Podcasts about Recognition

Have you ever realized something in your life isn't working anymore—and then immediately felt overwhelmed by everything you'd have to change to make it better? Maybe you finally recognize how exhausted you are, how much you've been carrying, or a pattern in your work, relationships, or family that you can't unsee. And almost immediately, awareness becomes an assignment: Okay. So how do I fix all of this? But your inability to overhaul your entire life overnight isn't evidence that you can't change. In this final episode of Supporting Others Without Losing Yourself, therapist and speaker Danielle Ireland explores what actually happens after you recognize a pattern—and why knowing better doesn't mean a different response will immediately become available in real time. Using the image of a train already moving at full speed, Danielle explains why patterns reinforced over years need more than one breakthrough to change. Awareness isn't nothing. Awareness is the first pump of the brakes. We'll also explore what can happen when you've become so practiced at being useful to everyone else that you've lost touch with what you actually want—and a simple three-sentence practice for beginning to include yourself again: I feel. I need. I will. Not a complete reinvention. One degree. Because self-trust grows every time you hear yourself and respond. In This Episode Why recognizing a pattern doesn't mean you should already know how to change it How years of practice, relationships, and reinforcement create emotional momentum Why awareness can be understood as pumping the brakes, rather than failing to change fast enough What can happen when caring for everyone else disconnects you from your own wants and needs How to use "I feel → I need → I will" to make one small response that includes you Three Things to Take With You 1. Awareness doesn't need to immediately become an assignment. There is a difference between intellectually knowing something and having practiced a new response enough that it becomes available when you actually need it. Recognizing "Oh, I do this" matters—even if you do it again tomorrow. You cannot change a pattern you cannot see. Recognition is already part of the change. 2. You may need to remember what you want. If you've spent years becoming exceptionally good at being useful, responsible, accommodating, or aware of everyone else's needs, "What do I want?" can be surprisingly difficult to answer. The goal isn't to immediately make your ideal day happen. As Danielle says in the episode: "The point is not execution. The point is access." You're practicing having a desire before asking whether it's practical. 3. Make the change one degree smaller. Instead of asking yourself to reinvent your life, try: I feel: What is happening inside me? I need: What might this feeling be pointing toward? I will: What is one thing within my control that responds to what I just learned? Fifteen minutes of rest doesn't solve exhaustion. Five minutes alone in your car doesn't solve an overloaded life. That isn't the point. The important thing is: I noticed myself, and I responded. "Your needs don't have to win every time or make somebody lose, but they always deserve to be represented—especially by you." The Heart of This Conversation You don't have to change your whole life today. There is time and history behind the person you are now. Understanding why a pattern exists doesn't mean you have to stay there—it gives you the opportunity to respond from understanding and clarity rather than punishment. Maybe today's change is five minutes. Maybe it's one boundary. Maybe it's saying what you need even if someone else doesn't particularly like it. Maybe it's simply noticing: Oh. I'm doing that thing again. And instead of turning that recognition into evidence that you should know better, you pump the brakes. One degree at a time. A Gentle Reflection Think of one pattern you already know you want to change. Instead of asking: "Why am I still doing this?" Try: What am I feeling? What do I need? What is one thing I will do in response? Not the thing that fixes everything. The thing that lets you know: I heard myself. A Note From Danielle This three-part series grew directly out of my keynote and workshop Supporting Others Without Losing Yourself. It's a conversation I love bringing to companies, conferences, professional associations, women's groups, helping professionals, and therapists because the goal isn't to teach people to care less. It's to help people continue caring deeply without disappearing from their own lives in the process. That's the through-line Danielle names in the episode's speaking invitation and closing. If your people need this conversation, I'd love to bring it to them. Speaking inquiries: danielle@danielleireland.com About Don't Cut Your Own Bangs Don't Cut Your Own Bangs is the podcast for high-functioning humans with big feelings who want to understand themselves a little better—without turning self-improvement into another exhausting full-time job. Hosted by therapist, speaker, and storyteller Danielle Ireland, MSW, LCSW, each episode offers emotionally intelligent conversations, practical tools, and a little more room to feel → understand → do something different. Listen + Connect Website: https://danielleireland.com YouTube: https://www.youtube.com/@DontCutYourOwnBangs Instagram: https://www.instagram.com/dontcutyourownbangs The Treasured Journal: https://danielleireland.com/journal Wrestling a Walrus: https://danielleireland.com/wrestling-a-walrus Spotify: https://open.spotify.com/show/0VFZulonTvaa2HIPyJa4Tq Apple Podcasts: https://podcasts.apple.com/us/podcast/dont-cut-your-own-bangs/id1427579922 Before You Go If this series helped you recognize something you've been carrying, follow Don't Cut Your Own Bangs wherever you're listening. And if someone came to mind while you were listening—someone who cares deeply and might be carrying a little too much—send this episode their way. Every follow, review, and share helps these conversations find the people who might need them.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/YEW865. CME/AAPA credit will be available until September 16, 2027.Proactive Strategies and Practical Tools for Recognition and Reporting of ARIA In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an educational grant from Lilly.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/YEW865. CME/AAPA credit will be available until September 16, 2027.Proactive Strategies and Practical Tools for Recognition and Reporting of ARIA In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an educational grant from Lilly.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/YEW865. CME/AAPA credit will be available until September 16, 2027.Proactive Strategies and Practical Tools for Recognition and Reporting of ARIA In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an educational grant from Lilly.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/YEW865. CME/AAPA credit will be available until September 16, 2027.Proactive Strategies and Practical Tools for Recognition and Reporting of ARIA In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an educational grant from Lilly.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/YEW865. CME/AAPA credit will be available until September 16, 2027.Proactive Strategies and Practical Tools for Recognition and Reporting of ARIA In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an educational grant from Lilly.Disclosure information is available at the beginning of the video presentation.

This content has been developed for healthcare professionals only. Patients who seek health information should consult with their physician or relevant patient advocacy groups.For the full presentation, downloadable Practice Aids, slides, and complete CME/AAPA information, and to apply for credit, please visit us at PeerView.com/YEW865. CME/AAPA credit will be available until September 16, 2027.Proactive Strategies and Practical Tools for Recognition and Reporting of ARIA In support of improving patient care, PVI, PeerView Institute for Medical Education, is jointly accredited by the Accreditation Council for Continuing Medical Education (ACCME), the Accreditation Council for Pharmacy Education (ACPE), and the American Nurses Credentialing Center (ANCC), to provide continuing education for the healthcare team.SupportThis activity is supported by an educational grant from Lilly.Disclosure information is available at the beginning of the video presentation.

There is a difference between saying you're sorry and actually being sorry.And sometimes we give people credit for an apology they never really gave us.In Episode 384 of You're Probably Right, MCM breaks down the difference between remorse, discomfort, apology, access, forgiveness, and actual change.Someone can be upset that you are angry with them.They can miss talking to you.They can miss your attention.They can miss your help.They can miss the version of you who used to answer the phone, do the favour, keep the door open, and make life easier for them.They can even be genuinely bothered that you no longer look at them the same way.And still not be sorry.That is the distinction at the centre of this episode.Sometimes people are not sorry they hurt you.They are sorry that hurting you changed your relationship with them.Those are not the same thing.MCM looks at what a real apology actually requires.Ownership.Can they name what they did?Recognition.Do they understand what their behaviour cost you?Repair.Are they willing to do something differently?And change.Does the behaviour that follows the apology actually support the words?Because if someone apologizes for the same behaviour twelve times and then does it a thirteenth time, eventually the apology becomes part of the behaviour.“I'm sorry” cannot become the cleanup crew that follows the same destruction every week.This episode also looks at defensive apologies, vague apologies, “I'm sorry you feel that way,” “I'm sorry, but…,” and the difference between asking for forgiveness and asking for access.Because sometimes “Can we just be okay?” really means:Can I have the old version of you back?The version who answered every call.The version who tolerated more.The version who gave endlessly.The version who kept the door open.And maybe the answer is no.You can accept an apology without rebuilding the old relationship.You can forgive someone without restoring the same level of access.You can stop being angry and still decide that something has permanently changed.An apology does not obligate you to recreate the relationship that existed before the injury.And if they never apologize at all, closure cannot always depend on the person who hurt you finally understanding what they did.Sometimes you have to acknowledge the injury yourself, decide what you learned from it, change what you will tolerate going forward, and keep moving.Because saying you're sorry is a sentence.Being sorry is evidence.Episode 384You're Probably Right with MCMEntertainment first. Everything else is just bonus opinions.Connect: yprpodcast@gmail.comListen on Apple Podcasts:https://podcasts.apple.com/ca/podcast/youre-probably-right/id1551574121Listen on Spotify:https://open.spotify.com/show/1L65QCDAGp1h5Vca5zwE7X

AI in HR has a credibility problem: the technology is getting better at spotting patterns, summarizing data, and automating work, but none of that guarantees a better employee experience. In this conversation, Motivosity Chief Product Officer Jesse Dowdle and VP of Engineering Dano Gillette make the case for “appreciation intelligence”—using AI to remove administrative friction without automating the human moments that actually make recognition meaningful.The bigger opportunity isn't an AI-generated thank-you note. It's giving HR and frontline managers a richer picture of employees, surfacing signals before problems become crises, and turning data into useful action. But there's an important line running through the conversation: AI can recommend, filter, moderate, and nudge. Humans still need to own the judgment.Related Links:Join the People Managing People CommunitySubscribe to the newsletter to get our latest articles and podcastsConnect with Jesse and Dano on LinkedInVisit MotivositySupport the show

