Podcasts about retaining

Finding the right person isn't just about filling a ministry role, it's about finding the right fit. In this episode, we explore how to build stronger teams through chemistry, character, EQ, and clear vision. Because when your team knows where you're going and how they can help get there, you're building more than a staff . . . you're moving the mission/vision forward.

Welcome back to HALO Talks, where we dive deep into the strategies and stories driving success in the Health, Active Lifestyle, and Outdoor sector. In this episode, host Pete Moore sits down with Jon Sheldon, founder of Belleau Wood Coaching and a true "coach of coaches" who specializes in transforming vision into action. Drawing upon a unique background that includes Marine Corps leadership, financial advisory, and now business coaching for owner-operators across industries, Jon shares battle-tested insights on building high-performing teams, optimizing for accountability, and aligning personal motivation with organizational KPIs. Listen as he maps out why business is more like a continuous sport than a finite game, why the right roles and the right team fit are critical for growth, and how to maintain culture and results, even as remote work becomes the norm. Plus, get an inside look at the origins of Bella Wood's name, and discover actionable tactics for scaling your business, driving team engagement, and leading through uncertainty. When it comes to some people's tendency to focus "only on the numbers" he states, " When we focus too much just on those numbers and not the outside factors that contribute to the sustained growth, sustained retention of businesses and employees, that's where we're going to start compounding a problem that was out of our control and start compounding with stuff that is absolutely in our control." Key themes discussed Blueprint methodology for leadership and team optimization Importance of understanding individual motivators and roles Aligning KPIs with team members' strengths Value of A-players and surrounding culture Challenges and solutions with remote/virtual teams Accountability vs. micromanagement in sales performance Retaining investment in coaching during economic downturns A Few Key Takeaways 1. The Power of Blueprints and Personalization: Jon emphasizes how critical it is for organizations to develop personalized performance blueprints for team members. By conducting workshops that uncover each individual's purpose, vision, motivating ecosystem, and non-negotiables, leaders gain a roadmap for managing and motivating their team much more effectively 08:20. 2. Aligning People with Roles Drives Performance: One major operational pitfall Jon frequently observes is talented people in the wrong roles. He illustrates how the blueprint process often reveals friction when someone's motivators and strengths don't match their job function, and how realignment, either through internal moves or restructuring, is key for unlocking both team and individual performance 15:43. 3. Leadership is About Elevating Others, Not Ego: A consistent thread throughout the conversation is Sheldon's belief that true leadership centers on elevating others . . . knowing your people and adapting your style to what motivates them, rather than managing from ego or assumption 12:27. This is what separates good leaders from great ones. 4. Accountability Over Micromanagement. Everyone Needs Metrics and Check-ins: Jon draws a critical distinction between accountability (which good employees desire) and micromanagement (which stifles culture). He highlights the effectiveness of simple, daily check-ins paired with tracking non-negotiables, rather than just focusing on arbitrary sales goals 22:00. 5. Physical Presence Still Matters for Team Culture: With the rise of virtual work, Jon also warns about the potential erosion of culture and community. He recommends that even virtual teams prioritize regular in-person retreats, especially for leadership, to maintain alignment and cohesion 19:26. Resources: Belleau Wood Coaching: https://www.belleauwood.coach  Jon Sheldon: https://www.linkedin.com/in/jonathan-sheldon-pcc-82760a51  Integrity Square: https://www.integritysq.com Prospect Wizard: https://www.theprospectwizard.com Promotion Vault: https://www.promotionvault.com HigherDose: https://www.higherdose.com Sponsors: Thank you to the legal firm of ICE Miller for their sponsorship of this episode. Built on a foundation of legal service more than a century long, Ice Miller remains committed to helping our clients stay ahead in a changing world. Our more than 350 lawyers and legal professionals are dedicated to developing a deep understanding of each client's needs to help them build, grow, and protect their most valued assets.

The biggest car-carrying ships on the planet. A chip-testing rig that weighs as much as a small elephant. Investment manager Alex Summers takes us inside some of emerging markets' least-watched growth companies to explain how his team sees what others have missed. “Often, the crowd is going to be right,” he acknowledges, but when it's not, long-termism, access to management and asking different questions are key to how his team determines investment opportunities. Background:Alex Summers is co-manager of our Emerging Markets Leading Companies Fund, an investment manager in our Emerging Markets Equity Team and a member of the International Growth Portfolio Construction Group.In this conversation, he tells Short Briefings… host Leo Kelion why one of his team's guiding principles is that before investing in a company, he and his colleagues must be able to articulate the critical uncertainty about a stock and why others may be wrong. “Often, you can observe something about a company, and it may be true,” he explains. “But if everybody else believes that, you're not going to create any additional outperformance by owning those companies.” Companies discussed include:Hyundai Glovis – the logistics company that's invested in a dozen ultra-sized ships and now sees an opportunity in transporting spent electric vehicle batteriesChroma ATE – the test-equipment company whose customised cabinets provide critical checks for NVIDIA and NasaSilergy – the mainland China-based semiconductor company specialising in power-management chipsReliance Industries – India's most valuable company and its heavy investment in solar panels, green hydrogen and battery storage systemsToss – the South Korean financial super-app that provides banking, payment and ecommerce services Resources:Baillie Gifford websiteEmerging Markets Leading Companies FundEmerging markets: from imitators to innovators (video)Emerging markets: the next engines of global growthShort Briefings on Long Term Thinking podcast archiveWhen consensus fails Companies mentioned include:·       Chroma ATE·       Hyundai Glovis·       Meituan·       NVIDIA·       PB Fintech·       Reliance Industries·       Samsung Electronics·       Silergy·       SK hynix·       Talabat·       Toss·       TSMCTimecodes (audio version):00:00 Introduction01:45  From Toronto to Edinburgh02:35 A lesser-covered class of companies03:35 Taking a five-to-10-year view04:15  Forming non-consensus views05:35 Hyundai Glovis and EV batteries07:10  Corporate governance reform in South Korea09:30 Getting access to senior leaders11:50   Chroma ATE's chip-testing equipment14:50  Building conviction in Silergy16:30  Declining to invest in Talabat18:20  Visiting Reliance Industries in Jamnagar20:45 Retaining sell discipline22:00 Toss and private companies24:15  Moving towards physical assets25:35 Podcasts and Substack picks  Glossary of terms (in order of mention):Magnificent Seven: A nickname for seven large US technology-related companies – Alphabet, Amazon, Apple, Meta, Microsoft, NVIDIA and Tesla.Holding period: The length of time an investment is owned.Corporate governance: The systems and processes by which a company is directed and controlled, including board accountability and the treatment of shareholders.Minority shareholder: An investor who owns less than a controlling stake in a company and cannot direct it alone.Bottom-up investing: Assessing individual companies rather than starting with forecasts for economies, markets or sectors.Economies of scale: Advantages that arise as a company handles more volume, reducing the average cost of each unit.Profit margin: The proportion of revenue left as profit after costs have been deducted.Graphics processing unit (GPU): A chip designed to perform many calculations in parallel, originally for graphics but now also widely used in AI.Analog chip: A semiconductor that processes continuous real-world signals, such as sound, temperature or voltage.Flotation or initial public offering (IPO): The process by which a private company first offers shares to public investors and lists them on a stock exchange.Cash flow: The movement of money into and out of a business over time.Capital allocation: The decisions a company makes about how to use its money, such as investing in growth, making acquisitions, paying dividends or reducing debt.Business vertical: A distinct business area within a company, usually focused on a particular product, service or market.Overweight: Holding more of an investment, sector or theme than the index used for a comparison.Fintech: Technology-driven financial services, such as digital payments, lending or banking tools.Insurance brokerage: A business that helps customers compare and buy insurance, acting as an intermediary between them and insurers.Capital-light: Describes a business that needs relatively little investment in physical assets to operate and grow.

