Podcasts about right people

"The biggest mistake parents can make is passing down money without communicating the family values that drive your thinking." Our hosts, Stephanie McCullough and Kevin Gaines, dig into Kiplinger's October cover story on "the great wealth transfer," the slow handoff of an estimated $124 trillion from Baby Boomers to their children and grandchildren. That number is a bit misleading considering more than half of that wealth sits with the richest 2% of households, and a quarter of parents expect to leave less than $100,000. Citing the magazine's survey, roughly two in five families have never discussed how the older generation plans to pass down assets, and more parents claim to have had "the talk" than their kids remember hearing it. This unwillingness to talk it out goes both ways. Parents worry that talking could breed entitlement. Adult children, meanwhile, sometimes make major life decisions (having kids, choosing careers, buying homes) without knowing whether money is coming, only to be upended when it does. Their fix, echoing financial psychologist Brad Klontz, is to skip the one big, dreaded conversation in favor of many small ones, paired with practical basics like where documents live. They also make the case for gifting during your lifetime rather than only at death. After all, inheritances typically land when recipients are already in their 60s, which is well past when the money would have mattered most. Underneath the tax talk and gifting strategy sits something more personal: as one advisor quoted in the piece puts it, the number attached to a life of saving is really the story of that life, and sharing it is what brings families closer.   Key Topics: One Big Talk vs. Many Little Conversations (05:49) Build the Plan, Then Adapt as Life Unfolds (06:42) IRAs, Roths, and the Ten-Year Clock (16:33) Gifting Now vs. Waiting Until You're Gone (17:57) Guardrails for Giving While You're Alive (20:44) Money Lessons That Stick: Envelopes and Gas Pumps (22:43) Sharing Knowledge and Family History (26:58)   Resources: Diane Harris Kiplinger Article: Why So Many Families Are Unprepared for the Great Wealth Transfer — and What You Can Do About it Take Back Retirement Episode 33: What Women Need to Know about the Estate and Gift Tax System Take Back Retirement Episode 114: Child-free Estate Planning: Picking the Right People for Key Roles – and What to do if You are Picked! with Patricia De Fonte Take Back Retirement Episode 78: The Essential Rules to Know When You Inherit an IRA   If you like what you've been hearing, we invite you to subscribe on your favorite platform and leave us a review. Tell us what you love about this episode! Or better yet, tell us what you want to hear more of in the future. stephanie@sofiafinancial.com   You can find the transcript and more information about this episode at www.takebackretirement.com.   Follow Stephanie on Twitter, Facebook, YouTube and LinkedIn.  Follow Kevin on Twitter, Facebook, YouTube and LinkedIn.

How do you grow your voiceover business when you already have clients, experience, and a solid foundation? In this episode of the VO BOSS Podcast's Business Superpower Series, Anne Ganguzza sits down with Lau Lapides to talk about finding new opportunities, reaching new clients, and expanding your business beyond the voiceover community. Growing your business isn't just about posting more on social media or collecting more demos. It's about understanding your market, building relationships, creating consistent outreach habits, and making sure you're prepared when the right opportunity comes along. In this conversation, Anne and Lau discuss: How mindset can influence the way you approach business growth When expanding into a new voiceover genre makes sense Why lead generation needs to be part of your regular business routine How to reach out to potential clients without making every interaction a sales pitch Building genuine relationships instead of simply collecting contacts Finding clients and opportunities outside the voiceover industry Using content and collaborations to reach new audiences How local businesses can become potential networking and referral opportunities What to have in place before you start reaching out Why your marketing should be intentional and connected to the market you want to serve Podcast Chapters 00:00 – Expanding Your Voiceover Business 01:54 – Start With Your Mindset 03:57 – Expand Your Skills and Markets 05:51 – Get Seen by the Right People 09:44 – Build Your Professional Network 11:01 – Work, Experience, and Credibility 13:55 – Reach Out to New Leads 17:47 – Build Relationships Through Outreach 19:41 – Use Content to Expand Your Reach 21:41 – Collaborate and Create Exposure 24:36 – Find Opportunities in Your Community 31:12 – Align Your Business With Your Market Listen to the Full Episode Listen to the full VO BOSS Podcast episode for more conversation with Anne and Lau on growing your voiceover business, finding new clients, and building relationships that can lead to new opportunities. Work With Anne Book time with Anne to work on your voiceover career, business, or a specific genre. More From Anne Ganguzza Anne Ganguzza is a voice talent, producer, coach, and host of the VO BOSS Podcast. New episodes drop every Tuesday with practical conversations about voiceover, business, marketing, and building a sustainable career. Subscribe to the VO BOSS YouTube channel for new episodes and more voiceover business content. Sponsored by ipDTL

I hope this quote from Will Smith helps you surround yourself with the right people.   Join the FREE Facebook group for The Michael Brian Show at https://www.facebook.com/groups/themichaelbrianshow   Follow Mike on Facebook Instagram & X  

Being seen online is only the beginning. In this episode, Alyssa wraps up the Getting Seen by the Right People series by talking about what happens after someone discovers you. Learn how consistency, connection, your website, and email can help turn a quick interaction into a lasting relationship—and help the right people remember you when they're ready to take the next step.

Katie Hagen spent fifteen years building candidate pools inside California's prison system, some of it under a federal healthcare receivership. If she can find good people under those conditions, "we can't find anyone" can't be what stops you. In this conversation, Lee sits down with Katie, CEO of CPS HR Consulting, to talk about the part of recruiting most leaders skip: what happens before the interview. This one's for the middle manager without a dedicated recruiting team behind them, the person who's struggling to find great people. Katie's path runs from analyst at the Department of Corrections and Rehabilitation to HR chief at CalPERS. Today, she runs an HR consulting firm serving public agencies in 32 states. Along the way, she and Lee get into what indicates a good hire versus what just reads well on a resume. They talk about how to work with your HR team and your own network to build a stronger candidate pool. And where the line really sits on recruiting the ethical way.   Additional Resources: Connect with Katie Hagen on LinkedIn Learn more about CPS HR Consulting Follow CPS HR Consulting on LinkedIn Read: Assessing the Landscape: A Comprehensive Checklist for Public Sector Leadership Success Read: Assessing the Landscape: Workforce Challenges Attend Unleashing Leaders University! Sign up for our newsletter: https://unleashingleadersuniversity.com/signup Learn more about Unleashing Leaders Follow Unleashing Leaders on LinkedIn Connect with Lee on LinkedIn Follow Unleashing Leaders on Facebook Follow Unleashing Leaders on Instagram   Key Takeaways: Katie uses a 30/70 split to separate what you can train from what you can't. "Hungry, humble, and smart" beats "smart" every time, and the math behind it is simpler than you'd think. The go-to recruiting tool most public agencies lean on is quietly hurting their candidate pool. Ethical "warm recruiting" looks nothing like what most leaders assume. There's one part of the process candidates remember most, and it isn't the interview.

One dental practice worked through four receptionists in a few years and every single time, they blamed the receptionist or blamed the hire. Dr Jesse Green traces the problem back to its real source: the dental practice hiring process. He makes the case that getting it right lifts the calibre of applicants, keeps good team members longer, and protects the productivity that constant turnover quietly erodes. If you are a dental practice owner tired of cycling through team members and ready to build a hiring system that works, you won't want to miss this episode.In This Episode:01:59 The two documents to have in place before you write a word of an ad: the ideal applicant avatar and your employer value proposition03:34 How to write an advertisement that speaks to your ideal applicant's hopes and frustrations05:15 Why advertising is only the first domino in a full recruitment systemResources and Links:How Does Your Dental Practice Compare Against the Top Performers?Stay Up to Date by Following Dr Jesse Green on InstagramConnect with Dr Jesse Green on LinkedInIf you're a Dental Practice Owner looking to scale your practice, learn more about our Practice Max ProgramMentioned in this episode:Savvy Dentist Team Training BundleIf your practice can't run without you, it's time for systems - not more theory. That's why we created the Savvy Dentist Team Training Bundle - five powerful, system-driven programs including Front Desk All Stars, the Million Dollar Dentist, Practice Manager Masterclass, Advanced Treatment Coordinator Training, and High-Performance Hygiene. Each course delivers practical, step-by-step systems your team can use every day to build accountability and create a self-managing practice. Save $2,000 for a limited time — visit savvydentist.com/team-training.Team Training Bundle 2025

Every leader has made a recruitment decision they later regretted. More often than not, the warning signs were there early, we were just looking in the wrong place.In this episode of The Lonely Leader, James Rule makes the case that recruiting the right people has very little to do with the CV in front of you, and almost everything to do with the person behind it. Drawing on his years as a chief executive in professional sport, he explains why a CV is a highlights reel, why the strongest candidates are rarely the ones who remind you of yourself, and the specific signals he looks for that no qualification will ever show you, from how someone handles failure to the care they take over the things within their control.He also shares the single question he has asked for years to draw out what a person actually values, and why setting it alongside how someone deals with failure can tell you almost everything you need to know about their character in about four minutes.Whether you are recruiting your first person or your fiftieth, this is a grounded, practical look at how to avoid a costly bad appointment and make a great one.KEY TAKEAWAYS• Why a CV is a highlights reel, and how to read it with the right degree of caution• The interview trap, and why the best candidate is rarely the best interviewee• The danger of recruiting another version of yourself, and the blind spot it creates in a team, with a nod to Matthew Syed's Rebel Ideas and the intelligence failures around 9/11• The signals that matter more than any qualification: presentation and self-discipline, how someone handles failure, curiosity over certainty, how they treat people who can do nothing for them, and values over culture fit• The one question James has asked for years to reveal what a person truly values• A simple challenge to run against your own past hires, good and bad, to spot the patternsAccelerate your growth and development with The Lonely Leader Academy If you want to work through some of these areas in more depth, to accelerate your learning and access tools, tactics and tips to drive performance and enhance fulfilment then check out The Lonely Leader Academy.The Lonely Leader Academy: https://tll.academyENJOYED THE EPISODE?James works with senior leaders, CEOs, and founders who want to perform at the highest level without losing what matters most in the process. If this conversation has prompted something for you professionally or personally James would genuinely love to hear from you.You can reach him directly via LinkedIn or through the website below. Everything shared is in complete confidence.ABOUT THE HOST James is an experienced mentor, coach and thought leader who works with a range of clients from FTSE 100 companies, SME´s the NHS and wider public and not for profit sectors.His twenty year career in elite sport initially as a professional rugby player but predominantly as a chief executive has given him an invaluable insight in managing the success, failures and pressures associated with leadership at the highest level.As a high performance coach James specialises in enhancing resilience and leadership development. He is a passionate advocate of the notion that to find lasting fulfilment we need to take a holistic view of high performance. CONNECT & CONTACT The Lonely Leader Academy: The Lonely Leaderwww.thelonelyleader.co.ukThe Lonely Leader's LinkedIn James' LinkedInInstagramhello@thelonelyleader.co.uk THIS SHOW WAS BROUGHT TO YOU BY LONELY LEADER MEDIA NEWSLETTERSign Up to The Leadership Accelerator Newsletter for advice, inspiration and ideas, you'll also receive James' Top 10 Tips for Combating Your Fear of Public Speaking. Hosted on Acast. See acast.com/privacy for more information.