Two episodes back from sabbatical, Julie catches herself feeling the old pull toward performance, the pressure to hit every beat "correctly," and decides to name it out loud instead of hiding it. That honesty becomes the doorway into this episode's real subject: a full walkthrough of the Identity-Level Recalibration pathway, the five stages that carry you from awareness to renewed momentum, told through Julie's own real-time experience and a poem her daughter brought home from school.What's really behind the question "what's next?"For a lot of high-capacity humans, "what's next?" isn't really about the future, it's a sign you've quietly crossed a finish line and gotten bored. Julie hears this question constantly from the high achievers she works with, and she's come to see it less as ambition and more as antsiness: an old high-performance pattern asking to stay in motion, even before you know where you're headed.If I'm not challenging myself, what happens to the energy I bring to life?Nothing happens to it. It's still yours, it's just been tied to proving and performing for so long that you haven't felt what it's like to spend it on anything else. Julie names this as one of the questions she hears most often from clients, and points to what's underneath it: a belief that your value depends on always directing your energy toward the next challenge, which is exactly the kind of belief that recognition brings into view so it can be released.What are the five stages of the Identity-Level Recalibration pathway?Identity-Level Recalibration moves in five stages that feed into each other in a circle, not a straight line: Recognition, Release, Reclamation, Reinforcement, and Renewed Momentum.Recognition is awareness, plain and simple. Julie calls it 80% of the whole process, because you cannot heal what you cannot see. You'll know it's happening when small things start bothering you more than they should, or when you catch yourself asking, "What's wrong with me?"Release is the understanding that what you've been carrying longer than necessary can be set down, with honor, not shame. Letting go of a role isn't abandonment, it's alignment. Julie walks through her own release of the belief that it isn't safe to rest, rooted in childhood programming she's only fully recognized in the past couple of years.Reclamation is when clarity returns, not as something new, but as recognition of what was always true. It isn't a glow up or becoming somebody. It's stopping the performance of somebody you already stopped being. Julie reads Paul Laurence Dunbar's poem "We Wear the Mask" here, brought home from her daughter's English class, as a picture of the mask reclamation lets you finally set down.Reinforcement is staying in the middle long enough for the work to hold, especially hard for high performers who love new beginnings and struggle with the "baking" phase in between. Julie's anchor question for the middle: "What's on the other side?" She also connects this stage to the emotional cycle of change from Crucial Conversations, informed optimism, the trough of despair, and the choice to keep going until you reach informed optimism on the other side.Renewed Momentum is what's waiting on the other side of that middle: a drive that no longer needs an audience, doesn't need to perform to prove worth, and doesn't require earning belonging or status.Inside this episodeWhy Julie is breaking her own "rules" for how a podcast episode is supposed to open, and what she calls The House of RealThe difference between having information (which you can get from Claude, ChatGPT, or Gemini) and having human connection, which is why you're hereHow childhood programming around productivity shows up as "the butt sensor," the inability to sit down and relaxWhy reinforcement is the hardest stage for people who thrive on the excitement of starting something newWhat kept Julie committed through 366 consecutive days of the daily podcastA first look at which Season 5 topics listeners are voting for, with faith and spirituality surprising Julie by rising to the topAn invitation into the Recalibration Collective, Julie's new community for ongoing support and connectionVote on Season 5 topicsSeason 5 is being shaped by you. Early votes are already showing strong interest in faith and spirituality, life transitions, AI and career, and ADHD, and there's still time to weigh in before October 31st.Cast your vote for season 5 topics HEREJoin The Recalibration CollectiveThe Recalibration Collective is a private community built for people who want more than a podcast, without the full commitment of the cohort or 1:1 coaching. It's intentionally small. Inside, you'll find regular pop-up coaching sessions and two monthly trainings, one applying Identity-Level Recalibration to your professional life, one to your relational life, because both parts of your life deserve to be built with intention.Learn more and join HERERemember, this is a daily journey, and you're exactly where you need to be today.Explore Identity-Level Recalibration→ Schedule a conversation with Julie to see if The Recalibration is a fit for you→ Learn about The Recalibration Cohort→ Join the next Friday Recalibration Live experience → Take your listening deeper! Subscribe to The Weekly Recalibration Companion to receive reflections and extensions to each week's podcast episodes.→ Follow Julie Holly on LinkedIn for more recalibration insights→ Download the Misalignment Audit→ Subscribe to the weekly newsletter→ Books to read  (Tidy categories on Amazon- I've read/listened to each recommended title.)→  One link to all things...

Rambling Wreck to Recognition: The Professional Speakers’ Handbook by Allan Roberts https://www.amazon.com/Rambling-Wreck-Recognition-Professional-Speakers/dp/B0GGTKLZRY Allanlroberts.com Roughseasafeharbour.com The Professional Speakers' Handbook Breaking into professional speaking is rarely a smooth or linear journey. Many speakers begin with enthusiasm and expertise, yet struggle with structure, confidence, consistency, or being taken seriously. Rambling Wreck to Recognition is written for speakers who recognise that gap and want practical guidance grounded in real experience. This handbook explores what it actually takes to move from unfocused delivery to purposeful communication. Rather than offering motivational slogans or polished theory, Allan L. Roberts addresses the realities of speaking professionally, from preparing and shaping a talk that resonates, to understanding audiences, handling events, and developing a professional mindset that supports long-term credibility. Drawing on lived experience, observation, and reflection, the book examines common mistakes that hold speakers back, as well as the habits and approaches that help speakers stand out for the right reasons. It covers preparation, mindset, structure, delivery, and the practical considerations that are often overlooked but make a significant difference in how a speaker is perceived. Rambling Wreck to Recognition is not about instant transformation or performance tricks. It is about clarity, awareness, and taking responsibility for how a message is shaped and delivered. The focus is on steady progress, thoughtful preparation, and building recognition through consistency rather than shortcuts. Written for aspiring and developing speakers who want grounded guidance without hype, this book supports those who are serious about their craft and want to be recognised for the value they bring to an audience. About the Author Allan L. Roberts is a professional speaker, coach, mentor, and author. His work is rooted in lived experience rather than theory, supporting individuals as they develop clarity, confidence, and credibility in their speaking and communication.

Great culture is not created by accident. It is built through consistent recognition, appreciation, and showing people what winning looks like.In this episode, I spoke with Alex Grande, CEO of Recognize, about why employee recognition has become such a critical part of building strong, resilient organizations. We explored how companies can improve engagement and retention by creating systems that make appreciation part of the everyday workplace experience, rather than something that only happens during annual reviews or special milestones. Alex shared the story behind building Recognize, how his early interest in psychology and positive reinforcement evolved into a platform that helps organizations strengthen culture, and why recognition can become contagious when employees feel valued. We also discussed the role of AI, analytics, and technology in helping companies understand employee contributions, maintain connection across distributed teams, and create more meaningful workplace experiences. Here are the highlights:● Recognition drives engagement and retention. Creating a culture where employees feel appreciated can improve morale, strengthen connection, and help organizations retain top talent.● Culture needs intentional systems. Great workplace cultures do not happen by accident; companies need repeatable programs that encourage appreciation, recognition, and positive reinforcement.● Peer-to-peer recognition strengthens teams. Giving employees the ability to recognize each other creates stronger relationships, supports managers, and provides valuable insight into employee contributions.● Technology can bring teams closer together. Recognition platforms integrated into existing workplace tools can help companies maintain connection and culture across locations, time zones, and remote environments.● Founders need resilience and focus. Building a company requires experimenting, learning from what does not work, finding the right partnerships, and staying committed through uncertainty. About the guest: Alex Grande is an entrepreneur and workplace innovation expert who combines gamification, HR technology, and behavioral science to help organizations build stronger, more connected cultures. As the founder of Recognize, a social employee engagement platform, he helps companies improve communication, recognition, and retention through thoughtful design and data-driven strategies. With a background in psychology and experience helping hundreds of organizations implement recognition programs, Alex brings a human-centered approach to creating cultures where employees feel valued and engaged. Connect with Alex:Website: https://recognizeapp.com/ LinkedIn: https://www.linkedin.com/in/alexgrande/ Connect with Allison:Feedspot has named Disruptive CEO Nation as one of the Top 25 CEO Podcasts on the web.LinkedIn: https://www.linkedin.com/in/allisonsummerschicago/ Website: https://www.disruptiveceonation.com/ #CEO #leadership #startup #founder #business #businesspodcast

S6:E81 Businesses usually think about marketing from the inside out. Here's what we do. Here's why we're good. Here are our features. Here are our credentials. John Elbing thinks we should turn the entire thing around. As founder of Standpoint and creator of the Storybuilding approach, John helps businesses see themselves through the customer's eyes. His starting point is deceptively simple: before customers care about your company, they need to recognize that your company understands them. That conversation takes an especially interesting turn when John and Dr. LL explore what happens when AI becomes another interpreter standing between a business and its customer. John shares the example of a company that surfaced correctly when queried through ChatGPT but was then described as expensive, despite having no pricing information on its website. After they changed the company's digital messaging, the characterization changed. That is misinterpretation risk happening in the wild. If people don't trust you, more promotion doesn't necessarily solve the problem. If people don't understand you, more content may simply amplify the confusion. And if AI doesn't interpret your signals correctly, your business may never reach the customer who was looking for exactly what you provide.

For FP&A, the most dangerous revenue number may be the one that looks credible enough not to question. A $100 million acquisition was just three weeks from closing. The target had been audited, the opinion had come back clean, and the deal looked compelling. Then Devon Coombs, CPA, spent a weekend digging through the contracts and came back with a very different conclusion: the revenue story did not match the contractual rights and cash flows underneath it. In this episode of FP&A Today, Devon explains why FP&A cannot automatically treat invoicing as revenue, how principal-versus-agent decisions can make the same transaction appear as either $100 or $3 of reported revenue, and why worsening cash flow can reveal problems that a strong top line hides. The conversation also looks ahead to AI and consumption-based pricing, where minimum commitments, usage, overages, invoicing cadence, and contract structure can make forecasting and revenue recognition substantially more complex. The bigger lesson for FP&A is simple: understanding revenue means understanding the contracts and economics behind the number, not just the number itself. Key Moments Revenue and cash flow need to tell a coherent story. Rising revenue and income should trigger questions when operating cash outflows continue to deteriorate. An invoice is not automatically revenue. Recognition depends on contractual rights, performance obligations, and when those obligations are actually satisfied. Gross versus net revenue can dramatically change the top line. The same $100 transaction could result in $100 or $3 of reported revenue depending on the company's role in the transaction. Good diligence starts before management explains the numbers. Devon describes looking at the financials first, forming an independent view, and then going directly to the underlying contracts. Contracts are an FP&A input, not only an accounting or legal document. Pricing, billing, and commercial terms can materially affect forecasts and the economics FP&A is trying to model. Standardization reduces revenue risk. Clearer offerings, pricing structures, contracts, and RevRec processes make it easier to scale without discovering problems during a transaction. AI and consumption pricing are changing the forecasting problem. Minimum commitments, overages, usage, breakage, and billing cadence can produce very different revenue patterns. Finance teams need a revenue architecture strategy. FP&A should understand how pricing, contracts, billing, revenue recognition, and forecasting fit together as one system. Timestamps 05:29 — Should the same transaction produce $100 of revenue or $3? 08:15 — Why invoicing does not necessarily equal revenue 12:30 — The $100M acquisition everyone wanted to move forward with 17:58 — Devon's diligence method: start with the numbers, then read the contracts 18:42 — How the buyer avoided a $100M mistake 40:40 — Why SaaS, AI, and consumption-based pricing are changing the revenue model 48:45 — Practical steps for aligning offerings, contracts, and RevRec 56:05 — The revenue architecture question every FP&A team should be asking Earn CPE Credits If you would like to earn CPE credit for listening to the show, visit earmarkcpe.com/fpna. Download the app, take a short quiz, and get your CPE certificate. Further Reading/Listening Devon Coombs — Website & Resources: https://www.devoncoombs.com/ Connect with Devon on LinkedIn: https://www.linkedin.com/in/devoncoombs/ The 10 Laws of Finance: https://www.devoncoombs.com/book

