Ozda, en colère, ont débarqué en masse à l'établissement scolaire pour manifester leur indignation et demander que justice soit faite ». Signe que les choses sont prises au sérieux, le ministre de l'Éducation et la ministre de la Promotion de la femme et de la famille se sont rendus dans l'établissement scolaire mis en cause. Cette dernière a « prescrit une enquête sociale urgente et la prise en charge psychosociale de l'enfant et de la famille ». « Une clinique d'écoute psychosociale pour les autres parents et le personnel de l'école sera également mise en place. » Reste à savoir si cela suffira à calmer l'indignation et la colère des familles. À lire aussiCameroun: une vidéo d'un homme violemment battu dans un supermarché chinois crée la polémique

#1,156: Stop Managing People, Start Managing Leaders

Play Episode Listen Later May 28, 2026 19:04

Do you find yourself with a to-do list rather than a fully functioning leadership team? This episode is all about the Dental A-Team's bread and butter: scaling leaders. Kiera shares how to transition out of micromanaging in a way that you and your team can get behind, whether you're working with people who've worked in your practice for years, or starting fresh. 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 I hope you're having a great day today. I hope that you just love what you get to do. I hope that you realize, gosh, you're so lucky to be working in a day and age like today. I know we can sit here and we can talk about all the problems. We can talk about how this patient did this and this team member did this and my gosh, this happened and Kiera, the cashflow this and you wouldn't even understand. I haven't taken a vacation for four years. I hear you. And I just want to remind you that good and bad coexist. We can see the good just as much as we can see the bad. And the greatest way to combat anger and fear is to look at gratitude. We can also talk about what were all the great things that happened. You have all these amazing patients today. You had a team who freaking loves you and fills your schedule for you. You showed up today and patients were just magically there. You were able to walk in and you're cash flowing positive. I hope that that's your day. And if it's not, let's talk because cash flow. ⁓ it's my biggest pet peeve and I Dennis to always be freaking wealthy because when you are successful financially, your team is happier, your patients are happier because we're not stressed out all the time. So that's my big rant. Let's chat. Welcome to the Dental A Team podcast. I'm obsessed with making your life easier. We're obsessed with positively impacting you in the greatest way possible. And I love helping dentists get the happiness, fulfillment, success that they're seeking and doing it for you and teams. So That's what I'm here for. Welcome, welcome, welcome. If you love our podcast, please like, subscribe, share this, leave us a review. That's how we're able to help more practices just like you get to the success. We're all here. Like the world of success. Imagine it's like this boardroom. It's, it's infinity. Everybody's welcome and everybody should have that. And that's what I'm here for. There is more money in this world than we can ever count on. And all of us are entitled to it. All of us have access to it. And I want everybody to rise to the top and help each other get there. And that's what we're about. So With that, I wanna just help you. I think this is a great one. I think leadership is such this like, tricky topic. Like, my gosh, I don't even know what leadership is. And so today I wanted to kind of break down like, stop managing people and start managing leaders. And this is like leadership 101 for you. So just gonna kind of walk you through. If you're still managing every single detail. of your practice, you don't have a leadership team, you have a to-do list. And that's a bold statement. And that's even a statement for myself. And sometimes you might have a leadership team and you just need to let go. Also speaking to myself, but hey, if that applies to you, please email me. I love a good pen Hello@TheDentalATeam.com. Please tell me I'm not alone out there, but truly, are you managing every detail? Are you managing your leadership team? So I just want to walk you through some three simple little steps of how to stop managing tasks. and leading through an empowered team. was talking to our COO and she said, know, Kiera, you've got to be able to work through your team. Meaning you don't do it all yourself as a leader. You work through that team. And I think as CEOs, as owners of practices, we often don't work through our team. actually just do it all. And that creates a burnout that creates stress. It does not create a self-sufficient leadership run team. And that's what Dental A Team's obsessed about doing is let's build these self-sufficient leadership teams. And this is a blueprint to stop micromanaging and start scaling leaders. Are you on board? I hope you are. This is something I freaking love because for me it's hard. Like it's a real life thing. Like I feel like I micromanage a lot. I feel like I don't scale leaders. I feel like I get in their way. I feel like I've grown a lot. I feel like I've also had to be the person. So it's kind of built in his habits. And so I think it's a space where like we oftentimes think do I need to hire a new leader? And I think sometimes, yes. Like when I look at office managers, We can grow them. Dental A Team is really, really great at actually developing office managers and helping you know what it is. So before you go and hire someone brand new, I would definitely recommend growing them, seeing if they've got the skillset. And if not, then let's go hire this person. But I think when you're, when you go from this micromanaging to do list to bringing on leaders, it's going to be a let's identify and develop internal leaders for you because a lot of times they're just sitting right in front of you. I was just at an event the other day and one of our team members was there and like not even on my radar of leadership. And I was like, wow, that person has been sitting right in front of me. So I think sometimes we think the grass is greener rather than just really like we got a freaking green pasture right in front of us. Let's just develop them. So you can test people out. And the way you start to look for leaders on your team is who naturally takes the initiative, who does this just on their own? And can I help grow them? and help them like earn trust with me. And then can I do one-on-one coaching? So for me, I like plant little projects like, hey, you take this on and I'm watching to see does this person take the initiative? Do they follow through? Do they have the traits that I'm looking for in a leader? Do they have my trust? And if they don't, that's great. They're a great team member. But if not, like I can do one-on-one with them. Also the way you develop, like if you identify about this person, they're not quite to leadership. You can do one-on-one coaching with them. You can literally hire a Dental A Team to help coach and train your leaders. We do this all the time. Give leadership books, have a book club with them, have clear responsibilities, what's their job description. And then we promote based on ownership mindset, not tenure. And that to me is something so hard. And I just wanna talk about it like, how do we do this? Because a lot of people feel like I've been here for a long time. And I will tell you the best and easiest way to do this is to actually put out the job description for who you're hiring and send it to your team and see who wants to apply for it. Because then the tenure people might look at that and like, And someone told me that, like, yep, open that job description and close it right back up because surely don't want to do all that. They're a seasoned team member, but they don't want to take it on. So that's your easiest way to be able to promote for that ownership mindset and leadership of who actually wants it rather than just who's been there for a long time that quote unquote feels like they deserve it. Just because people have been there for a long time does not mean that they're a great leader. And I hope you hear that. And this is how you micromanage because a lot of times people put leaders into place with massive air quotes that aren't leaders. They're just bodies with a title and you're still having to do everything. Right? People write, see, it should not cost you more time or more money. They should actually give that back to you. So if that's not the case for you, you don't have leaders, you have doers and you need leaders. So I think when you, um, there's been plenty of practices that I've worked with where we've taken team members on the team, given them some leadership guidance. So we teach them how to have one-on-ones. We teach them how to have hard conversations. We teach them how to look at the books. We helped them learn. how to actually like be a leader of your practice. And people are like, you turned my office manager around. Like they're now an office manager. And a lot of times it's not that they weren't great. They just didn't even know. If I would have had a coach and a mentor as an office manager, I would have been 10 X the manager that I was. And that's coming from Kiera Dan. I think I'm pretty dang good. And I take a lot of initiative, but I just didn't know what I didn't know. I didn't know how to run a business. I hadn't looked at this before. I didn't have the experience with it. I just got thrown in because, hey, I'm Kiera. I know I can figure this out. but a lot of times it's very costly. So give them the coach, give them leadership books, give them a mentor, give them a job description and KPIs and see them rock. So I would definitely look at that. And so if you're managing everything or you feel like you're doing a lot, is there a team member on your team today that shows leadership potential? And could you start mentoring, testing them out, seeing how they do to see if they're your person before we go higher? Number two, step two is going to be we wanna make sure leadership roles are very clearly defined with authority and accountability. So something I see that happens often when people put leaders into places, they don't give them authority and the doctor actually undercuts them. And I know I've done this to my team. So team, if you're listening, I'm very sorry because I know I've done this to you and you've got to have clarity and autonomy for leadership to work. So what it means is we've got to have scorecards and KPIs with decision-making rights. So who actually can make decisions on this? And if you're the only person that's doing it, you've got to put into place what your decision making is and who I like panic saying this. Literally I'm like looking down stressed out right now to say this. You have to accept that people aren't going to do it the way you would do it, but that doesn't mean it's wrong. I like things a certain way. I'm very aware of that. I'm like, even my husband, told me he's like, Kiera, it's been so nice. Like we had some friends coming over and usually I'm very particular about like what we're doing for dinner and how we're doing it. I've