Podcasts about Personality

New pivot and CB3 clarity The Detroit Lions Podcast carved up a busy slice of NFL free agency. The team introduced new signings to the media, including Cade Niese and Isaiah Pacheco. The headliner is a new starting center on a three-year, $25 million deal with $14 million guaranteed. Cade Meeks steps into the middle and replaces Glasgow at center. Personality-wise, he mirrors Frank Ragnow. That should play well in Detroit. On the outside, Rock returns on a one-year, $4 million contract. He slots as the number three outside corner. That price fits the role. He played well last season. Amik moved on and got paid by Washington. Slot grit: Christian Isian's fit Detroit moved to fill the slot with Christian Isian from Tampa Bay. He is undersized at around 5-foot-9 but scrappy. He tackles. He defends the run. Coverage results have been mixed. Tampa Bay let him go and replaced him with last year's third-round pick. Isian offers positional flexibility, but the slot is his best home. The Lions learned with Amik that fit matters. Keep him where he wins. Expect a feisty presence inside and a tone-setter on run downs. Tackle depth and draft signals Larry Borom arrives on a one-year, $5 million deal. He has NFL starts at tackle and guard. He will compete with Giovanni Manu to be the number three tackle. The current mix with Penei Sewell, Borom, Manu, and maybe Myles Frasier does not feel final. Depth remains a need. The draft hints are clear. Edge rusher stands out as the top priority. Edge number two probably is not on this roster yet. Tackle also profiles as an early target. The sequencing could be edge in the first round and tackle in the second. Free agency has set that board. CB room churn and a miss in the market The cornerback room turned over again. Rock is back at CB3. Amik is out after landing a bigger deal elsewhere. The slot flips to Isian. One notable miss hit the market ticker. Muhammad signed with the Buccaneers. That stings for a team still searching for pass-rush help. The best remaining free agent edge option is a looming question. For now, Detroit's free agency added a center, a slot fighter, and versatile line depth. The edge solution likely comes next, and the draft is the cleanest path. #detroitlions #lions #detroitlionspodcast #cademays #amikrobertson #larryborom #nflfreeagency #bradholmes #christianizien Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the key to a deeper, more joyful relationship with God...was in the way He's already wired you? Uncomplicate your relationship with Him by embracing your current life season and uncovering your unique spiritual wiring. Hosanna Wong shares practical ways to connect with God amidst busyness, distractions, and emotional struggles, showing how chores, parenting, work, and routines can become opportunities to experience His presence and deepen your faith. Get your copy of Uncomplicate It: Permission to Enjoy God in Your Unique Way!Scriptures referenced:John 14:151 John 4:20Jeremiah 29:13Resources:The Practice of the Presence of GodUncomplicate It - Free Video StudyPraise-o-nality QuizUncomplicate Your Faith YouVersion PlanAbout Hosanna:Website | Instagram | YouTubeHosanna's favorite Bible study tools:The Message | CSB | Glitter gel pens | YouVersion Got a question or something on your heart? We'd love to hear it! Drop us a note — your feedback helps us create episodes that truly encourage and inspire.True healing begins when our pain collides with the presence of God. Learn what it means to let Jesus into the messiest parts of your heart with Willow Weston's new book (and corresponding Bible study), Collide. Click here to order your copy and get your free gifts! Connect with God with the Every Woman's Bible

n this episode of Business Brain, we dig into a truth many entrepreneurs miss: selling starts long before the transaction. We explore how personality is one of the most powerful sales tools we have—whether we're selling beer at a baseball game, handmade goods at a craft fair, or podcast ads. Humor, scarcity, and helpful tips all trigger the law of reciprocity, building trust and momentum before the ask even happens. When we lean into authentic connection, selling stops feeling pushy and starts feeling natural—another step toward building our Charmed Life. We also break down the danger of operating at the slowest common denominator inside a business. Just like a band can only move as fast as its least prepared member, companies stall when systems, partners, or team members lag behind. We talk through how to recognize these friction points and raise the standard so the entire organization can move faster, smarter, and more profitably. 00:00:00 Business Brain – The Entrepreneurs' Podcast #734 for Wednesday Casual FridAI, March 11, 2026 00:01:04 March 11th: World Plumbing Day 00:02:37 Always be learning about selling! Selling isn't about the last part of the transaction, it's about the first. You need to have your personality in your business Selling beer at baseball games…with humor! Selling trinkets at a craft fair… with scarcity! Selling podcast ads… with a helpful tip about free music! The law of reciprocity Sponsors 00:11:14 SPONSOR: Shopify – For anyone to sell anywhere, sign up for a one-dollar-per month trial period at Shopify.com/BusinessBrain and upgrade your selling today! 00:12:34 SPONSOR: Intuit QuickBooks Payroll is evolving beyond pay runs to support how you hire, onboard, manage, and retain your team. Learn more by visiting QuickBooks.com/workforce 00:13:57 Bands and Businesses – Slowest Common Denominator How do you address this in your business? 00:23:43 Business Brain 734 Outtro Tell Your Friends! Review Business Brain Subscribe to the show feedback@businessbrain.show Call/Text: (567) 274-6977 X/Twitter: @ShannonJean & @DaveHamilton, & @BizBrainShow LinkedIn: Shannon Jean, Dave Hamilton, & Business Brain Facebook: Dave Hamilton, Shannon Jean, & Business Brain The post Personality and the Slowest Common Denominator – Business Brain 734 appeared first on Business Brain - The Entrepreneurs' Podcast.

One third of Americans believe the world will end in their lifetime. Astronomers discover 100 black holes devouring a star cluster. Oklahoma family reports Class A Bigfoot sighting. Scientists warn we're creating consciousness faster than we can understand it.Study published in Journal of Personality and Social Psychology reveals apocalyptic thinking is now mainstream, not just fringe conspiracy theorists. Five psychological dimensions identified: imminence, causation (human vs divine), personal control, emotional outlook, and vision of what the end looks like. Researchers say this affects voting, policy, and how society responds to crises.Palomar 5 star cluster being consumed by swarm of 100+ black holes, each 20 times the mass of our sun. Located 80,000 light years from Earth with a 30,000 light year tidal stream. In a billion years, only black holes will remain orbiting the Milky Way.Family in Oklahoma witnesses massive bipedal creature crossing power line easement in broad daylight northwest of Durant. BFRO classifies as Class A encounter—credible witnesses, close range, no misidentification.Deep dive: Scientists warning of existential risk from creating consciousness faster than we understand it. Lab-grown brain organoids that might be aware. AI systems that could be conscious with no way to recognize it. Ethical disasters we're not prepared to handle. What happens when we can't tell if something is conscious?https://www.youtube.com/@InfiniteRabbitHolePodcastInfiniteRabbitHole.com

On this episode of Old Man Strength, Chris Shipley takes an Enneagram personality test and finds himself getting roasted by Amy Addison and Caitlyn in one of the funniest and most unexpectedly honest episodes yet.The crew breaks down Chris's personality type, including traits tied to The Helper and The Challenger, while connecting the results to real-life situations involving work stress, relationships, family dynamics, therapy, emotional growth, and communication. What begins as a lighthearted test turns into a real conversation about self-awareness, personal growth, and how personality patterns show up in everyday life.Then, because this is still Old Man Strength, the show goes off the rails in the best way with a BuzzFeed quiz, Target jokes, pop culture references, and nonstop family banter.If you like podcasts with humor, honesty, personality-test chaos, and a lot of playful roasting, this episode is for you.Sponsored by Revelton Distilling Company, We Will Pizza, Iowa Beef Steakhouse, and Styled by JJ Boutique.Live from the AKC Andrew Downs Studios.

Dr Kirk Honda and Humberto Castaneda dive deep into the psychology of Columbine shooting. March 9, 2026 This episode is sponsored by BetterHelp. Give online therapy a try at betterhelp.com/KIRK to get 10% off your first month.Support us by... Become a member: https://www.youtube.com/channel/UCOUZWV1DRtHtpP2H48S7iiw/joinBecome a patron: https://www.patreon.com/PsychologyInSeattleContact us/more info... Email: https://www.psychologyinseattle.com/contactAbout Dr. Kirk: https://www.psychologyinseattle.com/about-dr-kirk-hondaWebsite: https://www.psychologyinseattle.comGet stuff... Merch: https://psychologyinseattle-shop.fourthwall.com/KIRKgram (like Cameo): https://www.psychologyinseattle.com/kirkgramThe Psychology In Seattle Podcast ®Trigger Warning: This episode may include topics such as assault, trauma, and discrimination. If necessary, listeners are encouraged to refrain from listening and care for their safety and well-being. Disclaimer: The content provided is for educational, informational, and entertainment purposes only. Nothing here constitutes personal or professional consultation, therapy, diagnosis, or creates a counselor-client relationship. Topics discussed may generate differing points of view. If you participate (by being a guest, submitting a question, or commenting) you must do so with the knowledge that we cannot control reactions or responses from others, which may not agree with you or feel unfair. Your participation on this site is at your own risk, accepting full responsibility for any liability or harm that may result. Anything you write here may be used for discussion or endorsement of the podcast. Opinions and views expressed by the host and guest hosts are personal views. Although we take precautions and fact check, they should not be considered facts and the opinions may change. Opinions posted by participants (such as comments) are not those of the hosts. Readers should not rely on any information found here and should perform due diligence before taking any action. For a more extensive description of factors for you to consider, please see www.psychologyinseattle.com

We give a therapy update with some recovery support.Our website is HERE:  System Speak Podcast.You can submit an email to the podcast HERE.You can JOIN THE COMMUNITY HERE.  Once you are in, you can use a non-Apple device or non-safari browser to join groups HERE. Once you are set up, then the website and app work on any device just fine.  We have peer support check-in groups, an art group, movie groups, social events, and classes.  Additional zoom groups are optional, but only available by joining the groups. Join us!Content Note: Content on this website and in the podcasts is assumed to be trauma and/or dissociative related due to the nature of what is being shared here in general.  Content descriptors are generally given in each episode.  Specific trigger warnings are not given due to research reporting this makes triggers worse.  Please use appropriate self-care and your own safety plan while exploring this website and during your listening experience.  Natural pauses due to dissociation have not been edited out of the podcast, and have been left for authenticity.  While some professional material may be referenced for educational purposes, Emma and her system are not your therapist nor offering professional advice.  Any informational material shared or referenced is simply part of our own learning process, and not guaranteed to be the latest research or best method for you.  Please contact your therapist or nearest emergency room in case of any emergency.  This website does not provide any medical, mental health, or social support services. ★ Support this podcast on Patreon ★