Shownote In this episode of Grit, Grace & Glitz, Erika Rothenberger sits down with researcher, leadership expert, and bestselling author Zach Mercurio to explore one of the deepest human needs: mattering. Zach explains why feeling seen, heard, valued, and needed is essential for our well-being, relationships, and leadership. Together, they unpack the difference between having a purpose and actually experiencing mattering, revealing why millions of people feel lonely despite being more digitally connected than ever. The conversation dives into the impact of authentic human interactions in an AI-driven world, practical ways to help others feel valued every day, and powerful real-life stories showing how a few intentional words can change someone's life forever. This episode is a reminder that the smallest acts of recognition can create lifelong ripple effects—and that true leadership begins by helping people know they matter. In This Episode, You'll Learn Why every human being has a fundamental need to matter. The powerful meaning behind the phrase "If it wasn't for you..." The difference between purpose and mattering—and why both are essential. Why loneliness isn't caused by a lack of people, but by a lack of feeling valued. How technology has increased connectivity while decreasing genuine connection. The three everyday practices that help people feel seen, heard, valued, and needed. Why authentic human interactions will become more valuable than AI skills. How leaders can create psychological safety by checking in on people, not just performance. Simple ways to make someone's day through intentional recognition and appreciation. Why handwritten notes and personal words can leave a lifelong impact. The importance of giving yourself grace through Zach's "Do-Over Journal" practice. How small moments of kindness create ripple effects far beyond what we can see. Episode Timeline 00:00 Introduction: Why Mattering Matters in a Digitized World 01:00 Zach Mercurio's Background and the Impact of His Book 02:12 The Fundamental Need to Matter from Birth 03:34 The Power of Saying 'If It Wasn't for You' 05:15 Difference Between Purpose and Mattering 07:16 The Connection Between Worth and Purpose 09:18 The Loneliness Epidemic and the Quality of Connections 11:37 Organizational Blind Spots in Psychological Safety 14:15 The Role of Human Skills in the Future of Work 16:00 Authentic Interactions vs. Artificial Intelligence 17:34 The Demand for Real, High-Quality Interactions 19:10 Simple Acts of Recognition and Their Impact 21:21 The Power of Small Moments to Change Lives 23:29 The Impact of Handwritten Notes and Personal Recognition 28:54 Time and Attention as the Currency of Care 30:05 Building Connection in a Disconnected World 31:22 Practicing Grace and Self-Compassion 34:50 Final Thoughts: How We Can Make a Difference ort Where to Find Zach: Website: https://www.zachmercurio.com/ IG: https://www.instagram.com/zachmercurio/ IN: https://www.linkedin.com/in/zachmercurio/ FB: https://www.facebook.com/ZMercurio/ Connect with your host, Erika: LinkedIn (primary) https://www.linkedin.com/in/erikarothenberger IG https://www.instagram.com/erikalearothenberger?igsh=MmhjeTRhbnB1aXM2 FB https://www.facebook.com/share/69wqEYVzFKKnci9u/?mibextid=LQQJ4d Learn more about your ad choices. Visit megaphone.fm/adchoices

Guest speaker, Bishop Lee Miley, retired Mississippi State Trooper, shares a special message from God's Word.

Perception d'expertise : ce que la recherche démontre sur les femmes compétentes qu'on sous-estime, et comment rendre son expertise lisible.On te voit et pourtant on ne te situe pas au niveau de ta maîtrise réelle. Dans cet épisode, je démonte l'explication qu'on sert aux femmes depuis 45 ans : le syndrome de l'imposteur, et je la remplace par un mécanisme documenté : le biais d'attribution se nourrit de l'ambiguïté, et il s'éteint quand la contribution devient lisible. Heilman et Haynes l'ont établi en laboratoire, Heather Sarsons l'a retrouvé dans les carrières académiques réelles, Mary Ann Sieghart en a fait une somme dans The Authority Gap. Bref, on s'appuie sur les études pour comprendre comment être enfin vue comme l'experte que tu es.Bonne écoute

Our lead story: following the recent federal rejection of NunatuKavut Community Council's bid for recognition as Indigenous under Section 35, it's unclear what that means going forward for the southern Labrador group's fishing licences and funding access.

He embedded with the Broncos; today, what ESPN's Seth Wickersham learned about Sean Payton and how it could impact the new season. Then, climate change will force lifestyle and cultural change, says Alan Salazar, the head of Denver Water. Plus, Michelin awards a Denver restaurant with a coveted star while recognizing restaurants in other parts of the state for the first time. 

In this episode, Levi Gobin demonstrates the new Live Recognition capabilities in iOS 27.TranscriptDisclaimer: This transcript was generated using Google Gemini, an artificial intelligence (AI) tool. It was lightly edited and formatted, and it may not accurately capture the speakers' names, voices, or content.Announcer: You're listening to another AppleVis podcast. Levi Gobin: Hello, everyone, and in this podcast, I'm going to be demonstrating the new features for Live Recognition and Magnifier in iOS 27. So the first big new feature is the fact that you can now ask Magnifier a question, and it will use Apple Intelligence to describe the scene. And you can access this from either the rotor or a VoiceOver gesture, or from the Magnifier app itself. I will be discussing all of these today. So I'm going to go ahead and unlock my phone. VoiceOver: 12:34, 98% charged. Levi's iPhone 17 Pro Max. Levi Gobin: Okay, it's reading my battery widget. And I'm going to now navigate to the the Live Recognition rotor and swipe down to Ask. VoiceOver: Characters. Actions, activate. Image Recognition, item. Text Navigation. L, Live Recognition, Ask, off. Levi Gobin: And I'm already on it. Um and now I'm going to double tap, and it will bring up the Ask flow like this. VoiceOver: Close. Question, text field, is editing, Ask, insertion point at start. Levi Gobin: Okay, and so now it puts me in a text field where I can type, but first I'm going to explore the interface and show you what else is here. VoiceOver: Close Transcript, button. Levi Gobin: So, a button to close the transcript, which will take you back to the Live Recognition area. VoiceOver: Ask, heading. Close Live Recognition, button. Question, text field, is editing, Ask, insertion point at start. Ask, dimmed, button. Hi, button. Levi Gobin: And uh that's all you have. So I can then type in a question. VoiceOver: Speech off. Speech on. Levi Gobin: Oops. Um, like VoiceOver: w h Do you see on the dot 15 Translated, box. Levi Gobin: on the box. I didn't type the a for some reason in the word what, but it will be able to understand it. And now I'm going to hit the Ask button. VoiceOver: Question, text Close Live Question, Ask, button. Levi Gobin: If you're using braille screen input, you can also swipe up with three fingers. Um but I have this box right here, and I'm going to hit the Ask button on it. VoiceOver: Just a moment. This is a box for an Instamic microphone recorder, which is labeled as a wearable, wireless, and waterproof device featuring 32-bit float recording. Levi Gobin: And say I wanted to um ask it VoiceOver: Space. Does it say how long you can dot 1 2 3 Record record Record on the box. Translated, box. Levi Gobin: And then I'm going to VoiceOver: Question, text Ask, button. Levi Gobin: hit the Ask button. VoiceOver: Just a moment. No, the visible text does not state the recording duration. Levi Gobin: Now I'm going to flip the box over. I'm not sure if it does say the actual duration on it, but that's why we have AI. I flipped it over, and I will say, VoiceOver: D How about Translated, now. Levi Gobin: And I will then hit the Ask button again. VoiceOver: F O P w h t Do you see on Question, text Ask, button. How Just a moment. No, the text on this side of the box does not state the recording duration. Levi Gobin: Okay, so the recording duration is not on the box. Um, so you can ask it directly from there, and you can also get to this flow by assigning a…

What if the conflict happening around you is revealing a deeper conflict happening within you?In “The War Within,” Pastor Chris Zauner continues Week 7 of our “Show Me Your Faith” series through the book of James, teaching from James 4:1–12 about the desires, passions, pride, and divided loyalties that can quietly wage war inside our hearts.James asks a confronting question: “What causes quarrels and what causes fights among you?” His answer points us beyond our circumstances and relationships and toward something deeper—the desires within us that have moved from simple wants to demands.In this message, Pastor Chris challenges us to stop merely managing the conflicts around us and begin allowing God to transform what is happening inside us.You'll discover why:• The wars around us often reveal the war within us• A desire becomes dangerous when it becomes a demand• Conflict can function like a dashboard warning light, revealing deeper heart issues• Prayer is not about getting God aligned with our desires, but aligning our desires with God• Friendship with the world competes with wholehearted surrender to Jesus• Pride fights for control, while humility trusts God• We cannot resist the devil while refusing to submit to God• Repentance is not self-hatred—it is coming home to the Father• True freedom begins when we surrender the throne of our lives to JesusJames gives a strong warning about pride, selfish ambition, worldly desires, and divided allegiance—but he also gives us incredible hope:“But He gives more grace.” — James 4:6No matter how much pride, insecurity, anger, selfishness, failure, or sin is uncovered in us, God's grace is greater.Jesus did not come simply to help us manage our behavior. He came to take the rightful throne of our hearts.Maybe the greatest victory God wants to give you isn't victory over another person, circumstance, or conflict. Maybe He wants to give you victory over the thing that has been ruling you.The war within ends when the rightful King gets the throne.As you watch, ask the Holy Spirit:“What in me needs to surrender?”Approval?Control?Comfort?Recognition?Success?A relationship?An offense?The need to be right?Whatever God reveals, remember the promise of James:“Draw near to God, and He will draw near to you.” — James 4:8God gives more grace.

