Podcasts about retaining

In this episode of the Casual Cattle Conversations podcast, Shaye interviews Kane Wellnitz about effective strategies for employee retention in ranching and agriculture. Kane shares insights from his experiences as a rancher and ag business owner, discussing challenges and solutions for retaining employees. Key topics include fostering ownership among employees, the importance of communication, and offering flexibility. Kane also touches on the necessity of providing competitive salaries and exploring talent from related industries. He provides an overview of his family's ranch operations and his consulting business, Landbridge Partners, emphasizing ways to improve management and maintain a committed workforce.   Catch more conversations like this one and learn more at https://www.casualcattleconversations.com/   Learn more about Profit Foundations for Ranchers here: https://www.casualcattleconversations.com/profit-foundations-for-ranchers      00:00 Introduction to Casual Cattle Conversations 00:17 Guest Introduction: Kane Wellnitz 02:09 Kane's Ranching Background 04:37 Employee Retention Strategies on the Ranch 05:27 Consulting Business Insights 06:54 Lessons Learned in Hiring and Retention 09:23 Challenges and Solutions in Ranch Management 13:03 Finding and Retaining the Right Employees 27:07 Final Thoughts and Advice 30:54 Conclusion and Podcast Support

Mark Butcher joins Yas Rana to discuss Australia's victory at Adelaide - one that ensured their retention of the Ashes.

Marnus Labuschagne speaks to Adam Collins and Bharat Sundaresan after Australia retained the Ashes in 11 days. Learn more about your ad choices. Visit megaphone.fm/adchoices

Rebecca Grant argues against the planned retirement of the USS Nimitz in 2026, suggesting it should be kept in reserve given delays in new Ford-class carriers. Despite the ship's age, Grant asserts that retaining the carrier offers crucial strategic depth against threats like China's PLA Navy. CV 2,3,4 RANGER LEINGTON, SARATOGA, 1936

Jennifer Giannini brings more than 30 years of experience leading independent audit engagements for corporate clients across a wide range of industries. Throughout her career, she has developed deep expertise in employee benefit plan audits, making this a primary focus area. After many years of working at Baker Tilly, a national CPA firm, Jennifer recently joined LJB CPA to lead the firm's audit practice. Passionate about building strong client relationships, Jennifer returned to a smaller firm to work more closely with clients and deliver a personalized, value-added experience. Her experience at both mid-sized and national firms gives her a unique ability to tailor services to meet each client's specific needs and complexities. In her years of auditing employee benefit plans, she has pretty much seen just about everything- and enjoys helping plan sponsors navigate the tough issues that keep them up at night. In this episode, Eric and Jennifer Giannini discuss:Protecting participants through disciplined plan auditsMaking audit readiness a year-round responsibilityOwning fiduciary controls that cannot be outsourcedAvoiding costly errors through informed governanceKey Takeaways:Plan audits protect participant assets and confirm the plan follows its governing documents. They ensure contributions, matches, distributions, and eligibility are applied consistently. They also help identify fraud or embezzlement risks early.Audits run smoothly when preparation happens throughout the year. Developing processes that represent a living checklist keeps documentation complete. Retaining internal records prevents gaps that auditors will flag.Some fiduciary duties remain with the plan sponsor at all times. Regular reconciliations and documented committee oversight demonstrate prudence. Simple tracking helps surface issues before they escalate.Operational errors often stem from payroll misalignment with plan terms. Early engagement with experienced ERISA auditors reduces surprises. Committees must weigh cost, complexity, and fiduciary risk together.“The early bird always gets the worm. The earlier you start that process with your auditor, the better.” - Jennifer GianniniConnect with Jennifer Giannini:Website: https://ljbcpa.com LinkedIn: linkedin.com/in/jennifer-giannini-875071a Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast are general in nature and are provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date, but may be subject to change.It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design, or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary, and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.

In this Australian Property Podcast episode, your hosts Pete Wargent of Allen Wargent Property Buyers and Gemma Mitchell from Rask discuss whether first homebuyers should use the 5% deposit scheme. Here's what they cover: -Criteria for qualifying for the new scheme  -The new property price caps -Getting the right loan -Managing cashflows -Retaining a buffer -The benefits of using the 5% deposit scheme -The risk and the drawbacks And their summary thoughts and tips.  Resources for this episode Ask a question (select the Property podcast) Rask Resources Pete's Buyers Agency Alcove mortgage broking Amy Lunardi Buyers Agency (Melbourne) All services Financial Planning Invest with us Access Show Notes Ask a question We love feedback! Follow us on social media: Instagram: @rask.invest TikTok: @rask.invest DISCLAIMER: This podcast contains general financial information only. That means the information does not take into account your objectives, financial situation, or needs. Because of that, you should consider if the information is appropriate to you and your needs, before acting on it. If you're confused about what that means or what your needs are, you should always consult a licensed and trusted financial planner. Unfortunately, we cannot guarantee the accuracy of the information in this podcast, including any financial, taxation, and/or legal information. Remember, past performance is not a reliable indicator of future performance. The Rask Group is NOT a qualified tax accountant, financial (tax) adviser, or financial adviser. Access The Rask Group's Financial Services Guide (FSG): https://www.rask.com.au/fsg Learn more about your ad choices. Visit megaphone.fm/adchoices

Learn more about your ad choices. Visit megaphone.fm/adchoices

The EU has a problem attracting and retaining cyber talent, the CEO of Coupang resigns following the company's security breach, Microsoft expands its bug bounty program to cover third party code, and Chrome and Gogs patch zero-days. Show notes Risky Bulletin: EU has a problem attracting and retaining cyber talent

Tuesday, October 28 from 10:00 – 11:30 a.m.at the Lansing Regional Chamber of Commerce, they hosted "Building and Retaining Diverse Talent", a panel discussion exploring how organizations can attract and retain diverse young professionals. The conversation will focus on building an inclusive talent pipeline and creating conditions that help diverse talent connect, grow, and thrive within the Greater Lansing region. • Samantha Harkins, CEO, Lansing 5:01 • Candace Williams, Talent Acquisition Specialist, LAFCU • David Douglas, Supervisor of Talent Acquisition and Employee Relations, Lansing Board of Water & Light • Laura Stoken, Partner & President, Rathbun Insurance WHY IT MATTERS: Attracting and retaining diverse young professionals is vital to our region's long-term success. This event provides a timely story about workforce development, inclusive hiring practices, and economic growth in Greater Lansing. Media can highlight local leaders, showcase innovative strategies, and share examples of how businesses are shaping a stronger, more inclusive regional economy.