In this episode we speak to Jamie Airnes, CEO of Cornish Lithium, a pioneering mineral extraction company focused on extracting lithium from hard rock and geothermal waters in Cornwall, in the UK. The company that is celebrating its tenth anniversary this year and they appeared within the first few episode of starting this podcast in 2018 when the business was still very much an exploration story. So 10 years on, it's developing two different routes to extracting lithium from Cornwall, from hard rock and geothermal waters, as it looks to establish a domestic source of this increasingly important critical mineral for the UK. Jamie joins us to discuss how far the company has come, the technology behind its two extraction routes, finding the skills and people needed to build a new UK lithium industry and what differentiates its approach from other lithium projects. We'll also look at why domestic lithium production matters to the UK, what support is needed from Government, and where Jamie sees Cornish Lithium and the wider UK mining industry over the next 5-10 years from now. KEY TAKEAWAYS Cornish Lithium is taking a dual-track approach by developing both hard-rock extraction at Trelavour and direct lithium extraction from geothermal brines across Cornwall. The company's patented "Lepidico" (L-Max/L-OH / now Licontrol) hydrometallurgical processing enables more efficient, lower-energy lithium refining with reduced water use and minimal waste. Developing domestic supply is essential to meet the UK government's mandate of 50,000 tonnes per year by 2035, helping end complete reliance on foreign imports and mitigating global price volatility. Retaining regional mining talent and collaborating with educational institutions and government are vital to scaling the workforce and delivering a projected £5 billion economic impact to Cornwall. BEST MOMENTS "The reality is, it's very very similar in many many ways... The subsurface is really important. It's really important to understand your subsurface in any project, any development project." "We have an insatiable demand for electrification, whether it's in the handheld devices that we use, whether it's in electric cars or BESS... Today we produce zero, and I'm a firm believer that where we have the opportunity to do so, we should be producing our own." "The supply and demand curves just now are acutely balanced, and they are subject to potential manipulation or indeed manipulation... China controls about 70% of the global supply chain." "Price certainty is really important, and we need the government to stand up, to recognise the challenge, and to work with industry and with Cornish Lithium to provide a solution that stands up our projects and stands up our industry." VALUABLE RESOURCES Mail:        ⁠rob@mining-international.org⁠ LinkedIn: ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ X:              ⁠https://twitter.com/MiningRobTyson⁠  YouTube: ⁠https://www.youtube.com/c/DigDeepTheMiningPodcast⁠  Web:        ⁠http://www.mining-international.org⁠ GUEST RESOURCES Linktr.ee: https://linktr.ee/cornishlithium Website: https://cornishlithium.com/ Email: info@cornishlithium.com Social media:  LinkedIn: https://www.linkedin.com/company/17936814/ Facebook: https://www.facebook.com/cornishlithium/ Instagram: https://www.instagram.com/cornish_lithium X: https://x.com/CornishLithium TikTok: https://www.tiktok.com/@cornishlithium YouTube: https://www.youtube.com/@cornishlithium8136 CONTACT METHOD ⁠rob@mining-international.org⁠ ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ Podcast Description Rob Tyson is an established recruiter in the mining and quarrying sector and decided to produce the “Dig Deep” The Mining Podcast to provide valuable and informative content around the mining industry. He has a passion and desire to promote the industry and the podcast aims to offer the mining community an insight into people's experiences and careers covering any mining discipline, giving the listeners helpful advice and guidance on industry topics.  This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Retaining Your Identity In Difficult Times by Rev Jonathan Imogu by Victory Inheritance Ministries

On this episode of the BizCast, we're taking you inside the important discussions that took place during the CBIA Foundation's Sept. 17 The Connecticut Economy Conference in Hartford. Democratic Gov. Ned Lamont and Republican challenger Sen. Ryan Fazio shared their economic agendas with the more than 430 business leaders, public officials, and lawmakers who packed the room. Lamont and Fazio spoke separately with CBIA president and CEO Chris DiPentima to make their pitch—addressing affordability, economic growth, and competitiveness. In a separate panel, business leaders broke down the findings from the foundation's 2026 Survey of Connecticut Businesses, which gives insight into overall business sentiment and the challenges employers are facing. CBIZ' Michael Brooder discussed the survey's findings with U.S. Fabricating president Tom McGwire, Loureiro Engineering president David Fiereck, and The Walker Group co-CEO Jessica Rich. The discussion highlighted the most significant challenges employers are facing and what they're doing to keep business moving. Episode Highlights Sen. Fazio, Gov. Lamont • Affordability • Spending and taxes • Energy costs • Healthcare costs • Regulatory Reforms • Workforce Survey of Connecticut Businesses • Business climate • Cost pressures • Workforce challenges • Retaining workers • Embracing AI Headlines You May Have Missed • 2026 Summer/Fall Connecticut Consumer Outlook (https://www.cbia.com/resources/economy/2026-summer-fall-connecticut-consumer-outlook) • State Agency Overtime Hits Record $338M (https://www.cbia.com/news/issues-policies/state-agency-overtime-hits-record-338m) • August Jobs Report: Supply, Demand Gap Widens (https://www.cbia.com/news/economy/august-jobs-report-supply-demand-gap-widens) • Regulators Approve 2026 Health Insurance Rate Increases (https://www.cbia.com/news/issues-policies/regulators-approve-2026-health-insurance-rate-increases)

Retaining your customers is KEY to long term growth, but even more important than that is RETAINING THEIR ATTENTION - This podcast is a micro-lesson of what we teach and discuss every week in our Skool community.  Click the link below to join our free America's Best Restaurants Skool group. https://www.skool.com/americasbestrestaurants

Hosts: Anthony Craven & Eric Williams, Mississippi Water Resources Research InstituteGuest: David Karr of Mitchell Technical Services Water utilities nation wide are facing a critical workforce challenge as experienced operators, managers, and technicians approach retirement. In this episode of the Environmental Finance Center Network Podcast, Anthony Craven and Eric Williams of the Mississippi Water Resources Research Institute are joined by David Carr of Mitchell Technical Services to discuss how utilities can prepare for an aging workforce. Drawing on more than 35 years of experience in the public utility sector, including service as Public Works Director for the City of Batesville, Mississippi, Carr shares practical insights on succession planning, workforce development, knowledge transfer, and building a strong pipeline of future utility professionals. Timestamps:·        Introductions: 00:40·        Introduction of the “Aging Workforce” Problem:  03:00·        How Significant Is The Workforce Issue for Water Utilities & What Are The Trends? 3:45·        Do You See More People Coming Into The Sector From The Public or Private Side? 5:15·        How Much of an Issue is an Aging Workforce Nationally? 8:00 ·        What Risks and Challenges Does This Problem Pose? 10:00·        Sharing Water Operator Knowledge with the Next Generation: 11:50·        Barriers to Attracting and Retaining Talent: 13:55·        How to Combat Negative Connotations Around Water and Wastewater Operator Jobs: 17:15·        What Should Utilities Do to Prepare for the Next Generation of the Workforce? 20:00·        Final Takeaways: 21:10 Additional Resources:·        EFCN Blog | Building the Future of Small Water Systems: Workforce Challenges, Potential, and Opportunities·        EFCN Blog | How's the Weather Today? Wastewater Workforce Forecasting·        EFCN Webinar | Tips for Retaining a Happy, Healthy Water Workforce

S6:E83 How do you know when persistence is serving the business? Or at what point does attachment to what you've built prevent you from seeing it clearly? Joseph Shalaby knows something about operating through uncertainty. As founder of eMortgage Capital, he has built within an industry shaped by economic cycles, regulation, changing consumer expectations, and a persistent trust problem. But this conversation goes well beyond mortgages. Joseph and Dr. LL explore what ownership means from buying a home to building a company and the responsibility that comes with both. They discuss financial literacy, entrepreneurship, faith, service, consistency, and one of the most uncomfortable questions an owner can confront: Is what I've built actually working? If people don't trust your industry, credentials alone may not change their perception. If owners don't trust—or confront—the evidence inside their own businesses, they can mistake persistence for progress. And when what we believe becomes stronger than what the evidence shows, misinterpretation can begin with us. Loralyn Mears, PhD, aka "Dr. LL," brings you thoughtful conversations with entrepreneurs and small business leaders navigating visibility, leadership, and growth. Thank you for being here.

S6:E83 How do you know when persistence is serving the business? Or at what point does attachment to what you've built prevent you from seeing it clearly? Joseph Shalaby knows something about operating through uncertainty. As founder of eMortgage Capital, he has built within an industry shaped by economic cycles, regulation, changing consumer expectations, and a persistent trust problem. But this conversation goes well beyond mortgages. Joseph and Dr. LL explore what ownership means from buying a home to building a company and the responsibility that comes with both. They discuss financial literacy, entrepreneurship, faith, service, consistency, and one of the most uncomfortable questions an owner can confront: Is what I've built actually working? If people don't trust your industry, credentials alone may not change their perception. If owners don't trust—or confront—the evidence inside their own businesses, they can mistake persistence for progress. And when what we believe becomes stronger than what the evidence shows, misinterpretation can begin with us. Loralyn Mears, PhD, aka "Dr. LL," brings you thoughtful conversations with entrepreneurs and small business leaders navigating visibility, leadership, and growth. Thank you for being here.