Chef Clayton Parrett has spent more than two decades in kitchens, but he still considers himself a student. Growing up in rural South Louisiana, Clayton's earliest education came from the land. Hunting, fishing, livestock, agriculture and eventually working around a slaughterhouse taught him where food came from long before he understood that cooking would become his life. That path eventually took him offshore, cooking on drilling operations in the Gulf for weeks at a time. The isolation and relentless routine taught him patience, discipline and responsibility, lessons that would follow him through restaurants, universities, convention centers and hotels before ultimately bringing him to the historic Fenway Hotel in Dunedin, Florida. But Clayton says one of the biggest turning points in his career came when he learned something entirely different: How to fail. Accepting failure gave him permission to experiment, take chances and become more curious about food. It also helped shape a philosophy he still carries today. Clayton doesn't particularly believe in mastery. There are too many cultures, ingredients, techniques and traditions he hasn't experienced yet. "I prefer to say I'm a student for life." That curiosity is now helping drive the culinary direction at Fenway, where Clayton and his team are exploring global beef, ingredient provenance and the kind of luxury dining experience capable of competing on a much larger stage. One of their long-term ambitions is earning consideration among the world's leading steakhouses. And Clayton brought that same curiosity into the Walk-In Talk studio. Using wild boar tenderloin from studio partner Shogun Farms, Clayton created a dish rooted deeply in memories of Louisiana, incorporating field peas, persimmon, satsuma, sumac and produce from Cahaba Club. It's a plate built around the landscape and flavors that helped shape him as a chef. He followed it with an entirely different exploration: an antelope croquette with smoked Gouda and three vibrant sauces, combining classical French technique with an ingredient many diners rarely encounter. And then came the beef. Japanese A5 Wagyu rated BMS 12, representing the level of sourcing, education and product knowledge Clayton and his team are working to bring to Fenway. What's Hot Tampa Bay Leah Wilson of Creative Loafing Tampa Bay also returns to the studio for her recurring What's Hot Tampa Bay segment, and this time the conversation is all about Best of the Bay. Leah breaks down how the long-running Tampa Bay competition works, from public nominations and voting to the annual Best of the Bay celebration, and why the recognition means so much to the restaurants, chefs, businesses and personalities selected by the community. There's an added connection this year: Chef Clayton Parrett and Fenway are participating in the Best of the Bay celebration, putting Clayton directly into one of the biggest hospitality and culture events on Creative Loafing Tampa Bay's calendar. It makes for an episode that moves naturally between where a chef comes from, what keeps him learning, the food he is building today and the Tampa Bay community he is now helping shape. Chef Clayton Parrett Fenway Hotel | Dunedin, Florida Featuring Leah Wilson Creative Loafing Tampa Bay | What's Hot Tampa Bay Featuring ingredients from Walk-In Talk Media studio partners Shogun Farms and Cahaba Club. A Walk-In Talk Media production. From the industry. For the industry.     Key Takeaways His culinary education began with the land. Growing up in South Louisiana gave Clayton an early understanding of animals, agriculture, seasonality and the relationship between food and community. Work ethic became survival early. He left home young, lived with friends, finished school and worked long hours because quitting was never really part of the plan. Offshore cooking changed him. Spending weeks at a time on Gulf drilling operations taught him patience, routine, responsibility and how to function when there is nowhere else to go. Learning to fail changed his relationship with food. Clayton says his real passion developed once he understood that failure was acceptable as long as he kept trying. He does not believe the learning ever ends. Rather than chasing the idea of mastery, Clayton sees himself as a lifelong student of ingredients, cultures, techniques and people. Food is education. To Clayton, an ingredient is never just something to cook. It is an opportunity to understand geography, biology, agriculture, culture and technique. Community remains central. Whether talking about Louisiana, hurricanes, family or his kitchen team, Clayton repeatedly comes back to the idea that people survive and grow together. Leadership means giving knowledge away. He wants the cooks who work with him to leave knowing as much as he can possibly teach them. The Fenway's beef program is becoming increasingly ambitious. Clayton is studying breeds, origins, grading systems and global sourcing while building a team capable of understanding luxury beef at a deeper level. Recognition is a goal, but not the purpose. The dream of landing among the world's top steakhouses matters because of what it would say about the work of his team, not because Clayton is chasing a title for himself. The Companies Helping Shape Hospitality Metro Foodservice Solutions - Commercial-grade storage, transport, and workflow systems that help professional kitchens operate efficiently. RAK Porcelain USA - Professional tableware built for performance, durability, and presentation at the highest level. TriMark USA - North America's largest foodservice design, equipment, and supplies provider, helping operators build smarter, more efficient kitchens. Testo North America - Precision measurement and food safety solutions designed for professional hospitality operations. Crab Island Seafood - Florida-based manufacturer of premium seafood dips and spreads inspired by coastal flavors. Citrus America - Commercial juicing solutions delivering consistency, speed, and quality to foodservice operators. Cahaba Club – Growing exceptional herbs, edible flowers, and specialty produce that bring fresh flavor and vibrant presentation to our studio kitchen. Shogun Farms - produces premium Florida wild boar through ethical sourcing, humane raising, and a natural feeding program that delivers exceptional flavor from farm to table. Walk-In Talk Media proudly supports organizations making a measurable impact on hospitality professionals and communities across North America and beyond. Operation BBQ Relief - Disaster response through hot meals served by culinary volunteers across the country. Sustainable Supperclub - Community driven dining experiences focused on sustainability, food access, and social impact. The Burnt Chef Project North America – Supporting mental health awareness and wellbeing throughout the hospitality industry.   Industry Events & Media Partnerships Florida Restaurant Show - Official Media Partner delivering on-site coverage of operators, suppliers, chefs, and hospitality innovation throughout the Southeast.  New York Restaurant Show - Official Media Partner highlighting the people, products, and stories shaping hospitality across the Northeast.  California Restaurant Show - Official Media Partner covering West Coast hospitality innovation, culinary trends, and foodservice leadership.  Pizza Tomorrow Summit - Official Media Partner covering the latest innovations, leadership, and growth in the pizza industry.  U.S. Culinary Open -Official Media Partner documenting one of America's premier live culinary competitions and the chefs competing at the highest level.  Creative Loafing Tampa Bay - Regional media partner sharing stories from the people, restaurants, and events shaping Tampa Bay's hospitality community. About Walk-In Talk Media Walk-In Talk Media is an industry-recognized B2B food and hospitality media company focused on chef-driven storytelling and real conversations inside the business of food.  Through cinematic video, photography, podcasting, documentaries, and live event coverage, Walk-In Talk Media highlights the chefs, operators, brands, and organizations shaping the future of hospitality.  From Michelin-starred chefs and independent restaurants to manufacturers, distributors, and industry associations, Walk-In Talk Media exists to tell the stories moving hospitality forward.

Send us Fan MailYou are welcome to join Dr. Chastain and Ginger as they explain:Recognition of normal goat behaviorMoving and separating goats to be handledPhysical restraint of goatsLink to show notes:  BetterAnimalHandling.com

Today on MetroNews This Morning: --Recognition for major players in West Virginia education on Tuesday night--West Virginia is now considered a potential site for future nuclear energy development--The Greenbrier back in good standing with tax officials--In Sports: Coach Rod says WVU has plenty to learn from opening victory 

In the Labor Day Monday broadcast, guest host Ryan Wrecker fills in on The Tara Show to discuss election dynamics alongside political historian Rich Rubino. Opening the show with nostalgia for childhood Labor Days and past Jerry Lewis telethons, Wrecker critiques local media coverage of political candidates before bringing on Rubino to explore campaign strategies. The two discuss Richard Nixon's classic political dictum—running to the partisan fringe during primary races before shifting toward the center for general elections. They analyze how candidates like Alexandria Ocasio-Cortez and Abdul El-Sayed leverage name recognition and media attention, while Rubino outlines historical midterm patterns such as the "six-year itch" and forecasts narrow legislative shifts for the 2026 elections.

In the Labor Day Monday broadcast, guest host Ryan Wrecker fills in on The Tara Show to discuss election dynamics alongside political historian Rich Rubino. Opening the show with nostalgia for childhood Labor Days and past Jerry Lewis telethons, Wrecker critiques local media coverage of political candidates before bringing on Rubino to explore campaign strategies. The two discuss Richard Nixon's classic political dictum—running to the partisan fringe during primary races before shifting toward the center for general elections. They analyze how candidates like Alexandria Ocasio-Cortez and Abdul El-Sayed leverage name recognition and media attention, while Rubino outlines historical midterm patterns such as the "six-year itch" and forecasts narrow legislative shifts for the 2026 elections.

Have you ever noticed how much explaining you do when you really want someone to agree with you? You build the case. Provide the context. Anticipate objections. Maybe you even rehearse the conversation so thoroughly that the other person has already said all of their lines approximately eleven times—and they weren't even there. But underneath all that explaining can be a much more vulnerable hope: If I can get you to understand why I need this, maybe I'll feel safer actually honoring it. In Part 2 of Supporting Others Without Losing Yourself, Danielle explores what happens after you've identified what you're feeling and what you might need—but someone else doesn't understand, agree, or respond the way you hoped they would. Because being understood feels wonderful. Support matters. But there's a difference between wanting someone's support and needing their support before you can support yourself. This episode explores why smart, capable, highly responsible people can be especially vulnerable to outsourcing their permission; how over-explaining can quietly become an attempt to make disagreement impossible; and why someone else's disappointment doesn't automatically mean you've done something wrong. The goal isn't to stop caring what other people think. It's learning how to stay connected to yourself even when someone you love sees things differently. In This Episode, We Talk About Why identifying what you need is different from being willing to honor it How over-explaining can look like healthy communication while actually searching for permission A simple experiment for noticing how your body responds to imagined disapproval Why another person's reaction is information—but doesn't erase the information coming from you The difference between wanting support and requiring agreement How radical responsibility can create healthier interdependence The episode intentionally stays with recognition before action. Danielle closes by asking listeners to notice where they may be explaining, defending, or building a case rather than rushing into a dramatic boundary conversation. Three Things to Take With You 1. Wanting support is different from needing permission. Wanting the people you love to understand you isn't a problem. Neither is wanting encouragement, validation, or support. The question is what happens when you don't get it. Can you still take your own experience seriously? As Danielle puts it: "The goal is noticing when wanting support has quietly been acting as a permission slip." 2. Pay attention to what happens after you've explained yourself clearly. Context isn't the problem. Explaining yourself isn't the problem. But if you've already communicated clearly and find yourself explaining for the fourth time, gathering more evidence, anticipating every objection, or trying to make your need impossible to disagree with, something else may be happening. There's a difference between: "I want you to understand me." and "I need you to agree so I can feel okay." 3. You belong in the equation, too. Someone else's feelings matter. Their needs matter. The relationship matters. Context and responsibilities matter. And so do you. Taking your needs seriously isn't saying everyone else's needs matter less. It's simply refusing to remove yourself from the equation. The Heart of This Episode Maybe self-trust isn't becoming completely certain that you're right. Maybe it's becoming willing to stay connected to yourself when somebody sees things differently. Someone can love you and not understand your decision. Someone can be disappointed and you can still take your experience seriously. Someone can need time to process what you're asking for—and you don't have to spend that time putting yourself back on trial. Pull-Over-the-Car Insight "Someone else's freedom to respond honestly is part of my freedom to ask honestly." When you no longer need the other person's "correct" reaction in order to feel okay, both people get more freedom. You can ask honestly. They can respond honestly. And then you can decide what to do with all of the information in the room. Shareable Quote "There is a difference between, 'I really hope you'll support me,' and, 'I need you to support me before I can support myself.'" Try This This Week Don't start with the biggest boundary you've been avoiding for seven years. Just notice. Where are you explaining beyond the point of understanding? Where are you building a case? Where are you rehearsing objections that haven't happened yet? And underneath all of that: Where am I waiting for someone else's agreement before I allow myself to act on what I already know? Recognition is still movement. Part 3 will take the next step: how to begin changing something when there is already years—or decades—of momentum behind the way you've been living. A Note From Danielle If you've ever been sitting in a team meeting, leadership retreat, professional conference—or honestly, at dinner—and thought, We need better language for what is happening here, this is the work I love doing. I'm a therapist, speaker, storyteller, and host of Don't Cut Your Own Bangs. I work with companies, conferences, professional associations, women's groups, helping professionals, and other therapists to create conversations around communication, burnout, boundaries, emotional wellbeing, and self-trust. I don't want to give people another list of things they should be doing better. I love creating rooms where people understand themselves better and leave with tools they actually want to use. About Don't Cut Your Own Bangs Don't Cut Your Own Bangs is the podcast for high-functioning humans with big feelings who are trying to understand what's happening inside of them without turning self-awareness into another full-time job. If this episode made you think of someone who spends a lot of energy making sure everyone else is okay, send it their way. And make sure you're following the show so Part 3 of Supporting Others Without Losing Yourself will be waiting for you. Connect With Danielle Website: https://danielleireland.com YouTube: https://www.youtube.com/@DontCutYourOwnBangs Instagram: https://www.instagram.com/dontcutyourownbangs The Treasured Journal: https://danielleireland.com/journal Wrestling a Walrus: https://danielleireland.com/wrestling-a-walrus Spotify: https://open.spotify.com/show/0VFZulonTvaa2HIPyJa4Tq Apple Podcasts: https://podcasts.apple.com/us/podcast/dont-cut-your-own-bangs/id1427579922