Discover why winter is the ideal season for New Jersey homeowners to install retaining walls. Learn about cost savings, material options, and how these structures protect your property from erosion while boosting value. Learn more at https://www.sagelandscaping.com/ Sage Landscape Contractors and Tree Experts City: Plainfield Address: 16 Driftway Ln Website: https://www.sagelandscaping.com/

Hour 1 Starting Lineup: Latest news and notes with Kalani Sitake Utah State needs a QB What You May Have Missed Hour 2 ESPN reporter Ian Fitzsimmons Good, Bad & Ugly Utah Mammoth struggling Hour 3 Utah Mammoth General Manager Bill Armstrong BYU closes in on deal with Kalani Sitake Final thoughts

 Discover the key to maintaining inner peace amid life's challenges in this insightful episode. As many people go about their daily lives, how do you navigate through these times? With the holidays approaching and family gatherings on the horizon, how do those who may be alone find peace within themselves? Join Dr. Brie and Natasha as they discuss this important topic and share how they find their own inner peace."

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Co-Hosts: Ben Criddle (@criddlebenjamin)Subscribe to the Cougar Sports with Ben Criddle podcast:Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

A mentoring role for Liam Lawson in the 2026 Formula 1 season. The New Zealand driver has retained his spot in Racing Bulls alongside 18-year-old debutant Arvid Lindblad. Lawson had been vying for the vacant seat with demoted Red Bull driver Yuki Tsunoda, following Isack Hadjar's promotion to the parent team. Former Williams and Ferrari executive Peter Windsor told Mike Hosking Lawson's the best fit for the requirements. He says Liam will flourish in a senior role and it'll bring out the best in him. LISTEN ABOVE See omnystudio.com/listener for privacy information.

In this episode, we sit down with Dr. Connor Smallwood, owner of Smallwood Eye Associates in Gahanna, OH. Dr. Smallwood has built a practice that empowers his life outside the business. His story is a powerful one. Key Takeaways:Buying an established practice gave him a head start with the patient base especially a base that was loyal. Spending time in the practice by himself allowed the practice to slowly transition before the founder retired.Staff is the engine that makes the practice run. Retaining the staff following the transition was critical. Bringing the staff along on the changes over time made a difference.Despite how successful the practice was, there was significant opportunity to improve aspects of the business. Taking it slow, getting one change right at a time was key to bringing staff and patients along on the journey.Building a business doesn't mean you have to grind all day, every day. While that's certainly an option, building a successful business should empower you to live the life you want to live within and outside the business.Prioritizing opportunities outside the office requires prioritization of processes and efficiency within the office such that you're maximizing both the people and time in the office.What Connor is reading:Wild At Heart by John EldredgePractice Advantage Reading List** Don't miss out on an extra $15 rebate for all commercial VSP Eye Exams this year - with $15 extended through June of 2026, and $10 thru the end of next year! Visit www.pecaaexamrebate.com now!** 

John Casmon interviews Ed Mathews, a former Silicon Valley tech executive who walked away from a high-flying software career to build a more family-centered, freedom-focused life through real estate. Ed shares how missing too many “18 summers” with his daughters pushed him to leave DocuSign and go all-in on multifamily after seven years of flipping houses and small-building rehabs on the side. He explains how he scaled his Connecticut portfolio by finding “rock star” contractors through trade-to-trade referrals, building tight systems, and using process—not heroics—to let average people perform exceptionally well. Ed details why he prefers long-term residents over constant value-add turnover, how he achieved 4.2-year average stays, and why responsiveness, respect, and presence on site drive both mission and NOI. The conversation closes with his shift away from property management toward asset management, his expansion into AI-powered operations, and the launch of both a debt fund and private equity fund to pursue larger 150-unit-plus acquisitions. Ed MathewsCurrent role: Founder & CEO, Clark Street CapitalBased in: ConnecticutSay hi to them at: Website: https://www.clarkst.com Phone: (860)675-5800] YouTube: https://www.youtube.com/@clarkstinvestorsacademy Podcast: https://www.clarkst.com/podcast LinkedIn: https://www.linkedin.com/company/clark-st-capital Twitter: https://twitter.com/clarkstcapital1 Facebook: https://www.facebook.com/ClarkStCapital Instagram: https://www.instagram.com/clarkstcapital Start earning passive income today at gsprei.com/bestever Alternative Fund IV is closing soon and SMK is giving Best Ever listeners exclusive access to their Founders' Shares, typically offered only to early investors. Visit smkcap.com/bec to learn more and download the full fund summary. Join us at Best Ever Conference 2026! Find more info at: https://www.besteverconference.com/  Join the Best Ever Community  The Best Ever Community is live and growing - and we want serious commercial real estate investors like you inside. It's free to join, but you must apply and meet the criteria.  Connect with top operators, LPs, GPs, and more, get real insights, and be part of a curated network built to help you grow. Apply now at⁠ ⁠⁠⁠www.bestevercommunity.com⁠⁠ Podcast production done by⁠ ⁠Outlier Audio⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Pat and Aaron dive into the recent news that FSU Football will keep Mike Norvell as their HC and ask if this is the right move. Do you believe in Mike Norvell with the Noles?

Japan's nominal unconditional surrender was conditional on retaining Emperor Hirohito, who was deemed helpful for managing troops and legitimizing the US occupation. General MacArthur, haunted by the Bataan Death March, conducted immediate, swift trials via military commissions against two former enemies. MacArthur initially planned a short, six-month trial focused only on aggression at Pearl Harbor.