We're back with Semia Dunn who first joined us on the BB podcast back in Episode 35, sharing how she bought a flower shop at 22 and later launched Flowers by Semia (which was later rebranded as SEMIA) and then The Floral Reserve, a wholesale flower company (built by a florist, for florists!). In this catch-up episode, Semia returns to reflect on what's changed and what hasn't. She talks candidly about growing her team, breaking into destination weddings, building a new e-commerce system for the wholesale business, and holding onto the values that got her here. It's a grounded, honest look at what scaling a floral business actually takes, and what stays the same no matter how big things get. Join us as we chat with Semia about: Growing The Floral Reserve from 1,200 to 3,200 square feet How the pandemic accelerated shipping and shaped her wholesale business Partnering with New York Flower Group to launch a new e-commerce web shop Retaining employees long-term, including a 20+ year team member Breaking into destination weddings The logistics of traveling for weddings Growing planner relationships and what percentage of business now comes from planners Wholesale pricing, and educating florists on the true cost of flowers Confidence and mindset shifts gained through experience Current color palette and design trends in the industry Revisiting her original definition of success from our interview years ago This episode of the Botanical Brouhaha Podcast is brought to you by: Madrid Blooms You can find show notes and more episodes of The Botanical Brouhaha Podcast at botanicalbrouhaha.com, and you can find Amy on IG at either @botanicalbrouhaha or @bloomtrustco and Natalie at @hey.nataliegill or @native_poppy This episode of The Botanical Brouhaha Podcast was produced by Joel McGee. Original music by Landon McGee.  

In this episode of The Happily Ever After Divorce® Podcast, Sara Khaki and Shawna Woods explore a question that doesn't necessarily have a one-size-fits-all answer: what does it actually mean to retain a divorce attorney, and when is the right time to do it? Hiring an attorney doesn't mean you've decided to file for divorce, and understanding that distinction can open the door to guidance many people put off seeking out of fear or misunderstanding.They discuss the factors to consider when deciding whether to retain an attorney, including when seeking counsel earlier may be helpful and when the timing could complicate an already sensitive situation. The episode also explores attorney-client privilege, the value of understanding your financial and legal landscape, and how knowing your rights and options can help you make more informed decisions about what comes next. For more divorce education, resources, and guidance from the team at Atlanta Divorce Law Group, visit https://atlantadivorcelawgroup.com

https://sagelandscaping.com/retaining-walls/That sloped, eroding corner of your yard could become a waterfall, a reading nook, or even an herb garden wall. Curious which materials, costs, and code rules actually make that possible before you dig? Sage Landscape Contractors & Tree Experts City: Plainfield Address: 16 Driftway Ln Website: https://sagelandscaping.com

Today is a special episode! Mary Ann Eagleson, former CHAP board member and friend and mentor to Ginger is on the show. Together they discuss homeschool freedom in the state of Pennsylvania and how CHAP was created and grew in response to the need of homeschoolers throughout the early years of legal homeschooling. They recall that those who don't know history are doomed to repeat it and encourage all fellow homeschoolers to know the past in order to retain freedom in the future. Join Ginger and Mary Ann for an enjoyable discussion.Chattin' with CHAP is a series of informational podcasts designed to equip and encourage families on their homeschooling journeys. CHAP is the Christian Homeschool Association of Pennsylvania and has provided year-round support to homeschoolers since 1994.  Find valuable resources at https://www.chaponline.comGot PA Homeschool law questions? Check out https://www.homeschoolpennsylvania.org Contact us at https://www.chaponline.com/contact-us with your questions or topics for discussion.Don't miss out on the latest in PA homeschool news! Subscribe to our eNews at https://chaponline.com/subscribe-to-e...Donate to support CHAP in the endeavor to encourage, connect, equip, and protect homeschoolers at https://chaponline.com/donate/

Welcome to another insightful episode of Build a Better Agency! This week, host Drew McLellan sits down with Lucy Stratton, CEO and longtime team member of AgencyEA, to explore her remarkable journey from entry-level sales assistant to sitting at the helm. If you've ever considered succession planning, agency leadership, or simply wondered what it takes to thrive within one organization for decades, this episode is tailor-made for you. Lucy Stratton shares her unique story, beginning with her move to Chicago and initial freelance work at AgencyEA, to ultimately steering the agency through an ESOP transition as CEO. Along the way, she discusses the value of deep institutional knowledge, the benefits and challenges of working with a tightly knit team, and why staying attuned to external perspectives helps avoid insularity as your agency evolves. Her first-hand account offers an authentic look at how agency culture, consistent growth, and intentional talent development contribute to long-term success. Together, Drew McLellan and Lucy Stratton unpack the practical realities of succession, including the importance of financial rigor, the surprises and challenges of moving from a specialized role into broad leadership, and how CEOs can balance the ever-present tension between creative vision and business responsibility. They explore how success metrics change for leaders, why leadership fulfillment needs to come from team development rather than individual wins, and strategies for staying innovative as an agency. Don't miss this candid conversation if you're navigating your own leadership path, pondering agency ownership, or looking for ways to foster both stability and creativity within your organization. By the end of this episode, you'll walk away with actionable insights on preparing for the top job, building great teams, and leading agencies into new, exciting chapters. A big thank you to our podcast's presenting sponsor, White Label IQ. They're an amazing resource for agencies who want to outsource their design, dev, or PPC work at wholesale prices. Check out their special offer (10 free hours!) for podcast listeners here. What You Will Learn in This Episode: Navigating the unique journey from entry-level to agency CEO The value—and challenges—of growing within a single agency Retaining culture while avoiding insularity through fresh perspectives The evolving role and impact of experiential marketing Preparing for leadership transitions and the importance of open conversations Bridging gaps in financial rigor during ownership changes Finding new sources of fulfillment as CEO beyond individual achievement

With the ongoing legal aid dispute, child and family agency Tusla has had to "dip into their own pockets" and privately retain a number of solicitors for vulnerable young people. Eoghan O'Sullivan is a partner in Powderly Solicitors and he joined Pat this morning to discuss.

Send us Fan MailDr. Jana Haywood drops truth and strategy for every aspiring leader, burned-out teacher, and game-changing educator ready to make a move. From tackling the teacher shortage to rethinking onboarding, Dr. Haywood shares how authentic relationships, daily visibility, and intentional leadership can transform your school culture—and your career.We dig into:Why building culture starts with your body languageHow to retain great teachers through daily connection and recognitionThe power of student ambassadors in onboarding new staffWhat “do the job before you get the job” really looks likeWhy you don't need to feel 100% ready to lead—and how to move anywayWhether you're eyeing your next leadership step or looking for ways to support and retain your staff, this convo will leave you fired up and full of actionable takeaways.✨ Connect with Dr. Jana Haywood: illuminesolutionsgroup.com

Raised far from the gravitational pull of dance music hubs, Dallas-born Decoder developed his craft outside traditional DJ circuits, shaping a singular voice defined by independence that remains central to his sound today. First opening Fruity Loops at the age of ten, Decoder's relationship with electronic music began free from expectation or institutional pressure. His early productions were guided as much by video game soundtracks, synth-pop and rhythm as by techno itself, resulting in music that is light and inquisitive. That playfulness has endured. Over time, his productions have evolved, with a distinctive sci-fi-feeling that's grounded in the techno's founding principles. Drum-led, full-bodied and often carrying a quiet melancholia, his discography draws a clear lineage from Detroit techno's futurist restraint and experimental traditions, all the while still resisting easy categorisation. Influences range from the microtonal explorations of Aleksi Perälä to the hypnotic patience associated with Perlon-era minimalism and Ricardo Villalobos, all filtered through an instinctive sense of play. Early support from Richie Hawtin and Jeff Mills affirmed his commitment to this direction, recognition many artists work years to achieve. In the DJ booth, Decoder treats performance as a direct extension of the studio. Sets are often built largely from unreleased material, functioning closer to live testing grounds than traditional DJ performances—ideas are trialled, stripped back and reshaped in real time with close attention to the room. After formative experiences at warehouse parties and renegade events across Texas, he began touring internationally while still in his teens, logging sets at the likes of De School, FOLD and Watergate. 2025 marked a significant turning point, with an acclaimed set at Waking Life and his debut at Berghain. Alongside releasing on established labels, Decoder runs two imprints: Codec, a community-focused platform for collaborative projects, and TOCA, a more purist, physical-only label emphasising longevity and restraint. His forthcoming album Prakasa, released on Planet X, represents several years of studio development and reflects his continued interest in cohesion across time, genre and form. Now operating internationally, Decoder represents a measured reinvention of techno, one that looks forward without severing ties to the past. Retaining the independence forged in Dallas warehouses and DIY parties, he remains an artist shaped not by trends, but by curiosity, patience and a disciplined belief in the power of simplicity. Tracklist via
 -Spotify: bit.ly/SRonSpotify
 -Reddit: www.reddit.com/r/Slam_Radio/
 -Facebook: bit.ly/SlamRadioGroup
 Archive on Mixcloud: www.mixcloud.com/slam/
 
 Subscribe to our podcast on
 -iTunes: apple.co/2RQ1xdh
 -Amazon Music: amzn.to/2RPYnX3
 -Google Podcasts: bit.ly/SRGooglePodcasts
 -Deezer: bit.ly/SlamRadioDeezer
 
 Keep up with SLAM: fanlink.tv/Slam 
 Keep up with Soma Records: linktr.ee/somarecords 
 
 For syndication or radio queries: harry@somarecords.com & conor@glowcast.co.uk
 Slam Radio is produced at www.glowcast.co.uk

In this episode,Katrina Ascencio-Holmes, BSN, RN, Chief Nurse Officer, Sutter Health, discusses strategies to recruit, retain and develop the health system's 18,000 nurses, including career development, mentorship, shared governance and frontline engagement. She also shares how Sutter is investing in workplace safety and technology while creating an environment where nurses can build meaningful, long-term careers.

