Podcasts about PTO

In his first year as CEO of Hospitality America, Ben Campbell set a bold tone by putting people and culture at the heart of the company's strategy—well ahead of the industry curve. From earning back-to-back “Best Places to Work” awards to launching flexible PTO programs and strategic mentorship initiatives, Ben's leadership has sparked a cultural and operational transformation. This episode dives into how his People First approach, new leadership roles, and investment in soft-branded hotel growth have positioned HA for long-term success.  Tune in to hear how bold vision, data-driven decisions, and a passion for people are reshaping the hospitality landscape. Thanks to Actabl for sponsoring this video. Actabl gives you the power to profit.

In his first year as CEO of Hospitality America, Ben Campbell set a bold tone by putting people and culture at the heart of the company's strategy—well ahead of the industry curve. From earning back-to-back “Best Places to Work” awards to launching flexible PTO programs and strategic mentorship initiatives, Ben's leadership has sparked a cultural and operational transformation. This episode dives into how his People First approach, new leadership roles, and investment in soft-branded hotel growth have positioned HA for long-term success.  Tune in to hear how bold vision, data-driven decisions, and a passion for people are reshaping the hospitality landscape. Thanks to Actabl for sponsoring this video. Actabl gives you the power to profit.

Richard Seymour discusses the abrupt increase in Western criticism of Israel's actions in Gaza, China's energy transition, and how to understand the Trump administration. If you'd like to hear this episode in full please consider becoming a £5/pm PTO supporter on patreon: https://www.patreon.com/c/poltheoryother

Radhika Desai returns to PTO to talk about the latest round of violence between India and Pakistan, following the terrorist attack that killed 26 tourists in Indian administered Kashmir on April 22nd. We discussed the situation in Jammu and Kashmir since 2019, when the Hindu nationalist government of Narendra Modi revoked the territory's special status under the Indian constitution and brought it under direct rule amid a wave of violent repression. We also talked about fears in Kashmir about the Indian government seeking to change the demographic balance in the territory, and about the scale of the fighting Pakistan and India - which far exceeded the previous round of the conflict in 2019. Show notes: Our previous conversation can be listened to here: https://soundcloud.com/poltheoryother/peak-hindutva-w-radhika-desai Read more about Radhika's work here: https://radhikadesai.com/ And Radhika's 2002 paper on India, Pakistan and the war on terror can be read here: https://www.academia.edu/281710/Tryst_with_Fate_India_and_Pakistan_in_the_War_on_Terrorism_2002_

It is another cousin episode, and there is lots to talk about after Jarrid's wedding extravaganza in Vegas. We grabbed a four pack from the home team at Brew Works in an attempt to cover the NBA playoffs, but we may run out. Corporate cubicles are closing in as the greens are getting sun, it is time to use your stacked up PTO 

Ogletree Deakins' new podcast series, Payroll Brass Tax, offers insights into frequently asked questions about employment and payroll tax. In the inaugural episode, Mike Mahoney (shareholder, Morristown/New York) and Stephen Kenney (associate, Dallas) discuss paid time off (PTO) donation programs, which allow employees to support each other during challenging times, such as natural disasters or prolonged illnesses. Stephen and Mike explain the three types of PTO donation programs—general, medical emergency, and natural disaster—and highlight the tax implications and administrative considerations associated with each type. The speakers emphasize the importance of carefully structuring PTO donation programs to avoid potential tax issues, particularly those related to the assignment of income doctrine, which provides that income is taxed to the individual who earns it, even if the right to that income is transferred to someone else.

Happy Wednesday! Little by little, the NFL schedule is leaking out before we get every last drop of it tonight. The 2024-25 Cavaliers are no longer, and Donovan Mitchell doesn't know how to react. Adam Schefter joins the show. The guys want to abandon an NFL tradition. Dan Orlovsky wants the Browns to play the rookie QBs a lot this season. Bobby Carpenter joins the show. Urban Meyer had some interesting thoughts on the Michigan sign stealing scandal. Rob Manfred took quite the stance on the Pete Rose reinstatement. One of college football's biggest national talkers is pretty low on the Buckeyes entering this upcoming season. And we shut things down by Telling the Truth about PTO.

You've likely heard of PTO systems for hydraulic power, but have you considered what a game-changer a clutch pump could be for your operations? In this eye-opening conversation with the design team behind CW Mill Equipment Company, we uncover the surprising advantages of under-hood hydraulic systems that work whenever your engine is running.Jason, John, and Darren Wenger bring decades of combined experience in hydraulic solutions to the table. As a third-generation family business, CW Mill has perfected the art of creating hydraulic power systems that look like they "grew there" on the engine block. Their clutch pump technology eliminates the high-RPM requirements of traditional PTOs, allowing silent operation that's particularly valuable when stealth matters – like when approaching a repo job where announcing your arrival with a revving diesel would spoil the mission.The applications extend far beyond towing vehicles. From snow plows to salt spreaders, ambulance power systems to refrigerated delivery trucks, CW Mill's hydraulic solutions are powering critical operations across industries. Their latest designs accommodate everything from Ford F-250s through F-750s, the newest Kenworth and Peterbilt models, and specialized setups for Cummins engines. What separates their approach is the perfect balance of cutting-edge CAD design with old-school, hands-on development – often getting vehicles from manufacturers before they hit the market to ensure perfect integration.Ready to explore how hydraulic power could transform your fleet's capabilities? Visit cwkits.com to browse their extensive catalog of mounting kits, find a distributor near you, or connect directly with their knowledgeable team at 800-743-3491. After 39 years in business, they've seen it all and can help solve your most challenging hydraulic power needs with solutions engineered for reliability and seamless integration.

In this interview Ana Ljubojević and Nikolina Kovačević tell us how they grew Mali Plac, an innovative food hub in Slovenia that connects farmers directly with consumers. They discuss the mission of Mali Plac, how it helps people “find their tribe,” their customer demographics, the logistics of operations, and the pickup model that allows farmers to interact directly with customers. The conversation highlights the importance of building relationships and respect within the community, showcasing how Mali Plac has evolved over the years to become a vital part of the local food system.They discuss the evolution of their order management system from spreadsheets to implementing the Local Line platform, and how it accommodates the evolving needs of farmers and customers as their food hub grows. The discussion also covers the agricultural landscape in Slovenia, highlighting seasonal variations, types of crops grown, and the innovative solutions they employ to minimize food waste and enhance communication with their community. Ana and Nikolina discuss the importance of cash payments in local markets, the unique payment systems and taxation in Slovenia, and how these factors contribute to community building. They also discuss the cultural aspects of food consumption, advice for starting a food hub and the challenges and opportunities of expanding into new markets. Connect With Guest:Instagram: @maliplaczaprihodnostWebsite: www.maliplac.si Podcast Sponsors: Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support:Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.com Farmhand is the all-in-one virtual assistant created for CSA farmers. With five-star member support, custom websites, shop management, and seamless billing, Farmhand makes it effortless to market, manage, and grow a thriving CSA. Learn more and set up a demo with the founder at farmhand.partners/gfm. BCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Local Line is the all-in-one sales platform for direct-market farms and food hubs of all sizes. Increase your sales and streamline your processes with features including e-commerce, inventory management, subscriptions, online payments, and box builder. As a GFM podcast listener, Local Line is offering a free premium feature for one year with your subscription using the coupon code GFM2025 at localline.co. Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial

Geoff Nau, Senior Manager of Product Management for Paragon at Altera Digital Health, highlights how digital health solutions can address the challenges of nurse burnout and retention. AI and machine learning can help automate documentation tasks and streamline workflows to allow nurses better access to patient information. Improving nurse retention requires attention to factors like time-off policies and leveraging technology to give nurses more time to focus on patient care. Geoff elaborates, "I have been a nurse since 2004. I practiced at the bedside for approximately 15 years. I did pediatric and adult ER as well as NICU. So I started my nursing career on paper and transitioned to electronic. And so in that time, a couple of factors, in the beginning, there was not enough information, and click-intensive. And looking at my travels and going to hospitals and sites today, that challenge is still there as far as access to data relevant to that patient visit, whether it's trending labs, care plans, etc. My experience with most EHRs out there, most of all, is that it's just click-intensive. A one-size-fits-all is tough to do nowadays." "There is still a considerable amount of paper out there. When you start getting into these specialized areas like behavioral health, IOP or intensive outpatient, a lot of that, especially if there's anything like a treatment plan, things that may have multiple people needing to touch it, I still see a lot of that on paper. My goal from a solutions perspective is to get as much of that electronic as possible, especially given where we're at with challenges with nursing and staffing. Today, your patient loads go from four to five to one nurse." "I'm a nurse. I also have a doctorate in organizational psychology. And this was a big study of my focus during my dissertation, where I looked at why people stay on the job as opposed to why they leave. When I first got into nursing, nurses would leave for a dollar. They would go up the street to another facility. But now, having support systems in place allows nurses to take time off, as you said. I know that here, where I live in North Carolina, a couple of institutions are taking a look at their PTO policies. They're looking at their holiday policies and trying to be more flexible. They're working with PRN staffing. In my research, I also found a community component to job embeddedness, if you will, in nursing." #AlteraDigitalHealth #DigitalHealth #Nurses #Nursing #NurseBurnout #NurseRetention #MedAI alterahealth.com Listen to the podcast here

Geoff Nau, Senior Manager of Product Management for Paragon at Altera Digital Health, highlights how digital health solutions can address the challenges of nurse burnout and retention. AI and machine learning can help automate documentation tasks and streamline workflows to allow nurses better access to patient information. Improving nurse retention requires attention to factors like time-off policies and leveraging technology to give nurses more time to focus on patient care. Geoff elaborates, "I have been a nurse since 2004. I practiced at the bedside for approximately 15 years. I did pediatric and adult ER as well as NICU. So I started my nursing career on paper and transitioned to electronic. And so in that time, a couple of factors, in the beginning, there was not enough information, and click-intensive. And looking at my travels and going to hospitals and sites today, that challenge is still there as far as access to data relevant to that patient visit, whether it's trending labs, care plans, etc. My experience with most EHRs out there, most of all, is that it's just click-intensive. A one-size-fits-all is tough to do nowadays." "There is still a considerable amount of paper out there. When you start getting into these specialized areas like behavioral health, IOP or intensive outpatient, a lot of that, especially if there's anything like a treatment plan, things that may have multiple people needing to touch it, I still see a lot of that on paper. My goal from a solutions perspective is to get as much of that electronic as possible, especially given where we're at with challenges with nursing and staffing. Today, your patient loads go from four to five to one nurse." "I'm a nurse. I also have a doctorate in organizational psychology. And this was a big study of my focus during my dissertation, where I looked at why people stay on the job as opposed to why they leave. When I first got into nursing, nurses would leave for a dollar. They would go up the street to another facility. But now, having support systems in place allows nurses to take time off, as you said. I know that here, where I live in North Carolina, a couple of institutions are taking a look at their PTO policies. They're looking at their holiday policies and trying to be more flexible. They're working with PRN staffing. In my research, I also found a community component to job embeddedness, if you will, in nursing." #AlteraDigitalHealth #DigitalHealth #Nurses #Nursing #NurseBurnout #NurseRetention #MedAI alterahealth.com Download the transcript here

Olá, seja muito bem-vindo ao StandardsCast EP #323 A330. Neste episódio conversamos com Fabricio Dexheimer (Gerente de Operações de Frotas A330), Goar Neto, Tiago Vieira (Coordenador e Assistente de Treinamento A330, respectivamente) e Rafael Olmedo (Coordenador de Flight Standards A330) sobre o ciclo de sessões de simulador que encontraremos no próximo semestre de 2025: a RST-A. Com foco na execução de cada manobra prevista em nosso PTO, abordamos as novidades, os principais pontos de atenção, erros comuns e os procedimentos que serão revisados durante o treinamento desta ata. Forms: https://forms.office.com/r/A23tSQXHuH Em caso de dúvidas, críticas ou sugestões, envie um e-mail para standardscast@voeazul.com.br. Este Podcast foi produzido pela Diretoria de Operações da Azul Linhas Aéreas. Em caso de divergência entre qualquer assunto técnico abordado e os documentos oficiais, os documentos prevalecerão. Todos os direitos reservados.

Natasha Lennard returns to answer listener questions on the escalation of the Gaza genocide, the prospects for a federal ban on abortion in the United States, and whether we are seeing the emergence of a distinctly liberal brand of transphobia in the US. If you'd like to hear this episode in full please consider becoming a £5/pm PTO supporter on patreon: https://www.patreon.com/poltheoryother

Comedian Tim Limbrick came over and we talked about his father's life as a preacher, his sudden death in Liberia, the difficulties in bringing a loved one's remains back to America from a different continent, the finite amount of PTO that we all have, and Baggage, the one man show he wrote to unpack all of this.FOLLOW TIM LIMBRICK:instagram.com/limtimbrickFOLLOW THE PODCASTinstagram.com/illgrieveyouwiththispodcastFOLLOW MICAH WALSHinstagram.com/micah_walshPLEASE RATE, REVIEW, SUBSCRIBE.THANKS FOR LISTENING!

