Podcasts about retained

 Reading consists of two phases: consumption and digestion.To retain and use knowledge, you must properly digest what you consume.Memorizing everything you read shouldn't be the goal—understanding should.We remember the essence of a book so we can apply, analyze, evaluate, and even create something new.Not all information is equal.Poor learning methods make remembering:HarderMore time-consumingLess effectiveThe PACER Method: Categorize & Digest InformationWe process information into 5 categories (PACER) to store it in long-term memory.Our memory operates in three layers:Sensory memory (fleeting impressions) → Forgotten quickly.Short-term memory (words, names, numbers) → Limited storage.Long-term memory (concepts, meaning) → Retained through understanding.1. P – Procedural InformationWhat it is: Step-by-step instructions (e.g., coding, languages, photography).How to learn: Practice immediately.Learning without doing is pointless. Example: You can't learn photography just by reading—you must take photos.Key insight:90% of consumed info is forgotten.Digestion > Consumption. Focus on quality (deep processing) over quantity (mindless reading).2. A – Analogous InformationWhat it is: Knowledge connected to prior understanding (e.g., "leading lines" in landscape photography).How to learn: Critique & contextualize.Ask: When does this apply? When doesn't it?Example: "Leading lines" work for paths/streams but not for forests/lakes.Why it sticks: Your brain anchors new info to existing knowledge.3. C – Conceptual InformationWhat it is: Theories, facts, and systems (e.g., engineering principles).How to learn: Mapping (connecting ideas across domains).Example: An automation engineer studies medicine, satellites, and robotics to design an artificial heart.Key mindset:Beginners may feel overwhelmed, but expertise grows through applied learning.Always ask: How can I use this? Useless knowledge fades fast.4. E – Evidence InformationWhat it is: Proof that supports conceptual claims (e.g., accident reports validating traffic rules).How to learn: Store & rehearse.Store: Write it down (e.g., "Didn't stop at red light → collision").Rehearse: Ask:How do I apply this? (Stop at red lights.)What concept does this reinforce? (Traffic safety.)Why does this matter? (Prevent accidents.)5. R – Reference InformationWhat it is: Specific, unchanging details (e.g., mathematical constants, medical terms).How to learn: Store & drill.Store: Take notes.Rehearse: Use flashcards for recall.Key TakeawaysBalance consumption and digestion. Fewer concepts deeply understood > volumes skimmed.Not all knowledge is equal. Prioritize what's actionable.PACER organizes learning:Procedural → PracticeAnalogous → CritiqueConceptual → MapEvidence → Store & RehearseReference → DrillWhat stays in your brain matters more than what goes in.My Video:  How to Remember Everything You Read  https://youtu.be/LimAVySDrfQMy Audio: https://divinesuccess.net/wp-content/uploads/2021/Podcast4/How-to-Remember-Everything-You-Read.mp3

Clare's retained firefighters claim a sour taste has been left in their mouths after being "pushed aside" by the Government for the last decade. It comes as SIPTU retained firefighters, who are part-time members paid an annual retainer to be on-call, have voted 64% in favour of Labour Court recommendations aimed at resolving their long-running pay dispute. The deal will see increased retainer payment dates brought forward as well as the implementation of restructured working hours. Shop steward for Clare's retained firefighters Edward Moloney has been telling Clare FM's Seán Lyons that the flexibility the new measures will offer them should've come a long time ago.

20:19 Then the same day at evening, being the first day of the week, when the doors were shut where the disciples were assembled for fear of the Jews, came Jesus and stood in the midst, and saith unto them, Peace be unto you. 20:20 And when he had so said, he shewed unto them his hands and his side. Then were the disciples glad, when they saw the LORD. 20:21 Then said Jesus to them again, Peace be unto you: as my Father hath sent me, even so send I you. 20:22 And when he had said this, he breathed on them, and saith unto them, Receive ye the Holy Ghost: 20:23 Whose soever sins ye remit, they are remitted unto them; and whose soever sins ye retain, they are retained.

Story at-a-glance Gallbladder removal surgery leads to constant bile dripping into your intestines, making fat digestion unpredictable and often causing diarrhea, gas, and bloating Up to 40% of people experience post-cholecystectomy syndrome, with symptoms like nausea, upper abdominal pain, and digestive distress lasting for months or longer Bile reflux is common after gallbladder surgery and causes burning discomfort and heartburn, especially if you eat large or high-fat meals Retained gallstones in the bile ducts might still form after surgery, leading to infections, pain, and the need for additional medical intervention Eating small, low-fat meals, introducing soluble fiber, staying well-hydrated, and watching for serious symptoms are key to easing digestive problems and supporting long-term recovery

Recent Cattle on Feed Report Tar Spot, Corn Stunt and Sudden Death Syndrome Leave Wildlife Alone   00:01:05 – Recent Cattle on Feed Report: Starting today's show is Oklahoma State University livestock economist Derrell Peel with a cattle and beef market update. He shares information from the Cattle on Feed report and a sign of heifer retention.   00:12:05 – Tar Spot, Corn Stunt and Sudden Death Syndrome: K-State row crop plant pathologist Rodrigo Onofre continues the show as he reminds growers of corn diseases and a soybean disease that their crops are susceptible to in the growing season. agronomy.ksu.edu   00:23:05 – Leave Wildlife Alone: Drew Ricketts, K-State wildlife specialist, wraps the show with why it is important to leave wildlife wild. He explains a few different safety reasons for wildlife and humans. ksoutdoors.com     Send comments, questions or requests for copies of past programs to ksrenews@ksu.edu.   Agriculture Today is a daily program featuring Kansas State University agricultural specialists and other experts examining ag issues facing Kansas and the nation. It is hosted by Shelby Varner and distributed to radio stations throughout Kansas and as a daily podcast.   K‑State Research and Extension is a short name for the Kansas State University Agricultural Experiment Station and Cooperative Extension Service, a program designed to generate and distribute useful knowledge for the well‑being of Kansans. Supported by county, state, federal and private funds, the program has county Extension offices, experiment fields, area Extension offices and regional research centers statewide. Its headquarters is on the K‑State campus in Manhattan

Shop our Autism Acceptance Month Sale!https://harkla.co/pages/aam-saleWhat are Primitive Reflexes?https://harkla.co/blogs/special-needs/what-are-primitive-reflexes?_pos=1&_sid=91f65780c&_ss=rWe're diving deep into the connection between retained primitive reflexes and autism. You'll learn what these reflexes are, why they might stick around longer in autistic children, and how they can impact sensory processing, motor skills, and emotional regulation.We break down five key reflexes — the Moro, ATNR, STNR, TLR, and Spinal Galant — with signs of retention and how they affect daily life.Plus, we answer a listener question about PDA (Pathological Demand Avoidance) and how reflex integration plays a role.Check out all of the links below! We'd love to answer your questions on the podcast! Fill out this form - https://harkla.typeform.com/to/ItWxQNP3All Things Sensory Podcast Instagramhttps://www.instagram.com/allthingssensorypodcast/Harkla YouTube Channelhttps://www.youtube.com/c/HarklaFamily/playlistsHarkla Website - Shop Sensory Products!https://harkla.co/Harkla Instagramhttps://www.instagram.com/harkla_family/https://pmc.ncbi.nlm.nih.gov/articles/PMC9301367/

Are you a recruiter looking to elevate your career and make the upcoming years your most successful yet? This episode of The Elite Recruiter Podcast will provide the roadmap you need. Join host Benjamin Mena as he engages in a candid conversation with Sharon Hulce, an industry powerhouse, who runs a $1.4 million recruiting desk while leading a team and making significant community contributions. In this enlightening episode, Sharon uncovers her journey from being the first female construction recruiter in the U.S. to becoming a pioneer in retained recruiting. Her path is a testament to what you can achieve with the right mindset, unwavering dedication, and strategic thinking. Why does this episode matter to you? Whether you're in the midst of career challenges or seeking a path for growth in recruiting, Sharon's story is a goldmine of insights. The shift from a contingent to a retained model might be the game-changer you're looking for to stabilize and skyrocket your business's profitability and impact.   Here's what you'll uncover: Commitment to Excellence: Sharon delves into the unwavering dedication required to succeed. Learn why going all-in is crucial and how burning the boats – cutting out all safety nets – is the transformative step to becoming an elite recruiter.Creating Enduring Client Partnerships: She shares tried-and-tested methods for building client relationships that last decades, why understanding your client's needs is paramount, and how servicing them on their terms is key.Mastering the Retained Recruiting Space: Discover the intricacies of transitioning to a retained model. Learn how Sharon convinced clients to move to this model, ensuring consistent, premium service delivery that keeps them coming back. Listening to this episode will provide you with actionable strategies to implement in your recruiting practice, helping you overcome common obstacles and position yourself as a leader in the field. Sharon's journey and advice not only inform but inspire recruiters to handle challenges with resilience and innovate continuously within their careers.   Are you ready to transform your recruiting business and make impactful changes for a sustainable and prosperous future? Hit play now and dive into Sharon Hulce's masterclass on achieving relentless success! AI Recruiting Summit 2025 – Registration: https://ai-recruiting-summit-2025.heysummit.com/ Finish The Year Strong 2025 – Registration: https://rock-the-year-2025.heysummit.com/ Free Trial of PeopleGPT and its AI Agents: https://juicebox.ai/?via=b6912d Free Trial of Talin AI: https://app.talin.ai/signup?via=recruiter Signup for future emails from The Elite Recruiter Podcast: https://eliterecruiterpodcast.beehiiv.com/subscribe   YouTube: https://youtu.be/kNqisWGcG50   Follow Sharon Hulce on LinkedIn: https://www.linkedin.com/in/sharonhulce/ With your Host Benjamin Mena with Select Source Solutions: http://www.selectsourcesolutions.com/  Benjamin Mena LinkedIn: https://www.linkedin.com/in/benjaminmena/  Benjamin Mena Instagram: https://www.instagram.com/benlmena/

On average, UK contingent recruiters get paid for 20% of their efforts. For retained recruiters it's 98%. Fancy learning how to only do retained work? To be clear, switching to retained could boost your profits by 500% (just do the maths). Our next guest on the MARShow is Greg Elton of search firm Day-2, is 100% retained and has been for years. Some of you might be saying “he probably only does mega-deals which is why they are retained” Well, you'd be wrong. True, some of his placements are very chunky, but Greg maintains any salary over £40k can be on a retained basis, if pitched properly. And that's the rub, many recruiters just don't pitch in the right way to win retained work. In this show we'll explore the following: - ✅ Which roles can be retained ✅ How to pitch to win retained deals ✅ How to overcome client objections ✅ The difference between retained and exclusive and why it matters ✅ What to do if the client is unconvinced ✅ How retained searches differ from contingent searches Moving to retained can massively boost your profits, well of course it will if you get paid for every role you work.

