Podcasts about retaining

What if you never made a cold call, never sent a cold email, and still built a global agency with 140 clients across four continents? In this episode, Joel Strauss, founder of Strauss Communications, shares how being fired at the start of Covid with zero clients led to building a boutique PR agency that has now worked with over 140 companies across four continents. Almost every single one came through a relationship. Joel's story has three chapters: starting the business, scaling it, and saving it. Each one hinged on a personal relationship at exactly the right moment. Including the meeting in Madrid that pulled his agency back from the brink after October 7th changed everything overnight.   [00:03:30] What He Does and Who He Serves Runs Strauss Communications, a boutique PR agency for tech startups Services cover organic media coverage, content, and social media 95% of clients are tech companies; most are referred through relationships [00:04:30] How He Got Into PR Idealized politics; left after nearly two years deeply unhappy Quit, traveled South America, then went on a boys' trip to Montreal Met his brother's former roommate who connected him to a PR firm in Tel Aviv He packed up everything in New York and moved within two weeks [00:06:00] The Introduction That Started Everything His brother's former roommate saw a fit between his background and the agency The firm had political and tech clients; Joel had just enough experience to be relevant That one connection opened the door to a new industry and a new country Every step of his career since traces back to that trip to Montreal [00:07:00] What Inspires Him Gets a bird's eye view of tech across fintechs, AI, semiconductors, and more Works directly with founders, CMOs, and CEOs of innovative companies Has helped companies go from unknown to dominant positions in their markets [00:08:30] Client Impact A niche plywood replacement client started getting people knocking on their door from PR alone Several clients successfully raised investment rounds after investors cited media coverage All contracts are month to month; some clients have stayed for over three years Retaining clients through results rather than contracts is the proof of delivery [00:11:30] Starting the Business: The Boss Who Fired Him Was called into a hearing to be fired at the start of Covid Kept his cool and told his boss he understood and didn't take it personally That same boss became a mentor and referred several of his first clients Joel's wife co-founded the business with him; their relationship has been foundational [00:13:00] Scaling the Business: A Former Colleague A former colleague he stayed close with over the years eventually joined his team That person brought in key client relationships that led to major results The companies he helped raise in the US all came through this one relationship Maintaining cordial connections over time is what made it possible [00:13:30] Saving the Business: The Madrid Meeting After October 7th, Israeli tech clients sent staff into reserve duty overnight Lost half the client base almost overnight A founder from South America emailed out of nowhere; they met in Madrid by chance That relationship became a client and turned the company around [00:17:00] Vision Going Forward Wants to scale without sacrificing service quality Growing through relationships rather than cold outreach remains the core model Using AI to handle busy work so the team has more time with clients Boutique, high-quality, and relationship-driven is the identity they will not trade away [00:19:30] What Makes Them Different Most agencies charge $15,000 to $25,000 a month and put junior staff on accounts At Strauss Communications, senior people handle everything Contracts are month to month; they have to earn it every single time That pressure is what keeps the work sharp and the results consistent [00:20:00] Why He Started His Own Agency Was hired in-house at a tech company and told to bring in expensive PR firms It was him landing TechCrunch and Reuters; the firms were getting paid for his work Saw the gap and built an agency that actually delivered at the senior level [00:23:30] Thinking Broader Than Coverage Most agencies just pitch placements; Strauss Communications thinks strategically Also offers white papers and content with both PR and marketing value Measurable deliverables make it easier for marketing teams to justify the spend A webinar built from one piece of content recently generated 150 sign-ups [00:25:00] Final Word: Relationships Are a Cultural Advantage Noticed that relationship building is more open in Israel and Spain than in the US In the US, getting to the CEO requires going through several gatekeepers first Being of service and being known for it builds a reputation that compounds over time   KEY QUOTES "Every step of my story is intimately intertwined with personal relationships." - Joel Strauss "A lot of good and innovation can happen when people are more open to giving of themselves and giving their time." - Joel Strauss CONNECT WITH JOEL STRAUSS Website: https://www.strausscomms.com LinkedIn: https://www.linkedin.com/in/joelstrauss1   Thanks for tuning in! If you liked my show, please LEAVE A 5-STAR REVIEW, like, and subscribe! Find me on: Apple Podcasts | Spotify | iHeart Radio | Stitcher

For the sixth year in a row, 11th grade students from Keene Central School told brief stories about growing up in the Town of Keene. We've collected them in this podcast. Themes that encompass this year's batch of stories are the connections and memories formed with family and friends and a love of the outdoors, especially the Adirondacks.The 11th grade story project is part of Adirondack Community: Capturing, Retaining, and Communicating the Stories of Who We Are, a multi-year local history project that collects and organizes audio stories and related photographs using the OurStoryBridge methodology. Visit us at ⁠⁠⁠myadirondackstory.org⁠⁠⁠ to hear about the rich social and cultural history of our community located in New York State's Adirondack Mountains. Music Interludes © 2022 Martha Gallagher. All Rights Reserved

Do your students struggle to retain skills from one unit to the next? You're not alone.In this episode, I explored why standards mastery often feels out of reach for middle school ELA teachers and uncovered the planning habits that may be standing in the way. I discussed three common beliefs that prevent students from achieving true mastery and introduced the Into, Through, and Beyond Framework—a simple but powerful approach to curriculum design that prioritizes retention over coverage.You'll discover:✅ Why teaching a skill once isn't enough for mastery✅ The difference between covering content and teaching for retention✅ How spiraling content helps students build lasting skills✅ Why rinse-and-repeat activities save time and improve learning✅ How to create a curriculum that feels intentional instead of reactiveWhether you're building your own curriculum or navigating a district-mandated program, this episode will help you rethink the way you plan so your students can experience deeper learning and long-term success.

Ep 118: In this "Ask Me Anything" Episode, we cover some questions from the everyday girl and from other coaches regarding the best ways to retain clients and encourage them to be consistent. We talk about ideas on if you should start trying to build muscle at your current calorie intake or if you should go into an immediate small bulk, what foods girls should include in their diet if they find that it's hard for them to hold onto weight while strength training, and what rib cage flare + anterior pelvic tilts may look and feel like and what i'm doing to address those things on myself!We also dive in on all of my tips if you have access to a full gym and what you should consider if you're wanting to build out an efficient full body workout. HINT: don't be afraid to take up some space and set up the circuits in a way that makes sense for you!__________________________________________________________________________________________________Apply for Advanced Training and Nutrition with Chelsey & Dr Emily Dow HEREStart your 7 day FREE trial of my new app HERE!Programs:8 Week Summer Prep Planhttps://www.trainerize.me/profile/chelseyrosehealth/?planGUID=d48c6fbf116c4e8fb4d31f94b5376fa3Want to work one on one with Chelsey?Set up a one on one consultation call here to see if personalized online training is right for you.Join a semi-private class in LA here.Email info@chelseyrosehealth.com to inquire about one on one in person training.Shop the things i'm loving HEREFollow Chelsey on Instagram:@Chelseyrosehealth@StrengthtobuildFollow Chelsey on TikTok Here."Submit a question to the show"

Welcome to Quick Hits — where we bring you the most impactful moments from past episodes in under 15 minutes. Today's clip comes from one of our most replayed conversations. If you want the full episode, check the link in the description below. Listen to the full episode here. How can GLP-1s like Ozempic truly transform weight management and wellness—and what makes them so controversial? Dr. Gus Vickery, who specializes in total body and mind optimization, dives deep into how these groundbreaking treatments are revolutionizing weight management, nutrition, and even menopause. Why are they causing such a stir, and are they truly the game-changers they claim to be? Join us as we explore the intricate relationship between GLP-1 therapy and nutritional sufficiency. Can optimizing your diet really help reduce medication dosages? What role do protein intake and exercise play in preserving muscle mass during weight loss? Dr. Vickery unravels these mysteries and more. The challenges of menopause, particularly weight gain, are also on the table. How can GLP-1 receptor agonists assist in managing hormonal shifts and inflammation? Are these medications the key to achieving sustainable health and wellness for women in midlife? In this episode, we uncover: How GLP-1 medications can revolutionize your weight management strategy. Why nutritional sufficiency is crucial for reducing medication dosages. How to optimize protein intake and exercise to preserve muscle mass. The impact of GLP-1 therapy on menopause-related weight gain and hormonal balance. How to support digestive health and nutrient absorption through enzymes, mindfulness, and supplements. Tune in to uncover the secrets to achieving a balanced, healthy lifestyle. Dr. Vickery's insights will leave you informed and inspired to take charge of your health journey. Don't miss this enlightening episode! Visit Dr. Gus Vickery's website: https://www.drgusvickery.com/     Sponsors Get 20% off your Cozy Earth Bed Sheet with coupon code HORMONES Join our new Women's Peptide Weight loss Program and get prescription based glp1s for an affordable price.     Are you in perimenopause or postmenopause and struggling with symptoms—but not getting the support you deserve? At Midlife Solutions, we specialize in hormone optimization for women in midlife. Our all-female clinical team offers telehealth care across all 50 U.S. states, with the ability to prescribe bioidentical estrogen, progesterone, testosterone, and thyroid medication.   Book your FREE Hormone Discovery Call Find out what's really driving your symptoms and what your next best steps are.   Visit the website: https://karenmartel.com   Shop the Midlife Solutions Store Over-the-counter bioidentical hormone creams and oils — no prescription needed. Including: • Progesterone • Estrogen Face Cream • Vaginal Moisturizer and more!   Take the Hormone Quiz Discover hidden hormone imbalances that could be driving your symptoms. Get personalized results (and yes, they may surprise you).   Women's Peptide Weight Loss Program Clinically guided, hormone-aware weight loss for midlife women.   Midlife RESET HRT Program A complete, supportive approach to hormone replacement therapy in midlife.   Your host: Karen Martel Certified Hormone Specialist, Transformational Nutrition Coach, & Weight Loss Expert   Karen's Facebook Karen's Instagram