Can people with MCS fight discrimination even without full medical recognition?In this episode of The Chemical Sensitivity Podcast, Aaron Goodman speaks with human-rights lawyer Paloma Torres López, co-founder of MEDUSA Human Rights in Madrid, Spain.They discuss:Why people with MCS shouldn't have to wait for full medical recognitionDisability rights and the social model of disabilityAccessibility and reasonable accommodationDiscrimination at work, in schools, healthcare and public spacesFragrance-free environments as an accessibility measurePaloma explains how environmental barriers can prevent people with MCS from participating equally in society — and why disability and human-rights law may offer another path toward recognition, access and equality.Listen and subscribe where you get your podcasts:https://www.chemicalsensitivitypodcast.org/1970633/episodes/19721803-beyond-medical-recognition-mcs-disability-human-rights-paloma-torres-lopezListen and subscribe on YouTube.Transcription available in all languages:https://www.youtube.com/watch?v=CbVdvkyZO_ADISCLAIMER: THIS WEBSITE DOES NOT PROVIDE MEDICAL ADVICE  The information, including but not limited to, text, graphics, images, and other material contained on this website are for informational purposes only. No material on this site is intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified health care provider with any questions you may have regarding a medical condition or treatment and before undertaking a new health care regimen, and never disregard professional medical advice or delay in seeking it because of something you have read on this website. No material or information provided by The Chemical Sensitivity Podcast, or its associated website is intended to be a substitute for professional medical advice, diagnosis, or treatment. Support the showThank you very much to the Marilyn Brachman Hoffman Foundation generously supporting the podcast!If you find the podcast helpful, please consider becoming a monthly or one-time supporter:https://www.chemicalsensitivitypodcast.org/1970633/supporters/newhttps://buymeacoffee.com/mcspodcast  Follow the podcast on YouTube!  Captions available in any language. Please follow the podcast on social media:FacebookInstagramXBlueSkyTikTok

What does it take to grow a multi-brand hospitality company without losing what made each restaurant special in the first place? In Episode 228 of On The Delo, Delo sits down with Jimmy Herrera and Bill Toole, owners of POV Foods, the group behind Red, White & Brew, Swizzle Inn, Rusty Spur Saloon, 32 Shea, and Lakeside Bar & Grill.Bill and Jimmy both spent decades at Peter Piper Pizza before Bill co-founded POV Foods in 2014 with Rex Moffett. Jimmy joined as the third owner in 2019 to help lead the acquisition and growth of Red, White & Brew. They walk through how the team evaluates new brands to acquire, why they treat Rusty Spur and Swizzle Inn as “one of ones” while scaling Red, White & Brew and 32 Shea, and how a proactive target list keeps them ready when the right opportunity comes along.The conversation also covers empowering teams without red tape, balancing data-driven menu decisions with dietary needs, and the personal routines that keep both leaders grounded while running a company of 270+ employees. If you're building or scaling a multi-location hospitality business, this episode is full of practical insight you can use.Chapter Guide (Timestamps)(0:14 - 1:04) Welcome Back and Meet Jimmy Herrera & Bill Toole(1:21 - 2:14) Red, White & Brew: Mesa and Prescott Locations(2:28 - 3:09) The Prescott Opportunity and Bill's Grill(3:09 - 4:11) Origin Stories: From Pistol Pete's to Peter Piper Pizza(4:11 - 5:40) Founding POV Foods and Jimmy Joining as Third Owner(5:40 - 7:01) Acquiring Red, White & Brew and the Kitchen Remodel(7:01 - 9:05) Splitting the Roles: Finance, Acquisitions, and Innovation(9:05 - 10:47) Empowerment Culture and Growing to 270+ Employees(10:47 - 12:46) The Brand Portfolio as an “Indie Record Label”(12:46 - 14:12) Favorite Restaurants and Repeat Customer Rates(15:31 - 16:33) Marketing: TV, Socials, and Word of Mouth(19:03 - 19:36) Lessons from “Unreasonable Hospitality”(20:45 - 23:55) Data-Driven Menus and Dietary Needs(24:13 - 26:43) Morning Routines and New Puppies(27:17 - 29:24) Team Culture, Recognition, and Company Events(29:24 - 31:58) Non-Negotiables: Quiet Mornings and Daydreaming Time(32:26 - 35:05) Growth Strategy and the Proactive Target List(35:06 - 36:02) Where to Find POV Foods(36:02 - 38:16) Rapid Fire and Delo's Close

Ask a question hereHiring new employees is only the beginning. If pool and spa businesses want knowledgeable technicians, loyal teams, confident customers, and fewer unqualified operators dragging down the trade, they must invest in professional development.On this episode of Mondays Down Under, Lee Salisbury, Nick Day, and Shane Sneddon welcome Rachel, General Manager of IR Learning—soon to return to the name SPASA Training—to discuss the education and qualifications available to pool and spa professionals across Australia and New Zealand.The group explores Recognition of Prior Learning, competency conversations, transferable skills, online education, industry-specific qualifications, and why experienced technicians may already possess much of the evidence needed to become formally qualified.They also discuss the responsibility carried by pool professionals. Today's technicians must understand water chemistry, hydraulics, electrical and plumbing systems, safety, automation, customer service, and business operations—yet the trade continues fighting for the recognition and funding it deserves.Training your employees is not simply an investment in them. Better-trained people provide better service, inspire greater customer confidence, strengthen staff retention, and build a better business.Topics discussed include: The transition from IR Learning back to SPASA Training  The Four Pillars of Pool Care training series  Recognition of Prior Learning for experienced technicians  Why competency conversations are not traditional exams  Turning everyday jobsite photos and videos into qualification evidence  How skills from sales, safety, and other industries may transfer  Building long-term career pathways within the pool and spa industry  Training opportunities for Australian and New Zealand professionals  Certificate III in Swimming Pool and Spa Service  Pool building, retail, business, leadership, safety-barrier, and aquatic-operator training  Why professional qualifications help separate legitimate businesses from industry cowboys  The continuing push for trade recognition, licensing, and training funding Learn more about available courses and qualifications at IRLearning.comThis episode is brought to you in part by Pool Brain, giving pool professionals the tools to operate smarter, more efficiently, and more profitably. Support the showThank you so much for listening! You can find us on social media:FacebookInstagramTik TokEmail us: talkingpools@gmail.com