We'd love to hear from you. What are your thoughts and questions?In this enlightening conversation, Rob Haynie, a leading expert in life settlements, shares his journey and insights into how life insurance policies can be transformed into valuable financial assets. He discusses the evolution of the life settlement industry, the process of selling life insurance policies, and the significant financial benefits that can be realized. The conversation emphasizes the importance of awareness among seniors and financial advisors regarding the potential of life settlements as a financial planning tool.Main Points:Life insurance policies can be valuable financial assets.Many people are unaware of the life settlement option.Seniors often need income or long-term care funding.Life settlements can provide significantly more than cash surrender value.The life settlement industry is regulated in most states.Investors in life settlements include institutional capital funds.Life settlements can help improve financial outcomes for seniors.Financial advisors should review clients' life insurance policies regularly.Retained death benefits can be structured in life settlements.The life settlement industry has a strong track record with zero consumer complaints.Connect With Rob Haynie:rob@lisettlements.comhttps://www.lisettlements.comhttps://www.linkedin.com/in/rob-haynie-08656b9/https://www.facebook.com/rob.haynie.3https://www.instagram.com/johnrobhaynie/

Technically Alex Rodrigues and Marc Lore don't even own the Minnesota Timberwolves, and they are ALREADY a BIG success! Bringing in Tim Connelly, trading for Rudy Gobert, fan sentiment and more! What a day for the Minnesota Timberwolves as there is now a process in place from Glen Taylor to hand over the Minnesota Timberwolves to Alex Rodrigues and Marc Lore. Nickeil Alexander-Walker continues to be a STUD for the Timberwolves. Man, are we lucky to have him. Phil Mackey and Kyle Theige are “just asking the question” regarding many things… Is Naz Reid the most important player for the Minnesota Timberwolves to resign this offseason? Is Chris Finch back next season? Beyond Kevin Garnett, what numbers do the Minnesota Timberwolves need to be retiring? Phil and Kyle also discuss the basis for how they will determine their Top 100 Minnesota Timberwolves of all-time list, when they get to it… PLUS a Pie Chart of Praise from last night's big win and a Random Wolf of the Week! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Technically Alex Rodrigues and Marc Lore don't even own the Minnesota Timberwolves, and they are ALREADY a BIG success! Bringing in Tim Connelly, trading for Rudy Gobert, fan sentiment and more! What a day for the Minnesota Timberwolves as there is now a process in place from Glen Taylor to hand over the Minnesota Timberwolves to Alex Rodrigues and Marc Lore. Nickeil Alexander-Walker continues to be a STUD for the Timberwolves. Man, are we lucky to have him. Phil Mackey and Kyle Theige are “just asking the question” regarding many things… Is Naz Reid the most important player for the Minnesota Timberwolves to resign this offseason? Is Chris Finch back next season? Beyond Kevin Garnett, what numbers do the Minnesota Timberwolves need to be retiring? Phil and Kyle also discuss the basis for how they will determine their Top 100 Minnesota Timberwolves of all-time list, when they get to it… PLUS a Pie Chart of Praise from last night's big win and a Random Wolf of the Week! Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Technically Alex Rodrigues and Marc Lore don't even own the Minnesota Timberwolves, and they are ALREADY a BIG success! Bringing in Tim Connelly, trading for Rudy Gobert, fan sentiment and more! What a day for the Minnesota Timberwolves as there is now a process in place from Glen Taylor to hand over the Minnesota Timberwolves to Alex Rodrigues and Marc Lore. Nickeil Alexander-Walker continues to be a STUD for the Timberwolves. Man, are we lucky to have him. Phil Mackey and Kyle Theige are “just asking the question” regarding many things… Is Naz Reid the most important player for the Minnesota Timberwolves to resign this offseason? Is Chris Finch back next season? Beyond Kevin Garnett, what numbers do the Minnesota Timberwolves need to be retiring? Phil and Kyle also discuss the basis for how they will determine their Top 100 Minnesota Timberwolves of all-time list, when they get to it… PLUS a Pie Chart of Praise from last night's big win and a Random Wolf of the Week! Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Technically Alex Rodrigues and Marc Lore don't even own the Minnesota Timberwolves, and they are ALREADY a BIG success! Bringing in Tim Connelly, trading for Rudy Gobert, fan sentiment and more! What a day for the Minnesota Timberwolves as there is now a process in place from Glen Taylor to hand over the Minnesota Timberwolves to Alex Rodrigues and Marc Lore. Nickeil Alexander-Walker continues to be a STUD for the Timberwolves. Man, are we lucky to have him. Phil Mackey and Kyle Theige are “just asking the question” regarding many things… Is Naz Reid the most important player for the Minnesota Timberwolves to resign this offseason? Is Chris Finch back next season? Beyond Kevin Garnett, what numbers do the Minnesota Timberwolves need to be retiring? Phil and Kyle also discuss the basis for how they will determine their Top 100 Minnesota Timberwolves of all-time list, when they get to it… PLUS a Pie Chart of Praise from last night's big win and a Random Wolf of the Week! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Karolina Willis shares her remarkable journey building Intercare Recruitment from a struggling startup to ta hriving healthcare staffing firm. After relocating from Dubai to the US, she faced rebuilding her business in an unfamiliar market while raising two young children.Despite reaching a breaking point where she nearly abandoned her entrepreneurial dreams, Karolina implemented strategies that fueled explosive growth in just six months. She reveals how she created unique differentiators that justified retained contracts - employing former nurses as recruiters, offering comprehensive immigration services, and maintaining relentless face-to-face business development even when facing multiple rejections.This episode offers practical insights for recruitment agency owners looking to scale their businesses through genuine market differentiation and strategic team building across multiple countries.Karolina is a seasoned recruitment professional with 19 years of experience in the healthcare recruitment industry. As a CEO and Founder at Intercare Recruitment, she specializes in matching top-tier healthcare professionals with leading medical institutions, ensuring that both clients and candidates find the perfect fit.Episode Outline and Highlights[01:53] From Poland, the UK, Dubai, and the US - Carolina's recruitment journey.[07:27] The mindset that helped Karolina be successful in a short space of time.[10:16] How to generate candidates by organizing events.[13:39] The initial challenges of going solo and starting a recruitment business. [28:02] Relocating to Florida, relaunching their business, and overcoming a breaking point.[37:23] How Karolina approached the market differently in the US.[40:34] Key differentiators as a boutique company.[46:30] Strategies for growing her team.[51:59] Overcoming the recruiter paradox - how to identify potential members of your recruitment firm.[57:35] What would Karolina have done differently when looking back at her career?Overcoming a Breaking Point and the Challenges of Launching a Boutique FirmKarolina excelled quickly in her first recruitment role in the UK with the NHS, which became a solid foundation for her when she launched Intercare Recruitment in Dubai. Like many recruiters who aspire to build their business, she faced initial struggles and challenges along the way.Karolina faced significant challenges when launching her recruitment firm in Dubai. Although finding candidates was relatively easy due to her strong existing network, the complexities of navigating healthcare regulations and business development were major hurdles. Karolina and her husband had to secure clients from scratch. Their strategy involved relentless, in-person business development—visiting hospitals unannounced, persistently requesting meetings with HR directors and CEOs. Despite initial rejections, her research-driven approach, industry connections, and sheer determination eventually led to success, with her 13th hospital visit yielding their first major contract. However, cash flow management became another major struggle, as collecting payments from clients was a slow and challenging process. The legal system in the UAE made it difficult to enforce contracts, ultimately influencing her decision to explore opportunities outside the Middle East.When she moved to the US, the true breaking point came in 2022 when, after years of working for others, Karolina could no longer ignore her entrepreneurial drive. She had gained the necessary industry knowledge and confidence, but stepping away from the security of a full-time job was a daunting decision, especially as a mother of two young children with a mortgage to maintain. Despite the fear and financial pressure, she knew she had relaunched Intercare. With the unwavering support of her husband, she leaped, marking the start of Intercare's second chapter in the U.S.Building Key Differentiators as a Boutique FirmI wanted to focus on Intercare Recruitment's unique approach to providing the best solutions for its clients. Their service offering is retained and involves recruiting nurses internationally. “So what I call ourselves, we are kind of boutique companies, small, quality-focused, concierge type agencies. We really go beyond with our services. We really get on side with our clients.Here are some of their differentiators:International Nurse Recruitment Expertise – They have an extensive referral-based network in the Philippines and partnerships with nursing schools, allowing them to source top-tier talent efficiently.Comprehensive Candidate Support – Unlike most agencies, they assist candidates beyond job placement, handling immigration, flights, onboarding, Social Security, and even driving licenses to ensure a smooth transition.Nurse-Led Recruitment Team – Their recruiters are former nurses, which helps build trust with candidates and ensures a deeper understanding of the industry's needs.Retained, Upfront Payment Model – Instead of working on contingency, Intercare secures exclusive, retained contracts where clients pay upfront, covering immigration costs and reducing hiring risks.Extended Guarantee Period – They offer a 12-month guarantee, which is longer than industry standards, ensuring clients have long-term confidence in their hires.End-to-End Immigration Management – They fully integrate legal and immigration services into their process, partnering with immigration attorneys to handle all necessary paperwork.What are your key differentiators as a recruitment firm? How do you stand out from the competition? The key to getting retained clients is to show a unique solution that solves your client's problems that they can't get anywhere else.Overcoming the Recruiter's Paradox - Finding the Right Member of Your TeamKarolina shared best practices in her approach to building her team. She has now expanded to 10 members - 5 in the US, 5 in the Philippines. This growth allowed her to grow her revenue from $5K/month to $300K/month in six months! What are her key techniques in finding great team members?“I see people's motivation and ambition rather than skills. You can teach skills, but you cannot teach attitude.” Aside from doing a DISC assessment, they invest time in researching the candidate, from social media, LinkedIn, and conducting three to four steps interviews.Once the team member gets hired, they focus on empowering and coaching them. Extensive training and tools for recruiters are provided while providing all the support needed for them to succeed. Karolina Willis Bio and Contact InfoKarolina Willis is a seasoned recruitment professional with 19 years of experience in the healthcare recruitment industry. As a CEO and Founder at Intercare Recruitment, she specializes in matching top-tier healthcare professionals with leading medical institutions, ensuring that both clients and candidates find the perfect fit.Karolina launched Intercare Recruitment in 2011, bringing with her a wealth of knowledge and a passion for the healthcare sector. Her deep understanding of the industry's unique challenges and requirements has made her an invaluable asset to the team. She has a proven track record of successfully placing candidates in a wide range of roles, from nursing and allied health positions to senior medical and executive roles.Karolina's approach to recruitment is characterized by her commitment to building strong, lasting relationships with both clients and candidates. She takes the time to understand the specific needs and aspirations of each party, providing personalized guidance and support throughout the recruitment process. Her meticulous attention to detail and her unwavering dedication to excellence have earned her a reputation for reliability and integrity in the industry.In addition to her professional achievements, Karolina is known for her leadership and mentoring skills. She plays a key role in training and developing new consultants at Intercare Recruitment, sharing her expertise and fostering a collaborative and supportive work environment.Karolina holds a Bachelor's degree in Human Resources Management and is a certified Professional in Human Resources (PHR). Outside of work, she is an advocate for mental health awareness and actively participates in community outreach programs aimed at improving healthcare services.With her extensive experience, deep industry knowledge, and a passion for making a positive impact, Karolina Willis continues to be a driving force behind Intercare Recruitment's success in the competitive healthcare recruitment landscape. Married and mother of 2 daughters, 5 and 8 years old. Lives in Greenville, SC.Karolina on LinkedInIntercare Recruitment website linkConnect with Mark WhitbyGet your FREE 30-minute strategy callMark on LinkedIn, Mark on Twitter: @MarkWhitbyMark on FacebookMark on Instagram: @RecruitmentCoachSubscribe to The Resilient RecruiterIf you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