Errol Parker and Effie Bateman wrap up all the biggest stories from the week - live from the Desert Rock FM studio in downtown Betoota. Subscribe to the Betoota Newsletter HERE Betoota on Instagram Betoota on TikTokSee omnystudio.com/listener for privacy information.

There's no doubt that our state is experiencing a manufacturing boom, but where do we find the workers, and then, how do we keep them?

Donor love is measurable, and in this lively discussion, guest Lynne Wester, Principal and Founder of Donor Relations Group, brings the receipts. Drawing on data from her seventh global donor relations survey, conducted every two years since 2013 with more than 1,000 participants, Lynne shows us why retention, not the next big campaign, is where the real money is.Her core message is blunt and refreshing: we obsess over the ask even though it represents a tiny slice of our contact with supporters. As Lynne puts it, “Retention is the secret sauce of fundraising.” Most organizations still pour staff time and budget into events and tactics with weak ROI, while reporting that they are only able to share impact with less than 20 percent of their donors. That gap is not just operational; it is a revenue problem.The survey findings expose a pattern. Many donor relations teams sit under a mountain of tasks but lack a strategic plan, making them vulnerable to “seagulling” requests that fly in, drop work, and disappear. At the same time, donor relations professionals tend to stay in their roles four to nine years, while frontline fundraisers churn in about 16 months. The people who understand donor experience best often have the quietest internal voice, and Lynne's work is about giving them data to change that.She shares how longitudinal data helped the sector mostly abandon donor honor rolls: today, over 80 percent of nonprofits no longer produce donor lists that were costly and not meaningful. The survey is now pushing similar change around giving societies, the split between receipts and acknowledgements, and the use of AI. Lynne is candidly concerned that many organizations use AI tools without organizational policies, even as donor databases at major institutions have been compromised. For her, donor confidentiality and the Donor Bill of Rights demand guardrails before automation.Perhaps the most poignant remark is Lynne's insistence that gratitude and listening are not “extras” but performance drivers. Retaining a donor is five to seven times less expensive than acquiring a new one, and organizations that cared for donors as human beings during crises like the 2008 downturn and COVID raised twice as much as those that just kept asking. She argues that if a donor is not “worth a stamp,” the organization does not deserve the gift.Lynne leaves viewers with a challenge wrapped in encouragement: use data to question tradition, ask donors for their opinions, and treat stewardship as strategic fund management, not a courtesy. When you align technology, policies, and human connection around gratitude and impact, you are not just being nice—you are building a durable, scalable fundraising engine.#TheNonprofitShow #DonorRelations #FundraisingDataFind us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

Most retention problems come from mismatched expectations, not flawed features. This episode teaches how to align creatives with gameplay, diagnose early vs. late churn, and use personalization to keep players engaged. Short, sharp retention truths every team should hear.

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training How do you ensure the highest possible retention levels at your agency? What reasons do you give employees to stay and develop their careers at your agency? Today's featured guest hires fresh talent right out of college. People his team can train into the sort of workers who grow with the agency. However, young talent tends to be ambitious and likely to move on quickly to the next opportunity. To boost retention, he has created a growth path for employees that are a right fit with the agency. He'll break down how he's learned to hire intentionally and build a culture that grows people as fast as profits. McKay Salisbury is the founder and CEO of FiveStar Commerce, an eCommerce agency based in Orem, Utah. His team manages Amazon, Walmart, and Target Plus accounts for over 450 brands annually. What started as a freelancing side hustle on Upwork has grown into a full-service agency focused on team development, in-person collaboration, and steady internal promotion. In this episode, we'll discuss: How to hire and retain young talent in a competitive market. Why in-person culture drives faster growth and better retention. The career path strategy that turns entry-level hires into future leaders. How to build systems that grow people as fast as profits. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources This episode is brought to you by Wix Studio: If you're leveling up your team and your client experience, your site builder should keep up too. That's why successful agencies use Wix Studio — built to adapt the way your agency does: AI-powered site mapping, responsive design, flexible workflows, and scalable CMS tools so you spend less on plugins and more on growth. Ready to design faster and smarter? Go to wix.com/studio to get started. Growing his Freelancer Gigs to a Thriving Amazon Agency McKay's journey began while working at a small Amazon marketing firm, when he started freelancing on Upwork to make a little extra money. Within six months, his freelance income reached half of his salary, and he decided to go all in. Moving into his sister's basement, McKay began full-time freelancing, which quickly evolved into his own agency. Within the first month after quitting his job, he was already matching his old salary. McKay's early days were lean, but the momentum from focusing entirely on client work set the foundation for future growth. Hiring Early and Building Support Systems McKay's first hire came just a month into freelancing full-time. It was a part-time assistant he had previously worked with. That decision to delegate quickly accelerated FiveStar Commerce's capacity. Within five months, he added his first full-time project manager and opened a physical office. Unlike many agency owners who chase remote freedom, McKay found that in-person collaboration gave him structure, focus, and culture. For him, separation between work and home drives productivity. Just like he had learned in college, where studying at the library helped him focus, McKay found it much easier to create great work and culture working in-person. The physical office became the heartbeat of FiveStar Commerce's growth, helping employees feel part of something bigger and creating accountability that can be hard to replicate remotely. Why In-Person Work Still Wins for Training and Culture When it came time to really build his team beyond just a few employees, McKay found it was either difficult or expensive to find the right talent with experience in his particular niche. It wasn't an option for an agency just starting out, so he leaned on investing time on training young talent. It made sense cost wise, and location wise, given they are near two large universities, which provided a supply of fresh talent eager to learn. To make this approach work, the agency had to adapt its environment to support constant learning. A central part of this is their in-person operations, since McKay noticed that even the smallest physical arrangements, like which direction desks faced, could impact how quickly new hires learned and that having trainers nearby reduced hesitation and built confidence. He also observed that remote employees tended to "float away" after 6–12 months. While remote setups can work for certain roles, McKay found that building culture, energy, and loyalty thrive best face-to-face. This philosophy shaped his agency's identity and helped retain young, ambitious team members eager for mentorship. Designing Career Paths that Retain Talent Beyond intentional training, this strategy worked because he paired it with a clear path for career progression. Every employee starts as a generalist learning all aspects of Amazon management, from ads to design to optimization. After 6–12 months, they move into project management roles, and the top performers advance to senior project manager positions. Each promotion comes with a pay increases - typically around $10,000 per year - which keeps employees motivated and invested in long-term growth. This proved to be a great way to increase retention, which is one of the biggest challenges for growing agencies. As McKay puts it, "If you're not giving people a reason to grow, LinkedIn will." Personality Over Experience: Hiring for Potential When hiring fresh graduates, how can you gauge whether or not they'll be a good fit in the long run? McKay looks for personality traits that predict leadership potential—confidence, communication skills, and curiosity. The interview process focuses on how candidates carry themselves, not just what's on their resume. Those who communicate clearly and think proactively tend to rise fastest. This approach ensures that every new hire is a potential project manager within a year or two. McKay views entry-level roles not as long-term positions but as training grounds for leadership. By prioritizing culture fit and growth mindset, he's been able to maintain consistent quality while scaling quickly. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

