Podcasts about Onboarding

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How We Onboard New Patients (And Why It Matters So Much)When new patients call your clinic, they're often nervous, skeptical, and unsure. Many have never heard of pelvic PT—and nearly all have had negative healthcare experiences in the past.Onboarding isn't just logistics—it's your first chance to show them you're different. Done well, it builds comfort, trust, and confidence before they ever step into the treatment room.In this episode, we share:Why onboarding is so important in pelvic healthHow to handle the initial phone call to set expectationsWhat your welcome and reminder emails should include (and why generic EMR templates don't cut it)How to greet new patients when they arriveWhy the “new patient agreement” is like checking in at a high-end hotelThese small but intentional touches make a massive difference—not just for your patients, but for your therapists and your entire business.Business Accelerator ProgramAnd if you want to build systems like this for your own clinic, this is exactly what we teach inside the Business Accelerator Program. Apply now for the next cohort

In this episode, Tracy and I break down why leaders cling to stories instead of facts, how “no one wants to work” is rarely true, and why 89% turnover in 90 days doesn't mean failure—it means you're solving the wrong problem. We dig into the hidden costs of poor onboarding, why perfection is the enemy of progress, and how small experiments compound into lasting change.We also role-play the hard conversations most leaders avoid: asking for resources, addressing pay gaps, and backing process changes. Tracy shows how turning impact into a clear request transforms whining into influence—and why fear of tough conversations keeps organizations stuck in chaos.The throughline: stop venting, start requesting. Systems won't fix themselves, people won't magically stay, and sales numbers don't rise just because you hope they will. Elite leadership is having the clarity and courage to pitch the real solution.TL;DR* Complaints hide requests: Every gripe signals an unmet need—translate it into a clear ask.* Facts over stories: “No one wants to work” → actually 89% quit in 90 days, but 11% stayed. Find the real cause.* Perfection kills momentum: Incremental fixes beat waiting for the flawless solution.* Onboarding matters: Most “lazy hires” are system failures, not people failures.* Courage in conversations: Leaders stall not because they lack answers, but because they fear asking for change.* Compounding gains: Small, repeatable improvements snowball into massive organizational shifts.Memorable lines* “Every complaint is a poorly worded request.”* “If perfect is the standard, walk out the door now—you'll never reach it.”* “The biggest leap isn't good to great, it's chaos to not that bad.”* “Tough isn't stubborn—tough is smart clarity backed by courage.”GuestTracy Austin — Leadership consultant focused on trade industries and frontline retention. She helps organizations cut turnover, build onboarding systems, and transform complaints into action.

How do you lead a volunteer-run organization into its next phase of growth without losing its identity and heart? And how can associations support members who are often behind the scenes but shape what the world sees?In this episode of Associations Thrive, host Joanna Pineda celebrates Hispanic Heritage Month with returning guest Josie Hernandez, Executive Director of Casting Society (CSA) and President of Association Latinos. Josie discusses:How Casting Society represents global casting professionals working in film, TV, theater, reality, commercials, and new media.The Society's advocacy that led to a new Academy Award category for casting, debuting at the 2026 Oscars, a monumental achievement for the profession.How Josie led CSA's transition from a volunteer-run structure to professional management through her firm, Bostrom.The business processes, governance practices, and SOPs that helped Casting Society grow revenue, membership, and influence.How CSA supports its diverse membership through its Training and Education Program , delivered by Casting Society Cares, which helps casting assistants advance their careers.The unique Artios Awards, held simultaneously in three cities, Los Angeles, New York, and London, to honor excellence in casting across media.Association Latinos' signature event, Conexiones, a one-day summit designed around cultural leadership and lived experience, taking place October 10 in Chicago.How Association Latinos has grown organically, yet intentionally, with a volunteer base that now helps lead programming and strategy.References:CSA WebsiteArtios Awards EventsAssociation Latinos WebsiteConexiones EventJosie Hernandez on episode 59 of Associations Thrive about Association LatinosJosie Hernandez on episode 109 of Associations Thrive on the Workforce Trends Survey

Advanced practice providers (APPs) play an increasingly vital role in delivering high-quality, team-based care. APPs need the right support and structure when stepping into the complex world of oncology, through thoughtful onboarding programs. It is essential to spotlight effective APP onboarding models across various practice settings, including academic, comprehensive, and community settings. Multidisciplinary oncology teams in all settings for APP programs highlight structure, support, and sustainability as key aspects of successful integration. This podcast, supported by state society oncology programs, discusses different approaches to onboarding, mentorship, and role optimization tailored to each institution's unique needs and resources. CANCER BUZZ speaks with Jennifer Gray, DNP, ACNP-BC, AOCNP, assistant director of advanced practice at Atrium Health Levine Cancer Institute on her experience onboarding APPs with different experience levels in a comprehensive setting and onboarding APPs in clinical research. CANCER BUZZ then speaks with Glen Peterson, DNP, ACNP, RN, APP education & quality director and hematology quality director at the University of Colorado Cancer about effective strategies in a large academic environment. The podcast concludes with Jonathan Catrona, MS, PA-C, advanced practice clinical education specialist at New York Cancer & Blood Specialists on retaining APPs in a community setting.     “We do believe that mentorship is key to building a resilient workforce and for retaining APPs, and it's really an investment in supporting APP development and helping create the environment and workforce that you want in the future” – Jennifer Gray, DNP, ACNP-BC, AOCNP   “I think one of the most important things in onboarding APPs in a complicated academic medical center environment is that we have a very clear system and a clear structure to how we orient and onboard our APPs.” – Glen Peterson, DNP, ACNP, RN, APP   “My goal is to help you learn… [and] my goal is to make sure that you're able to help patients and help people.” – Jonathan Catrona, MS, PA-C   Glen Peterson, DNP, ACNP, RN, APP  Education & Quality Director, Hematology Director  University of Colorado Cancer Center  Aurora, CO    Jennifer Gray, DNP, ACNP-BC, AOCNP  Assistant Director of Advanced Practice  Atrium Health Levine Cancer Institute   Charlotte, NC    Jonathan Catrona, MS, PA-C   Advanced Practice Clinical Education Specialist  New York Cancer & Blood Specialist  New York, NY    This program is part of the Optimizing the Role of the APP in Oncology Care initiative, made possible with support from the Rocky Mountain Oncology Society, Empire State Hematology & Oncology Society, North Carolina Oncology Association, Iowa Oncology Society, Nevada Oncology Society, and Washington State Medical Oncology Society.   Resources: Rocky Mountain Oncology Society: https://rmos.accc-cancer.org/resources/advanced-practice-provider-resources     Iowa Oncology Society: https://ios.accc-cancer.org/resources/advanced-practice-provider-resources   Empire State Hematology & Oncology Society: https://eshos.accc-cancer.org/resources/advanced-practice-provider-resources      Nevada Oncology Society: https://nos.accc-cancer.org/resources/advanced-practice-provider-resources   North Carolina Oncology Association: https://ncoa.accc-cancer.org/resources/advanced-practice-provider-resources   Washington State Medical Oncology Society: https://wsmos.accc-cancer.org/resources/advanced-practice-provider-resources

Find the full transcript for this episode at ProsperousCoach.com/353.Also mentioned Episode #186 called 4 Ways to Help Your Coaching Clients Feel Safe Here's a cautionary tale for coaches about onboarding new clients.I once hired a social media coach whose onboarding process was… asking for my payment. That's it!X  They asked nothing about me X  They did not provide next steps, set up our first session or provide a way to do that. I felt left out in the cold and confused!Days later nothing more than my receipt arrived. I thought I'd been scammed.Their social presence was impressive and the program was expensive. I expected professionalism.When I checked back in with this “coach”, they acted like I was bothering them, which put the last nail in the coffin.I asked for my money back.Professional onboarding should: ·      honor your new client·      help them feel safe and seen ·      and, make next steps crystal clear Let's talk about how YOU can do that with class and integrity.I'd love to hear from you. Stay inspired and make things happen! - Rhonda Hess, Prosperous Coach Rhonda Hess helps new coaches leverage their zone of genius into a profitable coaching niche and launch with confidence. For VIP step-by-step support apply for Rhonda's VIP Coaching Business Breakthrough Program here and she'll be in touch to invite you a discovery call. Or if you're stuck on your coaching niche, grab a Nail Your Niche Strategy Session with Rhonda here.