Sponsor: Use code BIRTHHOUR for up to 40% off your first order (including their already discounted plans and subscriptions) at thisisneeded.com. The Birth Hour Links: Know Your Options Online Childbirth Course (code 100OFF for $100 OFF!) Beyond the First Latch Course (comes free with KYO course) Access archived episodes and a private Facebook group via Patreon! 

Is your child struggling with emotional regulation, sitting still, or the feel of their clothing? These challenges could be linked to retained primitive reflexes. In this episode, Lynne Jackson, Connected Families Co-Founder and occupational therapist, explores this topic with Connected Families Certified Parent Coaches Amy Nyvall and Courtney Dewey. They explain how these automatic movement […]

Retained primitive reflexes (RPR's) are critical to test for in every child no matter what age or what condition they present with. RPR's indicate a nerve system that is not functioning optimally and remediation exercises can be very beneficial for kids.

On average, UK contingent recruiters get paid for 20% of their efforts. For retained recruiters it's 98%. Fancy learning how to only do retained work? To be clear, switching to retained could boost your profits by 500% (just do the maths). Our next guest on the MARShow is Greg Elton of search firm Day-2, is 100% retained and has been for years. Some of you might be saying “he probably only does mega-deals which is why they are retained” Well, you'd be wrong. True, some of his placements are very chunky, but Greg maintains any salary over £40k can be on a retained basis, if pitched properly. And that's the rub, many recruiters just don't pitch in the right way to win retained work. In this show we'll explore the following: - ✅ Which roles can be retained ✅ How to pitch to win retained deals ✅ How to overcome client objections ✅ The difference between retained and exclusive and why it matters ✅ What to do if the client is unconvinced ✅ How retained searches differ from contingent searches Moving to retained can massively boost your profits, well of course it will if you get paid for every role you work. To join us and learn how to make the switch, just click the ATTEND button. Can you afford to miss this one?  

Welcome to The Profit Talk! In this show, we're going to help you explore strategies to help you maximize profits in your business while scaling and creating the lifestyle that you want as an entrepreneur. I am your host, Susanne Mariga! I'm a CPA, a Fractional CFO, and a Certified Profit First Professional Mastery Level providing tax strategies to 7 and 8-figure entrepreneurs. Let's dive into strategies to maximize profits in your business! In this solo episode of The Profit Talk Podcast, Susanne Mariga dives into a crucial topic—how to prepare your business for the worst-case scenario. While there's no need to panic, every entrepreneur should be proactive in ensuring their company can withstand economic downturns, unexpected client losses, or other financial disruptions. Susanne shares practical steps to safeguard your business, including: ✅ Building Retained Earnings – Learn how to create a financial buffer using Profit First principles. ✅ Maximizing Efficiency – Eliminate redundancies, optimize operations, and ensure every dollar spent generates ROI. ✅ Doubling Down on Sales Efforts – Stay agile, adapt to market shifts, and ensure your offers remain relevant. By implementing these strategies, you'll position your business for long-term success—no matter what challenges come your way. Key Takeaways: No business should operate paycheck to paycheck—profit allocation is key. Retained earnings act as a safety net, and setting up a Profit Vault Account is a game changer. Operational efficiency and eliminating wasteful expenses can increase profitability. Economic downturns require agility—tailor your services and messaging to meet evolving customer needs. Sales persistence is crucial in tighter markets—adapt, adjust, and keep pushing forward. Visit my FREE Facebook Group, The Profit First Masterclass, where I'll be sharing additional exclusive trainings to members of the community.  If you're excited about what's next for your business and upcoming episodes, please head to our itunes page and give us a review! Your support will help me to bring in other amazing expert interviews to share their best tips on how to powerfully grow in your business! DISCLAIMER: The information contained within these videos is provided for informational purposes only and does not constitute, an accountant-client relationship. While we use reasonable efforts to furnish accurate and up-to-date information, we assume no liability or responsibility for any errors, omissions, or regulatory updates in the content of this video. Any U.S. federal tax advice contained within is not intended to be used for the purpose of avoiding penalties under U.S. federal tax law.

Jay Karen, CEO of the National Golf Course Owners Association (NGCOA), joined Rob Thomas on the Club + Resort Talks podcast to discuss the organization's role in advocacy, education, and trade association services for golf course owners. He highlighted Google's entry into the tee time market, emphasizing the need for direct booking links to avoid third-party aggregators. Karen also addressed the impact of AI on golf operations, predicting widespread adoption of gamified driving ranges and simulators. He noted the rising golf prices due to inflation and the importance of municipal golf courses for affordability. Legal issues, such as liability for errant golf balls, were also discussed, with Karen emphasizing the need for connective tissue between green grass and off-course digital golf experiences. Also in the news, which was sponsored by KE Camps, Sarasota National in Venice, Fla., enlisted Fry/Straka Global Golf Course Design to enhance the course's playability for all skill levels and improve sustainability, while seamlessly tying-in the natural beauty of the Audubon International Certified Signature Sanctuary. Wayzata (Minn.) Country Club will close its golf course in summer 2025 to complete a comprehensive $15M renovation, with plans to reopen by June 2026. In addition to regrassing the entire course with 007 bent grass, updates feature new tee boxes, including forward tees on every hole, reshaped greens, and a modernized irrigation system. An 18-hole putting course will also be added as part of the enhancements. And … U.S. tennis participation has surged to a new high of 25.7 million players! The nearly two million player increase from 2023 marks a significant acceleration in excess of eight percent growth. Retained and returning players are on the rise with a 5 percent increase in retention rates over 2023 reaching a five-year high, while those who returned to the game after a break of at least one year rose 9 percent.

The Recruitment Industry's Biggest Lie - And Why Clients Keep Falling for ItRecruitment has been running on fumes for years. The contingent model dominates, yet it delivers an 80% chance of wasted time.Louise Archer and I dug into why the industry clings to it, despite better alternatives. Some key takeaways: Retained search isn't just for execs in pinstripe suits—it's a better way to recruit across the board.Clients often think contingent is faster and cheaper, but the reality? It's slow, inefficient, and costs more in the long run.The biggest issue? A lack of education. Louise shared a story about a senior HR leader who spent 15 years rejecting retained search—until she finally had it explained properly. Now, she's one of their top retained billers.AI will eat low-level, high-volume hiring. For recruiters to survive, they need to move up the value chain—retained search is the future. Thanks to Louise for a great conversation! So, is it time to stop treating recruitment like a gamble? #Recruitment #RetainedSearch #TalentAcquisition #Hiring Hosted on Acast. See acast.com/privacy for more information.

Featuring the latest in activist campaigns and struggles against oppression fighting for a better world with anti-capitalist analysis on current affairs and international politics. Presenters: Jordan AK, Jacob AndrewarthaNewsreportsHeadline news discussionPresenters respond to the politically motivated  attack on Palestinian academic Randa Abdel-Fattah whose research grant has been suspended as a result of political meddling by education minister Jason Clare.News from Green LeftPresenters discuss issues raised by Green Left articles published in the past week including:Plibersek must not allow Woodside to destroy Burrup HubAustralian Jews demand an end to ethnic cleansingWA Labor set for victory despite bad record on environment, housingUnited States: Trump's Czar Elon Musk cuts public sector jobs, servicesInterviews and DiscussionMary Merkenich, member of Socialist Alliance and writer for Green Left with experience of living in Germany for years, joins the program to discuss the results of the elections in Germany on February 23 responding to the rise of the far-right AfD and the surprising high vote for left-wing party Die Linke. You can listen to the individual interiew here.Nigel Betram, archeitect in practice and Professor of Architecture at Monash University from not-for-profit architecture and research firm OFFICE joins the program to discuss their in-depth studies of the 44 Public Housing Towers and have concluded that retrofitting the towers would be a more economic option than the State Victorian government's proposed knock-down and rebuild option. You can listen to the individual interview here.