For the sixth year in a row, 8th grade students from Keene Central School told brief stories about growing up in the Town of Keene. We've collected them in this podcast. Themes that encompass this year's batch of stories are the connections and memories formed with family and friends and a love of the outdoors, especially the Adirondacks.The 8th grade story project is part of Adirondack Community: Capturing, Retaining, and Communicating the Stories of Who We Are, a multi-year local history project that collects and organizes audio stories and related photographs using the OurStoryBridge methodology. Visit us at ⁠⁠myadirondackstory.org⁠⁠ to hear about the rich social and cultural history of our community located in New York State's Adirondack Mountains. Music Interludes © 2022 Martha Gallagher. All Rights Reserved

What if you attracted 50 buyers in two months - for a product you almost didn't list? That's not a marketing strategy. That's exactly what happened when 21-year-old Ovi Shekh posted Wisdomic AI on Acquire.com and watched his inbox fill up faster than he expected. Ovi is a CS student from Dhaka, Bangladesh. He's already exited two businesses before most people his age have submitted a single job application. His first exit came almost by accident - a COVID-era grocery delivery startup, quietly acquired after the buyer tracked him down on Instagram. His second was Wisdomic AI. An AI-powered academic research tool he'd spent eight months building. Ten thousand signups. Nineteen hundred active users. Fifty-plus universities. And a product he genuinely didn't want to let go of. But he listed it anyway. Just to see. Fifty-two inquiries later, he had a signed LOI with his chosen buyer. And then a better offer showed up. More money. Different vision. And Ovi walked away from it. Because here's the thing most first-time sellers never think to use as a dealbreaker - vision alignment. Not the highest number. Not the cleanest terms. Whether the buyer actually believes in what you built and will carry it forward the right way. That was the filter. That was the whole decision. The buyer Ovi chose went on to raise $700,000 using the asset Ovi sold him. Let that sit for a second. In this episode, Jaryd sits down with Ovi to unpack how a 21-year-old from Bangladesh navigated two exits, turned down a better offer on purpose, and figured out the rules of the acquisition game earlier than almost anyone around him. How he valued an eight-month-old SaaS with no ARR and a niche user base that didn't behave like typical consumers. Why he applied to Y Combinator eight times, got rejected every single time, and what that finally told him about where his leverage actually lived. And the one thing he says nobody tells you when you're building - that you don't get rich owning a startup. Only selling one. Most founders fall in love with their product and never let go. Ovi fell in love with his, listed it just to see what would happen, and walked away with a lesson worth more than the exit itself.

Hour 1 of Baskin and Phelps

"

The Ashanti RCC Coordinator, Apostle Peter Kofi Dzemekey, throws more light on this in this insightful message titled "Retaining Members In The Church (Closing The Backdoor Of The Local Church) " at the Pentecost Convention Centre in Kasoa. Hosted on Acast. See acast.com/privacy for more information.

For high-net-worth clients, financial planning is often not just about managing their money during their lifetimes, but also a matter of preparing the next generation to inherit family wealth. Which suggests that meeting with clients' children can both offer value for current clients and also begin a relationship with the next generation that could last for decades to come. Liz Miller is the founder of Summit Place Financial Advisors, a $300M firm she built by focusing on deep relationships and multigenerational planning. Listen in to hear how she raises multigenerational conversations with clients and their children and how she converts clients' children from regular contacts to fee-paying clients. Liz also discusses how she finds that ensuring "nothing falls through the cracks" can be more valuable than chasing returns (and the value of checklists to support this task) as well as why she lets her high-net-worth prospects lead off discovery meetings with their most pressing concern rather than starting with her own qualifications and services. For show notes and more visit: https://www.kitces.com/490   

BYU football head coach Kalani Sitake recalled his talks with Penn State to On3's Pete Nakos. In Sitake's commentary, he noted, "It all works out the way it's supposed to." How critical was it for BYU to retain Sitake? KSL Sports BYU Insider Mitch Harper explores that. Sitake turning down Penn State led to the Nittany Lions hiring former Iowa State coach Matt Campbell. Campbell's old employer, ISU, made some headlines when AD Jamie Pollard said the SEC/Big Ten should break away. Would that be a good thing? Athlon Sports has Bear Bachmeier on the cover of the 2026 preview on the West Coast. They rolled out their preview, and Mitch shared some initial thoughts. Then, finally, some news and notes from the basketball recruiting trail, as BYU basketball was well-represented at various Live Period events on the circuit over the weekend. Subscribe to the Cougar Tracks Podcast to stay up-to-date with all the daily episodes. Cougar Tracks is on YouTube and X every weekday at Noon (MT), and KSL NewsRadio at 6:30 p.m. (MT). Apple: https://podcasts.apple.com/us/podcast/cougar-tracks/id1146971609 YouTube Podcast: https://kslsports.com/category/podcast_results/?sid=2035&n=Cougar%20Tracks Spotify: https://open.spotify.com/show/2NCF1KecDsE2rB1zMuHhUh Download the KSL Sports app Google: https://play.google.com/store/apps/details?id=com.bonneville.kslsports&hl=en_US  iOS: https://apps.apple.com/us/app/ksl-sports/id143593 Mitch Harper is a BYU Insider for KSLsports.com and hosts the Cougar Tracks Podcast daily on KSL Sports YouTube and KSL NewsRadio (SUBSCRIBE). Harper also co-hosts Cougar Sports Saturday (12–3 p.m.) on KSL NewsRadio. Follow Mitch’s coverage of BYU athletics in the Big 12 Conference on X (formerly Twitter) and Instagram: @Mitch_Harper. Want more coverage of BYU sports? Take us with you wherever you go. Download the new and improved KSL Sports app from Utah’s sports leader. Allows you to stream live radio and video, keeping you up-to-date on all your favorite teams.

New Memphis' president and CEO, Anna Mullins, joined this week's episode of "The Sidebar" to talk about the organization's mission in Memphis, how their role has evolved over time, and that the impact of COVID has changed how and why people choose where to work and live.

The sermon from the retiring moderator, Rev E Trevor Kirkland, preached in Partick on Monday, 18 May, the opening night of the Free Church of Scotland (Continuing) General Assembly.