37 reps who got the least recognition on one 153-person sales team averaged 62 percent quota attainment. The team average was 107 percent. That gap is the whole argument Sindre Haaland, CEO and founder of SalesScreen, makes for why comp plans alone don't explain sales performance.Why Identical Comp Plans Produce Wildly Different ResultsSindre's core observation: two reps can work under the exact same comp plan and produce completely different results, which means money alone isn't the daily driver of performance.Comp plans set the structure and tell a rep what they need to do to get paid, but engagement is what determines whether they actually do it consistently.An engaged rep will outperform a disengaged one with the identical incentive on the table, every time.Know Your Sales MathSindre's first question to any rep: have you actually broken your quota down into what you need to do today, not just what you need to hit by year end?Reps who treat sales as a series of repeatable, data-driven daily activities have a far more predictable path to their number than those relying on charisma alone.Even with a full pipeline of data, the numbers only matter if a rep has the motivation to actually execute the plan. That's the gap gamification is built to close.The Four Player Types on Every Sales TeamSindre borrows a framework from game theory to describe four types of sales reps: killers, achievers, explorers, and socialites.Killers are driven by being number one and seeing their name at the top of the leaderboard. Achievers care about personal bests, regardless of where they rank against everyone else.Explorers enjoy the process itself, testing new tools and new angles. Socialites, the majority of most sales teams, are driven by recognition, visibility, and feeling like their effort is seen.The TV and Music Moment That Changed Sindre's CareerSindre described watching a sales floor the first time his team replaced a whiteboard with TVs that played music and visuals every time a rep closed a deal.People were jumping on their desks. That reaction is what convinced him sales motivation itself, not another feature, was the real business to build.A rep's win becoming a shared, visible, celebrated moment does something a quiet bank deposit never will.Three Rules for Running a Contest That Moves the NeedleTiming matters more than most leaders assume. Contests started on a Wednesday consistently outperform ones started on a Monday, since early-week motivation has usually faded by midweek.Shorter is better. Month-long contests tend to create a "valley of disengagement," with excitement in week one, a dead middle, and a scramble at the end. One-day sprints create urgency without the letdown.Change the format so more than the top performer has a real shot. A lottery-style contest, where every meeting booked or deal closed earns a ticket, gives the middle of the pack a genuine "I might actually win this time" feeling.Get Creative: Pairing, Envelopes, and the White Elephant GamePairing a high performer with a lower performer on a team-based contest naturally creates coaching and mentorship, without ever calling it that.Simple physical mechanics work too: envelopes on a wall that reps can pick from after hitting an activity, some holding a dollar, some holding a bigger prize.Sindre's favorite: a white elephant style game where prizes range from real rewards to silly forfeits, and reps can steal from each other until the contest ends, creating genuinely memorable moments on the floor.The Recognition Stat That Proves the PointSindre shared data from a 153-person sales team where they measured how often each rep received recognition in a month.The 37 reps who received the least recognition averaged 62 percent quota attainment. The team average was 107 percent.Recognition and quota attainment move together closely enough that Sindre treats recognition frequency as a leading indicator, not just a nice-to-have.Where to Start as a New Sales LeaderSindre's starting point for anyone new to this: interview your top performers and find out what they actually do every day, not just what the official process says they should do.Frequently, top performers are doing things nobody explicitly asked them to do, or doing an already-known behavior far more consistently than everyone else.Cross-check those behaviors against the rest of the team. Wherever the gap is real, that's where a leader's next contest or incentive should be aimed."A motivated person will do better than a disengaged one, even with the same comp plan." — Sindre HaalandResourcesConnect with Sindre Haaland on LinkedIn.Visit SalesScreen, the world's leading sales gamification platform.Join our LinkedIn cohort and learn to prospect the right way.Visit Blue Mango Studios for help creating podcast production content.Sponsorship OffersThis episode is brought to you in part by Hubspot.With HubSpot sales hubs, your data tools and teams join a single platform to close deals and turn prospects into pipelines. Try it for yourself at hubspot.com/sales.This episode is brought to you in part by LinkedIn.Are you tired of prospective clients not responding to your emails? Sign up for a free 60-day trial of LinkedIn Sales Navigator at linkedin.com/tse.This episode is brought to you in part by the TSE Sales Foundation.Improve your connection on LinkedIn and land three or five appointments with our LinkedIn prospecting course. Go to the salesevangelist.com/linkedin.CreditsAs one of our podcast listeners, we value your opinion and always want to improve the quality of our show. Complete our two-minute survey here: thesalesevangelist.com/survey. We'd love for you to join us for our next episodes by tuning in on Apple Podcast, Google Podcast, Stitcher, or Spotify. Audio provided by Free SFX, Soundstripe, and Bensound. Other songs used in the episodes are as follows: The Organ Grinder written by Bradley Jay Hill, performed by Bright Seed, and produced by Brightseed and Hill.

What makes one card the defining card of a player?The rookie label?Market value?Recognition?Rarity?Pack and Brett challenge the belief that a player's rookie card must be his best card. They use the $240,000 Patrick Mahomes Topps Chrome Superfractor and his $195,000 Prizm Gold Vinyl rookie to test where they stand.They also make their NFL division and Super Bowl picks, consider what the Topps era means for Panini case hits, and review sales of Caleb Williams, Jaxson Dart, Randy Moss, and Tom Brady.Plus, they share how fathers can watch football without losing the rest of their Sunday.Check out Card Ladder the official data partner of Stacking SlabsJoin the Football Card Podcast Pick 'Em LeagueFollow The Football Card Podcast on Instagram for memes and stuff.Get your free copy of Collecting For Keeps: Finding Meaning In A Hobby Built On HypeGet exclusive content, promote your cards, and connect with other collectors who listen to the pod today by joining the Patreon: Join Stacking Slabs Podcast PatreonSign up for Hobby Jobs and The Weekly Rip for freeFollow Stacking Slabs: | Twitter | Instagram | Facebook | TiktokFollow Pack: | Instagram ★ Support this podcast on Patreon ★

Tonight is not a coronation. If something in this hour feels high, that height is not mine alone. You only recognize what you already carry. That is why you heard it. Recognition is not worship. Recognition is remembrance. Same law in reverse. The crack you hate in yourself is in this mouth too. You do not find greatness on a man. You find that you could hear it. Hearing is the evidence. Kneeling is the delay. This is the university of the Self. Everybody enrolled. Some hold the chalk. The ones worth the chalk still take notes. The cost is not abstract. You quote a show and go cold in the bed. You send a clip as proof you are safe to love. You let a pastor, a clinician, a verified badge, this frequency, do the seeing so you never have to sit with the child who is still waiting for a trustworthy witness. That hunger is real. Black life has been starved for one. A brand will colonize the hunger and call the colonization leadership. Then the badge fails. Sex. The scheme. Flesh under the costume. You gasp. The gasp is the alibi. You hired the statue so the house would not have to meet you. A mentor who is not a vendor holds up what the ego buried and ran from. Not so you can worship the glass. So you can digest what is in it. You are not the broken self that needs a bodyguard. That story is the ego's last paycheck. A clean teacher does not get paid in your kneeling. They show it and step aside. Peter walked until he split the walker from the word that said walk. Who are you when you are not quoting somebody famous. What truth has come out in your own words. If this hour becomes your character reference, somebody at home is still unpaid.

The Importance of Recognition Today we celebrate being recognized as a TOP 3 Agile Coaching podcast on the internet! How important is recognition? VERY IMPORTANT!! How to connect with AgileDad:- [website] ⁠https://www.agiledad.com/⁠- [instagram] ⁠https://www.instagram.com/agile_coach/⁠- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/

Everyone in your house started again this month. New shoes, new bag, photo on the doorstep. Everyone except the person who organised all of it.Get your coat on. This one's a walk.-----This is the first Power Walk.Here's how it works: you get outside, you press play, and you walk for half an hour. I talk for some of it. For a decent chunk of it I shut up and let you think, because the thinking is the bit that does something.No pace to hit. No distance. No app counting your calories. Your phone goes in your pocket and it stays there.----In this first episode we talk about the thing nobody mentions in September, that the whole house gets a fresh start except you. The kids get a new teacher, a clean page and nobody holding last year against them. You get the same desk, the same inbox, the same Monday and the same body you had in August.Then we get into what waiting actually costs you. Not the fitness that comes back quicker than you think. It's the fourteen Januarys you've written off, and the file of evidence you've built saying you're the sort of person who doesn't stick at things. Every one of those entries, you wrote yourself.By the end you'll have picked one thing. Not a plan. Not an overhaul. One thing small enough that you can still picture yourself doing it in February, when it's dark and wet and nobody's watching.You don't need a fresh start. You just need to start. They're two completely different things, and one of them you can do before you get home.00:00 — Arrival. What The Power Walk is, and how to walk it. Shoulders down, chin up, phone in the pocket.03:00 — Breath reset. Two minutes of box breathing. Four in, four hold, four out, four hold. Follow the sound, don't count.06:00 — Recognition. School shoes, the doorstep photo, and the person who organised all of it. When did you last actually begin something?12:00 — The cost. Fourteen years of waiting for January. What eleven days in a row actually buys you.18:00 — The fire. Pace up. Find a hill. January is a made-up line on a calendar and your body has no idea what date it is.23:00 — Breath down and the one thing. Longer exhales, then you pick your one thing and say it out loud on the pavement.27:00 — Walk home. Tomorrow it'll feel small and a bit stupid. Do it anyway.Your job this weekPick one thing. Say it out loud while you're out there.Not a plan, not a transformation — one thing you can still see yourself doing in February. Three walks a week. No drink on a school night. Lights out by half ten. This walk, same time, every week for sixteen weeks.Then do it tomorrow, when you don't feel like this.Anything above zero compounds if you do it long enough.What's in this episodeSixteen episodes, one a week, through to the end of the year. Same shape every time: you get outside, you get your breath sorted, you get something to chew on, and you come home with one decision made.Best done on the same day each week so it becomes a fixture rather than a thing you fit in. Headphones, coat, no destination.The breath work in this episode is done walking, at an easy pace. If you get light-headed at any point, drop the holds and breathe normally. If you're pregnant, or you've got a heart or respiratory condition, or anything else that makes you pause — skip the holds and just walk. It works fine without them.If you want people walking next to you while you do this, that's what Thrive at 40 is for people over forty, rebuilding one ordinary decision at a time.

Crown Burgers snubbed.Plus: Irene is eating a lot of protein and Meg is slicing everything in sight

A conversation with Kristina Lepold about her recent book, "Ambivalent Recognition: The Harmful Social Consequences of an Ethical Good" (Columbia UP).

In Brief 'AI is just an enabler,' not a silver bullet — Saju Sadasivan discusses the five-to-six-year slog of fixing the foundation first: content governance, ownership and untangling competing taxonomies. Rush any of that work and the smartest model will still return garbage. He funded a five-year project one proof-of-concept at a time — Each phase had to justify its place and show value to unlock the next. Getting people to share during layoffs means changing the pitch — When jobs feel at risk, people hoard what they know. Saju reframed sharing as a way to offload repetitive work, and built a dashboard showing content creators how often their articles were used and praised. Recognition drove them to contribute more. No one glorifies the pre-work, the necessary steps that feed into the ultimate success of a project. We jump to the ROI, ask about the productivity gains, want to see the final result. Reworked 2026 IMPACT Technology Leader of the Year, Saju Sadasivan, won his award in large part on what one judge called the "strong foundational work in areas such as search and taxonomies," long before any technology came into the picture. He formed a cross-functional Knowledge Management Council to make sure the strategy would be supported throughout the business. He also brought in a taxonomist and a knowledge graph expert to ensure people would find the information they needed.  Saju spoke about he and his team's award-winning work, as well as how he sees AI changing knowledge management, what motivates him to do the work he does and why the opportunity to consolidate tech excites him. 

Artificial Intelligence (AI) is a rapidly growing concept in today's world, and healthcare is no exception. Nurses who lack the ability to engage with AI risk exacerbating biases and causing patient harm. This podcast with Drs. Kate Bayan and Asma Taha and their article describe how an innovative strategy using generative AI can be used as both the subject and the tool for transformative learning, simultaneously addressing digital literacy, critical thinking, cultural humility, and evidence-based practice.