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Summary:Hiring has changed, especially with AI entering the recruitment process. Terryn and Taylor Longden talk about what they're seeing from applicants, how they evaluate candidates, and why finding the right fit can be just as important as finding the right person for the role. Looking for the right people for your team? We'd love to help. Check out the recruitment services we offer at the Collab Team and relax in confidence knowing the right hire is just around the corner. Minute-by-Minute: 00:13 Introduction to Recruitment Challenges 02:39 The Impact of AI on Recruitment 05:12 Candidate Engagement and Follow-Up Issues 08:03 Interview Techniques and Candidate Evaluation 10:28 Understanding Client Needs and Job Descriptions 13:13 Identifying A Candidates vs. B Candidates 15:37 Final Steps in the Recruitment Process

Episode Summary I just got back from a few weeks in Europe with plenty of time to think on those long flights, and I kept coming back to a topic I know well from running my own firm. Most law firm owners think they have a hiring problem. In my experience, it's rarely that simple. In this episode, I talk through why the same person can struggle in one role and thrive in another, and why so many owners end up quietly carrying underperformance instead of looking at the structure underneath it. Nothing about the person needs to change. Often it's the seat that does. What We'll Cover Why "we have a hiring problem" is usually a symptom, not the real issue How roles quietly grow into a mismatch of jobs stitched together over time The difference between a skill problem and a will problem What accidental role design looks like inside a growing firm A simple process for mapping your people against properly defined seats Why redesigning a role before replacing a person saves time and money What You'll Learn How to tell whether an underperformance issue is about the person or the role A simple way to separate "can they do this" from "do they want to do this" What the core seats tend to look like across a typical law firm Why documenting each role protects you from being the only person who understands how your firm runs This episode connects to team performance, delegation and building a firm that doesn't rely entirely on you holding it all together. Free Resources Book a Free Law Firm Growth Strategy Call Scalable Law Accelerator Program How to Make AI Recommend Your Law Firm (Free Guide) Clio is hosting an exclusive dinner in Newcastle on Tuesday, October 20th, 5:00pm to 7:30pm at QT Newcastle. Expert led sessions, hands on AI demos, and real conversation with people shaping where Australian law is heading. Free to attend. Grab your spot here. Ready to Stop Blaming the Wrong Thing? If you're carrying underperformance on your team right now, I'd encourage you to pause before making any changes. This is exactly the kind of work we do together inside Accelerator, my law firm coaching program. If you want support building this properly, jump on a call with one of our team members. Book a Law Firm Growth Call Who's Still Waiting on You to Notice? Know a law firm owner who's constantly chasing their team, wondering why nothing gets done unless they're the one pushing it? Send them this episode. It might be the nudge they need to stop treating it as a staffing problem and start looking at the structure behind it. And if something in this episode made you rethink the way you work, I'd love to hear about it. Share your biggest takeaway on social media and tag me. I love seeing the shifts you're making inside your firm, even the small ones that, over time, add up to something much bigger. Apple Podcasts: Listen on Apple Spotify: Listen on Spotify YouTube: Watch on YouTube

You've got a structure on paper. You have clean reporting lanes, ownership and a healthy span of care. But the boxes that make up each role are still empty. How do you determine who goes in which seat? How do you know if someone has the leadership capacity a role requires? What happens when a role grows past the person in it? What do you do when the honest answer is that someone isn't in the right seat anymore? In this episode, the conversation shifts from charts to people, as Sean and Jonathan talk about getting the right people in the right seats.  10 years of The Unstuck Church Podcast! Clear is kind Evaluating character, chemistry & competency    This Episode is Sponsored by Tyndale House:  If Jesus walked into your church right now, would people recognize him? We've created a personalized Savior who exists primarily to meet our needs, bless our lives, and guarantee our spots in heaven. But here's the problem. That Jesus would be unrecognizable. In the book The Missing Messiah, bestselling authors Kyle Idleman and Mark More will help your church rediscover the Jesus based on Scripture, not on culture. Plus, check out the six-session companion study guide with free access to streaming videos. Learn more at missingmessiah.com.   Join the Conversation on Social Media Follow us on X and on Instagram. Tag us at @theunstuckgroup or use #unstuckchurch.

Are you reaching the right people with your online presence—or just getting more views and followers? In this episode, Alyssa talks about why the numbers aren't the whole story and how getting clear about your audience, message, and the problems you solve can help you connect with the people you're actually called to serve. Discover why visibility isn't about chasing attention—it's about making yourself available to the right people.

Using the life of David as a lens, this sermon explores the critical role that community plays in helping believers navigate life's challenges, avoid self-destruction, and fulfill God's calling. The pastor argues that feeling stuck in life is often not merely a result of difficult circumstances, but of attempting to face those circumstances alone or with the wrong people. Drawing from multiple passages in 1 and 2 Samuel, the sermon identifies five types of people God places in our lives to help us grow, stay on course, and accomplish what He has called us to do. The sermon also issues a sobering warning: isolation creates dangerous vulnerability, as demonstrated by David's greatest moral failure occurring at the moment he had sent all community away from himself.

In this episode of THE MENTORS RADIO, Host Dan Hesse talks with Peter Banko, CEO of Baystate Health and author of “The Necessary Goodbye: How Great Leaders Fire with Clarity, Confidence and Compassion“. In this conversation, Peter joins Dan to explain why firing the right people is not only ethical, but often necessary for the well-being of the company and especially for its employees. Peter is the CEO of Baystate Health, which is a connected ecosystem of 13,000 caregivers who individually and together are on a mission to redefine health and health care.  Baystate Health is a not-for-profit, integrated health system serving more than 800,000 individuals in western Massachusetts with a service area stretching from Connecticut to Vermont. Baystate's mission is to deliver compassionate, quality and accessible care. Listen to episode below, or on ANY PODCAST PLATFORM here. BE SURE TO LEAVE US A GREAT REVIEW on Apple Podcasts or Spotify and share with friends and colleagues! SHOW NOTES: PETER BANKO: BIO: BIO: Peter Banko BOOK: The Necessary Goodbye- How Great Leaders Fire With Clarity, Confidence and Compassion, by Peter Banko

You can have the best product in the world, perfect messaging, and market timing on your side… but if you don't have elite people in your sales organization, none of it matters. Brad Scott has built sales teams at Snowflake, Veza, and now Glean – three of the most different growth trajectories in tech. In this conversation, he breaks down how to hire for the traits that actually predict success: intellectual curiosity, resilience, self-awareness. He also tackles the complexity of selling AI-native products in a market flooded with AI-bolted hype, and why the fundamentals of recruiting, onboarding, and process discipline are your only anchor when everything around you is changing every 90 days. Brad Scott is VP of Worldwide Sales at Glean, where he leads a 350-person sales organization through explosive growth. Before Glean, he built sales teams at Veza from an early stage and at Snowflake during its historic scale-up, giving him rare visibility into what it actually takes to build elite sales organizations across three radically different company sizes and growth phases. Brad also chairs the Work AI Institute at Glean, exploring what future organizational structures look like in an AI-driven world. Connect with Brad:LinkedIn Resources mentioned:Atomic Habits by James ClearWork AI InstituteGlean:GO 2026 Key takeaways from this episode:00:00 – Why the caliber of people in your sales organization matters more than your product, your messaging, or your market timing.05:15 – How the questions you ask during recruiting reveal whether someone will actually stay curious about customers – or just go through the motions.06:36 – Why salespeople who've faced real hardship or adversity early in their careers tend to outperform everyone else when things get hard.24:34 – How to educate prospects on the difference between AI-native and AI-bolted products (and why it matters for their ROI).36:57 – Why your proof-of-value process must map customer workflows and business outcomes before diving into technical integrations.45:25 – Why automating your daily drudgery is the one move that separates future-proofed salespeople from ones who'll get left behind by AI. Hosted by five-time CRO John McMahon and Force Management Co-Founder John Kaplan, the Revenue Builders podcast goes behind the scenes with the sales leaders who have been there, done that, and seen the results. This show is brought to you by Force Management. We help companies improve sales performance, executing their growth strategy at the point of sale. Connect with Us: LinkedInYouTubeForce Management

Who you build with will either multiply your future or make their weaknesses your responsibility. In this episode, I break down the 10 qualities of people capable of carrying pressure, accepting accountability, producing results, and growing with the mission. Chemistry brings people together—but character, competence, and shared standards determine how far they go.Watch the documentary: Change the family tree⁠⁠Buy my book Above the illusion. ⁠Above the Illusion: The blueprint for mental clarity, self-respect, and irreplaceable value" is a deep exploration into the hidden forces shaping our lives – the conditioning, beliefs, and stories we've unknowingly accepted as truth. This book exposes the psychological distractions that cloud our vision, keeping us blind, fearful, and stuck in cycles of limitation.Anthony Minaya challenges you to question the narratives that hold you back, illuminating the illusions that prevent you from seeing yourself clearly. From the self-imposed boundaries to the unconscious patterns dictating your choices, "Above the Illusion" guides you to break free from the mental fog and step into undeniable personal growth.This isn't just a book about change – it's about learning how to see. When you learn to recognize what is real and what is fabricated by fear and doubt, you gain the clarity, awareness, and self-respect necessary to reshape your life."Above the Illusion" will leave you more prepared, more conscious, and more powerful than ever before – ready to live with a sharpness that cuts through deception and a confidence rooted in truth.Buy now. ⁠https://a.co/d/8w516R7

Do you need to live in the right city to reach your biggest goals, or can you create the same opportunities from wherever you are? In this episode, Chris and I talk about the role proximity plays in success and why being around the right people creates opportunities, relationships, and collaborations that you can't always access from a distance. We also share why opportunity alone isn't enough if you're not thriving where you are, and how to find the balance between being your best self and putting yourself in rooms that stretch you. Tune in to hear how getting into the right rooms can help you grow. Check out our Sponsors: Shopify - Try the ecommerce platform I trust for Glōci. Sign up for your $1/month trial period at http://Shopify.com/happy. Monarch Money -  Get your first year of Monarch Core for half off at http://Monarch.com with code EYH. Northwest Registered Agent - Visit http://northwestregisteredagent.com/EarnFree and start using free resources to build something amazing. Indeed - Indeed is giving Earn Your Happy listeners a $75 SPONSORED JOB CREDIT to help get your job the premium status it deserves. Just go to http://Indeed.com/podcast right now and support our show by saying you heard about Indeed on Earn Your Happy. Momentous - If you want to try Momentous Signature Spec Creatine, head to http://livemomentous.com and use code EARN for up to 35% off your entire first order. SmileSet - Listeners of our show get an additional 35% discount when they go to http://SMILESET.com/earn. HIGHLIGHTS How proximity to the right people can accelerate your growth. Why living near opportunity creates access to unexpected collaborations. The balance between thriving where you live and being where opportunity is. Why Chris and I believe you have to put in your time to build a lifelong network. How to capture 80% of proximity through events and travel if relocating isn't an option. Why stepping into uncomfortable rooms changes your life faster than staying in your comfort zone. RESOURCES Join Chris Harder's Found Trips: DM @chriswharder on Instagram to learn more and secure a spot. Get on the waitlist for Mentor Collective Mastermind HERE! Try glōci for 40% off your first order with code HAPPY at checkout - head to getgloci.com FOLLOW Follow me: @loriharder Follow glōci: @getgloci Follow Chris: @chriswharder

Do you feel like you have to be everywhere online to grow your business? In this episode, Alyssa kicks off the September series, Getting Seen by the Right People, and explains why you don't need to be on every platform. Learn how to choose where to focus, reach the right audience, and simplify your online presence so you can spend less time trying to do everything and more time serving the people you're called to reach.