Is it harder to find a new hair extension client or to rebook the one already sitting in your chair? The math is not even close. Retaining an existing client costs significantly less than acquiring a new one, and the revenue difference between stylists who pre-book consistently and those who do not compounds every single month. Ashley Diana, founder of Rich Stylist Academy and Destination Hair Extensions, has coached hundreds of hair extension professionals to six-figure incomes in 2026. She breaks down the exact rebooking math that shows why your highest-value booking is the client already trusting you with her hair. Inside this episode: - Why the math on new client acquisition vs. client retention is so lopsided, and what it actually costs you to skip pre-booking - The difference between a stylist with a full calendar of returning clients and one constantly chasing new ones - The simple rebooking conversation that locks in your next six months of income before the client leaves your chair - Why most stylists underestimate the value sitting in their existing client list - The one shift that moves you from reactive bookings to a calendar that fills itself How do hair extension stylists build a stable, recurring income? The most financially stable extension stylists pre-book every client before they leave the chair. When you build a calendar from retained clients outward, your income stops fluctuating with slow seasons and starts compounding appointment by appointment. What is the best way to get hair extension clients to rebook? The easiest rebook conversation happens at the end of the appointment, not weeks later. Ashley walks through the exact language that makes rebooking feel natural for both the stylist and the client, without pressure or awkwardness. How much more does it cost to find a new hair extension client than to keep an existing one? The cost of new client acquisition includes marketing time, content creation, consultations, and follow-up. Retaining an existing client who already trusts you, knows your prices, and loves her results requires almost none of that. The difference compounds fast. Ashley Diana helps hair extension professionals build businesses where income is predictable and client relationships run deep. DM @missashleyhair on Instagram or visit richstylist.com. Message me on Instagram @missashleyhair Resources and Links: Become the Highest Paid Hair Extension Pro in Your City: https://richstylist.com Low-Investment, High Impact 90-Day Coaching Program: https://richstylist.com/level-up Bond Bootcamp 2026 (Live Training Event): https://richstylist.com/bond-bootcamp More Clients, Less Posting $27 Mini Course: https://richstylist.com/more-clients Launch Your Own Brand of Hair Extensions: https://richstylist.com/brand-launch The #1 Salon Software for Hair Pros: https://hairproappointments.com Daily Content Ideas and Trends for Hair Pros: https://contentcalendarforhairpros.com Boost Your SEO and Showcase Your Education: https://www.certifiedhairpro.com/ Shop Destination Hair Extensions (Luxury Hair): https://destinationhairextensions.com Offer Financing to Your Clients (Cherry): https://withcherry.com/partnerships/alex-king

Managing Dry Saline Land: Insights from the MSF Research Updates In this episode of the MSF Farm Talk podcast, Chris McDonough shares practical insights from a recent MSF Mallee Research Update in Victoria, exploring how growers can better manage dry saline land and improve crop establishment in challenging conditions. Chris explains how transient subsoil salinity can move to the soil surface during dry periods through capillary rise and evaporation, often making the top 5 cm significantly more saline than the layers below. The episode also unpacks how salinity impacts crops through osmotic stress and toxicity, reducing germination, emergence and plant survival. The discussion focuses on practical management strategies aimed at improving establishment and maintaining ground cover, including: Retaining surface cover such as straw or mulch Using opportunistic rainfall events to aid establishment Avoiding practices that bring saline clay to the surface Considering more salt-tolerant crop varieties This episode provides growers and advisers with practical considerations for protecting soil surfaces, improving resilience and managing productivity on saline-prone soils. Explore the Dry Saline Land project pages to learn more about identifying dry saline land, best-practice management approaches, and grower case studies. Project Pages: Dry Saline Land - Mallee Sustainable Farming Fixing Saline Soils - Mallee Sustainable Farming Case Studies: Case Study 5: Rick Plant | Resilient Soils Saline Soils Case Study How to spread straw Spreading sand vs straw Soils Connect (Practical Soil Management Resources): Soils Connect | Your Hub for Soil Knowledge & Innovation This podcast episode of the Regional Drought Resilience Planning program is supported by Mallee CMA and Mallee Sustainable Farming, through funding from the Australian Government’s Future Drought Fund and the Victorian Government.Support the show: https://msfp.org.au/about/membership/See omnystudio.com/listener for privacy information.

You found your diamond—now how do you keep them? In this episode, we're talking about the real cost of turnover and what actually makes great retail employees stay. Spoiler: it's not just money. We cover how to build loyalty from day one, why the first 90 days matter, how to make your team feel seen, and why education, recognition, and honest communication are key to keeping your rockstars engaged. In this episode: Why good employees really leave How to use Employee Checkpoints Easy ways to recognize your team Why learning keeps employees engaged Perks that actually matter Join the Indie Insider Group: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/share/g/14Z5WsKrMgN/⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect with the Pet Shop Girls! Find us everywhere: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/petshopgirls⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Join us in the Indie Insider Pet Professional Facebook Group: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/share/g/18XEvTjxMj/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Join The Pet Shop Girls: Off The Record Substack Community: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://substack.com/@psgofftherecord?utm_campaign=profile&utm_medium=profile-page⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.2petshopgirls.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  The Pet Shop Girls Podcast is for informational and educational purposes only. The views and opinions expressed by our hosts and guests are their own and do not necessarily reflect those of any sponsors or partners. Any business, marketing, or pet care advice shared on this podcast is general in nature and may not apply to your specific situation. The Pet Shop Girls Podcast and its hosts are not liable for any outcomes related to the use of the information discussed. This episode includes paid advertising. Get Megaphone AI here: ⁠⁠https://gmm.one/0b0b4fd8-bfd8-4247-b46d-791cd813f28a⁠

In this episode, Alex Rawlings speaks with Robert Irving, CEO of Buffalo Growth Partners. Robert shares his journey from building and selling a fire & life safety business to scaling within private equity and launching his own independent sponsor firm.⏱️ Timestamps & Key Topics00:00 – Introduction Robert's journey across founding, exiting, and re-entering private equity.00:30 – Building & Selling a Business Grew to ~80 technicians and exited at 29  Joined a PE-backed roll-up, completing 100+ acquisitions 01:21 – Biggest PE Mistake: People Misalignment of talent and roles  Importance of matching personal goals with business needs 02:42 – Off-Market Sale Process Relationship-driven deal (~18 months)  Shared vision and timing were key 03:40 – Why Sell? Rapid growth (3M → 12M revenue)  Opportunity to scale within a larger platform 06:57 – Winning Deals Human connection over price  Understanding seller motivations (legacy, growth, people) 09:18 – Scaling a Roll-Up Leadership staying close to frontline teams  Challenges of tech and data integration 10:47 – Key Lessons Retaining founders drives value  Equity rollovers create alignment 12:14 – Frontline Reality Change fatigue is real  Strong leadership needed during integration 14:13 – Founder Retention Tailor roles to individuals  “Right person, right seat” approach 16:36 – Buffalo Growth Partners Focus: service businesses (“guys in trucks”)  Operator-led investment model 18:30 – Off-Market Strategy Dedicated outreach + industry credibility  Aim to be the “first call” when owners sell 21:21 – Recommendations Brad Jacobs (M&A & scaling)  Alpine Investors (people-first PE)  Bill Gurley – Running Down a Dream

DEAR PAO: What is a ‘retaining lien'? | May 4, 2026Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcher Tune In: https://tmt.ph/tunein #TheManilaTimes #KeepUpWithTheTimes Hosted on Acast. See acast.com/privacy for more information.

Is it harder to find a new hair extension client or to rebook the one already sitting in your chair? The math is not even close. Retaining an existing client costs significantly less than acquiring a new one, and the revenue difference between stylists who pre-book consistently and those who do not compounds every single month. Ashley Diana, founder of Rich Stylist Academy and Destination Hair Extensions, has coached hundreds of hair extension professionals to six-figure incomes in 2026. She breaks down the exact rebooking math that shows why your highest-value booking is the client already trusting you with her hair. Inside this episode: - Why the math on new client acquisition vs. client retention is so lopsided, and what it actually costs you to skip pre-booking - The difference between a stylist with a full calendar of returning clients and one constantly chasing new ones - The simple rebooking conversation that locks in your next six months of income before the client leaves your chair - Why most stylists underestimate the value sitting in their existing client list - The one shift that moves you from reactive bookings to a calendar that fills itself How do hair extension stylists build a stable, recurring income? The most financially stable extension stylists pre-book every client before they leave the chair. When you build a calendar from retained clients outward, your income stops fluctuating with slow seasons and starts compounding appointment by appointment. What is the best way to get hair extension clients to rebook? The easiest rebook conversation happens at the end of the appointment, not weeks later. Ashley walks through the exact language that makes rebooking feel natural for both the stylist and the client, without pressure or awkwardness. How much more does it cost to find a new hair extension client than to keep an existing one? The cost of new client acquisition includes marketing time, content creation, consultations, and follow-up. Retaining an existing client who already trusts you, knows your prices, and loves her results requires almost none of that. The difference compounds fast. Ashley Diana helps hair extension professionals build businesses where income is predictable and client relationships run deep. DM @missashleyhair on Instagram or visit richstylist.com. Message me on Instagram @missashleyhair Resources and Links: Become the Highest Paid Hair Extension Pro in Your City: https://richstylist.com Low-Investment, High Impact 90-Day Coaching Program: https://richstylist.com/level-up Bond Bootcamp 2026 (Live Training Event): https://richstylist.com/bond-bootcamp More Clients, Less Posting $27 Mini Course: https://richstylist.com/more-clients Launch Your Own Brand of Hair Extensions: https://richstylist.com/brand-launch The #1 Salon Software for Hair Pros: https://hairproappointments.com Daily Content Ideas and Trends for Hair Pros: https://contentcalendarforhairpros.com Boost Your SEO and Showcase Your Education: https://www.certifiedhairpro.com/ Shop Destination Hair Extensions (Luxury Hair): https://destinationhairextensions.com Offer Financing to Your Clients (Cherry): https://withcherry.com/partnerships/alex-king