In this powerful and thought-provoking conversation, Michael Rearden sits down with Eric Gee, personality coach, author, and creator of the Youtopia Project, to explore how understanding personality types can unlock deeper self-awareness, personal growth, and authentic identity.Eric breaks down how society often rewards certain personality traits while suppressing others and how this disconnect can lead people to abandon who they truly are. Together, they discuss generational shifts in values, the role parents play in shaping identity, and why self-discovery is more important now than ever.This episode challenges listeners to stop conforming to external expectations and instead lean into what they love, embrace change, and view life as an ongoing journey of curiosity, growth, and fun.What You'll Learn in This EpisodeHow understanding personality types helps you grow into your best selfWhy society often pressures people to become someone they're notThe impact of generational values on identity and successHow parents influence personality development in childrenWhy pursuing what you love leads to fulfillmentHow failure plays a critical role in growth and self-discoveryThe importance of diverse relationships and perspectivesWhy life should be treated as a journey of discovery, not conformityKey Takeaways✅ Understanding personality types helps individuals grow into their best selves✅ Society often imposes values that don't align with individual identity✅ Generational differences shape how personality traits are rewarded✅ Self-discovery is becoming increasingly important in modern life✅ Working hard at what you love creates fulfillment✅ Failure is a natural and necessary part of growth✅ Parents play a key role in shaping identity✅ Diverse friendships expand perspective and awareness✅ Passion leads to meaning and purpose✅ Life is meant to be explored, not boxed in

Our guest this week is Rob Floyd of Franklin, TN a master mixologist, TV host, author and father of five including a daughter who has Moyamoya.Rob and his wife, Megan, have married for 20 years and are the proud parents of five children: Joseph (29), Robbie (28), Ella (14), Indego (11) and Anges (5).  Indego is the one with Moyamoya, a rare progressive brain disease.   The older two are from Rob's first marriage, which resulted in him becoming a single custodial father. Professionally, Rob is a mixologist (yes he makes drinks for a living).  He does this on TV as part of the Bar Rescue franchise and aboard dozens of Princess Cruises on an annual basis. Rob is also author of the book, Sip At Sea: A Princess Cruises Cocktail Collection From Celebrity Mixologist Rob Floyd.  Rob also shares some terrific stories, including how he became good freinds with people like Brad Pitt when they were both very early in their careers doing commercials for Mountain Dew. It's a very uplifting story and one that should be enjoyed with a cocktail or mocktail, all on this episode of the SFN Dad to Dad Podcast.Show Notes - Email – robfloyd@robfloydent.comLinkedIn –   https://www.linkedin.com/in/drinkwithrob/Instagram – @drinkwithrobBook – Sip At Sea -  https://tinyurl.com/2pw8eunxMoyamoya World Alliance - https://www.moyamoya.org/living-with-moyamoyaMountain Dew Commercial - https://www.youtube.com/watch?v=A9miyq8nutMOrder your copy of the new 21CD book: Dads Raising Chidlren With Special Needs & Disabilities: A Guide For 21st Century Dads on Amazon: https://amzn.to/4tdvjcvJoin 21CD on the SFN U.S. Tour, a 30 day, 50 state, 60+ stop tour taking place from May 21 to June 21, 2026: to strengthen and grow the Special Fathers Network as well as give away copies of our new book.  Special Fathers Network –SFN is a dad to dad mentoring program for fathers raising children with special needs. Many of the 800+ SFN Mentor Fathers, who are raising kids with special needs, have said: “I wish there was something like this when we first received our child's diagnosis. I felt so isolated.  There was no one within my family, at work, at church or within my friend group who understood or could relate to what I was going through.”SFN Mentor Fathers share their experiences with younger dads closer to the beginning of their journey raising a child with the same or similar special needs. The SFN Mentor Fathers do NOT offer legal or medical advice, that is what lawyers and doctors do. They simply share their experiences and how they have made the most of challenging situations.Join the SFN U.S. Tour in one of 60+ locations all across the U.S. from May 21st to June 21st.  Go to www.21stCenturyDads.org for additional informaiton. Please conisder hosting, co-hosting or simoly joining the tour near your home.  Check out the 21CD YouTube Channel with dozens of videos on topics relevant to dads raising children with special needs - https://www.youtube.com/channel/UCzDFCvQimWNEb158ll6Q4cA/videosPlease support the SFN. Click here to donate: https://21stcenturydads.org/donate/Special Fathers Network: https://21stcenturydads.org/  SFN Mastermind Group - https://21stcenturydads.org/sfn-mastermind-group/Special thanks to SFN Mentor Father, SFN Mastermind Group dad and 21CD board member Shane Madden for creating the SFN jingle on the front and back end of the podcast..

Three Latin-American food brands saw the opportunity to go further, faster, together – so they took it. Stefanie Garcia Turner of Tuyyo, Jocelyn Ramirez of Todo Verde, and Regina Trillo of Nemi share how they met, why they decided to merge their businesses and brands, and what their vision is for the new brand, unified under Tuyyo. The three woman-and-minoroty-owned brands share a mission of amplifying their Latin-American food culture through authentic and innovative latin foods, representation food culture, and community impact . Learn how this strategic merger will allows each leader to lean into their strengths, and how collaboration aligned on shared values can accelerate growth in the challenger food brand space.Takeaways:The origins and individual missions of Jocelyn of Todo Verde, Regina of Nemi Snacks, and Stephanie of Tuyyo FoodsThe strategic process behind their merger—personality tests, role division, and cultural alignmentHow they'll leverage their merger to reduce costs, expand categories, and innovate fasterTransition strategies for branding, retail placement, and consumer education across their unified brand Tuyyo FoodsSupply chain synergies and efforts to lower COGS by 35% or more through manufacturing and sourcing efficienciesThe broader vision: promoting Latin American flavors regionally and globally while supporting farmers and sustainabilityChallenges faced—costs of rebranding, education hurdles around regional products, and maintaining brand integrityThe importance of shared values, culture fit, and a growth mindset for successful mergersRecommendations for founders considering collaboration and merger as a growth pathwayBook and resource recommendations around exponential thinking, sensory storytelling, and personal spiritualityThoughts on building a healthier food system rooted in equity, community, and transparent ingredient sourcingSound Bites:“We can create something that is even bigger, that is even more impactful, that really is going to make a dent in the food industry.” (Stefanie)“We went from, I'm holding this, this is my baby, to really egoless, like this isn't about me, this is about a brand.” (Jocelyn)“We all knew each other relatively well before the merger. Stephanie is better at this than I am, Regina is better at this than I am, you know, so there was already a sense of like, if we came together, we could split the work in that way.” (Jocelyn)“We are planning on bringing everything under the one Tuyyo brand.” (Stefanie)“We're moving towards standardizing our supply chain operations. It's been a constant conversation and communication with suppliers, both in the US and in Mexico to see what's going to be the best way to do it.“ (Regina)“As of right now, [cost of goods optimization has] been at least 35%, which is it's been a big amount. And based on some information that we have, it's probably going to be higher than that.” (Regina)“I think that it's really gonna be about putting our community first and building a brand that not only can we be proud of, but that is a reflection of our heritage.” (Stefanie)“It took me six years to figure out that I didn't want to continue doing it alone.” (Regina)“[A better world is one] with more representation of the reality of how the community and how that should be represented on shelf as well. Ideally with products that are actually better for us, that are made with real ingredients, that are also supporting the farmers that are producing those ingredients.” (Regina)“[A better world is one with] a food system that is actually catered to the betterment of people in their everyday lives. It would just solve so many issues. And with all of the problems that we have between preventable diseases and healthcare systems that don't work for the people, it goes beyond justice for the farmer, but justice for everybody in the food chain.” (Stefanie)“I think that that in an ideal world there are policies put in place that are protecting people [by regulating] what is allowed and what isn't allowed in our food system. And products, especially those we give to children, that allow us to really reshape our palates and create shortcuts for cooking without taking the cooking part away because that's an basic survival life skill that most people should have and it empowers people to like know what's in their food, and how to nourish their families.” (Jocelyn)Links:Stefanie Garcia Turner on LinkedIn https://www.linkedin.com/in/stefanie-garcia-turner/Jocelyn Ramirez on LinkedIn - https://www.linkedin.com/in/jocelyncramirez77/Regina Trillo on LinkedIn - https://www.linkedin.com/in/regina-trillo-a5055711/Tuyyo - https://tuyyofoods.com/Tuyyo on Facebook - https://www.facebook.com/tuyyofoods/Tuyyo on Instagram - https://www.instagram.com/tuyyofoods/Tuyyo on Pinterest - https://www.pinterest.com/tuyyofoods/Tuyyo on TikTok - https://www.tiktok.com/@tuyyofoodsTuyyo on YouTube - https://www.youtube.com/channel/UC4b_-VIdL7Yl7UQb91y5Vow…Tuyyo Wefunder - Coming soon……Todo Verde (website will go away soon) - https://todoverde.org/Nemi (website will go away soon) - https://neminative.com/…Brands for a Better World Episode Archive - http://brandsforabetterworld.com/Brands for a Better World on LinkedIn - https://www.linkedin.com/company/brand-for-a-better-world/Modern Species - https://modernspecies.com/Modern Species on LinkedIn - https://www.linkedin.com/company/modern-species/Gage Mitchell on LinkedIn - https://www.linkedin.com/in/gagemitchell/…Print Magazine Design Podcasts - https://www.printmag.com/categories/printcast/…Heritage Radio Network - https://heritageradionetwork.org/Heritage Radio Network on LinkedIn - https://www.linkedin.com/company/heritage-radio-network/posts/Heritage Radio Network on Facebook - https://www.facebook.com/HeritageRadioNetworkHeritage Radio Network on X - https://x.com/Heritage_RadioHeritage Radio Network on Instagram - https://www.instagram.com/heritage_radio/Heritage Radio Network on Youtube - https://www.youtube.com/@heritage_radioTimestamps: 0:00 - Introduction of guests and their brands2:11 - The idea of merging to amplify Latin American food culture3:14 - The role of Jocelyn as a connector4:14 - Initial conversations and alignment of goals5:09 - Personality tests and understanding team dynamics6:18 - Personal insights and alignment of values7:19 - Confirmation of shared vision and responsibilities8:36 - Expanding vision and impact9:23 - Egoless collaboration and shared goals10:16 - Overcoming personal challenges in the merger process11:33 - Open communication and external support12:47 - Technical adjustments during recording13:00 - Introduction and alignment of values and vision13:29 - Discussion on dividing responsibilities among the founders13:49 - Initial retreat and mission alignment14:19 - Specific roles and responsibilities based on skills15:16 - Transitioning responsibilities before the merger15:57 - The natural fit of the founders' skills16:18 - Pre-existing relationships and collaboration17:27 - Importance of enjoying the process and having fun19:20 - Branding and unifying product lines under Tuyo Foods20:11 - Transition phase and retail placement21:11 - Marketing strategies and community engagement22:34 - Plans for easing the transition on retail shelves23:28 - Supply chain synergies and manufacturing efficiencies25:12 - Cost reduction strategies and shared resources26:54 - New shared vision and broader goals27:39 - Community focus and brand representation29:28 - Expanding Latin American food representation31:01 - Becoming a go-to platform for Latin foods33:07 - Benefits and opportunities unlocked by the merger36:30 - Challenges and unresolved issues37:37 - Fundraising and rebranding costs38:20 - Advice for other founders considering mergers41:58 - Future of the industry and collaboration45:26 - Fun questions about favorite Latin American foods53:51 - Book recommendations and personal insights60:10 - Influential voices and brands to watch65:17 - Vision of a more representative, equitable, and sustainable food system71:13 - Upcoming plans and ways to connect with Tuyo FoodsFor more insights on food innovation, community building, and scaling purpose-driven brands, subscribe and stay tuned for future episodes.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Psychopathy is treatable, altruism is contagious, and 'sociopath' is a word we should probably retire. Abigail Marsh makes the case here on part 2 of 2. [Find part 1 here!]Full show notes and resources can be found here: jordanharbinger.com/1293What We Discuss with Dr. Abigail Marsh:Psychopathy isn't the life sentence people assume it is. Personality disorders like psychopathy and borderline are far more treatable than the popular narrative suggests, and many people with psychopathic traits actively want to change, recognizing their behavior patterns aren't working for them.Most of the world's worst atrocities aren't committed by psychopaths — they're committed by groups of ordinary people who believe they're completely justified. The real danger isn't the remorseless loner; it's collective moral certainty that one side's aggression is righteous.Fear is the secret bridge between altruism and psychopathy. Psychopaths don't process fear — their own or others' — while extreme altruists are hypersensitive to it. Same brain structure, different tuning, and that gap determines who rushes toward danger and who shrugs.Our brains are survival machines, not accuracy machines — and negativity bias warps our view of humanity. Bad behavior is actually rare, but we encode it in high fidelity, leading us to wildly overestimate how selfish and dangerous other people really are.Altruism creates ripple effects that reshape lives in ways you'd never predict. One kind response to a stranger — even an online troll — can shift someone's entire outlook. Well-being fuels generosity, and generosity fuels well-being, so start the cycle anywhere and watch it compound.And much more... [This is part two of a two-part episode. Find part one here!]And if you're still game to support us, please leave a review here — even one sentence helps! Sign up for Six-Minute Networking — our free networking and relationship development mini course — at jordanharbinger.com/course!Subscribe to our once-a-week Wee Bit Wiser newsletter today and start filling your Wednesdays with wisdom!Do you even Reddit, bro? Join us at r/JordanHarbinger!This Episode Is Brought To You By Our Fine Sponsors: Article: Visit article.com/jordan for $50 off your first purchase of $100 or moreHomeServe: Find the plan that's right for you: homeserve.comNordVPN: Exclusive deal: nordvpn.com/jordanharbingerDripDrop: 20% off: DripDrop.com, code JORDANThe President's Daily Brief: Listen here or wherever you find fine podcasts!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Dr Kirk Honda and Humberto Castaneda dive deep into the psychology of Columbine shooting. (Intro) March 4, 2026 This episode is sponsored by BetterHelp. Give online therapy a try at betterhelp.com/KIRK to get 10% off your first month.Support us by... Become a member: https://www.youtube.com/channel/UCOUZWV1DRtHtpP2H48S7iiw/joinBecome a patron: https://www.patreon.com/PsychologyInSeattleContact us/more info... Email: https://www.psychologyinseattle.com/contactAbout Dr. Kirk: https://www.psychologyinseattle.com/about-dr-kirk-hondaWebsite: https://www.psychologyinseattle.comGet stuff... Merch: https://psychologyinseattle-shop.fourthwall.com/KIRKgram (like Cameo): https://www.psychologyinseattle.com/kirkgramThe Psychology In Seattle Podcast ®Trigger Warning: This episode may include topics such as assault, trauma, and discrimination. If necessary, listeners are encouraged to refrain from listening and care for their safety and well-being. Disclaimer: The content provided is for educational, informational, and entertainment purposes only. Nothing here constitutes personal or professional consultation, therapy, diagnosis, or creates a counselor-client relationship. Topics discussed may generate differing points of view. If you participate (by being a guest, submitting a question, or commenting) you must do so with the knowledge that we cannot control reactions or responses from others, which may not agree with you or feel unfair. Your participation on this site is at your own risk, accepting full responsibility for any liability or harm that may result. Anything you write here may be used for discussion or endorsement of the podcast. Opinions and views expressed by the host and guest hosts are personal views. Although we take precautions and fact check, they should not be considered facts and the opinions may change. Opinions posted by participants (such as comments) are not those of the hosts. Readers should not rely on any information found here and should perform due diligence before taking any action. For a more extensive description of factors for you to consider, please see www.psychologyinseattle.com

