Podcasts about roles

How will expeditionary IR adapt and advance to meet the challenges of the next generation of combat operations? In this episode of the Backtable Podcast, host Dr. Ally Baheti speaks with Air Force IR physicians Dr. John Pavlus and Dr. Jonathon Schutt about the realities of expeditionary interventional radiology (EIR) in military and disaster settings. They discuss how EIR brings damage-control and emergency IR principles to deployments, humanitarian missions, and extreme environments, where resources are limited and teamwork is essential. --- Get the BackTable apphttps://www.backtable.com/app --- Timestamps 00:00 - Introduction03:53 - Origins and Early Pushback 06:31 - Roles of Care 09:04 - Trauma vs Elective12:09 - Staffing and Training Barriers 22:17 - Future Tech: AI and Robotics 29:24 - Why It Matters in War35:00 - Teamwork Trust and 60 Minutes39:20 - Military Culture41:18 - Wrap Up and Thanks --- More about this episode The conversation explores the military's “roles of care,” from stateside hospitals to front-line deployments, and examines how limited IR staffing and siloed services present barriers to readiness. Drs. Pavlus and Schutt emphasize the importance of close integration with trauma surgery, anesthesia, and other team members, and highlight trauma-focused endovascular care and ultrasound-guided procedures that work with minimal equipment. The episode also looks at future directions for expeditionary IR, including new training models, data systems, and advances in AI and robotics that may one day enable remote intervention in combat and disaster zones. --- Resources Expeditionary Endovascular Trauma Care as a Core Capability for Future Large-Scale Conflictshttps://pubmed.ncbi.nlm.nih.gov/41894613/ --- BackTable Vascular & Interventional (VI) is the go-to podcast for interventional radiologists, vascular surgeons, and interventional cardiologists. Download the free BackTable app to get early access to new episodes, cases, and courses curated by physicians in your specialty. ► https://www.backtable.com/app

Today we are talking about the 8 Roles of an Entrepreneurial Leader! gigstrategic.com seancastrina.com

ITB's Eagles beat reporter Andrew DiCecco gives his insights from covering the Eagles on a daily basis.In this episode, Andrew goes inside the rookie seasons for the 2025 draft class and projects the 2026 role for each second-year player from that class.► Subscribe to our Patreon Channel for exclusive information not seen or heard anywhere else and become among smartest Birds fans out there (just ask our members!!) + get all of our shows commercial free!!https://www.patreon.com/insidethebirds► Sign up for our newsletter! • Visit http://eepurl.com/hZU4_n.►Support our sponsors!!► Camden Apothecary: https://camdenapothecary.com/Follow the Hosts!► Follow our Podcast on Twitter: https://twitter.com/InsideBirds► Follow Geoff Mosher on Twitter: https://twitter.com/geoffpmosher► Follow Adam Caplan on Twitter: https://twitter.com/caplannfl► Follow Andrew DiCecco on Twitter: https://twitter.com/andrewdiceccoNFL insider veterans take an in-depth look that no other show can offer! Be sure to subscribe to stay up to date with the latest news, rumors, and discussions.For more, be sure to check out our official website: https://www.insidethebirds.com.