In this episode,Katrina Ascencio-Holmes, BSN, RN, Chief Nurse Officer, Sutter Health, discusses strategies to recruit, retain and develop the health system's 18,000 nurses, including career development, mentorship, shared governance and frontline engagement. She also shares how Sutter is investing in workplace safety and technology while creating an environment where nurses can build meaningful, long-term careers.

In this episode,Katrina Ascencio-Holmes, BSN, RN, Chief Nurse Officer, Sutter Health, discusses strategies to recruit, retain and develop the health system's 18,000 nurses, including career development, mentorship, shared governance and frontline engagement. She also shares how Sutter is investing in workplace safety and technology while creating an environment where nurses can build meaningful, long-term careers.

Japanese Prime Minister Sanae Takaichi is considering keeping Takayuki Kobayashi, policy chief of her ruling Liberal Democratic Party, in a key post in planned reshuffles of her cabinet and the executive lineup of the LDP, informed sources said Monday.

Get more at PatRigsby.com What does it take to build a championship-level program—and become the kind of coach people want to follow? On this episode of The Winning Coach, I sit down with my longtime friend and highly respected college baseball coach Brian Harrison, Head Baseball Coach at Baldwin Wallace University. Brian has built Baldwin Wallace into one of the top Division III baseball programs in the country, with nearly 600 wins as a head coach and multiple trips to the College World Series. But the real story isn't just the wins. It's the leadership, player development, culture, relationships, and constant evolution behind them. Brian and I talk about what it takes to build a successful baseball program from the ground up, develop players at a high level, hire and empower great coaches, and create a culture where players want to stay, improve, and take ownership. One of the most important ideas Brian shares is this: "The best player development is coach development." If you want to develop better players, you have to become a better coach. We also dive into clarity in coaching, building trust with players, recruiting, team culture, player retention, leadership, coaching philosophy, adapting to change, and finding competitive advantages—not only in college baseball, but in any environment where you're responsible for helping people become better. Brian shares how his coaching philosophy has evolved over nearly two decades, why great coaches need to continually learn, and why becoming wiser often means eliminating the things that don't matter so you can focus more intensely on what does. We also discuss the changing landscape of college baseball recruiting, the transfer portal, technology in player development, limited resources in Division III athletics, and how coaches can create an advantage by focusing on people and relationships. This is a conversation about much more than baseball. It's about leadership, personal growth, developing people, building culture, and becoming better at what you do. If you're a baseball coach, sports coach, athletic leader, business owner, entrepreneur, or anyone responsible for developing other people, there's a lot to take away from this conversation. In This Episode: Building a championship-level baseball program The connection between coach development and player development Creating clarity within a team Building trust and authentic relationships Developing a strong team culture Recruiting and player development Hiring and empowering great assistant coaches Retaining players in a changing college sports landscape Using technology effectively in coaching Developing hitters, pitchers, and defenders Adapting your coaching philosophy over time Finding competitive advantages and marginal gains Leadership and servant leadership How parenting can make you a better coach Learning from other coaches and sports Why great coaches never stop developing themselves The best coaches don't just develop players. They develop themselves so they can better develop everyone around them. That's what this episode of The Winning Coach is all about.

Website

Clinical psychologist Bee Lim knew her illustrated book on trauma, Welcome Home: Healing Trauma and Reclaiming Wholeness, couldn't be a standard paperback—and that she wasn't willing to give up her IP, therapeutic arc, or choice of illustrator, her husband, concept artist Joel Timpson. In this episode, Bee shares why she chose the custom publishing route, hired her own publicist, and planned a multicountry launch. She also discusses the constraints of marketing a book as a regulated health professional. Sponsor This podcast is proudly sponsored by Gatekeeper Press — your partner in premium independent publishing. Empowering authors with expert guidance, 100% rights, 100% royalties, and global distribution. From editing to marketing, their all-inclusive services help you publish professionally and confidently. Gatekeeper Press — Where Authors Are Family. About the Host Anna Featherstone is ALLi's nonfiction adviser and an author advocate and mentor. A judge of The Australian Business Book Awards and Australian Society of Travel Writers awards, she's also the founder of Bold Authors and presents author marketing and self-publishing workshops for organizations, including Byron Writers Festival. Anna has authored books including how-to books and memoirs, and her book Look-It's Your Book! about writing, publishing, marketing, and leveraging nonfiction is on the Australian Society of Authors recommended reading list. When she's not being bookish, Anna's into bees, beings, and the big issues of our time. About the Guest Dr. Bee Teng Lim is a clinical psychologist whose work explores the subtle wounds of trauma: the fracture of identity, the inheritance of silence, and the ways we adapt to survive. Born in Malaysia, trained in New Zealand, and now based in Australia, she is fluent in Mandarin and several Asian dialects and is known for her commitment to inclusive, trauma-informed care. She is the author of Welcome Home: Healing Trauma and Reclaiming Wholeness. She is the cofounder of Mind Health Collective, a Sydney-based psychology practice that serves clients internationally, and BeTuned, a game-based therapeutic and performance platform.

People are one of the hardest parts of a practice. Even with careful hiring and a great culture, you'll still deal with turnover, performance issues, and the occasional wrong fit.  In this episode, I sit down with Amy Anderson of ACG Practice Partners to talk about when people problems are actually process problems. We cover retention, compensation, hiring, transparency, and the operational leaks that get more expensive as you grow. Make It Easier for Good People to Stay  You can't guarantee every great provider will stay, but you can make sure they understand their role, how they're evaluated, and how compensation works. Clear job descriptions, check-ins, and transparency around gross margin and pay can prevent confusion.  Before You Blame the Person, Look at the Process  If a different person stepped into the role tomorrow, would the same problem still happen? If yes, look at the system before replacing the person.  Before you hire again, review:  Job descriptions and onboarding  KPIs and compensation plans  Lead handoffs and manual work  Hiring criteria  Small inefficiencies add up fast as the team grows.  (00:05:48) Retaining good providers (00:25:56) Diagnosing people versus process problems (00:35:33) Improving hiring decisions (00:40:08) Finding workflow inefficiencies and revenue leaks (00:44:29) Building accountability into operations  Share the Numbers Your Team Can Actually Influence  You don't need to hand everyone your entire P&L. Give your team the metrics tied to their work, like gross margin, booking rates, follow-up, or conversion. Then performance conversations have something concrete to work from. Small Operational Problems Get Bigger With Growth  A small inefficiency can become wasted payroll, missed revenue, and unnecessary headcount as the practice expands. Start with what's costing the most time or money. Stronger systems help good employees work without the owner constantly stepping in, leading to better accountability, healthier margins, and less stress. About Amy Anderson:  As a nationally recognized expert and CEO of ACG Practice Partners, she brings over 20 years of hands-on, non-clinical experience in the aesthetics industry. Known for her practical leadership and human-centered approach, Amy has guided practices of all sizes, from startups to multi-specialty groups, on optimizing operations, building strong teams, and achieving sustainable growth. She is especially sought after for her ability to empower leaders and tailor strategies that fit each practice's unique culture. Amy is a frequent national speaker and trusted advisor to surgeons and their teams.   Connect with Amy: ACG Practice Partners: https://acgpracticepartners.com/amy-anderson/ LinkedIn: https://www.linkedin.com/in/amyandersonmba  Instagram: https://www.instagram.com/amyandersonmba/reels/  MedSpa Pro: https://www.medspaproevent.com/expert/amy-anderson.html  Follow Shannon & Keep What You Earn:    Shannon Weinstein is the founder of a fractional CFO firm specializing in helping 7-figure aesthetics and wellness practices scale with clarity, cash flow, and confidence. She is committed to helping med spa owners understand, fix, and maximize their business's enterprise value, offering actionable advice and resources, including a popular free video series specifically for aesthetics practice owners.  Fractional CFO Services and Executive Financial Review: https://www.keepwhatyouearn.com/   Connect with Shannon: https://www.linkedin.com/in/shannonweinstein   Watch full episodes: https://www.youtube.com/@KeepWhatYouEarn   Listen on your favorite podcast app: https://pod.link/1580071347   Instagram: https://www.instagram.com/shannonkweinstein/   The information shared is for educational purposes only and is not individualized financial advice. Aesthetics practice owners should consult a qualified professional before implementing financial strategies discussed here.  