Let's talk about the sex skills nobody teaches you and why most people are still waiting for their partner to figure it out instead of just saying it out loud… because that's exactly what today's callers are done doing. In this episode I'm taking live calls from people who are done leaving their pleasure up to chance. We've got a 27 year old who wants to learn how to squirt on her own without relying on anyone to do it for her, a couple who wants to bring others into their play but can't figure out how to find the right people, and a woman whose new partner flat out refused to try to make her orgasm. I promise that last one goes somewhere really good. If you have ever felt like you were the only one carrying the weight of your own pleasure, this episode will change that. ABOUT EMILY: Emily Morse is a Doctor of Human Sexuality, author and host of the #1 rated Sex with Emily podcast. Known as a renowned sexologist, Dr. Emily has helped millions of people around the world navigate their sex lives. Her candid and often funny conversations challenge cultural taboos, misinformation and awkward sex talks to create a future where people can deeply connect and embrace pleasure-filled lives. Because, life is too short for bad sex. CONNECT: Instagram: ⁠https://www.instagram.com/sexwithemily/⁠ X: ⁠https://twitter.com/sexwithemily⁠ Facebook: ⁠https://www.facebook.com/sexwithemily⁠ TikTok: ⁠https://www.tiktok.com/@sexwithemily⁠ Threads: ⁠https://www.threads.net/@sexwithemily⁠ WANT MORE? Visit the Website: ⁠https://sexwithemily.com/⁠ which includes FREE guides. Free Downloadable Guides: ⁠https://sexwithemily.com/guides/⁠ Text With Me: ⁠https://sexwithemily.com/text⁠ Receive Sex Tips On The Regular: ⁠https://sexwithemily.com/subscribe⁠ Interested in 1:1 Coaching with Emily? Go to ⁠http://sexwithemily.com/coaching⁠ to apply! This episode is sponsored by: Bellesa: EVERYONE who signs up wins a FREE Rose suction toy with their order! ⁠https://www.bboutique.co/vibe/emilymorse-podcast⁠ ============================= Chapters: 00:00 Introduction 02:19 Call 1: How Do I Learn to Squirt on My Own 04:30 Squirting vs Orgasm: Are They the Same Thing 06:30 What Actually Helps With Squirting 09:00 Teaching Yourself Before You Teach a Partner 11:30 Call 2: We Want to Open Things Up But Can't Find the Right People 14:00 How to Find Partners for Ethical Non-Monogamy 17:00 The Conversations to Have Before You Start 20:00 Call 3: He Refused to Try to Make Me Orgasm 23:00 What That Tells You About Someone Early On 26:00 Why Talking About Sex Early Saves You So Much Time 29:00 If You're Naked With Someone It's Time to Start Talking 31:00 What Sexually Healthy Actually Means Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome back to the ABA Business Leaders Podcast, brought to you by 3 Pie Squared. In this episode, Stephen and April sit down with Joseph Bolden, Head of Recruiting at 3 Pie Squared, to take a deep dive into one of the biggest challenges facing ABA business owners: finding, hiring, and retaining the right people.  The wrong hire can create operational problems, impact your existing team, increase turnover, and ultimately affect the families you serve. On the other hand, taking the time to identify the right person and build a strong hiring process can create a healthier culture and give owners more room to grow. Stephen, April, and Joseph discuss everything from writing better job descriptions and using platforms like Indeed and LinkedIn to understanding what candidates want from their next opportunity.  In this episode, you'll learn: Why hiring for an ABA company requires more than simply checking someone's credentials How Joseph's background in ABA operations shaped his approach to recruiting Why the needs of a startup can be very different from those of an established ABA practice The importance of understanding company culture before hiring Why a strong clinical background doesn't necessarily mean someone is ready to lead a team Have a question for Stephen and April? Call the ABA Business Leaders Hotline: (737) 330-1432 Have a question, a story to share, or a recruiting nightmare you'd like Stephen and April to discuss on the podcast? Give them a call. Resources & Links Business Essentials List https://www.3piesquared.com/blog/the-essential-list-for-a-successful-business_24?utm_source=chatgpt.comABA Business Leaders Support Group https://forms.office.com/r/cigPR8wFFC?utm_source=chatgpt.comSchedule a Consultation with Stephen https://3piesquared.com/stephen-booking-page?utm_source=chatgpt.comFree ABA Business Readiness Assessment https://3piesquared.com/aba-business-readiness-assessment?utm_source=chatgpt.comABA Billing Tips Guide https://3piesquared.com/productDetails/ABA_Billing_Tips?utm_source=chatgpt.comABA Business Leaders Podcast CEUs https://3piesquared.com/productDetails/ABA_Business_Leaders_Podcast_CEUs?utm_source=chatgpt.comPodcast Production This podcast was produced by Max McLellan of MKM Audio. Want to start or grow a podcast for your business or brand? Get in touch with MKM Audio https://www.mkmaudio.com/contact?utm_source=chatgpt.com

Stanley Druckenmiller is warning Washington about the bond market, but the real message may not be an impending debt crisis. The bond market may have already delivered its verdict. Lance Roberts examines Druckenmiller's criticism of Treasury intervention, Scott Bessent's expanded long-term Treasury buybacks, and why attempts to manage yields could create a bigger problem than the initial intervention itself. 0:00 INTRO 0:53 - Labor Day Preview, Kevin Warsh Review 4:53 - US-Venezuela Oil Deal 6:08 - August Into September Markets 12:09 - Pumpkins, Spice, & Sickle and Hammer 13:14 - Stanley Druckenmiller & AI 15:41 - Druckenmiller's Bond Warning 18:12 - The Bond Buy back Operation 23:23 - Warsh Wants the Fed Out of the Bond market 25:40 - What Druckenmiller Said vs What's being read 28:10 - What You Should Do if You Own Fixed Income 33:12 - If there's not Crisis... 35:46 - The Myths of Long Term Investing, Part-3 - The Math of Loss 42:55 - Why Valuations Matter 45:35 - When You Retire Matters Hosted by RIA Advisors' Chief Investment Strategist, Lance Roberts, CIO Produced by Brent Clanton, Executive Producer ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtube.com/live/8HuTiqxY7yM -------- Watch our previous show, "Will Your IRA Go to the Right People?" https://youtube.com/live/GpH7q-IgPXs?feature=share ------- Watch today's "Before the Bell" report, "September Volatility Test Begins," https://youtu.be/6e-dFR8sjyc ------- Get more info & commentary: https://realinvestmentadvice.com/insights/real-investment-daily/ ------- * REGISTER for our next Dynamic Learning Series, "The Smart Way to Pay for College," Thursday, September 3, 2026: https://streamyard.com/watch/mcE7YgphgMns --- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN --- Subscribe to SimpleVisor : https://www.simplevisor.com/register-new --- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #StockMarket #SeptemberMarkets #MarketVolatility #Investing #RiskManagement #BondMarket #InterestRates #TreasuryBonds #StanleyDruckenmiller #Investing

Stanley Druckenmiller is warning Washington about the bond market, but the real message may not be an impending debt crisis. The bond market may have already delivered its verdict. Lance Roberts examines Druckenmiller's criticism of Treasury intervention, Scott Bessent's expanded long-term Treasury buybacks, and why attempts to manage yields could create a bigger problem than the initial intervention itself. 0:00 INTRO 0:53 - Labor Day Preview, Kevin Warsh Review 4:53 - US-Venezuela Oil Deal 6:08 - August Into September Markets 12:09 - Pumpkins, Spice, & Sickle and Hammer 13:14 - Stanley Druckenmiller & AI 15:41 - Druckenmiller's Bond Warning 18:12 - The Bond Buy back Operation 23:23 - Warsh Wants the Fed Out of the Bond market 25:40 - What Druckenmiller Said vs What's being read 28:10 - What You Should Do if You Own Fixed Income 33:12 - If there's not Crisis... 35:46 - The Myths of Long Term Investing, Part-3 - The Math of Loss 42:55 - Why Valuations Matter 45:35 - When You Retire Matters Hosted by RIA Advisors' Chief Investment Strategist, Lance Roberts, CIO Produced by Brent Clanton, Executive Producer ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtube.com/live/8HuTiqxY7yM -------- Watch our previous show, "Will Your IRA Go to the Right People?" https://youtube.com/live/GpH7q-IgPXs?feature=share ------- Watch today's "Before the Bell" report, "September Volatility Test Begins," https://youtu.be/6e-dFR8sjyc ------- Get more info & commentary: https://realinvestmentadvice.com/insights/real-investment-daily/ ------- * REGISTER for our next Dynamic Learning Series, "The Smart Way to Pay for College," Thursday, September 3, 2026: https://streamyard.com/watch/mcE7YgphgMns --- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN --- Subscribe to SimpleVisor : https://www.simplevisor.com/register-new --- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #StockMarket #SeptemberMarkets #MarketVolatility #Investing #RiskManagement #BondMarket #InterestRates #TreasuryBonds #StanleyDruckenmiller #Investing