Today I sit down with Ashley Gravois.Ashley Gravois currently serves as the Assistant Director of Arts Outreach for The Cynthia Woods Mitchell Pavilion, a globally recognized outdoor amphitheater and 501(c)(3) nonprofit organization. In her role, Ashley oversees all educational programs for The Pavilion, as well as the missional outreach initiatives to make the arts accessible to all in our community.Ashley joined The Pavilion staff in May 2017 as the Public Relations and Educational Outreach Manager where she was responsible for overseeing public relations and education efforts on behalf of The Pavilion as well as graphic design needs to help brand awareness and drive community engagement. Prior to that, she served as the Social Media Specialist for The Woodlands Township.Ashley received her Bachelor's Degree in Marketing from Louisiana State University and holds a Master of Business Administration degree, with a specialized concentration in Hospitality and Tourism Management from the University of New Orleans.Ashley has a passion for giving back to her community and has served as the Vice President of Communications for her son's school PTO for the past two years. She is also a proud member of Leadership Montgomery County's current Class of 2025.

Have you ever thought of a project that would be perfect for your farm, except that it's not profitable? It might be possible with a for-profit/nonprofit partnership! In this episode we explore these partnerships with Amber Lambke, cofounder and CEO of Maine Grains. We'll hear how such a partnership helped her start a gristmill in a repurposed Victorian-era jailhouse, which has spurred the revival of grain production in Maine.Amber shares insights on the challenges of building a business in a rural area, the complexities of funding agricultural projects, the role of nonprofits in supporting local economies, and the implications of tax laws on grant funding. We explore innovative funding models to enhance agricultural sustainability and food security, the intricacies of forming and operating a nonprofit organization, the importance of having a clear mission, understanding the legal requirements for nonprofit status, and the challenges of securing funding through grants. As an example, interviewer and GFM editor Andrew Mefferd describes a greenhouse project for his farm to see if Amber thinks it might be a good candidate for such a partnership.Connect With Guest:Instagram: @mainegrainsWebsite: mainegrains.comPodcast Sponsors:Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support: BCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Local Line is the all-in-one sales platform for direct-market farms and food hubs of all sizes. Increase your sales and streamline your processes with features including e-commerce, inventory management, subscriptions, online payments, and box builder. As a GFM podcast listener, Local Line is offering a free premium feature for one year with your subscription using the coupon code GFM2025 at localline.co. Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.com Farmhand is the all-in-one virtual assistant created for CSA farmers. With five-star member support, custom websites, shop management, and seamless billing, Farmhand makes it effortless to market, manage, and grow a thriving CSA. Learn more and set up a demo with the founder at farmhand.partners/gfm. Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial

The sponsor today is BetterHelp. Betterhelp.com/Aitapod for 10% offHappy mon mon hon hons. It's another banger with Karla and Radu. We love to see it. Follow them folks!! Thanks for listening!!!Karla - https://www.instagram.com/fun_kee/Radu - https://www.instagram.com/radubondar/(0:00) - Banter and beating allegations of "comedy town."(11:16) - AITA for asking a kid in a record store to put it back bc he's reselling?(26:17) - AITA if I refuse to donate PTO to a dying co-worker?(35:46) - AITA for telling my GF her home decor is why I won't host a gathering at her place?BEST way to Submit a sitch or comment: https://www.reddit.com/r/AITApod/Email - amitheahole@gmail.com Join Patreon! https://patreon.com/aitapodWhat's on Patreon?- 200+ Bonus eps- NO ADS and accurate timestamps- Discord with awesome communityTikTok - https://www.tiktok.com/@aitapodInstagram - https://www.instagram.com/aita_pod/

Thinking about retiring or leaving your job? Before you take that leap, there are a few important things to understand. In this episode of Protect Your Assets, David Hollander—also known as The Sandman—walks through what to do before you retire from your job, including how to handle 401(k) vesting, unused PTO, HSAs, FSAs, and healthcare options. If you’ve been wondering how to transition out of your job without leaving money behind, this episode offers helpful insight and questions to consider. You can send your questions to questions@pyaradio.com for a chance to be answered on air. Catch up on past episodes: http://pyaradio.com Liberty Group website: https://libertygroupllc.com/ Attend an event: www.pyaevents.com Schedule a complimentary 15-minute consultation: https://calendly.com/libertygroupllc/scheduleacall/ See omnystudio.com/listener for privacy information.

In this episode of the HVAC Uncensored Podcast, Gil goes solo. The topic for the show is bringing up and discussing issues or topics that Techs in the field are dealing with. What is it that techs are looking for in a company? Is it just money, PTO, Culture, Nice Vans, etc? Let's have these discussions so we can help move the ball forward. As someone who runs a service business, I am curious about people's answers. Since I came into the trade 25 years ago, and so have the techs. Come hang out and give your feedback in the live chat. Mixed in is some Q&A from the live chat and talking about random topics. Also, could you talk about the newly unveiled UNCENSORED Neglected Text Line? Details will be given on the show.     =====Don't Forget To Follow The Podcast On Social Media To Stay Up To Date=======       The easiest way to find all links go to https://www.hvacuncensored.com or https://www.poplme.co/hvacuncensored     *****Please Show Some Love To The Amazing Show Sponsors/Partners*******       YELLOW JACKET    https://www.yellowjacket.com    COMPANYCAM   https://www.companycam.com/hvacuncensored   GET A FREE 14-DAY TRIAL, THEN 50% OFF YOUR FIRST 2 MONTHS    HVAC TACTICAL    https://www.hvactactical.com   USE DISCOUNT CODE (HVACUNCENSORED) & SAVE 20% ON YOUR ORDER   HOUSECALL PRO   https://www.housecallpro.com/hvac-uncensored/   VETO PRO PAC   https://www.vetopropac.com/    HOMEPROS   https://www.readhomepros.com   CAMEL CITY MILL    https://www.camelcitymill.com/UNCENSORED10   USE DISCOUNT CODE (UNCENSORED10) & SAVE 10% ON YOUR ORDER   LOKAL   https://www.lokalhq.com                               FIND ALL HVAC UNCENSORED MERCH AT https://www.hvacuncensored.com/

Thinking about retiring or leaving your job? Before you take that leap, there are a few important things to understand. In this episode of Protect Your Assets, David Hollander—also known as The Sandman—walks through what to do before you retire from your job, including how to handle 401(k) vesting, unused PTO, HSAs, FSAs, and healthcare options. If you’ve been wondering how to transition out of your job without leaving money behind, this episode offers helpful insight and questions to consider. You can send your questions to questions@pyaradio.com for a chance to be answered on air. Catch up on past episodes: http://pyaradio.com Liberty Group website: https://libertygroupllc.com/ Attend an event: www.pyaevents.com Schedule a complimentary 15-minute consultation: https://calendly.com/libertygroupllc/scheduleacall/ See omnystudio.com/listener for privacy information.

Episode #119 is up!  Check it out!!!Special Guest Christina Hidek joins Dr. Woods to share how school administration and PTO partnerships are key for healthy school communities. Additionally, Christina shares strategies to boost family and community engagement. Visit her website at https://ptoanswers.com/ to learn more about her work.

This week, we're airing our grievances — starting with dry weddings (seriously, why would you do that to us?) and diving into all the other wedding mistakes we're still gossiping about years later. We're talking no plus-ones, bad buffet food, weekday ceremonies that ruin everyone's PTO, outrageous gift demands, and more. Whether you're planning a wedding, attending one, or just love a little chaotic storytime, we're breaking down exactly how not to throw the worst party of your life. Cheers — hopefully with an actual drink in hand! Plus — We're starting off with Emily's newest hated trend, Lorna Murray hats, and Hannah gets into the nitty gritty of her zombie apocalypse survival plan. ---Stream Hannah's album, PHASES!Watch Emily's Short Film, All We Were!Emily's TikTok Shop---Emily's Captivation: The Last of UsHannah's Captivation: UNICO 20°87° Hotel Riviera MayaShop CLEARSTEM and 15% off with the code GALSGUIDE at checkout---Welcome to The Gal's Guide — a weekly dating and lifestyle podcast created to empower radical self-love and bold relationships. Join us, long-distance best friends Hannah Adams and Emily Aleece Burton, for amusing and vulnerable conversations with insightful guests as we cover topics like love and dating to your own self-love, healing, spirituality, and always remembering the importance of gal pals. Want to request a topic or work with us? Send us an email at hello@thegalsguidepod.com or visit us on our website at thegalsguidepod.com---FOLLOW US!Instagram: @thegalsguidepodSecret Facebook Group: The Gal ScoutsEmily: @emilyaleeceHannah: @hannahadamsmillerAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

A great manager can make a person feel more satisfied and included at work. But a bad manager can cost a company lots of time and resources — even driving away valuable talent. Katherine von Jan is building a better manager, powered by AI. As CEO and co-founder of Tough Day, von Jan is building AI management tools tailored for the future of work. Tough Day might handle basic questions about PTO, but also step-in around sensitive issues like workplace conflict. In this episode of Pioneers of AI with host Dr. Rana el Kaliouby, hear why AI is poised to redefine middle management, ushering in an era of “un-bossing”.Learn more about Pioneers of AI: http://pioneersof.ai/Follow Pioneers of AI on all channels: https://linktr.ee/pioneersofai At the center of AI is people, so we want to hear from you! Share your experiences with AI — or ask us a burning question — by leaving a voicemail at 601-633-2424. Your voice could be featured in a future episode!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In the latest episode of the Building Better Developers podcast, Rob Broadhead and Michael Meloche explore the real impact of not taking time off. Titled “PTO: Taking Breaks,” the episode is a candid, at times humorous, look at why stepping away from work is crucial, not just for employees, but for entrepreneurs, managers, and developers alike.

Send us a textThis week, we're diving headfirst into the emotional rollercoaster that is being a girl—and spoiler alert: it's a full-time job with zero PTO, hormonal chaos, and overpriced skincare. We're talking spray tans as therapy, backseat babysitting, outfit meltdowns, mascara-induced rage, and why a $7 deodorant should be considered a luxury item.BUT we're also shouting out the best parts—like glam nights, bikini boxes (yes, really), the magic of girlhood, and how we can go from Adam Sandler to smokeshow in 10 minutes flat. We also debate the ultimate question: is there a single show everyone agrees on? (It's not The White Lotus, apparently.)Basically, it's all things estrogen-fueled, deeply relatable, and aggressively girly—in the best way.Grab your Diet Coke and your lash curler, we're getting into it.Hug Your People, and Then Hug Them Again Find us here: Instagram Website Tiktok Our latest merchandise DROP

D&P Highlight: Travel is down this year...do you feel guilty using PTO? full 476 Tue, 22 Apr 2025 18:56:00 +0000 SW1y22u2sHO9ukkE09ILghrJude7XV4j news The Dana & Parks Podcast news D&P Highlight: Travel is down this year...do you feel guilty using PTO? You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! 2024 © 2021 Audacy, Inc. News False https://player.amperw

Amjad Iraqi returns to PTO to discuss the Israeli offensive in Gaza - following on from Israel's violation of the ceasefire in late March. We spoke about why the ceasefire was always likely to be violated, the eroding support for continuation of the war within Israel (as the war increasingly comes to be seen as a way of shielding Benjamin Netanyahu from corruption charges) and about the increasing number of Israeli reservists not reporting for duty. We also talked about the deteriorating situation in the West Bank and whether - at this seemingly darkest moment for Palestinian resistance - there are still grounds for hope.

Michael and Natty brave the depths of Reddit's r/linkedinlunatics to see if there is any real career advice to be mined from it. From weaponizing unlimited PTO to understanding when it's appropriate to be early for an interview, some truly bizarre hot takes from LinkedIN users actually spark some great discussion that can be useful when evaluating your own job search!Note that Reddit's comment sections can be wild places, so visit at your own discretion. Mentioned in this episode:Post OnePost TwoPost ThreePost FourPost Five Our theme music is “The Strip” by Mala, used under a Creative Commons Attribution license. CS Radio is also available as a video podcast! Visit our YouTube channel to watch!

In this episode of the Real Triathlon Podcast, hosts Lisa Becharas, Jackson Laundrie, Garrick Loewen, and Nicholas Chase discuss various topics including the dynamics of their team, the current political climate in Canada, the upcoming St. Anthony's race, and the potential for betting to elevate the sport of triathlon. The conversation flows from light-hearted banter to serious discussions about competition and the future of the sport. In this segment, the conversation revolves around the dynamics of upcoming triathlons, particularly focusing on the changes in race formats, the competitive landscape, and personal expectations for Ironman Texas. The participants share insights on their training, the challenges they anticipate, and humorous anecdotes about making everyday tasks competitive. The discussion highlights the camaraderie and competitive spirit among triathletes as they prepare for their respective races. In this conversation, the participants explore various themes ranging from frugal living and resourcefulness to the nostalgia of smoking sections in restaurants. They discuss the perceptions of time, particularly in relation to airports, and delve into the controversial nature of sponsorships in sports, particularly regarding nicotine products. The conversation also touches on upcoming triathlon races and the evolving structures and rankings within the sport, highlighting the complexities and changes that athletes face. In this conversation, the participants discuss the complexities of athlete contracts within the triathlon community, particularly focusing on the PTO series and the Contender Series. They explore the implications of contract acceptance and the associated penalties for athletes, as well as the payout structures and rankings that influence their decisions. The discussion also touches on rumors circulating within the community, the locations of upcoming 70.3 World Championships, and the challenges posed by course elevations. The episode concludes with reflections on the future of triathlon races and the importance of community engagement.