Paul Müller, Mitgründer von Adjust, spricht über den Aufbau erfolgreicher Sales-Teams. Er teilt, warum sie drei Monate in Onboarding investieren, wie sie internationale Märkte erschließen und warum technisches Verständnis im Sales entscheidend ist. Was du lernst: Wie du Sales Teams richtig aufbaust Die Balance zwischen Training und Performance Warum Learning & Development entscheidend ist Internationale Expansion richtig angehen ALLES ZU UNICORN BAKERY: https://zez.am/unicornbakery Mehr zu Paul: LinkedIn: https://www.linkedin.com/in/paul1/ Adjust: https://www.adjust.com/ EWOR: https://www.ewor.com/ Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://www.tactics.unicornbakery.de/

Talking about college kicking with Urban Meyer commenting on the importance of it. Harrison Mevis Mookie Betts podcast audio talking about how many teams are truly all-in on winning. The boys discuss that in comparison with the Cardinals front office. E-Mail of the Day See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This is something I've been wrestling with at Podscan, and I know many of you face the same challenge: you're building a product that could serve two, three, maybe even five different ideal customer profiles. And you're trying to figure out how to keep them all balanced—or whether you should even try.This episode of The Bootstraped Founder is sponsored by Paddle.comThe blog post: https://thebootstrappedfounder.com/handling-multiple-icps-as-a-solo-founder/The podcast episode: https://tbf.fm/episodes/handling-multiple-icps-as-a-solo-founderCheck out Podscan, the Podcast database that transcribes every podcast episode out there minutes after it gets released: https://podscan.fmSend me a voicemail on Podline: https://podline.fm/arvidYou'll find my weekly article on my blog: https://thebootstrappedfounder.comPodcast: https://thebootstrappedfounder.com/podcastNewsletter: https://thebootstrappedfounder.com/newsletterMy book Zero to Sold: https://zerotosold.com/My book The Embedded Entrepreneur: https://embeddedentrepreneur.com/My course Find Your Following: https://findyourfollowing.comHere are a few tools I use. Using my affiliate links will support my work at no additional cost to you.- Notion (which I use to organize, write, coordinate, and archive my podcast + newsletter): https://affiliate.notion.so/465mv1536drx- Riverside.fm (that's what I recorded this episode with): https://riverside.fm/?via=arvid- TweetHunter (for speedy scheduling and writing Tweets): http://tweethunter.io/?via=arvid- HypeFury (for massive Twitter analytics and scheduling): https://hypefury.com/?via=arvid60- AudioPen (for taking voice notes and getting amazing summaries): https://audiopen.ai/?aff=PXErZ- Descript (for word-based video editing, subtitles, and clips): https://www.descript.com/?lmref=3cf39Q- ConvertKit (for email lists, newsletters, even finding sponsors): https://convertkit.com?lmref=bN9CZw

In episode 218, Coffey talks with Ryan Englin about recruiting and retaining skilled workers in the blue-collar trades, addressing labor shortages, and changing perceptions of trade careers.They discuss the retirement wave with 40% of tradespeople leaving in 7-10 years; barriers to entry including complex licensing requirements and limited apprenticeship slots; shifting cultural attitudes away from trades toward college; recruiting as a marketing activity requiring better messaging; retention problems masquerading as labor shortages; the need for career progression paths and leadership development; creating friction in hiring processes to assess cultural fit; and specialized leadership training approaches for hands-on learners.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Ryan Englin is passionate about supporting growing businesses, particularly in blue-collar industries, to build amazingly productive companies by hiring the right people.Growing up, he saw his own father working 12-hour shifts and weekends as an owner/operator, witnessing firsthand the struggles that these companies have in hiring quality frontline employees. Ryan was determined to help them find a better way.His company, Core Matters, provides coaching and training on attracting, hiring, and retaining rock star employees. Using his proven process, the Core Fit Hiring System, small and midsize businesses learn how to start hiring better people, faster. With almost a decade in the business, Ryan has worked with over a hundred clients, helping business owners achieve their goals by hiring the right people.Ryan Englin can be reached athttps://corematters.comhttps://linkedin.com/in/ryanenglinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Reframe recruiting efforts as marketing activities that sell the lifestyle, earning potential, and career advancement opportunities in trades rather than focusing solely on job descriptions and technical requirements.2. Develop comprehensive career progression pathways with clear visual representations showing advancement from entry-level to leadership roles, addressing the retention crisis caused by unclear growth opportunities.3. Design hiring processes that assess cultural fit and behavioral alignment first, using practical tests like punctuality expectations and environment-specific interviews rather than relying solely on technical skills assessment.

I asked ChatGPT what vendor onboarding professionals have been searching for in the past week – and one of the blaring results was how to onboard vendors faster.  I have five tips to speed up the vendor process….Keep listening. Check out my website www.debrarrichardson.com if you need help implementing authentication techniques, internal controls, and best practices to prevent fraudulent payments, regulatory fines or bad vendor data. Check out the Vendor Process Training Center for 116+ hours of weekly live and on-demand training for the Vendor team. Links mentioned in the podcast + other helpful resources:    Vendor Process Training Center:  AVM Vendor Toolkit (Substitute Forms, Vendor Banking Form)Vendor Banking Form (Separate Purchase):  https://debrarrichardson.com/store/vendor-banking-form-template Get the Vendor Callback Confirmation Toolkit(TM) Today: https://training.debrarrichardson.com/course/callback-confirmation-toolkitCustomized Vendor Validations Session: https://debrarrichardson.com/vendor-validation-sessionFree Download:  Vendor Validation Reference List with Resource Links https://debrarrichardson.com/vendor-validation-downloadVendor Process Training Center - https://training.debrarrichardson.comCustomized Fraud Training:  https://training.debrarrichardson.com/customized-fraud-training Free Live and On-Demand Webinars: https://training.debrarrichardson.com/webinarsVendor Master File Clean-Up:  https://www.debrarrichardson.com/cleanupYouTube Channel:  https://www.youtube.com/channel/UCqeoffeQu3pSXMV8fUIGNiw More Podcasts/Blogs/Webinars www.debrarrichardson.comMore ideas?  Email me at debra@debrarrichardson.com Music Credit:  www.purple-planet.com 

Send us a textIf your employees are not trained and equipped with the skills they need for the job you hired them for and expect the highest level of performance from – they will leave, it's that simple.Today Max discusses 8 key points he uses to ensure that employees are on-boarded and trained properly and equipped to do the job you have hired them to do. Your business must run on systems, and those systems are driven by very good human resource. Humans that you must set them up for success in your company, not failure!  --------------

If you're not exploring ChatGPT-5 use cases right now, you're already falling behind. In this episode, I break down six insane ways ChatGPT-5 is transforming business—from autonomous multi-step agents to deep research, workflow automation, and custom AI teammates. You'll see how these tools can plan travel, absorb massive knowledge bases, integrate with your live business data, and even create specialized sub-agents for SEO, finance, and more. Whether you're running marketing campaigns, streamlining operations, or scaling a company, this is where the biggest opportunities are right now. (00:00) Six ChatGPT-5 Use Cases That Will Make You More Money (00:18) Multi-Step Automation for Travel Planning (02:05) Deep Research with Bigger Context Windows (04:56) Integrating ChatGPT-5 with Business Tools (MCP) (07:13) Building Specialized Workflow Agents with Cursor + Claude Code (10:25) Creating Custom AI Teammates for Onboarding & Training (11:37) Conclusion & Next Steps How to Connect: IG: /ericosiu X: /ericosiu

Provisionsmodelle im Vertrieb entscheiden über Performance und Planbarkeit. In dieser Folge spreche ich mit Alexander Dosse (Centify) darüber, welche Provision wann passt – und was im Sales einfach nicht funktioniert. Provisionen polarisieren: Von „braucht kein Mensch“ bis „ohne Provision keine Performance“ habe ich alles gehört. Mein Grundsatz: Provision ist ein Führungs- und Steuerungsinstrument, kein Ersatz für Management. Sie wirkt, wenn sie schnell spürbar ist, auf beeinflussbaren KPIs basiert und transparent abgerechnet wird. Genau hier passieren die größten Fehler: zu späte Auszahlungen, falsche Kennzahlen (z. B. EBIT), Deckelungen, die Leistung ausbremsen, und Quoten, die am Team vorbei geplant werden. Gerade im SaaS greifen mehrere Rollen ineinander: SDR, AE, PreSales und CSM. Bewährt hat sich eine gemeinsame Logik mit klarer Rollenwirkung. Ein praxiserprobtes Setup: Der SDR erhält eine Pauschale pro qualifiziertem Termin plus kleinen Deal-Anteil, der AE den größeren Abschlussanteil, der CSM wird über Verlängerung, Churn und Expansion incentiviert. So richten sich Provisionsmodelle im Vertrieb auf Umsatz, Kundennutzen und nachhaltiges Wachstum aus. Vier Bausteine für 90% der Fälle 1) Dealbeteiligung: prozentual am Umsatz/DB mit sauberer Attributionslogik – ohne „Mäuler-Stopfen“. 2) OTE/Quote: variables Zielgehalt (z. B. 70/30 oder 60/40 in DACH; 50/50 häufig in USA/UK) mit Cliff und Accelerators für Übererfüllung. Wichtig: nie nach oben deckeln, sonst werden Deals geschoben. 3) Bonuszahlungen: fixe Beträge für kurzfristig beeinflussbare Aktionen (z. B. „qualifizierter Termin“, „Produktbundle verkauft“). 4) SPIFs: zeitlich begrenzte Sprints zum Monats-/Quartalsende – monetär oder als Sachprämie. Starker Hebel, um Verhalten gezielt zu steuern. Vermeide Fehlanreize: Wer nur nach Marge vergütet, verkauft keine Neueinführungen. Wer erst am Jahresende zahlt, verliert Motivation. Und wer ohne Datenqualität plant, erntet Misstrauen. Darum mag ich Tools, die Echtzeit-Transparenz schaffen: Centify dockt an gängige CRMs an, rechnet automatisch und erlaubt Simulationen für neue Pläne. Umsetzungstipp: Ziele top-down & bottom-up kalibrieren, historische Daten prüfen, Regeln einfach formulieren („ein Satz, ein Beispiel“), monatlich auszahlen – und Kultur nutzen: Rankings, Golden Hours, kleine Wettkämpfe. So entsteht positiver Leistungsdruck statt System-Gaming. Fazit: Das perfekte System gibt es nicht – aber das passende. Mit klaren KPIs, schneller Auszahlung und den vier Bausteinen setzt du Provisionsmodelle im Vertrieb so auf, dass sie Wachstum wirklich treiben.  