The Learning Leader Show with Ryan Hawk www.LearningLeader.com The Price of Becoming www.LearningLeader.com/Becoming My guest: Angela Duckworth is a psychologist and professor at the University of Pennsylvania, and a MacArthur "genius" grant recipient. Her book Grit was a #1 New York Times bestseller, and her TED Talk is among the most-watched ever. Her new book is Situated: Find the People and Places That Bring Out Your Best. Key Learnings She almost lost her mom in the Atlantic. Angela took her 87-year-old mom snorkeling miles offshore. Her mom had not swum in decades. Within minutes, she had aspirated water into both lungs and was unconscious. Angela treaded water, held her mom's head up with one arm, and waved the other until help came. Her mom is 91 now and painting. No amount of grit would have saved them. Angela could not have swum her mother to shore. What saved them was changing the situation, which meant getting other people to their side. The situation is the ocean. It's that powerful, and most of us don't know what water we're swimming in. Grit isn't wrong. It's incomplete. Angela hasn't renounced anything. She's expanding it. Effort is what you bring. The situation determines whether that effort compounds or gets swallowed. Angela was a striver, and it worked for a long time. She knew she wasn't the most talented kid, but nobody was going to outwork her. She wanted to make the cheerleading squad without being able to do a split. She wanted a solo in choir while barely able to carry a tune. She worked her way to both. Most people would be surprised how far sheer effort can take them. Then it stopped being enough. To get as far as she actually wanted to go, and to do it sustainably for herself and the people around her, ignoring the situation was a mistake.  The shift: stop making the best of your situation through effort alone, and make the situation better first. "Of all the ways you can change your behavior, willpower is the absolute worst." You can white-knuckle a donut. You just can't do it forever. Resisting works in the moment and reliably leaves people exhausted, which is why it fails on day three. Your urges come from your thoughts. Your thoughts come from your surroundings. Donut, delicious. Then your hand moves. Instead of fighting the urge, ask where the thought came from. The better question: what situation would give me different thoughts? Not "how do I resist," but "where can I be so that the thought never arrives?" Three inputs shape what you think: the people around you, the physical objects within reach, and the place you're in. Situational agency. Angela coined the term. The situation isn't given to you. It's taken. Leon Marchand was already sixth in the world. His parents, both former Olympians, didn't tell him to train harder or wake up earlier. They told him to change his situation. He emailed Bob Bowman, moved to Arizona, and within two years cut more than eight seconds off his personal best and broke Michael Phelps's last-standing individual world record. A year after that, he won four golds in Paris. What actually changed for Marchand: the best coach in the sport, a lane full of people who all believed they could win it all, better facilities and nutrition and physical therapy, and a culture where world-class was the baseline rather than the ceiling. The situation isn't a given. The situation's taken. Control the controllables. The situation is one of them. Angela agrees with the mantra. Her objection is that most people apply it only to what's between their ears: mindset, attitude, goals. Marchand didn't rethink his attitude. He got on a plane. Get the outside game right, and you get much of the inside game for free. Change the room and the thoughts change with it. Every reason you can't change your situation is probably true, and beside the point. When Angela told people what she was writing, they immediately listed the reasons they were stuck. The mother-in-law, the spouse's job, the kids' school. None of it is wrong. All of it ignores the list of things they could change. Her late father-in-law's whole philosophy was two words: show up. Wedding, funeral, baseball game. Show up. John Wooden taught high school English for 14 years. He kept an apple on his desk. He thought of himself as a teacher first, which is also why he sat high in the bleachers during games instead of courtside. He'd taught them in practice. The game was theirs. What Wooden's players took with them: to be your best at anything, find a great teacher. Angela sees a DIY culture pulling the other way. When she tells young people to email someone, the answer is often that they'll just learn it on YouTube or ask a chatbot. You can teach yourself a lot of guitar that way. You will not become a great guitarist alone. Belief is borrowed more than you'd think. Nobody tries hard at anything without the thought "I can do this" somewhere in their head. That thought usually arrives from someone else first. Angela was a self-described ditzy cheerleader throwing keg parties. Her 10th- and 12th-grade English teacher, Mr. Carr, saw a writer. He handed her books. He took time on her pages. By graduation, she was the rare Harvard freshman who signed up for a second semester of the required writing course, just to keep going. The Pygmalion effect. Bob Rosenthal made up a test, told elementary teachers which kids were about to bloom, and picked the names at random. The teachers called on those kids more, listened harder, encouraged more. By year's end, the kids fulfilled the prophecy they'd been randomly assigned. Every single person she has interviewed has a Mr. Carr. Olympic athletes, Olympic coaches, CEOs, world leaders. Someone who could see farther than they could see. Confidence is a half-filled helium balloon. It has to get batted back up again and again. Which means you don't need your mentor once. You need them on the bad days. Angela forwards her rejection letters to her team. The journals she submits to reject over 90 percent of submissions, and the rejections run eight single-spaced pages. She sends them around so the younger scientists watch her fail, hear that she's angry and discouraged, and then watch her get back up. She failed writing this book the first time. Up before dawn seven days a week through an entire sabbatical, and the clock ran out. She called her publisher and her agent to give the money back and asked whether she owed interest. They called it a pause. She said remote controls have separate buttons for pause and stop. Burnout and imposter syndrome were abstractions until they weren't. She had taught both. She had never lived either. Not eating, not sleeping. What got her out was not more effort. It was a better situation: additional editorial support and mentors to get her back on track. Frankl and Maslow argued about this for decades, and Maslow conceded. Self-actualization aimed only at yourself leaves you unfulfilled. Maslow's final writing added a level above it and named it self-transcendence. There are only two types of people: those who are humble, and those who are about to be humbled. Angela's champagne moment a year from now: celebrating the people around her. Erikson called this stage generativity, and the question it asks is how everything you've learned can help the next generation do better than you did. Her students should excel her. They should be the ones on podcasts. She wants to cede the spotlight on purpose rather than have it taken. Her core identity is psychological scientist. Not speaker. Not author. The stage is a flow state, and she's good at it, but take away the research, and it isn't her anymore. Worth knowing which one yours is. Reflection Questions Pick the goal you've been grinding on the longest with the least to show for it. Is that an effort problem or a situational problem? Who is the best in the world at the thing you're trying to learn? What would it take to send the email this week, and then get on the plane? What is your purpose, in one sentence, written down? Mine is to inspire others to value and pursue excellence. What's yours? More Learning #679: Kat Cole - The Four Mindsets Every Leader Needs #591: Ryan Holiday - Do The Right Thing Right Now #673: Dan Coyle - Flourish. The Transformative Power of Creating CommunityPodcast Chapters 00:00 Apply for the Learning Leader Circle  01:39 Meet Angela Duckworth  02:57 The Dedication to Her Mother  04:17 Her Mother Nearly Drowned  07:08 Grit Isn't Enough  09:47 Willpower Is the Worst  12:26 Where Your Urges Come From  14:31 Marchand Got on the Plane  19:57 The Excuses That Sound True  22:27 Wooden Taught English for 14 Years  26:25 The Confidence You Borrow  32:22 Five Minutes With Pete Carroll  34:27 A Half-Filled Helium Balloon  35:29 She Forwards Her Rejections  37:05 What Success Feels Like  40:28 Frankl, Maslow, Self-Transcendence  45:59 The Book She Failed to Write  52:57 The Champagne Question  54:03 She Wants to Be Surpassed  57:27 Scientist First, Speaker Second  01:01:34 EOPC

What if the customers you're driving away are exactly why your restaurant works?Telly Justice and Camille Lindsley built HAGS into one of New York's most talked-about restaurants by refusing to be for everyone. An 18-seat queer fine-dining room in the East Village, a tasting-menu-only model, pay-what-you-can Sundays, and a point of view sharp enough to repel anyone who doesn't belong there.In this conversation, we get into why planting a flag makes you more distinct than your neighbors, why you need eight reasons to be different instead of one, and why scaling a concept means getting it out of your head and into the people you train.If you're afraid a strong opinion will cost you customers, this one will change how you think about who you're actually for.That's Telly Justice and Camille Lindsley. To learn more about HAGS, visit hagsnyc.com._________________________________________________________Free 5-Day Restaurant Marketing Masterclass – This is a live training where you'll learn the exact campaigns Josh has built and tested in real restaurants to attract new guests, increase visit frequency, and generate sales on demand. Save your spot at restaurantbusinessschool.com

Who inherits your IRA could matter just as much as what's in it. The SECURE Act changed the rules for inherited retirement accounts, while newer IRS regulations created additional planning opportunities for trusts and multiple beneficiaries. Richard Rosso & Jonathan McCarty break down IRA beneficiary designations, the 10-year distribution rule, trusts as retirement account beneficiaries, and why outdated estate plans can create unintended tax consequences. Plus, we explain how properly structured trusts and subtrusts may provide greater flexibility for spouses, children, and other heirs. Before assuming your will or trust has your retirement accounts covered, make sure your beneficiary strategy actually works the way you intend. 0:00 INTRO 0:20 - Nana Nun, teaser: Designating Beneficiaries Can Become a Nightmare 2:03 - Uber & Zipline drone delivery; Why the Young "have no money" 9:23 - Account Titling and Probate Avoidance 14:00 - Revocable Living Trusts 15:57 - Setting Beneficiaries on Assets 18:31 - How to Use TOD (Transfer on Death) 20:10 - Mistakes w IRA Beneficiaries 25:39 - The Benefits of Online Savings (adding/subtracting beneficiaries) 27:47 - Best Practices for Titling: Be Specific 29:46 - Naming Contingent Beneficiaries Hosted by RIA Advisors' Director of Financial Planning, Richard Rosso, CFP, w Senior Investment Advisor, Jonathan McCarty, CFP Produced by Brent Clanton, Executive Producer ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtube.com/live/GpH7q-IgPXs?feature=share -------- Watch our previous show, "Watch our previous show, "Nvidia Says the AI Boom Is Just Getting Started, " https://youtube.com/live/lGSWXLw9dPY " ------- Get more info & commentary: https://realinvestmentadvice.com/insights/real-investment-daily/ ------- * REGISTER for our next Dynamic Learning Series, "The Smart Way to Pay for College," Thursday, September 3, 2026: https://streamyard.com/watch/mcE7YgphgMns --- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN --- Subscribe to SimpleVisor : https://www.simplevisor.com/register-new --- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #EstatePlanning #InheritedIRA #RetirementPlanning #IRA #FinancialPlanning

Who inherits your IRA could matter just as much as what's in it. The SECURE Act changed the rules for inherited retirement accounts, while newer IRS regulations created additional planning opportunities for trusts and multiple beneficiaries. Richard Rosso & Jonathan McCarty break down IRA beneficiary designations, the 10-year distribution rule, trusts as retirement account beneficiaries, and why outdated estate plans can create unintended tax consequences. Plus, we explain how properly structured trusts and subtrusts may provide greater flexibility for spouses, children, and other heirs. Before assuming your will or trust has your retirement accounts covered, make sure your beneficiary strategy actually works the way you intend. 0:00 INTRO 0:20 - Nana Nun, teaser: Designating Beneficiaries Can Become a Nightmare 2:03 - Uber & Zipline drone delivery; Why the Young "have no money" 9:23 - Account Titling and Probate Avoidance 14:00 - Revocable Living Trusts 15:57 - Setting Beneficiaries on Assets 18:31 - How to Use TOD (Transfer on Death) 20:10 - Mistakes w IRA Beneficiaries 25:39 - The Benefits of Online Savings (adding/subtracting beneficiaries) 27:47 - Best Practices for Titling: Be Specific 29:46 - Naming Contingent Beneficiaries Hosted by RIA Advisors' Director of Financial Planning, Richard Rosso, CFP, w Senior Investment Advisor, Jonathan McCarty, CFP Produced by Brent Clanton, Executive Producer ------- Do you enjoy our content? Rate us on Google: https://bit.ly/4b9JtEo ------- Watch Today's Full Video on our YouTube Channel: https://youtube.com/live/GpH7q-IgPXs?feature=share -------- Watch our previous show, "Nvidia Says the AI Boom Is Just Getting Started, " https://youtube.com/live/lGSWXLw9dPY ------- Get more info & commentary: https://realinvestmentadvice.com/insights/real-investment-daily/ ------- * REGISTER for our next Dynamic Learning Series, "The Smart Way to Pay for College," Thursday, September 3, 2026: https://streamyard.com/watch/mcE7YgphgMns --- Visit our Site: https://www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN --- Subscribe to SimpleVisor : https://www.simplevisor.com/register-new --- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #EstatePlanning #InheritedIRA #RetirementPlanning #IRA #FinancialPlanning

Aug. 26, 2026 A year ago, Rob Kazen was burnt out, buried in day-to-day operations, and unknowingly holding his own company back. In this episode, the Broker/CEO of First Choice Property Management joins host Pete Neubig to share how promoting the right person into the right seat, paired with a shift from portfolio-based to pod structure, new AI tools, and real accountability metrics, transformed both his business and his role within it. It's a candid look at what it actually takes to move from working in your business to leading it.