Maggie Bolger and Ann Marie Christian explore the changing safeguarding landscape in early childhood, including KCSIE, the EYFS, safer recruitment, reporting concerns and the September changes. They argue that stronger safeguarding is not simply about having the right policies in place, but about creating cultures where children, families and educators are heard, concerns are connected and everyone understands their responsibility for keeping children safe.   Read the article here: https://thevoiceofearlychildhood.com/early-childhood-safeguarding-changes-2026-moving-beyond-compliance-to-a-culture-of-safety/   This episode is sponsored by Get Otii.   Otii helps nurseries stay audit-ready, inspection-proof, and totally on top of their operations – without drowning in paperwork or panic. Track what matters. Get real-time prompts. Never miss a thing.   To find out more visit: https://www.get-otii.com/   Our 2027 conference info & tickets: https://thevoiceofearlychildhood.com/early-years-conference-2027/   Listen to more: If you enjoyed this episode, you might also like: ·       The case for systemic change in Ofsted's approach, by Lucy Lewin: https://thevoiceofearlychildhood.com/the-case-for-systemic-change-in-ofsteds-approach/ ·       Ofsted's renewed early years inspection framework: What educators need to know, by Jayne Coward (Ofsted): https://thevoiceofearlychildhood.com/ofsteds-renewed-early-years-inspection-framework-what-educators-need-to-know/    Get in touch and share your voice: Do you have thoughts, questions or feedback? Get in touch here! – https://thevoiceofearlychildhood.com/contact/   Episode break down: 00:00 – Introduction to the episode and guests 02:10 – Maggie introduces herself and Get Otii 02:51 – Ann Marie introduces herself and her safeguarding background 04:09 – Where is safeguarding in early childhood at the moment? 04:34 – Strengthening safeguarding in early childhood 06:14 – The challenges of guidance for private nurseries 09:12 – Understanding KCSIE and its five parts 10:32 – Part one: safeguarding guidance for all staff 11:31 – Part two: the management of safeguarding 12:28 – Part three: safer recruitment 13:49 – Part four: managing allegations against staff and volunteers 15:01 – Part five: child-on-child abuse 16:42 – References and DBS checks: what has changed? 18:30 – What can be learnt from safeguarding cases and incidents? 19:12 – Recording concerns and creating a clear safeguarding trail 23:15 – Creating a culture where concerns can be reported 24:26 – Safer recruitment and concerns about existing staff 26:15 – Retaining safeguarding information and non-recent abuse 27:05 – The role and responsibilities of the DSL 28:04 – DSL and DDSL co-working and information sharing 29:14 – Creating a shared understanding of safe and appropriate practice 30:07 – Why immediate reporting to the DSL matters 32:06 – Induction, agency staff and making policies accessible 34:17 – Safeguarding as a central responsibility in settings 35:58 – Agency staff, recruitment checks and safeguarding training 37:01 – Going beyond minimum safeguarding requirements 38:09 – Listening to parents and responding to complaints 40:32 – What should smaller settings do before September? 41:33 – Creating a safeguarding checklist and prioritising changes 42:47 – Starting with strategic safeguarding priorities 43:27 – Safer eating, weaning, sleeping and screen use 45:44 – Using guidance, AI and doing your own due diligence 47:23 – The wider consequences of increased safeguarding scrutiny 47:42 – Mergers, acquisitions, insurance and recruitment 49:19 – The potential ripple effect of increased inspections 50:21 – What early childhood can learn from schools 52:10 – Safeguarding responsibility when opening and running a nursery 54:14 – Reputational risk, social media and communicating with parents 55:35 – Profit, ethics and responsibility in early childhood 56:49 – Safeguarding awareness and professional boundaries 58:28 – Balancing safeguarding scrutiny with the positives of the profession 59:18 – Remembering the joy of working with children 1:00:18 – Preparing for the changes and doing your own due diligence 1:00:58 – Final reflections and episode wrap-up 1:01:30 – Ann Marie's safeguarding workshop at the 2027 conference 1:01:45 – Further safeguarding article and closing thanks For more episodes and articles visit The Voice of Early Childhood website: https://www.thevoiceofearlychildhood.com

Being a mom is rewarding, but difficult. Mother of five boys, Alli Worthington, offers help and hope to you as a mom, encouraging you to focus on the “majors” and enjoy your children in their various stages. Hear about anger, feelings of inadequacy, and keeping the spark in your marriage in this uplifting look at motherhood.

Being a mom is rewarding, but difficult. Mother of five boys, Alli Worthington, offers help and hope to you as a mom, encouraging you to focus on the “majors” and enjoy your children in their various stages. Hear about anger, feelings of inadequacy, and keeping the spark in your marriage in this uplifting look at motherhood.

Wanna…Boost your Sales?Enhance your Marketing?and create a vibrant company culture?All of that is possible through the power of Strategic Storytelling!Check out the Stories With Traction course, where you'll learn how to set up a "Storybank" and utilize it to achieve your goals!You can find the course HERE.SHOW NOTES:Want to improve communication inside your organization?Struggling with…✅ Generational tension in the workplace?✅ Miscommunication between leaders and younger employees?✅ Retaining top talent across different age groups?This episode is for you.PODCAST SUMMARYIn this episode of Stories With Traction, Matt Zaun sits down with generational strategist Dr. Katherine Jeffery for a fascinating conversation about how leaders can better understand, communicate with, and lead across generations in today's workplace.With five generations now working side by side, organizations are facing challenges unlike anything we've seen before. Expectations around leadership, communication, loyalty, work-life balance, feedback, and collaboration are rapidly shifting, and many leaders are struggling to keep up.Dr. Jeffery explains why generational misunderstandings often create friction, confusion, and talent loss inside organizations… and how leaders can bridge those gaps without relying on stereotypes.Drawing on her research, counseling background, leadership experience, and the GenShift™ framework, Katherine shares practical ways organizations can build stronger trust, healthier communication, and more connected teams across generational lines.ABOUT DR. KATHERINE JEFFERYDr. Katherine Jeffery is a generational strategist and creator of the GenShift™ framework, which helps organizations navigate the complexities of having multiple generations working side by side.Her work focuses on helping executives, HR leaders, and teams improve communication, strengthen trust, and create healthier workplace cultures through practical, research-backed strategies.Katherine's journey began with working with at-risk youth in wilderness programs, then earned her Master's in Counseling from Clemson University, and later completed doctoral research focused on Millennial leadership values.Today, she helps organizations better understand the evolving expectations around leadership, collaboration, and workplace culture across generations.ABOUT MATT ZAUNMatt Zaun is an award-winning speaker and storyteller who helps organizations attract more clients and strengthen company culture through the art of strategic storytelling.His workshops have helped more than 300 organizations improve sales, communication, leadership, and marketing through intentional storytelling strategies.Matt works with executives, sales teams, and entrepreneurs to help them become more persuasive, memorable, and influential in the marketplace.

Your people may be your biggest expense—but they can also be your biggest competitive advantage. For small business owners, finding the right people is only half the battle. The real challenge is building a workplace where talented employees want to stay, grow, and do their best work. In this episode of Small Business Matters, Tim Fulton and Taylor Fulton talk with Cindi Filer, a veteran HR and recruiting expert with nearly 40 years of experience helping businesses find, develop, and retain talented professionals. Cindi shares hard-earned insights on what has—and hasn't—changed in hiring, why small businesses need to rethink how they attract talent, and why your ability to retain great employees may matter more than ever in a tight labor market. She also explains how technology, AI, and changing workforce expectations are reshaping recruiting, why flexibility has become such an important retention tool, and what small business leaders can do to create a culture where great employees want to stay. You'll hear answers to questions like: • Why is the "people side" of business so important to small businesses? • Why isn't simply hiring the right person enough? • What's changed most about recruiting over the past 30 years? • How has AI and recruiting technology changed the hiring process? • What does today's labor market really mean for small businesses? • How should businesses prepare for Baby Boomers leaving the workforce? • What role will AI, outsourcing and Gen Z play in the future of work? If you're responsible for hiring, leading or retaining a team, this is an episode you won't want to miss. Highlights [4:06] What does Cindi do that matters to small businesses? [5:11] How did a degree in mathematical economics lead to a career in HR? [7:32] What prompted Cindi to become an entrepreneur and start Innovative Outsourcing? [9:47] What does her company's expanded HR service offer? [11:24] What's changed most about hiring over the past 30+ years? [15:54] How have COVID, technology, and virtual recruiting changed the industry? [18:39] How would Cindy characterize today's labor market for small businesses? [22:04] How are forward-thinking businesses preparing for Baby Boomers leaving the workforce? [25:55] What are companies doing right—and wrong—when it comes to retaining and engaging employees? [27:52] Why is flexibility becoming so important to attracting and keeping great employees? [35:16] Rapid Fire [38:39] Contact Information [39:06] Takeaways [41:07] SBM News About Cindi Filer Cindi Filer is an entrepreneur, HR expert, and recruiting professional with nearly 40 years of experience helping companies attract, develop, and retain talented professionals. She founded Innovative Outsourcing in 1995 and has grown the company from a part-time staffing solution into a broader recruiting and HR services firm. Cindi specializes in helping small businesses hire well, strengthen their workplace cultures, and become better employers. She is also passionate about creating flexible work opportunities for talented professionals, particularly part-time parents. Contact Information Innovative-outsourcing.com