In this episode, Donna and Tom sit down with Eric Chambers, VP, LTL Services & Strategy at BlueGrace Logistics LLC, to reflect on his career, his role in the growth of BlueGrace Logistics, and his perspectives on the evolving transportation industry. Eric shares how BlueGrace has adapted over nearly two decades, highlighting the importance of leadership, technology, and customer strategy in driving success. He also emphasizes practical advice: work with experienced 3PLs, invest in culture to retain talent, and use predictive analytics and integrations to boost efficiency and customer service. Takeaways:  Eric's semi-retirement and roles with BlueGrace Logistics  Leadership philosophies in a growing and evolving company  The unique operations of LTL shipments and the attention given by broker and Managed Transportation services.  Retaining talent in an industry with high turnover rates  Stay connected with CSCR on LinkedIn (Center for Supply Chain Research) and Instagram (@pennstatesupplychain), and be sure to follow us on Spotify, Apple Podcasts, or wherever you are tuning into Unpacked: Insights hosted by the Penn State Smeal Center for Supply Chain Research™. Thank you for joining us!  Visit our website: https://www.smeal.psu.edu/cscr  Guest Biography:   Eric Chambers grew up in Jersey Shore, PA and graduated from Penn State in 1981 with a degree in Business Logistics, where he had the privilege of studying under Dr. John Coyle. After graduation, he moved to Denver to begin his career and joined Roadway Express in 1982, later advancing into management roles with Yellow Freight across Colorado, Wyoming, Utah, and Kansas. In 1996, he relocated to Florida as Director of Business Development, where he met Bobby Harris, who would later found BlueGrace Logistics. Eric joined Bobby in 2007 and helped build BlueGrace from fewer than 20 employees into a company with over 600 employees across the U.S. and Mexico. Over the years, he served in leadership roles including Director of Logistics, VP of Sales, and VP of LTL Services and Strategy. As of July 2025, Eric entered semi-retirement and now consults with BlueGrace while enjoying golf, boating, and traveling with his wife, Roseann, of 30 years. Throughout his career, he has encouraged others in management to treat their people well, reminding them that one day they may end up working for those they lead. 

Cross-post from Good Structures. Over the last few years, I helped run several dozen hiring rounds for around 15 high-impact organizations. I've also spent the last few months talking with organizations about their recruitment. I've noticed three recurring themes: Candidates generally have a terrible time Work tests are often unpleasant (and the best candidates have to complete many of them), there are hundreds or thousands of candidates for each role, and generally, people can't get the jobs they've been told are the best path to impact. Organizations are often somewhat to moderately unhappy with their candidate pools Organizations really struggle to find the talent they want, despite the number of candidates who apply. Organizations can't find or retain the recruiting talent they want It's extremely hard to find people to do recruitment in this space. Talented recruiters rarely want to stay in their roles. I think the first two points need more discussion, but I haven't seen much discussion about the last. I think this is a major issue: recruitment is probably the most important function for a growing organization, and a skilled recruiter has a fairly large counterfactual impact for the organization they support. So why is it [...] ---Outline:(01:33) Recruitment is high leverage and high impact(03:33) Organizations struggle to hire recruiters(07:52) Many of the people applying to recruitment roles emphasize their experience in recruitment. This isnt the background organizations need(08:44) Almost no one is appropriately obsessed with hiring(10:29) The state of evidence on hiring practices is bad(13:22) Retaining strong recruiters is really hard(14:51) Why might this be less important than I think?(16:40) Im trying to find people interested in this kind of approach to hiring. If this is you, please reach out. --- First published: November 3rd, 2025 Source: https://forum.effectivealtruism.org/posts/HLktkw5LXeqSLCchH/recruitment-is-extremely-important-and-impactful-some-people --- Narrated by TYPE III AUDIO.

Welcome to the Grace in Focus podcast. Today, Ken Yates and Kathryn Wright are answering a question from a John 20:23. What is the “forgiving” and the “retaining” of sins that Jesus is talking with His disciples about? Please listen today and each weekday, to the Grace in Focus podcast!