been so busy, he's like, I just initiated and I'm so tired. I'm like, that's great. Thank you. Like, and I think when we realize like, what are the decisions really truly you have to make? I've got a doctor who loves picking out the prizes for her prize box. She's pediatric. And yet that's something that you could delegate, you could elevate and you could get some time back. I'm not here to say you can't do the things you love, but I am here to say like, you've got to give autonomy, you've got to give clarity. Otherwise you're always going to sit here. So if you can't give that up and you're so obsessive about every single detail so much even as the prize box, the leadership might not be your jam and you might need to just be a manager and hire somebody who's a great CEO to run your business. And I'm not saying that vindictively or that you're not good enough. It's just truly like, what's your skillset for it? So you've got to have clear roles with authority and accountability. So KPIs, decision-making rights. You've got to have what the lead owns and what they don't. So this way you're not crossing in. We have an accountability chart and I swear it's like, call it our holy grail of the company. I have to look at them like, okay, who is making these decisions? It's not Kiera who is doing this and setting them up for success, letting them fail, letting them make the decisions. Sure, if it's going to like make us go bankrupt. So I say if it's a financial, a legal, those are like the main two things that I really have decision-making rights over that I'm gonna trump all day long. The rest need to be having autonomy with it. And then also our theme this year is outcomes over activity. So. Make sure that we have meetings where we're reporting on the outcomes, not the activity. So what's our KPA scorecard show us? I don't care that you got 200 things done today. High five. I'm super proud of you. Did we hit goal? Did we make overhead and are we profitable as a business? Like, and did our team love our day? And did we have a great patient experience? Like, I'm so happy that you did the billing, but like that falls under the outcome of profitability and overhead. Like those are just parts of the business that we've got to do. And so Really when our OMS and our doctors and our people see their role clearly, like even in our organization, when we rolled out the accountability chart and we have it set, we've got specific KPIs and we started tracking on measures, the team starts to move. There's fewer daily interruptions. Things can move forward and I'm not having to make as many decisions anymore and the leadership team is able to make them smoother, faster, easier. Now, I'm not perfect at this. I have a lot of pieces in here. There might be better leaders out there. But I will tell you growing leaders on your team, developing them and helping doctors and teams work, then only team a second to none. Like this is what we do. Me as a CEO of a consulting company, yeah, it's been tricky. Cause I'm like, I don't have the freaking playbook. I know how to do your practice. I know how to do your life, but doing our business has been hard. But I will say as you're building this, and if you're listening today, you've got to have a scorecard for each leadership role that has their job description, their KPI and their decision-making authority of what they can or can't do. that clarity is going to create confidence in your team. This is something easy to build. I mean, we've got AI, we've got Dental A Team, we can help you guys with all of this. Those are pieces that you're going to do. And then after that, you're going to do step three, which is coaching the leaders, not the team. And this, ugh, like I sit back in my chair, like I feel stressed out to say these things to you. I think this one actually is pretty tricky for somebody who's founder led, who's been very involved with all the team. You move into a space where, You just now work with your leaders, not the rest of the team. And ⁓ I think this is where leadership can feel lonely. I think this is where you can feel like, but I don't know all my team members and you don't anymore. And as you grow and evolve, you actually need to move on because what happens is if you still lead the rest of the team, you actually bypass your leaders and you undercut them. you've got to route feedback and issues through them. And that's like a hard redirect because you're so used to being the person who answers it. So pull out your little accountability legend, look at it and be like, okay, thank you for asking me that question. This is the person who needs to do it. We play popcorn in our team of, all right, we have a question for this, who does this? And we have them answer until they know who to go to. And it's just a redirecting and a reworking for everybody. And just say like, hey, I know we've like shaken our team like a snow globe. Everything's kind of falling into place and I wanna make sure people have clarity. because clarity creates confidence. So then we have our leaders. And then you actually have, I do weekly leadership meetings and we do monthly. And I realized like, that's my time to coach my leaders. So can I give them books? Can I do book clubs? Can I help them? And then you have one-on-ones either weekly or monthly to really develop them as leaders, to track in on their KPIs, to look at their issues, to resolve issues for them. And you literally train them how you want them to treat their team. So hey, what I'm doing with you, I'm meeting with you weekly, I'm reviewing your KPIs, we're looking at our quarterly objectives, making sure that's moving. And then any issues you've got with proposed solutions, let's work through those. You develop your leaders who then can go develop their teams. And I will tell you that I've got several doctors who have built incredible leadership teams, and it is done through this and they coach the leaders. And some of them have even said like, I don't even know half my team anymore. And what I tell those doctors and I tell myself is, you still get to surprise and delight in areas that doesn't undercut your leader. You can still be the fun boss. You can still do highlight shout outs to your team members. I still write shout outs to our team of where I've seen them do different things, but the dynamics do change. And I think you have to realize if you don't want to be the micromanager, the office manager, if you will, you do need to develop leaders and you need to let them be leaders and you need to give them that power, that autonomy, that growth. And if you can do that, you are going to be able to grow. So this is where we do really truly going from having a to-do list to having a leadership team. So quick recap of steps would be identify your internal leaders and start developing them into it. Then we define the roles very clearly with KPIs, job descriptions and decision-making authority. And then we coach them on how we want them to lead the rest. And that coaching piece... I think yourself, make sure that your coach is a great leader too. This is what I love in our consulting is we do coach doctors and teams. We help doctors show up as great leaders and like, how are you undercutting your team and vice versa? Hey team, how are you undercutting your doctor? How are you not showing up for them? This is what they need from you. And I think having that mediator often can really, really help you out. But I think like coach the leaders, coach yourself, make sure you've got it. What books do you have? What things can you give them? What resources, what courses, like giving them a consultant that can help them. that's been there, done that, done it successfully. How do we have these uncomfortable conversations? How do we get our core values? How do we shift culture? Those pieces, you've got to lead them to be able to do it. Leadership is a journey, not a destination. And so when you scale, you do stop having touch points and management of every person, but you start managing the right few. Leadership should be managing of five people. So if your team's five people, rock on, keep managing. If you're bigger than that, you need to start building a leadership team. Even at five people, definitely recommend still having an office manager who helps you because you're busy drilling and filling. You don't have time to do all these little touch points that they should. So I think for you, if you're feeling like you're still carrying the weight of your whole team, even if you've got a leadership team and you need them to start to level up, to deliver for you, it's time for you to lead leaders and to develop leaders and to make sure you got right people, right seats. Sometimes you might have a leadership team, but you're still doing everything. You don't have a leadership team. You've got doers. And so how do we actually have a leadership team and what things do you need to change to allow leaders to be there? And what things does your team need to do to truly let you and like trust the outcomes and the processes that they're going to deliver for you? It's a two-way street. So teams listening and doctors listening, your doctors got to trust you to deliver and consistently deliver. Doctors, got to trust this team to deliver and consistently deliver. Both you want the same thing. And so really coming together, having those conversations and reading five dysfunctions of a team, getting into those uncomfortable spaces. is going to help you. So if you need help on leadership or building this infrastructure, I don't know how to get there or gosh, I'm like there, but I still need my leaders to have growth. I need growth. We coach doctors and teams. And this is why, because both sides of the coin are important. Both sides are necessary and both sides need different things. Visitors, you got to look online. You got to forecast. You got to grow your leaders. Leaders, OMS, team leads. You got to hit those KPIs, those metrics. You got to get your team and your department to row in that direction. These things are not, I think innate, they're trained and they're learned. And so reach out, Hello@TheDentalATeam.com. This is things, share this with someone who's going through this. I know every single one of you today has a doctor struggling with leadership or a team member struggling with leadership. Share this with them. This is how we help grow each other. This is how we help positively impact the world. Give this to a colleague, share it in a post. You guys read those Facebook posts. They constantly are complaining about this. Please share this. Say like, hey, this is a really good tactical way of how to develop leaders, how to stop micromanaging, how to truly grow into that. And I would love to help anybody. We do complimentary practice assessments. We'll review your practice, give you tactical, tangible advice, whether you work with us or don't. So reach out. I'd love to just like give you a roadmap of where you are and you leave that meeting. Every single time I do that meeting, people leave with clarity, with confidence of where they need to go. So reach out. I'd love to help you. Hello@TheDentalATeam.com. And as always, thanks for listening and I'll catch you next time on the Dental A Team podcast.