In this week's episode, we discuss Romantasy, the Franken-genre that has conquered the publishing world and defined the libidinal landscapes of a generation of women. We decode the genre's DNA from dimestore bodice-rippers to high fantasy epics, examine the sociological profile of its authors and audiences, and explore how it's mutated in the digital age via AI visualizers and high-budget audio erotica. We also talk about Renaissance faires, fujoshi discourse, the mirror image of male vs. female gooning in popular culture, Emerald Fennell's Wuthering Heights as the BookTok movie of the century, and more. Links: Image boardSam's Romantasy Spotify Playlist“Did a Best-Selling Romantasy Author Steal Another Writer's Story?” by Katy Waldman in The New Yorker“She Fell in Love With ChatGPT. Then She Ghosted It.” (r/MyBoyfriendIsAI profile) by Kashmir Hill in The New York Times“Gender difference in brain activation to audio-visual sexual stimulation” by Chung et. al. in PubMed“Sexual Scripts: Permanence and Change” by William Simon and John H. Gagnon in Archives of Sexual Behavior, Vol. 15, No. 2“How the Renaissance Fair became America's favorite fantasy” by Kelly Faircloth in National Geographicr/AskAHistorian discussions about medievalism and high fantasy (one, two, three)The Oxford Handbook of Victorian Medievalism ed. Joanne Parker and Corinna WagnerHard to Be a God (2013) dir. Aleksei GermanCandlelight Ecstasy Romance Guidelines c. 1980Love Story magazine ed. Daisy Bacon (1921–1947) (see covers here) “The Uses of Reading Mass-Produced Romance Fiction” (Harlequin study) by Susan B. Neuman (1985) History of the “sex and shopping” genre by Pascal Tréguer“Girls Who Love Boys Who Love Boys” by E. Alex Jung in VultureInterview with Quinn founder and CEO Caroline Spiegel in Refinery29“Aural Fixation: Celebrity Audio Erotica Is 2025's Answer to the Centerfold” by Hannah Jackson in Vogue“The Importance of Critical Thinking in a Zombiefied World” (Why romantasy is crucial to understanding Apple TV's hit show Pluribus) by Maris Kreizman in The Atlantic“Liking Books is Not a Personality” by Hannah McGregor in Electric Literature@shauna_the_author on Instagram This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.nymphetalumni.com/subscribe

Standing out in a crowded legal market requires more than competence. It requires intentional client experience. In episode 606 of the Lawyerist Podcast, Zack Glaser talks with Patrick Patino about redefining professionalism and building a law firm people actually want to work with.  Patrick shares how he walked away from a successful bankruptcy practice to experiment with a more human-centered model focused on connection, accessibility, and community. They examine why most firms look and feel the same, how experience shapes client loyalty, and why fear-based marketing quietly undermines trust.  If you are questioning the traditional law firm playbook, this episode offers concrete ways to attract better clients, clarify your positioning, and design a firm that fits both your values and your market.  Links from the episode: https://podcasts.apple.com/us/podcast/the-newfangled-lawyer/id1699645225 Listen to our previous episodes on Client Experience & Law Firm Differentiation.  #603 – Turn Expertise into Clients: Building Authority That AI Recognizes, with Karin Conroy Apple | Spotify | LTN  #600 – Designing a Law Firm You Actually Want to Run, with Stephanie Everett Apple | Spotify | LTN  #575 – From Overwhelmed Lawyer to Strategic Law Firm Owner, with Chad Fox Apple | Spotify | LTN  #559 – The Imitation Trap: Lessons from 15 Years of Top Law Firm Websites, with Conroy Creative Counsel Apple | Spotify | LTN Have thoughts about today's episode? Join the conversation on LinkedIn, Facebook, Instagram, and X!  If today's podcast resonates with you and you haven't read The Small Firm Roadmap Revisited yet, get the first chapter right now for free! Looking for help beyond the book? See if our coaching community is right for you.  Access more resources from Lawyerist at lawyerist.com.    Chapters / Timestamps:   00:00 – Introduction  01:15 – Discipline Is Boring Until Results Show Up  07:05 – Meet Patrick Patino  09:30 – Rethinking Professionalism  11:15 – High Five Legal and the Bankruptcy Experiment  13:30 – Fear Based Marketing vs. Levity  16:10 – Meeting Clients Where They Are  18:45 – Community Over Sales Pitches  20:50 – The Copycat Law Firm Problem  23:30 – Experience Is the Differentiator  26:05 – The Crumbl Cookie Model of Law  28:40 – Scaling Culture with the Pod Model  31:15 – Talking With Clients, Not At Them  34:00 – Collaboration Over Control  36:20 – Define Your Ideal Client for Real  38:45 – Solo and Small Firm Advantage  41:20 – What It Means to Be Newfangled 

*************** THROWBACK EPISODE: ROGER MOOKING *******************Hey Streetwalkers. This is a throwback episode with celebrated hip hop artist, Chef, & restauranteur Roger Mooking. Roger first appeared on the show on 2.3.2025. It was such a compelling & fun episode, l decided it needed to be re-visited! Enjoy this throwback episode, tell a friend, and thanks for listening! Roger MookingTake a walk with me down Fascination Street as I get to know Roger Mooking. Roger is a chef, a TV personality, a musician, artist, and author. In this episode, we chat about why his family moved from Trinidad to Edmonton, Alberta when he was a toddler. Then we get into why he got into music, and we cover his music career highlights; including MC Mystic, The Maximum Definitive, and Bass Is Base.  Next, we discuss why he decided to get into the culinary world, and how he ended up getting his first TV show. Of course we talk about the many shows that have followed, even to this very day. I fanboy a little bit about when I first discovered Roger, and he lets me plat my favorite song of his. Then we talk about his relationship with time, and time as a concept itself. Finally, we do a deep dive into his newest album and accompanying book. The album is called 'SoundBites', and the book is called 'Curious Sounds'. Spoiler alert... Roger lets me play my favorite song from the new album! Both are available everywhere and RogerMooking.com. We even do a little talking about Roger being inducted into the Black BBQ Hall Of Fame! Don't miss Roger popping up everywhere on The Food Network, Food Network Canada, The Cooking Channel, and of course his newest show 'Breaking Bread with Roger Mooking' on Amazon Prime

  Subscribe in a reader Check out my product recommendations for Narcissist Abuse Survivors! – https://www.amazon.com/shop/tracymalone *As an Amazon Associate I earn from qualifying purchases. Listen to my podcasts anytime by subscribing with your favorite provider! The post How Narcissists Weaponize Therapy Language To Justify Estrangement appeared first on Narcissist Abuse Support.

  Subscribe in a reader Check out my product recommendations for Narcissist Abuse Survivors! – https://www.amazon.com/shop/tracymalone *As an Amazon Associate I earn from qualifying purchases. Listen to my podcasts anytime by subscribing with your favorite provider! The post Why Estranged Parents Feel Like Their Child Has Died appeared first on Narcissist Abuse Support.