Amy Jacobson is the Director of UND's Special Education Resident Teacher Program, and on today's episode, she breaks down two innovative pathways that have trained roughly 600 special education teachers for North Dakota schools since 1997, including one designed for people who don't even have an undergraduate degree yet. The programs combine paid, year-long internships with layered mentorship and heavily subsidized graduate education, creating a model with remarkable retention rates in rural communities. Whether you're in North Dakota or not, this episode is full of transferable ideas for any small town looking to think outside the box about recruiting and retaining the professionals they need most. About Amy: Amy Jacobson, Ed.D. is the Director of both the Special Education Resident Teacher Program and the Accelerated Bachelor of General Studies and Master of Education in Special Education at the University of North Dakota. With over two decades of experience in special education, she leads statewide efforts to recruit, train, and retain special education teachers, particularly in rural and high-need areas.  Dr. Jacobson earned her Doctor of Education in Teacher Education from the University of North Dakota, along with a master's degree in special education.  She earned her bachelor's degree in elementary education from Mayville State University.  In her role, she collaborates with school districts, state agencies, and university partners to oversee program development, funding, and teacher placement. She also coordinates an accelerated pathway program designed to support paraeducators and others in becoming licensed special educators.  Prior to her current position, Dr. Jacobson served as a special education teacher and department leader at the secondary level, where she worked extensively with students with diverse learning needs. She is also an experienced faculty member and advisor, having taught numerous graduate courses and mentored master's students.  Her work focuses on strengthening the special education workforce through innovative preparation models, mentorship, and partnerships across North Dakota.  In this episode, we cover: How UND's Special Education Resident Teacher Program combines grad school with a paid, year-long classroom internship and how that helps retention The creative dual-enrollment pathway Amy built for people who want in but don't have a completed bachelor's degree that helps them earn two degrees in roughly four years Why 75–85% of resident teacher candidates today have zero education background — and why that's a feature, not a bug Practical ideas any community can steal: apprenticeship programs, dual credit for high schoolers, and employer-matched tuition through local economic development Why strong special education in rural schools isn't just good for schools but the whole community Links + Resources Mentioned: Special Education Resident Teacher Program: https://education.und.edu/academics/tlpp/rtp-special-ed.html General Studies Degree with Master's in Special Education: https://und.edu/programs/general-studies-ba-special-education-med/index.html Want to get your business in front of our audience? We are looking for podcast sponsors! Each season, we feature a select group of Small Business Partners—brands that share our mission to celebrate small-town life and big ideas. With a 4–6% average Facebook engagement rate (well above the industry average), 2,600+ loyal followers, and 45,000 monthly content views, we have an amazing, highly engaged audience of people who can't wait to learn more about you. When we feature you, your story, and your product/service, it's like a friend's recommendation, because it is. Want to know more? Reach out to us at hello@growingsmalltowns.org We have a membership! Join the GST Club — a virtual support community built for those leading change in small-town America. For $30/month, you'll get twice-monthly live calls with Rebecca, access to a private network of fellow small-town changemakers, replay recordings, frameworks, and early access to GST events. It's for anyone from volunteers and entrepreneurs to city officials who believe small towns deserve big ideas and better leadership. Part think-tank. Part pep-talk. Part creative jam session. All support.  We Want to Hear From You! We really, really do, and if you'll let us, we'd love to feature your actual message just like we did with Terri's (with your permission, of course!) Some of the best parts about radio shows and podcasts are listener call-ins, so we've decided to make those a part of the Growing Small Towns Podcast. We really, really want to hear from you! We're have two "participation dance" elements of the show: "Small town humblebrags": Call in and tell us about something amazing you did in your small town so we can celebrate with you. No win is too small—we want to hear it all, and we will be excessively enthusiastic about whatever it is! You can call in for your friends, too, because giving shout-outs is one of our favorite things.  "Solving Your Small-Town People Challenges": Have a tough issue in your community? We want to help. Call in and tell us about your problem, and we'll solve it on an episode of the podcast. Want to remain anonymous? Totally cool, we can be all secretive and stuff. We're suave like that.  If you've got a humblebrag or a tricky people problem, call 701-203-3337 and leave a message with the deets. We really can't wait to hear from you!  Get In Touch Have an idea for a future episode/guest, have feedback or a question, or just want to chat? Email us at hello@growingsmalltowns.org Subscribe + Review Thanks for tuning into this week's episode of The Growing Small Towns Show! If the information in our conversations and interviews has helped you in your small town, head out to Apple Podcasts, Stitcher, or Spotify, subscribe to the show, and leave us an honest review. Your reviews and feedback will not only help us continue to deliver relevant, helpful content, but it will also help us reach even more small-town trailblazers just like you!

#868 If you've been trying to sell digital products but feel stuck spinning your wheels, this episode is your roadmap to building a profitable and sustainable business! Destini Copp joins host Kirsten Tyrrel to share how she went from burnt-out academic to thriving digital product entrepreneur with multiple income streams. She breaks down her signature Growth Flywheel — a holistic system that goes far beyond a typical sales funnel — and shares how to attract leads, nurture your audience, retain paying customers, and turn them into raving fans. You'll also learn how she uses AI to enhance student success, streamline onboarding, and boost retention inside her memberships. Whether you're just starting out or ready to optimize your digital product sales, this conversation is packed with actionable insights! (Original Air Date - 8/18/25) What we discuss with Destini: + From professor to digital product entrepreneur + Building a sustainable Growth Flywheel + Funnels vs. flywheels: key differences + Email list building with freebies and summits + Using tripwire funnels to boost sales + Retaining customers through memberships + Leveraging AI for onboarding and retention + Gathering testimonials with automation + Monetizing newsletters like mini magazines + Validating offers through market feedback Thank you, Destini! Check out Destini Copp at ⁠DestiniCopp.com⁠. Check out Hobby School at ⁠HobbySchool.com⁠. Subscribe to ⁠Destini's newsletter⁠. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! To get access to our FREE Business Training course go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/training⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠millionaireuniversity.com/sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

This expert panel explores what today's youngest professionals truly value in the fitness industry, how to communicate in ways that resonate and how to build career paths that keep them engaged for the long haul. Whether you're managing Gen Z for the first time or looking to strengthen your approach, this is the conversation you don't want to miss.