If you are ready to level up personally and professionally, go to joinrbo.comThe people you surround yourself with can either accelerate your growth or hold your business hostage.In this solo episode, Rick Trimmer breaks down one of the biggest challenges business owners face: building the right team. He explains why keeping the wrong people can cost you far more than money, how to identify the right employees, and why sometimes the best decision you can make is moving someone into a different seat—or helping them find a different bus entirely.Rick also shares how he has built teams capable of operating without him, why giving employees a path toward ownership can help you retain your best people, and why building a great team requires thinking far beyond the next 90 days.In This Episode You'll Learn:Why keeping the wrong employee can be more expensive than replacing them.How to qualify potential employees faster and identify the right people.The difference between having the right person and having them in the right seat.Why great employees need opportunities to grow.How to identify the people who belong on your personal bus.Why your team should be built around where you want to be 10 years from now.The four questions every business owner should ask about their team.How ownership can help you attract and retain high-level employees.Why building your team is an ongoing process, not a one-time decision.When it's time to make difficult changes to protect the future of your business.Your business is only as strong as the people helping you move it forward. Get the right people on the bus, put them in the right seats, and stop being afraid to make changes when something isn't working.

You know you need more people to see your work. So maybe you've wondered: Is it time to run ads? I had that exact question when I first talked with Meta ads strategist Jenn Possick in January 2025. In fact, I was ready to hire her. Jenn essentially told me: not yet. I had recently closed my flagship program. I wasn't sure which of my lead magnets were working, and I was still figuring out what came next in my business. Jenn told me something I haven't forgotten: You can't put ads behind something when you don't know if it's working. And instead of losing my business, that honesty built my trust. More than a year later, my business is clearer; I know what is working, and the conversation about paid visibility looks very different. In this episode of Your Yes Filled Life, Jenn and I talk about how to know when your business is actually ready for Meta ads - and why ads aren't designed to rescue a business that isn't converting. Jenn explains why you need to know who your clients are and be able to sell before you start pouring money into visibility. We talk about testing offers and lead magnets organically, building an email list you actually know how to nurture, and why getting more people into a funnel doesn't help much if they aren't the right people. We also get into retargeting, which may completely change what you think an ads budget has to look like. Jenn explains that retargeting allows you to advertise to people who have already interacted with your business, and that some businesses can begin getting traction with retargeting at around $5 a day. And because this is Jenn and me, we also talk about entrepreneurship, doing your own inner work, Grand Cayman, Stingray City, swimming in bioluminescence, and why the version of somebody's life you see from the outside is never the whole story. In this episode, you'll hear: How to tell whether your business is actually ready for paid ads Why being able to sell comes before trying to scale What needs to be working before you put money behind it Why boosting a post and having an actual Meta ads strategy are not the same thing How to test whether people actually want your lead magnet or offer Why your email list matters—and why Jenn recommends selling earlier in your welcome sequence The difference between list-building and retargeting ads How retargeting works with people who already know something about you Why some businesses may be able to start retargeting for around $5/day What changes if you aren't consistently posting on social media Why getting more people into your world is useless if they aren't the people who will eventually buy How Jenn's AdMakers Society supports businesses that aren't ready for full-service ads management Jenn specifically created AdMakers Society with businesses making under $100K in mind, with training around retargeting and list-building ads plus support with ads, landing pages, thank-you pages, and funnels. The question to take with you Before asking: “How do I get more people to see this?” Ask: “Do I have evidence that this is already working?” Because more visibility isn't always the next move. Sometimes the next move is getting clear enough about what works that you know exactly what you want to amplify. Connect with Jenn Here is a gift from her: jennpossick.com/onead Jenn's website: jennpossick.com Connect on Instagram: https://www.instagram.com/jennpossick/ WORK WITH BRENDA: https://www.brendawinkle.com/power https://www.brendawinkle.com/membership https://www.brendawinkle.com/coaching Keywords Meta ads, Facebook ads, Instagram ads, Meta advertising, Jenn Possick, retargeting ads, Facebook retargeting, Instagram retargeting, ads for small business, ads for coaches, ads for healers, wellness entrepreneur, empath entrepreneur, heart-centered entrepreneur, online business growth, scaling an online business, lead generation, lead magnets, email list building, email marketing, sales funnels, paid traffic, organic marketing, AdMakers Society, Brenda Winkle, Your Yes Filled Life

Yisbel Bera reveals how purpose, mindset, disciplined action, strategic reinvestment, and the right people helped her move beyond paycheck-to-paycheck living and build an unstoppable business, investment portfolio, and life centered on freedom and lasting impact.See article: https://www.unitedstatesrealestateinvestor.com/from-paycheck-to-purpose-building-an-unstoppable-life-with-yisbel-bera/(00:00) - Meet Yisbel Bera: From Wholesaler to Top eXp Realty Team Leader(05:00) - Turning a First Investment into Nearly $200,000 and Building Wealth(10:00) - From a State Job to Full-Time Entrepreneurship and Investor-Focused Sales(15:00) - Finding Opportunity, Embracing Discomfort, and Refusing to Fear Failure(20:00) - The Seven Levels of Why: Staying Driven When the Market Gets Tough(25:00) - Gratitude, Faith, Community, and Building a Purpose-Driven Life(30:00) - Building a Team, Delegating Responsibility, and Escaping Entrepreneurial Burnout(35:00) - Yisbel's Three Golden Nuggets: Mindset, Massive Action, and the Right People(40:00) - The Let Them Mindset, Connecting with Yisbel, and Closing ThoughtsContact Yisbel Berahttps://yisbelbera.com/https://www.facebook.com/yisbel.beradamiron/https://www.instagram.com/kingdomgroup___/https://www.linkedin.com/in/yisbelberarealtor/https://youtube.com/@YisbelBeraRealtor⁩ Yisbel Bera's journey is a reminder that freedom rarely begins with perfect circumstances. It begins with a decision to stop settling, define a why powerful enough to survive the hard days, protect the mind, take massive action, reinvest what success produces, and surround yourself with people who help multiply the mission. Don't just chase more income. Build a life where your money, time, relationships, and purpose can grow together. For more conversations that help you build wealth without losing the life you're building it for, visit https://reiagent.comIs success destroying your peace? Most pros grind until they break. Download The Investor's Life Balance Sheet: A Holistic Wealth Audit to see if you are building a legacy or heading for burnout. Presented by The REI Agent Podcast & United States Real Estate Investor® https://sendfox.com/lp/m4jrl