A 25-year recruiting veteran! Our special guest, Jeff Cox, shares his journey and insights on how he made two transitions to up his recruitment game: From placing junior to senior roles and switching from contingent to retainer model.   These shifts can be challenging, and so it takes the right mindset and preparation for your to have the power to transition. Jeff shared how he did it!   Jeff specializes in assisting biotech and pharmaceutical companies in building transformative leadership teams.    As a member of the prestigious Pinnacle Society, Jeff is one of the top-producing recruiters in the country. But he believes success in this industry is less about the money and more about the people we impact and the life-changing projects we advance.   Episode Outline and Highlights   [02:50] How did Jeff end up in the recruiting industry after aspiring to become an actor? [06:52] Acting as Jeff's cornerstone in his recruitment approach. [10:42] Success factors contributing to consistent improvement when starting your desk. [18:34] Why being nervous all the time is not necessarily a bad thing. [20:11] Jeff shares his experience working with his father and siblings in the business. [24:48] Transition to placing senior directors, VPs, and C-level executives. [42:36] Insights on the current market and team dynamics and how it can be challenging for [retained searches. [48:34] Switching from contingent to retained search - the power of walking away. [54:35] Going back to the basics amid a big reset in 2025.   What Success Looked Like   What would Jeff consider a success factor in his success as a recruitment business owner? For him, it is no magic ingredient.   “It's just showing up every day and being, you know, you know, like my dad says. We used to say, “Dad, I don't know what to do.” You know, pick up the phone. That's what you do. “Dad, I don't have enough job orders.” Pick up the phone. If you work every day, it works out.”   Jeff emphasized the value of being consistent and showing up every day as a key factor in his longevity and success in the recruiting field. He also shared how his background as an actor helped him learn a lot about being human - which is a key ingredient when building relationships with clients and candidates.    “I mean, I think that's the foundation, of why I'm a good recruiter. Because, you know, the most important thing to do as an actor is to listen. To listen and to live in the moment, you know, not, not to let things get ahead of yourself… I guess also the ability, you know, when you play a lot of different characters, you have to be able to jump into other people's skin. You have to be able to understand.”   On top of the above, he also had the foundation of working in his father's recruitment firm. This led him to eventually build his desk and the rest is history. Transitioning to Place Executive Senior Roles   Jeff initially worked in lower-level positions such as associates and clinical chemists. When he started his firm, he made two key decisions that positively impacted his revenue.   Making a strategic decision to focus on higher-level positions such as directors, VPs, and C-level executives. Moving from Contingency to Retained search model.   The first item above is not an easy transition. Jeff decided to no longer accept managerial placements but rather focus on executive-level positions. Here are the two takeaways:    Making a Conscious, Strategic Shift – He decided to position himself exclusively for senior director-level and above roles. This meant actively telling the market, "No, I don't work at that level; I only recruit senior executives." By consistently reinforcing this message, he established himself as a specialist in executive recruitment.   Leveraging Long-Term Relationships – Over time, the professionals he had placed in junior roles advanced in their careers, moving into managerial and director positions. He capitalized on these relationships, using his existing network to transition into higher-level placements.   He also had the same mindset when he switched from a contingent to a retained search model. He shared that for him to have the ability to make strong choices such as this decision to switch, he had to ensure that he kept his housekeeping in order. “I made a strategic choice to live within my means. And when I made. When I made these choices, I was like, okay, you've got enough. You've got enough Runway where you can do it.”   Why Going Back to the Basics is Essential in This Market   A key topic that resonates with me is how Jeff deals with the current market difficulty in the pharmaceutical and biotech industries.     “I think the pharmaceutical and biotech industry has had a rough year and there's this balancing act that I'm going through in my brain. Do I go back to contingency when times are tough? Like, like what do you know? What do I do?”    If you can relate to how Jeff felt, I am sure you will appreciate his strong sense of accountability and self-awareness.    “And I, and I have found that I'm not, I'm not doing my job as well as I should. So it's now for me it's a time to get back to the basics. And I think that's what 2025 is. It's getting back to doing the job properly, you know, and, and you know, and I fault myself because I should have known this, but sometimes you don't see it, but really like sitting here now, it's just getting back to the basics. So I'm excited and that's exciting to me. It's like the realization is I gotta go back to the basics. I gotta start hammering out the phone calls and it's exciting.”   Such an admirable mindset!    Jeff Cox Bio & Contact Info   With over 25 years of experience in pharmaceutical recruitment, Jeff has built a career connecting top talent with leading companies. The journey began in 1995 with a first placement made in just 16 days—a milestone that set the stage for decades of success.   Starting with roles such as Clinical Research Associates, Analytical Chemists, and Regulatory Affairs Associates, Jeff steadily progressed to placing Managers, Senior Managers, Associate Directors, and Directors. Today, the focus is on VP-level and executive placements, a natural evolution earned through years of dedication and expertise.   More than just a recruiter, Jeff is a builder—helping biotech and pharmaceutical companies strengthen their leadership teams with experienced professionals who have climbed the ranks step by step. At this level, recruitment goes beyond compensation; it's about aligning the right people with the right projects to drive innovation and impact.   Jeff on LinkedIn CKR Associates website link Pinnacle Society website link   People and Resources Mentioned   Katherine Jerald on LinkedIn Getting to Yes: Negotiating Agreement Without Giving In, R.Fisher   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  

It doesn't always make sense.  But when it does, it works REALLY wellGreg BeckChief Growth Officer & Sunbelt M&A AdvisorFocalPoint Advisory Serivceshttps://gregbeck.focalpointcoaching.com/https://transactionreadiness-gregbeck.scoreapp.com/gbeck@focalpointcoaching.comgbeck@sunbeltnetwork.comOffice: Office: 937-866-4611 ext 5Cell: 513-379-2399www.linkedin.com/in/greg-beck

Join Curtis Rauen, Bryson Karbley and Ricky Raines along with special guests JJ Hardy, Edgar Salmingo Jr. and Kevin Avery as they discuss the season finale, coaching staff, front office and 2025 free agency. Subscribe to our channel: https://www.youtube.com/@panthersontap Listen on Apple Podcast: https://podcasts.apple.com/us/podcast/panthers-on-tap-a-carolina-panthers-podcast/id1552317359 Listen on Spotify: https://open.spotify.com/show/6SPSAnqMA9sQ8pTlucu3di?si=56b17009d9744385 Join a sports book and start betting: signupexpert.com/panthers

In this episode of the Giant Mess podcast, New York Giants fan Neal Lynch recaps Big Blue's 2024 season, reacts to co-owner John Mara retaining head coach Brian Daboll and general manager Joe Schoen, looks at impending free agents, mock drafts, and the 2025 home and away opponents. ABOUT NEAL LYNCH: I'm an Irish-Italian-American who graduated from 1) a Catholic high school (even though I'm not Catholic), and 2) a college known for producing doctors and lacrosse players, then became neither. I was a former 4th string college quarterback and middle relief pitcher who thought an overpriced film and media studies degree was a smart choice. Now, I'm a single dad who likes to blog, vlog, podcast, write, edit, optimize, strategize, and over-analyze.   ABOUT "GIANT MESS": "Giant Mess" is a sloppy sports and entertainment podcast hosted by a giant mess, the Real Cinch Neal Lynch. Neal's a single dad who loves to talk New York Giants football, Mets baseball, movies, TV shows, and comedy. The podcast has movie reviews, tv show recaps and reactions, post-game analysis, predictions, and funny stories about life. Subscribe to Giant Mess on YouTube: ⁠https://bit.ly/GiantMessYT⁠  Follow me on: * Link Tree - ⁠https://linktr.ee/neallynch⁠   * My Official Blog - ⁠http://bit.ly/neallynchBLOG⁠  * Giant Mess Facebook Page - ⁠http://bit.ly/GiantMessFB⁠     * Twitter - ⁠http://bit.ly/NealLynchTW⁠      * Personal Instagram - ⁠http://bit.ly/NealLynchIG⁠     * Giant Mess Instagram - ⁠https://bit.ly/GiantMessInstagram⁠   * Subscribe to Giant Mess on Apple Podcasts - ⁠http://bit.ly/GiantMessApple⁠   * Subscribe to Giant Mess on Spotify - ⁠http://bit.ly/GiantMessSpotify⁠ 

In this episode, Josh and Alex recap the New York Giants 20-13 loss against the Philadelphia Eagles and discuss the news of Joe Schoen and Brian Daboll being retained... Follow the podcast on Twitter and TikTok @TheGiantTakePod Follow the podcast on Instagram and Facebook @The Giant Take Podcast Alex on Twitter @anorian23 and Josh @JoshSolo29 Subscribe to the podcast wherever you listen or watch including Apple Podcasts, Spotify, or YouTube! Learn more about your ad choices. Visit megaphone.fm/adchoices

The guys discuss if Jimmy Lake should return as the defensive coordinator after getting exposed several times this season

Representatives are voting for the next Speaker of the House today. Inside Sources co-hosts, Rusty Cannon, Taylor Morgan, and Adam Gardiner join the show to talk about what they're hearing and how they expect the first round of voting to turn out. Dave and Debbie listen in live to the vote.

Skyrocketing cost of Disney 21 states raise minimum wage. What about Utah?

Throughout the first year of indie's return, I've felt a real sense of tension.That tension sat at the intersection of what indie was and what indie wants to be.In its earliest days, indie was often framed as an anti-VC, profit maxi path. Rigid in its philosophy and dogmatic in its practices. This positioning served as a counterbalance to the investor-focused narratives at the time of "always be raising" and building towards the next fundable milestone.We had a point to make, but the point was often overshadowed by an undercurrent of disenfranchisement from various corners of founderdom.So what was the point?In 2017 we wrote:We want to enable a world where founders don't need permission from an increasingly small group of fickle funders to exist. We want to see companies thrive that live more than 30 min from Sand Hill Rd. or San Franciso. We want to see entrepreneurs who don't look like, talk like, think like, or see the world like they do achieve their full potential. We want a world that isn't simply trying to get in front of the product road maps of Google, Facebook, Amazon, or Microsoft.There's a wild, weird, and wonderful world of opportunity that will go unrealized if we continue running the current VC-backed startup playbook of asking permission to exist every 12–18 months. In 2018 we wrote:The Basecamp way is NOT to never raise money or dogmatically bootstrap a pure and independent business even if it means putting your, or your family's, financial well-being at risk. No, the Basecamp way is to put yourself in a position that should you choose raising money is in your best interest that it can be done on your terms and on your timeline and embody your own definition of success. And, far more founders should follow it. In 2019 we wrote:“We're not anti-V.C.,” said Akshay Kothari, the Notion's chief operating officer. “We're just thinking for ourselves, rather than for them or other peers.” The rules of engagement around investment are changing as quickly as the dollars are shifting to various stages for deployment. Retained ownership and optionality are slowly replacing amounts raised and artificial valuations as the ultimate signal of ambition. If you're an investor or entrepreneur not taking notice of these changes you'll be left flat-footed in the months and years to come.Hopefully, you're starting to see a pattern.Historically, we anchored on fundraising to tell that story. But I think we've hit the expiration date for that.Indie was never about fundraising. It was, and is, about independence. Not having to rely on outside funding just to exist is one way to do that. Not having to ask anyone for permission to build the thing you can't not build is another. But I'm excited to start telling other dimensions of what this "indie era" has in store.As I've been telling the indie story this year I've continued to feel the tension between the old indie and the path ahead. Trying to square what people wanted indie to be and what it wants to become.As a final send-off to the old indie, we recorded a little video capturing some of the ups, downs, and a hahs of the journey so far. It was surprisingly cathartic to recount the indie lore and felt like a proper end to the new indie's first year.2024 was an incredible year for indie generally and for me personally. I can't thank all of you enough.— Bryce