Most ISO Standards take what's known as a 'risk-based approach', which focuses on proactively identifying and mitigating potential risks while capitalising on opportunities. The methods for managing risk can be very varied, and many make the mistake of treating it as a separate task rather than as an integrated part of your existing processes. In this episode, Ian Battersby explains what risk management means in regard to ISO management, what this looks like in practice and breaks down different methods you can utilise for effective risk management. You'll learn ·      What is risk? ·      Where is risk referenced in ISO Standards? ·      How do you identify risks and opportunities? ·      How can you document risks and opportunities? ·      What does a Risk Register look like? ·      How are risks categorised? ·      How many risks should you document? ·      How do you evaluate and rate risks? ·      How do you address opportunities? ·      How can ISO 31000 help? ·      How different ISO Standards define their relevant risks ·      Governance and risk management   Resources ·      Isologyhub   In this episode, we talk about: [02:05] Episode Summary – Ian dives into the topic of risk management within in ISO. Explaining what risk is, how they should be documented and evaluated and what methods you can use to do so.    [02:45] Further info on risk management: If you want more guidance there is a dedicated risk management Standard (ISO 31000). [03:10] What is risk? Risk, as defined by ISO Standards is: "An effect of uncertainty on objective. An effect is a deviation from the expected. It can be positive, negative or both, and can address, create or result in opportunities and threats" So important to note that this includes both risks and opportunities. [03:40] Where is risk referenced in ISO Standards? The main risk related requirements can be found in Clause 6 Planning for most ISO Standards: 6.1 Actions to address risks and opportunities - There's a positive and a negative aspect mentioned right from the start. However, these elements aren't relegated to a few clauses. ISO Standards are built on a 'risk-based approach', which is directly mentioned within the introduction: "This International Standard employs the process approach, which incorporates the Plan-Do-Check-Act (PDCA) cycle and risk-based thinking Risk-based thinking enables an organization to determine the factors that could cause its processes and its management system to deviate from the planned results, to put in place preventive controls to minimize negative effects and to make maximum use of opportunities as they arise." While it is prescriptive, it does allow flexibility for businesses to determine what risks are significant to them. Other places it's mentioned in Standards includes Leadership: "Top management shall demonstrate leadership and commitment by: d) promoting the use of the process approach and risk-based thinking" It's not just about adopting the risk-based approach, leaders have to promote it. The use of the word 'shall' indicates that this is not optional and cannot be delegated. [08:10] How do you identify risks and opportunities? The Planning clause directly references clause 4, which is Context of the organisation. Within that clause, businesses are required to think about the things which affect the way you operate, the world in which you work, the people and organizations you must consider, the obligations placed upon you. One key activity that typically happens at that stage is a SWOT and PESTLE, that's not specified by the Standard but it's a very popular method of identifying your risks and opportunities against multiple areas. The results of which can be fed back into Clause 6 Planning when it asks you to consider and do the following:- ·      Give assurance that the system can achieve its intended result(s); ·      Enhance desirable effects; ·      Prevent, or reduce, undesired effects; ·      Achieve improvement. ·      Plan actions to address these risks and opportunities; ·      Integrate and implement the actions into its system processes; ·      Evaluate the effectiveness of these actions. This is where you have the freedom to determine what significant risk means to your business. This also establishes the approach to risk management as proactive rather than reactive. [13:15] How can you document risks and opportunities? Just because you need to determine risks, you don't necessarily need a risk management process or methodology based on the guidance in a standard like ISO 31000. There's no requirement to even have a risk register! However, we do strongly recommend using one. If you choose not to use one, you could document each risk individually with the plan of action to mitigate it. This is fine, but a register allows you to see what's happening across all risks. It allows comparison of different types, different categories, across different parts of the organisation, at different levels. It can support decision making and allocation of resource where there's competition for that resource. It can prompt escalation and more significant management attention where it's needed. It can also form a basis for reviewing the effectiveness of your processes. So, while not a firm requirement, it can be a very useful tool. [15:20] What does a Risk Register look like?: A typical Risk Register usually sits in a table or Excel document. You can number your SWOT and PESTLE findings and put them into this Risk Register. One of the columns included is interested parties affected by it, e.g. the risk that your processes deliver the wrong product directly relates to your customers; the risk of enforcement may relate to your board; the risk of terrible PR may affect your investors; the risk of polluting may affect the local population, enforcement agencies etc Certain standards also require you to determine compliance obligations associated with each interested party, so that may be useful to add as a column. Then, you need a column for detailing what the impact of the issue is (remember, both positive and negative). Then you need to evaluate each entry, this involves measuring the significance, the size and scale. When evaluating risks, you need to indicate which processes you have in place that control the risk.  Then you need to rate the risks in their current (do-nothing) form. This is where it helps to have a register where different types and categories can be judged alongside each other, so you'll be able to see what's really important in one place. An organisation needs to decide what level of risk it's prepared to accept; this may be a straightforward decision where a specific value triggers escalation and action, but it may be more complex, depending on the organisation you are in and the environment in which you operate. If the risk is acceptable, should you still commit resource to addressing it; there's a balance in reducing risk overall; is it an easy win?  Is it easy to do? If you feel you should address a risk, what method of risk treatment should you adopt? The actions you propose to take should then be set out in proper detail: who will do what by when?  What resource?  Basically detailing the measures to assess effectiveness.  If a risk or a group of associated risks require an objective, state clearly and link to that objective. [21:35] How are risks categorised? The types of risks you will be focused on will depend on the ISO Standard you're implementing. For example, for ISO 9001 this will be the ability to consistently deliver the best we can to our customers. For ISO 45001 the ultimate aim is to protect your workforce from harm. Regardless, you can get quite broad with the nature of your risks, including considerations such as the ability to fund right equipment and infrastructure; or any investment in a sustainable future; the competence of personnel; the safe working environment to deliver products/services; compliance with relevant legislation; forces affecting our market; stability of supply chains; reputation; social attitudes to work, technology etc But, regardless of whether you're certified to a multitude of standards, operations are typically so interdependent that you can't separate financial risks from operational ones etc. [23:55] How many risks should you document? It's easy to get overwhelmed by generating a huge register when you're a small organisation, but you should be realistic. Focus on what's really significant. If you do a SWOT/PESTLE, if it generates lots of issues but not everything has to be treated as a risk and opportunity for the risk register.   First, ask yourself, what will actually have an impact on you if it materialises?  What is beyond control or influence?  What requires just monitoring? A larger organisation will tend to generate a larger register, but this can be categorised in different ways: ·      Split by functions ·      Split by category (operational, safety, compliance, financial) ·      Significance; operational vs strategic or corporate ·      This can be done by the scale of the risk, any risk above a specific threshold could be escalated to the strategic level ·      There could be factors in the risk evaluation which include strategic significance ·      There could be specific subjects (eg, compliance) which you automatically escalate to a strategic level [25:55] How do you evaluate and rate risks? There are lots of complex and sophisticated ways of doing this. Certain sectors, industries, processes have specific needs and ways of evaluating risk. But, if you're new to this, or there aren't such complexities to consider, a very simple methodology is best. Keep to a simple matrix of consequences and likelihood. Consider what the impact would be if the risk materialised, and rate these from 1 to 5: 1 = the consequences are not significant, it would only be a slight impact on the organisation, minor disruption, small financial loss, little/no physical harm. 5 = the consequences are disastrous, it could materially affect the way the organisation operates, it could cause serious physical harm, it could lead to severe financial loss, it could totally prevent us delivering our products/services. Now consider the likelihood of the event occurring, again rating these from 1 to 5 That could be qualitative evaluation: ·      1 = very rarely ·      5 = happens regularly, or it's certain to happen OR, it could be more quantitative ·      1= once in ten/five years ·      5 = daily/weekly Then multiply these numbers and plot them on a matrix. The matrix will then provide a visual heat map that indicates the level of risk and inform about the level of resource you should apply to addressing the risk. [29:15] How do you address opportunities? You can also evaluate opportunities in a similar manner. Rather than assessing negative consequences, you consider the positive impacts on the organisation when an event occurs. These are plotted in the same way on a matrix, but with appetite and tolerance rather than consequences and likelihood. Risk appetite can be defined as 'the amount and type of risk that an organisation is willing to take in order to meet their strategic objectives'. These appetites range from averse, cautious to an open, eager appetite. For example, a public sector risk appetite example could a local council adopting a "cautious" approach to financial management while having an "open" appetite for innovation in digital service delivery. This balances the need for fiscal responsibility with the desire for improved efficiency, often accepting higher risks for long-term environmental or social gains. Risk tolerance is the actual threshold that you can get away with, that your organisation can bear before action / escalation is needed; financial, operational, reputational, enforcement. This concept may not be for you if you're at an early stage of development, but one to keep in mind. [32:00] How can ISO 31000 help?  If we feel we should address a risk, what method of risk treatment should we adopt? ISO 31000 Risk Management Guidance suggestions include: ·      Avoiding the risk by deciding not to start or continue with the activity that gives rise to the risk; ·      Taking or increasing the risk in order to pursue an opportunity; ·      Removing the risk source; ·      Changing the likelihood; ·      Changing the consequences; ·      Sharing the risk (e.g. through contracts, buying insurance); ·      Retaining the risk by informed decision (no influence, cost too great) [33:40] How different ISO Standards define their relevant risks: ISO 45001 states: "The organization shall establish, implement and maintain a process(es) to: a) assess OH&S risks from the identified hazards, while taking into account the effectiveness of existing controls; b) determine and assess the other risks related to the establishment, implementation, operation and maintenance of the OH&S management system" ISO 22301 Business Continuity states: "The organization shall implement and maintain a risk assessment process. The organization shall: a) identify the risks of disruption to the organization's prioritized activities and to their required resources; b) analyse and evaluate the identified risks; c) determine which risks require treatment." Be careful not to confuse these types of risk with organisational, system risks. [36:05] Governance and risk management: A Risk Register is not a static document. It need to be reported on regularly, such as during Management Review meetings. The register itself isn't evidence of good risk management.  It's how you use it to demonstrate that your actions have addressed risks and opportunities which counts. We'd love to hear your views and comments about the ISO Show, here's how: ●     Share the ISO Show on Twitter or Linkedin ●     Leave an honest review on iTunes or Soundcloud. Your ratings and reviews really help and we read each one. Subscribe to keep up-to-date with our latest episodes: Stitcher | Spotify | YouTube |iTunes | Soundcloud | Mailing List

We are happy to have you with us! If there are any issues with the stream feel free to message us.