As a host, I've met hundreds of shop owners, but every once in a while, I meet someone whose story stops me in my tracks. Ty Haguewood, General Manager and CFO of Manufacturing Technologies, Inc. (MTI) and Stone Mather Designs (SMD), is one of those people. Ty didn't grow up in manufacturing—he was a finance professional who took a random tour of a machine shop six years ago and walked out forever changed. What started as curiosity became a calling. Today, Ty helps lead two growing businesses north of Albuquerque, New Mexico—one serving precision aerospace customers and the other crafting custom lighting for major franchises like Planet Fitness and Dairy Queen. In our conversation, Ty shares how he built his career from the ground up, starting in shipping and ordering tools to eventually running operations and financials for both companies. We talk about leadership, retention, culture, and the power of humility and self-awareness in business. Ty's perspective on intentional leadership, work-life balance, and developing people is something every manufacturing leader can learn from. This isn't just a story about machining—it's about purpose, people, and personal transformation. Ty's passion and discipline prove that excellence isn't something you inherit. It's something you choose, build, and refine every day. You will want to hear this episode if you are interested in... (0:00) Why Ty Haguewood represents passion and excellence in machining (3:02) You'll get honesty and transparency when you work with Phoenix Heat Treating (4:09) Learn more about Manufacturing Technologies Inc. and Stone Mather Designs (9:16) Ty's unique background and what led him to MTI and SMD (16:25) Retaining talent: Creating a culture of humanity and intentional leadership (19:35) Implementing quarterly reviews and bonuses tied to performance metrics (20:53) The impact of shifting to four 10-hour workdays on morale and productivity (22:15) Guarding culture through selective hiring and investing in loyal employees (23:50) Balancing formal systems with organic leadership (25:00) Lessons learned from overcomplicating processes and simplifying systems (27:46) The "data or people" revelation that changed MTI's approach (29:47) Ty's hiring philosophy: Culture over credentials (34:10) Scaling leadership by developing leaders beneath you (35:31) Ty's favorite success story—a McDonald's employee turned machinist (38:04) Workholding Wisdom with SMW Autoblok: Setup Reduction (48:10) Paul's KFC story and discussion on unconventional manufacturing talent (50:50) Training at MTI: shadowing, job progression, and learning by doing (55:33) Standardization, tooling, and why transparency boosts performance (59:13) Balancing data and humanity in leadership (1:01:38) Ty's challenge to leaders: Take the time to become someone worth following (1:07:04) Facing failure, learning from hardship, and rebuilding with integrity (1:09:12) Company-level challenges: losing half the staff and rebuilding stronger (1:10:53) Growth, transparency, and leadership capacity limits (1:11:52) Why authentic leadership is manufacturing's future (1:17:05) Why you should use Hire MFG Leaders for your next hire Resources & People Mentioned You'll get honesty and transparency when you work with Phoenix Heat Treating Achieve setup reduction with SMW Autoblok workholding Why you should use Hire MFG Leaders for your next hire Connect with Ty Haguewood Connect on LinkedIn Manufacturing Technologies Inc. Stone Mather Designs Connect With Machine Shop Mastery The website LinkedIn YouTube Instagram Subscribe to Machine Shop Mastery on Apple, Spotify Audio Production and Show Notes by - PODCAST FAST TRACK

Social media sucks! But it's essential in this day and age whether we're happy about that or not. Work out how to harness it for yourself and build a fanbase. Come and follow us on Instagram! We are at: Music Survival Guide Podcast Phil's Page Phil can be found at: www.philthemixengineer.com Phil can be emailed at: Phil@philthemixengineer.com If you want to get in contact with us at the podcast, email us at: musicsurvivalguide@gmail.com

Try Surfboard & Autocircuit for free. Unlock $10,000 in credits. Put $500 down today. Hit activation in 7 days—your $500 is waived—no risk. After 14 days, if you don't save at least 10 hours, we'll give you an additional $5,000 in credits. Start Today at https://www.kowabungastudios.com/kowabunga-account-creationComment your thoughts below and don't forget to like, SHARE, and subscribe!Want to speed up your Revit production and take your time back?https://www.kowabungastudios.comNeed an Electrical Engineer to help you with your design-build projects?Visit https://verticaldesignservices.com/ #Revit #BIM #Automation #KowabungaStudios #MEP #MEPAutomationSign up for Dillon Mitchell's Straight Shooting Construction Letterhttp://kowabungastudios.hubspotpagebuilder.com/constructionletterConnect with Dillon MitchellLinkedIn - https://www.linkedin.com/in/dillon-mitchell-kowabungastudios/Kowabunga Studios - https://www.kowabungastudios.com/ Instagram - https://www.instagram.com/kowabungastudios/Facebook https://www.facebook.com/kowabungastudios

If the Silver Ferns beat Australia in the last game of netball's Constellation Cup tomorrow night - they'll be headed for over-time to decide the series winner. The Diamonds are ahead 2-1 but the Silver Ferns are still in with chance of retaining the trophy in Christchurch. Sports reporter Felicity Reid spoke to Lisa Owen.

HOA revenge. This day in history. Suzanne Somers AI. Retaining members and subscription changes. Winner! Party Coffin. Bryan Mayor Bobby Gutierrez. Waffle House. Book Club. BBQ deodorant. Diane Keaton's will.

In this week's Monday News Drop, co-host Bo Brabo is joined by Jeremy Sadlier for a deep dive into three powerful stories shaping the future of healthcare HR. From building tomorrow's workforce to protecting today's talent, this episode connects the dots between education, staffing, and leadership sustainability.

Finding Coaches is Tough - Keeping them can be tougher, and the demands of time, family life, expectations - both from us as ADs and from the Community - along with stipends that barely cover gas are all factors that contribute to coaches simply walking away from the job. Here are some things we can do to try an help retain our coaches so they can keep on COACHING our kids! THIS is The Monday Huddle on The Educational AD Podcast!