Think of onboarding like a marriage: you don't stop showing up once the vows (or the sale) are made. In this episode, they unpack why onboarding is the delight phase of the buyer's journey, how to prevent buyer's remorse, and the small but powerful touches that turn customers into lifelong fans (and evangelists). If you've ever wondered how to make sure your clients feel like they “married the right business,” this one's for you.A Few Q&As From The EpisodeWhy is onboarding such a critical step after a sale? Answer: Because the sale isn't the finish line, it's the starting point of the customer relationship. Onboarding reassures buyers they made the right decision, prevents buyer's remorse, sets clear expectations, and begins building long-term trust.What are some simple ways solopreneurs can make onboarding effective?Answer: Start with a warm welcome, whether it's a personalized email, a short video, or even a handwritten note. Follow up with clear next steps, resources, or tutorials to help customers get value quickly. The key is making clients feel seen, supported, and confident right away.How does great onboarding impact future sales and referrals?Answer: Thoughtful onboarding turns new customers into fans and fans into evangelists. When clients feel cared for and successful with your product or service, they're far more likely to renew, upgrade, or tell their friends about you, which makes lead generation and sales much easier down the line. Okay, this might be the craziest offer we've ever made. We're giving away a solopreneur platform that normally costs five hundred dollars a year…For twenty-five bucks. And not for a month, not for a year… forever.All you have to do is pre-order our new book: Solopreneur Business for Dummies.When we first went solo, we thought we could just Google our way through it. But the advice out there? It was built for startups with teams and money, not someone trying to do it all themselves. We kept thinking: “There's gotta be a better way.”So we made one. LifeStarr Premier is the system we wish we had back then: the tools, the strategy, the community, all in one place.Go to book.lifestarr.com to lock it in.This deal goes away when the book drops, October 6, 2025, and it's not coming back.Pre-order the book. Upload your receipt. You're in. For good.

Die meisten Selbstständigen in Deutschland stecken im Hamsterrad: Sie arbeiten unendlich viele Stunden, reagieren nur auf Kunden und Mitarbeiter – und kommen trotzdem nicht über die Millionen-Umsatzgrenze hinaus. In diesem Video erfährst du, warum 87 % keine echten Unternehmer sind und wie du den entscheidenden Schritt heraus schaffst. Unternehmertum beginnt erst, wenn dein Geschäftsmodell unabhängig von dir funktioniert. Dirk Kreuter erklärt anhand eigener Erfahrungen, wie er von „selbst und ständig“ zum Unternehmer wurde, welche Rolle Delegation, Strukturen, Prozesse und A-Mitarbeiter spielen und warum Zeitmanagement der Schlüssel zum Wachstum ist. Themen im Video: Hamsterrad, agieren statt reagieren, Zeitinventur, persönliche Assistenz, Onboarding mit Videos, Chefarzt-Oberarzt-Prinzip, Kennzahlen statt Mikromanagement und die Bedeutung von echten A-Mitarbeitern. Dieses Video ist relevant für Unternehmer, Selbstständige, Coaches, Berater, Dienstleister, Handwerker, Ärzte, Rechtsanwälte und Steuerberater, die mehr als 1 Million Umsatz erreichen und echte Freiheit als Unternehmer leben wollen. #Business #Erfolg #Motivation

You did it—you finally hired the right person. They're smart, capable, and seem like the perfect fit. But just 90 days later, they're gone. It's not because of pay. Not because of competition. It's because you lost them before they ever had a chance to succeed. In this episode, we uncover one of the most overlooked growth-killers in small businesses: bad onboarding. Hiring gets people in the door, but onboarding determines whether they stay, perform, and contribute to your vision. If your onboarding is rushed, unclear, or nonexistent, you're not just wasting money—you're sabotaging your own growth. This conversation will show you how to flip the script, create clarity from day one, and use AI to deliver consistent, scalable onboarding without adding more to your plate. Key Takeaways: Why almost half of new hires fail within the first 18 months—and many leave in the first 90 days. The 3 biggest mistakes small business owners make when onboarding new hires. The ripple effect of bad onboarding on morale, productivity, and your calendar. The 5 questions every new hire needs answered to succeed from day one. How to build onboarding systems that run without you. How AI can personalize, automate, and track onboarding so you don't have to babysit it. If you're tired of wasting money on hires who don't last and ready to build a team that sticks, it's time to grab the AI Business Scaling Blueprint. Inside, you'll find the proven systems and AI tools you need to stop the onboarding chaos and finally create a business that scales without you.  Go to aibusinessscalingblueprint.com and start building onboarding systems that keep your best people.

Some shops run clean because the people do—no late-night texts, threaded comms, and a lean, full-sub model that actually protects margin. We also get into the personal discipline behind it (sobriety, routines, boundaries) and how that steadied cash flow and home life. https://www.clarkandaldine.com Video Notes:  00:00 Intro & sponsors 05:07 Year in review + first new build 06:16 Cash-flow punch forces a reset 16:05 Sober season: anxiety, sleep, showing up 28:00 Reading & meditation with the kids 38:47 Client comms: no texting—use threads 40:27 Only call for emergencies (house flooding) 60:00 Picking the right scopes for margins 60:50 Running lean: 99.5% subbed out 68:20 Onboarding that sets expectations 78:35 Website, portfolio & finding your client 90:00 Life/business tradeoffs you don't see on IG 104:50 Wrap-up & where to find Clark + Aldine Video Version:  https://youtu.be/ZckcifjgzLo   Partners:  Andersen Windows Buildertrend Harnish Workwear  Use code H1025 and get 10% off their H-label gear   The Modern Craftsman: linktr.ee/moderncraftsmanpodcast Find Our Hosts:  Nick Schiffer  Tyler Grace  Podcast Produced By: Motif Media

Job-Kollaps: Berufe für immer verloren – was das für dich bedeutet und wie du jetzt gegensteuerst! Deutschland rutscht in eine spürbare Jobkrise, und zwar schneller als viele denken. Zwar reden manche weiter vom Fachkräftemangel, doch die Zahlen zeigen ein anderes Bild: weniger offene Stellen, mehr Unsicherheit und drastische Umbrüche. Weil KI, Rezession und Strukturwandel gleichzeitig wirken, brechen vor allem Routinetätigkeiten in Industrie, Standard-IT und Verwaltung weg – während neue Bedarfe erst langsam nachwachsen. Genau hier setzt unser Thema Job-Kollaps: Berufe für immer verloren an. Während klassische Aufgaben schrumpfen, entstehen Chancen in krisenfesten Bereichen: Gesundheit, Pflege, soziale Dienste, öffentlicher Sektor, KI-nahe Services sowie erneuerbare Energien. Deshalb lohnt sich ein gezielter Kurswechsel. Wer die eigene Erfahrung klug mit Zukunftsfeldern verbindet, gewinnt Tempo – und macht sich unabhängiger von Zyklus und Zufall. Statt abzuwarten brauchst du jetzt einen klaren, messbaren Plan. Analysiere ehrlich, welche Kernskills du mitbringst, und identifiziere systematisch die Lücken. Als Entwickler:in könntest du dich beispielsweise Richtung IT-Security oder Data Governance entwickeln; in Kombination mit Branchen wie Medizintechnik oder Energie entsteht ein besonders robuster Mix. So nutzt du dein bestehendes Know-how und positionierst dich dennoch für Wachstum. Upskilling darf nicht abstrakt bleiben, sondern muss sich rechnen. Starte deshalb mit praxisnahen Onlinekursen, Micro-Zertifikaten und internen Projekten, dokumentiere echte Use Cases mit KI-Tools und übersetze Ergebnisse in verwertbare Referenzen. Dadurch belegt dein Lebenslauf Wirkung statt Willen – und Recruiter erkennen auf einen Blick, warum du Mehrwert stiftest. Außerdem brauchst du Sichtbarkeit. Weil 70–80 % aller Jobs über Netzwerke vergeben werden, solltest du dein Umfeld reaktivieren: ehemalige Kolleg:innen, Kund:innen, Lieferanten und Mitstudierende. Parallel optimierst du LinkedIn, folgst Zielunternehmen, kommentierst fachlich, bittest um kurzes Sparring – und wandelst Gespräche konsequent in Chancen um. So beschleunigst du den Marktzugang, während andere noch zögern. Mein 3-Schritte-Plan für den Turnaround: Erstens Realitätscheck – bin ich kurz- oder mittelfristig betroffen, und wodurch genau? Zweitens Skill-Gap schließen – welche Zertifikate, Projekte und Deadlines bringen den größten Hebel? Drittens Marktzugang – Kontakte aktivieren, Referenzen zeigen, fokussiert wechseln. Im Ergebnis gilt: Job-Kollaps: Berufe für immer verloren ist kein Schicksal, sondern ein Weckruf, jetzt entschlossen zu handeln. Zum Schluss der Bewerbungs-Boost: Weil Interviews einer wiederkehrenden Logik folgen, trainierst du deine Antworten und belegst Aussagen mit Projekten. Dadurch erzählst du nicht nur eine starke Story, sondern erhöhst auch die Abschlusswahrscheinlichkeit – gerade dann, wenn der Markt rau ist.  