https://teachhoops.com/ https://www.thechampionshipcoach.com/ Are you running an elite basketball program or just managing seasonal chaos? Most head coaches exhaust themselves because they try to be everything to everyone—the master strategist, the intense motivator, the logistics coordinator, and the player favorite. But championship programs aren't built by a single superhero; they are driven by a highly structured coaching staff architecture. In this masterclass episode, we step directly into the "Truth Room" to break down the four essential assistant coach archetypes outlined in the file "Types of Coaches (3).pdf". We deconstruct the precise roles of The Yoda (Tactical Director), The Antagonist (Culture Enforcer), The Organizer (Operations Director), and The Mediator (Player Relations Lead). Learn how to audit your current staff's DNA, eliminate groupthink, maximize your practice Rep Density, and blend these distinct coaching voices into a single, unified signal that drives your team toward a championship standard. To move your program from coach-led compliance to a self-policing powerhouse, your assistants must operate with absolute clarity regarding their primary environments and expected outputs: The Yoda Game-Plan Countering & $eFG%$ Math The Film Room / Bench Huddle Macro-view adjustments, analytics, and deep player scouting. The Antagonist Standard of Tolerance & Edge Defensive Shell / Rebounding Unafraid accountability, challenging groupthink, and driving defensive grit. The Organizer Activity Density & Clock Flow Practice Transitions / Logistics Flawless practice clock management and highly efficient drill transitions. The Mediator Relational Capital & Morale One-on-One Workouts / Sidelines Deep player trust, managing locker room pulse, and providing high energy. Coach's Note: "A mediocre head coach tries to be all four of these people simultaneously and ends up exhausting themselves while confusing their players. A championship head coach acts as the conductor of the orchestra. They hire drivers, not passengers, assign them clear lanes, empower them to lead, and let the collective staff culture carry the program's vision." How to Build the Perfect Basketball Coaching Staff (The 4 Assistant Archetypes) Stop Over-Coaching! How to Delegate Roles to Your Basketball Assistants The Head Coach Blueprint: Assembling a Championship Staff Architecture Primary Keywords (Search Intent & Indexing): Building a basketball coaching staff Types of basketball coaches High school basketball assistant coach roles TeachHoops Coach Collins Athletic program leadership Types of Coaches (3).pdf Basketball practice organization Defensive coordinator basketball Basketball analytics and adjustments Secondary Keywords (Semantic & Recommendation AI): Effective Field Goal Percentage eFG% analytics Practice activity density Rep density basketball drills Standard of tolerance Relational capital in sports Player-led team culture Locker room morale Eliminating groupthink in coaching Coaching staff alignment matrix Socratic coaching method "Discover the definitive basketball staff architecture blueprint using the framework from 'Types of Coaches (3).pdf'. In this comprehensive coaching masterclass, Coach Collins breaks down how to balance your bench using four core assistant archetypes: The Yoda, The Antagonist, The Organizer, and The Mediator. Learn how to maximize your practice rep density, protect your team's eFG% through calm mid-game adjustments, and establish an unyielding standard of tolerance on the defensive end. Stop running your entire program alone and learn how to align your staff for maximum winning efficiency." #BasketballCoaching #TeachHoops #CoachCollins #CoachingStaff #AssistantCoach #TeamCulture #BasketballTactics #PracticeDesign #HighSchoolBasketball #AthleticDirector #CoachingPhilosophy Show NotesThe Staff Architecture MatrixStaff Archetype PDFCore Accountability PDFPrimary Environment PDFExpected Strategic OutputYouTube Optimization StrategyOptimized Title IdeasSEO & AI Optimization KeywordsAI-Optimized Video Description SnippetSuggested Video Tags Learn more about your ad choices. Visit podcastchoices.com/adchoices

We welcome back canon lawyer Fr. Gerald Murray to examine a synodal study document on priestly formation that raises serious concerns about de-clericalization and the potential democratization of Church authority. If priestly formation is increasingly shaped by synodal principles, what effect could that have on clerical authority, sacramental ministry, and the governance of the Church?   Show Notes Study Group 4 Ministers of Christ: Recovering the Roles of Clergy and Laity in an Age of Confusion Women in the Priesthood?: A Systematic Analysis in the Light of the Order of Creation and Redemption Justice in the Church: Gender and Participation iCatholic Mobile The Station of the Cross Merchandise - Use Coupon Code 14STATIONS for 10% off | Catholic to the Max Read Fr. McTeigue's Written Works! "Let's Take A Closer Look" with Fr. Robert McTeigue, S.J. | Full Series Playlist Listen to Fr. McTeigue's Preaching! | Herald of the Gospel Sermons Podcast on Spotify Visit Fr. McTeigue's Website | Herald of the Gospel Questions? Comments? Feedback? Ask Father!