This week, we’re sitting down with Raye Shurice, an amazing member of the Mandi Moneymakers community, who went from juggling two jobs to landing a major salary bump and leveling up her entire career. She’s breaking down her journey, from tough interviews to tough decisions, and how community, clarity, and confidence helped her boss up and get what she deserved. We’re also digging into one of the trickiest parts of the professional world: salary negotiation especially when you're trying to level up within the same company. Sound familiar? We got you. From figuring out your market value to knowing how to leverage that next offer (yes, even in nonprofits!), we’re talking strategy, self-worth, and how to have the conversation without losing your cool. Plus: We’re sharing real-world scripts, role-play tips, and ways to make sure your PTO, bonuses, and benefits get the same love as your paycheck. If you’ve ever second-guessed your ask, struggled to advocate for your worth, or just needed that push to go after more—this episode is your reminder: You can do this, and you deserve every bit of it. Links + Resources:

I sit down with Peter Mortimer, the champion of the inaugural Arizona Monster 300-miler. Just hours after finishing, Pete was back at work—because ultrarunning is expensive and PTO is a myth. We talk about his strategy for managing sleep, how he trains for 200+ mile races, and what it's like to hallucinate a jaguar that turns out to be an actual cow.Follow Pete Mortimer on Instagram: https://www.instagram.com/pjmortimer/We also dive into Pete's “finish it once” race mentality, his plans to take on the Triple Crown of 200s, and his alter ego as a culinary legend known as Pete's Meats, feeding hallucinating runners brisket on mountain summits. Plus, the ridiculous story of how we first met—at the Barkley Marathons, where Pete forgot his bib number and everything went sideways from there.Support us by supporting our sponsors: Janji: Janji.comGarage Grown Gear: GarageGrownGear.comCS Coffee: Csinstant.coffeeIf you like stories of long-distance suffering, sleep deprivation, racing horses at Man Against Horse, and the sheer absurdity of ultra culture, this episode is for you.Chapters00:00 Introduction to the Arizona Monster03:06 Experiencing the Arizona Trail06:01 Race Strategy and Pacing08:51 Training for the 300-Mile Challenge12:03 Mental Challenges During the Race15:02 Post-Race Reflections and Future Plans24:41 The Barkley Marathons Experience29:04 Cocadona Training and Connections31:30 Pete's Meats and Community Engagement36:11 Philosophy of Racing and Travel38:57 Unique Racing Experiences: Man Against Horse42:54 Eight More Miles Coaching PhilosophyKeywordsArizona Monster, ultra running, endurance races, race strategy, training, mental challenges, Peter Mortimer, Jeff Garmire, 300-mile race, pacing, Barkley Marathons, Cocadona, ultra running, Pete's Meats, community, racing philosophy, Man Against Horse, coaching, endurance sports, running experiences

On this episode, we were joined by Todd Klindt, former PTO president and engaged parent in our school district. We had an amazing conversation about being a parent volunteer, the role PTO organizations play in our schools, and how parent involvement can positively impact a child's experience at school.