Zane Keller, CEO of Ducere Wealth Management, is driven to Lead, Guide, & Educate clients and employees by helping them solve meaningful problems and achieve their goals. Through personalized financial guidance and a culture of empowerment, Zane supports clients with complex financial needs while giving employees the tools, trust, and opportunities they need to grow professionally. In this conversation, Zane introduces The Turn the Ship Around Framework—Delegate Decisions to the Source of Information, Put the Right People in the Right Seats, and Remove Friction That Impedes Performance. He explains why informed employees should have the authority to make decisions, how leaders can remove barriers instead of controlling daily operations, and why culture must remain a priority as a company scales. Zane also discusses macro patience and micro speed, creating opportunities for employee ownership, encouraging intrapreneurship, and helping multigenerational families coordinate their investments, tax planning, estate planning, and financial legacies. — Lead, Guide, & Educate with Zane Keller  Good day. Steve Preda here with the Management Blueprint Podcast, and my guest today is Zane Keller, CEO of Ducere Wealth Management, with a vision to be the leading provider of tech-driven, tax-optimized wealth management services for clients through their advisory support, that every client’s assets, time, and relationships are prioritized. Zane, welcome to the show.  Thanks, Steve. Appreciate you having me.  So, Zane, before we jump in and talk about Ducere Wealth, I’m very curious about your personal why, and how are you manifesting it in the company through the company’s business?  Sure. Well, early on, I knew I liked—one of my biggest passions was helping people solve problems. And one of the amazing things about being in the wealth management industry is you get to help people solve a lot of problems that are personal for them, and that’s their finances. It tends to be a personal subject for them, and allowing them guidance, support, understanding, and being a listening ear is what I find to be extremely rewarding in the business we have. But starting a company and having a team, and building that team, and building all the infrastructure and support and all of that, to me, the employees are as much clients as our clients are clients.  And so it’s an interesting position that I’m in, where it’s a dual role of both looking at it from a standpoint of how do we help our clients with the day-to-day or yearly challenges they face, but also how do I make sure that our employees are empowered to deliver the right client service and feel that they can continue to grow and expand in their careers. So I just like helping people, and I get to do it every day.Share on X  Yeah. Okay. That’s great. So when you talk about solving problems, obviously finance is a mirror for all an individual’s life aspirations, problems, challenges, opportunities, all that stuff. Your people are also humans, individuals, and they probably have similar challenges, so that’s a really neat mosaic there. So what is most challenging in building a wealth management firm like that?  I think the most challenging thing is all of the decisions are on you. And when I talk to other business leaders, there isn’t a roadmap, there isn’t a manual in terms of how people build their businesses, build their teams, and a lot of it is a balance of both trusting your instinct and what your background and lessons have been, as well as trusting those that you have brought in to help build the enterprise.  I was fortunate that I get to work with my dad, who had gone through this venture before, and we’ve gotten a chance to partner together and build it from the ground up. We went from a year ago, I had to order two laptops on Amazon, get a URL from GoDaddy, and start from scratch. And, you know, a year later, we find ourselves with 14 employees, an office in Newport, an office in Las Vegas, $600 million in assets under management, and continuing to want to grow, and being fortunate that we have a tremendous client base who trusts us.  But we’ve been able to attract and retain top-quality employees and team members who we rely on every day to continue building out the vision.  Well, I mean, building $600 million in assets under management in a year in a business like wealth management sounds almost like an impossible goal. Did you have a portfolio that you kind of imported into this business, or was that completely from scratch?  No. We had clients that we had worked with previously. We had left a big bank.  Okay.  And so some of those clients came over with us, but a lot of it was growing organically through COIs, through other marketing efforts, and bringing on other advisors who wanted to leverage our platform to provide a better service for their clients.  That’s fantastic. So how does one start a wealth management business? It sounds like one of the hardest businesses to start because it’s a trust-based business, from what I see, and it’s a very slow-burn kind of business. How do you actually grow a business like that?  Well, I think first is, in our industry, what’s interesting is there’s a lot of different business types. You have the wirehouses, the broker-dealers. There are people that are very successful just being anchored to a Wells Fargo or a J.P. Morgan or Merrill Lynch and building within that. Then you have folks who have gone to the roll-ups. Private equity has become pretty involved in our industry—a lot of roll-ups, a lot of consolidation.  Their value proposition is defined platforms that you can just plug in. And then you have what I consider the true independents, ourselves included, where we had a vision of we didn’t want to be held back or bogged down by two areas. One, as things get larger and larger and larger, the wheels turn slower and slower. And I think we're in a unique area from a business evolution cycle that leveraging AI, leveraging the technology, being able to make decisions quickly is going to be a substantial differentiator over the next several years.Share on X  And we didn’t want to have the conflicts that inherently come when you are backed by investors, and the focus is how do you maximize revenue, even if it may be at the expense of clients or at the expense of employees or at the expense of growth that you don’t see the return on investment for several years. So we decided that we were going to do it from scratch. Luckily, I had a background in—at the previous firm, I had helped build out all of the tech stack.  I’d worn almost every hat you can have at an RIA, and I had the experience from my father having gone through this, that between the two of us, there was enough goodwill or brand equity to build it out. But the other thing that we decided to do is there’s a reason it’s not called Keller Wealth or Keller Investments. The goal was never to have it be about ourselves. It was about creating a brand and a vision where others feel like they can be a part of.  357: Lead, Guide, & Educate with Zane KellerShare on X So as we brought on employees, I’ve challenged them that they have a responsibility to make an impact on the organization, and we start with culture. People have to be a culture fit first. We will not sacrifice culture for all the money on God’s green earth because I can confidently say that I don’t know how much business or revenue we’re missing out on if the team is not functioning at the highest level possible. So the first and foremost is a cultural fit. Then we look at the skills, the competencies, the ability to grow. But for us, culture is number one.  Yeah, love it. So what does it take to grow a wealth management firm? What drives growth in your business?  I think it takes three kind of main pieces. One is understanding that there’s a term GaryVee uses called “macro patience, micro speed.” And what we had set out initially is I knew that there were several steps between SEC registration, getting relationships with a custodian, getting relationships with tech vendors, finding office space, all of that that needs to be done just from a basic business foundation standpoint. What I needed to do, when we needed to do it, and logging every week.  I actually would send emails to myself and my dad for the first two months before we had employees of everything that got done the previous week, and what we needed to get done the next week, and what our blockers were if things couldn’t get done. Then that kind of grew into, as we had employees, becoming a consistent weekly check-in as we were heading towards what I consider our launch date, which was July 28th, because that’s when we actually received SEC approval.  So the first two months was just building the architecture, building up where we’re going to work, what we’re going to work with, all of those decisions being put in place. I’m fortunate enough that I’ve been involved with a lot of different companies in the industry over the years. So I had people who had done this before, people who had worked with large RIAs, small RIAs, and everything in between to lean on as advisors.  I think one of the things that I was more than surprised by was the amount of outpouring of support. “I’m happy to help you. What do you need? What can we do to make you successful? I know someone that I can connect you to.” And I think that's kind of the unique thing about our industry, is that there is a lot of camaraderie and willingness to help each other, even if you may be competitors in some aspects.Share on X  That’s interesting. So when you say “macro patience, micro speed,” what do you mean by that exactly?  So our goal is to get to a billion or more in AUM. And while I’d love to do that overnight, it takes time, both from bringing in clients, market performance. I’d love everything to be fully integrated from an AI standpoint, but again, those things take time. So a lot of the times, I think leaders have an issue with wanting to get to the destination as quickly as possible and not thinking through all the steps they need to get there.  So each step along the way, or what I consider the day-to-day, I try to get as much done in the hours that I have during the day, and that’s where the speed lies. And eventually that compounds, just like investing, into where we want to go from an overall firm standpoint. But me saying, “I just want to be at a billion dollars,” that’s great. But you’re going to say, “Well, what are you doing every day to get there?” I can go, “Well, I’ve had this many prospect meetings.  I’ve had this many client meetings. We’ve reviewed this much market information. We’ve decided to put money towards these investments.” It’s the day-to-day decision-making and being quick in doing that that I think is imperative for us to get to where our goal is going to be.  Okay. So this is a podcast called Management Blueprint, and it’s a podcast of frameworks. We are 350-plus episodes in, and every episode is a different framework. So I wonder, what’s a framework that you have come across, or maybe your did or you guys refined it, invented it, or improved it, that helps you build this business, that helps you do something more effectively, maybe getting new clients, maybe building your team members or training them, maybe getting the word out, whatever part of business it is that can be explained in three to five steps?  Sure. So there’s a book called Turn the Ship Around! by David Marquet, and that, from a leadership standpoint, is the mentality that I have taken since day one. To boil it down into one sentence, it’s this: The people with the information make the decisions. And so if the team is coming to me all the time for every possible decision in order to move this business along, there’s no way that we’re going to grow at the rate or grow, arguably, period, the way that we want to succeed.  So when I sit down with the team, one, the first question needs to be, if you’re running an enterprise like this, do you have the right people in the positions they’re at? Do they have the competencies, the understanding, and the cooperation with others to effectively make decisions in their role? And then the second thing that I spend the majority of my time on is, are there things inhibiting them from doing their role? So things such as, do they not know what their budget is? Do they not know who the decision-makers on the other end are? Do they not know that they are responsible or allowed to make those decisions?  So my goal is to make sure that they understand that if they have the information and we have built what the, I guess, framework or the bumpers are in bowling, that it's their decision to make and to inform me why they made the decisionShare on X not for them to come to me and say, “Do we do A or do we do B?” When we have a team, the expectation is there’s a lot of moving pieces. To your point earlier, it’s a lot to run an RIA. It’s a lot to run a wealth management firm.  There’s several things happening all at once, several things that are intertwined, and you can’t have one person that is reasonable as you grow in scale to be aware or understanding of the pros and cons of every decision. So we’ve brought people on. We have a full investment team. They are responsible for making the investment decisions. I listen in, but I’m not doing the due diligence. I’m not meeting with the managers. I’m not doing all of that. We have folks that are responsible from an operations side, making sure things day-to-day happen. I’m not the one making the decisions on that.  But if they come to me and say, “Hey, this is becoming difficult,” or, “We can’t get ahold of so-and-so,” then I step in. But the whole point of it is making sure that they feel empowered. The people with the information make the decisions. You get the right people in place, you should have, from a leadership standpoint, very few decisions you have to make on a day-to-day basis.Share on X Yeah, that’s great. So basically, you share your contextual understanding of your business with the people who work for you so that they can connect the dots as well, make decisions, and you can focus on the strategic part of the business. What do you and your dad focus on?  Yeah. I’d say it’s two parts. One is focusing on the more complex client issues, as we have multi-generational, multi-family clients, and also where we want the business to go. And it’s not one-dimensional. It’s bringing on more clients, plus bringing on additional advisors, plus looking at things from a national standpoint. After COVID, Zoom has become very useful, and people have become comfortable with having what I consider tele-wealth.  So their advisor may be in a different state, and they’re completely comfortable with that. And so it’s pursuing all of these various growth avenues because the day-to-day is being taken care of. So my focus is just that. It’s focusing on strategy. Where does the next $600 million come from? What about the $600 million after that? And how do we continue to grow in a manner where we don’t sacrifice some of the things that make us unique? As an example, our team constantly talks, interacts all day long, not just on “This is the work that needs to be done,” but people genuinely like working together.  I don’t have a strict in-office policy. The entire team’s here five days a week. I’ve not asked them to do that. I’ve not said they need to do that, but they genuinely enjoy working here. So when we open up a second office, how do we keep that kind of consistency? When we open up a third office or fourth? It's those kinds of areas that I think I spend a lot of my time trying to figure out and see how we grow without sacrificing some of the core values that we have.Share on X  Yeah. So what are your core values?  Probably three big ones. One is, I don’t know if I’m allowed to say it on the podcast here, but we have a no-assh*le policy. You have to be a genuinely good person to work here. You have to genuinely care about other people, and that is the first test. Two, we want, just like the firm grows, we expect the team to grow personally and professionally.  So if you’re going to be here when we do a review, I’m going to ask you: How are you better at contributing to the organization, to your team, and to your coworkers than you were a year ago, and what do you expect to do better a year from now? And then the third thing is: How are you defending our culture? We may have new people come in. What are you doing to set the tone as to how we work here at Ducere? Because, as I mentioned earlier, it’s not just about me and my dad. It’s about the collective organization, each individual playing their part to enhance and protect our culture.  Yeah. So it’s very clear that you talk about culture repeatedly. It sounds like it’s a really big part of your identity and how you want to build this firm.  Absolutely.  So what’s one thing that you’re actively trying to figure out in this business right now?  I think one of the big things is: How do we effectively bring on an advisor where we understand they have a book of business, and we understand they have a certain way of doing things, integrating them into our platform, but allowing them to operate with their own unique style. One of the challenges with scale is sometimes you scale and you give up originality or a unique way that, Steve, you may do something, then I do it a little differently, but it ultimately gets the same goal.  And really looking at what are the goals or deliverables that an advisor wants to bring to their clients, and can we allow them flexibility to get there in their own way? And I’ll give you a good example. So what we do from an asset management standpoint is we have what I call an open architecture. So for any given portfolio, there can be a number of combinations and permutations that give you a similar risk profile or result, and we leave that up, if the advisor wants to, for them to decide what that makeup looks like, as long as it’s within the parameters that we’ve set from a risk standpoint.  So as an example, Steve, you say, “I’m aggressive,” and I go, “Great. I’m not going to put you in one stock if you’re retired. That’s too aggressive.” But we do have several things that are approved on the platform, and we do continuous due diligence where we can say, “Steve, here’s two or three options. Which best serves your client? Which is going to be something that your client understands and feels comfortable with?” So that’s one area that we’ve really been trying to focus on and figure out how we express that differentiator in a way that it actually resonates with those advisors.  Yeah. That’s great. So basically, you want to build an organization where people can stay entrepreneurial. They don’t have to just live in a box that is given to them. So you capture more creativity and more personality in your business so that you can grow in a more nimble way. Is this what you’re trying to do here?  Yeah. I think the official term they’ve called it is intrapreneurship instead of entrepreneurship. But yes, the goal is: How do we get the team to come and say, “Hey, I think we have this issue, and here’s the solution I want to have, and it’s a little different than what we do, but I think there’s a way to make it happen”? And again, the people with the information make the decisions. How do I remove as many blockers as possible so they can continue to pursue that avenue? But the big thing is, some folks sometimes get sidetracked.  They go down rabbit holes or they veer off on projects that may not be going towards what our goal is, right? Growing, adding more revenue, adding more clients. And so as long as there’s a tieback to what our goals are as a firm, then we’re all for empowering them to be able to pursue those passions.  How do you maintain that structure in a family-started business? That can be a tricky one. People might feel that there’s a glass ceiling or they’re always going to stay an outsider. How do you resolve this tension?  That’s a great question, and it’s something that verbally hasn’t come up to me, but I can certainly see people’s perspective on it. And so my dad and I tend to be pretty transparent as to what's going on, what we're dealing with, getting feedback from the team.Share on X And while this is a 40-plus-year venture for me, for my dad, it’s probably about another 10-year venture for him.  And so we’ve stated that our goal is to get to the point where we can be 100% employee-owned, but we can have multiple employees who are owners of the firm. I’m a strong believer in giving people the opportunity to earn their equity. And if we do get to the point where we sell the organization one day, I want to brag about how many millionaires I created.  I don’t think anyone will ever care how many millions someone makes for themselves. And so we’ve, from day one, been very vocal and communicative to the team that the expectation is that as many of the employees as it makes sense, and that they’ve earned it, can earn equity. We plan on doing that, but it’s probably not going to be until about year three where we actually start putting that together from a formal standpoint.  Yeah. That’s fascinating. So who is an ideal client for you? So if someone is listening to this and they think, “Ah, maybe I should talk to Ducere,” how do they know whether they are in the sweet spot of what you’re looking for and who you can serve the most?  Sure. Well, our best clients are ones that tend to be multi-generational, so they’re families that are looking to pass on the management of the wealth from maybe the matriarch or the patriarch to the next generation, and they have more complex investments, partnerships, family limited partnerships. They have an interest in private or alternative investments, and they’re looking for someone to help with that transition and possibly help with the next generational transition, and a partnership that’s another 20 to 30 years.  So folks that are qualified investors that tend to have complex tax and estate needs and really want someone who’s a quarterback between all the other professionals that they work with—CPAs, attorneys, et cetera—that’s who our ideal client is. There are firms out there that offer everything in-house, right? We do your taxes, we do everything. And the analogy I like to use with clients is that’s like going to a buffet. Buffets, for some people, are great, but I’ve never had my greatest meal at a buffet.  Usually, it’s fine dining, where it’s a specific niche that they are looking to serve. And so if they’re happy with the other professionals that they work with, our job is to fill in that gap to make sure that things get coordinated, they get an understanding of what their financial picture is, it’s clear-cut as to how to get to those goals. And I think the biggest and most successful clients we’ve had are ones who want to learn. They want to be educated clients. They want to be educated investors. And so those are the type of clients that would be ideal: multi-generational, complex financial needs from a tax, estate planning, and private investment standpoint.  They’re also looking to work with a firm that may not have some of the conflicts that the Merrill Lynches and Wells Fargos, who may sell you their own proprietary products, because we don’t make any commission. We’re fee-only. Or some of the PE firms who are looking to figure out how to maximize profit off each client. And that’s not the way that we look at it either.  Yeah, I think a lot of people are waking up to the idea that if the owners are super profit-oriented, then it means someone will have to pay the bill. And if there’s a huge imbalance between the motivations of the company and the individuals, then it can create tensions down the road. When I look for home services, I always look for, okay, which company is the one that maybe is a locally owned one, genuinely locally owned with real people that I can talk to and who I can trust, rather than a faceless institution that essentially dictates the policies that may not always be in my interest.  So I appreciate the independence. So if the listeners would like to learn more and figure out whether they have enough complexity or whether you are the right fit for them, where can they find out more, and how can they connect with you?  Sure. We have our website, ducerewealth.com. We’re actually, for our one-year anniversary in about two weeks, revamping it, and so there’s going to be a lot of resources for all the various niche types of clients that we work with, and there are several forms out there. You can contact me, zane@ducerewealth.com. I’m a principal, but I talk to our prospects and clients, and we just want to do what’s best for the client. So, ducerewealth.com, and we welcome any and all of those interested.  Okay. So if you have complex financial needs, or you just want to think about your legacy and transition maybe to the next generation and how to maximize your wealth, check out Ducere Wealth Management and reach out to Zane Keller on LinkedIn. And if you enjoyed the show, then make sure you follow us on YouTube, give us a review on Apple Podcasts, and stay tuned because every week we have a couple of exciting entrepreneurial leaders who come to the show and share their most secret frameworks. So Zane, thanks for coming, and thanks for listening.  Thank you, Steve. I appreciate it. Important Links: Zane's LinkedIn: Zane's website: Zane's email: zane@ducerewealth.com