Mentorship can be the difference between navigating life aimlessly or growing with purpose.In this Life Coaching episode of Coaching In Session, Michael Rearden speaks with author and mentor Jake Knox about how meaningful guidance, empathy, and personal connection shape growth and leadership, particularly for young men.Jake shares insights from his experiences as a father, mentor, and author of Oak Logs & Gasoline. He discusses how mentorship helps individuals build sustainable personal growth, instill leadership qualities, and navigate challenges in a fast-paced, tech-driven world.The conversation highlights the importance of empathy, understanding true desires to avoid burnout, and the metaphor of oak logs — representing steady, nurtured growth. Jake explains why fostering meaningful conversations and investing in relationships creates long-term impact, both personally and professionally.Listeners will gain practical tools to engage in mentoring relationships, reflect on their own growth, and inspire development in others.What You'll LearnWhy mentorship is crucial for personal and professional growthHow empathy strengthens leadership and relationshipsThe impact of technology on meaningful human connectionPractical ways to instill leadership qualities from a young ageRecognizing and nurturing true desires to avoid burnoutHow steady growth builds resilience and long-term successThe importance of influencing others positivelyHow to navigate emotions and relationships effectivelyThe metaphor of oak logs as sustainable growthTools for fostering meaningful conversations and mentorshipKey Takeaways ✅ Mentorship drives personal growth and development ✅ Empathy is the greatest trait a mentor can possess ✅ Young people crave personal connection in a tech-driven world ✅ Leadership qualities should be nurtured early ✅ Understanding true desires prevents burnout ✅ Sustainable growth requires care and intentionality ✅ Retaining and sharing knowledge strengthens communities ✅ Positive influence can create lasting impact ✅ Life is about continuous growth and learning ✅ Navigating emotions and relationships is key to fulfillment

This episode explores how tech professionals can transform from being "the best kept secret" in their organization to becoming influential, authentic leaders. Uma Subramanian and Megan Swan dive into the strategies, mindsets, and practical tools for building a leadership brand that stands out—even in the age of AI.How to retain your "human edge" as a leader in a technology-driven workplaceThe importance of presence and mindful communication for impactful leadershipTools and practices for grounding yourself and showing up with authority, like breathwork and self-worth remindersReframing visibility and self-promotion as acts of service, and how to leverage your strengths for career opportunitiesWhy authentic leadership looks different for everyone, and how subtle shifts in mindset and presence can quickly change perceptions and resultsTLDR: Leadership in tech isn't about competing with AI—it's about elevating your uniqueness and showing up authentically. Building your leadership brand, owning your value, and prioritizing wellness are key steps to sustainable influence and opportunities, no matter your starting point.Thank you for listening!If this episode inspired you, please screenshot and share it on social media—be sure to tag @meganswanwellness so we can cheer you on. Your support means the world!Connect with Megan SwanInstagram: http://www.instagram.com/meganswanwellnessLinkedIn: http://www.linkedin.com/in/megan-swan-wellnessWebsites: www.meganswanwellness.com + https://altavitahealth.ca/Subscribe to my Substack: ⁠⁠https://meganswan.substack.com/⁠⁠Connect with Uma SubramanianWebsite: http://thelimitlessleaders.com LinkedIn: https://www.linkedin.com/in/uma-subramanian-limitless/ Keywordsleadership brand, executive coaching, tech professionals, presence, influence, authentic leadership, personal branding, AI in tech, human edge, empathy, communication skills, burnout prevention, female founders, diversity in tech, authenticity, thought leadership, career advancement, visibility, self-promotion, leveraging expertise, reframing mindset, professional development, in-person meetings, ground energy, breathwork, building trust, abundance mindset, overcoming self-doubt, proactive communication, wellness prioritization

If you're making an effort to get your customers attention on their phone, you might as well try to RETAIN IT! --- Do you need some help driving sales to your restaurant?   We help independent restaurants WIN  Take our restaurant marketing attention today.... https://business.americasbestrestaurants.com/audit

Hour 1 USU Athletic Director Cameron Walker joined Scotty to talk about the search for his next Head Coach after Jerrod Calhoun departed for Cincinnati.  CBS Sports College Basketball Writer Cameron Salerno gave his thoughts on the First Weekend of the NCAA Tournament.  Lloyd has a secret code word that you never want to hear.  Hour 2 Finding the right fit for Utah State Good, Bad & Ugly Hour 3 Utah Mammoth GM Bill Armstrong USU AD Cam Walker replay

What does it cost to always be seen as the strong one?In this conversation, Curtis Valentine, founder of Real Men Teach and founder in residence with the American Institute for Boys and Men, joins Ashanti to talk about what it takes to recruit, support, and retain men of color in education. They explore the stereotype that men of color should always be the strong ones, how Real Men Teach grew from a local school board effort into a national movement, why male educators leave classrooms, and what schools can do to create the kind of support that helps them stay.Listen and apply these takeaways to your life and leadership:Strong friends still need help. The expectation that men of color should always carry pressure quietly can make support harder to ask for and harder to receive.Representation matters, but recruitment is only the beginning. If schools want men of color to stay, they need real community, care, and systems of support.Movements can start with something simple. Real Men Teach began as a local effort and grew through outreach, relationships, and shared purpose.Men don't just leave classrooms because they stop caring. They leave when the conditions around them make it difficult to sustain the work.School change takes partnership. This episode is a reminder that improving schools requires people to bring their ideas, their networks, and their willingness to build with others.Everyone can do a little bit. Whether it's joining a movement, supporting educators, or collaborating with mission-driven organizations, meaningful change grows through collective action.(0:00) Meet Curtis Valentine + the mission behind Real Men Teach(0:27) From local school board project to national movement(0:47) The stereotype of being the “strong one” and what it costs men of color in education(1:05) Why strong friends still need help(1:16) Why men leave classrooms(1:24) What schools can do to recruit and retain more male educators(1:37) Ashanti's call to get involved and support organizations creating changeConnect with Curtis ValentineReal Men TeachAmerican Institute for Boys and MenJoin/Contribute to our Young Men's Conference: https://everforwardclub.orgJoin our Skool Community: https://www.skool.com/efc-young-mens-advocates-2345Submit Questions, Reflections, or Episode Ideas, Email us: totmpod100@gmail.comCreate your mask anonymously: https://millionmask.org/Connect with Ashanti BranchInstagram: https://www.instagram.com/branchspeaks/Facebook: https://www.facebook.com/BranchSpeaksX: https://x.com/BranchSpeaksLinkedIn: https://www.linkedin.com/in/ashantibranch/Website: https://www.branchspeaks.com/Support the Podcast & Ever Forward ClubHelp us continue creating spaces for young men to be seen, heard, and supported:https://podcasters.spotify.com/pod/show/branch-speaks/supportConnect with Ever Forward ClubInstagram: https://www.instagram.com/everforwardclubFacebook: https://www.facebook.com/everforwardclubX: https://x.com/everforwardclubLinkedIn: https://www.linkedin.com/company/the-ever-forward-club/#unmaskingwithmaleeducators #millionmaskmovement #takingoffthemask #MaleEducators #RealMenTeach #CurtisValentine #MenInEducation #BlackMaleEducators

You must be present every week in your community, these are the people that support you every week, yet you rarely show up where it's important to the. --- Do you need some help driving sales to your restaurant?   I'm the CEO of America's Best Restaurants. We help restaurant owners get the attention they deserve and find more frequent customers!  If you need help, check out www.americasbestrestaurants.com

Hiring, Retaining, and Growing a Great Team: Real-World Staffing Lessons from Local Retail Leaders In our latest podcast, Hampton Roads retail leaders, Stephanie Gilbert of The Dirty Buffalo and Suzy Rosser of Gelati Celesti, share real-world insights on recruitment, company culture, employee engagement, and managing turnover - from hiring for culture to building flexibility into the workplace. Listen to the full podcast for practical, experience-driven strategies you can apply to your own business.