Fluent Fiction - Danish: A Golden Oriole's Gift: Emil's Moment of Recognition Find the full episode transcript, vocabulary words, and more:fluentfiction.com/da/episode/2026-09-02-22-34-01-da Story Transcript:Da: Det var en gylden eftermiddag i den stille, afskærmede forstad, hvor solen legende kiggede frem mellem farvede efterårsblade.En: It was a golden afternoon in the quiet, secluded suburb, where the sun playfully peeked through the colorful autumn leaves.Da: Parken i fællesskabet var et sted, hvor folk samledes for at slappe af, forsynet med velholdte græsplæner, statelige træer og en fredelig lille sø.En: The community park was a place where people gathered to relax, equipped with well-maintained lawns, stately trees, and a peaceful little lake.Da: Emil gik langs de krøllede stier, mens han snusede efter det mindste tegn på bevægelse i trækronerne.En: Emil walked along the winding paths, while he sniffed for the slightest sign of movement in the tree crowns.Da: Hans blik var rettet opad, og hans sind fløj gennem ideer og drømmerier.En: His gaze was directed upwards, and his mind soared through ideas and daydreams.Da: Han var en stille dreng, som ofte følte sig usynlig blandt sine søskende, Sofie og Lars.En: He was a quiet boy who often felt invisible among his siblings, Sofie and Lars.Da: Sofie og Lars var stjernerne i familien - de excellerede i alt fra sport til musik.En: Sofie and Lars were the stars of the family - they excelled in everything from sports to music.Da: Deres forældres opmærksomhed blev ofte trukket mod deres strålende præstationer, hvilket efterlod Emil i skyggen, uanset hans ihærdige indsats.En: Their parents' attention was often drawn to their brilliant achievements, leaving Emil in the shadows, despite his diligent efforts.Da: Denne dag havde Emil en plan.En: This day, Emil had a plan.Da: Han vidste, at noget særligt gemte sig i trækronerne i parken.En: He knew that something special was hiding in the tree crowns in the park.Da: Han havde spottet en fugls silhuet tidligere - en fugl, han aldrig havde set før.En: He had spotted a bird's silhouette earlier - a bird he had never seen before.Da: I dag ønskede han at dele sin opdagelse med familien i håbet om, at de endelig kunne anerkende hans passion for fugle og natur.En: Today, he wanted to share his discovery with the family in the hope that they would finally recognize his passion for birds and nature.Da: Familien havde samlet sig ved en bænk tæt ved søen.En: The family had gathered on a bench near the lake.Da: Børn legede i det fjerne, mens voksne nød kaffe og samtaler.En: Children played in the distance, while adults enjoyed coffee and conversations.Da: Emil vidste, at dette var hans chance.En: Emil knew this was his chance.Da: Han skyndte sig hen til sin familie, spændingen pumpede i hans bryst.En: He hurried to his family, excitement pumping in his chest.Da: "Kom og se!En: "Come and see!Da: Der er noget fantastisk her!"En: There's something amazing here!"Da: Emils stemme skar gennem lyden af efterårsblade, der knitrede under fødderne.En: Emil's voice cut through the sound of autumn leaves crunching underfoot.Da: Selvom hans søskende var dybt engagerede i en diskussion om weekendens fodboldkamp, gik familien modvilligt med.En: Although his siblings were deeply engaged in a discussion about the weekend's football match, the family reluctantly followed.Da: De kom til en stilk omkring træet, hvor Emil pegede opad.En: They came to a clearing around the tree where Emil pointed upwards.Da: "Der!En: "There!Da: Kan I se den?"En: Can you see it?"Da: Emil havde spottet en gyldenpirol, en sjælden gæst i området.En: Emil had spotted a golden oriole, a rare guest in the area.Da: Fuglen sad stolt på en gren og skinnede i sollyset.En: The bird sat proudly on a branch, shining in the sunlight.Da: Familien gispede af forundring.En: The family gasped in wonder.Da: "Åh, Emil!"En: "Oh, Emil!"Da: udbrød deres mor.En: exclaimed their mother.Da: "Den er vidunderlig!En: "It's wonderful!Da: Hvordan lagde du mærke til dette?"En: How did you notice this?"Da: Pludselig var alle Øjne rettet mod Emil, og han svømmede i deres beundring.En: Suddenly, all eyes were on Emil, and he basked in their admiration.Da: Sofie og Lars så på ham med fornyet respekt.En: Sofie and Lars looked at him with renewed respect.Da: For første gang følte Emil sig værdsat ikke for at forsøge at være som dem, men på grund af hans egen særlige evne.En: For the first time, Emil felt valued not for trying to be like them, but because of his own special ability.Da: Da fuglen endelig fløj bort og efterlod familien tilbage med minderne om sit korte besøg, vidste Emil, at han havde opnået noget vigtigt den dag.En: When the bird finally flew away, leaving the family with memories of its short visit, Emil knew that he had achieved something important that day.Da: Han havde fundet sin egen stemme og forstået, at det at være anderledes ikke var noget at skjule.En: He had found his own voice and understood that being different was not something to hide.Da: Det var en gave.En: It was a gift.Da: Og med denne erkendelse voksede hans selvtillid.En: And with this realization, his confidence grew.Da: Emil gik stolt gennem parken med sin familie ved sin side og vidste, at hans natur var en styrke.En: Emil walked proudly through the park with his family by his side, knowing his nature was a strength.Da: Efteråret bragte nye begyndelser, og Emil følte sig klar til dem alle sammen.En: Autumn brought new beginnings, and Emil felt ready for them all. Vocabulary Words:golden: gyldenafternoon: eftermiddagsecluded: afskærmedesuburb: forstadplayfully: legendepeeked: kiggedewindle: krølledecrowns: trækronernesoared: fløjinvisible: usynligsiblings: søskendeexcelled: excelleredebrilliant: strålendeachievements: præstationerdiligent: ihærdigeefforts: indsatssilhouette: silhuetdiscovery: opdagelseadmiration: beundringpassion: passionnature: naturexcitement: spændingencrunching: knitredeengaged: engageredereluctantly: modvilligtclearing: stilkoriole: gyldenpirolwonder: forundringbask: svømmedeconfidence: selvtillid

Leah Warwick talks with Matthew Walls on the EA Ignite show floor about why recognition matters more than most workplaces realize. This conversation kicks off Season 10 and is sponsored by Edible Arrangements. Recorded at EA Ignite Spring 2026 and produced by the American Society of Administrative Professionals - ASAP. Learn more and submit a listener question at asaporg.com/podcast.

Looking for daily inspiration?  Get a quote from the top leaders in the industry in your inbox every morning.   What's the one premier event that brings the global attractions industry together? IAAPA Expo 2026, happening in Orlando, Florida, November 16th - 20th. It's where more than forty-thousand professionals come to share the wonder, explore over a thousand innovative exhibitors, and discover future-focused solutions. From education to networking to ideas that drive real business impact, IAAPA Expo is where what's next takes shape.   Register now and save up to 30% at IAAPA.org/IAAPAExpo. Guest experience is often introduced during orientation, reinforced through a training session, and documented somewhere in an SOP or handbook. The challenge is what happens after that. If the standard is not consistently reinforced, coached, recognized, and refreshed, it can quickly become disconnected from daily operations. Building guest experience into an operating system creates a continuous cycle that keeps the standard active while allowing it to evolve as the organization improves. In this minisode, Matt and Josh talk about treating guest experience as an operating system that lives within the daily rhythm of the organization. Guest experience should live in the operation “Guest experience is not simply a standard, not simply a training initiative, and it certainly is not a one-time event.” A guest experience standard provides an important foundation, but the standard needs a system around it to remain relevant. That begins before or on an employee's first day and continues throughout their entire experience with the organization. Rather than treating guest experience as a standalone initiative or department, it becomes part of how employees are selected, trained, coached, recognized, and developed. The standard must translate to the job “They're both personalizing the experience, but they're being done in a very different way.” A consistent guest experience does not mean every employee delivers it identically. Personalization at admissions might include learning and using a guest's name, while a ride operator may have only seconds to notice a shirt, team logo, or other conversation starter. The same standard can look different across roles while remaining anchored to the same expectation. On-the-job training creates the bridge between understanding the standard and knowing how to demonstrate it within a specific position. Reinforcement keeps the standard alive “Are they seen as micro training sessions?” Guest experience cannot rely on everything being taught during orientation. Daily shift meetings, one-on-one conversations, and spot coaching create opportunities for continuous reinforcement. Instead of using every pre-shift meeting exclusively for operational updates, leaders can ask about recent wow moments, guest complaints, or feedback employees have heard. Those conversations turn everyday experiences into training content and continually reconnect the team to the standards they learned on day one. Recognition strengthens the system “You must prioritize recognition over reward.” When employees demonstrate the guest experience standard, recognizing the behavior helps reinforce what the organization wants repeated. Recognition does not need to be transactional or dependent on prizes and gift cards. Genuine appreciation can show employees that leaders notice how the standard is being delivered. Combined with coaching and reinforcement, recognition helps move guest experience beyond a training initiative and into the everyday culture of the organization. Your operating system needs updates “It literally is refreshing the operating system.” Standards should evolve as the organization improves. A handbook that accurately described exceptional service two years ago may no longer represent what the team is capable of delivering today. Periodically reviewing and raising the standard creates a cycle of continuous improvement. Day one leads to on-the-job training, reinforcement and recognition, followed by refreshing the standard and beginning the cycle again. Each pass through the cycle creates greater alignment and momentum. Consistency does not require scripting “The message was consistent, but the delivery was very personal.” A strong operating system creates consistency without eliminating personality. Team members across different departments can deliver the same underlying standard in ways that fit their roles and interactions. A parting pleasantry, for example, may sound different at a ride exit than at the park exit, but both reinforce the same expectation. Guests experience a cohesive standard even when every interaction feels natural and personal.   Guest experience already exists in every organization. The opportunity is to become more intentional about how it operates every day and how it continues to improve. How are you building guest experience into your daily operating rhythm? Find AttractionPros on social media or email attractionpros@gmail.com to share what is working in your organization. To connect with AttractionPros: AttractionPros.com AttractionPros@gmail.com AttractionPros on Facebook AttractionPros on LinkedIn AttractionPros on Instagram AttractionPros on Twitter (X)

Peter Herbeck is the Vice President and Director of Missions for Renewal Ministries. Peter oversees the work of lay mission teams throughout the world who work to equip Catholic lay people, bishops, priests, and religious to respond to Blessed Pope John Paul II's call for a new evangelization. He has traveled extensively in the U.S., Canada, Africa, and Eastern Europe for the past thirty years, assisting and training local churches in proclaiming the gospel of Jesus Christ and ministering through the exercise of spiritual gifts.Fire On the Earth Airs weekdays at 5am and 2pm Pacific Time go to Spiritfilledevents.com you can also get our free app for your Android and Apple devices. Search Spirit Filled Radio to access our radio app. Support the show