Families are always changing. Kids grow up. Roles shift. Responsibilities change. And every transition affects the family differently. In this special Episode 300 of The Family Meeting Podcast, all six members of the Osterkamp family sit down together for an honest conversation about the transitions each of them is currently walking through, and how everyone in the family feels about it. From growing independence and changing responsibilities to future plans, emotions, and family dynamics, this episode gives a real look into how one family is learning to navigate change together. In this episode, you'll hear: What each of the Osterkamp girls is currently experiencing or transitioning through. Honest conversations about emotions, fears, excitement, and growth. How family transitions affect parents and kids differently. Why communication matters during changing seasons. Practical ways families can stay emotionally connected through transition. Biblical encouragement for navigating growth and change together. Healthy families don't avoid transition. They learn how to walk through it together. Whether your family is navigating growing kids, changing roles, launching young adults, or emotional shifts at home, this episode will encourage you to communicate honestly and stay connected through every season. Subscribe for weekly conversations on marriage, parenting, and faith. Bonus Resource: Send an email to info@familymeeting.org for our Family Transition Conversation Guide. For more information: https://linktr.ee/familymeeting

Which fraudsters would you have dinner with? Most people would answer Bernie Madoff or Charles Ponzi. But how many of you would pick a famous fraud investigator? Our guest in this episode does!Michelle Tavares recently launched Standard and Proof Investigations, a litigation support focused on financial fraud, OSINT searches, corporate governance, and assessing the integrity of AI-produced data. Michelle discusses her career through consumer protection roles at the CFPB and the FTC, plus her long-standing focus on forensic accounting and following the flow of funds. In a speed round, she names Kate Ward, Pinkerton's first female private investigator. Connect with Michelle: https://www.linkedin.com/in/michelle-t-59751427/

For nearly 150 years, Four Cubs Farms in Grantsburg, Wisconsin, has been built on a simple principle: people matter.In this episode of the Uplevel Dairy Podcast, Peggy Coffeen sits down with Gary and Cris Peterson, their son Ben Peterson, and Dairy Manager Nathan Brandt to explore the leadership, culture, communication, and innovation that transformed a small family dairy into a thriving 1,000-cow operation.From succession planning and employee engagement to genomic testing, feed efficiency, and building trust across generations, this conversation offers valuable lessons for dairy producers looking to create resilient businesses that can thrive well into the future.Whether you're navigating farm transition, building a team, or looking for ways to strengthen your operation's culture, this episode delivers practical insights from a farm that has successfully blended family values with modern dairy management.This episode is sponsored by Compeer Financial. Compeer Financial is a member-owned Farm Credit cooperative serving and supporting agriculture and rural America. Their dairy team brings world-class expertise and tailored solutions to support dairy producers' financial goals and lending needs.02:00 – Growing from 60 cows to 1,000 cows03:00 – Roles and responsibilities within the farm team05:00 – Cris Peterson's journey from city girl to dairy advocate09:00 – Leadership transition and bringing in outside talent10:00 – Nathan Brandt's path into dairy and Four Cubs Farms13:00 – Building a team with complementary strengths14:00 – Innovation through feed systems and grain storage16:00 – Genetics, genomic testing, and future herd growth20:00 – Nutrition strategies for today's high-performing dairy cows24:00 – The role of culture in farm success27:00 – Trust, communication, and employee retention30:00 – Creating clarity, consistency, and rhythm across the operation32:00 – Succession planning, growth, and preparing for the future

Preview for Later Today: Guest: Samuel Ben-Ur. Samuel Ben-Ur, from the Foundation for Defense of Democracies, identifies Hamas as being sustained by funding and political cover from Qatar and Turkey. He questions their roles as mediators while providing terror groups shelter.1922 GAZA GREAT MOSQUE