Kiera is a guest on the Dentalligenstia Podcast, hosted by Nick Zagar and Remy Isdaner. She talks about the connection between success and knowing your practice's numbers for the following: Production Overhead Collection New patients Case acceptance Kiera also gives tips on streamlining workflow, working through scratch starts, startup versus seasoned practice needs, and more. Episode resources: Sign up for Dental A-Team's Virtual Summit 2025! Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00.16) Hello Dental A Team listeners, this is Kiera and today I am so excited. I did an incredible podcast and I just thought it'd be fun for you guys to hear it, to listen to it. And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast. Welcome to the Dentalligentsia podcast. I'm Nick Zager and we have Remy Isdaner, my partner, and we are Mirlo Real Estate Partners. Today we have a special guest, Kiera Dent from the Dental A Team. Welcome Kiera. Thanks guys. I'm super excited to be here.   I love what you guys are doing. I'm just jazz. And I'm glad that I didn't have to say the name of your podcast because I would have totally botched that. So thank you for taking that on for me. I love what you guys are doing. And I'm just super, super excited to be here. I love geeking about dentistry and business and all things. So thank you guys. I'm really honored to be here. We appreciate that. you know, our favorite clients are typically early to mid-career dentists. And we love what you do to support.   our mutual clients and really want to know a little bit more about you and why you do what you do. How did you get into this? Yeah, for sure. Well, luckily for both of us, we love the same type of clients. So it's really fun. I actually started my career in dentistry in high school. I was offered an opportunity to either go into nursing or dentistry. And I thought, hmm, I want to wear scrubs. Like that was my end goal. And I thought, learn the whole body or learn the mouth. I'm surely going dental route. So that was honest to goodness. The reason why I got into dentistry.   I was a dental assistant for years and then became office manager, treatment coordinator, scheduler, biller, you name it. I have not been a hygienist and I'm not a dentist, but my husband, he went to pharmacy school at Midwestern Arizona. And during that time, I'm a little hustler. I found out if I could work at the college, I'd get a discount on his tuition. And so I knew there was a dental college and so I found out, got a job at the dental college.   And I was super blessed, super fortunate. And I worked there for three years with dental students. And one of the students asked me while we were in school, she said, hey, Kiera, do you want to come help me open my practice in Colorado? And I was like, heck yeah. Dental assistant to practice owner. Like, this is a great plan. I never knew how I'd be able to do this. I'm not a dentist. And I'm like, I see what you guys do in dental school. Yes, I want to say yes to this. So I went and helped her open the practice in Colorado. And we took our office from 500,000 to 2.4 million.   The Dental A Team (02:25.773) in nine months and opened our second location. And what I found from that was I learned a lot. We built a pretty big group of practices and I learned so much from that of what not to do. My marriage was about in shambles. Her marriage was about in shambles. My health was deteriorating. I was working from 2 a.m. till 10 p.m. trying to make these practices grow and I thought, well, shoot, one, if I could help her grow a practice, I wonder all my other students that I love.   Could I help them grow their practices and give them the confidence as well? And two, there's got to be a better way to do this than what I've been doing and what she's been doing. Like, yes, we have success on paper, but behind the scenes, we're deteriorating as human beings. And so that's really what spurred my passion. I never worked with a consulting company. Everything that Dental A Team's consulting is are things that I wish I would have had when I was a practice owner, things that I wish I would have known.   things to help all of my dental students. It's fun because it's becoming full circle. A lot of those students are now buying practices and coming and working with me, which is super fun. But really the passion comes from how can I help these dentists live their best lives, get the profitability they want, but also get their team bought in because most consulting companies work with just the dentist or just the team. And I thought, but if I can get the team on board, these dentists lives become a lot easier. And so it's really fun to talk about both sides of the coin.   And shoot my last name is Dent. So I think I was destined for this career path. It's not a stage name It's just the third fiance finally like I didn't get married I just took three fiancees to get a better last name So that's kind of my story and how I got into it and truly just love love this industry and love helping dentists Flourish and succeed and help more people But nursing never had a chance Yeah, I mean the scrubs if it would if they would have cuter scrubs than maybe but   The fact that I had the short path didn't just the mouth, but it's funny. I don't even get to wear scrubs anymore. like, man, that was a short lived moment. yeah, nursing. don't think I could do rectal trumpets. That's just like, I mean, I'll take the mouth all day long versus that. I don't think I could. I have such a gag reflex. I don't think I could honestly do it. Well, talk to us about some of your favorite client stories. gosh.   The Dental A Team (04:39.725) So knowing that like the startup to the mid range are kind of the ideal clients, I was thinking of a couple and one comes to mind. He attended one of our summits. We have one in April every year for doctors and teams. And so he attended it. And I remember he had like a really funny name on his screen because I see all the participants. I really try to make our summits really engaging and active. And I remember it was iPhone. And so I just kept calling this person out. was like, hey, iPhone, how you doing over there?   just kept kind of like razz and I had no clue there's no camera on it just says iPhone and lo and behold iPhone decides to sign up with us and he had just bought his practice and paid in full for consulting which I was always like man that's a pretty like gutsy move you just bought a practice but I also like people that are gutsy and this committed to it and what was interesting is we'll call him iPhone if you listen to this you'll know exactly who I'm talking about but over the course it's been about two years now iPhone has gone from   Being a practice owner who literally knew nothing about ownership had a pretty seasoned team when they bought their practice And went through all these hard transitions like I'm telling you this was a labor of love on both sides the consulting side and his side from needing to transition out his office manager who was really really causing a lot of like Shakes within the practice and and driving the team in a direction. He didn't want to go   So learning how to hire, learning how to lead, learning how to present treatment plans, learning how to put KPIs into the practice. Like you want to talk about a jumpstart to business ownership. And I remember he's like, Kiera, I'm not even taking home a paycheck. And those moments always rock me because this is real life for a lot of dentists. And my goal is to help them get to taking home their paychecks quickly. And so about six months, he was taking a little bit, but we started like at six months, he was able to take his full paycheck and then fast forward to   I just saw him actually last weekend and he was sharing that now he's producing over 250,000 a month in his practice, collecting home a paycheck, has a new office manager that was sitting next to him. They've shifted the culture. This office manager said that this doctor like makes for Phil Seen, Heard and appreciated. He understands his KPIs. He's got a profitability margin of 60%, which makes me so proud.   The Dental A Team (06:59.629) excuse me, his overhead 60 % profit margin of 40%. He knows his numbers. He knows how to look at it, getting ready to possibly expand his practice. But he said, we were just meeting last week and he said, Kiera, I want to give back because Dental A Team's given me so much. so having him help coach other practices now of things that he's learned really just inspires me. But I think about this man of...   like the rocky road he went on to get there. And I think that his journey is not unique. I think this is so common for so many owners who buy practices two, three, four years in, but to be able to have him be an example of what can happen and for him to be going from about 150,000 when he first bought the practice to now doing 250,000 a month, just to give him the confidence, I think as a leader, as a dentist, to get a team bought in and on board.   the fact that he knew his numbers and it's been, it'll be two years in April since he bought his practice and joined. And I think that is one of my most favorite stories because to see him excited about life, to see him excited about his practice when there were some dark days, I remember like his name, we'll just say iPhone was on our schedule a lot of times to give more support and to review resumes and to teach him how to hire for culture and to build a culture.   That is a magical experience. And there's, like I said, so many things from KPIs to numbers to culture to hiring to diagnosing and getting patients to accept you when the other dentist was still a part of the practice and moving on. He's honestly one of my favorite clients because I think his story is so relatable to how so many other people feel. And to see him now on the other side of it, truly beaming, I think is honestly one of my favorite stories. I have so many favorite stories.   But I think he's a really recent telling one that is just a fun success story to share with people. That's super cool. And he's got a great name. I know, right? iPhone. I'm like, it's easy because I was like, who is this? Who shows up? Like, I hate it on meetings. Like, get your name of who you really are because I want to call you. There's another, she's now a client. And I was speaking in person and, you know, front row, was like, hey, what's your name? And she's like, I'm going to be anonymous.   The Dental A Team (09:13.803) So we have a running joke now that she's just anonymous, even though she's a client now. And she's like, I'm so glad. But now she's like, secretly optimistic anonymous. So, you know, we've kind of changed that around, but yeah, it's fun to have clients show their personalities. But yeah, if you're on an event, put your dang name on there. Otherwise, maybe you'll be iPhone forever. Fair enough. I'd rather be iPhone than anonymous, but point taken. I've got a serious question.   for you based on that great story, but first I'm gonna joke. So it's on record in our company, there's a iPhone, Samsung battle and I'm on the iPhone side and Nick's on the other side. And we have it on record here on this podcast that Nick said something to the effect of, that sounds awesome being iPhone or iPhones are awesome.   So just just want to make sure that that we're all in the same page there, you know, Remy I'm happy in our company. It's the same. It's like Apple versus HP I'm diehard Apple everything connects in so seamlessly. So Remy we're on the same. Yep. I phone over here It's definitely definitely for the Samsung. I'm sick of the green bubbles, but they are getting better now I can see that you're writing I can see that it's been read. So I mean, hey, they are making some progress, but that's been like, you know decades in the making speaking the same language   Okay, as promised, I'd start with jokes and then, you know, that was a great success story and your passion is clear. Let's talk about those KPIs. So what are some of the KPIs that young dentists, newer dentists should be looking for? And I asked that question and then also add a preface. We talk to doctors all the time who have no, it's clear they have no...   connection to what the business side of dentistry is doing in their own practice. And I get it, we get it, that they didn't set out to run a business necessarily. They set out to provide the best oral health to their community. But it is a business after all. And so what are some of the things that those young dentists should be looking for? Remy, I'm so grateful you asked this question. It was not pre-planned.   The Dental A Team (11:36.073) My passion came actually from teaching people how to run successful businesses because as a business owner myself, profits seemed elusive. I remember like, what the heck is a freaking KPI? I didn't even know what that meant. And I really love in dental hygiene, there's no judgment. And I just want people to feel safe and confident to ask those questions. And I think dentists really feel this need to know everything because you are a doctor. And I just want to highlight that, guess what? None of them know it. Like 99 % of dentists that we work with   don't understand the business, but yet understanding the business and the numbers, I feel is like your treasure map to success. It helps you see where are broken systems in your practice to fix. So rather than just trying to pump a bunch of systems, let's look at the numbers to see which system we really can impact. Also, when you know your numbers, you can make smarter decisions of who to hire, when to hire, things like that. And so for people who don't understand KPIs, like I said, someone told me that I was a Dr. Seuss of systems. So I take that.   as a huge compliment to try and make it so simple for people. I believe KPIs are like the vitals of your practice. It's like when you go to the doctor, they always check your like height, weight, your blood pressure, your temperature. They're gonna check those things because if any of those things are out of whack, we're gonna have like an immediate plan. And I feel like that's similar to KPIs within a practice and KPIs can get a little extensive. So if we're talking about a brand new practice, things I start small and then we get bigger.   And so like main things that are really going to give you a nice suck on your business, if you're not careful are going to be your cashflow. So that's going to be your overhead. I'm watching your production and your collections because oftentimes the practice is producing enough, but your team's not collecting that money. So we want to make sure we have a 98 % collections ratio. I'm also going to watch your AR. So AR is your accounts receivable, checking from patient portion and insurance portion, because a lot of times practices actually have the money in their practice.   but they're not collecting, it's just kind of sitting there in overdue payments that are due to you, whether that's from patient or insurance. If we can look at those, we can figure out where's our collection problem. it we don't have clean claims sending to insurance or we're not collecting from patients and we're sending statements or we're not even calling. So I'm really gonna watch those super, super tight. And then if you want to go, excuse me, further down the line and things that I'll watch are gonna be like your lab costs, your supply costs, marketing can come into place.   The Dental A Team (14:00.685) scheduling, we can look at your scheduling and see like number of new patients coming in. That's a big one that I really like to watch because if we're not getting enough new patients or on the flip side, we're attritioning, AKA we're not keeping them in for re-care and reappointment percentages. We can get a leaky bucket and just keep filling with new patients but not retaining the ones that we have. So I like to watch your attrition rate. I also like to look at your case acceptance. So what are you diagnosing and what's being accepted to see is it a diagnosis problem?   or is it an acceptance problem? Whatever doctors wanna make, there is a study and a standard of three times what you wanna produce is what you need to be diagnosing. So if you're not watching this diagnosis amount, you might not be diagnosing enough to be able to get what you want on your schedule for your production. So I like to watch that. And I like to watch your case acceptance of dollar for dollar. So if you're presenting a thousand dollar treatment plan, how much of that thousand is actually being accepted? Are we accepting 100 % of that? Are we accepting 50 % of that?   and then asking questions of why, because case acceptance is usually one or two words from our exam to our treatment coordinator. And then I like to watch your hygiene percentages. So what's your hygienist producing per hour? I like three times pay for PPO practices, and I like four times pay for fee for service practices, and that's on adjusted production. So let's not go off of gross, let's go off of adjusted. Gross feeds the ego, net feeds the family.   So let's not be feeding our egos. I know it feels really good to say you're producing 260, but if you can only collect 150 of that, let's live in real life world. So those would be some zones. And then like, again, if you want to go like next level, you're already doing that. Some things we found over the last year of tracking hundreds of offices were open time in a schedule and your dollar per hour production, because a lot of times just open time in schedules, we found you could actually hit your goal.   if we could fill those spaces and then figuring out protocols for your team just to keep that schedule full. So I said a lot of KPIs for you, but really your main ones, you've got to be watching our production, collection, overhead, new patients and case acceptance. If I could only pick five, those would be my top five that I would start with. And I'm going to give six, like your reappointment percentages. Cause if we're not reappointing, that's really going to kick you down later on. And it's going to make a lot more work for you. And I think those are some pretty easy ones to watch pretty quickly.   The Dental A Team (16:18.733) but then also hopefully giving a lot of other ones for you to be able to watch in addition to that, that depending upon where you are in the journey of your practice, things to be looking at and doctors, you don't have to track all this. You get your team to track this for you. And then you get this lovely report that comes to your desk every week or every month. You review it, you assess it, and then you make the changes accordingly.   How do you help the practices that you're working with refine their systems to streamline their workflows to ultimately maximize their productivity? So Nick, on that, I'm just going to sound like a broken record. I literally look at their numbers, because whatever their numbers are looking at, these KPIs, that's going to tell us where the system's broken in addition to what your team is saying is a problem. So usually it's like communication or it's   low case acceptance or overhead or cashflow issues. And so what we're gonna do from there is we're gonna look to see what is the system in place. So if we're having an overhead issue and cashflow issue, well, I'm gonna look at the billing system. Like, let's look there, because that's where the money's at. So let's figure out what is our process, who's doing what, and where is the breakdown, and then we're gonna refine the system. I don't believe teams like to do hard things, and I don't like to do hard things, and so.   everything we implement should be easy because teams will gravitate towards ease and also not making someone remember things. So that's a true system. So we'll put in things like we can put automated notes or we can change our note templates if we're consistently missing something on our claims, we're gonna fix and adjust that system. We're also gonna look to see running certain reports that we put on an automated system for them. It's on a sheet for them. That way they don't have to remember to do this.   We create handoffs where it's on their route slip. So no one has to remember, like just with your memory, it's already built as a true system. And I think a lot about like McDonald's or Chick-fil-A or some of these companies that are able to mass produce and give you the same experience wherever you go. Well, let's build that and let's make a very simple system that everybody can follow rather than hoping and praying our team members remember and they don't drop the ball. So I'm going to look at those numbers. I'm going to look to see where the gap is and then dig deeper to find   The Dental A Team (18:33.461) root problem and then add an automatic system as much as we can to fix that problem forever. Are you dealing, how much of your business are startups, scratch startups versus acquisitions, also new practice owners through acquisition versus, you know, I guess that's the question, those two paths.   I tend, and I think it's just due to who I am and the things I did, I tend to attract more acquisitions in our company. So we're probably 75 % acquisitions, 25 % scratch start. We've worked with a lot of scratch starts. We've done a lot of pieces with scratch starts. But for me, I'm of the opinion, it's already there. My job is just to come and be the miracle girl on a practice that's already there. I know that I can successfully add hundreds of thousands to a practice very quickly.   adjust their overhead and make them profitable within just a couple of months. Scratch starts, we can do the same thing, but there is more of building that base to get more people in to build it. However, you don't buy someone else's problems when you do a scratch start. So in Dental A team, again, I think it's due to my experience, the things I've done. Like I said, I took a practice from 500,000 to 2.4 million in nine months. I know which systems to quickly shift and adjust. I like to say that we're...   We're a miracle girl for practices. You just sprinkle us on and we watch it bloom. Scratch starts, like I said, usually I'm about six months to a year before we're gonna start to see that churn and burn. And it's just due to building that patient base, which doesn't exist in the scratch start typically. But again, we've had several scratch starts. We've had several be a very successful, but that would be the reason I think why. But again, I don't shy away from scratch starts. I've done plenty of scratch starts and I do love that you get to build everything that you want and it's brand new.   You get to set the systems up from day one. I just think I like to. It's already in place and now my job's just to optimize and magnify it and make it even stronger for them very quickly. But I'm a fast results person. I like to see results quickly. Scratch starts long term have amazing results. Short term they're a little bit harder to get that churn on. Sure. Are people, are dentists typically onboarding you during the acquisition process so you're already known to them and their, you know, their,   The Dental A Team (20:55.281) They're acquiring with you on board versus an acquisition where things are just not, things don't feel right and they're not turning out the way the doctor planned or not as fast as they had hoped and then they're onboarding. So I think the doctors who do the best are the ones who bring us on usually month one or two before they open a practice. And I always say when you open a practice, it's like having a baby.   people nest the two months before they have the baby and then baby comes in, it's like screaming mayhem for about six months until you figure this out. And I really do believe that that's how practice ownership is. So the offices who I found do really, really, really well are the ones who bring us in one to two months before they actually add us into their loan of their additional cashflow that they need. So it's part of their purchase. That makes sense. Versus the ones that are like, Hey, I don't have cash, but I need help.   because every office does this, literally every single one of them they're in and I call it the six months shakeout. As soon as you buy a practice, it is bananas for six months. Like you have high costs, you have high expenses, nothing shaking out. You're trying to win over all these patients or bring in new patients. Like it's mayhem. And that's actually when you need consulting the most. Like you need someone to pull your head out of the sand, tell you do step one, step two, step three. This is where you actually need to focus rather than just being psycho and trying to like do all the things, but never getting anything done.   So I really love when they come. Otherwise, and I'll say, I'm really pro, of course, being a consultant, I'm pro this, I'm really pro hiring a consultant that can actually like put money on your books. So a lot of things people buy when they're buying a startup, they actually don't add revenue for them. So it's just a lot of cost without a lot of adding to it. And so there's lots of great consultants out there, but I'm really pro find someone who's done what you need to do successfully multiple times.   and bring them in because a consultant for us, our fee is guaranteed covered every single month. Like I'm never worried about that, but we tend to do two, three, four, five times our fee, adding that in in production and reduction of overhead for a practice very quickly. So I never worry about, I understand the owners do worry about fees because it can feel scary with everything you're adding on, but be intentional with what you're purchasing, what can add money to your books rather than just taking money off of your books.   The Dental A Team (23:19.462) Go ahead, Nick. Well, I was going to switch gears into talking about building and developing a strong team, since you just mentioned that. And I wanted to start by actually saying that when we're working with a client and they're looking for, you know, to a relocation option or they're looking to buy a building or just a general lease, mean, these are all super negotiable things inside, you know, inside of their   you know their business world but you know the the You know the highest expense that they likely have is payroll and so they can't really That's not something you're not gonna retain high-level talent by you know negotiating like a like like a madman like you would with a landlord for example, and so I wanted to talk to you about what are key qualities that a you know a dental practice owner should look for when hiring   key team members. For sure. I'm so glad that you said that rented landlords are negotiable because I think people feel like it's fixed. And I'm like, no, listen, listen, this is why you need Nick and Remy. Talk to them. They'll help me negotiate this down. Agreed teams are a bit trickier to negotiate down here. You're not going to probably get the best people. No one wants to feel like they're being bought on sale to come onto your practice. but as a landlord, yeah, I want the best deal. My labs and my supplies, I want the best deal.   But for teams, so I'm gonna kind of give two different answers because I think startup practices versus maybe a little bit more seasoned in their career actually have two different needs typically. As a startup, I'm really pro them hiring basically an office manager that knows how to do a lot of the things that they don't know how to do. So we need someone who's strong with case acceptance, strong with billing, strong with leadership, strong with hiring, and it's going to be an expensive hire. But what that...   that expensive hire is going to do is going to exponentially grow your practice for you. While dentists are in the back doing dentistry, you have someone who's really your yin to yang in the front office for you. So I'm really pro and I'm really pro not hiring just one person, but two people in the front office. I've seen a lot of embezzlement in my time. I've seen a lot of just funny things going on in the front office. And also if you only have one person up front, you're literally like SOL, which stands for so out of luck.   The Dental A Team (25:38.758) Um, in my opinion, like you really will be S O L if that one person leaves because you know nothing in the front office. So I'm super pro hiring those people and hiring really good talent when you're a startup. Now, if you're a little more seasoned, figure out what's going to be your yin and yang. If you've got a good biller or you can outsource your billing, um, maybe you don't need as high quality of, or as expensive of an hire that way. But what I have found is typically I like to see payroll around 30 % of your collection. So we're collecting a hundred thousand.   about is going to be spent for payroll costs, not including doctors. And so for that, that's also your fringe benefits, your 401k. And what I've seen with a lot of doctors is team members are only listening to their dollar per hour, but doctors, you're paying a lot more than just a dollar per hour. So we've actually created a really beautiful form for our offices that's kind of like their total compensation package that we recommend giving like once or twice a year to your team so they actually see what they're producing.   Now, hygienists are coming in as a really hot topic, depending upon the area you're in. And a lot of those are like, they're kicking that overhead, the payroll amount really high, but you need a hygienist because they're a producer. And so what's happening, we have a couple of hygienists on our team as consultants. And what they're recommending is let's have a really good base, base plus commission. And then looking back at your hygiene schedule to show this hygienist based on what we've already done. I don't like to live in like theories.   because no one wants to live in theories. They want to feel confident. So if I can hire hygienists for X amount that is fair within the market rate, but give them a commission, so anything they produce over that, showing on historical trends of what my practice has been doing, that's gonna help me keep my payroll costs lower, but I'm gonna be able to pay this hygienist more and be able to actually offset my payroll costs because they're producing more, but I can keep my payroll lower. So that's where I do think you can quote unquote negotiate.   But I really feel strongly, you've got to show them with confidence that they can do this and you've got to have an incredible culture. Culture and time tend to be the currency of hiring great team members right now. And so if you don't have a great culture, if you're not a great boss, you're not gonna hire great talent. I've seen offices paying their employees less than other people in the market, but they have such a great culture that team members want to stay. And then also looking at this time off, PTO is becoming a really hot topic and I feel like since 2020,   The Dental A Team (27:57.872) We're seeing more of this lifestyle that people want to be living more so than like the 401k traditional benefits, depending upon the age of the person you're hiring. Cause I do think there's two different age groups that want two different things. And so being aware of that and cognitive, think you can get creative with what you're doing. So I think that's a lot of great ways to bring it on, but you've also got to be clear on what your culture is and what your tip is. And you've got to be careful not to hold onto those sour apples that are truly destroying your practice.   