We are back with a brand new episode featuring the return of Black Santa himself! He brings along his elf Mia, as she comes on answers our horny questions and tells us about her not so long relationship history. Plus Gee tells us about some Mia Mishaps at HQ The Lounge. Follow us on social media @AaronScenesAfterParty

We talk a lot about how to manage kids when they are being impossible. But it's supposed to be the terrible twos, not the terrible forty-somethings. What do we do when we're the one in the family who's dysregulated? In this episode, we discuss: How to know if you're emotionally dysregulated Why parents (especially moms) are particularly vulnerable How dysregulation can show up both as anger and as shutdown The connection between rumination, shame, and reactivity How emotional dysregulation can become contagious in a household—and how calm can be contagious, too Practical ways to reset when you feel triggered Here are links to some of the resources mentioned in the episode: Cleveland Clinic: Emotional Dysregulation Our Fresh Take with Erin Cox Elif B. Koş Yalvaç et. al for Journal of Affective Disorders: Emotional dysregulation in adults: The influence of rumination and negative secondary appraisals of emotion H.W. Koenigsberg for Journal of Personality Disorders: Affective instability: toward an integration of neuroscience and psychological perspectives Rachel Schepke for PsyPost: Young children are more irritable when their mother has emotion regulation difficulties Dominique Cave-Freeman, Vincent O. Mancini, et al for Journal of Personality and Individual Differences: Maternal Emotion Regulation and Early Childhood Irritability: The Role of Child Directed Emotion Regulation Strategies Couples Therapy, Inc: Navigating a Marriage with an Emotionally Dysregulated Spouse Rick Hanson et. al: Mother Nurture: A Mother's Guide to Health in Body, Mind, and Intimate Relationships We love the sponsors that make this show possible! You can always find all the special deals and codes for all our current sponsors on our website: ⁠https://www.whatfreshhellpodcast.com/p/promo-codes/⁠ mom friends, funny moms, parenting advice, parenting experts, parenting tips, mothers, families, parenting skills, parenting strategies, parenting styles, self-help for moms, parent child relationship, decluttering, kid-friendly, invisible workload, default parent, parental stress, kids stress, emotional dysregulation in parents, parenting under stress, overwhelmed mom, reactive parenting, mom anger, yelling at kids, parental burnout, depleted mother syndrome, parenting anxiety, co-regulation, emotional regulation skills, parenting triggers, rumination and resentment, family emotional climate, repairing after yelling, parenting stress management, mom mental health, default parent stress, generational patterns parenting, managing big emotions as a parent Learn more about your ad choices. Visit podcastchoices.com/adchoices

Self-acceptance does not fail because people lack affirmations. It falters because self-acceptance requires contact with material the psyche has spent a lifetime organizing defenses around. To want oneself requires tolerating oneself. And many individuals experience their unintegrated self not as home — but as threat. From an attachment perspective, early relational environments shape the internal working model of the self. When caregivers mirror inadequately, condition affection, shame vulnerability, or withdraw attunement, the developing nervous system encodes a brutal conclusion: “Parts of me cost me connection.” The child adapts. Certain traits get amplified for safety; others get exiled for survival. This adaptive partitioning later masquerades as personality.

In today's episode, we're getting real about what it actually looks like to live on mission with your spouse — not just talk about it, but truly build a marriage centered on the Kingdom of God. But before we dive deep, we're starting with some hilarious (and slightly dramatic) marriage fight stories — because let's be honest… marriage isn't always easy.

Can Buzzfeed quizzes, Myers-Briggs Types, and Enneagrams tell us anything valid about who we are? In episode 163 of Overthink, Ellie and David discuss personality. They talk through the Big Five personality test and its legitimacy, the history of the Myers-Briggs Type Indicator test (MBTI), and how the concept of personality emerged out of abnormal psychology. Why did the concept of personality replace using literature to understand the self? How does the concept of personality presuppose a fixed concept of the self? And what is the connection between MBTI and World War II? In the Substack bonus segment, your hosts think about how personality tests might be susceptible to the Barnum effect and their reduction of the self to egos. Works Discussed:Theodor Adorno, The Authoritarian PersonalityMerve Emre, What's Your Type? The Story of the Myers-Briggs, and How Personality Testing Took Over the WorldColin Koopman, How We Became Our Data: A Genealogy of the Informational PersonEnjoy our work? Support Overthink via tax-deductible donation: https://www.givecampus.com/fj0w3vJoin our Substack for ad-free versions of both audio and video episodes, extended episodes, exclusive live chats, and more: https://overthinkpod.substack.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the Uploft Interior Design Podcast, I dove into the mailbag because March couldn't come soon enough and I was more than ready for a little spring refresh energy. I answered Melissa's question about her neutral bedroom that felt both unfinished and overcrowded, sharing how I'd add warmth and personality through texture, pattern and art. Then I talked Daniel through his bland but “safe” living room, explaining why I'd introduce drama with a statement rug or impactful artwork and let that piece drive the color palette while keeping the larger furniture neutral. I skipped pop culture this week since nothing exciting is on TV, and wrapped by encouraging listeners to send in their own design dilemmas so I can help them add more spice and personality to their spaces. Go to uploft.com/podcast to send me your design questions and pics! Timestamps: 0:00 – Spring Refresh & Mailbag Kickoff: invite design questions from the audience  3:00 – Melissa's Neutral Bedroom Dilemma 6:30 – Adding Warmth Without Bold Color 14:00 – Introducing Drama to Daniel's Bland Living Room 20:00 – Let One Bold Piece Drive the Palette Links: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Uploft.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AffordableInteriorDesign.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Submit your design questions⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to be featured on the show ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Become a Premium Member⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and access the bonus episodes Click ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to become an interior designer with Uploft's Interior Design Academy. Get Betsy's book: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠betsyhelmuth.com/book⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠For more about our residential interior design services, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ModernInteriorDesign.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ For our commercial interior design services, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠OfficeInteriorDesign.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Follow Us: Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@uploftinteriordesign⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠facebook.com/UploftIntDes⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠tiktok.com/@uploftinteriordesign⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠linkedin.com/company/uploft-interior-design⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you enjoy the show, please spread the word and leave a review on iTunes! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Laura Brown shares with our study group about her book Not the Price of Admission.Our website is HERE:  System Speak Podcast.You can submit an email to the podcast HERE.You can JOIN THE COMMUNITY HERE.  Once you are in, you can use a non-Apple device or non-safari browser to join groups HERE. Once you are set up, then the website and app work on any device just fine.  We have peer support check-in groups, an art group, movie groups, social events, and classes.  Additional zoom groups are optional, but only available by joining the groups. Join us!Content Note: Content on this website and in the podcasts is assumed to be trauma and/or dissociative related due to the nature of what is being shared here in general.  Content descriptors are generally given in each episode.  Specific trigger warnings are not given due to research reporting this makes triggers worse.  Please use appropriate self-care and your own safety plan while exploring this website and during your listening experience.  Natural pauses due to dissociation have not been edited out of the podcast, and have been left for authenticity.  While some professional material may be referenced for educational purposes, Emma and her system are not your therapist nor offering professional advice.  Any informational material shared or referenced is simply part of our own learning process, and not guaranteed to be the latest research or best method for you.  Please contact your therapist or nearest emergency room in case of any emergency.  This website does not provide any medical, mental health, or social support services. ★ Support this podcast on Patreon ★

Send a textWholehearted Storywork BONUS Episode (part 5)Before we move into our Type-specific series, there's one more pattern we need to talk about, a place where many women get stuck BEFORE they ever step into their Hero moment.In this bonus episode of the Wholehearted Storywork series, Amy explores the Sidekick stuck point, not as a lesser role, but as a protective pattern in which we use service, support, and "being helpful" to avoid claiming our own agency and stepping into our own story.This conversation gently names how "I'm just here to help" can become a hiding place rather than a calling, and why recognizing this pattern is essential before you can truly awaken Hero energy.You'll explore:Why the Sidekick pattern often forms before the Hero awakening, not after.How serving others can become a way to avoid your own calling.The difference between faithful service and hiding behind helpfulness.When Sidekick energy is a stuck point versus when it's a mature, faithful season.Why this pattern is especially common among Christian women.How Type Nine energy illustrates this stuck point (and why we're starting there next month).This episode isn't about stopping your service or diminishing the value of supporting others.It's about asking: Am I serving from wholeness, or am I serving to stay safe?If you've ever felt invisible while being incredibly useful, if you've championed everyone else's dreams while dismissing your own, or if the idea of pursuing your own calling feels selfish, this conversation will meet you exactly where you are.Sometimes the most courageous act is stepping out of the wings and into your own story.Support the showRESOURCES FOR YOU: Join the Waitlist for 1:1 Coaching with Amy Wicks https://www.simplywholehearted.com/callamywicks Not sure about your Enneagram Type? Start here: https://www.simplywholehearted.com/enneagramquiz Ennea-what? The Beginners Guide to the Enneagram(free course + printables)https://bit.ly/Enneagram101GuideThe Real History of the Enneagram Course(use code AMY for 40% OFF)https://bit.ly/EnneagramHistoryShould Christians Use the Enneagram? (Amy's book)https://amzn.to/3VB9PrxConnect with Amy:IGWebsite

Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode In this episode of Coffee with Carm and a Coach, Carm Capriotto and leadership coach Murray Voth explain why traditional employee reviews often fail to build trust, engagement, or real growth. Instead, they advocate replacing formal evaluations with ongoing “Career Alignment Meetings,” and one-on-one conversations focused on coaching, open dialogue, and removing obstacles. They discuss the shop owner's role as a coach, the importance of onboarding and positional clarity, and why wage discussions should be separated from development conversations. Murray also shares practical tools, including the three key questions that drive meaningful feedback and real-time coaching moments. This episode offers a modern, human-centered approach to leadership that strengthens culture, improves communication, and helps employees and shops grow together. Timestamps (00:00:00) Introduction: Coffee with Carm and a Coach (00:03:00) Rebranding the Review (00:05:30) The Problem with 360 Reviews (00:08:00) What Employees Actually Want (00:12:00) Hiring for the Position, Not the Personality (00:16:00) Modern Onboarding & The 89-Day Check-In (00:26:00) The Three Magic Questions (00:32:00) How to Handle Employee Objections (00:36:00) Separating Wages from Development (00:41:00) Holiday Bonuses vs. Business Incentives (00:45:00) The "Rim Wash" Lesson & Bloom's Taxonomy (00:49:00) The "Discovery Now" Moment (00:52:00) Breaking Bread & Setting Protocol Murray Voth, RPM Training. Listen to Murray's previous episodes HERE. murrayvoth@rpmtraining.net Thanks to our Partners, NAPA Auto Care and NAPA TRACS Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Connect with the Podcast: - Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ - Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters - Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 - Subscribe on YouTube: https://www.youtube.com/carmcapriotto - Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ - Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ - Visit the Website: https://remarkableresults.biz/ - Join our Insider List: https://remarkableresults.biz/insider - All books mentioned on our podcasts: https://remarkableresults.biz/books - Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom - Buy Me a Coffee: https://www.buymeacoffee.com/carm - Special episode collections: https://remarkableresults.biz/collections - The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ - Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ - Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ - Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ - The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ - The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ - Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm

Has he changed?