"So, if your stat screen says that there's 43 downloads this week, don't you dare quit. 43 people chose to spend time with you."I wanted to record this one because I keep seeing the same moment play out with the business owners I work with: they check their stats, see a small number, and quietly decide the podcast isn't working. So instead of the usual growth-hack advice, I wanted to reframe the number itself. A download isn't a stat, it's a person who chose to show up. That shift, from counting downloads to counting people, is the whole point of this episode.Key TakeawaysLow Numbers Are Normal: Most podcasts, especially niche or business ones, never reach mass download counts, and were never built to.A Download Is a Person: 43 downloads means 43 real people chose to spend time with your show, not a number to be embarrassed by.Quitting Is the Real Mistake: Podcasts don't fail because of a small early download count, they fail when creators quit before consistency has a chance to compound.Some of Your Listeners Are Clients: A small, engaged audience is more valuable than a large, indifferent one.Reach the Right People, Not the Most People: The goal isn't chasing big numbers, it's building a show around the audience that actually matters to your business.Chapters and timestamps:00:02– Why 43 downloads felt like failure to me, and why it isn't00:05 – Reframing a download as a real person, not a stat00:07 – Why quitting over the number is the actual mistake00:10 – What to do with a small, real audience00:12 – Closing thoughts and how I build shows around the right listenersSend us Fan MailBook a free call with me here to help you create the best podcast possible! Email me (niall@sevenmillionbikes.com) or contact me on Seven Million Bikes Podcasts Facebook or Instagram to book your free Podcast Audit!

Thirteen-year-old singer-songwriter Pixie Minerva may not have taken home first place in her first competition, but the experience opened a far more valuable door. It gave her the opportunity to meet people who believed in her talent, helped her record her first song, and ultimately led to a series of new opportunities in her musical journey. - Hindi man naiuwi ng 13-anyos na singer-songwriter Pixie Minerva ang first place sa isang singing competition, ang karanasang iyon ang nagbukas ng mas mahalagang pinto—ang makilala ang mga taong naniwala sa kanyang talento, nagbigay sa kanya ng pagkakataong ma-record ang kanyang unang kanta, at nagbukas ng sunod-sunod pang oportunidad sa kanyang music journey.

Mia M. Lane is a senior executive assistant who empowers executives and their teams to perform at their highest level through strategic partnership, calm execution, and trusted support.In this episode of The Leader Assistant Podcast, Mia talks about having the right people in your corner, tips on networking, the difference between a mentor and a sponsor, and more.Show notes → leaderassistant.com/389--It's the last day of the offsite and it was exactly what the team needed. The CEO pulls you aside to say, “Thank you. This was next level.”Your secret? You used Offsite. They handled the venues, negotiations, and logistics – so you could focus on shaping the experience.Sound too good to be true? It's actually within reach. (And it can even save you money.)See how at leaderassistant.com/offsite. --Are you ready to level up? Enroll in The Leader Assistant Academy at leaderassistant.com/academy to embrace the Leader Assistant frameworks used by thousands of assistants.More from The Leader Assistant...Book, Audiobook, and Workbook -> leaderassistantbook.comThe Leader Assistant Academy -> leaderassistantbook.com/academy Premium Membership -> leaderassistant.com/membershipEvents -> leaderassistantlive.comFree Community -> leaderassistant.com/community

What if your biggest challenge isn't your talent—but your visibility?

The MidPacker Pod is part of the Freetrail network of Podcasts.Join the Newsletter at:⁠ ⁠MidPack Musings SubStack⁠⁠Become a paid member: https://troymeadows.substack.com/subscribe⁠Check Out MPP Merch ⁠Make sure you leave us a rating and review wherever you get your pods.Looking for 1:1 Ultra Running Coaching? Check out ⁠Troy's Coaching Page ⁠STOKED TO PARTNER WITH  KILA - $50 off your order⁠GO BREWING⁠ - 20% off your first orderUSE MIDPACKER TO GET THAT DISCOUNT FRIENDSRENDEZVU.CO - Check out the Gear I love your purchases support me directly"In search of finding who I am and what I want to do and who I want to be. That's how trail running happened."Ekta Basu didn't set out to become a 200-mile ultrarunner. She simply wanted to become a healthier, happier version of herself. What started with a pair of running shoes and a marathon six months later evolved into a journey of self-discovery that ultimately led her to the finish line of the Tahoe 200.In this episode, Ekta shares how trail running became her place of freedom and how years of showing up without a structured plan eventually gave way to purposeful training, strength work, and coaching. She talks candidly about balancing running with raising a family, the importance of surrounding yourself with people who believe in you, and why finishing Tahoe 200 wasn't just about endurance. It was about becoming the person she was searching for all along.The conversation also takes listeners behind the scenes of preparing for a 200-mile race, from building drop bags and learning to use poles to dealing with blisters, brain fog, and the mental recovery that comes after crossing the finish line. It's an honest conversation about growth, community, and why sometimes the biggest victories happen long before race day.In this episodeFinding trail running through a search for identityGoing from a first marathon to Tahoe 200Why quality training matters more than junk milesBalancing motherhood, family, and ultrarunningThe value of coaches, mentors, and a strong support systemTraining for Tahoe 200 with Havelina 100 and Quicksilver 50KLessons learned from first-time 200-mile racingFoot care, recovery, and the reality of post-race brain fogWhy becoming a better person matters more than becoming a faster runnerEkta's LinksIG: @ekta_runs Strava: Ekta BasuRelevant LinksTahoe 200 by Destination TrailJavelina Jundred by Aravaipa RunningAravaipa RunningPartner Links: KILA - https://kilarun.comRun Longer In Custom InsolesUse MIDPACKER for $50 off your order⁠Go Brewing⁠ - ⁠https://gobrewing.com/discount/MIDPACKER⁠NA Beers for people that enjoy brews that taste great and are better for you.Less alcohol, fewer calories, and more productive tomorrows.Use MIDPACKER for 20% off your first orderRendezvu.Co - https://www.rendezvu.co/troy-meadowsCheck out the Gear I love our purchases support me directly⁠Vacation Races⁠ - ⁠https://www.vacationraces.com⁠Epic Races on public lands near the most iconic National Park in the US.Use MIDPACKER at checkout for 15% the registration of any Ultra, Half, or Trailfest⁠⁠Run Trail Life⁠⁠ - ⁠https://runtraillife.com⁠Find Official MPP Merch on RTL!!Visit RunTrailLife.com to check out our line of Hats and Organic cotton T's.⁠⁠Freetrail⁠⁠ - ⁠https://freetrail.com⁠Visit Freetrail.com to sign up today.Ekta Basu, Tahoe 200, trail running, ultrarunning, 200 miler, Destination Trail, Candice Burt, Javelina 100, Quicksilver 50K, American River 50 Mile, Rio Del Lago, Brazen Racing, Inside Trail Racing, Coastal Trail Runs, Bay Area trail running, strength training, mobility, coaching, motherhood, family, support system, resilience, personal growth, endurance, recovery, brain fog, ultramarathon

After a historic 12-11 walk-off victory in 13 innings, Caleb Durbin spoke with Will Flemming about being the hero, grinding out such a long night, and electric atmosphere at Fenway.