In this special episode, I sit down with my friend Frannie Wilson to interview her for my new book "The Ladders of Wealth. We explore her journey of running Ampersand Studios for over 16 years and how she's reinventing her business after buying out her longtime partner.Instead of having the conversation over a cup of coffee, we decided to record one in the studio instead. We dive into what it takes to scale an agency without burning out, why delegating fulfillment is critical, and how Frannie is using systems, subcontractors, and culture-building to position her team for growth. She shares lessons from managing people, creating replicable offers, and handling the challenges of sales, client retention, and leadership.If you're navigating the leap from founder-doer to CEO—or building a creative agency that lasts—this episode is packed with insights.Timestamps:00:00 Introduction01:15 Frannie's 16-year journey with Ampersand04:00 Buying out her business partner and reinventing07:05 Balancing recurring revenue and one-off projects10:30 Delegating fulfillment and avoiding bottlenecks13:55 Building systems and hiring contractors17:30 The role of values and culture in small teams22:10 Lessons from managing people and avoiding drama27:30 Productizing services vs. custom work33:00 Smarter hiring with test projects39:30 Landing and qualifying clients the right way52:30 Retaining clients and handling tough situations59:45 Final reflections and adviceIf you enjoyed this episode, please like and subscribe, share it with your friends, and leave a review. I read every single one.Learn more about the podcast: https://nathanbarry.com/showFollow Nathan:Instagram: https://www.instagram.com/nathanbarryLinkedIn: https://www.linkedin.com/in/nathanbarryX: https://twitter.com/nathanbarryYouTube: https://www.youtube.com/@thenathanbarryshowWebsite: https://nathanbarry.comFollow Frannie:Instagram (personal): https://www.instagram.com/frannie_packLinkedIn: https://www.linkedin.com/in/frannie-wilsonAmpersand Studios (Instagram): https://www.instagram.com/ampersand_studiosAmpersand Studios (Website): https://ampersand-studios.comFeatured in this episode:Ampersand Studios (Instagram): https://www.instagram.com/ampersand_studiosAmpersand Studios: https://ampersand-studios.com/

What bold move would you make if you knew your entire team's future was on the line? In this episode of the Real Estate Excellence Podcast, Tracy Hayes sits down with Corey Hasting for his third appearance — this time unveiling the biggest pivot of his career. At just 27, Corey launched a boutique Engel & Völkers franchise in Jacksonville Beach and scaled it into five thriving offices with 138 agents. But instead of resting on awards and billion-dollar sales, he shocked the market by transitioning his entire brokerage to Christie's International Real Estate First Coast. Corey opens up about the 18-month journey, the risks, the sleepless nights, and the why behind the move. He shares how he retained almost every agent through the shift, why brand power and growth potential drove his decision, and how Christie's global reach and tech innovation will elevate luxury real estate in Northeast Florida. If you've ever wondered how great leaders navigate risk, transition, and growth — this conversation will inspire you to think bigger. Don't forget to subscribe, share this episode with a colleague, and leave us a 5-star review to keep these powerful stories coming!   Highlights: 00:00 – 06:30 Corey's Bold Leap Launching Engel & Völkers at 27 Scaling to 5 offices and 138 agents Winning America's Cup “Shop of the Year” Early frustrations with tech & innovation Beginning the search for what's next 06:31 – 14:45 The Christie's Connection Why brand identity matters more than ever Retaining 137 of 138 agents through transition Exclusive territory expansion rights Breaking past Engel & Völkers growth limits Building the foundation for expansion 14:46 – 21:59 Elevating Luxury in Northeast Florida Dominating high-end listings Christie's auction house credibility Positioning in global feeder markets Networking with billion-dollar brokerages Recruiting luxury-focused agents 22:00 – 30:15 Innovation & Technology Shift Partnering with Luxury Presence websites Launching First Coast Luxury mobile app Revitalizing marketing with flexibility & variety SEO, pay-per-click, and seller visibility Why print marketing still matters 30:16 – 38:40 Growth, Expansion & Recruiting New HQ in Atlantic Beach Targeting St. Augustine & St. Simon's Island Recruiting with value vs. splits Why retention is the ultimate measure White-glove brokerage service model 38:41 – 57:48 Leadership, Culture & The Future Bringing Christie's CEO & leadership to Florida Building a one-vision, one-culture region Systems that create more time for agents Supporting top producers to break ceilings Taking First Coast “to the moon”   Quotes: “There's no such thing as a perfect brokerage — it's about finding what you're missing and who solves that problem.” – Corey Hasting “If you're not growing, you're dying — in business and in life.” – Corey Hasting “Our job is to make agents two places at once by creating more time for them to do what they do best.” – Corey Hasting “We're not making this move to stay the same. We're doing it to grow, to dominate luxury, and to take it to the moon.” – Corey Hasting   To contact Corey Hasting, learn more about his business, and make him a part of your network, make sure to follow him on his Website, Instagram, Facebook, Youtube, and LinkedIn.   Connect with Corey Hasting! Website: https://cirefc.com/agents/corey-hasting Instagram: https://www.instagram.com/corey_hasting Facebook: https://www.facebook.com/corey.hasting.3 YouTube: https://www.youtube.com/@CoreyHasting LinkedIn: https://www.linkedin.com/in/chasting/   Connect with me! Website: toprealtorjacksonville.com   Website: toprealtorstaugustine.com    SUBSCRIBE & LEAVE A 5-STAR REVIEW as we discuss real estate excellence with the best of the best.   #RealEstateExcellence #CoreyHasting #ChristiesInternational #LuxuryRealEstate #BrokerageGrowth #JacksonvilleBeach #StAugustineRealEstate #NortheastFlorida #BrokerageLeadership #RealEstatePodcast #RealEstateInnovation #RealEstateTechnology #AgentRecruiting #LuxuryHomes #BrokerageTransition #ChristiesFirstCoast #RealEstateExpansion #GlobalRealEstate #AgentSuccess #BillionDollarBrokerage

Seth and Sean discuss how well Stefon Diggs is doing and assess if they're cool with the Texans deciding not to bring him back.