Has He Changed?

A question from the Lord with an interesting insight. (Fabulous, fabulous story.)

Compulsive traits are often judged as rigid or unhealthy, but they originate in qualities that once helped humans survive. This essay reframes compulsiveness as an adaptive style—rooted in conscientiousness, focus, and persistence—and explores how these traits can become strengths when consciously directed. Through research, evolutionary psychology, and a clinical vignette, it shows how finding the right “calling” transforms compulsion from a burden into a gift.

Episode 1 of ‘Lucille,' our season celebrating Lucille Ball, begins the road to ‘I Love Lucy.'  (Spoiler!  We end the season with that hit show beginning!)  After all, the 40 years before that?  That's a road far too less traveled and far too interesting to miss.  We begin with a little girl in west New York state living the poverty-tragedy of Dickens.  Well, that isn't going to stop our hero who dreams of becoming an actress.  There are struggles in Jamestown and eventually Manhattan where the little girl becomes a young lady but, no matter the struggles, the dreams hold steady.  And running side-by-side with Broadway footlights?  Keeping her family together.  This is Chapter 1:  A Redhead Personality. Please share your questions and comments here and/or on Instagram @fromoutofthepastpodcast!  Thanks for listening ...

Dr. Alok Kanojia, MD, MPH ("Dr. K"), is a Harvard-trained psychiatrist and expert in both Eastern and Western medicine to improve mental health. He explains tools for unlearning maladaptive thoughts and behavior patterns and for making behaviors that better mental and physical well-being more reflexive in work, relationships and daily life. We also discuss ways to resolve trauma, build stress tolerance, increase intrinsic motivation and even change temperament. We also discuss how social media, gaming and online dating shape our identity and perceptions and how to navigate them healthily. Thank you to our sponsors AG1: https://drinkag1.com/huberman Lingo: https://hellolingo.com/huberman Joovv: https://joovv.com/huberman Function: https://functionhealth.com/huberman Eight Sleep: https://eightsleep.com/huberman Timestamps (00:00:00) Alok Kanojia (Dr. K) (00:03:09) Internet, Computer Games; Academic Pressure (00:07:11) Millennials & Self-Awareness, Hijacking Mental Health Language (00:13:24) Sponsors: Lingo & Joovv (00:16:06) Personality & Individual Road Maps, Misdiagnosis (00:22:02) Ambiguity, Flirting, Social Skills Decline, Uncertainty Tolerance (00:26:06) Dating in the Internet Age, Cognitive Bias (00:30:39) Healthy Distress Tolerance, Tool: How to Feel Your Feelings (00:39:58) Sponsor: AG1 (00:40:49) Expectations vs Internal Desire Roadmap, Western vs Eastern Theory of Mind, Ego (00:50:35) Sense Organs, Comparison & Proving Oneself, Internal Drive (00:59:22) Internet, Ego, "Teflon Buddha", Tool: Dealing with Criticism (01:10:36) Observing One's Mind, Meditation, Psychedelics (01:11:59) Sponsor: Function (01:13:46) Tool: Shunya "Void" Meditation & Resilience (01:24:02) External Reminders, Environment; Men & Emotional Regulation (01:30:04) Samskara, Yoga Nidra, Trauma & Learning, Shunya & Personal Compass (01:39:15) Yoga Nidra, Channeling Divinity, Genius (01:42:30) Sponsor: Eight Sleep (01:43:48) Breathwork Practices; Meditation Science, Self-Esteem & Belief Change (01:53:40) Liminal States, Meditation Types & Benefits; Western & Eastern Balance (02:01:50) Understanding Ego & Perception; AI & Narcissism, Psychosis (02:14:07) Tool: Healthy Social Media Use, When To Not Use, Normal Standards (02:18:38) Social Media & Looks Obsession, Purpose, Charisma (02:24:18) Young Men Falling Behind?, Male Support, Suicide; Men in Relationships (02:30:36) "Stuck" Young Men, Failure to Launch, Tool: Motivation & Understanding Oneself (02:39:03) Pornography, Erectile Dysfunction, Emotions, Addiction; Relationships (02:44:21) Men & Love, Looksmaxxing, Rejection, Partner Characteristics, Tool: Walk Before Dates (02:55:12) Exploring Practices, Meditation, Breathwork (03:01:39) Spirituality, Personal Exploration; Acknowledgements (03:06:12) Zero-Cost Support, YouTube, Spotify & Apple Follow, Reviews & Feedback, Sponsors, Protocols Book, Social Media, Neural Network Newsletter Disclaimer & Disclosures Learn more about your ad choices. Visit megaphone.fm/adchoices

Explore Your Personality: https://PersonalityHacker.com  Personal growth often feels worse before it feels better, especially when awareness forces you to confront the systems, habits, and relationships you helped create. Joel and Antonia unpack how to measure "improvement," why real development is frequently painful and undignified, and how personality type can point you toward the exact areas you have been avoiding. They also explore the phases of growth, from responsibility and tool selection to implementation, including the pushback you can face from your environment and the slow timeline of rewiring old patterns.

Kenny Webster interviews Houston Chronicle opinion editor Evan Mintz. 

You may not realize it, but there's a war going on around you. Scripture tells us that this war is not against flesh and blood (people), but against invisible enemies who invade our thoughts and try to destroy us from within. Join Fr. Anthony for this six-week Lent series.https://www.youtube.com/stsachurchhttps://www.stsa.church/the-well

Welcome to the Social-Engineer Podcast: The Doctor Is In Series – where we discuss understandings and developments in the field of psychology.  In today's episode, Chris and Dr. Abbie discuss decision fatigue—how making too many choices throughout the day drains mental energy and affects judgment. They explain how stress and lack of sleep make it worse, how it differs from burnout, and why leaders and parents are especially vulnerable. The episode also shares simple, practical strategies to reduce daily decisions, protect mental energy, and prioritize recovery.  [Mar 2, 2026]  00:00 - Intro  00:56 - Show Updates and Sponsors  02:35 - What Decision Fatigue Is  03:34 - Stress, Sleep, and Mental Energy  05:12 - Mental vs. Physical Limits  07:13 - Decision Fatigue vs. Burnout  10:22 - Leadership, Empathy, and Hard Decisions  14:33 - Prevention: Routines and Breaks  20:43 - Advisors and AI Caution  24:38 - Everyday Life and Parenting Load  27:23 - Recovery Outlets and Wrap-Up  28:49 - Closing and Next Month's Topic (Diet Culture)    Find us online:    LinkedIn: linkedin.com/in/dr-abbie-maroño-phd    Instagram: @DoctorAbbieofficial    LinkedIn: linkedin.com/in/christopherhadnagy    References:   Baumeister, R. F., Bratslavsky, E., Muraven, M., & Tice, D. M. (1998). Ego depletion: Is the active self a limited resource? Journal of Personality and Social Psychology, 74(5), 1252–1265. https://doi.org/10.1037/0022-3514.74.5.1252   Baumeister, R. F., & Tierney, J. (2011). Willpower: Rediscovering the greatest human strength. Penguin Press.   Danziger, S., Levav, J., & Avnaim-Pesso, L. (2011). Extraneous factors in judicial decisions. Proceedings of the National Academy of Sciences, 108(17), 6889–6892. https://doi.org/10.1073/pnas.1018033108   Davidson, R. J., & McEwen, B. S. (2012). Social influences on neuroplasticity: Stress and interventions to promote well-being. Nature Neuroscience, 15(5), 689–695. https://doi.org/10.1038/nn.3093   Fleming, S. M., & Dolan, R. J. (2012). The neural basis of metacognitive ability. Philosophical Transactions of the Royal Society B: Biological Sciences, 367(1594), 1338–1349. https://doi.org/10.1098/rstb.2011.0417   Hagger, M. S., Wood, C., Stiff, C., & Chatzisarantis, N. L. D. (2010). Ego depletion and the strength model of self-control: A meta-analysis. Psychological Bulletin, 136(4), 495–525. https://doi.org/10.1037/a0019486   Kahneman, D. (2011). Thinking, fast and slow. Farrar, Straus and Giroux.  

Has he changed at all?

Has he changed at all?

Most of us have been there — standing in front of the closet, wondering why business casual feels so… forgettable. In this episode, stylist Tannya Bernadette coaches Rachel, a creative marketing professional, through real-time wardrobe upgrades that are both polished and deeply personal. No cookie-cutter rules. No generic “office outfit templates.” Just actionable style shifts that help you look like the leader you are becoming — even in a casual environment. In this episode, you'll learn:• How to elevate business casual without going overdressed — it's about intentional contrast, not formality.• Why color and personality matter in your wardrobe — comfort doesn't have to equal invisibility.• The mindset behind keeping clothes that serve you (and letting go of those that don't). If you want to start building a life (and a wardrobe) that actually reflects who you're becoming, this episode is for you. 

In this episode, I sit down with researcher, writer, and longtime esoteric insider... Ronnie Pontiac. We explore his latest book, 'The Rosicrucian Counterculture: The Origins and Influence of the Invisible Society'. We journey into the hidden current of Rosicrucianism flowing through the early modern world, examining how this mysterious “invisible society” shaped the lives and ideas of figures like John Dee, Robert Fludd, René Descartes, Elias Ashmole, and many others. Ronnie reveals how the esoteric court of Rudolf II became a crucible for magic, science, and prophecy, and how the ambitions of Frederick and Elizabeth helped spark the Thirty Years' War through a strange fusion of politics and occult vision. He also discusses how the Rosicrucians can be seen as the original counterculture, rooted in the Orphic traditions of ancient Greece and influencing generations of seekers, mystics, and visionaries ever since. As the episode continues, we explore the roots of the many expressions of the Rosicrucian energy, throughout various forms and times.We also dive into Ronnie's personal experiences studying with Manly P. Hall, including some remarkable insights he received about what he calls the Rosicrucian frequency and how these teachings operate as a living stream of consciousness rather than just a historical movement. Ronnie makes the case that Rosicrucianism was not merely a secret society but a transformative worldview that helped catalyze the shift from medieval consciousness into the modern age.From there, we explore how these underground ideas continue to echo today, shaping modern occult revivalism, pop culture symbolism, and even the psychedelic counterculture's ongoing quest for hidden knowledge and inner transformation. Drawing on his years working alongside Manly P. Hall, Ronnie offers a rare insider perspective on the enduring legacy of esoteric philosophy and the provocative question of whether invisible societies still help guide the evolution of human consciousness from behind the veil.Ronnie Pontiac Bio:Ronnie Pontiac worked as Manly P. Hall's research assistant, screener, and designated substitute lecturer for seven years. He has produced award-winning documentaries, and has written for Invisible College Magazine, Newtopia, Metapsychosis, Occult of Personality, and the original Reality Sandwich. In addition, he plays guitar for the experimental rock band Lucid Nation. Hosted on Acast. See acast.com/privacy for more information.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3927: Brian Tracy explains how your “mental diet” shapes your character, confidence, and ultimate success, outlining seven practical keys to building a truly positive personality. From affirmations and visualization to health habits and lifelong learning, he shows how deliberate mental conditioning can transform your self-esteem and results. Listen to discover how small, consistent shifts in thinking can elevate every area of your life. Read along with the original article(s) here: https://www.briantracy.com/blog/personal-success/be-the-best-you-7-keys-to-a-positive-personality/ Quotes to ponder: "Formal education will make you a living; self-education will make you a fortune." "We believe that fully 95% of your emotions are determined by the way you talk to yourself as you go throughout your day." "Your expectations become your own self-fulfilling prophesies." Episode references: Vince Lombardi Biography: https://www.biography.com/sports/vince-lombardi Learn more about your ad choices. Visit megaphone.fm/adchoices