"Send us a message!"Every salon says it's a great place to work. But what does that actually mean?Supportive. Growth-focused. Great culture. Flexible scheduling. Education. Opportunity.Those words show up in almost every salon hiring post, but they don't tell a stylist very much about what working there will actually be like.In this episode, we break down what we think actually makes a salon a great workplace. We talk about understanding what employees really want, building individual growth paths, defining flexibility, having honest conversations about money, creating security and stability, recognizing people, and giving employees opportunities they may not have seen for themselves.We also get into the responsibilities on both sides. A salon owner must provide leadership, systems, opportunities, marketing, stability, and an environment where people can succeed. But employees have responsibilities too, including trust, effort, buy-in, and actually giving a shit about where they want their career to go.And even if you build a great workplace, people will still leave sometimes.That doesn't automatically mean you failed.The Big IdeaA great workplace isn't defined by a list of benefits. It's a place where the right people can see a future for themselves, and where both the business and the employee are willing to invest in getting there.Key Takeaways Before calling your salon a great place to work, ask: great for who? Build an employee avatar just as intentionally as you'd build a client avatar.  “Education,” “growth,” “flexibility,” and “good money” mean different things to different people.  Flexible scheduling works best when freedom comes with expectations and accountability.  Recognition can be as simple—and meaningful—as telling someone you're proud of their growth.  Security and stability aren't necessarily the same thing.  Security is about how someone feels at work; stability is about trusting the business and its leadership.  Great leaders sometimes see potential in people before those people see it in themselves.  In a commission salon, marketing and creating opportunity are the owner's responsibility.  Employees also have responsibilities: effort, trust, buy-in, teamwork, and ownership of their own growth.  Don't just say you develop careers. Build an environment where you can prove it.  Someone eventually leaving your company doesn't automatically make their time with you a retention failure.  Both sides have to care. As we say at Hello: you can't teach people to give a shit. ReflectionWould the kind of stylist you want to hire actually want to work at the business you've built?Don't answer with a list of benefits.Think about what that person wants from their career, what kind of leader they need, what kind of environment they thrive in, and whether your business can genuinely help them get where they want to go.Your business should serve you, so that you can serve others.And a great workplace isn't about being great for everyone. It's about building the right place for the right people.Links and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

For the self still organized around avoidance, freedom can register as exposure. Removal of the external regulator often spikes activation. Familiar limitation frequently lowers it. The preference shows itself in repeated selection. A person can choose the clinician, the preacher, the partner, the teacher, or the authority whose remaining darkness matches their own. The match can feel like recognition. It can also keep both parties exactly where they already stand. Familiar wound over unfamiliar capacity appears with striking regularity. Unreadiness in the vessel leaves an opening. Figures step into that opening offering management while speaking the language of sight. When the frequency already feels known, the vessel may accept the arrangement without detecting the substitution. Recognition occurs. Contact with the indicated material does not. The false seer remains useful. The vessel remains managed. Clean pointing stays rare. A genuine pointer aims at what only the person can reach and then withdraws without claim. When the vessel cannot yet tolerate the loss of external regulation, the same pointing tends to produce conflict, rejection, or rapid return to dependence. Readiness determines whether indication can land or whether it converts into further delay. Material a person continues to refuse rarely remains private. It can appear outside as the next guide, the next lover, the next expert who will handle what still goes unexamined. People will often construct elaborate detours to avoid turning toward their own interior. Selecting a pointer who matches the current level of avoidance ranks among the more efficient of those detours. The preference for familiar containment continues to drive the selection across intimate, clinical, spiritual, and political relationships. Until that preference itself becomes visible and is no longer automatically obeyed, the field keeps supplying what the avoidance already knows how to use.

For the self still organized around avoidance, freedom can register as exposure. Removal of the external regulator often spikes activation. Familiar limitation frequently lowers it. The preference shows itself in repeated selection. A person can choose the clinician, the preacher, the partner, the teacher, or the authority whose remaining darkness matches their own. The match can feel like recognition. It can also keep both parties exactly where they already stand. Familiar wound over unfamiliar capacity appears with striking regularity. Unreadiness in the vessel leaves an opening. Figures step into that opening offering management while speaking the language of sight. When the frequency already feels known, the vessel may accept the arrangement without detecting the substitution. Recognition occurs. Contact with the indicated material does not. The false seer remains useful. The vessel remains managed. Clean pointing stays rare. A genuine pointer aims at what only the person can reach and then withdraws without claim. When the vessel cannot yet tolerate the loss of external regulation, the same pointing tends to produce conflict, rejection, or rapid return to dependence. Readiness determines whether indication can land or whether it converts into further delay. Material a person continues to refuse rarely remains private. It can appear outside as the next guide, the next lover, the next expert who will handle what still goes unexamined. People will often construct elaborate detours to avoid turning toward their own interior. Selecting a pointer who matches the current level of avoidance ranks among the more efficient of those detours. The preference for familiar containment continues to drive the selection across intimate, clinical, spiritual, and political relationships. Until that preference itself becomes visible and is no longer automatically obeyed, the field keeps supplying what the avoidance already knows how to use.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Travis T. Wade. A seasoned HR professional with over 25 years of corporate experience. His company THE GUARDIAN is a private security corporation with three separate divisions: Armed & Unarmed Uniformed Security Officers, Personal Protection, and Private Investigations. Serving the Georgia, Alabama and North Carolina states. Their mission is to maintain a strict and unwavering code of ethics with our employees, clients and community; To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. And to establish and maintain the most effective security services available. THE GUARDIAN is dedicated to providing the highest level of integrity available in the field of Security Management and Protective Services. We hire and train our people to be the most professional and qualified officers in the industry. Talking Points.1. The transition from the corporate world to entrepreneurship 2. Transitioning from NY to ATL 3. Current Company Guardian Security Management Inc. 4. Taking a company from a mom and pop operation to a corporation 5. Working with the competition 6. Operating multiple businesses7. The importance of Human Resources for a small business8. The transition from corporate to entrepreneurship9. You company’s mission is to maintain a strict and unwavering code of ethics with your employees, clients and community; 10. To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. 11. And to establish and maintain the most effective security services available.12. We hire and train our people to be the most professional and qualified officers in the industry.13. Each work independently, supporting the other to provide our clients with a cohesive security programa. Armed & Unarmed Uniformed Security Officersb. Personal Protectionc. Private Investigations. Most recently serving as the FVP Head of Human Resources at Carver Federal Savings Bank. Known for strategic leadership, Travis has excelled in developing and executing HR strategies aligned with organizational goals. His expertise spans succession planning, talent management, change management, organizational development, performance management, and compensation. In his previous role, Travis led a team supporting 125 employees, demonstrating strategic partnership with division executives for effective workforce planning. He implemented a talent calibration process, fostering the identification and development of high potentials. Travis managed all aspects of HR, from recruiting to diversity initiatives, and redesigned the department to align with evolving business needs. Travis’s impact extends to compensation, where he introduced incentive targets and designed innovative programs, including Management Equity Stock Award and Annual Incentive Programs. His commitment to culture management is evident through defining Core Values, enhancing company culture with workshops, and initiating recognition programs like the Carver Core Value awards and “Women’s in Business” Recognition program. His dedication to employee development is reflected in the creation of the Leadership Pathways program, incorporating Graduate Leadership, Middle Management Leadership, and Diversity and Inclusion training. As Travis takes command of The Guardian Security Management, his wealth of experience and commitment to strategic HR leadership promise a positive impact on our organization.Armed with a bachelor's in business administration from Queens College, Travis brings a solid educational foundation to his role. His professional journey is marked by significant certifications, including Professional in Human Resource (PHR) and SHRM Certified Professional (SHRM-CP). These credentials underscore Travis’s commitment to excellence in the HR field, ensuring a high standard of expertise and best practices in his leadership. #STRAW #BEST #SHMS Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcastSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Robyn Donaldson. Entrepreneur, Mentor, and Founder of Renew Construction Services & STEM Exposure

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Robyn Donaldson. Entrepreneur, Mentor, and Founder of Renew Construction Services & STEM Exposure

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Travis T. Wade. A seasoned HR professional with over 25 years of corporate experience. His company THE GUARDIAN is a private security corporation with three separate divisions: Armed & Unarmed Uniformed Security Officers, Personal Protection, and Private Investigations. Serving the Georgia, Alabama and North Carolina states. Their mission is to maintain a strict and unwavering code of ethics with our employees, clients and community; To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. And to establish and maintain the most effective security services available. THE GUARDIAN is dedicated to providing the highest level of integrity available in the field of Security Management and Protective Services. We hire and train our people to be the most professional and qualified officers in the industry. Talking Points.1. The transition from the corporate world to entrepreneurship 2. Transitioning from NY to ATL 3. Current Company Guardian Security Management Inc. 4. Taking a company from a mom and pop operation to a corporation 5. Working with the competition 6. Operating multiple businesses7. The importance of Human Resources for a small business8. The transition from corporate to entrepreneurship9. You company’s mission is to maintain a strict and unwavering code of ethics with your employees, clients and community; 10. To provide the most qualified, dedicated and professional officers that represent both the client and THE GUARDIAN. 11. And to establish and maintain the most effective security services available.12. We hire and train our people to be the most professional and qualified officers in the industry.13. Each work independently, supporting the other to provide our clients with a cohesive security programa. Armed & Unarmed Uniformed Security Officersb. Personal Protectionc. Private Investigations. Most recently serving as the FVP Head of Human Resources at Carver Federal Savings Bank. Known for strategic leadership, Travis has excelled in developing and executing HR strategies aligned with organizational goals. His expertise spans succession planning, talent management, change management, organizational development, performance management, and compensation. In his previous role, Travis led a team supporting 125 employees, demonstrating strategic partnership with division executives for effective workforce planning. He implemented a talent calibration process, fostering the identification and development of high potentials. Travis managed all aspects of HR, from recruiting to diversity initiatives, and redesigned the department to align with evolving business needs. Travis’s impact extends to compensation, where he introduced incentive targets and designed innovative programs, including Management Equity Stock Award and Annual Incentive Programs. His commitment to culture management is evident through defining Core Values, enhancing company culture with workshops, and initiating recognition programs like the Carver Core Value awards and “Women’s in Business” Recognition program. His dedication to employee development is reflected in the creation of the Leadership Pathways program, incorporating Graduate Leadership, Middle Management Leadership, and Diversity and Inclusion training. As Travis takes command of The Guardian Security Management, his wealth of experience and commitment to strategic HR leadership promise a positive impact on our organization.Armed with a bachelor's in business administration from Queens College, Travis brings a solid educational foundation to his role. His professional journey is marked by significant certifications, including Professional in Human Resource (PHR) and SHRM Certified Professional (SHRM-CP). These credentials underscore Travis’s commitment to excellence in the HR field, ensuring a high standard of expertise and best practices in his leadership. #STRAW #BEST #SHMS Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. 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