Spring is trying to show up in St. Louis, and like everything else in this show… it's doing it with mixed signals and mild chaos.In this episode of your favorite comedy podcast, The Rizzuto Show dives headfirst into a day that somehow includes dog walks, hormone talk, and one of the most unintentionally romantic contractor stories you'll ever hear. Rafe walks us through his journey of getting FIFTEEN different bids for a retaining wall—ranging from “this seems reasonable” to “are you building a castle?”—and ultimately choosing a contractor based on vibes, explanations, and what can only be described as emotional chemistry.Meanwhile, the crew debates whether winter is finally over (we've been hurt before), breaks down March Madness brackets with absolutely zero scientific reasoning, and questions whether anyone on Earth has ever actually filled out a perfect bracket without divine intervention.Then… we get to the main event.Afroman vs. The Police.Yes, THAT Afroman. And yes, this story is real. What starts as a botched police raid with zero evidence turns into a full-blown musical revenge tour involving security footage, parody songs, lemon pound cake, and a lawsuit that somehow ends with Afroman winning in court. The crew breaks down the entire situation, including the courtroom drama, the music videos, and the absolutely wild legal arguments that led to one of the most bizarre wins in recent memory.And just when you think things couldn't get more unhinged, we play a game of “Can You Bring It on a Plane?”—where TSA rules make less and less sense the longer we go. Bocce balls? Nope. Bowling balls? Sure. Lobsters? Somehow yes. Chainsaws? Please don't try.It's everything you want in a daily comedy podcast: ridiculous stories, questionable logic, and a group of people trying their best to make sense of a world that clearly stopped making sense a while ago.If you're here for a funny podcast that mixes real-life nonsense with sarcastic humor and just enough chaos to keep you awake—congrats, you found your people.Follow The Rizzuto Show → https://linktr.ee/rizzshow for more from your favorite daily comedy show.Connect with The Rizzuto Show Comedy Podcast online → https://1057thepoint.com/RizzShow.Hear The Rizz Show daily on the radio at 105.7 The Point | Hubbard Radio in St. Louis, MO.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Ed Scott / Memphis retaining Penny - Randolph Childress, former Wake star/ Field of 68, with John Martin

J&J Show--Hour 2 Monday 3/16/26--Jason Smith joins John on Tigers retaining Penny, staff overhaul & AAU time

What does it take to build a multi-unit restaurant group starting with $70,000 during the Great Recession? In this episode of Restaurant Rockstars, Roger talks with Molly Irani, co-founder of Chai Pani Restaurant Group, about the leadership discipline and people-first culture that turned a bootstrap startup into a nationally recognized brand. This is a practical conversation about restaurant leadership and profitability — how culture drives retention, how operational leaks impact margins, and why scaling requires systems, not heroics. If you're navigating labor pressure, tighter margins, or growth decisions, this episode delivers real-world perspective you can apply immediately. In This Episode: • Launching during a recession • Building culture as a competitive advantage • Protecting margins through operational discipline • Retaining great people in a tough labor market • Scaling beyond the dining room Join the 5-Day Menu Margin Makeover Challenge Improve margins without guessing on price increases:

Visit our website for more information on how to join the Avondale ESD team: Careers Webpage Employee Benefits Job Openings and Apply for a Job Salary Schedules For questions, visit our Human Resources Department webpage for direct contact information for members of our Human Resources Department or call 623-772-5000. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Send a textClick here: Learn More & Register for NPG Iconic ... The Greatest Leadership & Culture  Event Ever Created for Orthodontists  Click here: Schedule an Online Consultation with our Podcast Host and Founder & CEO, of New Patient Group, Brian WrightListen to Brian Wright on Dr. Glenn Krieger's OrthoPreneur Podcast https://podcasts.apple.com/us/podcast/the-orthopreneurs-podcast-with-dr-glenn-krieger/id1446375553?i=1000751184177Thank you to our Sponsorshttps://newpatientgroup.comhttps://wrightchat.comQuotas get checked off. Legacies get talked about for years. We're pulling back the curtain on why “good” numbers can coexist with low morale, vanishing initiative, and creeping turnover—and how to flip that dynamic by leading people, not spreadsheets.We start with a simple tale that's all too common: a top performer saves hundreds of hours with an automated workflow and gets dinged for being five minutes late. That's transactional leadership in a nutshell—an exchange of time for money and compliance for praise—efficient in the short term and corrosive over time. From there, we unpack the traits of transactional cultures: rigid rules, quarterly thinking, burnout, and a blind spot for investments that free time and lift quality. Then we go deeper into transformational leadership, where recognition, opportunity, and mentorship replace micromanagement, and where initiatives that challenge “how we've always done it” get a genuine pilot, not a polite burial.You'll hear why Howard Schultz refused to cut healthcare for part-time partners at Starbucks—despite a $300M “savings”—and how that choice slashed turnover and compounded loyalty. We contrast that with Blockbuster's fixation on late fees, a classic data-trap that protected today's slice while forfeiting tomorrow's market. We also rewrite our opening story with a different leader, one who sets aside the keyboard, studies the idea, and gives the innovator a platform to teach. The result isn't a one-time spike; it's a culture shift from renters to owners.Along the way, we share scenario drills you can use right now: how to respond to a missed deadline, test a bold policy change, staff an emergency weekend without bribery, and run an annual review that charts a three-year path. Expect clear, practical takeaways rooted in leadership fundamentals—individualized consideration, intellectual stimulation, inspirational motivation, and modeling the behavior you want repeated.If you're ready to retain great people, attract better ones, and build a patient or customer experience that keeps winning, hit play. Then share this with a manager who still thinks bonuses are the only lever. Subscribe, leave a quick review, and tell us: which habit are you changing first?

In this episode of Sparking Success, host Aaron Opalewski discusses effective strategies for hiring and retaining talent in the skilled trades sector. He emphasizes the importance of career path programs and apprenticeship opportunities as key factors in employee retention. By investing in the development of employees and providing clear advancement opportunities, companies can significantly extend the lifecycle of their workforce, leading to greater productivity and profitability.TakeawaysThe best companies have a career path program.Investing time in employee development is crucial.Apprenticeship programs help in retaining talent.Retention can be significantly improved with clear advancement opportunities.Companies can extend employee lifecycle from months to years.Career pathing can lead to a more engaged workforce.Long-term development is beneficial for both employees and employers.Hiring for cultural fit is essential for retention.Reducing turnover saves costs on retraining.Employees should consider long-term growth opportunities when choosing a job.Chapters00:00 Introduction to Skilled Trades Hiring and Retention03:03 Career Path Programs: A Key to Retention05:44 The Importance of Apprenticeship Programs08:19 Long-Term Career Development in Skilled Trades

Join the free Content Marketing Lounge Facebook Group here: https://www.facebook.com/groups/contentmarketinglounge/ Join the CML Academy and learn how to build a freelance writing business, even if you're starting from zero: https://www.skool.com/the-content-marketing-lounge-8374/about Learn more about my consulting and freelance services: https://www.colliermarketing.com/ Thank you for listening!

Former Kansas City Chiefs lineman Joe Valerio is the Chief Operating Officer for The Baldwin Group's Insurance Advisory Solutions (IAS) segment. Most recently, Mr. Valerio served as Division Leader, Western Division, for World Insurance Associates, LLC, where he drove revenue growth and margin expansion through disciplined sales execution and operational excellence across 27 offices across 13 states. Before World Insurance, he served as Chief Operating Officer for the CRB North America Industry Verticals Division at Willis Towers Watson, where he guided a team of nearly 3,000 colleagues across diverse functions, generating annual revenue of more than $1.2 billion. In this episode of In the Know, Chris Hampshire and Joe explore lessons learned from the football field, the excitement and challenges of the recent merger, and Joe's optimistic perspective on the future of the insurance industry.   Key Takeaways ● Joe's journey from the NFL to broadcasting to the insurance industry. ● Lessons learned from the football field. ● Questions to ask yourself when weighing career opportunities. ● The importance of a standard operating playbook. ● Retaining talent while also developing skills. ● Merger management in Joe's latest venture at The Baldwin Group. ● A five-year look at the future of the insurance industry. ● Joe's advice to his early insurance career self.   In the Know podcast theme music written and performed by James Jones, CPCU, and Kole Shuda of the band If-Then.   To learn more about the CPCU Society, its membership, and educational offerings, tools, and programs, please visit CPCUSociety.org.   Follow the CPCU Society on social media: X (Twitter): @CPCUSociety Facebook: @CPCUSociety LinkedIn: @The Institutes CPCU Society Instagram: @the_cpcu_society   Quotes ● "The biggest asset of the insurance industry is what goes up and down the elevators every day." ● "Insurance is the ultimate team sport." ● "Everything that we do is focused on bringing the best to the client." ● "Day-by-day, we want to figure out how we can work best together."  