In this week's episode of the Rich Habits Podcast, Robert Croak and Austin Hankwitz answer your questions! --- ⭐️ Open a Bond Account on⁠⁠⁠⁠ ⁠⁠⁠⁠Public⁠⁠⁠⁠⁠⁠⁠⁠ to lock in your 6% or higher yield today,⁠⁠⁠⁠ ⁠⁠⁠⁠Click Here!⁠⁠⁠⁠⁠⁠⁠⁠ --- ⚡️ Start investing into the companies you're buying from automatically with Grifin:⁠ ⁠https://grifin.app.link/RH⁠⁠ On Grifin, every time you swipe your credit or debit card you automatically invest $1 into the company's stock! ---

No amount of preparation will help R Cell deal with force majeure, but that's a complication that's going to have to wait. The immediate problems require a different R Cell specialty: a trip to the morgue(Additional Music used: https://soundcloud.com/myuu/scent-of-night)Content Warnings:Misophonia (15:30 - 22:30)Gunshot (22:10 and 37:02) Sirens (44:20 - 44:30)

Retained to design some of the most magnificent homes in the world, Errol Dejager is an artist as much as he is a strategist. As the founding principal of Dejager Design, a full-service interior design firm with offices in Newport Beach and Beverly Hills, he brings his more than 30 years of experience to his craft. Working with world-renowned architects and builders, his specialty is interior architecture and design in the luxury, high-end residential market. He is currently developing projects in Los Angeles, Orange County, and Miami that range from 4,500 to 105,000 square feet. Dejager's personable and creative approach has awarded him many unique opportunities to develop and build a portfolio of eclectic, elegant, holistic design work. He also prioritizes integrating technology into the design process and the home. Giving his clients the opportunity to literally walk through their homes through the design process through high-end rendering, Dejager seeks to take the fear out of decision making.  Though creating beautiful interior spaces is his core passion, Dejager's background in architecture, landscape design, and construction has given him a unique understanding of the entire process and has allowed him to be a valued team member on a luxury project. Ultimately, he is inspired by the continual expansion of technologies and collaborations he enjoys with clients, leading architects, designers and contractors.     We invite you to SUBSCRIBE! You can find ICONIC LIFE on our website, Instagram, Facebook, Twitter, or Pinterest. Follow Renee on Instagram, Twitter, & LinkedIn. If you enjoyed today's podcast, I'd be so appreciative if you'd take two minutes to subscribe, rate and review ICONIC HOUR. It makes a huge difference for our growth. Thank you so much for supporting me to do what I do!  

From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in orthopedics and sports medicine recruitment. She doubled her revenue by shifting from contingent to retained search and building the right team while working nearly half the hours. Maddie is the founder of Advanced Scope and the host of the Healthy Careers podcast. Join us as she shares her journey and the key decisions that transformed her business into what it is today.   Episode Outline and Highlights [01:58] From fundraising to recruitment - Maddie's unexpected path into healthcare recruiting [03:39] Why leave tech? Maddie's decision to start Advanced Scope [03:52] Choosing healthcare and orthopedics specialization despite tech background [15:01] The game-changer: Moving from contingent to retained search [16:37] Innovative "dating period" approach to client relationships [27:39] Building the right team: Finding people who share your values [30:34] Unique co-working approach to testing team fit [35:56] Creating sustainability: Journey from 90 to 50-hour weeks [43:24] Leveraging the Healthy Careers podcast for business growth [45:23] Converting podcast guests into business relationships [47:21] Future vision: Creating a self-sufficient team How This Healthcare Recruiter Doubled Revenue with a Simple Shift in Business Model   When Maddie experienced the frustration of losing three months of work when a contingent client suddenly decided to hire internally, she knew something had to change. The reality of contingent recruiting meant competing with multiple agencies and often sending candidates to several practices to maximize placement chances.   "If I'm contingent working on your role, and I know that there's absolutely, you know, like a 15 to 20% chance that I'm filling this position, I'm going to type in where your practice is and look up every other practice within that region that I could send that candidate to."   Her solution? An innovative "dating period" approach that starts contingent on testing the relationship before transitioning to retained. This allows both parties to ensure fit while demonstrating the value of a committed partnership. The strategy proved transformative - doubling her income from year one to year two while improving client relationships and candidate experience.   When presenting retained partnerships, Maddie addresses common client frustrations with contingent recruitment head-on. She helps them understand that without mutual commitment, they're competing not just for candidates but with other opportunities their recruiter is pursuing. As she explains, "It's not about the money. I want you to show me that you're in this with me and that you actually want me to win."   The result? A more predictable business model, higher-quality client relationships, and the ability to focus deeply on fewer, more committed searches. Most importantly, it created the foundation for a sustainable business that serves both clients and candidates more effectively.   Building a Recruitment Business That Doesn't Depend on You    Working late nights and answering Slack messages on her wedding day wasn't what Maddie envisioned when starting her recruitment business. "I got to the point where it was like, okay, either I'm going to burn out and this is going to be short-lived, or I'm going to get the right people on the bus and give them the trust to do the things."   She realized that she had to hire the right team members for her business to be self-sustaining. Here are the key action points she took:   Created a unique "co-working" approach to test cultural fit before hiring Empowered team with up to 50% commission structure Built systems that allow people to run their own "mini-businesses" Reduced hours from 90 to 50 while doubling revenue Focused on being a visionary instead of doing everything herself   Today, her business thrives on trust, autonomy, and shared values rather than founder dependency. Do you envision your recruitment business to be the same?   Podcasting to Engage with Audience and Future Business Relationships   Madison effectively uses her podcast, "Healthy Careers," to engage with her audience and build business relationships. Here is a summary of how she is doing this:   Madison's podcast allows her to connect with her audience and potential clients on a personal level. She shares insights and experiences that give listeners a better understanding of her expertise and the market. By recording three to four podcasts a week, she ensures consistent engagement with her audience, providing valuable content and building rapport with listeners.   The podcast is a platform for developing long-term relationships with clients and partners. Through the podcast, Madison gets a feel for the market pulse, which helps in better conversations with clients. Madison's strategy of sending personalized gifts like engraved Yeti cups and gift cards to podcast guests fosters a sense of exclusivity and gratitude. This thoughtful gesture reinforces the relationship and keeps their brand top of mind. Business conversions may not be immediate, but the trust built over time through high-touch follow-ups and engaging content helps convert podcast guests into clients in the future.   Madison Loomis Bio and Contact Info   Maddie has a background in healthcare, finance, and technology as both a recruiter and HRBP. After 8 years in Corporate America, she set out to reshape the typical staffing approach. She is now the owner of Advanced Scope - a boutique search firm focused on permanent, direct hire for Orthopaedic & Sports Medicine private practices in hiring clinical and leadership positions.  Maddie on LinkedIn Maddie on Instagram Maddie on X Maddie on Youtube Healthy Careers Podcast Advanced Scope website Advanced Scope on Facebook   People and Resources Mentioned Wounded Warrior Project  Slack LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn  Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter   If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  

Incorporated business owners: what if you could use your retained earnings to grow your wealth, reduce taxes, and leave behind a supercharged estate—all at the same time?For business owners and high-net-worth individuals, managing retained earnings or excess income and minimizing taxes can feel like navigating a maze with no clear path. You've worked hard to build your assets, but traditional strategies often leave money on the table or locked inside your corporate structure. This episode dives into an innovative approach to turn your retained earnings into a powerful wealth-building tool while minimizing tax implications.Imagine transforming your operating or holding company into a dynamic pass-through structure that allows your money to work harder for you. Using permanent whole life insurance policies as a strategic lever, you can unlock opportunities for tax efficiency, long-term growth, and an enhanced estate plan. Whether you're a business owner or simply someone with a significant net worth, these strategies can help you keep more of what you earn and maximize your legacy.Discover how permanent whole life insurance can serve as a tax-efficient pass-through structure for retained earnings.Learn how to leverage corporate assets for real estate, private lending, or other investments without triggering excessive taxes.Understand how this strategy can supercharge your estate value and offer long-term financial flexibility.Click play now to learn how to transform your retained earnings into a wealth-building powerhouse with innovative tax strategies!Resources Canadian Wealth Secrets Show Notes PageConsider reaching out to Kyle if you've been……taking a salary with a goal of stuffing RRSPs;…investing inside your corporation without a passive income tax minimization strategy;…letting a large sum of liquid assets sit in low interest earning savings accounts;…investing corporate dollars into GICs, dividend stocks/funds, or other investments attracting corporate passive income taxes at greater than 50%; or,…wondering whether your current corporate wealth management strategy is optimal for your specific situation.Discover how to unlock the power of retained earnings with tax-efficient strategies tailored for business owners and wealth builders. This episode dives into using corporate structures, like holding companies and permanent whole life insurance policies, to maximize retained earnings, leverage them for investment opportunities like real estate and private lending, and create a tax-advantaged estate. Learn how to turn your corporate and personal wealth into a dynamic, growth-focused financial strategy for long-term success in Canada.Ready to connect? Text us your comment including your phone number for a response!Canadian Wealth Secrets is an informative podcast that digs into the intricacies of building a robust portfolio, maximizing dividend returns, the nuances of real estate investment, and the complexities of business finance, while offering expert advice on wealth management, navigating capital gains tax, and understanding the role of financial institutions in personal finance.