ceo ai leadership doctors leaders meaning ceos coo visitors kpis kpi oms managing people kpa

Se extiende brote de ébola en África

IJIS Sounds of Safety Podcast

Play Episode Listen Later May 28, 2026 1:48 Transcription Available

INEGI reporta baja en desempleo en México Sheinbaum destaca crecimiento económico pese al panorama globalMujeres destinan más de 40 horas a trabajo no remuneradoMás información en nuestro podcast#grc

congo trabajo mujeres bola oms cuidados frica desempleo sheinbaum brote empleos pemex extiende extranjera inegi economa imco inversin

Corrections in the Digital Age: Cloud, Data Cleansing, and the Next Generation of OMS

Play Episode Listen Later May 28, 2026 29:39

In this episode, we revisit OMS modernization in today's rapidly evolving digital landscape—where agencies are navigating cloud adoption, data strategy, and long-term scalability. Joining us again is our expert, recurring panel from the IJIS Corrections Advisory Committee: Rick Davis, Lynn Ayala, Jerry Brinegar, and Chrysta Murray.Together, they discuss SaaS licensing, product and data ownership, and the key steps to execute a modern OMS data migration successfully.Tune in as this seasoned panel shares implementation anecdotes, practical insights, and real-world lessons you won't want to miss.

data cloud next generation saas digital age cleansing corrections oms

À la Une: le difficile combat contre Ebola

Revue de presse Afrique

Play Episode Listen Later May 28, 2026 4:04

Bientôt 15 jours que l'OMS, l'Organisation mondiale de la santé, a classé l'épidémie d'Ebola dans l'est de la RDC en « urgence de santé publique de portée internationale ». Depuis, le virus poursuit sa course meurtrière, avec plus de 200 morts. Avant-hier, rapporte Le Forum des As à Kinshasa, « le ministre de la Communication, Patrick Muyaya, et le ministre de la Santé publique, Samuel Roger Kamba, ont annoncé qu'environ 1 000 personnes présentant des symptômes compatibles avec Ebola étaient actuellement suivies, dont 101 cas confirmés, tandis que 3 600 cas contacts faisaient l'objet d'une surveillance rapprochée. (…) Les autorités congolaises reconnaissent que la bataille sera longue, pointe encore Le Forum des As. La riposte pourrait s'étendre sur trois à six mois, selon l'évolution de la courbe de contamination. (…) Pour Kinshasa, contenir rapidement la propagation du virus tout en rassurant les populations reste désormais le défi majeur des semaines à venir. » Défiance et colère… Et parmi les priorités, note encore le quotidien kinois : les enterrements sécurisés… En effet, relève Le Monde Afrique, « les enterrements sont à haut risque pour la propagation du virus Ebola. Le contact avec le corps des défunts est un des principaux modes de transmission de la maladie infectieuse. Depuis l'officialisation de l'épidémie, les autorités s'attellent donc à sécuriser ce rite. Mais les distanciations imposées aux proches des morts suscitent de la défiance. » Témoin, cette vidéo, transmise au Monde Afrique par une source humanitaire. Les faits se passent à Kyondo, dans la province du Nord-Kivu. On y voit « une foule en colère s'en prendre à des soignants vêtus de blouses bleues, de masques et de gants chirurgicaux, pour les empêcher de charger un cercueil dans leur véhicule. (…) Lors des dernières secondes de cette vidéo d'une minute, le couvercle du cercueil est arraché par un des membres de la foule. À l'intérieur de la bière, on distingue un sac mortuaire blanc dans lequel se trouve une des quelque 220 personnes probablement emportées par la nouvelle flambée épidémique. » « À Mongwalu, principal foyer de propagation situé dans l'Ituri, rapporte encore Le Monde Afrique, la tension fut telle, dimanche dernier, que les forces de l'ordre ont dû tirer en l'air pour disperser la foule. "Des jeunes fidèles catholiques ont assiégé l'hôpital pour tenter de récupérer le corps d'un pasteur populaire et d'organiser eux-mêmes son enterrement, ce qui n'est pas possible compte tenu de l'épidémie", relate un élu local. » Des patients en fuite… Toujours à Mongwalu, rapporte Afrik.com, « des tentes d'isolement construites avec l'appui de MSF, Médecins sans frontières, ont été incendiées le week-end dernier par un groupe non identifié. 18 patients suspectés ou atteints d'Ebola, selon le Dr Richard Lokudi, médecin directeur de l'hôpital, ont pris la fuite. Sept autres patients ont profité de la confusion pour s'échapper. Radio Okapi évoque pour sa part 13 malades toujours introuvables sur les 28 personnes que les tentes hébergeaient. (…) Cette fuite de patients constitue l'un des pires scénarios pour la riposte, soupire Afrik.com. Ebola se transmet par contact direct avec les fluides corporels d'une personne malade ou décédée. Si des patients symptomatiques rejoignent leurs familles, consultent dans des structures informelles ou se déplacent entre villages, la chaîne de transmission devient beaucoup plus difficile à reconstituer. » Stopper la propagation ! La crainte est maintenant que le virus franchisse des frontières… « L'Afrique mobilise près de 500 millions de dollars pour éviter une contagion régionale », pointe Le Journal de Kinshasa. C'est ce qu'annoncent l'Union africaine et les Centres pour le contrôle et la prévention des maladies, présents sur le continent. « Objectif : stopper la propagation et éviter que cette flambée d'Ebola ne devienne la deuxième plus grave depuis 2014. » Déjà en Ouganda, pays voisin, rapporte Jeune Afrique, « deux nouveaux cas confirmés ont été enregistrés. Cela porte à sept le nombre de malades d'Ebola – dont l'un est décédé – recensés dans le pays depuis le début de l'épidémie ». L'Ouganda qui a décidé de fermer temporairement ses frontières hier.

Afya News | 28/05/26: ANS amplia imunização contra VSR, OMS prioriza doença hepática e hábitos no envelhecimento

PEBMED - Notícias médicas

Play Episode Listen Later May 28, 2026 2:55

Afya News é o podcast diário de atualização médica, com episódios curtos e curadoria confiável, no ritmo que você precisa.Fontes do episódio aqui:⁠https://portal.afya.com.br/podcasts/afya-news/28-05-2026Nesta quinta-feira, o boletim aborda decisões regulatórias na pediatria, novas prioridades globais em saúde metabólica e os fatores que determinam a longevidade. Analisamos a nova determinação da ANS que proíbe planos de saúde de restringirem a cobertura da imunização contra o VSR ao período sazonal, beneficiando prematuros e bebês elegíveis o ano todo. Detalhamos o reconhecimento oficial da doença hepática esteatótica pela OMS como prioridade global dentro das doenças crónicas não transmissíveis. Por fim, trazemos no Radar dados do Oxford Longevity Project que apontam que até 80% do declínio de saúde na terceira idade está associado a fatores e escolhas individuais. Afya News. Informação médica confiável e atualizada no seu tempo.

radar ans doen informa oms fontes analisamos amplia envelhecimento prioriza imuniza afya vsr detalhamos

¿Los edulcorantes son malos para los niños?

SER NUTRITIVO PODCAST

Play Episode Listen Later May 28, 2026 31:36

En este episodio de Ser Nutritivo Podcast, Gris conversa sobre qué significa realmente la leyenda “contiene edulcorantes, no recomendable en niños” y por qué no debería interpretarse automáticamente como “peligroso” o “tóxico”. Hablamos sobre edulcorantes no calóricos en niños, azúcar vs edulcorantes, productos sin azúcar, salud infantil, miedo a la comida y el papel del contexto, la cantidad y la frecuencia en la alimentación. También revisamos qué dicen organismos como la FDA, la OMS y la Academia Americana de Pediatría sobre stevia, fruto del monje, sucralosa, aspartame y polialcoholes. Un episodio para tomar decisiones más informadas y construir una relación más tranquila y crítica con la comida en la infancia.

tambi fda los ni oms malos gris pediatr edulcorantes academia americana

Viaja director de la OMS a la República Democrática del Congo

donald trump madrid mango oms fuerzas bloomberg news la marca controversia ormuz teher

Play Episode Listen Later May 26, 2026 1:24 Transcription Available

México presenta estrategia anticorrupción ante la ONUEdomex refuerza combate al “coyotaje” en trámitesCDMX fortalece vigilancia sanitaria rumbo al MundialMás información en nuestro Podcast#grc

director congo salud onu oms cdmx juventud democr sanidad viena viaja la rep integridad denuncias honestidad la oms edomex corrupcin

EE.UU. e Irán chocan en Ormuz; controversia envuelva a la marca Mango

Daybreak en Español

Play Episode Listen Later May 26, 2026 8:13 Transcription Available

Fuerzas estadounidenses e iraníes se enfrentaron en la región del estrecho de Ormuz durante la noche, horas después de que Donald Trump afirmara que avanzaban las negociaciones con Teherán sobre un acuerdo transitorio; la OMS advierte que el brote de ébola se expande más rápido de lo previsto; y Clara Hernanz, periodista de Bloomberg News en Madrid, comenta el escándalo que afecta a la empresa de vestuario Mango tras la muerte de su fundador. Para leer la nota completa de Clara sobre Mango: https://bloom.bg/3RlXF65 Newsletter Cinco cosas: https://bloom.bg/42Gu4pGLinkedin: https://www.linkedin.com/company/bloomberg-en-espanol/Youtube: https://www.youtube.com/BloombergEspanolWhatsApp: https://whatsapp.com/channel/0029VaFVFoWKAwEg9Fdhml1lTikTok: https://www.tiktok.com/@bloombergenespanolX: https://twitter.com/BBGenEspanolProducción: Ivana Bargués, Paola Vega Torre y Eduardo ThomsonSee omnystudio.com/listener for privacy information.