About Justin Hammond:Justin Hammond is a B2B SaaS growth strategist specializing in actionable, checklist-driven playbooks that help founders transform trial users into loyal customers. With over a decade of experience scaling high-growth companies including Book Like a Boss, Justin has become a trusted voice on data-driven onboarding, sustainable growth strategies, and practical frameworks that deliver immediate wins. His approach focuses on granular, implementable tactics rather than high-level theory.Show Notes:01:48 Users signing up to see onboarding flows05:23 Step one to a great onboarding flow: user research07:07 Step two to a great onboarding flow: identify high-converting actions09:02 What should good onboarding emails accomplish in a flow?11:40 Onboarding advice for early-stage startups14:21 Overcoming gaps in Time to First Value during onboarding21:14 How will AI shift SaaS onboarding?24:42 Why you shouldn't try to increase product adoption during onboarding

In episode 217, Coffey talks with HRSouthwest Conference keynote speaker Steve Cadigan about the evolving nature of work.They discuss ongoing remote work debates; the evolution from hiring for skills to hiring for learning ability; the need for experimentation in remote team management; AI's role in skills analysis and internal talent mapping; building learning ecosystems between companies and educational institutions; the importance of knowing employee capabilities outside of their role-specific tasks; and HR's evolving role as facilitators of organizational awareness and AI governance.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Steve Cadigan is a highly sought-after talent advisor to leaders and organizations across the globe. As Founder of his own Silicon Valley-based firm, Cadigan Talent Ventures, Steve advises a wide range of innovative organizations that include Google, Cisco, Intel, and The Royal Bank of Scotland, Manchester United Football Club, The Country Music Association and the BBC. He is also regularly retained by some leading VC (Venture Capital) and Consulting firms such as Andreesen Horowitz, McKinsey & Company, Deloitte, and Greylock Partners for his counsel on a wide range of talent topics.Since 2021 Steve has been recognized every year as a top 100 thought leader in the world of Talent and People.Steve speaks at conferences and teaches in major universities around the world. His work in helping shape the culture at LinkedIn led Stanford University to build a graduate-level class around this ground-breaking work. Steve is frequently asked to appear on global TV and is a frequent guest on Bloomberg West, CBS, and CNBC.Throughout his career, the teams, cultures, and organizations he has led and helped build have been recognized as exceptional, “world-class” performers by the Wall Street Journal and Fortune Magazine.Before launching his firm, Steve worked as an HR executive for over 25 years at a wide range of companies and industries including ESPRIT, Fireman's Fund Insurance, Cisco Systems, PMC-Sierra, Electronic Arts and capped by serving as the first CHRO for LinkedIn from 2009 through 2012, taking the company from a private firm of 400 employees, through an IPO and helping set it up to be the powerhouse that it has become today. In 2021 Steve received the high honor of being invited by both The University of San Francisco and Stanford University to deliver their commencement speeches.Today Steve serves on the Board of Directors to three companies and also sits on the Advisory Board of several other progressive organizations. His passion is helping leaders and companies build compelling talent strategies.In August of 2021 Steve published a ground-breaking book on the Future of Work titled Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working.Even before its official release it realized #1 on the Amazon list of Hot New Releases. In the summer of 2025 Steve launched a new podcast series called Workquake Weekly.Over his career, Steve has lived in Singapore, Canada, and the United States. He has interviewed, hired, coached and mentored thousands of employees and leaders within a wide range of industries and geographies. This is what sets Steve apart from others who speak about the future of work. Steve has lived deep inside the world of work as an employee AND as an employer. His experiences and achievements give him a unique and authoritative point of view, essential to all discussions about the future of work.Today Steve lives in California with his family. He is the father of four boys and the stepdad to two girls. When he is not speaking, teaching, or writing, you can find Steve coaching basketball, playing tennis, body surfing, driving his kids everywhere, or cheering them on at their activities.Steve graduated from Wesleyan University with a BA in History and received a Master's Degree in HR & Organization Development from the University of San Francisco.Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working : https://a.co/d/3uORSF4Workquake Weekly Podcast: https://podcasts.apple.com/us/podcast/workquake-weekly/id1815731966Steve Cadigan can be reached at https://stevecadigan.com.About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Shift hiring strategies from evaluating what candidates already know to assessing their capacity to learn new skills quickly, as the shelf life of current competencies continues to shrink.2. Develop comprehensive internal talent mapping systems that identify employees' transferable skills and potential for different roles within the organization, similar to how companies track customer data.3. Create experimental approaches to remote work management rather than rigid policies, to determine what productivity and culture practices work best for specific team dynamics.

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Are you stuck acting like an order taker instead of leading your clients with strategy? If you want to grow an agency that survives the competition, you need to do more than deliver pretty websites or manage ad budgets. You need to lead with strategy, prove it with data, and guide your clients through the journey—not the other way around. Too many agencies are still making decisions based on “gut feelings” instead of data, which is why today's featured guest is tackling exactly that problem—making it easier for everyone in a company to use data daily, so decisions are grounded in reality, not instinct. Pete Caputa is the CEO of Databox, a business intelligence platform built for small to mid-market companies that makes data adoption simple across teams. Before that, Pete spent nine years at HubSpot, where he famously launched and scaled the agency partner program—now responsible for billions in revenue. But Pete's journey didn't start in SaaS boardrooms. He began as an engineer, dabbled in early 2000s web apps after learning to code, and struggled through the grind of bootstrapping. his own ventures. A key pivot came when he connected with sales coach Rick Rober, who helped him sharpen his sales chops. That path eventually led him to HubSpot as the fourth sales rep and later, the architect behind the company's groundbreaking agency channel. In this episode, we'll discuss: Creating the HubSpot Agency Partner Program. Why agencies need to lead with strategy. AI as the new strategic edge. Selling strategy as a service. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. The Birth of the HubSpot Agency Partner Program Early HubSpot sales conversations looked familiar to many agency owners: lots of free education, lots of excitement… and lots of ghosting. Agencies wanted to roll HubSpot out to their clients, but deals rarely closed. Pete recognized the deeper problem —agencies were stuck in project-based work and living on the cash flow rollercoaster. So he set out to teach agencies to package ongoing retainers instead of chasing one-off projects. That simple but powerful shift unlocked stability and scale. Agencies suddenly had recurring revenue, longer-term client relationships, and the ability to deliver compounding value. HubSpot, of course, became the backbone of that service delivery. What started as a scrappy idea became a multi-billion-dollar channel—and one of the most successful agency programs in SaaS history. Leaving HubSpot As HubSpot scaled, so did its internal politics. Pete found himself in the middle of a growing conflict between the direct sales team and the partner channel. Instead of collaborating, the two operated like competing businesses, often clashing at the deal level. Pete saw a solution, but realized implementing it would be painful in company scaling that fast. He eventually stepped away, even though he was responsible for nearly 40% of HubSpot's revenue at the time. “It got harder to get things done,” he admitted—proof that what works in a startup culture doesn't always survive as companies mature. The Evolving Challenges for Agencies Back in the early 2000s, agencies had to convince clients digital marketing was worth investing in. SEO, social, and funnels were foreign concepts for most businesses. Agencies had to sell belief before they could sell retainers. Today, the problem isn't buy-in—it's competition. Businesses now see digital as essential, but agencies are often commoditized into executing tactics. Instead of being trusted advisors, many find themselves replaceable—either by freelancers, in-house hires, or other agencies that “do the same thing cheaper.” The risk is clear: if you're not leading clients strategically, you're just a vendor waiting to be swapped out. Agencies Need to Lead With Strategy Most agencies claim to do strategy, but really, they only use it to justify selling a tactic. Redesigning a website? They'll run some quick competitor research. Launching content marketing? They'll whip up a persona doc. But that's not strategy—it's sales collateral. Pete is now working on a framework he calls Predictable Scale. It starts with true strategy: competitive research, customer research, defining vision and mission, and setting clear objectives. Only then do tactics come into play. Most agencies don't put these together in the right sequence and, as a result, get pushed in to executing tactics. For agencies, this is the key to breaking out of the execution box and earning a permanent seat at the table. AI as the New Strategic Edge These days, agencies can leverage AI to accelerate strategy and client service. It can be as simple as using AI to run a SWOT analysis, refine your brand voice, mission and vision, and then taking all the data and use it to create a custom GPT you can run to generate client-facing plans. One mastermind member, Chris Dwyer, took this to the extreme by building a board of AI advisors (finance, marketing, sales, and acquisitions) and saw incredible growth as a result. Pete's team has also dabbled in this use of AI and created a custom GPT called Pete GPT. They feed in customer interviews, surveys, and Pete's own writing so the tool can generate content in his voice. Beyond content, AI is speeding up product feedback loops. By connecting call transcripts, chat logs, and support tickets, his product team can instantly spot customer needs and prioritize features—a process that used to take weeks of interviews. Pete also has an AI agent that handles about 50% of his agency's conversations with prospects and clients, with a customer satisfaction score of 70% so far. For agencies, the message is clear: if you're not already embedding AI into your workflows, you're falling behind. Onboarding and Client Retention Still Matter Most Not everything should be automated, however, especially when it comes to onboarding. Onboarding can make or break a client relationship in the first 60 days. Too many agencies rely entirely on Zoom and automation, missing the opportunity to build true connection. “No one meets with clients in person anymore,” he said, and it's costing them. Some of the most successful agencies in Jason's mastermind make it a priority to visit new clients in person during the first quarter. That small gesture builds trust, creates deeper bonds, and makes it much harder for clients to churn later. With competition as fierce as it is, going the extra mile in onboarding may be the simplest competitive advantage agencies can claim. Selling Strategy as a Service Pete wrapped up the conversation by introducing Databox's new program for agencies: business intelligence as a service. Until now, most agencies used Databox to report on campaign performance. But Pete sees a bigger opportunity—helping agencies package BI consulting as a strategic service. Instead of being the vendor that just improves ad ROAS or runs SEO reports, agencies can step up as partners who improve an entire company's performance. That means quarterly reviews looking not just at marketing metrics, but at sales, ops, finance, and customer success data too. For agencies tired of being “order takers,” this is the chance to finally sell strategy over tactics—and get paid for it. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