-Florida AD Scott Stricklin put out a release yesterday saying that the university would be sticking with Napier going forward and while it didn't specifically say 2025, reports say that is the case-As Yahoo Sports' Ross Dellenger pointed out, schools a year from now will be permitted to pay athletes $20million+, and buyouts for coaches like Napier and Baylor's Dave Aranda would be anywhere from $20-26 million…will paying athletes slow down firing of coaches or at least big buyouts in contracts?-Also, ROLL CALL (sponsored by Madsen's Bowling & Billiards): where are people listening from today?Show sponsored by SANDHILLS GLOBALOur Sponsors:* Check out Cigars International and use my code EARLYBREAK for a great deal: www.cigarsinternational.comAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

On today's episode of The College Football Enquirer, Dan Wetzel, Ross Dellenger and SI's Pat Forde react to Florida's announcement that they are bringing head coach Billy Napier for the 2025 season. They also look ahead to two Week 11 elimination games: Georgia vs. Ole Miss and Colorado vs. Texas Tech.Additionally, they share their most intriguing games to watch for Week 11 and discuss how the recent election will impact athlete employment. Lastly, they wrap the show with Race for the Case.(1:33) Billy Napier to return to Florida(13:37) Georgia vs Ole Miss(18:32) Colorado vs Texas Tech(27:00) Most Intriguing Games of Week 11(41:03) Athlete employment(49:56) Race for the CaseSubscribe to the College Football Enquirer on your favorite podcast app:

Tune in this week for a discussion between Dana Zook and NE Extension Ag Economist Scott Clawson about retaining of ownership of calves on this farm. Without a solid grazing option of wheat pasture, many producers are weighing the decision of sell vs. retain on their fall calves. Tune in for a breakdown of this [ Read More ]

Today we hear from a mother of two who has a degree in public health and was trained as a doula before her first pregnancy. She didn't expect her water to break the way it didShe didn't expect a retained placenta or the hemorrhage that followed  and thanks to both her resilience, and the skillful work of her doula, that experience was followed by a second pregnancy and birth. She also shares great tips about managing the chaos of postpartum with a whiteboardWhat follows is the first part of our conversationDoula care is currently covered by insurance in 21 states:https://www.kff.org/medicaid/issue-brief/challenges-and-strategies-in-expanding-non-traditional-pregnancy-related-services-findings-from-a-survey-of-state-medicaid-programs/#:~:text=Endnotes,reimbursed%20through%20a%20bundled%20payment).To find more from Darla:Website:howtoaffordeverything.comSocials:instagram.com/my_finansisyoutube.com/@my_finansis