What happens when you realize the biggest challenge in your law firm isn't your clients or your reputation, but the people and culture needed to support the firm you want to build? In this episode, Melissa sits down with Velocity Work client Jimmy Evans, owner of a family law practice, to discuss the difficult decisions he made to rebuild his team around a clear mission, stronger accountability, and the right people.       Jimmy shares the story of how he went from believing he could solve his firm's challenges through hard work and investing in his team to recognizing that something deeper needed to change. He discusses the difficult process of rebuilding his culture, making tough personnel decisions, using data to understand what was really happening inside the firm, and creating a team aligned with the values and mission of his firm.       This episode will help you think differently about the role of leadership in building a law firm that can grow beyond you. You'll learn why hiring the right people matters more than simply filling roles, how accountability and clarity shape culture, and why making difficult decisions can create the foundation for a stronger firm.                                      Let's talk! If you are a law firm owner looking to talk with us about partnering on your personal and professional growth, book a short, free, no-pressure call with Melissa here: https://velocitywork.com/calendar         Calculate your producer multiple with our free Producer Calculator here: https://vwrk.cc/pm          Get full show notes, transcript, and more information here: https://www.velocitywork.com/373                    Watch this episode on YouTube: https://youtube.com/@velocitywork

The Way of Wisdom | Choosing the Right People with Lead Pastor Josef Massanari, August 2, 2026 Visit us online https://www.cornerstonelv.com https://www.facebook.com/lvcornerstone  https://www.instagram.com/cornerstone_lv/

Summary:Should you keep every part of your business in-house? Aaron and Terryn explore when bringing operations under one roof makes sense, and when keeping outside experts involved can actually strengthen your business. Want a partner in your finance seat? Check out finance.thecollabteam.com to see how Collab Team's fractional finance services work. Minute-by-Minute: 00:00 Intro & Opening Conversation 02:06 When to Bring Operations In-House 05:47 Building a Strong Finance Team 11:12 Hiring the Right People as You Scale 13:31 Outsourcing vs. In-House Roles 16:20 Fractional Finance & Final Takeaways  

EPISODE 454: Custom home builder Cody Reimer went from a burned-out two-man crew to running a 12-person company that operates without him in the day-to-day. Todd Dawalt breaks down the construction business systems and the paid pre-construction process that moved Cody out of the field and into a real CEO role. ⚡Schedule a Business Evaluation Call with The Construction Leading Edge Team: https://go.constructionleadingedge.com/qualification?utm_source=audio%20podcast&utm_medium=audio&utm_campaign=454

Matt and Dr. Danny discuss lazy AI prompts and lazy AI results.

Send us Fan MailIf you are posting on Pinterest and still not getting found, the problem is not your design, it is your keywords. In this episode I break down the biggest Pinterest keyword mistake service providers make and the exact four question interview I run with every client before we touch anything else.In this episode:Why the biggest, highest volume keywords are usually the hardest ones to winWhy keyword stuffing in your pin description kills your clicksThe 4 question interview to find your best keywords, straight from your own businessThe keyword walk down, taking a broad term all the way to a specific, winnable oneWhy a zero volume keyword can still be the one that books your ideal clientThe 3 free tools I use to validate every keyword before it goes on a pinALL THE LINKS MENTIONED: https://jenvazquez.com/pinterest-keyword-research/Support the showWanna learn Pinterest with an expert there to help for only $37?  Pinterest Visibility Sprint is a 2 hour Sprint to optimize your Pinterest and create a marketing workflow Pinterest Visibility Sprint Here are some free things I've got coming up:Want your account audited? FREE Pinterest Audits LIVE on YouTube. Free Pinterest Masterclass

In Episode 7 of Business at the Speed of Light, Dr. Stefano Sinicropi speaks with Leah Notarianni, CEO of SoCara Group, about the relationships, decisions, and health priorities that shape long-term success. Leah explains her belief that “one plus one is eleven” when the right people come together with aligned values, complementary strengths, and a shared vision. She discusses how strategic partnerships, trusted advisors, and meaningful relationships can help entrepreneurs avoid costly mistakes, identify new opportunities, and move from ideas to action more quickly. The conversation also explores the personal side of leadership and entrepreneurship. Dr. Sinicropi and Leah discuss protecting a new vision, choosing the right inner circle, letting go of comparison, taking controlled risks, and becoming more comfortable with failure as part of growth. Leah also shares how a business relationship developed after meeting someone in the right environment and remaining open to an opportunity she could not have planned in advance. Later, the discussion turns to health, prevention, and performance. Leah shares her experience with mold-related illness and how it changed her understanding of the difference between appearing fit and actively supporting long-term wellness. Together, she and Dr. Sinicropi examine why entrepreneurs, physicians, executives, and business owners should treat health as a core part of leadership and sustainable performance. This episode is for ambitious professionals who want to build stronger partnerships, make better decisions, protect their health, and create meaningful success without trying to do everything alone.

Episode Overview: Learning to hire the right people is the difference between a business that depends on you forever and one that runs without you. In this episode, John Kitchens sits down with Georgia Tusch, a top-producing realtor and team leader at Twiss Real Estate Group in Ontario, to unpack her journey from solo agent to CEO. Georgia shares the hiring lessons that took her team from chaos to scale, why she is no longer allowed anywhere near her own onboarding process, and how storytelling through video became the engine behind her brand. If you are still doing everything yourself, this episode is your reminder that you do not have to. Topics Covered: From Part-Time Agent to Full-Time CEO Georgia started in real estate young, learned the business the hard way selling farms with no real social media to lean on, and eventually rebuilt her career after stepping away during a difficult personal season. The turning point came when she stopped treating real estate as a side hustle and started running it like a business. The Hiring Mistake Most Team Leaders Make Georgia's first hire, an admin, doubled her business almost overnight simply by taking paperwork off her plate. The advice that stuck: hire someone who is the opposite of you, someone you would not necessarily go have a drink with. That admin has been with her for four years. Georgia's take: you do not have to already know how to hire the right people, you just have to be willing to let go of the paperwork first. Building a Gold Standard Hiring Process Early on, Georgia hired whoever reached out and wanted to be on her team, with no real vetting against values or mission. It worked for a while, until toxicity crept in and those hires were not aligned with what she needed. Rebuilding around a real hiring process, one that actually screens for fit before anyone gets close to being onboarded, changed everything. Her biggest lesson: you cannot hire the right people by accident. It takes a real process, real vetting, and a willingness to say no. Why Georgia Is Banned From Her Own Onboarding Georgia is a chronic optimist who believes the best in everyone, which made her a liability in her own hiring process. John told her team directly that if Georgia is part of onboarding, it will not work. Today she is not involved until the final handshake, and her team runs the process from start to finish. Finding the Right People for the Right Seats One of Georgia's most valuable hires came from an unexpected place: the gym industry. Her head of ISA had spent years cold-calling for a local gym, and that phone-heavy background made her a natural fit for outbound sales. Within months she was not just hitting her own numbers, she was pulling the rest of the team up with her, eventually growing into a role overseeing accountability across the whole team. Georgia says the lesson applies past sales: you do not hire the right people by finding a perfect resume, you hire the right people by finding the strengths your team is missing and building the role around them. Storytelling as a Marketing Superpower From a half-burnt house to a four million dollar log cabin, Georgia believes every listing has a story worth telling. Her latest idea: filming her nephews exploring a cabin property like it is their clubhouse, instead of another standard walkthrough video. Buy Back Your Time: The 80% Rule Drawing on Dan Martell's Buy Back Your Time, John and Georgia talk about hiring to reclaim time, not just to grow, and why a team member getting something to 80% of your standard is still 100% awesome. Why Hiring the Right People Changes Everything Every part of Georgia's growth traces back to one decision: hiring the right people and getting out of their way. Once she stopped being the bottleneck, her team started running processes she never could have scaled alone, freeing her up to focus on brand, marketing, and the next builder relationship. Team leaders who take hiring the right people seriously are the ones who eventually get to stop trading their time for every dollar their business makes. "Every house has a story." — Georgia Tusch Connect With Us: Join us Live every Thursday: 7FigureBP.com 7 Figure Audit: 7figurecall.com Instagram: @johnkitchenscoach LinkedIn: @johnkitchenscoach Facebook: @johnkitchenscoach If you enjoyed this episode, be sure to subscribe and leave a review. Stay tuned for more insights and strategies from the top minds. See you next time!

Stop Performing - The Right People Want the Real YouYOUR DAILY DOSE OF CALM, CLARITY, AND GENTLE ENCOURAGEMENT.In this episode, we explore the theme of "stop performing - the right people want the real you". This is a gentle, contemplative piece designed to help you pause, reflect, and find peace in the present moment. Whether you're listening during your morning routine, a quiet lunch break, or winding down before sleep, this episode invites you to slow down and reconnect with yourself.Take a deep breath. You are here. That is enough.

DISCLAIMER

David and Karen Mains share experiences they have had in their lives, when God chose to provide for them in a special way: “Christians need to respond joyfully when God provides the right people for the right task at the right time in the right place.”

Putting yourself out there comes with opinions, cheap shots, and plenty of people who think they know the whole story from one post. Nick and Tyler talk about online criticism, support systems, comparison, family, friends, and finding the people who actually want to see you win. Sign up for the Modern Craftsman Community:

In this episode, I'll cover the response to yesterday's fiery show that made all the right people uncomfortable. Also, a Secret Service incident in China goes viral, I'll explain why it's simply routine. Find the video podcast of The Dan Bongino Show exclusively on Rumble at https://Rumble.com/bongino Chaos erupts behind the scenes of Trump's China trip — including trampled White House aide https://nypost.com/2026/05/14/world-news/us-chinese-officials-in-shouting-and-shoving-matches-behind-scenes-of-trump-xi-summit/ Poll: Democrats would give up Black voting power to beat the GOP https://www.politico.com/news/2026/05/14/poll-democrats-redistricting-black-voters-00919972 6 key takeaways from historic Trump-Xi China summit https://nypost.com/2026/05/15/us-news/trump-xi-china-summit-key-takeaways/ Sponsors: Carshield - https://carshield.com/bongino code: Bongino Dose - https://dosedaily.co/bongino - code: Bongino Fast Growing Trees - https://fastgrowingtrees.com - code: Dan Helix Sleep - https://helixsleep.com/dan Birch Gold - Text BONGINO to 989898 Learn more about your ad choices. Visit podcastchoices.com/adchoices