Parenting kids and teens comes with unique challenges, from decoding your child's personality to helping them navigate tricky social dynamics. Does your child struggle with shyness? Do they constantly feel left out of friend groups, or lose things in an incredibly messy backpack? You aren't alone. Today, Mystic Michaela and Scott discuss the real, everyday struggles children face. By looking at your child's behavior through their aura, we offer validation, spiritual insight, and creative parenting solutions to help you better connect with and support your kids as they grow.TEST - What color is your child's aura? https://knowyouraura.com/quizzes/whats-my-childs-auraSocial Struggles: How to help kids and teens who feel left out of cliques.Overcoming Shyness: Compassionate ways to support a quiet or socially anxious child.The Disorganized Kid: Why their backpack is always a mess—and how their aura color explains it.Aura-Based Parenting Tips: Actionable advice for raising emotionally supported and confident children.Want to learn more? Enjoy one of our new interactive Aura quizzes: https://knowyouraura.com/aura-quizzes/Listen to this introductory episode to find your Aura color: https://podcasts.apple.com/us/podcast/bonus-every-aura-color-explained/id1477126939?i=1000479357880Send Mystic Michaela some positive energy on Instagram: https://www.instagram.com/mysticmichaela/Explore the Know Your Aura Website : https://knowyouraura.com/Visit Mystic Michaela's Website: https://www.mysticmichaela.com/Join Mystic Michaela's Facebook Group: https://www.facebook.com/groups/2093029197406168/Our Episode Partners: Head to https://www.factormeals.com/kya50off and use code kya50off to get 50 percent off and free breakfast for a year.For up to 60% off your order, head to https://veracityhealth.co and use code KYASee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if the “stubborn” dog at your feet is actually curious, independent, or just overwhelmed? We break down the Big Five puppy personality traits—sociability, confidence, biddability, resilience, and independence—and show how each one changes the way training should look, feel, and progress. Instead of forcing a one-size plan, we share how to read the dog in front of you and tailor sessions that build trust, reduce stress, and get results.Support the showFollow us on social mediaInstagram @BAXTERandBella Facebook @TheOnlinePuppySchool YouTube @BAXTERandBellaSubscribe to our site for FREE weekly training tips! Check out our FREE resources!Join our membership here.