Katie is a newborn and family photographer based out of Chicago. After going through IVF, Katie was surprised to find out that her first pregnancy was with identical twins. At 33 weeks, she had an unexpected bleed and then another at 35 weeks. Because of placental abruption, she went straight to a Cesarean and her babies were in the NICU for 7 days.Katie wanted to know what a singleton pregnancy and VBAC birth could be like. She found a supportive midwife group through her local ICAN chapter that had around a 90% VBAC success rate! She also hired a doula. As her due date approached, Katie decided to opt for membrane sweeps to avoid a medical induction starting at 38+6 weeks.After four membrane sweeps over the course of two weeks, spontaneous labor began. She arrived at the hospital and her sweet baby was born vaginally just 5 hours later!Though she said she has a low pain tolerance, Katie's VBAC was unmedicated and she also shares her experience with a retained placenta and a second-degree tear. Katie, that is no small feat-- we know you are an absolute warrior and woman of strength!How to VBAC: The Ultimate Prep Course for ParentsFull Transcript under Episode Details Meagan: Welcome to the show, Katie. Thank you so much for being here with us. You guys, Katie is from Chicago, right? Chicago. Katie: Yep. Meagan: She is an IVF mama. She's got three girls. She is a girl mom and two identical twins and then a baby girl. How old is your baby girl now? Katie: She's going to be 3 months tomorrow. Meagan: 3 months so still little tiny. Oh my gosh. I love it. So yeah, and then you guys, when she's not doing the mom thing with all of her girls, she is also a newborn and family photographer which is awesome. Can you share with us your handle so we can come follow you?Katie: Yeah. On Instagram, I'm at katiemichellestudios. Meagan: Okay, katiemichellestudios and we are going to make sure to have that in the show notes so you can go follow her and follow her amazing work. And if you're in Chicago and you need newborn or family photos, hit her up. Is there a specific– Chicago is big. Is there a specific area that you serve?Katie: I'm in the northwest suburbs but I do in-home sessions wherever. I use a studio in Oak Park. Meagan: Okay, awesome. Then with your stories today, we've got a couple of highlights. We have IVF, placental abruption, and sticky placenta. I'm excited to talk about sticky placenta for sure because it's not something a lot of people talk about that could happen. Then, of course, the twins and all of that. We are going to get into that but I do have a Review of the Week. You guys, I know every single week I know you are probably sick of me asking but I love your reviews. Thank you so much for your reviews and remember, we always accept your reviews. Okay, this is from cassie80. It says, “Extremely educational and super empowering.” It says, “After a traumatic C-section in 2016, on my research journey about VBAC, I came across this podcast and instantly fell in love.” You guys, that just says something to me. 2016 is when she had her C-section and 2018 is when this podcast started. It's crazy to think that it's been going for so long but I'm so grateful for all of you guys sharing your stories like you, Ms. Katie, and helping this continue. It says, “I am currently trying for number two and am on a mission to VBAC. Hearing all of these wonderful stories of strength has given me the confidence that I can do it when the time comes. You and all of the women who courageously share their stories are just amazing. You all provide healing and support for all of us mamas.” Thank you so much, Cassie, and I'm so glad that you are here with us and have been with us for so long. Okay, Katie. Thank you again for being here. Katie: Thank you so much. I am so excited to be on this podcast myself because I listened to you guys nonstop my entire pregnancy even before and I always had it in the back of my mind that, Oh, if I get my VBAC, I'm going to come on here and tell my story. I am super excited and thank you for having me. Meagan: Oh my gosh, thank you so much. Let's talk about these twins. Let's talk about that birth. Katie: Yes. They were IVF but they were obviously surprise identical twins. My embryo split into obviously identical twins but they were an interesting pregnancy because usually with IVF, the twins are mono-di which means they share a placenta and have two sacs but my girls are actually di-di so they had two placentas, two sacs, so that meant they were a little bit less of a risky pregnancy and a vaginal birth was a possibility. That's what I was planning on. Everything was pretty smooth up until 33 weeks which is when I had my first bleed. It was just the middle of the night. I got up and I just started gushing. The doctor said that it was a marginal placental abruption. That means it was on the edge of the placenta and it wasn't a risk to them. Obviously, it was super scary. I thought that I was going to lose them both but everything with them was fine. They sent me home after a few days at the hospital. They just told me to take it easy, but they said it might happen again. It did at 35 weeks and 3 days. I had another bleed. At that point, they said, “They are almost to term for twins.” It's technically 37 or 38 weeks is when they like to induce for twins so they just said not to risk going any further and let's just get them out right now. I was planning on a vaginal birth, but because of that abruption and we didn't know what state the placenta was in and what would happen if there was an induction process that was started, so with the doctors, we decided I didn't want to risk induction and then needing a C-section anyway for the other twin so we did the C-section. It was a really, really rough recovery and they were in the NICU for a week. One of them needed breathing support and the other one was there for growing and feeding. Meagan: How big were they?Katie: 5 pounds, 3 ounces, and 4 pounds, 13 ounces. Meagan: Okay, okay. Katie: They were a good size. They were overall healthy but it was for me, super duper rough as a first-time mom to twins especially. The breastfeeding journey was really hard. I dealt with low milk supply and they were so tiny that it was hard for them to latch so I ended up exclusively pumping for 11 months. That's their story. Meagan: Wow. That's a lot of work by the way for someone maybe who hasn't pumped a lot. Holy cow. Good job. Katie: Yeah. So when we decided to have a third which was a tough decision for us, my husband was not on board. We ended up deciding that we wanted to experience what it's like to have a singleton baby and just having a singleton pregnancy hopefully and a VBAC. I definitely knew that I wanted a VBAC and started doing all my research. I found a very VBAC-supportive midwife group in my area. They have a 90-something percent VBAC rate in the hospital which is crazy. Meagan: Wow, yeah. That's amazing. What do you think they do so differently that a lot of other groups don't do that makes them so successful? Or are you going to share about it?Katie: I'm not sure. I think the hospital might be part of it, like the hospital policies might be more supportive. They deliver at Evanston Hospital if anyone is interested. Overall, I think the doctors that they work with because it's a midwife group that they work alongside doctors that when there is a delivery for the midwives, the doctors are also in the hospital. I think the doctors are also very VBAC-supportive so I think that helps when they are working together. Meagan: Yes, absolutely. Katie: That's that story. Meagan: So you found them. You found the providers. Did you go and ask them questions? How did you feel like you realized that they were supportive? Katie: Yeah. I went on– what's that group that have a Facebook group all around the country for different areas about lowering the C-section rate?Meagan: Oh, cesareanrates.org? Katie: I'm not sure. They are an organization. Meagan: Oh, ICAN?Katie: ICAN, yes. I went on my local Facebook group for ICAN and I asked around. I got their info. I first went for an appointment with one of the doctors at that practice before I was even pregnant because I was planning for the transfer and I liked that doctor, but then I realized that they have midwives and people really raved about the midwives. They said if you are looking for a more holistic experience and they spend more time with you than the doctors do. I just decided to go that route and somehow picking the midwives made me dive into the whole unmedicated birth side of things as well. I ended up hiring a doula as well. I never thought I'd be someone interested in unmedicated birth. I consider myself to have very low pain tolerance. Meagan: So tell us more about the birth. You have a low pain tolerance but you did go unmedicated?Katie: Yes. I ended up doing it. Meagan: Okay. Did you go into spontaneous labor?Katie: Yeah, it was interesting. I ended up having four membrane sweeps which is not that spontaneous. Meagan: Well, hey. This is the thing. A lot of people ask about membrane sweeps and sometimes people feel, Hey, this is worth it. Let's do this. Some people don't. Sometimes it works and sometimes it takes many and sometimes it doesn't. It's whatever feels right. So do you remember where you were with the first membrane sweep cervical-wise and how many weeks and things like that? Katie: Yeah, so I wanted to start them. Remember, I had never been pregnant past 35 weeks. Meagan: Right, yeah. Katie: I really thought that I was going to have an early baby again, but that really wasn't the case. I had her at 40 and 5. So the membrane sweep, I started the first one at 38 and 6 so basically at my 39-week appointment. I had no change after that one. Nothing happened. That's kind of what I assumed would happen so I had another one the next week at 39 and 6 and at that point, I was 2 centimeters, 80% effaced, and -1 station. Meagan: Okay, so pretty good cervical statistics there for a membrane sweep. Katie: Yeah. So then it was my due date and I was starting to feel more pressure. The mucus plug was coming out and baby was acting super active which I heard can happen close to when a baby is ready to be born but nothing really happened at that point. So then I decided to get my third sweep. I think that was 40+2 and at that point, I was 2.5 centimeters but the same for everything else. But things were starting to happen. I was having more stuff come out and I was like, Oh my gosh. How much longer am I going to be pregnant? Meagan: I'm sure. This is the thing. When you had either preterm or just early deliveries before and then you go past that, it feels like, No. I cannot be pregnant longer than this. This is eternity. Katie: Yes. It was really hard because I had the two-year-old twins also. It was getting to be a real mental and physical struggle. Meagan: Yes. Yeah. Katie: Also, I was doing pumping to try to induce labor and that wasn't doing anything. Meagan: Yeah. Was it causing contractions at all or was it just causing them and then you'd stop and it would stop?Katie: Yeah, basically it would just cause the Braxton Hicks contractions and nothing else. Meagan: Then it would go away. Katie: Yeah. So I had my third sweep and that one really started to do something because I went into prodromal labor which was a doozy. Meagan: Yeah. You know, that can be a risk of trying a membrane sweep. It can cause some prodromal labor but again, a lot of the time, prodromal labor still does stuff. It's tiring and it's exhausting but it's still doing something. Katie: Yeah, and it definitely did for me. My prodromal labor was a nighttime thing. The sun would go down. I'd put the kids to bed and it would start with irregular contractions. It felt like period cramps then I wouldn't sleep all night with that. I had that for two nights and then I was finally– Meagan: Typical prodromal. Katie: Then it would go away during the daytime. Meagan: It's so annoying. It's like, seriously? Fine. If you're going to do prodromal, at least do it during the day when I'm awake but don't take away my sleep. Katie: I know. At that point, I was getting super disheartened. I decided to schedule my induction because if this was going to happen every night, I would have zero energy for this VBAC. I did schedule my induction for 41 and 3 I believe if I made it to that point but I decided to go back and get my fourth membrane sweep June 3rd so the day before she was born. That started something. The midwife was like, “Okay, if I do this, I might see you back here later tonight.” Meagan: That's a promising thing to hear. Katie: Yeah, so once she did that sweep, I was actually already 4.5 centimeters dilated. That prodromal labor was doing something. Meagan: Um, 100%. Katie: Yep. That morning I had that sweep. We went to get lunch. We walked around. I was starting to right away have contractions and these were during the day so I knew something was up. By 4:00 PM that day, I was feeling it. I was starting to need counterpressure and had to stop what I was doing. Based on what the doula had said, that was when I should call them. I texted her and I told her, “I'm having these contractions that I'm having to stop and breathe through but they are still 10 minutes apart so I don't know what's going on.” She's like, "Okay. I think you need to stay home a little longer. You're probably not in active labor yet.” I'm like, "No, I think I'm there. Things are really intense.” Despite what she said, I headed to the hospital.It's a good thing I did because by the time I arrived at 10:00 PM, I was already 6.5 centimeters. Meagan: Okay, nice. Katie: I was very surprised because usually what the doula community says is sometimes when you head to the hospital when you are not in active labor, things can slow down because of the change of scenery and yeah, your body just shuts down. But in my case, it actually was the reverse. I went from super irregular contractions to walking up to the hospital doors and they started coming super regularly like 2-3 minutes apart. Yeah. Meagan: I do feel like the opposite can also happen where our body gets to that final destination and it's like, Okay. You can do this now. You have this sense of release. What you were saying, yes I've seen that too where the mom has to reacclimate to the space and labor stalls a little bit then it goes on, but this one it sounds like it was the opposite where it maybe brought you relaxation and safety. Katie: Yeah. I think maybe part of it was that this hospital experience was so different than my last one. At the last one, it was rushing to the hospital while I'm bleeding. I get there and there's this rush of nurses. Everyone's checking me and this time, I waddled up to the hospital. The room was dark. There was one nurse checking me in. I'm just chilling on the bed. I was just relaxed. I think a lot of the things that I did with the doulas to prepare, like they did classes about comfort measures and things like that and I was really trying to use those. I got the twinkle lights set up and got the music so that really helped. By 1:00 AM, I was already feeling the urge to push and I was feeling so much pressure, especially in my butt. I needed counterpressure for every single contraction up to that point then I was like, “No more counterpressure.” I was screaming for my husband to stop doing it because it was starting to hurt. I knew that something was happening. I was on my side trying to get some rest in between and I was starting to give up at that point. I know what they say is when you are starting to give up, you're starting transition. Meagan: You're right there. Katie: For me, I was thinking, I need an epidural right now. Meagan: A lot of people do though. A lot of people are like, “I can't do this anymore. I'm done. That's that. I need that epidural. I need relief now.” Katie: Yep. I hadn't had a check since I was admitted. It had been about 5 hours since I showed up or 4 hours since I showed up to the hospital so I was like, This can't be it. I can't be ready to push because I've only been here 4 hours and it's my first labor. I was in disbelief but I was like, “I need a check right now because if I'm not close to pushing, I'm getting the epidural.” The doula was trying to talk me out of it. She was like, "Are you sure? What are you going to do if you're not there?” I'm like, "I'm going to get the epidural.” I was 9.5 centimeters at that point. Meagan: Oh yeah. Right there. Katie: Yeah, and I was like, "Oh my gosh. This is actually happening.” My body was starting to push on its own and it was such a weird feeling. It was so different than my friend's birth that I photographed. She had an epidural and it was an induction. That's the only other birth that I've seen and this was so different because my body was pushing. I can't control it. Yeah. That was about an hour of pushing which felt like an eternity and the contractions were actually fine at that point. I couldn't feel them. I could just feel loads of pressure and the ring of fire which was intense, super duper intense. Then my water broke about 10 minutes before she was born and yeah, she was born. Meagan: You get to 10, your water is probably going out through breaks and baby comes down. Katie: Yeah, I had a bulging bag at the end which is really interesting to feel. She was born at 2:34 AM. Meagan: Aww, that's awesome. So pretty dang quick. Katie: Yeah. If you don't count the two nights of prodromal labor. Meagan: Prodromal labor, yeah. But your body was doing it slowly and surely. Each sweep did give you that extra nudge. It maybe gave you some prodromal labor along the way, but it seemed like it was helping and doing something. Katie: Yeah, if that helped me avoid a medical induction, I'm super glad that I did those. Meagan: Yeah, that's something when it comes to someone facing an induction or facing that hurdle, a membrane sweep might not be a bad idea. But too, with that said, if we go in and we are barely 1 centimeter or our cervix is really posterior and we are 30% effaced, we need to know mentally that if we go for a sweep, the chances of it working is a lot lower. It's just lower because our body is maybe not ready. It also doesn't mean it's not going to work. So like I said earlier, you had that ideal cervical stat. You were that 2 centimeters and 80% effaced. Things were looking good and softer, starting to open and they were able to get a really good sweep but even then, it took time. Katie: Yeah, definitely. My midwives never pressured induction on me. I was pressuring myself mainly because IVF pregnancies– there are differing opinions but some doctors say that you should be induced at 39 weeks and some say you shouldn't go past your due date because of the placenta not being as good. Meagan: Well, yeah. It's so hard because– so twins were IVF and was this baby IVF too?Katie: Yeah. Meagan: Okay, that is hard because there are a lot of people who do say that you should induce at 38-39 weeks with IVF and we do know out there that with IVF, the chances of having placenta issues and abnormalities like abruption are increased. Accreta, previa, and things like that. But if everything is going okay, all is looking well, it's that battle of do we induce? Do we not induce? What do we do?Obviously, your providers weren't pushing it so they didn't see any real medical need but then we have other providers on the complete opposite end where they are pushing it hard. Katie: Yeah, in some of my IVF groups on Facebook, basically every single person is induced or has a C-section. It's pretty rare for a provider to say you can go to 42 weeks like mine did. Meagan: Interesting. I actually don't know the real stats on IVF placental issues after 38 weeks. Had anybody ever talked to you about what your chance of issues really were after a certain point?Katie: No. The abruption was I think more of a risk factor was that it was twins and my uterus was so stretched but no one really mentioned placental issues or even said, “Let's look at your placenta after 40 weeks.” They do have the standard ultrasound to look at baby and do the BPP test, but they said that there is nothing really you can see from an ultrasound after your due date. Meagan: We know that ultrasounds can be off by size and by all the things. Katie: Yeah, and she was measuring bigger. She was 85th percentile which was actually true. She was born 8 pounds, 4 ounces so she wasn't tiny like my twins were. Meagan: Yeah. I Googled really, really quickly. This isn't even a study. This is just an article on it. I'll try to get some more studies and things in here but I'm going to include this article. It's from the Real Birth Company. It looks like they are teachers of birth classes. It's highlighted. It says, “What do you need to know if you are pregnant through IVF and you're being advised to have an induction because you are told that there is a higher chance of stillbirth?” It says, “The only study that we found that gives us the information also noted at higher risk of stillbirth for IVF pregnancies, but crucially, they said no increase in their rate of stillbirth after 28 weeks of pregnancy. It just says, “This research therefore tells us that induction at terms would not necessarily reduce stillbirth rates for babies who are conceived by IVF.”Katie: Yeah. From my understanding, it's hard to do studies on this because a lot of women who need IVF have other health factors which can increase the risk of obviously stillbirth and other issues in pregnancy. Meagan: Yeah, it's showing that sometimes IVF moms have placenta accreta and placental abruption at a higher risk. It shows that IUGR babies have a higher chance for being smaller. It also says that gestational diabetes and preeclampsia have an increased chance. So like you said, there are other things that they may have. I'm just going to throw this in there in case anyone listening is an IVF mama and wants to know more. It's interesting that you're saying that in that group– are they scheduling C-sections?Katie: Yeah. Most women get scheduled C-sections, not scheduled C-sections, scheduled inductions but they end in a C-section because they aren't ready. Meagan: Okay, so they aren't necessarily scheduling them right off the bat just because they are IVF. Katie: Right. Meagan: But again, like you said, they aren't ready and inductions are happening and people are ending up in a Cesarean. Katie: Yes. Meagan: Interesting. Well, this article was written in 2021. I'm also going to put a couple others in here that says actually 2024 so I need to look more into this but it's something to consider because again, this is a space where we are trying to reduce unnecessary Cesareans. We're seeing that it's happening so it might be something that you want to research if you are out there and you are doing IVF, research that and see if it's something that really is necessary for sure. Katie: This is just my personal story, but my placenta looked perfectly fine at 40+5 with this baby. Meagan: Yeah, so everything was looking good at that point. We did talk about that in the beginning– sticky placenta or really retained placenta. Did you have that with this? Maybe you can talk to us more about the placenta. You gave birth to babe. It was a VBAC that was a lot faster than anticipated and you went unmedicated when you didn't think you could. I kind of love that so much that you were like, “I have a low pain tolerance,” but then you did that. It just goes to show how possible it is, right? But yeah, talk to us about your placenta. Katie: Yeah. That was actually worse than the pain of the entire birth and something I didn't expect because I had asked about this because it can be an issue with IVF pregnancies. I had asked about this in one of my prenatal appointments and the midwife said, “We don't know if you're going to have that or not. IVF is a risk factor for it,” but since I had the opposite of a sticky placenta. I had a placenta that was coming off the wall. With my last pregnancy, she was like, “I'm guessing that you're not going to have that,” but I did. After baby was out, my placenta was not coming out after 10 minutes and around 30 minutes, I think they like to have it out by then. So they gave it 10 minutes for it to come out naturally, but my contractions completely stopped. Nothing was happening at that point. My body wasn't expelling it. They were trying to pull on it. Eventually, it came out but I was still having bleeding when they were pressing on my stomach than they would like to see. They gave me the Pitocin and that didn't work and then they tried two or three other medications. Meagan: Did they give you Cytotec at all? Katie: Yeah, I think so and another medication that goes in the back in the booty. Meagan: Oh, yes. They usually will insert it rectally. Yes. Yes. Cytotec is not okay when we are pregnant and we are trying to go into labor, but because it makes the uterus contract so hard which is the whole issue with Cytotec and VBAC, it can help reduce bleeding and help the placenta and all of these things. Yeah. Katie: Yeah. They gave me the max dose of Pitocin in my IV and none of that worked. They gave me the Pitocin in the leg and that didn't work, the Cytotec. Then they brought out the ultrasound machine and scanned around and saw that there were some pieces left inside. So she had to stick her hand up and get them. That was horrible. Meagan: And you were unmedicated. I'm just going to tell you right now that you have a high pain tolerance. I think you might be incorrect on that. Not saying that really, but holy cow. Unmedicated and a retained placenta retrieval scrape– they are essentially scraping and fishing for your placenta. Katie: Yes and she had to go in two or three times. They gave me some kind of IV medication and all it did was make me feel drunk. Meagan: Probably fentanyl. Katie: It was something with a D maybe. Dimerol.Meagan: Dilaudid. Katie: Maybe Dilaudid. It made me feel loopy and nauseous but did nothing for the pain. I was holding my baby the whole time and I just want to forget that horrible experience. Meagan: That is rough. Sometimes placentas “stay sticky” and it really can take up to an hour even for a placenta to come out. Sometimes we don't know why and like you said, IVF stuff maybe could have helped but the placenta usually is in that 5 to 30-minute period and providers do start to worry if it's more than that because after we have our baby, our cervix was 10 centimters. It dilated and everything was open and thinned and then it starts coming back and closing again which is the normal process. Katie: Oh my gosh. I didn't even think of that. Meagan: Yeah, it's just that normal process where it starts closing so providers start fearing that if the cervix is closed or too small, the placenta can't move through and then we've got the placenta inside and retained placenta is a very serious thing. You want to get your placenta out. It's an amazing organ and functions amazingly. It raises these amazing babies through these 9 months. It supports them and feeds them but we need to get it out because retained placenta can make you very sick. They start fearing that and sometimes when they are tugging, it can make it so the blood vessels get ripped off or they weren't ready so then we have bleeding and retained placenta and all of these things. They start fearing it and things like breastfeeding, Pitocin, Cytotec, and all of these things that they are trying to get to help you contract more is an effort to help get that out. But yeah. That is a lot. That's a lot. You had this beautiful birth and then whoa, quite a lot right there. Katie: Yeah, a bit of a turn and in addition to that, I had a second-degree tear that they also had to stitch me up. I don't remember if that was before or after the whole extraction. Meagan: Your provider fishing could have caused more tearing. Yeah. There is also a possibility that if for some reason it doesn't come out that you will have to be taken to an OR which is a more rare circumstance but I've had one client in all the 10 years of doing this and she was a VBAC client too actually. She had a beautiful birth and then had to go in and get it manually removed. So yeah, breastfeeding as soon as you can, changing positions and also emptying your bladder is something that you can do because if your bladder is full then it can hold things up so sometimes it's detached but not coming out so there are things we can do and then of course, taking medication and going a step further if we really need to. Katie: Yeah. Overall though, I don't regret any of that. It was still such a beautiful birth even though the end and the golden hour took a turn, it still was more than I had imagined. Meagan: Yeah. I was actually going to ask you. Even with that which is a lot, would you still suggest doing it or would you have done it differently if you could go back?Katie: No regrets. The recovery was a million times easier even with the tear and all of that. I was going to the botanical garden 4 days postpartum with my family. Meagan: Oh my gosh. You were out walking around. Katie: Yeah. Meagan: Oh my gosh. That is amazing. That is amazing. Katie: With toddlers, you've got to get back to real life. Meagan: I know. It's so hard to take that break and recover when we have life that is still moving around us. Katie: Definitely. Meagan: Remind me, you said you took Needed's collagen, right? Katie: I did. Yeah. Meagan: That actually probably helped healing as well. Katie: Yeah. I love that stuff because I wanted to get more protein in. I just put it in my shakes along with all of the other things that I did like the chiropractor and the dates. I did all of the things. Meagan: Yes. And your doulas, do you want to do a shoutout? Katie: Yeah, 3-1-2 doulas and I worked with Heather. Meagan: Awesome. Katie: Yeah, and they have awesome classes too. If you are a doula customer, they are free and if you're not, you can still sign up for them and they are super great. Meagan: That is so awesome. We love our doulas and to all of those listeners out there, just a reminder. We have a major doula directory from literally all over the US to outside of the US if you are looking for doulas too. You can go to thevbaclink.com/findadoula. We love our doulas so dang much. Obviously, I love doulas so much I became one. Doulas are so amazing. I love that you said you did chiropractic care and dates and all of the things. Are there any other suggestions or tips that you would give our listeners as they are going through their VBAC journey? Katie: Yeah, just listen to these podcasts a lot and you'll learn so much. Join The VBAC Link group on Facebook. Meagan: Yes. I love that community. Isn't it just amazing? Katie: Yeah, it's great. There's also another VBAC Facebook group that I loved as well. Meagan: Do you remember the name?Katie: I don't remember. Meagan: There are a few on there. We love– Katie: VBAC Support Group. Yeah, that one's great. Meagan: Awesome. Katie: Yeah, just believe in yourself. You can do it. You are a badass. Meagan: You are a badass and you can do it. I agree. We'll end on that note because that is such a true statement. Girl, you are amazing and I'm so grateful for you sharing these beautiful stories today. Katie: Thank you so much for having me.ClosingWould you like to be a guest on the podcast? Tell us about your experience at thevbaclink.com/share. For more information on all things VBAC including online and in-person VBAC classes, The VBAC Link blog, and Meagan's bio, head over to thevbaclink.com. Congratulations on starting your journey of learning and discovery with The VBAC Link.Support this podcast at — https://redcircle.com/the-vbac-link/donationsAdvertising Inquiries: https://redcircle.com/brands