"¡Nos vamos al Mundial!" Exhiben tesoros futbolísticos

congo ebola niveau oms la r radio france publique alerte france culture les matins

Play Episode Listen Later May 25, 2026 1:40 Transcription Available

Turismo de cruceros crece casi 15% en MéxicoJalisco capacita policías para el Mundial 2026 OMS alerta por aumento de casos de ébola en El Congo Más información en nuestro Podcast#grc

mundial congo turismo seguridad futbol oms unam jalisco tesoros cozumel visitantes pasajeros cruceros sectur

L'OMS relève son niveau d'alerte face à l'épidémie d'Ebola en République démocratique du Congo

Les matins

Play Episode Listen Later May 23, 2026 15:01

durée : 00:15:01 - Les Matins de France Culture - L'épidémie d'Ebola représente désormais un risque très élevé au niveau national. - réalisation : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

L'OMS relève son niveau d'alerte face à l'épidémie d'Ebola en République démocratique du Congo

Le journal de 8H00

Play Episode Listen Later May 23, 2026 15:01

durée : 00:15:01 - Journal de 8 h - L'épidémie d'Ebola représente désormais un risque très élevé au niveau national. - réalisation : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

journal congo ebola niveau oms la r radio france publique alerte france culture

L'OMS relève son niveau d'alerte face à l'épidémie d'Ebola en République démocratique du Congo

Les journaux de France Culture

Play Episode Listen Later May 23, 2026 15:01

durée : 00:15:01 - Les journaux de France Culture - L'épidémie d'Ebola représente désormais un risque très élevé au niveau national. - réalisation : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

congo ebola niveau oms la r radio france publique alerte france culture

Afya News | 23/05/26: Resumo da Semana com Alerta de Ebola, Novas Terapias e Inteligência Artificial

PEBMED - Notícias médicas

Play Episode Listen Later May 23, 2026 3:00

O resumo semanal do Afya News destaca a emergência internacional para o surto de Ebola declarada pela OMS e o reforço nas medidas de preparação hospitalar e vigilância pela OPAS. Na terapêutica abordamos a aprovação da combinação oral para leucemia mieloide aguda pela FDA e o alerta de farmacovigilância sobre o uso de dulaglutida e alterações oculares inflamatórias raras. O episódio analisa também os estudos que demonstram modelos de inteligência artificial superando médicos em diagnósticos complexos e a projeção de que o Brasil não deve cumprir as metas para doenças crônicas até 2030. Afya News. Informação médica confiável e atualizada no seu tempo.Fontes do episódio aqui:https://portal.afya.com.br/podcasts/afya-news/23-05-2026

brasil fda artificial semana ebola alerta informa novas intelig oms resumo fontes terapias opas afya

Mexicanas aportan más de un billón de dólares a EU

Play Episode Listen Later May 22, 2026 1:35 Transcription Available

Baja la inflación en la primera quincena de mayo Noche de Museos tendrá tributo gratuito a Depeche Mode OMS alerta por aumento de casos sospechosos de ébola en Congo Más información en nuestro podcast#grc

european union mayo congo noche baja depeche mode oms aumenta lares tributo mexicanas museos inegi

ONU Info

Play Episode Listen Later May 22, 2026 6:24

À la Une :

pr ebola oms bulletin territoire rdc

Organização Mundial da Saúde eleva risco de ebola a “muito alto” na RD Congo

ONU News

Play Episode Listen Later May 22, 2026 1:41

Nesta sexta-feira, nação africana já tem 750 casos e 177 mortes suspeitas; OMS apoia todos os pilares da resposta, incluindo rastreamento de contatos e estabelecimento de centros de tratamento; situação no país vizinho, Uganda, é considerada estável.

uganda alto muito ebola organiza oms risco dasa eleva o mundial rd congo

Le spectre de l'Ebola est de retour

Ã‡a s'explique

Play Episode Listen Later May 21, 2026 20:17

Le virus Ebola fait un retour en Afrique, où une nouvelle épidémie sévit en République démocratique du Congo. Cette recrudescence ravive des cauchemars que l'on croyait lointains sur le continent africain, qui a connu une épidémie d'Ebola particulièrement mortelle dans les années 2010. L'Organisation mondiale de la santé (OMS) a décrété une « urgence sanitaire internationale », mais exclut pour l'instant tout scénario de pandémie mondiale. La professeure et chercheuse Nathalie Grandvaux présente les risques réels associés à l'éclosion actuelle d'Ebola en Afrique centrale.

congo retour ebola afrique oms le spectre

El rompeolas | La calidad del aire del 96% de los entornos escolares en ciudades españolas no cumple los niveles de la OMS

El Faro

Play Episode Listen Later May 21, 2026 5:06

Ecologistas en Acción publica un informe en el que señala a la mala calidad del aire que respiran los más pequeños en sus centros escolares y alrededores. El 96% de los espacios estudiados no cumple con los niveles de calidad recomendados por la OMS. Además, la organización ha estudiado en este último estudio también el interior de los centros. Un 80% también tiene en su interior un aire altamente contaminado.

espa adem aire acci oms cumple ciudades niveles olas escolares la calidad la oms entornos ecologistas

Remesas bajo la lupa del gobierno Trump

Play Episode Listen Later May 20, 2026 20:26

Estados Unidos presentó siete cargos criminales contra el ex gobernante de Cuba: Raúl Castro. Más de 43 mil residentes de Simi Valley se encuentran bajo órdenes de evacuación mientras el incendio Sanfy sigue avanzando y surgen nuevos focos. El departamento de seguridad nacional confirmó que una solicitud de asilo pendiente no equivale a un estatus legal, ni impide una detención y posible deportación. Crece la preocupación de la OMS por el avance del brote de Ébola en la República Democrática del Congo y Uganda.

donald trump estados unidos uganda castro congo bajo gobierno oms marco rubio bancos crece democr lupa simi valley remesas voto hispano

En México el consumo de carne alcanza nivel récord

Play Episode Listen Later May 20, 2026 1:55 Transcription Available

Conagua inicia construcción de planta potabilizadora en la presa de Guadalupe Jalisco refuerza vigilancia sanitaria en aeropuerto ante riesgo de ébola OMS considera bajo el riesgo global por brote de ébola Más información en nuestro podcast#grc

mundial congo xico carne cord consumo nivel oms riesgo jalisco pollo alcanza presa aeropuerto sanitaria vigilancia conagua