Why is it so difficult for doctors to delegate, even when it so obviously impacts the team? Kiera and Dana discuss the art of delegation, and where it overlaps with clear expectations and accountability. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript:   The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and I love when I get the consultants to podcast with me. And today I got the one and only Dana,   I actually have a better nickname than Danie for you. I've like upgraded. I really do think you're Dynamite Dana. And so welcome to the show. Dynamite Dana. Like you just are dynamite in so many ways, so many areas. People love you. I know people are like donuts with Dana. That one was really catchy and clever, but I think like dynamite Dana is who I'm going to stick with. So how are you today there? Dynamite Dana.   The Dental A Team (00:27) Doing good. I'm glad you found one that felt right.   The Dental A Team (00:29) I mean, I still love Dainty   so much and that will probably always forever remain. ⁓ But Dana, truly you're a dynamite consultant and I've watched you evolve and it's like, ⁓ you were on the podcast with me last time where you took a practice from negative profitability to multi profitability in just a couple of months. And I think the dynamic and dynamite ability you have so like dynamic doesn't feel as cool as dynamite, but it's because you're this dynamic player and you're able to help teams, help doctors, help offices.   The Dental A Team (00:33) You   The Dental A Team (00:58) And really it's, think like role clarity, like really focusing on top priorities. And I think that that's like the clutch piece of consulting. If I like boil down what two consultants do differently is yes, we have this like Mary Poppins bag of tricks, but I think the piece is we know which Mary Poppins tool and prioritization and piece based on the numbers, based on the goals need to happen. And I think you're very, very dynamic and dynamite and being able to do that. So excited to have you on the show today.   The Dental A Team (01:26) Yeah, I'm really excited to be here. I haven't podcast in a while with you, so it's going to be fun.   The Dental A Team (01:31) great time girl.   think our last one was talking about your transformation practice. So today's gonna be fun because I think that this is a topic you and I see often is like   doctors struggle, teams struggle to delegate and they struggle to have like role clarity and I'm even guilty of this. Like I've watched myself like it's crazy when I have these podcast topics and I'm like hi it's me I know I'm the problem I know I'm hanging on to these issues I know I'm causing this chaos and so I kind of wanted to like talk about   why doctors struggle to delegate, why we get into this like bottleneck, and then what it can look like on the other side and how we've been able to help doctors. Like, I know you've got a couple in mind. I've got a couple in mind of what does it look like when we start to trust that process? So Dana, from your perspective, why do you feel like doctors don't delegate and we like bottleneck and we hold on or like owners and founders and office managers? Like, what is that? Like we know we're bottlenecking. Like it's annoying to me. I'm like, I know I'm having a temper tantrum and I don't know how to stop it. Like I know I'm not delegating. I know I'm holding on. know I'm freaking   like failing over here. What, like, why do think this is a rift? What are your thoughts?   The Dental A Team (02:32) I   I will say I feel like Dr. Personality is like a doer, right? They're so used to like to get to become a dentist, right? You have to have succeeded thus far in life. And I do feel like that in order to kind of get where they are, they've had to kind of always do right work really hard, hit the books really hard, hit the clinic really hard. And so I do feel like it's kind of ingrained in them just as humans is that they want to do all of the things. And I also think that there's a misconception of leadership. And being a good leader means doing all   things, making all the decisions, having everyone lean on you for everything.   The Dental A Team (03:07) Yeah, I love that you say that because ⁓ there's a book that, gosh, I should look up the name of it. mean, like, I really will actually, guys. Like, if you're watching, don't worry, I'm ⁓ looking this up right now. ⁓ But it's like the founder mindset. And I think so many of us, it's the founder's mentality, how to overcome the predictable crisis of growth. And I think about this book often because like you said, it's a...   what you have always done won't get you where you need to go. And like those habits and those patterns and the different pieces, it's this, like you said, like you had to work hard in dental school. You guys, watched you. Like I worked at a dental college. ⁓ We watched you be this person. And also there's a perfectionist piece of you literally are working in such small areas. Like the mouth is so small. You have to be perfect. You can't have that. Like, I mean,   shoot, you barely move that burr wrong and you're nicking the tooth next to it and you're like, dang, and now gotta like patch this thing up. Like you really do have such a small, finite controlling area. ⁓ But I think it's ⁓ a space of, we all know, Dana, it's like, logically, I know that if I delegate and I trust my team, my life gets better. So what do you feel like it is? Like, how do people actually let go of the vine? Maybe I'm asking for coaching for myself.   The Dental A Team (04:18) Yeah, and I think some of the hold back   is they might have tried to delegate something in the past and it didn't go very well, right? Because there's an art to actually delegating and delegating that is successful and setting real clear expectations. And so I find like, well, I've tried, right? But the person it fell through the cracks or there wasn't an accountability piece built in. And so I think it's like learning truly how to delegate correctly and delegate so that pieces come back to you and you're not chasing down the thing that you   thing that you gave because if you have to chase it down, if you have to check it, like it's still on your plate then, right? That, that it still hangs over your head if you, if those pieces aren't in place. And so sometimes I think too, it's like they have had a past history of trying to delegate and it's like not failing, but feeling like, I should have just done it anyway.   The Dental A Team (05:09) Totally. And I think as you said that like, I'm into now the how of like, okay, I hear that I agree. And I, it was funny, Jason, I, call it like tub talk, like think tank talk. Like we go out hot tubbing, we don't take our phones. It's like really beautiful and shoot, it just snowed. So I can't wait to get out there and like go hot tubbing in the snow. ⁓ it's a really magical world, but we were talking about it and I realized we're using a recruiter to help hire some team members for us that I'm really excited about that are like far out of my league that I don't even know how to hire. So   ⁓ brought in some executive recruiters for that. And I remember they were asking me, they're like, Kiera, what's going to break your trust the most? And I was like, I know actually, like for me, and so team members hearing this, the number one thing, and Dana, I'm saying this because you are not this person and I'm going to highlight you, I think there's also a space when doctors delegate to make sure the person we're delegating to is right person, right seat. ⁓ For me, I've learned that the way I lose trust the most is when people tell me they're going to follow through and they don't. Like I'm very, because I just feel like,   then don't do it. I get they have best intentions, but I'm more obsessed about outcomes and you delivering rather than you just taking a million things on to make me happy. ⁓ And so I thought about it, like, who are the people that I trust implicitly, like on our team and Jason, I'm not going to like do the role of X day. And I'm that's like unfair. You'll get to hear the like behind the scenes, Jason and Kiera talk. One doctor, he was like, Kiera, if I could just be a fly on the wall to hear the conversations you and Jason have. And I was like, I don't know if you want to know them all. ⁓   But I thought about it I was like, okay, my core crew that I really do trust, like what is it and how do I delegate to these people? Like Dana, I know, and this is why I called you Dynamite Dana and Dynamic Dana is Dana, I know with out of doubt, I can give you clients and you're gonna deliver and you're not gonna let me down and you're gonna follow up, you're gonna have scorecards, you're gonna show up to the coaching calls, you're going, like I never have to come and check in on you to make sure you're delivering to clients. Now, you may need help, that doesn't mean they're not gonna be like never asking, but I know you're gonna hit those deliverables. If I give you a project like, hey, you're gonna present,   Never in my mind have I been like, uh, Hope Dana is going to show up on that. Like I know I can count on Dana to be there. She's going to follow through. If she's got questions, you're going to proactively ask me. It like, I can give you tasks that they don't come back to me. Now there's other team members where I'm like, I feel like I'm playing whack-a-mole. I'm like, uh, did you check on that? Did you check on that? Did you check on that? Like, and I've noticed my anxiety is like lit to the next level. And I think as you were saying that and office managers and team members, I hope you hear this loud and clear.   This is the fastest way to break trust and not have a doctor trust you. And truth be told, like I'm going to just call out team members, not even just doctors. You're also being the bottleneck because your doctor doesn't trust you to give it to them. Now, doctors, there is a way for us to not take it back on. ⁓ But I was just, as you said that Dana, I think that there's a big space of doctors make sure that like, if you consistently have a person who's not following through and not delivering back to you, stop trying to make that person fit. Like just call it out of what it is and say, like, listen, this has to change. And if it doesn't, I recognize you're not right person.   Like Shelbi, ⁓ she's a kick-a personality for being that. She never lets anything slip through her. mean, Dana, she is on us like sticky. It's like, hey guys, where's this at? Where's that? But she's so nice about it. And there's just certain personalities that are that way. And then there's other personalities that are like more creative and you don't need them to be in. I don't need to delegate all that. Like they can have different projects. And so I think when you look at it, make sure that the person, and you can also look at people's personality profiles. There are some that are like detail centric.   They should be your operations. should be your office managers. They should be your billers. And then you're going to have people like myself. That's a little less on details, but I'm a dang good treatment coordinator. I don't need to have as many things. I just need to hit a goal. Like it's less confined versus an office manager. So I think also like picking people that are the right people for that. Dana, I talked a lot on that. What are your thoughts on that?   The Dental A Team (08:48) No, I completely agree. I do think it takes the right person in a seat and then once you have the right person clearly defining their role because sometimes too it's like who does it who has the capacity for me to delegate this to right and I think that sometimes things get lost because we ask the person that we always ask and yes they do but then we stretch them so thin things start to fall through the cracks because we haven't said hey is this something that you really feel like you can take on so it comes down to just like you said that trust that open communication and so I think   Role clarity helps delegation. It also helps like where does it make sense? Right? I'm probably not going to ask my biller to do treatment follow-up calls, right? I might probably ask the person that's working to my schedule or the treatment coordinator herself. So I think that all of these pieces, sometimes it's hard to like link when I'm like, okay, well, let's get clear job roles. Well, how does that help me delegate? Right? I think linking all these things together can really help a doctor see how   The Dental A Team (09:39) Mm-hmm.   The Dental A Team (09:45) easy it can become and not just for doctors like yes this is for the doctor that holds on to everything but for leads that hold on to everything for oms that hold on to everything this is just a really clear path for you to see do i have the right person in that seat is their role really really clear and who has the capacity to take on anything that comes up or something that you want to take off your plate   The Dental A Team (10:08) Totally. And Dana, as you said that something, our Dental A Team is in like such a fun transition or like we are, think Dana's feeling, our whole team's feeling it like we have gone from what Dental A Team was to what Dental A Team is becoming. And I'm super excited. We're going to roll out like a state of the company. Dana doesn't know it yet. Like it's coming. Like I can't wait. I know she's feeling the buzz around it, but I recognize as a leader that sometimes you've got to call out what was and where we're going. And   our team went through a, what I've called like a snow globe freaking shake. Like we decided like, let's just throw all the confetti, shake every person into different spots. And it's like, Britt's in a different role. I'm in a different role. Shelbi's in a different role. Thinking as like consultants, like Dana, you pretty much stayed the same, but like everywhere else around us, we just like ripped change tour and we built an accountability chart and we had to really say like, okay, what are the seats that the organization needs without names on it? What are the tasks that realistically should go under here?   And then like, let's look to see what open roles we have, who fits in what spots. And I remember we had a leadership meeting in September of last year. And who I remember, Britt was sitting at the table, Tip was at the table, I was at the table and Britt looks me across the eyes and she's like, Kiera, I just want to highlight and recognize that what you're about to go through and what I'm about to go through, Shelbi, Tiff, this whole leadership, like it is going to be a shake and it's weird. And we all actually like Dana hasn't seen it yet. You're about to get your PDF version come next week. ⁓   of our accountability chart, because right now it is that like, who does this make sense? Like I have normally gone to Shelbi because it's easy and Shelbi and I were working on like fees and different things. And I realized like, well, yes, I used to do that. Shelbi actually needs to be an EA and needs to fully be in that role. And Britt's over finance now and I need to go to Britt. So it's just like, we are constantly like pull out the legend. call it like, let's look at our big legend over here. Like who should this task be under? But I actually think that helps with delegation. And then the team actually is empowered to say like, Hey,   is this my role and not in a combative way, but like, let's make sure that instead of us just going for easy paths, we're going to the correct people. And then those roles actually have KPIs and then you got job accountability below it. So I think like, if you don't have something like that, and this is where like org chart and accountability chart, they get harped on. I recognize like operations people, they come in, they're like, marketers love to give me a growth plan. Like, cool, I hear it. It's like top to the funnel, down to the funnel. Operations people love to give me an org chart.   And what I've noticed though is if you have that clarity of who does what delegation becomes much easier and accountability holding to becomes easier because we can pull out the paper and I'll be like, Britt, it says right here online, like squint your eyes. It's right there. Or we're like, okay, here's a process. It's not on anyone's plate. Let's look to see under which seat going to your capacity thing, Dana, which seat does this make sense? And can they take the capacity today or what needs to shift so that way they can.   But also I remember Tiffanie, ⁓ she was like, you guys have never told me what my full job is. So for me to say I have capacity during hot, I don't even know what it all encompasses. And so ⁓ as I worked with offices, as I worked through our own company, I will say accountability charts and org charts need like an update like every six to 12 months. And we relook to see are there additional tasks because businesses innovate, they evolve. mean, Dana, what you were starting to do versus what you're doing today, it has evolved. Everyone evolves and   I also think like we noticed when we were going through it, we have a VA who's amazing. Everybody loves Joash on our team. Shout out to Joash. ⁓ And we happened to notice that like we needed somebody over in marketing and marketing. were going to go hire somebody and we're like, Whoa, Joash has like 75 % of his time available right now. We could actually deploy him over in marketing and make that tour. That gap can be filled. And so I think like even in consultant world Dana, like you probably are like, Hey, I actually have space. I could take on more projects if you guys need. And this is how it's a   right seat, right role delegate, but then look at all the other players and like, Dana, you got really great strengths and some areas. What if we deploy you in this? So that way your leaders are not, especially as organizations grow bigger, let's deploy and use our team players to the highest level of clear job and also capacity. I think like then accountability is not as hard because we're not inundating just two or three people, but gosh, like as I say, all this, is an evolution of practice. ⁓ Tiff, Britt, Shelbi, and I were all talking like,   It's been the core four for a long time. Like we've just done everything and we're like, we now have 17 team members having four people try to do like a one. I mean, we're not even using half of our team. And yet the co like the top leaders are drowning. It's just an evolution. And I think that this is where bottlenecks revisions having an outside person come in and see it helping you guys elevate really just paramount. And so I'd say like quick steps are get that org chart. Like Dana was saying in the accountability chart.   figure out where the gaps are and who should it go under, not name, but position, and then put names in and see where gaps are and who could we pull in to help out. Like you said, and then you get the job descriptions that are super clear. And then we start holding accountable to that job description. It's very easy when we all see it, got it, and getting the whole team bought in. I'm not going to lie. It's taken us like four months to get here to where whole team's going to see it. There's been a lot of shifting and shaking and making sure we have it right. And then letting the team know it's going to evolve.   But just giving clarity, but even for me, I now know who do I go to, who do I pass this task to? It becomes so much easier to delegate and get rid of those bottlenecks. Dana, that was so much knowledge. Like welcome to behind the scenes. You get to learn firsthand on the podcast, you're welcome. like thoughts about that as a team, as a consultant, like what do you see in that?   The Dental A Team (15:23) Thank   you   I love that and just like kudos to you here in the leadership team for just always trying to map out those pieces and I do feel like as a team member I think it's important for doctors leaders to understand like team members most team members if you have right people right seat like we talked about in the beginning most team members want to grow they want to do a really great job they don't want to let you down when you give them a task and so this is just a pathway that   Create success for everybody. You can get those things off. You can hold accountability You can do all of those things with success and your team members get to elevate themselves grow within their position grow within their skill set And so it's just like a win-win overall for everyone when it's done this way   The Dental A Team (16:15) Yeah, no. And Dana, thank you for saying that. And thank you for the reminding. I think sometimes ⁓ when you have like one bad apple or one bad experience, I think as a leader, even myself, I don't know, my brother-in-law, was a, he's like this really big wig and build like these most incredible homes and all that. And I remember when I got married to Jason 15 years ago, I was like, gosh, Jay, your brother's always so grumpy. And I'm like, I get it. Businesses can pick at you and almost like take away that naive   innocence of how much people are great and you might see the dark side of humanity in spite of the goodness that you see. And I think for me, Dana, like you saying that it's like, no, that's a good, that's a good remembering and reminder for myself of team members really do want to make your life awesome. Team members really do love you and they want to rally around you and they want to be great and they want to grow and they want to evolve. They just sometimes need to know like, what is it you want? And also empowering team members like, can't wait, Dana, we're going to show this and   I'm excited for team members to look at this and be like, Hey, like raise a hand. Like I got space. I can help in these areas. Like this is where you use collective brains to help out, but team members like falling through. ⁓ but I also think like owners don't lose faith in like the goodness of your team. And, sometimes they'll drops. It could be a wrong person, wrong seat. It also can be. There's a lot on that person and we need to like deploy or clarify to make it easier. So Dana, let's talk real life. I know you have some offices. I got some offices.   The Dental A Team (17:42) Yeah.   The Dental A Team (17:44) Let's talk about   like how, what does it look like when it's doing it well? ⁓ How does it feel for offices? Like, let's just kind of go through that.   The Dental A Team (17:52) Yeah, I think the biggest word that comes to mind when offices do this really, really well is just freeing, right? To have that trust in team, to know that you're going to give them something and that like you also have something in place that's going to show you that they are continuously doing it without having to track them down every day, without having to add it to your calendar. It just creates so much balance in a team and it just creates this freeing   sort of like innate trust amongst each other that like, yeah, we're gonna be able to keep a pulse on it. We're gonna check it for sure, right? We're going to trust and verify, but we've built in all of these pieces and getting to this point, right? It's not without a lot of work, right? And a lot of digging in together as a team and saying like, hey, we want more accountability. We want more responsibility. We want these pieces. We want the office to be successful. And I think once an office has it, it truly, truly is.   balancing, its alignment, and it's like freedom.   The Dental A Team (18:54) Mm-hmm. And I think for me, I feel often like I'll speak to the leader side. I sometimes like I'm the monkey who's got my hand in the trap holding on to the nuts so hard and trying to like get free and I can't and all I need to do is let go. And I think that there's a surrendering, there's a grace there's, ⁓ but I do also believe that teams rise to the level you believe they're capable of. And so if I'm sitting here like, they're going to let me down. We, we find what we focus on. And so.   Why don't I look to see how are they winning and what are the gaps and do we have a clear KPI where everybody knows like this is my number. I can't freaking wait Dana. I worked on it last night. I'm super jazzed. It's going to be a good time. But like even helping our consultants know like we've evolved. So what is it that like we expect our clients to be getting in the first 90 days, 180 days, 365 days like Dana, when you first started with me, I was like, good luck, go out there, do something fun.   But as we've gotten bigger and as we've evolved and we've evolved and we've attracted different clients, that needs to evolve. So what do your dental hygienists need to do? And what do your dental assistants need to do to win? And what does your front office, what does winning look like and making it so simple? So we have our top level of this is our number of accountability. This is what winning looks like. Then below that we have tasks of all the different tasks that are there. And what are the core processes? Do we have those documented and dialed in?   This is an evolution of business, but this really is like how you're able to delegate through role clarity. And like you said, Dana, there's freedom, there's alignment. Going through it, keep saying, at first I said, I feel like I'm an orange being squozed, Jason. I feel like we're trying to make oranges. And I was like, actually, I lied. feel like I'm an olive being pressed right now. We're not getting a whole squeeze out of this. It's like a drop by drop by drop. But I think if you can see the end result.   and you have a coach or a guide or someone who's been through it with you, I think it makes it so much easier. And Dana, I know you've got a client right now that you've been pushing on this. This client, I love so much. But just walk us through like a little bit of a glimpse in like, and of course, change of details so people can't figure out exactly what client it is. We'll peel back, we'll give you a couple, we'll mash them together. But like peel back how this doctor went from where they were to where they are today and what that looks like for this doctor.   The Dental A Team (21:07) Yeah, I think this is a doctor that just went through a practice transition where they took over a practice and you know, I think a lot of times when that happens, it's like you do want to be involved, you want to feel like you know every piece, you've got your hand in every piece, you're making all of the decisions. And then there comes a point in time where I usually say it's like the like six month year mark, where you realize like, crud, I can't continue to do this and not feel burnt out. So it's just been really fun to see them find the right people we   The Dental A Team (21:25) Thank you.   Yeah.   100 %   The Dental A Team (21:37) worked this entire last year on stabilizing team, finding the right people, finding good people, not rushing those decisions. And then when we realized they weren't the best people, right, making those decisions quickly too, because that can be stressful for everyone. And so it has been really fun that now that there are right people in right seats, like   being able to trust people to make decisions, being able to say, no, that's somebody like my office manager can answer that pushing team members to go to leads and something as simple as I use this as an example, they locks had to be changed at the office, right? A lock broke. And so all the locks had to be changed. And this doctor was just going through a lot personally and was out and the OM just made the decision called the locksmith, chose the locks, had them all replaced, like covered, like paid the bill all   The Dental A Team (22:12) Thank   The Dental A Team (22:26) of things. And I cannot even tell you just like how grateful how amazing it felt. ⁓ And just how it like opened the window of you know what? Yeah, when I let people make decisions when I let them do the things that I know I can trust them to do what a weight it takes off even something like that small.   The Dental A Team (22:47) That's.   The Dental A Team (22:48) And ⁓ I just remember on our call about that, it was just like a light bulb went off and it was like, the more and more I can do this, the better things are going to be. And everything worked out. Everything was fine. Was it maybe the exact lock like that he would have chosen? Maybe not. But at the end of the day, the building's secure, everything was handled and he didn't have to do it. He didn't have to come in on his day off, didn't have to do it. And it was just a really cool epiphany to see after the   last year that he's been through.   The Dental A Team (23:19) That's amazing, Dana. And I think like, as you say that it's crazy because I can coach this and then living in it. It's such a funny zone. Like I feel annoyed. Like I said before, it's like, can see that I'm throwing a temper tantrum and I don't know how to stop it, but I see it. And I think being aware of it is number one. And number two, I think it's really, ⁓ for me, at least, and again, my team listening will know I'm not perfect at this. So like, this is an evolution of Cure. And I'm not here to say like, I'm great at this today. It's an evolution. ⁓   And I think again, it's from founder, right? A founder or a new owner, like you got to do it all. You really do. And then it's like, my gosh, this got too big for me. Like I can't do it all. I'm up at two in the morning. I'm going to bed at 10 PM. Like this is not sustainable. And also for teams it's not, but I think it's this crazy piece. Like you said, what things do I really need to have an opinion on and what things can I be like, awesome, you did it. And like empower that team member and be so proud of them. And I think as we evolve, a lot of times we feel like   No, no, no, I need to be in control of everything. Like I really do. Like I need to pick the locks. Like that's out of budget versus I think if we can scale ourselves back and say like, that was actually awesome and kudos to them and train yourself to see how they did the right thing and how they did the best thing. And even if it's not your exact way, when you get a team that's running, they will actually be better than you will be on your own because you are evolving the whole, like the whole piece.   You as a leader need to set the vision. You need to say, here's where we're going. Here's the budgets, here's the parameters, and then truly trust your team. And I say that to myself, I say that to you, I say that to everybody listening, because I think it's a constant reminder until it becomes a habit and a personality. Like we're asking you to be like, okay, ⁓ I really love strawberries. And now I'm trying to get you to really love tomatoes. Like, they're both red. It's a different way of operating. It's a different method.   So we're gonna choose that. She's like, you have two wolves. You can feed the scarcity or the abundance. And which one am I feeding today? I'm gonna feed the one where I delegate, I trust, I empower. We have the pieces. But I also think Dana, like at the beginning, I do think some thought process behind like, let's get an accountability chart. Let's get job descriptions. Let's make sure everybody knows their KPI. And I think that sometimes that prep work is tricky. And then let's make sure we're really hiring the best people to do the job. Like...   I think there comes a space in business where at the beginning you hire and you gotta like grind it out. Like people don't know, we're trying to like make them into like, Hey Dana, welcome to being a consultant. Let's train it up versus like, Hey, we can hire consultants that have been consultants. Like there is an evolution. And I think at the beginning, yeah, rock on, you're going to be a lot more involved, but as you evolve, you're going to start to hire people that are just as good, if not better than you are and trust and let them run, ⁓ while still verifying and checking in.   You either choose to do that or you choose to hold and both are both are available, but it depends on what's your ultimate goal. And I think if you can focus on that, focus on the team you want and expect them to rise to that occasion. I watched it in organizations and I'm watching it in myself. Like truly it's amazing, right? People write C and clarity teams evolve and doctors feel a lot better. So any other thoughts, Dana? I know that was kind of a very fun, how you delegate, how you delegate it properly. And also like   how happy that doctor was like, shoot, I didn't even have to do that. That's incredible. What other things are they capable of as well? And kudos to that office manager for just like, I think like just taking the bull by the horns and be like, I'm going to do this and you're going to see that I'm awesome. And I'm going to win you over. think kudos to that office manager too.   The Dental A Team (26:47) Yeah, it was really fun to see.   The Dental A Team (26:49) Yeah. All right, Dana, as we wrap today, I think it's doctors teams like don't get stuck in the trap of not delegating. And just because it wasn't right before, let's look to see why wasn't it. Was it wrong person? Was it wrong path? Get your accountability charts in place. Get the map, get the rollout, get the KPIs, get the meeting cadences, like checking in with your leads every single week can really help get this cadence moving forward. You're not perfect. We're not looking for perfect, but we are looking for that evolvement. Not as much like sitting around your neck, but really empowering your team.   and rolling it out and continue to evolve that what you had before is not what you need today. And if you need a coach, mean, Dana does this, I do this, our team does this. This is what we live for is to make you and your practice like truly flourishing and thriving. So Dana, Dynamite Dana, thanks for being on the podcast today. I always appreciate it, you.   The Dental A Team (27:34) always a good time. Thanks for having me.   The Dental A Team (27:36) Of course, and for all of you listening, reach out if we can help. Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on The Dental A Team Podcast.  