In this episode I'm joined by leadership expert, speaker and author Helen Beedham to explore what really keeps people in organisations.Helen returns to the podcast to talk about her new book, People Glue, and the research behind it. We dig into how to create a working environment where people feel able to do their best work, stay engaged, and choose to stay — even when other options are available.In this episode, we explore:What People Glue really meansThe paradox at the heart of retention: why giving people more freedom often makes them more likely to stayThe four freedoms people want at workHow to tell if your team or organisation is truly “sticky”Practical, low-risk ways leaders can offer more freedom while maintaining clarity and accountabilityWhat leaders can do to protect morale and people glue during restructures and periods of changeHow individuals can reflect on their own experience of freedom at work and take more control of their careersHelen also shares practical examples from organisations that are getting this right, including simple leadership practices that build trust, psychological safety, and connection - without losing focus on results.This is Influence & Impact for Leaders, the podcast that helps leaders like you increase your impact and build a happy and high performing team. Each episode delivers focused, actionable insights you can implement immediately, to be better at your job without working harder.Work with Carla:1:1 Leadership Coaching with Carla – get support to help you get your voice heard at work and develop your career. Book a discovery callAbout Helen BeedhamHelen Beedham, MA Cantab, is an organisational expert, business book author, speaker and host of The Business of Being Brilliant podcast. Her first book 'The Future of Time: How ‘re-working' time can help you boost productivity, diversity and wellbeing' was named People, Culture & Management Book of the Year at the Business Book Awards, and her second book 'People Glue: Hold on to your best people by setting them free' was published in January 2026.Helen advises business and HR leaders on creating a positive culture that fuels growth; helps teams to deliver more and have more fun; and coaches executives to become their sharpest, brightest best. She speaks publicly about the future of work and is regularly featured in national, business and HR press including the FT, Financial News, Forbes, FastCompany and HR Review.Helen's websiteHelen on LinkedInThe Business of Being Brilliant podcast

Loneliness isn't just a personal issue—it's a leadership and culture issue. In this episode, Dr. Sabrina Starling sits down with repeat guest and leadership expert Dov Baron to explore the growing epidemic of loneliness within organizations, and why it's quietly eroding trust, engagement, and A-player retention. You'll learn why high performers often feel the most disconnected, how loneliness shows up at work, leadership behaviors that create real belonging, and what business owners must do now to protect culture and retain their best people. If you're leading a team and wondering why motivation, loyalty, or connection feels harder than it should, this conversation is a must-listen for you!Dov Baron has been twice named as one of the world's Top 30 Global Leadership Gurus in Inc. Magazine's Top 100 Leadership Speakers. He has presented to companies and organizations worldwide, including the United Nations, the Department of State, the World Management Forum in Iran, the US Air Force, and the Famed Servant Leadership Institute. His focus on human behavior and neuroscience has made him the world's leading authority on Emotional Source Code and the Anatomy of Meaning. Dov is the bestselling author of One Red Thread: How to Find the Purpose Already Woven Into Your Life and Fiercely Loyal: How High-Performing Companies Develop and Retain Top Talent. He is the creator and host of The Dov Baron Show Podcast, previously known as Leadership and Loyalty. It was named the #1 podcast for Fortune 500 executives by Apple Podcasts. The Dov Baron Show has featured hundreds of hours of interviews with top leaders, scientists, theologians, military intelligence officers, and artists. Profit by Design is a Tap the Potential production. Show Highlights:The loneliness epidemic, “The Great Pause” of 2020, our unhealthy “normal,” and the $7 trillion impact on the global GDPBeing isolated vs. being lonelyThe hidden costs of the loneliness epidemic to businesses and organizations in innovation, creativity, and communityIn 2015, Dov said, “Starting a business requires building a community.” Now, he says, “Start by building a community, and then put a business in it.”A culture of belonging is different from feeling like you “fit in.”Protecting your business from an AI takeover happens with relationships and emotional connections.Your humanity is your best tool.Understanding the Emotional Source Code (what drives an individual or organization) and how it relates to immutable laws, core...

Geoffrey Roberts explains how after his wife's suicide, Stalin moves to a new dacha where his library becomes central, retaining books by executed rivals like Bukharin despite their fate.1928

It might be the biggest week in Dhar Mann's history.From signing a massive 40-film deal with Fox to partnering with the NFL as their Chief Kindness Officer, Dhar Mann is rewriting the rules of the creator economy. In this episode, we sit down with Ross Habif, Chief Strategy Officer at Dhar Mann Studios, to break down exactly how these deals happened and what they mean for the future of vertical cinema.We also cover the other massive headlines from the week including the sale of TikTok's US operations to Oracle, Khaby Lame's exit, and how creators are taking over off Broadway.What we cover:-- The "Crazy Week" Explained: Inside the 40-film deal with Fox & Holywater.-- NFL x Dhar Mann: What a "Chief Kindness Officer" actually does.-- Strategy Deep Dive: Why Dhar Mann chose Fox-- TikTok's New Owner: What the Oracle sale means for your algorithm.-- The Creator (on) Stage: Madison Weaver on bringing creators to Broadway.00:00 Intro: Super Bowl Plans & Football Banter 01:20 MrBeast x Salesforce: The "Build in Public" Super Bowl Ad 03:59 The Evolution of "Making Of" Content (Project Greenlight to YouTube) 07:47 Breaking: TikTok US Operations Sold to Oracle 10:53 What Beijing Still Controls (Algorithms & Ads) 11:52 Is the New "US TikTok" Suppressing Content? 17:00 Google & Meta Go on Trial for Child Safety 18:25 Interview: Ross Habif (Dhar Mann Studios) 18:43 Inside the 40-Film Deal with Fox & Holywater 24:44 Retaining 100% Creative Autonomy 25:04 Dhar Mann: The NFL's "Chief Kindness Officer" 26:47 Interview: Madison Weaver (The Creator Society) 27:25 From TikTok to Off-Broadway: The Story of "11 to Midnight" 34:11 Khaby Lame's $975 Million Business MoveCreator Upload is your creator economy podcast, hosted by Lauren Schnipper and Joshua Cohen.Follow Lauren: https://www.linkedin.com/in/schnipper/Follow Josh: https://www.linkedin.com/in/joshuajcohen/Original music by London Bridge: https://www.instagram.com/londonbridgemusic/Edited and produced by Adam Conner: https://www.linkedin.com/in/adamonbrand

Today, I'm joined by Charles Bohdy, a true innovator in water purification technology, and Victor Sagalovsky, a passionate advocate for bringing the science of water quality into our daily lives. Together, we take a deep dive into the unseen world of the water running through our homes—exploring not just its purity, but its hidden potential to support our biology in ways most of us have never considered. Whole HOME Water System - Use code NAT100   Episode Timestamps: Intro to Longevity Podcast and today's water focus ... 00:00:00 Water system's health benefits and testing ... 00:01:33 Why water quality is overlooked yet critical ... 00:07:20 Common water issues and municipal limitations ... 00:09:10 Filtration methods: carbon blocks and pathogens ... 00:15:26 Charles's nano-ceramic multilayer filters ... 00:20:14 Concerns with chlorine and fluoride in water ... 00:23:44 Retaining healthy minerals: charge-based filtration ... 00:35:18 Reverse osmosis: pros, cons, and fungal risks ... 00:50:49 Structured water's role in biological health ... 00:56:53 Water structuring: agricultural validation ... 01:00:21 Whole-home filtration: installation and costs ... 01:11:02 Closing thoughts: bringing nature's water home ... 01:25:00   Our Amazing Sponsors: Regenerive - Built around clinically validated Longufera (Ash X4) to support core aging pathways—so it's not just "healthy aging" in theory. Go to regenerive.co and use code NAT25 to save 25%  Primeadine by Oxford Healthspan: Primeadine supports autophagy — your cells' natural renewal and cleanup process — using food-derived spermidine, no fasting required. If you want to support resilience from the inside out, head to https://www.oxfordhealthspan.com/BIONAT20 and use code BIONAT20 at checkout (one-time purchases only). Ozlo - use smart sound engineering and sleep detection to help you stay in deeper, more stable sleep all night. Create your ideal sleep environment anywhere: go to ozlosleep.com/nat and use code NAT to get $75 off.   Nat's Links:  YouTube Channel Join My Membership Community Sign up for My Newsletter  Instagram  Facebook Group

Mississippi State has had a good week, but the Bulldogs are still barking. Our Sponsors:* Check out Aura.com: https://aura.com/remove* Check out BetterHelp: https://www.betterhelp.comSupport this podcast at — https://redcircle.com/the-boneyard/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

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

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