Hiring is tough. Retaining great technicians? Even tougher. The pest control industry is facing one of its biggest challenges yet: keeping good employees from walking out the door.In this episode, Allan is joined by Erik Osborne and Anthony Eshaghi from Journey Health to talk about a game-changing strategy that most PCOs overlook when it comes to employee retention. Spoiler: it's not higher pay, flashy perks, or pizza Fridays. It's healthcare.Eric and Anthony break down why health benefits have become one of the biggest pain points for business owners, how skyrocketing insurance costs are eating into profits, and why offering the right kind of coverage can not only save you money but also keep your team loyal for years. They share real numbers, real options, and the little-known alternatives that are cutting expenses by 30–40% for pest control companies across the country.If you've ever asked yourself:• “Why do my techs keep leaving, even when I pay well?”• “How can I compete with big companies when it comes to benefits?”• “Is there a smarter way to provide healthcare without draining my margins?”…then this episode is for you.Tune in to learn how rethinking healthcare can give you a serious edge in today's competitive hiring market—and why this might be the most important investment you make in your business this year.Check out Journey Health: journeywholecare.com/bug-bux

Gregory Copley reports that Chinese leader Xi Jinping's power has diminished, noting he is expected to step down as General Secretary at the upcoming fourth plenum, retaining only the powerless PRC presidency. Copley suggests the new leadership may reduce global aggression because the country lacks money, resources, and solidarity for a global campaign, and faces massive domestic food and water crises. He also addresses Tony Blair's "surreal politic" role in the Gaza plan and the fragility of the clerical leadership in Iran. 1917 PRINCETON IN PEKING

Gregory Copley reports that Chinese leader Xi Jinping's power has diminished, noting he is expected to step down as General Secretary at the upcoming fourth plenum, retaining only the powerless PRC presidency. Copley suggests the new leadership may reduce global aggression because the country lacks money, resources, and solidarity for a global campaign, and faces massive domestic food and water crises. He also addresses Tony Blair's "surreal politic" role in the Gaza plan and the fragility of the clerical leadership in Iran. 1922 SUN YAT SEN

Gregory Copley reports that Chinese leader Xi Jinping's power has diminished, noting he is expected to step down as General Secretary at the upcoming fourth plenum, retaining only the powerless PRC presidency. Copley suggests the new leadership may reduce global aggression because the country lacks money, resources, and solidarity for a global campaign, and faces massive domestic food and water crises. He also addresses Tony Blair's "surreal politic" role in the Gaza plan and the fragility of the clerical leadership in Iran. 1944 GOLD BEACH, NORMANDY

Gregory Copley reports that Chinese leader Xi Jinping's power has diminished, noting he is expected to step down as General Secretary at the upcoming fourth plenum, retaining only the powerless PRC presidency. Copley suggests the new leadership may reduce global aggression because the country lacks money, resources, and solidarity for a global campaign, and faces massive domestic food and water crises. He also addresses Tony Blair's "surreal politic" role in the Gaza plan and the fragility of the clerical leadership in Iran. 1870 BUCKINGHAM

In this episode of the No Sediment Wine Podcast, I sit down with Dr. Stefano Gava, the Director of Val d'Oca, to talk about Prosecco's remarkable rise and what makes this region one of the most dynamic in the wine world. We cover the role of the Glera grape and why the grape's name was changed to protect Prosecco's identity. We also dive into the Charmat (Martinotti) method, the differences between Prosecco DOC and DOCG, the evolution of Rive and Cartizze wines and many other exciting topics.You can also listen to the No Sediment Wine Podcast episodes on Spotify, Apple Podcast, Amazon Music, Google Podcasts and Castbox.Some of the WINE ACCESSORIES I use regularly:

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Most agency owners stumble into their first business almost by accident, learning as they go. But have you ever considered buying your first agency as a way to enter the industry with a head start? The right acquisition can give you an established team eager to keep growing, a base of engaged clients, and strong positioning in the market. Today's featured guest took this path and is now the proud owner of a thriving agency. He always knew he wanted to run his own business, and when it came time to choose an industry, the agency model was the perfect fit for his love of project management and tech. He shares how he chose and purchased his agency, why he was fortunate to instantly click with the previous owner, the kind of deal structure he recommends for these situations, and the lessons he's learned along the way. Zander Barth is the Director of Colophon New Media, a website development and digital marketing agency in Charleston, South Carolina. He isn't your typical agency owner since he didn't start his agency from scratch. Before that, he was managing boiler houses and wastewater plants as a chemical engineer. His path went from factory floors and Tesla consulting gigs to agency owner. In this episode, we'll discuss: Why buy instead of build an agency from scratch? Retaining clients and culture in an ownership transition. Acquisition deal structure: earnouts, financings, and gotchas. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. Buy vs Build: Why Acquistion Wins Most agency stories start the same way: someone freelances, gets referrals, and suddenly they're running an agency. Not Zander. Having always wanted to work for himself, he was set on finding a business to acquire after realizing he didn't want to stay in the corporate grind. Instead of an MBA, he gave himself what he calls a “redneck MBA”—a crash course in QuickBooks, masterclasses, and every free course he could get his hands on. His search started broad. He looked at electrical contractors, engineering firms, and everything in between. But when a broker introduced him to Colophon New Media, something clicked. The agency world lined up with his love for project management, customer communication, and tech. He hit it off with the founder, who was ready to retire, and within four months, Zander was under a Letter of Intent (LOI). The Transition: Keeping Clients and Culture Intact One of the biggest risks in buying an agency is losing clients or losing the team. But Zander got lucky. The founder stayed on for six months to ease the transition, the team had incredible tenure (average of 8–10 years), and clients stuck around. Instead of turnover chaos, he stepped into a culture that was already strong. What he focused on was core values. He knew the agency's success was built on the team's shared beliefs and long-term commitment. His goal: protect that culture while adding new faces who align with it. Processes and systems matter, but at the end of the day, it's the people and values that keep clients around. The Deal: No Earnout, Straightforward SBA Financing Zander's purchase deal was simple: 10% equity down 10% seller note 80% SBA loan (7A) No earnout. Was it risky? Maybe. But for him, it worked because he and the seller had great rapport. They respected each other, and shared the goal of keeping clients happy and the agency thriving. However, Zander is very aware of how lucky he was and that is not always the case. So his advice for agency owners is to structure the deal in a way that people are incentivized to help the business grow after they're gone. Pro tip: Before buying, always ask the seller why they're really selling. Burnout, boredom, or just wanting to hit the road in an RV with their spouse - it all matters. If their motivations align with your vision, you've got a shot at a smooth handoff. Surprises, Gotchas, and the Role of Luck in Acquisition Every acquisition has surprises. For Zander, it wasn't massive skeletons in the closet but rather small bits of “tribal knowledge” that came up months later. Old client quirks, history buried deep, the stuff you don't see in due diligence. His mindset was just to roll with it. “I just try to get good at riding the wave,” he said. And he's honest about it: luck played a big role. You can prep all you want, but signing a deal that puts you on the hook for big debt is scary. You've got to trust your gut on the seller and back yourself to figure out the rest. Zander's advice is to make sure you vibe with the seller. As odd as it sounds, there's nothing more important in his experience than feeling he was able to truly understand the seller. He wanted someone who was really proud of their legacy and willing to grow and protect it. How AI is Shaping M&A and Agency Operations Back when he bought the agency, Zander was still not using AI in both due diligence and agency work. Now, however, he's building “co-pilot bots” to analyze data, troubleshoot, and even stress-test M&A opportunities. His advice for other agency owners: if you're not using AI daily, you're leaving efficiency—and insights—on the table. AI won't always 100% right, but it gets you thinking differently. For M&A especially, tools like ChatGPT can surface blind spots you didn't even know existed. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