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets organisational culture. In the corporate world, we are obsessed with personality. We use DISC, Myers-Briggs, and Enneagrams to "colour-code" our colleagues and predict who will be a great leader. But what if we've been looking at the wrong data? In this episode, we sit down with Juliette Alban-Metcalfe, a Chartered Occupational Psychologist and CEO of Real World Group. Juliette is at the forefront of leadership research, building on the groundbreaking work of her mother, Professor Beverly Alimo-Metcalfe. Juliette argues that personality only explains a tiny fraction of leadership success. Instead, the real "magic sauce" is behaviour—the specific, observable actions that leaders take to engage their teams and foster success. In this episode, we discuss: Personality vs. Behaviour: Why what you do matters infinitely more than who you are according to your personality test results. The "Accidental Manager" Trap: Why founders and technical experts often struggle to transition into leadership and how 360-degree feedback can bridge the gap. Predictive Validity: The science behind why leadership behaviours can predict up to 60% of a team's motivation and fulfilment. Psychological Safety: How to use assessments to build trust and development rather than fear and judgement. Actionable Advice for Leaders: Two simple things every leader can do today to immediately improve team engagement. If you've ever felt like you're "not a natural leader" or if you're an HR professional frustrated with the lack of ROI from personality workshops, this episode is a masterclass in the science of what actually works.

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This hour, we once again open our phone lines so that you can ask Laurel Slade-Waggoner any question you have on the topic of narcissism. Questions like: How are children manipulated in a marriage with a narcissist? How do you get others to understand the “closeted” personality displayed in public from the manipulator at home that causes so much damage? How does one live with a narcissist? When is enough, enough? Call in early because the lines will light up.Become a Parshall Partner: http://moodyradio.org/donateto/inthemarket/partnersSee omnystudio.com/listener for privacy information.

Sports Television Personality and Podcast Host Stephen A. Smith joins Sid to reiterate once again his seriousness regarding a run for President in 2028, before he delves into President Trump's upcoming State of the Union address, the Olympic Games in Milan, and where the New York Knicks stand in the Eastern Conference following the NBA All-Star break. Learn more about your ad choices. Visit megaphone.fm/adchoices

Have you ever heard someone whisper your name in an empty room? Or suddenly felt a sharp pain in your body that vanished as quickly as it arrived? It might not be a coincidence. It might be Spirit.In this episode, Michaela decodes the secret language of the Other Side. We often look for big, dramatic signs, but our loved ones usually communicate through subtle shifts in our senses. Michaela breaks down three specific tactics spirits use to get your attention that you have probably brushed off as "just your imagination."In This Episode:The "Misheard" Name: Why you keep hearing a familiar voice or name when no one is around (and what it means).Phantom Pains: How to tell if a sudden physical ache is actually clairsentient empathy from a crossed-over loved one.The 3 Communication Tactics: A deep dive into the most common methods Spirit uses to say "I'm still here."If you have ever questioned your sanity while navigating your spiritual awakening, this episode is the validation you've been looking for.#SpiritGuides #Mediumship #KnowYourAura #SpiritualAwakening #SignsFrom TheUniverse #Clairaudience #Clairsentience #AfterlifeWant to learn more? Enjoy one of our new interactive Aura quizzes: https://knowyouraura.com/aura-quizzes/Listen to this introductory episode to find your Aura color: https://podcasts.apple.com/us/podcast/bonus-every-aura-color-explained/id1477126939?i=1000479357880Send Mystic Michaela some positive energy on Instagram: https://www.instagram.com/mysticmichaela/Explore the Know Your Aura Website: https://knowyouraura.com/Visit Mystic Michaela's Website: https://www.mysticmichaela.com/Join Mystic Michaela's Facebook Group: https://www.facebook.com/groups/2093029197406168/Our Episode Partners: Head to https://www.brodo.com/kya for 20% off your first subscription order and use code KYA for an additional $10 off.For a limited time, get 60% off your first order, plus free shipping, when you head to https://www.smalls.com/kyaSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.