Our guest in this episode is Matt Stanley, the founder of Get Reviews and Leads and a passionate marketing architect with 30 years of experience. What started as a fascination with the early internet evolved into a mission-driven career for Matt, focused on using technology to serve people and build thriving, human-centered businesses. In our chat, Matt shares his powerful frameworks for moving beyond simple deliverables to create marketing that forges deep, emotional connections and lifelong customer loyalty.Key points discussed include:* Connect with your dream customer's "reptile brain" by understanding their deep-seated pains and fears.* Closing the sale is the starting line; create a legendary onboarding experience to build loyalty.* Use AI as a strategic toolbox to free up your time for genuine, human-to-human connection.Listen to the podcast to find out more.Innovabiz Substack is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber.Show Notes from this episode with Matt StanleyIt was an absolute thrill to welcome Matt Stanley of Get Reviews and Leads to the InnovaBuzz podcast. For 30 years, Matt has been in the trenches, architecting sales and marketing systems, and our conversation was a masterclass in stripping away the noise to focus on what truly matters: genuine, human-centered connection. Matt's passion is infectious; he's a self-described "nerd" and "geek" who fell in love with the craft of marketing not as a way to make a quick buck, but as a profound way to serve people.His journey as an "accidental entrepreneur" is one many of us can relate to. What began as a fascination with the early internet, a technology he knew would change the world, became a career-defining mission. The 2008 recession, which cost him his stable job, became the catalyst that pushed him all-in. It was a decision, as he puts it, that was made for him, leading him to discover that his true calling was helping businesses navigate the intimidating world of technology to build something truly meaningful.The "Forest for the Trees" Marketing MistakeOne of the biggest takeaways for me was Matt's frustration with how many businesses "can't see the forest for the trees." They get so fixated on the deliverable—the shiny new website, the social media campaign—that they completely lose sight of the bigger picture. A website, he rightly argues, is just a tool. If it's disconnected from the fundamental "DNA of the brand" and fails to make an emotional connection, it's not going to deliver a return on investment.This is where so many marketing efforts fall flat. Companies start with the what—"we need a website"—instead of the who and the why. They fail to ask the critical questions about how this tool will connect to their dream customer and serve the core mission of the company. It's a powerful reminder to always start with the end in mind: a deeper relationship with the people you aim to serve.Decoding the "Reptile Brain": The Real Secret to Connecting with Your Dream CustomerSo, how do we build that connection? According to Matt, it starts by getting under the hood and understanding the "reptile brain." All purchase decisions, he explained, are made from this primal place that is driven by pain, pleasure, and survival. We then use our logical brain to justify the decision we've already made emotionally. This is why a simple demographic profile of your customer just doesn't cut it.The real secret sauce is digging into the psychographics through tools like an empathy map. What are your dream customer's hidden fears? What frustrations keep them awake at night? When you can poke that pain, rub salt in the wound, and then offer a genuine solution, you're not just selling; you're connecting on a level that builds profound trust and loyalty.AI: The Planet's Most Powerful Toolbox (Handle with Care)Our conversation naturally turned to AI, a technology Matt sees as being just as transformative as the early internet. He views it as the most powerful toolbox on the planet, an incredible asset for saving time and creating efficiency. However, he offered a crucial warning: a tool is only as good as the person wielding it. He sees too many people using AI as a crutch for laziness, forgetting the timeless fundamentals of human psychology.As Matt bluntly puts it, "garbage in, garbage out." If your prompts are lazy and you don't understand the core principles of your brand and your customer, the AI will produce junk. The real skill is learning how to communicate with the technology to make you a more effective, articulate, and strategic thinker, freeing you up to do the high-value, human-centric work you love.Your Greatest Differentiator: The "Whites of Their Eyeballs" Onboarding ExperienceIn an age of automation, Matt argues that the path to differentiation lies in doing the things that don't scale. How do you create an experience your customers can't forget if they tried? You go old-school. He shared the wonderfully simple yet profound example of sending a handwritten note. In a world of emails and DMs, a physical, personal touch stands out and shows you genuinely care.This philosophy extends to the entire onboarding experience. Instead of seeing the transaction as the end of the journey, we need to create a legendary first impression. Sending a small, thoughtful gift basket or simply picking up the phone creates an emotional connection that AI can't replicate. It's about seeing the "whites of their eyeballs" and treating every customer like a VIP.Closing the Sale is Just the Starting LineThis leads perfectly to one of Matt's core beliefs: closing the sale isn't the end of the relationship; it's the starting line. Too many businesses are so fixated on acquisition that they neglect their most precious asset: their existing customers. He beautifully compared the business-customer relationship to his own 20-year marriage, emphasizing that it requires a lifelong commitment.The goal should be to constantly woo your customers and try to "out-serve" them. When you adopt this mindset, you shift from a transactional model to a relational one. The focus moves from what you can get from the customer to how deeply you can serve them, which is the foundation of any thriving, sustainable business.From Reach to Retention: Unlocking the Gold Mine in Your Existing Customer BaseMatt ties all of this together in his holistic "RACK" framework, which stands for Reach, Attract, Convert, and Keep. That last letter, K, is the one most businesses forget. It costs seven to twelve times more to acquire a new customer than to keep an existing one, yet so many of us pour all our energy into the top of the funnel.Your current customers are a literal "gold mine" of opportunity, not just for repeat business but for referrals and invaluable feedback. By focusing on that final step—by obsessing over your dream customer's dream customer—you create a virtuous cycle of service and value that becomes the ultimate engine for growth.In Summary: Matt Stanley delivers a powerful and passionate call to action for every entrepreneur. In a world increasingly dominated by technology, our greatest strength and differentiator will always be our humanity. By understanding the deep emotional drivers of our customers, creating unforgettable experiences, and committing to serving them for life, we can build businesses that not only thrive but also make a genuine impact.The Buzz - Our Innovation RoundHere are Matt's answers to the questions of our innovation round. Listen to the conversation to get the full scoop.* Most innovative use of AI to enhance human relationships: Using an AI agent to instantly and empathetically respond to negative online reviews to solve customer problems 24/7.* Best thing to integrate AI and human connection: Building AI tools that handle the heavy lifting, freeing up human time for more creative and fulfilling work.* Differentiate by leveraging AI: Create a legendary, high-touch onboarding experience using old-school methods like a handwritten note to stand out.ActionBecome obsessed with your dream customer's dream customer. When you think a level deeper and focus on helping them win, everybody wins.Reach OutYou can reach out and thank Matt on his website, getreviewsandleads.com. You can also grab the free Marketing Copy Architect tool he mentioned at getreviewsandleads.com/mca, or find him on various social media sites.Links:* Website - Get Reviews and Leads* LinkedIn* Facebook* X - @Matt_Stanley* Instagram - @getreviewsandleadsCool Things About Matt* His web security career was kick-started by a 7th-grade hacker. A pivotal moment in his career came when a seventh-grader hacked all the school district's websites where he worked. Driven by what he called professional and ethical anger, Matt walked into his boss's office and successfully campaigned to take over webmaster duties to fix the problem and ensure it never happened again.* He is a proud, unashamed "geek and nerd" of the original internet era. Matt enthusiastically self-identifies as a "geek and nerd" and takes pride in his long history with technology. He taught himself HTML in 1995 by reverse-engineering source code simply because he thought the internet was the "coolest thing" he had ever seen, long before it was a viable career path.* He recently moved his 13-year-old business back into a bedroom of his house. After more than a decade of commuting and paying for an external office, Matt realized the reasons for it were no longer relevant. He made the practical, human-scale decision to move the entire operation back home to gain more flexibility and reduce overhead, a very relatable move in today's world.Ready to move beyond just creating content and start creating real connection?In the Age of AI, the future belongs to those who can amplify human wisdom. Flywheel Nation is MORE than a community; it's a movement for creators and visionaries dedicated to shaping a more human future.Join us as we co-create that future for ethical AI. Here you will tap into the collective wisdom of leaders who prioritize connection over automation, find powerful collaborations that elevate your impact, and help illuminate the path forward.This is your invitation to not only grow your business but to become a lighthouse for others.Join the movement. Visit innovabiz.co/flywheel to be a part of the conversation.VideoThanks for reading Innovabiz Substack! This post is public so feel free to share it. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit innovabiz.substack.com/subscribe