#1,151: Signs You Might Be In Need of a Priority Realignment

Play Episode Listen Later May 19, 2026 33:49

Summit 2026 was all about scaling leadership and growing profit in your dental practice, and Kiera and Tiff are here to revisit the highlights. They discuss understanding where your time goes, what it looks like when you need a priority realignment, controlling reasons versus the results, implementing the yes model, and more. 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 is a really exciting day. I got the one and only Spiffy Tiffy on the podcast with me and we're here to do a really exciting podcast. Tiff, how you doing over there today? Excited? Tiff (00:12) Hi, I'm so excited. We have not podcasted in far too long. Like our schedule's just, it's hard. It's weird because we never see each other. So it's super weird. I know. Kiera Dent- Dental A Team (00:19) I know, but we did just see each other in person, was honestly the reason we're podcasting today. But did you miss a little bit? I mean, I had thought during that time where we were testing all the sound forever that we should just bust it out and podcast right then and there. Like, let's just do it. Tiff (00:38) my gosh. Well, last year at that same time, we busted it out and we did a podcast on the mountains. So it would have been effective, but instead we had a dance party and karaoke. Kiera Dent- Dental A Team (00:43) I know. I know. We did. And what we're referring to is if you missed summit 2026 with the Dental A Team, you missed out. Tiff and I got together in person, which was a blast. Like I said, Tiff and I used to hang out all the time and Tiff, think like the future life of you and me, that sounds funny. I think that's almost a TV show. I think we need to just like schedule in where we hang out more, not for work. Like I'm coming to Arizona soon. You came out to Reno. We got to just hang out. So, but yeah, we just, were together in person for summit 2026 and This year's theme and topic was scaling leadership and growing profit in your dental practice. And I think, we just had a good time. what we were alluding to was, ⁓ luckily, I don't think people know, but the day before summit, Tiff and I sat there for what? Eight, nine hours trying to get the cameras and the audio. I have done this. That was summit number six. So Sexy Six is what we did. Tiff, we've done them six together. Like that's a pretty incredible, incredible run. Tiff (01:37) Yes. That's wild. Kiera Dent- Dental A Team (01:48) but Tiff and I literally sat there. If you saw the reel on Insta, Tiff and I were sitting there doing karaoke. We were dancing. We were doing a talent show like cartwheels, backwards somersaults, handstands, headstands, things that I don't think either of us had done since we were probably like 15. But you know, Tiff, we didn't get to experience that part of life together. So we had to bust that out together. Right. Tiff (02:08) True. That's fair, that's fair. That was a good assessment, Kiera Good assessment. Kiera Dent- Dental A Team (02:13) Well, it was a really fun time. And I think Tiff, it just reminded me of why I doing this with you. ⁓ I think when we get in person, there's just magic. And so when we put together the summit, I think something people don't really realize is Tiff and I, we don't practice. Like we've got our decks and we've reviewed it, but a lot of the magic just happens because we love helping people. love changing lives. I love watching Tiff in real time do half of my like crazy experiments. Like it's been since the beginning of time that I'm like, all right, Tiff. I'm not going to tell you in real time, you're going to do this. And I think that that's what makes Summit so special is it's, it's you and me, Tiff, doing it in real time. And the consultants are on the chat, like she definitely carried us quite a bit this year, but we kind of, for those of you who might've missed or those of you who did join, Tiffanie kind of wanted to just do a little highlight reel of some of the key takeaways from Summit that we were able to have. And Tiff, think like probably my favorite part is always the beginning part. ⁓ Tiff (02:54) I'm tired. Kiera Dent- Dental A Team (03:09) I mean, it's probably because it's the beginning part. And we talked a lot about how like your business can't outgrow your leadership. And we talked so much about this leadership and Tiff, I know leadership is such a passion for you. within that leadership realm, we talked so much about how like you as a person are the most important piece. And I think a lot of people forget that. And I think that that sometimes like driving home piece of summit that I love to highlight. I know you love to highlight, let's kind of rift on that beginning part, the you part, the leadership part, all of that in that yes success formula that we've. We talked heavily about at summit this year. Tiff (03:40) Yeah, and I think, Carrie, you said something there. You said, I love leadership. And immediately, I thought, I do love leadership, but I love leadership because leadership focuses so heavily on the actual person, who they are, how they show up, and how they create the culture that everybody wants to be a part of. So when you say, I love leadership, and then you let it in too, and then them. That's why I love leadership, and that's why I love working with leaders and CEOs. So a CEO dentist and then. the leaders of the practice, but really those leaders come down to people who are inspired by growth, who are ready to take on the next level and who want to give something back to the world. And for me, inspiring those people, like double, triple, quadruple is the impact that we get to make. So that's why it's so cool to me. And so doing things like Summit where we do, like we do open up with who you are because you are the focus that is required in order for anything else to work. so, yeah, leadership is a passion because people are a passion and I think both of us feel that way. Kiera Dent- Dental A Team (04:47) Absolutely. Like we've said so many times, like life and people are our passion. Dentistry just happens to be the platform where we get to connect with all of you. And Tiff, as you said, that it really made me start thinking about like, what do you spend your time on? And I loved the little, this year we did an hourglass and Tiff, was fun for you to build the hourglass, right? Like where do we actually spend our time? I think it's something where so often as we're running and we're living our lives, we don't take the pause moment to see like, I can say my family and my health and my business are the most important thing, but when I look at my calendar, when I look at these items, where is it really? And I actually loved the image of an hourglass because ⁓ maybe it was the birthday this year, Tiff, but like there was a moment this year where I was like, I could be halfway done with my life. And so in the hourglass, I feel like it's our time and it's, is it slipping away into the things that we value most? Is it slipping away into the things that we care about the most? Is it slipping away to where I am, my 90 year old granny with cotton candy pink hair, who's freaking ripped Tiff. There's like another version of her that's come to the forefront. Like I gotta be ripped and like able to move. I can't just be like dead. Like that's been a new element added into this vision at the Villa. ⁓ But like, what is she gonna remember about this time of her life? And what would she wish that she prioritized more? And I think so often we can get stuck in this like the day, the urgent, the chaos. And I love that and Tiff, This is a fun thing. had you go and build your little sand piece and build your hourglass. What were some of your thoughts like when you did that and doing it in real time and having offices do it in real time with us? Tiff (06:22) Yeah, I think ⁓ first an hourglass always makes me think of ⁓ Aladdin. I think of Jasmine, right? And so when I think of the hourglass, I think of, yes, like, where am I spending my time and how much time is slipping by? But then I also think of the other side of that, where we're oftentimes consumed by our time. And so I think of Jasmine, like, and I hope everyone here knows the reference that I'm going for here, because I don't have a picture of it. Kiera Dent- Dental A Team (06:28) Mm. Mm. Yeah, she's like trying to crawl out of that stand. It's like suffocating her. Tiff (06:50) Yeah, she's like in the sand and it's suffocating her, right? So it's like falling on top of her. And that was what I went into that project with that day because I see an hourglass that's just my millennial mind thinks of Jasmine suffocating by the sand. And so for me, I went into it of like, what is suffocating me? Meaning what is taking my time that I'm not intentionally maybe devoting the time to? But I'm like, Kiera Dent- Dental A Team (07:02) . Tiff (07:17) just letting it, like you said, slip by. And so I went into it with that kind of mind frame and it was really cool. We did it last year too and last year's was a little bit different and last year I forgot to put work on there. This year I did not. It was a fun exercise. Kiera Dent- Dental A Team (07:29) It's okay, Tim. It was, I think you had to block it out. Last year's work was crazy. I think it was like an immediate, like, I need to cut this out of my world, which is fair. And based on the year we lived, I don't blame you. So it felt good that it didn't monopolize. It wasn't home. Like, it's got to just go. We got to, and I don't blame you. It was year for us, for sure. Tiff (07:40) I agree. It was like an omen. Yeah, yeah. But it made it, honestly, it made it intentional. Because no matter what it looks like, no matter how you do this exercise, it brings something to the surface. So last year, it brought that to the surface for me, where I was like, wow, that's wild. Like, why did that happen? Because I didn't intentionally leave it off. I didn't intentionally put it on there. So I don't ever go into it to try to do it right. I go into it to just try to do it. Kiera Dent- Dental A Team (08:15) Mm-hmm. Mm-hmm. Tiff (08:15) And especially with your boss standing next to you, like, was like, well, shoot, cares like you got something to tell me, then tell me. But it was, it brought something to light. And this year felt much calmer doing it. It felt much more ⁓ intentional, I guess, is like the best word I can align. think aligned is my word this year. And so it did feel more aligned and like, there was more intentionality put behind things. And the point of that is wherever you are today is where you are. And being able to see. where you want to spend time and what your priorities are, is your time spent in alignment with what you say your priorities are? And I love that you always explain, it doesn't mean that it's gonna be equal parts, right? Work, like I work more hours during the day, four and a half days a week, than I do like awake with my family, right? But the... Kiera Dent- Dental A Team (09:11) Mm-hmm. Tiff (09:12) intentionality behind it of how it's not like to me when I go into that it's not the actual physical hours that I'm spending in those things it's the emotional time I guess the emotional you you know your your what is it that you call it then ROI on your time right are your emotions emotional easy there you go are we thank you I was like is it really that easy emotional ROI that's fine guys so I'm here for it thank you yeah Kiera Dent- Dental A Team (09:23) Mm-hmm. the emotional ROI, like the ROE, return on emotion. Yeah, I got you girl. Mm-hmm. No, it's ROE, return on emotion, right? You're welcome, I got you. Yeah, I... Tiff (09:41) Yeah, so anyways, that's what it's spun for me. it really highlights a lot, I think, for business owners and for leaders to really see if I'm showing up short, if I'm showing up, you know, chaotic, if I'm showing up calm and like, why, where are my priorities lining and how can I realign? Kiera Dent- Dental A Team (10:00) And Tiff, I love that you said that. And I love like we do, we do a different variation of it. This is something I really like because I feel we don't take that pause moment. Like to me, it's like the, the small space between like taking a breath and releasing a breath. Like there's that small pause. I feel like that small pause is where so much intentionality can happen. so Tiff, thanks for always being my guinea pig. Like it makes it feel like more fun for me because I, I know that Tiff, come into it so real and people that attend summit. So if you don't know about summit Tiff and I do it. completely virtual. And the reason we've done it virtual, people have asked for years, like, why don't you guys do it in person? And what we found is we want doctors and teams to come together in your office space. Like what is the easiest fastest way for us to rally to impact you? We don't care