In this episode of the Experience Miracles podcast, Dr. Tony Ebel discusses retained primitive reflexes and their role in neurodevelopmental disorders. He challenges the common perception that retained primitive reflexes are a primary root cause of issues like autism and ADHD. Instead, Dr. Ebel argues that retained reflexes are a secondary or tertiary symptom of underlying nervous system dysfunction, specifically sympathetic dominance and subluxation. He emphasizes the importance of addressing these root causes through Neurologically-Focused Chiropractic Care before pursuing other interventions.[00:00:00] - Introduction to the Ask Dr. Tony episode format[00:02:00] - Overview of retained primitive reflexes and their perceived importance[00:05:00] - Dr. Ebel's background in functional neurology training[00:08:00] - Explanation of the "perfect storm" concept in neurodevelopmental disorders[00:11:00] - Dr. Ebel's experience with functional neurology and its limitations[00:14:00] - Discussion on the potential negative effects of focusing solely on primitive reflexes[00:16:00] - The sequence of neurological dysfunction and its relation to retained reflexes[00:19:00] - The impact of prenatal stress and birth trauma on the nervous system[00:22:00] - The importance of neurologically focused chiropractic care as a first intervention[00:25:00] - The three R's of neurological healing: Release, Rebuild, Restore[00:28:00] - Explanation of neurological stability and its importance[00:30:00] - The role of other therapies (PT, OT, speech) after achieving neurological stability[00:32:00] - Why addressing nervous system dysfunction can improve the effectiveness of other interventions[00:34:00] - Closing remarks and invitation for listeners to submit questions-- Follow us on Socials: Instagram: @pxdocs Facebook: Dr. Tony Ebel & The PX Docs Network Youtube: The PX Docs For more information, visit PXDocs.com to read informative articles about the power of Neurologically-Focused Chiropractic Care. To attend the next live Webinar: https://www.thepxdocs.com Find a PX Doc Office near me: PX DOCS Directory Subscribe, share, and stay tuned for more incredible episodes unpacking the power of Nervous System focused care for children!

KEY HIGHLIGHTS OF THIS EPISODE:Definitions and Roles of BrokersUnderstanding fee structures on the buy side and why it mattersretainers & feesRevenue Rocket's Model (Retained Advisor) vs. Contingent BrokersExclusivity and Opportunistic Nature of Contingent BrokersReferral Fees and Market DynamicsContingent vs Retainer based - expectations for success RELATED EPISODES:Episode 125: Value of an Industry Specific M&A Advisor. Listen now >>Episode 92: Why You Should Take the Call from an M&A Advisor. Listen now >>Episode 91: M&A Fees: What to Expect Before, During, and After Close. Listen now >> Listen to Shoot the Moon on Apple Podcasts or Spotify.Buy, sell, or grow your tech-enabled services firm with Revenue Rocket.

In this episode of the Healthful Woman Podcast, Dr. Nathan Fox welcomes back Dr. Stephanie Melka to discuss retained placenta, which occurs when tissue is left behind in the uterus following pregnancy. They discuss when this may occur, what can be done when this occurs, and more.

TIMESTAMPS:  Intro (0:00) Censorship Escalation in Brazil (6:05) Interview with Sohrab Ahmari (31:32) Outro (1:09:52) - - - Watch full episodes on Rumble, streamed LIVE 7pm ET. Become part of our Locals community - - -  Follow Glenn: Twitter Instagram Follow System Update:  Twitter Instagram TikTok Facebook LinkedIn Learn more about your ad choices. Visit megaphone.fm/adchoices

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The Gospel of John, says Dr. Boice, is "a powerful source of instruction and comfort to many millions of God's people down through the ages of church history." This message on the Gospel of John is an insightful study and devotional guide. Dr. Boice explores the coming of Jesus Christ and discusses the initial reaction some people had toward him. To support this ministry financially, visit: https://www.oneplace.com/donate/81/29