Let's talk about associate retention, keeping those young lawyers you're recruited and mentored at your firm. It shouldn't be a given that every associate will take what you've taught them to another firm in two or three years. Guest Ben Dachepalli is a veteran lawyer and a partner in the Tampa office of firm Bradley Arant Boult Cummings LLP specializing in construction law. As a senior member of his firm, Dachepalli says retaining young associates is more than a transactional activity, it's building the firm and developing the next generation of leaders. As he says, when he's interviewing prospective hires, “I'm not interviewing my next associate, I'm interviewing my future partners.” Don't think of young lawyers as associates who will move on, develop them so they not only want to stay but also want to become leaders in your firm.  For Dachepalli, the “secret sauce” is an inclusive, team-based approach. Ensure associates are involved and invested in the firm's success, not simply completing assigned and rote tasks. Communicate with associates as peers, give them responsibilities, and show them they are valued.  Involving associates in multiple levels of a case and asking for their input from the start not only shows them you value their skills, it can also help senior attorneys spot unexpected angles and see a case from a different perspective. (And remember, today's young lawyers grew up with today's technology, they might even teach you something). Resources: ⁠American Bar Association⁠ ⁠American Bar Association Litigation Section⁠

Let's talk about associate retention, keeping those young lawyers you're recruited and mentored at your firm. It shouldn't be a given that every associate will take what you've taught them to another firm in two or three years. Guest Ben Dachepalli is a veteran lawyer and a partner in the Tampa office of firm Bradley Arant Boult Cummings LLP specializing in construction law. As a senior member of his firm, Dachepalli says retaining young associates is more than a transactional activity, it's building the firm and developing the next generation of leaders. As he says, when he's interviewing prospective hires, “I'm not interviewing my next associate, I'm interviewing my future partners.” Don't think of young lawyers as associates who will move on, develop them so they not only want to stay but also want to become leaders in your firm.  For Dachepalli, the “secret sauce” is an inclusive, team-based approach. Ensure associates are involved and invested in the firm's success, not simply completing assigned and rote tasks. Communicate with associates as peers, give them responsibilities, and show them they are valued.  Involving associates in multiple levels of a case and asking for their input from the start not only shows them you value their skills, it can also help senior attorneys spot unexpected angles and see a case from a different perspective. (And remember, today's young lawyers grew up with today's technology, they might even teach you something). Resources: ⁠American Bar Association⁠ ⁠American Bar Association Litigation Section⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Today, it is my pleasure to speak with Brian Adams, Partner at Mack International, where he specializes in C-suite executive search and human capital consulting for family offices and enterprises. Brian serves on the board of Sirrom Partners LP, a single-family office, and is the host of the Mack Podcast, which provides expert insights for family office professionals. Alongside his family office expertise, Brian co-founded two real estate private equity firms and was a former practicing attorney. Mack International is a former long-time member of FOX. Talent – especially top leadership talent – continues to be among the top evergreen needs of enterprise families and their family offices. We begin with Brian's insights on talent search for family offices. He paints the picture of the current landscape for identifying and attracting leadership talent to SFOs and covers the most prominent trends he sees in the marketplace. Another persistent challenge for family offices is holding on to the top talent they have – especially, since most SFOs tend to be small, flat organizations without much of a career path or growth options for their key people. Brian shares his view on the key talent retention strategies and tools utilized by family offices and how they have evolved over time. An interesting, and somewhat counterintuitive, consideration family offices face when they think about attracting and retaining talent is their location strategy. Brian talks about why and how the choice of where the office is located can have a significant practical impact on SFOs' ability to recruit and engage their key people. Another practical tool that families and family offices have at their disposal – yet don't always deploy fully in their talent management strategy – is their values, governance, and mission. Brian describes how these foundational elements of governance and collective decision-making that families establish and follow come into play when it comes to recruiting and retaining top talent. Don't miss this highly insightful conversation with one of the top executive recruiting firms serving the family office space.

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

Thinking about starting a franchise while working full-time (and maybe raising a family too)?

In this episode, we explore why retaining patients is just as important as attracting new ones. Matt shares a real-world case where a patient nearly slipped out the “back door” mid-treatment, highlighting the risks to both patient care and the practice. You'll learn simple, repeatable steps to protect your work, improve continuity of care, and keep patients engaged through treatment completion. Connect with us: • Learn more about 1-on-1 coaching • Get access to TLP Academy • Suscribe to The Lifestyle Practice Podcast • Email Derek at derek@thelifestylepractice.com • Email Matt at matt@thelifestylepractice.com • Email Steve at steve@thelifestylepractice.com