if your husband or your kids or your wife or your spouse or whomever it is, is with you in that space. Like how fun is it? Like we see families with their kiddos. We see people in their homes. We see We see you guys living your real lives. And so that's why we've done it virtual. We've done it virtual for six years and it's four hours. It's three and a half hours of CE and it's incredible. It's always the last Friday of April. So you guys can mark your calendars for 2027. I cannot believe that. It'll be the seventh year. I had to remember, I had to remember it's, sorry, it's the second to last Friday. It will be April 23rd next year. But... Tiff (11:09) I said that earlier. Kiera Dent- Dental A Team (11:17) We always do it the same weekend and we purposely do it where it's not the very beginning of the year. It's not the end of the year. It's that like special pause and like, let's look to see. And the whole point this year that we really try to bring in with you, cause like we focus there because I think people want like, what are the systems? What are the tactics? What's the profit? How do I do all these pieces? And we're like, if you pause and look and make sure that where you're putting your ladder and wanting to hang your shingle, is that really where you want your life to be? Because we can be a few degrees off as we're flying our life plane and we can end up in. Bermuda or we can end up in Antarctica and I've been to both and they're very radically different locations and so it's are you actually headed where you want to go and this year I really brought up ⁓ a Topic that I'm obsessed with and it's like you are the billion dollar asset and if you don't see yourself as a billion dollar asset I think we're looking at our lives wrong and like you are the one who ultimately controls your success and happiness You are the one who has success and failure and you control that in your office You are the one who controls where you spend your time. No one's forcing you to do anything. Like we are so blessed to live in the country we live in, the places that we live that we get to make these choices. You control the reasons or the results. And I love that line. You control the reasons or the results. You can't have both. And to really just help people see like, I having reasons for my lack of success or my abundance of success? Or am I actually having the results of what I say I truly want? And if I'm saying I want that, but my actions aren't showing that either I need to change my plan and figure out what I actually want or I need to change my plan to get what I actually want. And so ⁓ one of my favorite lines from all of summit was you must prioritize you first or you will always fail. There is no other way to success. Stop all the excuses, start owning the outcomes. And I think for all of us today listening whether this is a summit recap for you or you're getting the highlight sizzle reel for you. I hope that today you recognize that you've got to prioritize you first. And it's so easy Tiff, because I feel like I had this epiphany probably before I even met you, I think. I was like, life is so fascinating to me because there's so many things that scream and grab my attention that I feel are so important. But when I take that pause, that breath, half of that doesn't actually matter. And I'm just in the momentum and the slurry and I need to be intentional with how I build my life. I don't know, maybe I'm going off on a tangent. I know this is something you and I love and I hope for doctors and teams listening today. I hope you can take that pause. I hope you can see that you are the billion dollar asset. I hope you can see like Tiff said, like, are we being suffocated by our time or are we watching our time slip into the areas that we hope it is? Where are we spending our time? We had a bunch of categories of time, but really like stop the excuses or owning the outcomes of what you want because you are ultimately the one who controls all of the success or failure in your life. Tiff (14:04) Yeah, I agree. And I think the reason that it's so imperatively important is because then we talk about earnings and then we talk about systems, right? We have our whole model and I can't, you can't talk about earnings, you can, but they're not gonna hit home as much if you don't have like you in alignment or at least reality. I think if you can spread at least reality and just be. clear on who you are, how you're showing up and how you want to show up, then the earnings come, then those pieces come. So the profitability and all of those pieces that we talk about in our next little highlight reel here, they fall after that because again, like you are the reason that any of this exists. And if you're not in alignment with that, none of the other things are going to happen. Kiera Dent- Dental A Team (14:53) 100 % and tiff, it's wild. Do you remember how many times we tried like an alliteration, a little like, what is deadly teams methodology? Remember the SPF one? Like I think that was one of like the funniest ones that like we had some ones and it just landed and locked one day when it was the yes model. Like it's the yes success model and it's you earning systems. And when I first put it together, I thought it was cute and it's crazy because subconsciously we put it in the exact order it needs to go in. Tiff (15:02) You do? Kiera Dent- Dental A Team (15:20) for to truly be able to say yes to your dream life. Like you've got to focus on you. Then you focus on the earnings and then the systems will be what those two tell us. And it's like to me, the yes, excess are like your three numbers on a combination lock. And I feel like so many people try to be like earnings, Y like you. So it's E Y S like, okay, well that's well eyes like ish like that could be your combination, but you're never going to feel fulfilled. You're not going to be able to say yes. You're going to say eyes or I can be like, well let's do systems and then earnings and then yes. or like you, well that says say, so are you gonna say, say your life away? Or are gonna say yes to the life you actually want? And it's been fascinating, because I think the more we coach on it, the more we teach it, it was something that came out of, I just thought it was a cute acronym, but the undertone of the subconscious of knowing that you've gotta be prioritized first, then you've gotta do your earnings, and then you gotta do your systems. And so if you're like, let's build systems, and I'm like, well, if you're not profitable, the whole thing's gonna crash down and burn. If you don't take care of you, the whole thing's gonna crash down and burn. Like it literally is a sequence and an order. like the pinnacle peak of everything that we talk about, everything leads up to a saying like success without fulfillment is the ultimate failure. And I think to everything we talked about at the beginning of this podcast, coming into here, like I think that's my like hill to die on is if we are successful in our marriages, but we're not fulfilled. we're successful in our businesses, but we're not fulfilled. If we're successful like... That fulfillment piece is joy. That's the happiness. Like that is the juice. That's the squeeze of what we're all working for. But I think we prioritize the success, the money, the earnings, the status, the elite. Like you can have it all, but just make sure you're fulfilled and you're taking care of you. And it's really the life you want to live, not the one you think you should live or the one that you just happen to fall into or the one that the patterns got us into. But you actually own your life rather than just manage it. Tiff (17:10) I agree. I have been a firm believer that if I'm not taken care of or if I'm not happy, down to the choices that I make in my personal life when it comes to Brodie and his happiness, I have always said, if mom's happy, Brodie's happy. If I'm taken care of, and that's the CEO of our family, if I'm taken care of and I'm a priority, I'm then teaching everyone else to do the same and all those other pieces come into place and for the practice. Kiera Dent- Dental A Team (17:30) Mm-hmm. Tiff (17:39) Every doctor comes in and says, need systems. And we do cover systems. We've a ton of systems in Summit. We cover all of them. But we also are a firm believer, a company that believes that those systems have to be in alignment with your culture, with who you are and what your goals are. So we have systems for everything. But we're going to tailor it and customize it to fit you and your circumstances. And if we're not super clear on who you are, what your goals are, your culture, We're gonna hit that home real hard first and then figure out your systems, because you have systems and they're working to an extent. We just gotta clean them up a little bit and they're probably a little misaligned with who you are, who you want to be. Kiera Dent- Dental A Team (18:23) Exactly. And Tiff, I love that. Like the CEO of the family, the CEO of this, like, and really like, yes, take care of you. Have that. That way you've got a full bucket to come from. So yes, we did go through after that the earnings portions. We talked about overhead, profitability, cashflow, like what are those items? We have a cost spending spreadsheet and you better believe we had an entire stack that people at the end of some were able to access. And it had so many spreadsheets, our overhead calculator, like what is profitability? What is like true profit? What is cashflow? How do we find those small money links leaks in our practice? So like talking about different ways, like where are the small gaps in your bucket? Where if you just shore those up, there's so like, it is the lowest hanging fruit that are just the aha moments that people are not thinking about. And I love doing it because it's like, ⁓ like that's such a great idea. That was so easy that I didn't even think about. And of course I get like all jazzed on life doing the earnings section because like I love numbers and numbers of me. Like I live to teach people how to be profitable and how to understand numbers and learning that business acumen knowledge. I feel like it's been another language that if you've watched me even over the years, like both of us growing and evolving and I was the girl who sat in a class that truly was like everyone else has business figured out, but not me. And I think so many dentists and so many owners can relate to that phrase of like, why not a drill a tooth, like PNL, KPI, like what the heck are those? And to be able to break it down, think one of my favorite, favorite compliments of Dental A Team is like, we are the Dr. Seuss of systems. We make things so simple for people. And I've like hung onto that because if we can make numbers so simple for you, like think Dr. Seuss style, how much easier is it for you to go in and to be confident looking at your numbers, to be a competent CEO that uses those numbers rather than emotion. to really get to the life and the dream you want. So tip, those are like some of my highlights. Those are some of the fun things. And then of course, you're like rolled right into systems, but I didn't know if there was anything on the earnings section before I roll into like systems, because the sexy systems are always a good time, but anything on earnings you wanted to add to that. Tiff (20:25) Yeah. I just wanted to let everybody know like the after summit, the number of text messages and emails and just like messages I know that we all receive, but that I personally received from my own clients that I work one-on-one with it or their attending summit that were like, I know we've heard this before because you guys talk about it all the time, but something hit different today and I'm so excited. Like I had a call with ⁓ a client actually that morning and he was trying to go through it and he was just confused and he just doing, was like overworking it and overthinking it. And I was able to be like, cool. And then he, he watched it, you know, he, learned it and I made sure he had all the tools he needed in that moment. And he's like, my gosh, I was overcomplicating it. Like the way you do it is so much more simple than I was making it. And that's like, you said that Dr. Seuss, right? But even like that's a system. Kiera Dent- Dental A Team (21:15) Nyeh. Tiff (21:24) So we talk about systems and we're gonna talk about systems, but that in itself is a system really learning how to read your numbers, figure it out and simplify what you're looking at because it doesn't take a doctorate to look at those things. And sometimes we think it does. So we apply our doctorate to it and we overcomplicate it. So I just wanted to make sure everyone knew like the amount of information or the amount of people that are like. Kiera Dent- Dental A Team (21:25) Thank Tiff (21:51) Thank you so much because this was so helpful. And