What if one tool could organize your entire short-term rental business—and actually give you your time back? In this episode, we sit down with hospitality veteran turned systems expert Michael Dinwiddie to talk about the real-world challenges of managing short-term rentals and how the right systems can transform your operation from chaos to calm. Michael shares how he uses Notion as a “second brain” to streamline everything from SOPs to onboarding, and why even single-property hosts can benefit from getting organized early. The conversation dives into practical strategies for empowering virtual assistants, leveraging AI, and building a business that runs smoothly—even when you're not around. Whether you're just starting out or scaling up, this episode is packed with insights and inspiration to help you get out of the weeds and take control of your business.Things we discussed in this episode:The importance of systematizing short-term rental operations to reduce chaos and anxiety.Using Notion as a “second brain” to organize property information, SOPs, and tasks.The benefits of documenting processes for scalability and team empowerment.Leveraging Notion's AI features to summarize SOPs and answer operational questions.Onboarding and training new team members, including local operations managers and virtual assistants.The transition from handling everything personally to delegating guest communications and tasks.Building recurring task systems for proactive property maintenance.The value of empowering and trusting your team to deliver excellent service.Personal stories about business growth, work-life balance, and learning from experience.Michael Dinwiddie's journey in hospitality, business expansion, and creating training resources for others.Get in touch with Michael:Instagram - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/cometogethere/⁠Facebook - ⁠https://www.facebook.com/togetherevacationrentals⁠Website - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://togetherevacationrentals.com/⁠#SmartStayShow #realestate #realestateinvestor #realestateagent #RealEstateInvesting #ShortTermRentals AirbnbHost #PropertyManagement #Notion #BusinessSystems #VacationRental #Automation #TeamBuilding #HospitalityIndustry #ProductivityHacksFollow Us!Join Jason Muth of Prideaway Stays and Straightforward Short-Term Rentals and Real Estate Attorney / Broker Rory Gill for the first episode of SmartStay Show!Following and subscribing to SmartStay Show not only ensures that you'll get instant updates whenever we release a new episode, but it also helps us reach more people who could benefit from the valuable content that we provide.SmartStay Show ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Prideaway Stays ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Straightforward Short-Term Rentals ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Attorney Rory Gill ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Jason Muth on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

How do you apply your leadership skills to a new, mission-driven industry and effectively lead teams across multiple technical domains? In this episode, Simone Kalmakis (VPE @ Viam) shares her playbook for successfully transitioning between industries from health-tech and climate to her current work in robotics and AI. We deconstruct the leadership models she uses to prioritize her time, manage multiple technical experts, and why she focuses on "depth with 1-2 teams > breadth". Plus, her framework for onboarding in a new domain, the lifecycle of a leadership "deep dive," and communication practices that build trust and empower your entire organization to stay aligned and motivated.ABOUT SIMONE KALMAKISSimone Kalmakis is the VP of Engineering at Viam, a platform unlocking AI, data, and automation for devices in the physical world. She has deep experience applying AI and machine learning to big data and big missions, and is known for building healthy engineering organizations that drive business value and real-world progress.Prior to Viam, Simone was Senior Director of Engineering at Arcadia, a climate tech company building an API platform for residential utility data to power solutions that fight climate change. Before that, she served as Director of Engineering at Flatiron Health, where she helped accelerate the development of cancer treatments through real-world data.Simone began her career at Microsoft, developing machine-learned relevance algorithms for Bing. She's also a successful founder––after Microsoft, she built and sold Symbi, a roommate-matching startup. She holds a degree in Mathematics and Economics from Yale University. ToolHive Unlocks the Full Value of MCP & Your AI AgentsSo you've invested in AI agents for code generation, but they're limited to experiments or even stuck on the shelf. To do real, valuable work, those AI agents need access to your data and systems.ToolHive helps you confidently connect the pieces by making it simple and secure for you to use the Model Context Protocol (MCP).ToolHive includes a pre-vetted registry of MCP servers, containerizes every MCP server for consistency and leans on built-in security to keep your secrets safe.Leaders trust ToolHive to put MCP into production and put their AI agents to work.ToolHive is open source, so get started for free at toolhive.dev Join us at ELC Annual 2025ELC Annual is the premier event for engineering leaders. This is our biggest event of the year: 1,000+ CTOs, VPs & Directors in San Francisco @ ELC Annual 2025 for two days of leadership breakthroughs, tactical peer learning & curated connections!

Like the show? Show your support by using our sponsors.Promotive can help you find your dream job. Touch HERE to see open jobs.Need to update your shop systems and software? Try Tekmetric HEREIn this episode, Jeff talks with Josh Parnell from the Limitless Leadership Podcast. Josh shares why recognition, rather than pay, is the number one reason that technicians stay vs leave their jobs. They also talk about the importance of meaningful one-on-ones and consistent follow-through for building trust and accountability in the shop.Check out the Limitless Leadership Podcast with Josh Parnell HERESign up for the ASTA Expo happening September 25-28 HERE00:00 Technician Retention Beyond Pay09:19 "Effective Leadership: Embrace One-on-Ones"13:11 "Now is the Time"17:22 "Safety, Trust, and Clarity"26:11 "Culture and Pride in Work"29:09 Empowering Lives Through Auto Repair34:35 "Embracing Life's Lessons"39:36 Empowering Leaders Through Coaching43:51 Instincts and Individual Methods Matter52:10 Teaching Enhances Understanding54:22 Empowering Change Through Questions01:01:20 Prioritizing Friendship in Workplaces01:05:32 Foundation Through Core Values01:11:19 Service Mindset vs. Problem Solving01:15:14 ASTA Attracts Social Media Influencers Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Fabrizio Gamberini is a seasoned executive with nearly three decades of strategic leadership expertise and global brand management across a wide variety of business sectors. He currently serves as Vibram Corporation's President and Global Chief Brand Officer. Prior to his time at Vibram, Fabrizio led large-scale marketing and retail management efforts for major brands like HP and Nike. He also led brand redevelopment, evolution, and acquisition for eyewear companies like Marcolin and Geox before landing at Vibram. Fabrizio joins Roy to discuss how his foundational leadership skills were honed at HP, the importance of getting out from behind the desk to engage the consumer, how truth and trust are key to effective teambuilding, and much more. Highlights from our conversation include:Core leadership lessons learned in his early career (3:19)Key values and beliefs instilled during Fabrizio's tenure at Nike (6:05)Navigating and leading through cycles of massive consumer change (10:07)The role that talent has played across his many executive positions (11:21)The efficacy of leadership coaching in developing teams (17:06)Attracting mission and purpose-aligned candidates (19:01)Hiring in large companies vs. smaller, scrappier organizations (22:47)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Sponsors:• ◦ Visit Buildertrend to get a 60-day money-back guarantee on your Buildertrend account• ◦ Marvin Windows and Doors• ◦ Sub-Zero Wolf Cove Showroom PhoenixConnect with Kendall Pouland:• ◦ https://www.buildbetterways.com/Connect with Brad Leavitt:Website | Instagram | Facebook | Houzz | Pinterest | YouTube

QFF: Quick Fire Friday – Your 20-Minute Growth Powerhouse! Welcome to Quick Fire Friday, the Grow A Small Business podcast series that is designed to deliver simple, focused and actionable insights and key takeaways in less than 20 minutes a week. Every Friday, we bring you business owners and experts who share their top strategies for growing yourself, your team and your small business. Get ready for a dose of inspiration, one action you can implement and quotable quotes that will stick with you long after the episode ends! In this episode of Quick Fire Friday, host Amanda Jones speaks with Troy Trewin, Founder of Grow a Small Business, shares powerful recruitment strategies to help business owners hire A-players and build high-performing teams. He discusses mastering cultural fit, improving retention, and creating a smooth onboarding process. Troy highlights common hiring mistakes and how to avoid costly mis-hires. With practical tips and real-life success stories, he shows how smart recruitment drives growth. Tune in to learn how to transform your hiring approach for long-term success. Key Takeaways for Small Business Owners: Recruitment Is the Most Important Role of a Manager: Troy emphasizes that people are a small business's greatest asset, and hiring the right team members is critical to long-term growth and success.   Always Be Building Your Bench: Small business owners should constantly network and connect with potential A-players before roles open up, ensuring top talent is ready when needed.   Treat Job Ads as Marketing Tools: A job ad should reflect your company's culture and values, attracting candidates by showcasing what makes your business an exciting place to work. Our hero crafts outstanding reviews following the experience of listening to our special guests. Are you the one we've been waiting for? Focus on Cultural Fit and Behavioral Questions: Hiring isn't just about skills — behavioral interview questions and cultural alignment help identify candidates who will thrive in your team.   Invest Time in a Structured Recruitment Process: Rushing hiring decisions often leads to costly mis-hires. Troy shares how taking extra time upfront saves time, money, and frustration later.   Retention Starts with Onboarding and Management: A dedicated 90-day onboarding plan and consistent one-on-one management are key to retaining top talent and keeping your team engaged. One action small business owners can take: According to Troy Trewin, one action small business owners can take is to create a structured 90-day onboarding plan for every new hire. This simple yet powerful step builds trust, sets clear expectations, improves retention, and helps team members quickly become productive and engaged. Do you have 2 minutes every Friday? Sign up to the Weekly Leadership Email. It's free and we can help you to maximize your time. Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.