One of the best quotes I heard is, the worst thing you can do to your best employees is tolerate the poor performance of your worst employee. And so really being cognitive, and I know that's hard, but trusting and believing that you can bring these great people in. So we put awesome ads out. I tell people to write to their ideal person, figure out who they want of their ideal person, and then posting those ads consistently and following up can be really good ways to get it. And then like,   Great culture does not mean you give everything to your team. It also means that we hold them accountable, that we have structure, that we have systems in place, but giving them the autonomy within that to create what they want to. I think are some hopefully simple pieces based on where you are, of who to hire, how to keep those costs lower. Also, what a good framework of what your payroll should be. And then also realizing the amount of payroll you've got, that should be producing. So make sure that you're.   payroll dollars are actually giving you the production that you should be getting from it. And if not, maybe it's time to make a couple of changes that way too. Yeah, one, one always is, is trying to kind of create a culture that promotes accountability and collaboration and continuous improvement. And you can probably, you know, inside the mission statement of the, of the, of the practice kind of address some of those things so that you have some ground rules. But ultimately at the end of the day, it's about   the leadership and also needs to live those values as well. Yeah. And on that Nick, am really pro core values. When I first started, I heard a explanation of core values and they said, usually when you start a practice, you have three core things that really were the core of why you started this practice. So think back to what those three, those are like your true core. And when I thought back, I was like, yeah, for me it was do the right thing.   The Dental A Team (30:16.272) have a ton of fun and make it easy for clients. So like those are my three. it's do the right thing, fun and ease. And then we have aspirational ones in addition to that, but really truly like our core values go on our job board. So like when we're hiring people, we say these are our core values, this is our company. Every Wednesday we're highlighting out team members that have been exhibiting core values within our company. So each team member shouts someone out about the core values. And I really have found that   That's how you build culture. Culture is a slow burn, but it's a consistent burn. And so if you have that and you really live, breathe and bring that in, your culture, it will take a little bit of time. say it's kind of like moving the Titanic, but the consistency piece will start to shift it to where you have that incredible culture. And then if you have someone who's not, have the one-on-one conversations rather than the full team conversation. Get really, really good at having uncomfortable conversations. I love the quote. I've added my own little.   sprinkles to it. I say your success and happiness that's care is added is directly proportional to the number of uncomfortable conversations you're willing to have. And I like adding happiness to it because I think like my success is one thing, but my success and my happiness, I want to be happy when I go to work. I want to have a great time. And so just getting really good with those uncomfortable conversations. And I say, it's a conversation. It's not a confrontation. And like, let's get to the root cause. Let's solve the problem rather than the person.   and let's move that forward. I think those are some hopeful quick tips for people to start to change that culture because it can be done and it's paramount for bringing in great team members as well. Well, that's a really important piece of the puzzle is communication, especially since everybody has a different communication style. you know, I wonder what your guidance is about how somebody who owns a practice can, you know,   can become a better communicator or overcome some of those challenges to be able to kind of understand how to communicate to different members of their staff or what have you. For sure. I'll give a couple of books. I believe there's so much wisdom found in the minds of men and authors. And so The Five Dysfunctions of a Team by Patrick Lanzione I think is a great one to figure out how to build that trust and healthy debate between you and your team members. so encouraging that.   The Dental A Team (32:43.974) and digging down deep into that. Also, there's a lot of personality traits, tests that are out there. I really am pro disc. There's also a company called Culture Index, and I think they teach you a lot of how to communicate. And something I learned early in my career that I try to pass on to our clients is hire people who are complimentary to you, not necessarily the same as you. Your biller is going to have a very different personality than your scheduler.   I want a bubbly outgoing scheduler who just makes my patients feel incredible. And my biller, do not want them being the party scene. I want them to be the person who's so detailed on every single number. Well, those two personalities are also going to be different communication styles. My biller, can probably be a bit more direct with. My scheduler, might need to have a little more finesse with. The five love languages at work is another great way to see how do people prefer to be communicated with. And then also just asking. I think asking people of,   hey, like some people really wanna be direct and just told directly, other people need like the sandwich, the compliment, here's what we need to work on, the compliment, because otherwise they're gonna feel like they're an utter failure. And so I think as leaders learning, I used to always communicate the way I like to be communicated too. And I feel like that was so naive on my part, because that's how I prefer, does not mean that's how other people prefer. we have, when we hire new hires and we recommend this for our offices,   We actually have them take a quiz within our practice and it tells me their favorite things for appreciation. What is it? If I was to get them a gift, what would be something very meaningful to them? How do they prefer to be communicated with? Is it direct? Is it collaborative? And then we have them read the same book so that way we can speak in the same communication language with each other. And then coming in to when it's an uncomfortable conversation, owning that and saying, hey, like this is uncomfortable for me to say.   We address the root problem and then we ask for feedback of, Remy, how did that land? I want to make sure that what I was trying to convey is actually how you heard it. Then Remy can come back and say, Kiera, I felt like you thought I was a jerk and that I'm not working. And I'm like, my gosh, thank you for saying that. That's not at all how I was saying it. What did you hear? That way I can change this to make sure we're on the same page. That communication takes finesse, takes time, but I will say I would rather invest in that skill than having the constant turnover.   The Dental A Team (35:06.96) train that's going on. And if you're in maybe a bad culture right now and you don't know how to fix it, anonymous surveys, we send them out for a lot of our clients when they're in this particular spot and start to ask honest feedback of what does this doctor or team need to do to change? What's causing the turnover? What's causing the breaks in the practice from the team members perspective? And then adjusting our communication styles accordingly to really try and help that communication. But I really love asking for feedback of how that landed.   I think that's one of the easiest ways to get that feedback very quickly on communication. So we've talked a bit about communication, I guess, with your own staff, but paramount to any successful dental practice, they need to have strong communication with their patients because enhancing a patient experience, I think, really kind of goes hand in hand with growth and all the other   types of things you need to consider to raise the, do better, I guess, for lack of better word. So. I think patient communication, you're right, it's paramount. And learning, I think that's handoffs. I think that's having everybody speaking the same thing, doctors giving good exams on that. But then also finding out what your patient drivers are similar to a team driver. What is ultimately their number one objective? Is it cosmetic?   Is it function, is it cost, or is it longevity? I said those in a very important order. believe order matters. Because if I put cost first, I'm highlighting cost. But if I put these in a very strategic way, I've done this with hundreds of offices, and we've asked thousands of patients, I will tell you 99 % the time it's not cost. It's usually function, it's longevity, cosmetic, how it looks. And then of course, figuring out within cost. But if you can figure that out from your patients and learn to communicate with them in their style, utilizing disc profiles as well.   You're exactly right, Nick. You'll get higher case acceptance, you'll have a better patient exam. If you have handoffs where everybody's speaking the same language and we're passing the baton off from person to person so that way nothing gets dropped, you will be shocked. We've increased case acceptance. I had a practice, they were getting about 25 to 30 % case acceptance and we literally got 100 % case acceptance that day just by changing a little bit of how we communicate in our handoffs.   The Dental A Team (37:27.462) The patients would walk up to the front and say, doctor wants to see me back in two weeks for a crown for an hour, I need to get that scheduled. And if your patient is that clear and your communication is that clear, you can only imagine what that does for your practice and your production and your reviews, because that patient's not confused anymore, they literally know what to do.   The Dental A Team (37:50.822) Can you share any practical tips on how dental teams can educate their patients more effectively about their oral health and treatment plans? Yeah. So I'm really pro hygiene. The hygienists have hopefully an hour with them. And so I'm really big on visuals. And so we work with our practices to build kind of like explaining it helping these patients see like on x-rays where you can use, there's a lot of AI softwares out there. I love Pearl. I love Overjet. They can help educate the patients of what's going on in their mouth.   And what I found for patients is there's a lot of mistrust. And I know dentists hate this analogy, but it is kind of like a mechanic. And so we're looking under the hood and the patient's like, I see nothing but black and white up on there, but you're telling me to like squint my eyes and there's a little cavity right here. So I think also helping train your patients of like, this is a good tooth. And this is a tooth where there is decay, showing intraoral photos for them, helping them so that way when they're going through their teeth, it's like, okay, tell me what you see on this tooth.   the more the patient can actually grasp it and understand it, the more they're going to actually accept that treatment. But in addition to that, one of my hygienists that's a consultant on our team, she gave me some really good advice and she said, never ever, ever use little league words for major league problems. I think oftentimes we don't want to offend the patient or want to make it feel better. And so we're like, well, there's this like little cavity. The tooth is bombed out. Like, why are we saying it's a little cavity rather than telling them like, this is what's going on now.   Yes, they're still finessed, so we don't wanna make them feel bad about it, but we also need to help them see the severity. And what I found is when you're confident in your diagnosis, when you're confident in how you're presenting treatment, your patients are actually buying your confidence, they're not buying the treatment. And so you being confident, and I've helped hundreds of them practice, I literally have an office and we've added multiple millions to their five locations by simply helping them present treatment better and stronger and more confidently, because truly the patient is buying your confidence. And so now, never over diagnosing.   but getting that patient to see it and truly telling them what's going on. And then I always love to say like, here's a comprehensive exam and the good news is, this is how we're going to get you like great back to great oral health and using the good news is, or the great news is that way the patient feels like there's hope and optimism and then giving them a really clear plan of where you want them to start. That way it doesn't feel overwhelming or daunting. Cause you can teach a patient all these things.   The Dental A Team (40:14.448) They just need to know where to start and how you're gonna be able to help them get the success that they're looking for and to get back to oral health. Not all patients have it. And I say that not like these problems did not happen overnight. So it's not gonna get fixed overnight. Our bodies are always decaying. Like we're always like aging is as fun and thrilling as that is. Same thing with our teeth. And the great news is this is how we're gonna get you healthy.   We've talked a bit about, you know, communication and creating a strong relationship, I guess, with your patients. Talk to us a little bit about how dental practices can develop a strong presence inside their local community to build trust and attract more patients. Yeah, there's an office that I really love. We were just chatting with them and something that I think this office did so well is they have the goal to be   the hometown dentist in their city. That's the vision of their practice. They want all of their patients to feel that way. So it's a very large practice. They have 15 operatories and they've still been able to maintain that hometown feel and they're very connected to their community. Another practice they said that our goal is to change the way people feel about going to the dentist within our community. And so I think the way that you can get this like stamp in your community is one, having that be part of your vision where you want to be   that local dentist to your patients where it's that hometown dentist feel in your practice, then your practice, your patient experience will feel that way. But then these offices, the two that I explained, they're very involved in the Chamber of Commerce. They're very involved in the little league sports. They're very involved in giving back and providing for these communities. I have another dentist and she created what's called the Thrive Home, where it's literally being able to give back to the community with all the different specialties like OT.   PT, dentistry, to give back within the community. And I really think if that is something that is your MO, treating your patients that way, asking for their referrals and their reviews, and then also being able to have that presence. I know growing up, for me, our chiropractor was so well known, that chiropractor was everywhere. They were at all the football games, they were all the high school events, they were at the town hall, the chamber of commerce, like.   The Dental A Team (42:30.106) Everybody knows that Ellison Chiropractic is the number one chiropractor in the area. And I will say it's because this family was so involved in the community. We saw them everywhere. And so I think how can you also do that and giving back to it? But I think my biggest recommendation, if you want to grow patients based on your community, I think it comes from genuine care and genuine authenticity that you actually love this community that you want to give back. If it's just to pull new patients in, there's other ways to do it.   But I think really, truly, you want to give back to that community you want to serve. I think patients will feel that when it's true and genuine and authentic. We understand how important marketing is to a practice and how it gets teeth through the door. And it's expensive, and it's money we're spending. But I think you hit the nail on the head. In addition to traditional marketing, there's so much more you can be doing in   involvement really is the key. The more involved you can be in your community, the better. Whether you want that hometown feel or you're focusing on productivity and efficiency and I think getting yourself out there and being a part of something is invaluable. That's great advice. When our clients hire us, it's normally because they   They feel totally lost. They're beginning the journey of practice ownership or real estate ownership. They have a lot of student debt. They are about to borrow a lot more money. And it's really scary. we try to really hold their hand through that process to kind of give them those tools so that they can ultimately make the right decisions.   for their practices real estate. And so it's really cool to hear you and how infectious your energy is and you have really good support systems for your clients to really ensure that they're not missing anything and are really maximizing their potential. And so that's really cool to...   The Dental A Team (44:54.078) to hear from you. Switching gears a little bit, I want to talk about the future and industry trends to see if there's anything that you're seeing or anything that you think your clients are going to face in the next five to 10 years that they should be preparing for. Yeah. And Nick, thank you. I just wanted to highlight what you said because you're right, it's terrifying. It's terrifying to go into that much debt.   I remember I used to call my dentist 2.5 because we were 2.5 million debt. And I was like, that back straight because you need to keep these hands and that back good. And I would just always say like 2.5, 2.5 because we were 2.5 million debt. And I think that that's where my passion comes from profitability overhead systems because I know how daunting it can be to be an incredible clinician, to be an incredible business, to be an amazing practice, but not to have the cashflow to support what you just went into debt for.   And so that's really where I'm pro like know your numbers, use the systems, utilize your team because, and I will say this again and again and again, a dentist who is financially successful and secure is the best boss to have. And health health teams, want your dentist to be successful and profitable because they're more solid, they're more stable and they're not stressed out, which is going to make a better boss for you. And so agreed. It's very daunting. It feels very scary, but I will promise you if you know your numbers,   It can feel awful at the beginning, but it can actually make it so much better for you. So thank you for highlighting that Nick, because I think I've just seen so many students so stressed about cash and staying up at night. I've had it myself. And so speaking from real life experience, giving you the tools out of that dark hole, I think is one of the greatest gifts we can give to these dentists who are already giving the gift of smiles and confidence to all their patients. Being able to do that same for dentists is such an amazing thing. And now,   Speaking of like what's in the future, shoot, DSOs are on the horizon. I think an AI, like these are two hot conversations. My doctors tell me that they are probably getting a DSO offer at least three to four times a day. And that is ratcheting up. They're getting so many offers constantly from DSOs. They're finding them. And I don't blame them. I think Wall Street is smart. They've realized that dentistry is a great business to invest in. mean, we're hearing 50 % overhead. So we've got exponential profit within.   The Dental A Team (47:19.474) Dental practices are profitable, typically speaking. And so I think that these are some things for doctors to be aware of. And I think educating yourself on making sure that you're selling or you're living your life the way you want to, rather than like just getting an offer on a bad day. So I think the DSO offers are dangerous because when you have a bad day in dentistry, it's very easy to look at that EBITDA number and say, I just want to sell. I want to get rid of all my problems, but I want to also caution and advise.   to know exactly what you're getting into because I've had some dentists sell. I think DSOs can be great for a lot of practices. I think MSOs can be great. I can see legacy practice and partnerships being great. There's so many amazing things and I don't think there's really a wrong route to go in dentistry. The wrong route I think is when you make an emotional decision that's not going to impact your life the way you want to. And so being very cautious, I think of when do I wanna sell and also what really is a good deal because I had a doctor and their epita,   They talked to some DSOs and he's like, cure it. It's going to be great. I'm going to get five mil for this. And I said, we'll call this one hometown. Like he's not the hometown, but like, we'll just call him. I got iPhone anonymous hometown now. So I was like hometown. I just want to point out that next year you're going to produce 5 million based on our block scheduling and also on the expansion of your practice that we just did. You are going to produce 5 million and they did. So I said, you're going to actually get short changed on this DSO deal. If you're like.   But if you're done with dentistry, it's a great deal. But also you're going to have to work for this person as an associate when you're going to make five mil next year, just in producing on your own and you don't even need to sell. This hometown does not want to be done with dentistry for about 10 years. So I said, you are shortchanging yourself where you can build this. You can exponentially expand into this, but you've got to make the decision of where you want to go and what you want to do. But the five million sounded so attractive to this doctor.   when they didn't realize that their practice was already producing that and would produce that with ease the next year. So I think like being really cautious of that, that you're not making, I feel like I'm so passionate because I feel like your business not only is providing for your life right now, but it's a long-term asset. And like what you guys do with the real estate, these are long-term assets that are building their wealth portfolios. Let's not, let's not do botchy investments, kind of like stocks, right? The stocks we all know just like dropped like, shoot, if you're watching that, you're going to freak out and you're going to want to sell everything.   The Dental A Team (49:40.68) but they know be stable through your investments, stay steady and not make those irrational decisions I think is so paramount because the DSO offer seem very appealing right now, especially on those like hard dental days. So that's one that I think dentists really need to be cognitive and aware of and knowing what your end goal is, what your retirement goal is, what you ultimately wanna sell out for. So that way when these offers come through, you can be educated and educating yourself more because I promise you.   I do not believe DSOs are going away. think in the next decade to two decades, we will see dentistry become more similar to healthcare. I know I'm like very hated about this. I've had this opinion for several years. My husband works in standard medicine. He works for hospitals and I'm like, gosh, like what was going on in the hospital scene is now what we're starting to see in dentistry. It's not gonna be too long before they're all bought up, but I'm also watching standardized healthcare now trying to shift into private practices and get out of the DSO.   like with air quotes around it. So I think just being cognitive of what you want to do and what you want your legacy to be. But also I don't fault you. I mean, a lot of these dentists are going to be able to get incredible retirements that they may never have been able to get similar to people buying homes in COVID. Like they're getting insane value, insane interest rates. it can be a very wise financial investment deal for you, but just do your homework. Cause I've seen some DSOs go under and people have lost pretty much their entire retirement. So that would be something I definitely highlight on. And then also watching AI.   The doctors are not into AI, they've got to get into AI. That's where I mentioned Pearl and Overjet, they're helping with diagnosis. I can already see they're riding on the wall that insurance companies, guarantee you, are probably already using AI. And so making sure that you are staying at least up to par with insurance companies, if not further ahead. Utilizing virtual assistance, think staffing costs are going to continue to be skyrocketing. And so for that, what other things can we do? like...   Opportunities force innovation. And I think we're in an opportunity zone to force some innovation and to be on the cutting edge of that. I do think right now, doctors who are not online, depending upon where you are in your career, if you're not online, having a presence on social media, if you're not getting involved in AI, I am going to caution that I think those practices very easily could get left behind unintentionally to where it might be hard for them to come back. So just even dabbling in it, getting some team members that could help you with that, I think is super important. And I would say this year,   The Dental A Team (52:04.51) I would add some sort of AI to your practice. Whatever you choose to do, just so you start to experience it, use it. There's so many things and I think honest in the next five years, I think AI is going to radically disrupt how practices are operating that I think it's important to like at least be dabbling so you're not completely left behind on accident.   You think the AI is, I mean, it's mind blowing and the applications just seem endless and hard to keep up with. you, so are you, if I hear you correctly, you're talking about AI integrations on like the practice management side of things versus patient care, right? Like patient care, so yeah. Yeah.   I think patient care is going to be tricky. I think until they get robots who are amazing, do think like the clinical side of dentistry probably will maintain pretty accurate. But I do think your front office and a lot of your systems will get changed. And I'll just highlight, there's a practice that we work with and she has, it's a pediatric practice. She's got incredible- call them? Sorry, what? What are we gonna call them? this one, we're gonna call this one, we'll just say jammin'.   so this one's jammin. I do like that we're naming all my offices. right. So jammin jammin has a pediatric practice. She's got an entire amazing team, but she has like eight support virtual assistants behind the scene for this practice. In addition, she has made her own AI bot called Amy and Amy. That's actual name of the AI bots. That one's real. didn't change it. mean, I should have called it like Joker, but like that's not really going to work jammin and Joker. This was actually called Amy. but Amy.   responds to to Jammin's practices day in and day out to make sure patients are happy. Now they live in a very affluent area, so it's very fast paced. But what I love about this doctor is she realized in order for me to keep my patients happy and to meet their demands, there's AI and I can create an AI bot that responds exactly how our practice would, but I'm actually not having to pay a team member, an actual human being to do this. And they're able to get all the needs met. That's what I mean by.   The Dental A Team (54:13.37) looking to see where can AI integrate. And I think it's going to hit your front office faster. But I think like software is meh, like that one's tricky. Software's are tricky to me, but I'm like billing. I guarantee you AI is going to take that over for sure. Hands down. It's going to take it over. I think answering phones and scheduling phones, I think are, the way we send out claims for sure. Like that's all within your billing realm. there's some softwares that are trying to act as office managers. think reading X-rays are going to definitely be taken over by AI.   hands down and I am curious and I don't have an answer for it, but I'm super curious. How is that going to impact diagnosis? I work with some practices in Canada and Australia and they're more streamlined. There's not really a lot of change. Like it is what it is. It's standardized healthcare over there. And I'm curious with AI coming in and I know I'm going to be like, I might get ripped on this. I'm welcoming the reviews because I think it's worthwhile to talk about. I'm curious how AI is going to impact diagnosis.   And what can be diagnosed and what can be actually built out which leads me to believe similar to medicine That's why there's bill like they bill out every single possible code that they can't I mean for the gauze for the cotton and I'm super curious that I don't know I think it's worthwhile to look into is that gonna impact our diagnosis and how we're billing should I maybe be looking and knowing those codes more thoroughly? Depending upon how it's gonna be. I don't know. I think that that's huge speculation on my part, but I   I can't help but think that AI is going to impact our diagnosis in a big way. We're insurance companies, which then leads me to think companies might be leaving insurance. right, like we might be going more fee for service. So then you got to ramp up your marketing. But I think that's going to be a big spin that's probably going to be hitting us in the next couple of years.   The Dental A Team (56:02.27) It's scary and exciting. don't know what else to Scary and exciting. It feels wild, right? But I'm like, don't think dentistry itself is going to change much. I still think we're going to have our craft. It's a very, very humanistic, very crafting. But I'm super intrigued. And I think for me, I'd rather take it on as like, let's be excited about it. Let's get into it. Let's see. How can we dabble? How can we influence it rather than being told like, is what's going to happen now?   I would prefer to be a pioneer through it and I think first office is to innovate. I I prefer to be like second, third, like I'm not gonna be like right on the first in case everything botches, but like second, third, get in there because these things, I don't think it's going to go away. I think it will adapt and morph, but I think it's here for a while. I hate that I didn't ask you this way earlier, but are you also, are you working with all different specialties or are you strictly general?   That's a great question. We actually work with all. So we have pediatric, GP, oral surgery. The only one we don't dabble in is ortho. I think there are some incredible consultants out there that do ortho. Ortho has its own software. It's its own beast. It's its own animal. I do work with ortho and GP, so we're very familiar with it. But ortho, I just think there's consultants that rock the ortho world, but all other specialties. We have clients within all of those and really love them in all their areas. We tend to specialize GP and pediatric, but we have clients of all.   all specialties minus ortho. Yeah, I The reason I asked is that I was speaking to, you know, an endo group who was actually starting to transition to fee for service. And I don't know, maybe that'd be a good introduction. Yeah. The fee for service world is weird. I really, offices want to cut. They want to just cut the insurance right now. And I'm like, hold please, before you do that, realize it's a retention piece for your patients. And if you don't have a great experience and you also don't have great systems in place,   and you also don't know how to maintain these patients, I had a practice to do this and they almost lost 50 % of their entire practice. So I'm really pro, like you can drop insurance and I'm not here to say not to, but I want you to be very thorough and educated on it and know worst case scenario, best case scenario. I think fee-for-service is gonna dip in a lot more, but if you're not careful, fee-for-service patients are free agents and never forget that. So they can go anywhere at any time. They're not tethered to you like they are with insurance. So making sure.   The Dental A Team (58:25.202) before you start cutting and get all excited about fee-for-service, I'm here to say do it, but do it correctly. Because I think there's a right way and a wrong way to do it. And I've seen it hit practices really hard if they don't do it correctly. Good to know. The time we spend with people like you is meant to help dentists and really end support staff all around. And they all offer different types of great information and fe