for whatever reason today, I heard it differently. That's why we repeat things too is like how many times have we gone to a convention or listen to the same podcast and we're like, gosh, today I heard it with different ears and I got something else out of it. And that's why we have repeatable systems and why we have those kinds of conversations. Cause something different will come out every time. Kiera Dent- Dental A Team (21:53) Yeah. 100 % Tiff. And as you said that, think there's like, there's a quote, I might be tootin' my own horn. I think I actually made this one up. so if I did great, and if I took it from someone, I'm really sorry, and it's actually yours. But it was like, sometimes the greatest form of learning is remembering what we already know. And I think so many times we come to these conferences, we go to these things, it's like, I've already heard that. And it's like, but you haven't, because you are at a different location of where your business is, of where you are, to where it's gonna land differently. And so I agree with you, Tiff. Systems were fun and we went through like some of our favorites of like case exceptions and block scheduling. But I think what I really loved was we actually like then broke down into like, what is it like to be a CEO dentist and the delegation ladder and like helping people. And then like at the top of the delegation ladder, how we like split leadership into an executive side and an operational management side and helping Dr. C. And we actually did this in our like internal private mastermind group that we work with our clients and so many of the doctors, love that. Like kudos to Tiff. She was one who has the brains behind this topic. of let's talk about delegation. And when doctors look at their like list of things that they've got going on, when they listed everything off and then they went back and like looked to say, what really can only you do? It was two things. It was vision culture and you might throw profitability on there, like pending upon how your team is, but that's it. And like, tip, I freaking love that epiphany for doctors. I love that epiphany for OMS because when you got like the two halves of a whole like doctors, we need your vision. need that execution. need that culture. And OMS are like, and then give me the to-dos and like, let me GSD over here and to help like, both of you in the same room, see how this applies to both of you and where your sweet spots are. To me, that was one of my absolute highlights. And then like a leadership evolution where how you evolve through that were truly some of my faves. But Tiff, maybe you had something else, because I know you love that part too. Tiff (23:56) I agree. I do. I think it was interesting the way that we laid it all out because we did do systems. We did implementable systems. We always do that you can walk away with. We talked about our 12 systems. We will always deliver those. But the reality of, I think, the biggest part of the systems is what you just said, that delegation ladder, because we have all of these systems. But you're not the only one who can do them, by the way. And you're not the only one. Kiera Dent- Dental A Team (24:24) you Tiff (24:26) You're not the one who has to do them. so learning systems is one thing, but then learning how to foster the systems and like delegate them out and hold someone accountable to doing the system is a fully different kind of system. Like that's why when people come to us and they're like, girl, I just need systems. I'm like, everything is a system. You're just not seeing it from that lens and you're trying to do too much. So what part of the system or what part of the experience for that patient, do you not have to do 100 % of? If they can do 80 % of it, you can do 20, if they can do 90, you can do 10. Like they make songs about this and we apply it to like romantic relationships, but every interaction we have, every relationship that we have, they work the same. It's a give and a take. And if you're taking more than you're giving and there's never like this back and forth or this equality in the middle, you're doing them a disservice because they can't grow and you're doing yourself a disservice because you're limiting your own growth. And so when you can see that within the system, see the part that each person plays for those systems and divvy out those responsibilities, that's where the growth is. Kiera Dent- Dental A Team (25:41) Exactly. And I think it was just fun because like what Tiff and I do is we talk about like the yes model and then like, how do you actually implement it? And like getting into the nitty gritties of how do you do this? And like Tiff said, like splitting it and how do we actually elevate each other and help each other be our best? And then we talk about winning teams and we pulled in Patrick Lanziani's five dysfunctions of teams and then like the extraordinary success formula and then case studies of like the good leadership and the bad leadership and like things we've seen from consulting like literally hundreds and thousands of offices. And to me, it's really fun because we like put a pretty bow on it and we wrap it all up and we have this entire awesome stack of like all the spreadsheets and all the pieces. But I think for me, it's a like, all the content every single year is revamped. It's it's built upon it's different ways to present it to you. But what I always hope is like, realizing that the people around you are on the boat to success. And are you going to sit on your own isolated little island over there, like crying your eyes out because you're lonely. Or are you going to get on the boat to success with like-minded people like you that are going to grow you, that are going to push you, that are going to be a group? like, yeah, there was a surprise. We invited people to our in-person mastermind. And if you're interested in any of these things of like the tech stack or coming into those different pieces or joining us in our masterminds, like please reach out. Hello@TheDentalATeam.com and hey, maybe I'll get lucky. Maybe I'll share a spreadsheet or two. ⁓ Tiff (26:39) You Kiera Dent- Dental A Team (27:07) But more than that, I hope that you decide that you're the billion dollar asset. Let me be around people like this. If you didn't attend summit, put it on your calendar next year. Be sure that you're on that. And then if you're like, gosh, like everything you talked about you and like putting myself first and like helping a vision and relaying that to my team, because what Tiff and I are obsessed about and why we built this company was we got so tired of doctors trying to relate to teams and teams trying to relate to doctors. That's why it's literally called Dental A team. It's dentists and teams and both sides of that coin, bringing that together and helping all of you. Realize like how we succeed in our own individual roles, how we succeed together, helping doctors take your own incredible life and translate that into a vision your team can rally. What your numbers tell you, what your systems tell you, all of that. And that's something that I really freaking love. And Tiff, summer was just magical. It was a magical time this year. And that's kind of my rap, but I guarantee you got a rap then. I hope people just loved it. I hope they choose to be on the boat to success and not be left on their own Island. You don't have to be alone. You don't have to be alone in your problems, but it's time to like own it, stop the excuses and either have reasons or have results. You can't have both. That's my wrap Tiff. What's your wrap? Anything you want to add to that? Tiff (28:14) Yeah, the community piece, just wrapped it. That last piece that you just talked about is the piece that we get the biggest feedback on, if I'm honest with you. Yeah, we are incredible. I'm going to be honest with you. We are a really cool freaking company and we produce some amazing results. I have heard from so many people, from so many other companies that they say, you guys are different because you're actual Kiera Dent- Dental A Team (28:27) We are. Tiff (28:40) consultants and you're not just trainers, like individual trainers. So I know without a shadow of a doubt that we do it differently. So I can toot that horn all day long because I know that we are really good at what we do. What is incredible to add on top of that, like the sprinkles that are on top of that is that we allow our clients to be this tight knit community. So not only are we working with you one-on-one and producing results for your practice, we're individualizing Kiera Dent- Dental A Team (28:49) Yep. Tiff (29:09) all of the things that we do for you, but we're allowing you to share that then with other people. Like everyone loves it. Like I've never sat in a room where I felt so welcome and so heard and so seen and so normalized. Like it's not, hey doctor, hey doctor, hey doctor. It's like first name basis. It's you're just a human just like I am. And we can sit here together and we can collaborate. And I think that even on a virtual platform is incredible that we've been able to create that and foster that. but even more the in-person events and our in-person visits that we go to practices, all of those pieces. And that's my wrap. Like the community is massive. Kiera Dent- Dental A Team (29:50) It is. What do we talk about? We talked about like you are the culmination of the top five people that you hang and spend time with. And I've thought like, is it time for me to elevate my friend group and my peer group? That's why I joined Tony Robbins Lions. Like I needed people that were smarter than me. I didn't want to be the smartest one in the room. I want people I could give back to. And I think Tiff, you and I have taken our passion, our love for people, our passion, our love for life. the things that we've learned throughout life and we're able to turn it into this really fun thing to help dentists freaking succeed and thrive and not just survive. And so this year I thought it was really fun to help doctors and team members elevate their leadership, elevate their profitability. So if you missed it, I'm not gonna lie to you, you freaking missed out. Tiff and I have a good time. We laugh hysterically. It's all live. It's real time. Some of the things we say shock both of us, but hey, it's here for it. It's engaging with people, even though it's virtual, like we see all your faces. We've done Tony Robbins, like I, we make this thing a whole production. It is lit. So come join us next year. And if you missed out this year and you want to get like, find out more, you want to come join us in September in our in-person mastermind or February, you want to elevate your peer group. You're sick of being stuck. You're sick of being where you've been. You're ready for the next level. Or if you're like, I just want to optimize or like, Hey, I'm drowning. It doesn't matter. That boat is going. Let's get you on it. Come join us. Hello@TheDentalATeam.com book a call. I will happily love to see you. team would love to see you. Tiff, I love you. I love working with you. I love creating magic with you. I love creating summit with you. And I'm just so thankful for your sparkle, for your love, because I feed off of that. And I think you and I together, like you said, we built a really freaking cool company and we're like kick a in the industry. We know what we're doing. We're experts at what we do. And we do it for dentists and we do it for teams and we make your life incredible. so Tiff, thanks for just like many, many years ago, believing in a vision and making it into what it is today. Tiff (31:40) Thank you. Thank you for believing in me that I could do this with you. I love you. I love this company. I love what we create and gosh, I love all of our listeners like our clients. I love you and our future clients and those of you who will always be a listener. We're here for you. We're here for all of you guys and we truly do love what we do and when you're ready for that next layer, we're here to freaking layer it on. Kiera Dent- Dental A Team (32:02) I love it. Well, for all of you listening, take action. Don't stay on your isolated island. You don't have to. It's a choice. Join the boat to success. Come join us. We'd love you. Take some action from today. You're the billion-dollar asset. Think about your cash flow, your overhead, your profitability, the systems, delegation ladder. ⁓ What's your winning team? Are you guys winning? Are you thriving? What's that extraordinary leadership formula? Take action. Do something. And just make sure you're living the life you want. We get one life to live. And think about that hourglass. Is your time slipping away from you? you actively building the life you want? I hope you're choosing the ladder. And with that, thanks for listening. I'll catch you next time on the Dental A Team Podcast.