In episode 216, Coffey talks with Carolyn Troyan about overcoming challenges in delivering effective feedback.They discuss why managers struggle with feedback and difficult conversations; building trust before challenging feedback becomes necessary; cultural differences in feedback acceptance across organizations and countries; avoiding the ineffective "feedback sandwich" approach; when to be specific and when to ask open-ended questions; managing employee emotional responses through the SARA model; addressing resistance and performance improvement barriers; and knowing where to draw the line between performance counseling and trying to solve employees' personal issues.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Carolyn Troyan currently is the President & CEO of Leadership 360. Leadership 360 is aHuman Resources consulting and leadership coaching firm. Carolyn provides coaching to leaders at all levels to accelerate their learning and take a holistic view on their development.Trained in the Hudson Institute's leadership coaching model, Carolyn works with leaders to design a 3 to 6 month coaching program that results in a comprehensive plan to accelerate their development. Carolyn has over 20 years of HR leadership and coaching experience spanning industries as diverse as technology, healthcare, renewable energy, manufacturing, and interactive entertainment.Carolyn held global HR executive roles at Electronic Arts, TIBCO Software, Siebel Systems, and was a strategic rewards consultant at Mercer Consulting. Carolyn can quickly understand your leaders' strengths and challenges, help them move to insights and partner with them to develop successful strategies in order to thrive and deliver results. Carolyn holds a B.A. in Psychology and Political Science from Miami University and an MBA in Corporate Strategy from the University of Michigan.In addition to running Leadership 360, Carolyn is an advocate for diversity in leadership, regularly contributing to thought leadership in the field and volunteering her time to mentor and support emerging leaders from underrepresented backgrounds.Carolyn can be reached at https://www.leadership-360.org https://www.linkedin.com/in/carolyn-troyan-5861331About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish trust-based relationships with employees through consistent positive feedback over time before delivering developmental feedback.2. Deliver feedback effectively and in congruence with organizational and cultural norms.3. Respond to employee resistance or external challenges that make performance change difficult.

It's not marketing's fault—you're probably losing most of your opportunities at the front desk. That first call matters, and you need someone who knows how to guide the right patients through.When your front desk knows your technology, your treatments, and how to handle tough questions, they're more likely to turn inquiries into appointments.To set the front desk up for success, Mara Shorr of ACG Practice Partners shares her best tips: fast but effective onboarding, solid scripting, and tools to help your team speak with confidence.About Mara ShorrMara Shorr has 15 years of experience guiding aesthetic practices across toward their strongest operational, administrative, and financial health. She has served as an editorial board member for DERMASCOPE magazine, writes for numerous aesthetic industry publications, and is a respected international speaker and key opinion leader for nearly a dozen aesthetic industry conferences annually, as well as a proud textbook chapter author for The Business of Plastic Surgery: Volume 2.Learn more about ACG Practice PartnersFollow Mara on Instagram @marashorrConnect with Mara on LinkedInGuestMara Shorr, Senior ConsultantACG Practice PartnersHostRobin Ntoh, VP of AestheticsNextechPresented by Nextech, Aesthetically Speaking delves into the world of aesthetic practices, where art meets science, and innovation transforms beauty.With our team of experts we bring you unparalleled insights gained from years of collaborating with thousands of practices ranging from plastic surgery and dermatology to medical spas. Whether you're a seasoned professional or a budding entrepreneur, this podcast is tailored for you.Each episode is a deep dive into the trends, challenges, and triumphs that shape the aesthetic landscape. We'll explore the latest advancements in technology, share success stories, and provide invaluable perspectives that empower you to make informed decisions.Expect candid conversations with industry leaders, trailblazers and visionaries who are redefining the standards of excellence. From innovative treatments to business strategies, we cover it all.Our mission is to be your go-to resource for staying ahead in this ever-evolving field. So if you're passionate about aesthetics, eager to stay ahead of the curve and determined to elevate your practice, subscribe to the Aesthetically Speaking podcast.Let's embark on this transformative journey together where beauty meets business.About NextechIndustry-leading software for dermatology, medical spas, ophthalmology, orthopedics, and plastic surgery at https://www.nextech.com/ Follow Nextech on Instagram @nextechglowAesthetically Speaking is a production of The Axis: theaxis.io Theme music: I've Had Enough, Snake City

Send Katie a Text Message!! Every design project begins with excitement, but if you skip one crucial step, that excitement can quickly spiral into misunderstandings, scope creep, and profit loss. That step? Onboarding and expectation setting.In this episode, part of our Project to Profit series, I'm pulling back the curtain on why onboarding isn't just paperwork and contracts. Done right, it becomes your profit protector, a system that saves you stress, strengthens client trust, and protects your margins.Check out the full show notes and other resources at https://successbydesign.coach/podcast/b/interior-design-onboardingThis podcast is brought to you in partnership with Leah Bryant Co.Connect with Katie LinkedInBusiness Strategy Sessions for Interior Designers Free Resources for scaling your interior design firmWebsite

Did you hire the wrong person… or is it your onboarding process?In this episode, learn how to figure out if it's a hiring mistake or an onboarding issue, why coachability matters more than resumes, and what to do when your new hire isn't meeting expectations. You'll hear about our own hiring mistakes and get tips for spotting red flags early, asking better interview questions, and knowing when it's time to let someone go.Topics discussed in this episode:Why your office isn't the right fit for everyoneQuestions to ask in interviewsInterview red flags to watch forHow to tell if candidates are coachableWhen to let someone goThis episode was produced by Podcast Boutique https://www.podcastboutique.comTake Control of Your Practice and Your Life We help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams. Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.

Can we be real for a hot minute? I hired and fired 9 people in 11 months - talk about learning the hard way!

Will, Founder of Phonely, shares his raw journey into Y Combinator—including sleeping in his car before a 3AM interview. He reveals how founders should interpret investor rejections, the real path to product-market fit, and top lessons a long the way. A must-listen for anyone navigating the early-stage PMF journey or getting funded! Will Bodewes https://www.linkedin.com/in/william-bodewes/

If every new hire feels like it hijacks your entire month, this episode is for you. Today on Recruiting Conversations, I walk you through how to create a structured onboarding system that removes you from the center without removing your presence. Because if you're still doing 90 percent of the onboarding work yourself, you're not just overwhelmed. You're the bottleneck. But it doesn't have to stay that way. Episode Breakdown [00:00] Introduction – Why onboarding feels overwhelming and why that's actually a systems issue [01:00] The Real Problem – Leaders treating onboarding like a one-week event instead of a repeatable system [02:00] Introducing the 4P Framework – People, Process, Playbook, Personalization [03:00] P1: People Assign ownership for tech, CRM, marketing, culture, support Move from shared ownership to clear ownership Use peer mentors and onboarding coordinators [03:30] P2: Process Map out day 1 through day 90 Use tools like CRMs, Trello, shared docs to organize the flow Filter every step through these questions: Does this build clarity? Confidence? Connection? [04:30] P3: Playbook Document what you say and do so others can repeat it Include logins, workflows, rhythm calendars, and short videos When it's not written, it's not real [05:30] P4: Personalization Welcome notes, calls, gift boxes, and personal check-ins Structure creates consistency, personalization creates belief [06:30] The Pushback – You say you don't have time to build this. But you don't have time not to. [07:00] Start Small – Use your next hire to document everything you already do [08:00] Beyond Tasks – Onboarding is not just about information. It's about belief Did I make the right decision? Do I belong here? Can I trust this team? [08:30] Final Challenge – Build a 30-day onboarding play. Start with what you already do, then improve it Key Takeaways If You're Doing It All, You're the Bottleneck – Scale happens when systems replace memory Structure Doesn't Kill Culture – The right systems free you up to lead with presence Clarity Creates Confidence – Documented onboarding builds momentum faster than ad hoc training Don't Just Transfer Knowledge – Transfer belief, identity, and purpose Use Every Hire to Improve the Process – Each round gives you a better playbook for the next one The best leaders don't just recruit well. They onboard with purpose. They build systems that scale their time, protect their culture, and create confident, connected team members from day one. Need help creating an onboarding system that reflects your leadership and scales with your growth? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let's remove you as the bottleneck and build a system that lasts.

Mastering your CRM setup could be the game-changer your real estate business needs. In this episode of Life and Listings, Jennifer dives deep into building a powerful database, setting up automation, defining clear stages, and creating smooth onboarding processes for your team. From avoiding costly mistakes to implementing follow-up reminders and targeted marketing strategies, this playbook-style episode is packed with actionable tips you can apply today. Don't miss out—tap in and download this month's free playbook to streamline your systems and scale your business effectively!   “A CRM is more than contact storage. It's going to help you scale your business. It's going to hold your entire sales pipeline, and it's going to hold your agents accountable.”   What you need to remember from this episode: A well-structured CRM is essential for scaling your real estate business and managing your sales pipeline effectively. Clear automation, tags, and stages help prevent lost leads, missed follow-ups, and team confusion. Consistency in tagging and stage definitions ensures accurate data and targeted marketing opportunities. Automation should include follow-up reminders and drip campaigns to keep leads engaged without manual effort. Onboarding processes must define CRM usage requirements such as navigation, data entry standards, and accountability. Regular data cleanup is crucial for maintaining an accurate and organized database. Contracts should clarify ownership of contacts and leads to avoid disputes when agents leave the team. Downloadable playbooks and explainer sheets provide practical tools for implementing these strategies effectively.     Download the Playbook: https://app.datalabz.re/forms/e23412ac-bb1a-4302-ad81-3e3d4fd744e9   Free Download - The Heartbeat of Your Business: Your CRM https://staatssolutions.com/2025/08/05/real-estate-crm-heartbeat-of-your-business/   Connect with Jennifer Staats: Website: staatssolutions.com Staats Solution Instagram: https://www.instagram.com/staatssolutions/ Jennifer Staats Instagram: https://www.instagram.com/jennifertherealtor LinkedIn: https://www.linkedin.com/company/staatssolutions/  