Do you ever get the urge to host something, but you just don't have a reason to do it at your house?  today's podcast is all about how to get involved with hosting events for other groups.  Things like your PTO, HOA, interest groups and more.   I thoroughly enjoy the planning and prep work of hosting so this is a great exercise in getting to do those things, but not necessarily always having to host something at our house.  Listen in today and you may just be encouraged to get involved too.  Bingeing Segment I share a show that I binged in one sitting recently on the podcast this week.  It's a great one if you like a strong female lead that shows the men who is boss!     Don't Forget!  Be sure to leave a rating and review of the podcast on Apple podcasts to help spread the conversations and build more connections.  You can follow along for behind the scenes podcast content @thedailyhostess on Instagram. 

Kelley Rajala of Clear Lake Gardens in Aitken, Minnesota, shares what it was like to start a farm in California and then relocate to Minnesota in this interview with host April Parms Jones. Hear about moving the farm, and the differences between market farming in the two areas, with the new Minnesota location being much more rural than where they started out in the Santa Rosa area of California (e.g. there's one stop light in the new county). Listeners can learn a lot from the process of finding customers in the new location, including outreach, building relationships with local markets, and introducing customers to new crops with promotions and events to get the community involved.Kelley discusses the challenges and rewards of farming, the significance of crop diversification, and the need for resilience in the face of climate change. They also discuss the value of unusual crops like golden raspberries, the concept of food as medicine, and the joys and challenges of running a farm stand. Kelley offers strategies for how to educate customers about local produce, the benefits of being part of a farmers union, and the legacy of cooperative farming.Connect With Guest:Instagram: @clearlakegardensWebsite: clearlakegardens.orgPodcast Sponsors: Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support:Farmhand is the all-in-one virtual assistant created for CSA farmers. With five-star member support, custom websites, shop management, and seamless billing, Farmhand makes it effortless to market, manage, and grow a thriving CSA. Learn more and set up a demo with the founder at farmhand.partners/gfm.Harnois has been pioneering greenhouse design since 1965, working with farmers across North America to deliver turnkey greenhouse solutions. Designed to withstand high snow and wind loads, their greenhouses optimize brightness, boost yields, and offer a rapid ROI. And in 2025, they're introducing a new tunnel starting at just $2 per square foot- and as a GFM listener, you'll receive an exclusive 5% discount on all new structures at Harnois.com.Local Line is the all-in-one sales platform for direct-market farms and food hubs of all sizes. Increase your sales and streamline your processes with features including e-commerce, inventory management, subscriptions, online payments, and box builder. As a GFM podcast listener, Local Line is offering a free premium feature for one year with your subscription using the coupon code GFM2025 at localline.co.Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.comBCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America.Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial

"Are you doing this just to look good for yourself, or are you doing this because you genuinely want to make a difference for your people?" Notable Moments 04:42 Unlimited PTO: Productivity and Legalities 09:00 Managing Unlimited PTO Challenges 12:58 Competitive Compensation & Benefits Analysis 13:42 Thoughtful Compensation Strategy Assistance Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca There is a lot of discussion around whether unconventional benefits really enhance work culture, or if they are just a shiny façade. Benefits like stocked kitchens, ping pong tables, or even unlimited PTO can seem appealing, but the motivation behind them is what truly matters. Read my blog for more on ways companies can adopt unconventional benefits, while making sure they are doing it for the genuine benefit of employees.

Pre-order⁠ my book, Healing Clinician Burnout, How to Revive Your Life and Career, Available 4/18/25If you've been living in survival mode—numbing out, overworking, and ignoring your own needs—your relationship with money might be a reflection of all that.In this episode, Hope dives into the hidden connection between burnout, self-worth, and money mindset—especially for healthcare professionals who've spent years sacrificing themselves for the job.You'll explore how childhood beliefs about money and success can lead to guilt, restriction, and a chronic sense of “I haven't earned it yet.” Sound familiar? Whether you're hoarding PTO, hesitating to invest in your own wellness, or judging yourself for wanting a massage or a vacation, this episode will help you see how financial healing is part of burnout recovery.We'll talk about:

In this episode, I introduce you to Julie D. Julie and her husband have, in their home, a daughter, a son, and Maggie their dog. Julie heard someone talking about the Sunday Basket® and was intrigued and figured she could figure it out. Julie wasn't looking for organization as much as she desired systems. Before the interview, Julie drew out a mind map. She wanted to make sure to share ALL of the products and ways that Organize 365® has benefitted her life. Make sure you catch the episode to hear all the areas that have been impacted in Julie's life.  Julie came from 20 years in the retail space where she used to be in charge of 13 week projects that consisted of resetting a store or setting up new stores. The way the Organize 365® systems break down 90 (for business) and 120 (for home) days, was familiar to Julie. That is how they would organize the resetting of the stores. They'd make a plan and then run that plan for the next chunk of time.  Your home is like a small business right? So your family members we joked are like employees uninterested in the success of your small business. It's harder to get them motivated to keep things organized. We talked about how men from the Boomers generation who witnessed a stay at home mom, AKA the primary parent taking care of the home and children and a dad “bringing home the bacon.”  So their expectations were similar for their families. The systems let her do just that as they'd planned. The kids program has helped her to have them do some of the organizing. She's invested in the kid program to which the kids know a lot of “what Lisa says.”  Julie has thoughtfully implemented all of the Organize 365® systems.  She has multiple Sunday Baskets® and even got her mom and big sister to invest in Sunday Baskets®. She loves spreading the “gospel of Organize 365®.” It was a way for them to do life together till her mother passed away. Of course, she inherited her moms. She feels the Sunday Basket® is so important in her life that when they remodeled her kitchen she had to make sure she knew where she'd be able to put it once it was finished. During the remodel, she had a Sunday Basket® dedicated to the remodel and it was convenient for her and her contractors. It kept the remodel moving along and organized.  Julie's son, John, has level 3 autism and that has added to the demand for systems. She values the Warrior Mama binder to have in DON (determination of needs) meetings. She made a point to put a picture of John as a baby on the front to remind administrators and physicians in the meetings that her son is a person and he has come a long way. She's got a Friday Workbox® for her daughter in regards to Julie being leader of the parent council (Canadian speak for the PTO), being the pizza mom, girl guide leader, and as the registrar for speed skating. Once she realized she wasn't going to continue being the leader of the parent council, she could see taking off that train car gave her more capacity for something else. She's got a financial binder for each kid to keep track of receipts and medical visits. And John throws her plenty of challenges too, but, she has peace of mind that she's basically created playbooks for everything so when the wheels start to look like they may fall off she knows how to prevent it and get back to smooth sailing.  Julie often wonders how 20 year old Julie would have benefited from the Organize 365® products and systems. She was in a chaotic period of time and wonders how things would be different. What's different now? Julie has more peace of mind and capacity to prioritize her crafts. She's able to “do more projects that make me feel like me.” This is one line item in the budget that will not go away.  Julie's advice is, “Do a blitz. Then it's not a huge commitment to some ongoing system you have to learn.”  EPISODE RESOURCES: The Sunday Basket® The Paper Solution® The Productive Home Solution® Household Manager 21 Day Bootcamp Sign Up for the Organize 365® Newsletter  On the Wednesday podcast, I get to talk with members of the Organize 365­® community as they share the challenges, progress, missteps and triumphs along their organizing journey. I am grateful that you are reaching out to share with me and with this community. You can see and hear transformation in action. If you are ready to share your story with us, please apply at https://organize365.com/wednesday. Did you enjoy this episode? Please leave a rating and review in your favorite podcast app. Share this episode with a friend and be sure to tag Organize 365® when you share on social media!

This week we investigate the growing trend of PTO marketplaces, where 10% of companies now allow employees to buy, sell, and even gift vacation days. From Ben bribing his boss with three PTO days before a performance review to employees purchasing extra time to care for aging parents, we explore whether these programs offer genuine flexibility or just another way for companies to offload responsibility. Are these exchanges the next evolution beyond unlimited PTO, or simply a clever accounting trick to remove vacation liabilities from the balance sheet? Hosts: Matt Sunbulli https://www.linkedin.com/in/sunbulli/ https://www.firstdraft.vc Aaron Calafato Listen to Aaron's 7 Minute Stories Leah Ova Follow Leah on TikTok Editorial: Matt Sunbulli Brooks Borden Conor Bezane Aaron Calafato Senior Audio Engineer: Ken Wendt Research: Zaid Safe Matt Sunbulli Aaron Calafato

PTO 'whistleblower' Julie Burke and patent prosecution guru Clint Mehall join Eli on the season finale of Clause 8 to break down what's happening at the USPTO—and what's still left to be done.On this episode, they discuss: *Insights from the Reddit r/patentexaminer thread*Previous and current plans to reduce the record patent application backlog*Should the USPTO withdraw patent eligibility example 47 for AI? *Previous administration's decision to end AFCP program and ideas for variation of AFCP program to help reduce the backlog*Misguided priorities and personnel decisions during last administration *Improving morale and performance of examiners *Adjusting credit system & improving culture to help examiners identify allowable subject matter *Choice of Valencia Wallace Smith as Acting Commissioner for Patents *USPTO's decision to deprioritize examination of continuation patent applications *USPTO rescinding memorandum for discretionary denials at PTAB and Director taking over handling of the requests for discretionary denials *Aligning post-grant proceedings at PTAB with mission of USPTO*Suggestions about switching to a registration system for patents that does not require examination And, much more! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.voiceofip.com

Kristin Graves shares her journey as a fifth-generation farmer in Alberta, focusing on her passion for garlic and the importance of female representation in farming. She discusses her transition from a career in healthcare to farming, growing garlic and other crops in Alberta, and her new book, 'The Garlic Companion,' which combines growing advice with recipes. Kristin emphasizes the significance of embracing femininity in farming and the supportive environment she has experienced, while also addressing the pushback she faces as a female farmer.Kristin also shares her extensive knowledge and experience in garlic farming, covering everything from the harvesting process to innovative planting techniques, weed and pest management, and marketing strategies. She points out the importance of adapting to challenges in agriculture, such as weather conditions and market demands, while also discussing the role of social media in connecting with customers and promoting her products. She also discusses the sustainability and conservation goals of her family farm, and the economic challenges faced by farmers today, emphasizing the value of local food systems and the potential for a resurgence in gardening and local food purchasing as consumers navigate financial uncertainties.Connect With Guest:Instagram: @fifthgengardensWebsite: fifthgengardens.caBook: The Garlic Companion Podcast Sponsors: Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support:Farmhand is the all-in-one virtual assistant created for CSA farmers. With five-star member support, custom websites, shop management, and seamless billing, Farmhand makes it effortless to market, manage, and grow a thriving CSA. Learn more and set up a demo with the founder at farmhand.partners/gfm.Harnois has been pioneering greenhouse design since 1965, working with farmers across North America to deliver turnkey greenhouse solutions. Designed to withstand high snow and wind loads, their greenhouses optimize brightness, boost yields, and offer a rapid ROI. And in 2025, they're introducing a new tunnel starting at just $2 per square foot- and as a GFM listener, you'll receive an exclusive 5% discount on all new structures at Harnois.com.Local Line is the all-in-one sales platform for direct-market farms and food hubs of all sizes. Increase your sales and streamline your processes with features including e-commerce, inventory management, subscriptions, online payments, and box builder. As a GFM podcast listener, Local Line is offering a free premium feature for one year with your subscription using the coupon code GFM2025 at localline.co.Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.comBCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial

What happens when you ditch micromanagement and start leading with trust? Tina Moe, CPA and founder of ACT Services, shares how she turned workaholic tendencies into a thriving culture of autonomy. From dropping timesheets to rewarding longevity with unlimited PTO, she's redefining leadership—one empowered team member at a time. If you're tired of feeling like you have to do it all, this episode is your permission slip to let go, level up, and build a team that owns their work.

This week, the ladies are prepping for their big trip to the Miami Open. Pedicures! Panic shopping! Spray tans! They contemplate being a good consumer, which leads to an analysis of Jeff Bezos trying not to be a nerd anymore. Maya poses the theory that real-life billionaires are just comic book super villains. Mostly different versions of Lex Luthor. Florida is great…except for the most Floridia-y parts. Amy has some choice words for big sunscreen. Maya's dad had a very specific lecture about sunscreen. Amy has developed a Nutella cookie addiction, and now the whole family is hooked. Maya has a flashback to their last Florida trip, spring break 1993, and making Amy's dad stop at the Ron Jon Surf Shop, and he was mad because it was sooooooo out of the way. Maya and Amy imagine their new Florida Golden Girl lifestyle together. Don't get us started on raw dogging cable in your hotel room.  Heaven help the person who doesn't prep a PTO document for their team. The ladies recap the Miami Open results so far and can't believe all the huge tennis stars in the tournament. Also, what celebrities will they see? 

Bevin Cohen of Small House Farm shares his unexpected journey into seed production, the importance of rare and unusual seeds, and some of the unusual value-added products they take to market, including seed oils and apothecary products. The discussion with host April Parms Jones highlights the connection between seeds and community, the significance of regionally adapted seeds, and the value of growing unusual varieties. He also talks about the significance of seed saving for his farm, the cultivation of local food, and the journey of producing sunflower oil.Bevin emphasizes the importance of connecting with nature and the community through food and herbal products. The discussion also covers the creation of herbal remedies and the value of understanding seasonal herbs. You can read more about it in Bevin's brand new book, Herbs in Every Season! Connect With Guest:Instagram: @small_house_farmWebsite: smallhousefarm.comBevin's new book: Herbs in Every Season Podcast Sponsors: Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support: BCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Farmhand is the only ready-to-ride assistant made by and for farmers. Through a simple text or email to Farmhand, you can offload admin tasks, automate your CSA, update your website, and sell more to your customers. Learn more and take one of our many time-saving tasks for a test drive to see firsthand how Farmhand can help you earn more, and work less at farmhand.partners/gfm. Harnois has been pioneering greenhouse design since 1965, working with farmers across North America to deliver turnkey greenhouse solutions. Designed to withstand high snow and wind loads, their greenhouses optimize brightness, boost yields, and offer a rapid ROI. And in 2025, they're introducing a new tunnel starting at just $2 per square foot- and as a GFM listener, you'll receive an exclusive 5% discount on all new structures at Harnois.com. Local Line is the all-in-one sales platform for direct-market farms and food hubs of all sizes. Increase your sales and streamline your processes with features including e-commerce, inventory management, subscriptions, online payments, and box builder. As a GFM podcast listener, Local Line is offering a free premium feature for one year with your subscription using the coupon code GFM2025 at localline.co. Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.com Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial

School partnerships between parents, teachers, and administration are so important. Listen in as Christina Hidek tells her story about leading the PTO in her district, and how it turned her passion of helping others into the work she does today. Quotables *All quotes are from the interviewee* "Happy teachers make for happy kids which makes happy parents." "It's a funny little thing when your passion lines up with what you can do to help others." "If it doesn't work one time, that's not an excuse to not try again." About Christina Hidek Christina Hidek is a recovering attorney turned Professional Organizer and certified PTO volunteer nerd. She founded PTO Answers 7 years ago to boost family engagement in schools and empower parents to improve their child's educational experience and school community through PTA/PTO involvement. She's been an active PTO leader for the past 14 years and hosts the vibrant 8000 plus member Super Star PTO Leaders Facebook Group. When she's not volunteering, you can find her in her garden, listening to the latest Katherine Center audiobook or walking the family dogs. Connect with Christina Hidek Website: https://ptoanswers.com Facebook: https://www.facebook.com/ptoanswers PTO Super Star Leaders Facebook Group: https://ptoanswers.com/community Pinterest: https://www.pinterest.com/ptoanswers YouTube: https://www.youtube.com/c/ptoanswers Freebie: PTO Family Engagement Opportunity Assessment: https://ptoanswers.com/principal/ Join the...