Today, I'm excited to speak with Chris Demaillet. Chris spent 18 years working as a private chef for some of the world's wealthiest families: on yachts, in residences, and across the globe. He founded Montclair Chef to help clients find world-class Chefs such as himself and the culinary masters he's worked with and trained. Before private service, Chris trained in France and worked in several of the world's best kitchens, including a 3-Michelin-star restaurant once ranked among the top 25 globally. That experience, which was the culinary equivalent of being a professional athlete, taught him what precision, discipline, and world-class execution really mean. Now, he runs Montclair Chef with that same mindset: placing elite private chefs into ultra-luxury homes and superyachts, with the standards and care of a Michelin kitchen. Chris is the author of The Private Chef Guide - How to Become a Private Chef and Build a Career in Private Dining. We start with an overview of the world of private culinary services. Chris explains how the need for a personal chef normally arises and when it makes sense for a family or a family office to consider employing a private chef. He describes what UHNW clients and families look for in a private chef and outlines the most common needs and preferences of UHNW clients when they are considering or working with a private chef. For families who are considering private culinary services, Chris offers his tips on how to find and hire the right private chef. A personal chef can become an integral part of the family's household and everyday life. Chris provides some practical suggestions for families and their family offices on how to retain their chef for many years and what they need to do to take good care of their chef. Enjoy this informative exchange with one of the best connected and most experienced advisors in the world of private culinary services for UHNW individuals and enterprising families.

Recorded live at Equip Expo, this episode explores the non-negotiables of running a highly profitable landscaping business, from confidently charging premium prices to creating a supportive culture that attracts and retains top talent.

By Doug Green “The tools now can make anyone look like a pretty attractive candidate for a job.” Recorded at ChannelCon 2026, Paul Flaharty of Robert Half joins Technology Reseller News to discuss how artificial intelligence is changing hiring for MSPs and technology providers. AI can improve efficiency, but it is also making it easier to customize resumes, exaggerate technical abilities and even create uncertainty about whether an applicant is who they claim to be. Flaharty says experienced recruiters and comprehensive screening processes are becoming increasingly important. Rather than replacing the human element in recruiting, AI has reinforced its value. Skilled recruiters can validate a candidate's identity, evaluate whether the person can perform the work and look beyond an impressive AI-generated resume. The conversation also examines how AI is affecting existing technology jobs. Flaharty says the greater risk may not be that AI eliminates a position, but that an employee is replaced by someone who knows how to use AI more effectively. Organizations are consequently moving forward with previously delayed technology projects and looking for professionals who can help develop and execute practical AI roadmaps. For MSPs, hiring is only one part of the challenge. Retaining strong technical employees requires a proactive talent strategy that includes competitive compensation, flexibility, development opportunities and a visible career path. Flaharty says an effective upskilling program can sometimes be as powerful a retention tool as compensation. Listen to the podcast to learn how MSPs can identify genuine candidates, streamline their hiring processes, develop existing employees and build teams prepared for an increasingly AI-enabled technology market. Learn more at roberthalf.com.

What happens when a daughter watches her mother alter her face? What happens to our sense of rootedness and belonging when we've rejected the face our ancestors gave us? What happens to collective womanhood when we watch our elders cling to the appearance of youth at all costs? In an age of Choice Feminism (whatever a woman wants to do is inherently empowering!), what do we owe one another and the generations rising after us? This is a nuanced and non-shaming conversation. While Rachel and I feel securely grounded in our decisions to retain our original faces, we also acknowledge that there is a lot of room for discussion around these topics and that every woman's participatory threshold is going to fall at its own place along the spectrum of beauty treatments.  We spoke in order to make our way through this confusing morass together- as mothers, as women with an audience, as crones in the making who know that there is actually no such thing as anti-aging. LINKS: Medicine Stories Patreon- bonus conversation w/ Rachel Amber's Healing Waters Nature Immersion Retreat in Costa Rica Nov 3-8  Rachel's post that inspired this episode My post on this topic The Mythic Medicine herb shop Rachel's website Quiz: Find Your Wise Woman Archetype Medicine Stories Facebook group Music by Mariee Siou (from her beautiful song Wild Eyes)  

In this episode of The High Performance Mindset, Dr. Cindra Kamphoff sits down with Joe Paulsen, leadership coach, EOS Implementer, and creator of the Great Boss Workshop, to explore how leaders can retain their best employees and build high-performing teams. Joe has spent years helping organizations strengthen leadership, improve accountability, and create workplaces where top performers want to stay. Together, they discuss practical leadership habits that help people feel valued, challenged, and inspired to do their best work. Episode Description Great organizations don't keep their best people by accident. They do it through intentional leadership. In this conversation, Joe shares the four keys to retaining rock star employees: genuinely caring about people, leading with humility, addressing people issues instead of avoiding them, and consistently modeling the behaviors you expect from others. Dr. Cindra and Joe discuss why difficult conversations are one of the greatest responsibilities of leadership and how balancing truth with compassion creates trust instead of fear. Joe also explains why accountability is often misunderstood. Rather than viewing accountability as punishment, he encourages leaders to see it as one of the greatest ways to show respect for their team. The discussion includes practical strategies like quarterly conversations, taking clarity breaks before difficult conversations, and using a Rockstar Retention Matrix to better understand where each team member needs support and development. Whether you lead a business, coach a team, or manage a small group, this episode reminds us that the best leaders don't simply manage performance. They intentionally develop people. You'll Learn: Why genuinely caring about your people is the foundation of exceptional leadership. What the four keys are to retaining your organization's rock star employees. How to balance truth and compassion when having difficult conversations. Discover why accountability strengthens trust instead of damaging relationships. Learn how quarterly conversations help retain top performers and uncover future goals. Build stronger leadership by modeling the behaviors you expect from your team. Strengthen your confidence in giving feedback that helps employees grow. Develop a practical Rockstar Retention Matrix to identify where your team members need coaching and support. Episode Resources & Links Joe's Website: https://retainrockstars.com/ Mentally Strong Institute: https://mentallystronginstitute.com/ Request a Free Mental Breakthrough Call: https://freementalbreakthroughcall.com/ Download the National Confidence Research Study: https://confidencestudy.com/ Pre-order The Confidence Habit: https://www.confidencetools.com/

The Break Room (FRIDAY 7/24/26) 8am Hour 1) Kimmy's husband discovered a new pair of pants that changed his life 2) Retaining a drunk 3) That story sounds... FISHY

In this episode, hosts Sameer Berry, MD, and William Chey, MD, speak with Sarah Enslin, PA-C, Vivek Kaul, MD, and Amy Stewart, CRNP, about the benefits of introducing advanced practice providers in practice and how to help them succeed. ·       How can advanced practice providers, or APPs, help overcome access barriers in gastroenterology? 6:54 ·       How can we effectively onboard APPs? 10:24 ·       Is ACG's APP Academy for Clinical Excellence accounting for the fact that different specialties and practices have different requirements? 18:21 ·       What models have worked well for deploying APPs into GI practices? 24:32 ·       What strategies are most effective for APP retention? 29:07 ·       How can we improve professional development for APPs? 42:14 We'd love to hear from you! Send your comments/questions to guttalkpodcast@healio.com. Follow us on X @HealioGastro, @sameerkberry and @umfoodoc.  Berry and Chey report no financial disclosures. Stewart reports financial relationships with AbbVie, Ardelyx, Celltrion, Cristcot, Eli Lilly & Co, Exact Sciences, Genentech, Johnson & Johnson, Merck, Mindset Health (Nerva), Nestle Health Science, Pfizer, Phathom Pharmaceuticals, Prometheus Laboratories, Regeneron, Salix Pharmaceuticals, Sanofi and Takeda Pharmaceuticals. Healio could not confirm relevant financial disclosures for Enslin and Kaul at the time of publication.