A Era de Ouro dos Eventos: Por que o presencial virou artigo de luxo? | Mamilos #557

Mamilos

Play Episode Listen Later May 19, 2026 55:09

A gente nunca esteve tão conectado. E, paradoxalmente, a gente nunca sentiu tanta necessidade de sair de casa.A OMS já declarou uma crise de saúde social global, onde o isolamento virou um problema de saúde pública. Mas no meio desse boom de telas, algoritmos que entregam tudo mastigado e inteligências artificiais gerando conteúdos que a gente nem sabe mais se são reais, um fenômeno contraintuitivo tomou conta do país.Filas virtuais com centenas de milhares de pessoas disputando um ingresso para o Oasis ou para o BTS. Praias lotadas em Copacabana para ver Madonna, e festivais que dão sold out no escuro. O Brasil é, hoje, o segundo maior mercado de shows ao vivo do mundo, atrás apenas dos Estados Unidos. Se a gente tem acesso a qualquer show ou conteúdo do mundo no sofá de casa, a um clique de distância, o que nos faz enfrentar horas de pé, chuva e perrengue? Que fome de encontro é essa?No episódio #557, para entender a magia da Economia da Presença e discutir os encontros que mudam as nossas vidas, convidamos O Igor e o Enrico, dois especialistas apaixonados por construir comunidades.Vem com a gente desvendar por que o nosso maior símbolo de status hoje é gerenciar o próprio tempo, como os eventos viraram a nossa prova de realidade, e por que, no fim do dia, a gente só quer mesmo é suar na pista de dança e sentir junto.---

tiktok estados unidos oasis vem bts economia eventos o brasil oms ouro enrico presen virou copacabana artigo presencial luxo filas mamilos ju wallauer

Cinco Continentes - Irán insiste en su idea de controlar el tráfico marítimo en Ormuz

Cinco continentes

Play Episode Listen Later May 19, 2026 54:32

Irán ha respondido a la última propuesta de EEUU para poner fin al conflicto y lo ha hecho a través, nuevamente, de Pakistan. Su respuesta llega poco después de que tanto Washington como Tel Aviv hayan amenazado al régimen con volver a los ataques.Vamos a estar con nuestro corresponsal en Jerusalén, Santi Echevarría. Además, hoy tendremos entrevista con Beatriz Martos, responsable de pena de muerte en Amnistía Internacional España. Esta organización ha publicado hoy su informe anual sobre la pena capital y las ejecuciones en el mundo, que han aumentado en 2025 con Irán y China liderando el ranking.Vamos a estar en Reino Unido, donde a raíz de la lucha en el laborismo por intentar sacar del poder a Keir Starmer, ha resurgido con fuerza el debate en torno al Brexit.Tenemos un reportaje sobre la guerra en torno a la fresa en Francia, estaremos en Perú donde los dos candidatos a la segunda vuelta de las presidenciales ya están en campaña y también en Bolivia, siguiendo de cerca las protestas contra el gobierno de Rodrigo Paz. Además, seguiremos de cerca las novedades en torno al brote de ébola declarado en República Democrática del Congo y lo que ha dicho la OMS al respecto.Escuchar audio

Cinco Continentes - El ébola avanza en República Democrática del Congo

Cinco continentes

Play Episode Listen Later May 19, 2026 55:37

Aumentan los casos y las muertes vinculadas a un brote de ébola en República Democrática del Congo que tiene preocupado a la OMS, cuyo director general se declaraba hoy sorprendido por la rapidez con la que esta cepa más desconocida del virus se está expandiendo.Hablaremos de Irán y de EEUU, también de como bebes que fueron sacados de Gaza para ser tratados en Egipto han vuelto a reunirse con sus padres más de dos años después. Escucharemos al exasesor de seguridad nacional John Bolton, también al actual viceministro de Exteriores del gobierno reconocido del Yemen. Hablaremos de la visita de Putin a China pocos días después de la de Donald Trump, y escucharemos una entrevista sobre el auge y cómo son las nuevas derechas neoreaccionarias.Escuchar audio

Nuevos detalles del ataque a mezquita en San Diego

Play Episode Listen Later May 19, 2026 19:59

Autoridades confirmaron las identidades de las tres víctimas del ataque a la mezquita en San Diego y se conocen nuevos detalles sobre los tiradores. En Estados Unidos se han registrado ataques contra al menos tres lugares religiosos en solo 8 meses. Los incendios Sandy y el de la isla Santa Rosa continúan consumiendo acres de terreno. Se han extendido las alertas de evacuación para varias ciudades. En Nueva York un juez federal emitió un fallo para ponerle fin a la política que autorizaba a los agentes de ICE a detener personas en las cortes de inmigración. El Departamento de Justicia amplió un acuerdo que obliga al IRS a suspender todas las auditorías fiscales pendientes contra el presidente Donald Trump, su familia y sus empresas.

donald trump san diego ice irs tornados nuevos justicia ataque oms detalles santa rosa en estados unidos hantavirus autoridades el departamento mezquita elecciones primarias

Unos 145 mil niños estadounidenses han sido separados de sus padres

donald trump san diego san diego padres congo unos sido oms varios separados simi valley estadounidenses ordenan papiloma humano

Play Episode Listen Later May 19, 2026 17:10

Ordenan evacuación en Simi Valley mientras el incencio Sandy sigue consumiendo miles de acres. Varios estados están siendo afectados por fuertes tormentas y poderosos tornados. Se investiga como crimen de odio el ataque a una mezquita en San Diego donde fallecieron 5 personas entre las cuales se encuentran los agresores, dos jóvenes de 17 y 19 años. Un médico estadounidense que trabajaba en el Congo dio positivo a una variante de Ébola para la cual no hay vacuna disponible. Donald Trump anunció la inclusión de más de 600 medicamentos genéricos al sitio gubernamental TrumpRX.

RD Congo : l'OMS alerte sur "l'ampleur" de l'épidémie d'Ebola

Journal de l'Afrique

Play Episode Listen Later May 19, 2026 13:25

Alors que la République démocratique du Congo fait face à la 17ᵉ épidémie d'Ebola de son histoire, l'Organisation mondiale de la Santé a déclenché son deuxième niveau d'alerte internationale le plus élevé face à une épidémie d'Ebola. Le dernier bilan du ministère congolais de la santé fait état de 91 décès estimés et 350 cas suspects.

congo alors sant oms alerte rd congo

Sheinbaum cuestiona la falta de reciprocidad por parte de EU en la relación bilateral

programme trait oms la r pand radio france mies assembl france culture appliqu au programme annuelle les matins

Play Episode Listen Later May 19, 2026 1:42 Transcription Available

De 269 requerimientos de extradición, EU no ha entregado a ninguno: SRE SCJN resuelve más de 7 mil asuntos en ocho meses OMS alerta por rápida propagación de ébola en CongoMás información en nuestro podcast#grc

european union congo meses oms la relaci la falta bilateral sre asuntos sheinbaum de eu cuestiona scjn reciprocidad cancilleria

Assemblée annuelle de l'OMS : au programme, un traité sur les pandémies signé mais non appliqué

Les matins

Play Episode Listen Later May 18, 2026 15:26

durée : 00:15:26 - Les Matins de France Culture - Alors que les résurgences de l'hantavirus et d'Ebola sont beaucoup discutées, l'OMS tient cette semaine son assemblée annuelle à Genève. Il y sera notamment question d'un traité de prévention et de lutte contre les pandémies, signé en 2025, mais toujours pas appliqué. - réalisation : La Rédaction de France Culture, Margot Delpierre Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Las tres historias de Carlos Alsina para empezar el día 18/05/2026

Más de uno

Play Episode Listen Later May 18, 2026 11:10

Este lunes 18 de mayo, Carlos Alsina nos trae las historias para empezar la mañana: De los resultados electorales en Andalucía a la nueva emergencia internacional declarada por la OMS debido a un brote de ébola en el Congo.

congo historias oms para empezar las tres alsina

Emergencia mundial por virus del Ébola

Play Episode Listen Later May 18, 2026 20:44

El voraz incendio forestal Sandy ya ha consumido cerca de 700 acres en Simi Valley en el condado de Ventura, California. Ya se han dado órdenes de evacuación. Un ataque armado al centro islámico de San Diego, hogar de la mezquita más grande del condado, deja un saldo parcial de 5 personas muertas y 3 víctimas. Los sospechosos son dos jóvenes de 17 y 19 años que habrían inflingido su propia muerte. Un sistema de tormentas tiene a 75 millones de personas en alerta por mal tiempo. Desde Nebraska, Missouri e Illinois hasta el norte de Texas. Un estudio de Brooking Institution revela que la campaña de deportaciones masivas del gobierno Trump ha causado que más de 200 mil niños hayan sido separados de sus padres.

california texas donald trump san diego illinois viruses missouri mundial tornados bola ventura oms emergencia tormentas simi valley alex saab brooking institution

#1,149: Chaos Is Contagious (But So is Calm!)