Quinn Slobodian returns to PTO to talk about his new book 'Hayek's Bastards: The Neoliberal Roots of the Populist Right'. Whilst politicians and thinkers of the new right are typically characterised as fierce opponents of neoliberalism, Quinn explains how the emergence of the populist right developed through a split within the neoliberal movement itself. We talked about the intellectual development of the new right, why their neoliberal heritage is often ignored, and how their racism and obsession with borders - though often seen as merely irrational and atavistic - contains its own form of economic rationality.

Go to www.LearningLeader.com for full show notes The Learning Leader Show with Ryan Hawk Episode #625: Anthony Consigli - Digging Graves, Playing Football at Harvard, Learning From Failure, Taking Big Chances, & Growing a Business From $3 Million to $4 Billion Anthony's great-grandfather came from Italy and he was a stone mason. He had 6 sons. He gave each a trade. His grandfather had a business mind. Then WWII came. 4 brothers went and fought. His grandfather and blind uncle stayed back to run the business. He brought his son into it (Anthony's dad) he was a heavy equipment operator. And did business leadership work after it. Hard Work: Born in 1967, 2nd oldest of 5 kids. Grew up in the 1970's remembering his dad always working 2 jobs including Saturdays as a heavy equipment operator in construction with side jobs at night, his mom as a night nurse with his grandmother watching them during the day. Hard work and work ethic were drilled into them by their dad, grandfather, and uncles who all were in construction. All had stoic personalities. Anthony started working full-time in the Summer, Saturdays, and school vacations in the 7th grade when he was 12. Cleaning the mortar off bricks from demolished buildings so that they could be reused, then digging and covering graves by hand at a bunch of local cemeteries.  Chopping wood and burning the rubber off electrical wire from demolished buildings so we could bring the copper to the scrap yard for cash. It was not your typical childhood but I can see now it gave me incredible life lessons at an early age that allowed me to flourish in business and be a strong leader. Anthony was a gravedigger -I was a big part of the business because it was a consistent revenue stream. Regardless of a recession, people were going to die. For that reason, his dad and grandfather never wanted to give it up. Anthony dug them by hand, year-round. When I was in high school I was in charge of laying out the graves to be dug for the recently deceased. As the Catholic Church was not known for great record keeping the coordinates were often confused. I would cut the sod, save it and then start digging; 7.5' long, 4 foot wide, about 5.5'deep. I had to take 22 wheelbarrows of dirt and wheel them up a plank onto a truck as that was the displacement from the coffin and concrete box. One night the phone rang at the house. My dad yelled at me to tell me I had buried the body in the wrong place. He may have had a few expletives in there. The next morning, I spent the day digging a new hole, moving the box to the new grave, and then filling in both graves while the family watched. I tried blaming the priest but this was a losing battle. Lessons like this taught us accountability. Own it. Do what you say you are going to do and clean up your own messes. Dump Truck Story - When I was 14  I was helping to demolish the interiors of an old convent and we were throwing all the old cinder blocks into a dump truck. My grandfather didn't have anyone available to go dump the truck so he showed me the different lever and buttons; the clutch, the PTO, and gears, and told me where to go dump the truck. I knew a little about how to drive standard but had never driven a dump truck so he told me to leave it in first gear. I drove down the Main Street of the town with a long line of traffic behind me as I was going about 5 miles per hour. I got to the dump site, got the truck in position, enacted the PTO let my foot off the clutch, and got the dump body to start raising. I remember being so proud of myself. Like I had made it as a man. All of a sudden the truck jerked up violently and before I knew what happened the truck cab was in the air and the truck was upright vertically. I had forgotten to open the tailgate so the load had shifted and flipped the truck. There were no cell phones so I walked about a mile back to the site very embarrassed to call my grandfather. Construction has no shortage of occasions to be humbled as there are so many changing dynamics at hand all the time. But at the same time, being thrown into situations like this gave me this incredible tolerance for risk.  It was embarrassing but you could overcome that embarrassment. 1997 - Anthony became the CEO. $3m business at that time. Anthony pushed for bigger work. 25 people at the company then. 2024 - $3.4B 2,400 employees. What happened? One big thing is a concept/book called Raving Fans by Ken Blanchard. Construction at the time was low bid, hard knuckles, people flipping the table, throw staplers. It wasn't friendly. It started to get more professional over time. “Raving fans makes sense to me. Apply how you treat people in hospitality to construction. We work hard on client service skills. Being really professional. There is so much repeat business. That was harder than I expected it to be. Clients were rewarding us work over and over again. We were nice people to deal with. Raving fans stayed with us. We've done a lot of jobs at Harvard or hospital systems. We've earned that reputation. I came into the business during a bad recession. That bruised me. I had to tell people I couldn't pay them. I worried about where money would come from.” The significance of their logo? The arch… The Arch is our logo and helps support these values. The arch is from the oldest surviving picture of our great grandfather who was a simple, hardworking, stone mason building this big stone arch. The arch denotes teamwork as you can't do it alone. It symbolizes forward progress, quality, and craft. All stuff we want to be associated with. Take Big Chances – We got through the first recession knowing we needed to be larger to be able to withstand the ups and downs of the economic cycle. We started taking some chances on some larger jobs with more demanding clients which was extremely stressful as we had no idea what we were doing. It was new territory.  This is where all the humbling experiences as a kid like digging graves helped as it gave me the courage to take some risks.  Failure isn't final and you can push through mistakes.  Football at Harvard - Learned more on the football field than in any classroom. Discipline to a process. All the players at Harvard are there for the love of the game. I was admitted to Harvard with OK grades, but I could snap a football and block.  I was surprised at the time Harvard accepted me.  Looking back on it now, I should have been shocked as I was a meathead.   At the same time, I think my blue-collar work history in a small family business, my being an Eagle Scout, and generally smart kid all helped. Harvard changed me in good ways despite my best efforts not to let Harvard change me in bad ways.  I had this perception of blue-blood kids walking around with ascots and monocles or hippies protesting every earthly transgression on the planet.  But that is not what I found.  I made the best friends of my life; incredible diversity with kids from every socio-economic strata you could think of.  Our team had a kid who was in an LA street gang and a kid who worked summers second shift in a limestone mill outside of Pittsburgh yet at the same time had a kid who was fifth generation Harvard who was just a nice guy.  Really smart but normal kids.  As much as I didn't want to change, I needed to change; be more open-minded, more curious, have better dressing and grooming habits, and manners. It meant being able to engage in meaningful conversation on heady topics; not Hulk Hogan and the WWF or how tough Chuck Norris was.  I would always say that I didn't learn much in the classroom at Harvard but that's not fair.  Liberal arts education is a bit under fire right now but it has served me well.  I learned more through exposure to different people, other students smarter than me who were in random conversations and late-night debates. I learned more on the football field as I learned more about resilience, how to lose, and how to prepare.  The liberal arts education gave me an appreciation for continued curiosity, learning, and study which may be a more important skill than any in a fast-changing world.  It was the well-roundedness I needed. Leadership in Construction - Leadership means different things to different people. It can be easy in some settings. In football, all the players wanted to play. For a job site in South Boston, you walk onto a job site, you have 300-400 that don't want to be there, some don't speak English, then we get a union group, or an architect has other ideas, then traffic, weather, and things you can't control. It's hard for a leader to keep everybody working in the same direction. That's a huge leadership task. I was thinking about that. A construction superintendent at 6 am is thinking about all of this stuff.  What makes someone good at that job? Sense of urgency, align and motivate hundreds of people, great planners, organized. Had a former Marine Vietnam Seargent who was great. A gym teacher who's awesome, he's in NYC with a job several city blocks. High sense of urgency, detail-oriented, motivates and aligns people. We do personality testing, and we've got a lot of people who are lower A and just as successful as higher A personalities. Such team players. Can put a team together. We like people who have played sports. Hiking – About 12 years ago, Anthony, his brother, son, and a few guys went out to hike a 10,000-footer in Colorado.  They met their guide who was this little, old dude who looked like he smoked pot fairly regularly.  As they looked to get started, Anthony asked him for the trail map and he said he didn't have one.  “How do you know how to get to the top?" He pointed to the top of the mountain and said “It's right up there, we just need to keep going up." But when they were at the top, Anthony realized it was just an analogy for their business. We just needed to keep taking one more step up. ESOP - Consigli implemented an ESOP (Employee Stock Ownership Plan) to make the company entirely employee-owned, fostering a culture of accountability, shared responsibility, and pride among their teammates, where employees directly benefit from the company's success and feel a stronger sense of ownership in decision-making; essentially, it aimed to create a more engaged and motivated employee base by giving them a stake in the company's performance.

Austin shares 11 different things that you can negotiate (besides salary) when it comes to your next job offer!Time Stamped Show Notes:[0:30] - Of course, salary is most important[1:04] - The BEST negotiation strategy[2:13] - Your Negotiation toolbox[3:15] - Equity, PTO, & Titles[6:42] - Education, Stipends, & Project placement[9:43] - Visibility, Commuting, Relocating, & Start DateWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

Today, I'm sitting down with David Thomas, Director of Content Marketing at CDK Global to discuss: Tesla polarizing customers and the brands they are flocking to, The potential impact of auto tariffs and how manufacturers are pivoting, the coming drought of used rental inventory—plus much more. This episode is brought to you by: DriveHRIS - DriveHRIS streamlines hiring, onboarding, timesheets, PTO tracking, and payroll—all in one seamless platform. Let DriveHRIS handle HR and Safety so you can focus on what really matters—boosting your CSI scores, improving customer experience, and selling more vehicles. Visit @ https://drive2025.com/ to grab your FREE workbook on 'Retention Strategies for Dealerships in 2025. PayJunction - Are you leaving money on the table with your current payment processor? This is why PayJunction provides a modern, integrated payment solution that lowers costs, improves financial visibility, and streamlines transactions for auto dealers without requiring a software change. Ready to cut costs and save time? Download this free guide to learn how PayJunction can help your dealership optimize payments and cut costs here @ https://carguymedia.com/payjunction

Hey lady! This week Dr. Dom and Terri up the conversation around wellness with a friendly reminder that you are ALWAYS your best investment. The ladies offer up smart advice about utilizing your paid time off, also known as PTO, to help boost your wellness for whatever you may need.Even if you don't have a formal PTO employment situation, Terri and Dr. Dom have practical tips on how thorough planning and thinking ahead can help stave off burnout and lead you to the life of your dreams.There are many emotions and misperceptions about taking time off from work and life obligations. And, those factors can cloud your judgment with what you feel you may need. After all, when you've been conditioned to be Superwoman it's easy to accept nothing less from yourself. But, when the goal is not for you to realize you need time off when your body starts to tell you…or worse starts breaking down from neglect. The goal is to bake in all of the time you need along the way so that you can live your healthiest and most fulfilled life. Tune in this week for a roadmap to making sure that you are running on a full tank and offering the best of you to…YOU. Lady, we love you and want you to know that you are worthy of divine rest. It's ok to take a break. You deserve it! Quote of the Day:Taking PTO is not a luxury; it is a necessity. Taking care of yourself is not slacking; it's strategy. – Patrice Harrell-Carter  Goal Map Like a Pro WorkbookCultivating H.E.R. Space Sanctuary  Resources:Dr. Dom's Therapy PracticeBranding with TerriMelanin and Mental HealthTherapy for Black Girls Psychology TodayTherapy for QPOC  Where to find us:Twitter: @HERspacepodcastInstagram: @herspacepodcastFacebook: @herspacepodcastWebsite: cultivatingherspace.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/cultivating-h-e-r-space-uplifting-conversations-for-the-black-woman--5470036/support.