The Financial Operator: Cash In, Chaos Out Podcast | Episode 65 | Unleashing Efficiency: Mastering Business Systems with David Forster

Penny discusses the future of the Onboarding process for businesses along with tips and strategies to personalize this process using AI, while also creating more human connection among teams and new employees.Love the show? Subscribe, rate, review, and share! https://pennyzenker360.com/positive-productivity-podcast/

Do you still treat onboarding as an afterthought, even though it sets the tone for long-term success in your agency? It's time to rethink your onboarding. In this episode of The Agency Blueprint, we discuss why rushed and inconsistent onboarding not only undermines team confidence but also becomes a bottleneck to scale. We also discuss the five non-negotiables framework, a repeatable, role-based onboarding strategy that ensures transparency, accountability, and competence. Don't miss this episode to learn how intentional onboarding builds confidence, speeds ramp-up time, and creates a resilient team foundation! Key Questions: [01:26] Have you observed new hires forgetting critical information or making repetitive mistakes? [03:55] Have you ever thought about how much your turnover is costing you? [08:37] Do you have clear metrics for new hire progress, or are milestones vague and frustrating? [15:14] Are you documenting your trainings and FAQs in a way that allows new hires to self-reference instead of interrupting your workflow? What You'll Discover: [01:52] How rapid-fire training during high-anxiety periods leads to forgetting 70 % of key information, a recipe for mistakes. [04:21] Why onboarding must include introductions, role clarity, and integration with your team's culture. [07:45] The “five non-negotiables” framework per role as the foundation for repeatable onboarding. [08:37] A weekly rollout plan: training, dry runs, shadowing, then full live execution—designed for safe skill building. [11:23] How a roadmap with clear timing expectations empowers new hires to own their progress and ask for help at the right time. [13:43] Understand that even top-performing hires benefit from being slowed down during onboarding. [15:14] The importance of investing in recording training, creating SOPs, and building sandboxes for new hires. [16:57] Onboarding is a serious investment, and doing the hard work upfront gives your hires the tools they need to perform. [19:06] Understand that strong onboarding systems reduce team dependency and build cross-team confidence and clarity.

The future of Insurance Sales is HERE We are launching the first and only 24/7 AI-powered sales coaching platform built exclusively for insurance professionals. With real-time call grading, on-demand role-plays, and personalized coaching after every conversation, it helps producers get better and agents get their time back. Text AI to (816) 727-7610 to join the Waitlistwww.agencycoachai.comWatch the full episode on YouTube: HEREText (816) 727-7610 — I want to hear your biggest takeaway!What's in this episode:If you're looking for the silver bullet in insurance, stop searching—Larry Lucas shows you how to build it yourself. With 25 years of experience and a #49 national ranking, Larry reveals the simple systems, cultural shifts, and appointment strategies that drive consistent growth. From handwritten postcards to the 10% financial services rule, this episode is a masterclass in building a business that lasts.[00:00] Why agents fail searching for silver bullets[01:00] Larry's 25-year journey to top 50 in the country[02:00] The secret behind systems that scale[04:00] #1 advice for new agents: pay your taxes[05:00] The power of cross-selling single-line households[07:00] Handwritten postcards that still drive results[09:00] Why in-person appointments beat phone calls[11:00] Onboarding systems that boost retention[14:00] Why Larry still meets clients after 25 years[16:00] The hardest thing to delegate as an agent[20:00] Training your team to “sound like you”[23:00] Evolving team structure for sales + service[28:00] Opening a second office the right way[30:00] Building culture and compensation that keeps people[34:00] Setting production expectations for producers[36:00] The 10% rule: apps → financial services[39:00] Breaking ceilings with simplicity and consistency[40:00] The #1 thing agents should stop doing: ignoring ROI[44:00] Make decisions with sample size, not emotionsConnect with Larry: HERETEXT MICHAEL DIRECTLYHave a question or want to talk to Michael directly? It's really him, not a robot. Text “BUZZ” to (816) 727-7610 FREE 7-Day Demo – Weaver Sales AcademyTry it: CLICK HERE Tools + Free Resources https://www.weaversa.com Connect with Michael OnlineLinkedIn: linkedin.com/in/michaelweaverwsaYouTube: @michaelweavertrainingFacebook: facebook.com/themichaelweaverInstagram: @michaelweaver

What's this episode about?In this episode of A Meaningful Mess, I dive into the often-overlooked process of gifted onboarding. I explain why helping learners understand the realities of their giftedness is essential and introduces the three Rs, reality, retention, and resilience, that can shape a meaningful and supportive educational experience.

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

SUMMARY: In this episode, Aaron and Terryn dive deep into the recruiting process—sharing the exact steps The Collab Team uses to help businesses find and hire the right people. From writing job descriptions and setting clear role expectations, to fishing in the right talent pools, to using tests and live-fire scenarios, they reveal the “secret sauce” of effective recruiting. The conversation also covers how to avoid common hiring mistakes, the importance of cultural fit, and how onboarding can make or break a new hire. Whether you're looking to make your first key hire or scale your operations with the right talent, this episode gives you a practical roadmap for successful recruiting.   Minute by Minute: 00:00 — Introduction 02:00 — Why Recruiting Matters for Scaling Businesses 03:41 — Defining the Role and Building a Strong Job Description 07:00 — Posting the Role: Where and How to Find Candidates 08:01 — Budget, Titles, and Attracting the Right Applicants 11:00 — Vetting Candidates: Interviews, Testing, and Live Scenarios 16:00 — The Challenges of Recruiting (and How CoLab Helps) 18:02 — Culture Fit, Kolbe Scores, and Avoiding Hiring Mistakes 20:00 — Keys to Effective Onboarding and Shadowing 23:18 — Buying Back Your Time: The ROI of the Right Hire

Summary   In this episode of the Customer Service Revolution podcast, Denise Thompson interviews Dave Murray, VP of consulting for the DiJulius Group. They discuss the critical connection between employee experience and customer experience, the challenges of accidental management, and the importance of a strong recruiting and onboarding process. Dave shares insights from his book, 'The Employee Experience Revolution,' emphasizing the need for organizations to focus on internal culture to drive external success. The conversation also touches on the evolving expectations of employees, particularly regarding work-life balance, and previews upcoming workshops aimed at improving recruitment and onboarding practices.   Takeaways Employee experience directly impacts customer experience. 82% of managers are accidental managers, lacking training. Transforming internal culture can lead to better customer service. Companies must focus on consistent management practices. Recruiting processes should reflect company culture and values. Onboarding is a critical opportunity for engagement. Work-life balance is increasingly important for employees. Organizations need to proactively manage their culture. Effective training for managers is essential for retention. Creating a memorable experience starts from the first contact. Sound Bites "82% of managers are accidental managers." "Two minutes to 12 seconds is a big difference." "We want to be selective in our hiring." Chapters 00:00Introduction to Customer Experience and Employee Engagement 01:58The Need for Employee Experience Revolution 05:01Transforming Customer Experience through Employee Engagement 09:36Attracting and Retaining Top Talent 13:58The Importance of a Positive Recruiting Experience 17:39Creating Growth Opportunities for Employees 22:26The Importance of Structured Training 24:17Creating a Memorable Recruiting Experience 27:06Attracting Candidates: Company Culture and Reputation 31:04Work-Life Balance and Generational Expectations 34:18Enhancing the Onboarding Process 37:35Applying Recruitment Strategies to Educational Institutions   Links Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Interview Questions: https://thedijuliusgroup.com/resources/ The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Books:  https://thedijuliusgroup.com/shop/ Zappos call:  https://thedijuliusgroup.com/is-zappos-really-that-good-at-customer-service-manager-fired-for-responses-to-online-reviewers/ Blogs on Above and Beyond Culture: https://thedijuliusgroup.com/category/above-beyond-culture/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

#886 What if I told you that someone sharing vocabulary tips gets millions of email opens per month and makes seven figures? How about if I said someone's keto recipes for bodybuilders newsletter just earned them a new house in Malibu? Listen in on this session because a quiet email revolution is happening under the radar. Let's pull back the curtain on what's working in 2025! First, forget the tactics from five years ago. I aim to share the playbook you can use to turn a basic newsletter into a thriving business in today's online landscape. I'll discuss finding the best hyper-niche topic to focus on, repurposing your newsletter for big growth, pairing the right ad and monetization strategies, the top tools for the job, and more. Onboarding, engagement, and retention are also covered to help you build a long-term income stream around your passion. Enjoy! Show notes and more at SmartPassiveIncome.com/session886.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

For episode 590 of the BlockHash Podcast, host Brandon Zemp is joined by Jeff Handler, CCO of OpenTrade, an institutional-grade platform delivering real-world asset-backed yield on USDC, USDT, and EURC. ⏳ Timestamps: (0:00) Introduction(1:08) Who is Jeff Handler?(4:12) Importance of Yield-based Stablecoins(7:10) Typical clients(11:03) Stablecoin Yield use-cases in Colombia(15:22) Impact of the Genius Act(17:47) Future of RWAs in Finance(21:54) Onboarding for Clients(24:18) APIs & GraphQL(24:37) OpenTrade Roadmap(26:28) Events & Conferences(27:12) OpenTrade website & socials

Is your workplace culture helping your team thrive—or getting in the way? Join Dave Molenda and Dr. Rob Lion as they explore the power of workplace culture and how to intentionally shape it. Discover why culture matters and how leadership plays a critical role in steering it.