Finding and keeping great employees has become one of the biggest challenges facing business owners today. Recruiting is more competitive, turnover is more costly, and leading a multigenerational workforce requires a different approach than it did just a decade ago. While much has been written about Generation Z, the real opportunity isn't simply understanding a generation—it's understanding how the workplace is changing and what that means for building stronger, more valuable businesses.In this episode, Pat Ennis and Walter Deyhle welcome Danielle Verderosa, Founder and President of HR Allies, for a practical conversation about recruiting, retaining, and engaging Generation Z employees. Drawing on more than 25 years of executive Human Resources leadership, Danielle explains why effective people strategies are not simply HR initiatives—they're competitive advantages that strengthen leadership, improve organizational performance, and increase business value. Whether you're struggling to attract younger talent, reduce turnover, or build a leadership team that allows your business to thrive without you, this episode offers practical insights every business owner can apply.Guest: Danielle Verderosa | Founder & President, HR Allies Danielle Verderosa is the Founder and President of HR Allies, where she serves as a trusted Executive HR Advisor to owners of growing privately held businesses across the United States. With more than 25 years of executive Human Resources leadership experience, she helps founder-led companies become more operationally effective, profitable, and less dependent on the owner by strengthening recruiting, leadership, employee retention, workplace culture, compliance, and organizational structure.Connect with Danielle: https://www.linkedin.com/in/daniellemverderosa/ | https://hrallies.com/ ─────────────────────────────────────────Ready to assess your own exit readiness? Take the free ExitReadiness® DIY™ Assessment at exitreadiness.com Learn more about working with Pat and Walter at ennislp.com Connect with Pat: linkedin.com/in/pat-ennis-25b4a111/ Connect with Walter: linkedin.com/in/walter-deyhle-cpa-abv-cff-maff-cexp-cepa-57386614/ ─────────────────────────────────────────Building your exit plan at your own pace? Explore ExitReadiness® DIY™ at exitreadiness.com. The platform combines proven frameworks, practical tools, assessments, and educational resources designed to help business owners make better decisions, build more valuable and transferable businesses, and create more options for the future. And when judgment and experience matter most, credentialed exit planning professionals are available to help. ───────────────────────────────────────── DISCLAIMER: The information presented in this podcast is provided for educational purposes only. Neither the presenters nor ENNIS Legacy Partners are engaged to render legal, accounting, tax, or other professional services. Consult a qualified professional regarding your specific circumstances. ENNIS Legacy Partners assumes no legal liability for any loss related to information contained in this presentation. ───────────────────────────────────────── Ready to assess your own exit readiness? Take the free ExitReadiness® DIY™ Assessment at exitreadiness.com  ───────────────────────────────────────── Building your exit plan at your own pace? Explore ExitReadiness® DIY™ at exitreadiness.com. The platform combines proven frameworks, practical tools, assessments, and educational resources designed to help business owners make better decisions, build more valuable and transferable businesses, and create more options for the future. And when judgment and experience matter most, credentialed exit planning professionals are available to help. Conversations that move you closer to a regret-proof exit. Subscribe To The Channel By Clicking HERE!Learn more about working with Pat and Walter at ennislp.com Connect with Pat: linkedin.com/in/pat-ennis-25b4a111/Connect with Walter: linkedin.com/in/walter-deyhle-cpa-abv-cff-maff-cexp-cepa-57386614/#PatEnnis #WalterDeyhle #ExitReadinessDISCLAIMER: The information in this presentation is provided as education only. Neither the presenter nor ENNIS Legacy Partners is engaged to render legal, accounting, or other professional services. Consult a qualified professional for advice specific to your situation. ENNIS Legacy Partners assumes no legal liability for any loss related to information contained in this presentation.

Things Discussed: McKenny, Trey: Present. Cadeau, Elliot: Present. Thiam, Moustapha: Present. Estrella, J.P.: Present. McCoy, Brandon: Present. Reed, Jalen: Present. Liburd, Patrick: Present. Goodman, Oscar: Present! Cosby, Brown, Costello...they're rolling 'em out and we expect Moller and Cason back as well. Retaining staff, especially Akeem Miskdeen. Is he? Leaning that way, not entirely sure. Would you let Warde give staffers 3-year contracts? Yeah. If I'm Manuel and they just spent millions to investigate me I'm spending all I can because why not? If you fail it's somebody else's problem. It's an issue in the way we run institutions but that's not Warde's problem today either. If you have a coach on his way up, PAY. Odds are he's moving up and you're getting that money back. You also might get the Super Bowl-winning head coach of 2025 as your defensive coordinator in 2021. Credit to Warde for going with the interim route to start, because that pushes the period when teams could actually retrieve poached Michigan players into August, and by then it's really hard to change the chemistry of your roster, especially at guard. Do you give Boynton a 2-year contract? Not right now, because there's no need to, unless that's a prerequisite to holding your team together. Boynton right now has proven he can hold a roster together. Not new: He got Cade Cunningham to play for Oklahoma State. Can he DEVELOP them over the year is the question. People had Michigan a 1-seed even if they look like a 3-seed roster because they thought Dusty May could develop Thiam, Estrella, McCoy, McKenny, Liburd, Cadeau into that much more effective players over the season. OFFENSIVE LINE: What do you do if Frazier and Babalola are both able to play left tackle, because it looks like Sprague is a RT only. Seth gives the copout answer, which is the true answer: You play your best five each week and reassess. Sam things Frazier could be a 1st round tackle after this year, or at least his camp does. Seth says don't say that out loud, Blake; you have to be on the team you're on now before you think too much about your next one, or you diminish your value. Frazier to center? Sam thinks he can do it, which puts GWAR back at guard, and that would be a MONSTER offensive line. Like that this gives you redundancy, because nobody ever got through a season without injuries.

What happens when technology evolves faster than the venture capital model built to fund it?In this episode, I sit down with my longtime friend Jenny Fielding, Cofounder and General Partner of Everywhere Ventures, to explore how venture capital is adapting to a world where competitive advantages can disappear faster than ever.We discuss what it takes to raise a pre-seed round in today's market, why traditional assumptions around defensibility are being challenged, and how AI is reshaping the economics of software companies.Jenny also shares lessons from her time as a Managing Director at Techstars and explains why Everywhere Ventures built a community-driven approach to investing — leveraging founder networks and real-time market insight to identify breakout companies at the earliest stages.Whether you're a founder raising capital, an investor navigating a changing market, or simply curious about where technology is headed, this conversation offers a practical look at how venture is evolving for the next generation of companies.Special thanks to Jenny for joining the show and sharing her perspective on the future of venture.⏱️ Chapter Markers:00:00 - Introduction and studio acoustics01:05 - Generalist investing shift02:09 - Redefining modern pre-seed criteria04:26 - Global Slack diligence network06:31 - Check sizing and syndicate structures07:20 - Conviction-led turnaround speeds09:21 - Venture capital's existential model crisis11:48 - Defensibility against quantum technology13:17 - Sourcing wisdom from international founders16:01 - Evaluating the accelerator landscape17:26 - Clear milestones for founder success19:39 - Moving targets in the Series A gap21:05 - Evolution of emerging tech hubs23:32 - Retaining global talent via immigration reformLinks:Jenny Fielding: LinkedIn, XEverywhere Ventures: Website, LinkedIn, XInterplay: Website, LinkedIn, XMPD: LinkedIn, X

First, we speak to The Indian Express' Kanchan Vasadev about the controversy over Punjab's anti-sacrilege law, after MLAs admitted they passed the Bill without reading it, reigniting questions about legislative scrutiny, the anti-defection law, and the role of Select Committees in lawmaking.Next, we talk to The Indian Express' Amrita Nayak Dutta about the changes the armed forces are seeking to the Agnipath scheme, why they want to retain a larger proportion of Agniveers permanently, and what that could mean for the future of military recruitment. (11:05)And in the end, we look at the suspension of a staff member at the Badrinath Kedarnath Temple Committee amid allegations of irregularities in handling donations, and the wider probe ordered by the Uttarakhand government into how offerings at Badrinath Dham are being managed. (18:30)Hosted by Ichha SharmaProduced and written by Shashank Bhargava, Niharika Nanda and Ichha SharmaEdited and mixed by Suresh Pawar

Finding a great business is only half the battle. The harder part? Convincing a lender that you're the person who should own it. That's where most acquisitions quietly fall apart. In this episode, Jaryd is joined by Jared W. Johnson, the top individual SBA loan producer in the United States, who's helped fund more than $800 million worth of business acquisitions. But this isn't just another conversation about lending. Jared has been on both sides of the table. He recently acquired a $600,000 eCommerce business himself. What caught his attention wasn't perfect systems or polished financials. It was the opposite. A business with outdated processes, inventory tracked entirely from memory, and obvious operational gaps that most buyers would see as red flags. He saw upside. Together, Jaryd and Jared unpack how the deal came together, why the business was relocated across states, how a 3PL simplified operations, and why keeping one long-term employee became one of the smartest decisions they made after the acquisition. They also pull back the curtain on how lenders really think. Why do buyers with strong incomes still get declined? What makes someone trustworthy in the eyes of a bank? Does your personal spending matter? And when a business has valuable assets like an email list, loyal customers, strong SEO, or a large social following, how much weight do lenders actually give them? Whether you're preparing to buy your first business or looking to finance your next acquisition, this episode gives you a clearer picture of what separates buyers who get approved from those who don't. The best deals don't always go to the highest bidder. They usually go to the buyer who's prepared.

Many private practice owners report examples of losing good staff because they couldn't match the compensation of a competitive offer. If compensation at a private practice is generally lower than at larger competitors like hospitals or health systems, what can you do? My guest today helps his private practice clients work through this, and he has some ideas for us. Mike Lyons is an HR Consultant and Fractional HR Leader to small and medium sized healthcare clients, and he owns and runs Seasoned Advice. Mike has 20 years of HR leadership experience in multiple settings, but healthcare has been my favorite environment to support. Mike helps his clients reduce risk, improve staff retention, and recruit healthcare staff, among other services. In this episode Carl White and Mike Lyons discuss: How often Mike deals with this situation The advantages a private practice has over larger competitors How a private practice puts those advantages into practice when they can't necessarily pay at the top Want to be a guest on PracticeCare®? Have an experience with a business issue you think others will benefit from? Come on PracticeCare® and tell the world! Here's the link where you can get the process started. Connect with Mike Lyons https://www.linkedin.com/in/mikelyonshr/ https://www.seasoned-advice.com/ Connect with Carl White Website: http://www.marketvisorygroup.com Email:  whitec@marketvisorygroup.com Facebook:  https://www.facebook.com/marketvisorygroup YouTube: https://www.youtube.com/channel/UCD9BLCu_i2ezBj1ktUHVmig LinkedIn: http://www.linkedin.com/in/healthcaremktg

→ How did a Virginia school principal help to merge two rival schools into one?→ How can we build positive school culture during times of change and transition?→ How can we translate our school mission and values into meaningful daily practices?Timestamps from This Episode0:00:00 - Derek Cantrell was named the 2026 Outstanding Principal of Virginia1:45 - The story of the merger in Better Together5:08 - Honoring the traditions of both schools8:33 - Including student voice during the transition12:48 - Biggest lessons learned from the merger14:47 - Retaining teachers, logistical challenges16:57 - Improving attendance and engagement post-merger22:36 - Reinforcing school values on a daily basis24:00 - Using AI tools to improve lessons28:00 - Using AI to improve efficiency as a school administrator31:59 - One hope for the coming school year33:14 - How and where to connect with Derek onlineAbout This Guest, Derek CantrellDerek is the principal of Alleghany High School and was named 2026 Outstanding High School Principal of Virginia. He is the author of Better Together: Building One School, One Culture, and One Community from Two Rivals, sharing lessons learned from leading a successful school consolidation while building a unified culture focused on relationships, student success, and community. Derek is a frequent presenter on school culture, leadership, and practical applications of AI in education, helping school leaders create systems that put people first while improving outcomes for students and staff.Connect with Derek Cantrell on LinkedIn and on X @derekcatch19.Visit the home of Teachers on Fire at https://teachersonfire.net/.Song Track Credit: Tropic Fuse by French Fuse - retrieved from the YouTube Audio Library.

This episode is sponsored by Monarch Practice Transitions On this episode of The Vet Blast Podcast presented by dvm360, host Adam Christman, DVM, MBA, sits down with Chris Rocchio, DVM, to discuss one of the most overlooked aspects of selling a veterinary practice: keeping your team intact through the transition.

The traditional nonprofit playbook is full of defaults nobody voted for: merge only when you're desperate, expect your team to run on empty, soften your mission to stay safe, and treat funders like they're doing you a favor. At the We Are For Good Summit, four leaders sat down to throw all of that out.

Is complexity really the price of success, or have we simply forgotten the power of simplicity? For Wes Towers, founder of Uplift 360, the answer is clear. A 20-year veteran of the digital marketing industry, Wes built his career through trial and error, learning the hard way what works and what doesn't. From losing a lead developer mid-project to nearly burning out on a job that wasn't the right fit, Wes has collected hard-won lessons that every business owner needs to hear. In this episode of Productivity Smarts, host Gerald J. Leonard sits down with Wes Towers to discuss his book, The Simple Manifesto: Marketing Principles to Save You Time, Increase Profits, and Create Your Dream Business in a Snap. Together, they explore why simplifying your business systems is harder than it looks, how to keep high performers engaged, and why your unique stance as a founder is your most powerful marketing asset. Wes opens up about the painful moments that shaped his approach like the time a brilliant developer quit two weeks into a massive project, leaving Wes to deliver on a promise that nearly destroyed his business. He shares why delegation, health, and energy management are the real productivity tools that matter, and how leaning on his team to build systems together transformed his company. The conversation also dives into the role of AI in modern marketing, the importance of bringing your authentic voice to content, and why the best marketing messages come from understanding what truly drives you as a founder. Wes offers practical advice for tradespeople and small business owners looking to stand out in crowded markets, and reminds us that while tools and technology will always change, your values and convictions remain constant. If you're a business owner, entrepreneur, or marketing professional feeling overwhelmed by complexity, this episode will inspire you to strip away the noise and focus on what really matters. Ready to simplify your path to success? Listen now and discover how clarity, conviction, and a little simplicity can transform your business and your life.   What We Discuss [00:01] Introduction [02:01] Guest introduction: Wes Towers [02:38] Wes's musical tastes [03:21] The journey into digital marketing [06:11] The impact of AI on content creation [07:30] The philosophy of "The Simple Manifesto" [09:53] Simplifying complex systems [12:53] A painful lesson in managing talent [15:43] Retaining high performers [18:55] Balancing deep work and client demands [20:07] Habits for avoiding burnout [24:25] The importance of your unique stance [27:46] Where to find Wes and his book [28:20] Outro   Notable Quotes [07:03] "If you just rely upon the tool, it's just collating a bunch of other people's thoughts into something perceived to be new, but it's not really new." – Wes Towers [08:18] "It takes a lot of work to get things so simple." – Wes Towers [16:28] "Your worst team members are probably prepared to stay with you forever. Your very best ones are probably going to leave at some point." – Wes Towers [19:22] "Get the right people to support the tasks you either don't want to do or are just repetitive — so you can focus on what only you can do." – Wes Towers [22:53] "It's not about time management anymore. You're focused on priority management and energy management." – Gerald J. Leonard [25:02] "Get really, really clear on your own unique position — that should be the driver for all your marketing messages." – Wes Towers [25:46] "Your values and convictions of why you do business,  they will remain throughout the journey of your whole business life." – Wes Towers   Resource and Links Wes Towers Website: https://uplift360.com.au/author/admin_psfch7yj/ LinkedIn: https://www.linkedin.com/in/westowers Book: The Simple Manifesto   Productivity Smarts Podcast Website - productivitysmartspodcast.com   Gerald J. Leonard Website - geraldjleonard.com Turnberry Premiere website - turnberrypremiere.com Scheduler - vcita.com/v/geraldjleonard   Kiva is a loan, not a donation, allowing you to cycle your money and create a personal impact worldwide. https://www.kiva.org/lender/topmindshelpingtopminds

Text the Show⭐️ Affiliate item of the week: The Lexham English Septuagint (LES) is a new translation of the Septuagint, the Greek version of the Old Testament writings used during New Testament times and in the early church. Retaining the familiar forms of personal names and places, the LES gives readers the ability to read it alongside their favored English Bible. Translated directly from Swete's edition of the Septuagint, the LES maintains the meaning of the original text, making the Septuagint accessible to readers today. https://amzn.to/44wwLLUNo guest tonight so we will be going on a few journey's with you all back in time and looking ahead to a future that is taking shape right in front of us today. Join us live in the chats, phone line will be open for you to call in 248-238-8155.The Secret History of Lyme Disease and Biological Weapons article."Are modern alien-hybrid stories like Raechel's Eyes simply the latest version of an ancient narrative that once appeared as Watchers, Nephilim, fae, changelings, demigods, and hidden bloodlines? Have the entities changed—or just the names we've given them?"What if the world ended... and nobody noticed? What if history changed, but only some people remembered the way it used to be? SUPPORTBuy Me A Coffee http://buymeacoffee.com/DangerousinfopodcastSubscribeStar http://bit.ly/42Y0qM8Super Chat Tip https://bit.ly/42W7iZHBuzzsprout https://bit.ly/3m50hFTPaypal http://bit.ly/3Gv3ZjpPatreon http://bit.ly/3G3 SMART is the acronym that was created by technocrats that have setup the "internet of things" that will eventually enslave humanity to their needs. Support the showLeave Voicemail: https://www.speakpipe.com/DangerousInfoWebsite https://www.dangerousinfopodcast.com/Discord chatroom: https://discord.gg/8feGHQQmwgEmail the show dangerousinfopodcast@protonmail.comJoin mailing list http://bit.ly/3Kku5YtWatch LiveYouTube https://www.youtube.com/@DANGEROUSINFOPODCASTRumble https://bit.ly/4q1Mg7Z Twitch https://www.twitch.tv/dangerousinfopodcastPilled.net https://pilled.net/profile/144176  Facebook: https://www.facebook.com/DangerousInfoPodcast/SocialsInstagram https://www.instagram.com/dangerousinfo/TwitterX https://twitter.com/jaymz_jesseYouTube https://bit.ly/436VExnFacebook https://bit.ly/4gZbjVa

Trump Calls Iran Strike on Cargo Ship ‘Foolish Violation' of Ceasefire, Ukraine Bombards Russia with 660-Drone Attack… PLUS, Deep State Swamp Creature John Bolton Pleads Guilty to Retaining National Security Info