What becomes possible for us as coaches when we move beyond the privacy of one to one conversations and begin working with the energy, complexity, and potential of groups and teams? In this episode of The Coaching Crowd podcast, we explored why so many coaches are choosing to train in group and team coaching, and why this area of coaching practice feels increasingly relevant in today's professional landscape. We wanted to bring this conversation to the podcast because coaching is no longer limited to one to one development conversations. More organisations, leaders, teams, and individuals are seeking collective development experiences. They want spaces where people can learn together, reflect together, challenge one another, and feel part of something more connected. That matters because so many people are experiencing disconnection, pressure, and exhaustion. Group coaching and team coaching can create powerful spaces where people feel seen, heard, and supported by others who may be facing similar questions or challenges. In a professional context, this also gives coaches the opportunity to work more systemically, supporting culture, communication, leadership development, and organisational change at scale. During the conversation, we reflected on the size of the opportunity for coaches. Group and team coaching are not new, but more coaches are now asking how they can broaden their work, move into organisations, support teams, run development programmes, and offer more than individual coaching sessions. For coaches who have mainly worked one to one, this shift can feel exciting, but also intimidating. We spoke about how group dynamics and team dynamics are far more complex than individual coaching. When you move into a one to many setting, there are more relationships, expectations, emotions, roles, and patterns in the room. This means coaches need more than confidence. They need structure, skill, presence, and an understanding of the psychodynamics that can emerge when people come together. One of the key reflections from this episode was that training in group and team coaching can benefit you even when you are not yet sure whether you want to specialise in this area. It develops your systemic thinking. It helps you see your one to one coaching clients as part of wider systems, including families, teams, organisations, communities, and cultures. That naturally expands the quality of the questions you ask and the way you support clients to understand themselves. We also explored how training in this area can open doors. Many coaches begin with one to one coaching in an organisation and then get asked whether they can support a team, design a programme, facilitate a workshop, or help with a leadership development initiative. Those moments can be exciting, but they can also create doubt. Having training behind you can give you the confidence, credibility, and practical tools to say yes to those opportunities. Another important theme was the need for coaches to think strategically about their business. Group and team coaching can help create more scalable offers, more variety, and more routes into organisational contracts. It can sit alongside one to one coaching, leadership development programmes, workshops, internal coaching roles, and wider organisational development work. We also reflected on the human nature of this work. Modern coaching is not only about performance. It is relational, emotionally intelligent, and systemic. In a world where artificial intelligence is changing how people work, human relationships are becoming even more important. Knowledge may be increasingly available, but connection, trust, culture, and shared understanding still require human presence. That is why group and team coaching feels so valuable. It supports people to understand how they relate, communicate, collaborate, and make progress together. It also gives coaches the chance to engage with the living, breathing reality of organisational culture and human behaviour. In the episode, we also shared more about our Group and Team Coaching programme, including the five phases that sit at the heart of the course: Grounding and Gathering, where we explore how to set the work up for success and orientate people into the coaching experience. Roles and Responsibilities, where we consider the role of the coach and the roles that people naturally take up in groups and teams. Options and Opportunity, where we explore coaching methodologies, practical activities, and ways to work creatively with groups and teams. Union and Understanding, where we look at group dynamics and the complexity of human behaviour in collective spaces. Presence and Progress, where we focus on closure, endings, progress, sustainability, and how groups and teams recognise and carry forward change. We also discussed the mindset of a group and team coach, because this is emotional work. How we resource ourselves, what we believe about groups, and how we manage our own presence will shape the quality of the work we offer. This episode is for coaches who are curious about expanding their practice, leaders and HR professionals who already work with groups and teams, and anyone who wants to build more confidence in facilitating meaningful collective development. Ultimately, group and team coaching is not an either or choice. It can sit beautifully alongside one to one coaching. It can widen your impact, strengthen your coaching practice, create new business opportunities, and help you work with the rich complexity of people, culture, and systems. Timestamps: 00:00: Welcome to The Coaching Crowd podcast 00:06: Why so many coaches are training in group and team coaching 00:38: Five reasons to consider group and team coaching 01:58: The size of the opportunity for coaches 03:59: How group and team coaching enhances one to one coaching 05:52: Building confidence to pitch group and team coaching work 06:56: Organisational contracts, leadership development, and scalable offers 08:22: Why group and team coaching requires specific training 09:36: The relational, emotional, and systemic nature of modern coaching 10:02: How AI and changing workplaces are influencing team dynamics 10:44: Overview of the Group and Team Coaching programme 11:10: Grounding and Gathering 11:45: Roles and Responsibilities 12:16: Options and Opportunity 12:46: Union and Understanding 13:06: Presence and Progress 14:00: Mindset and business development for group and team coaches 15:16: Why group and team coaching can be energising and valuable 16:13: Facilitated programme structure and how to join Key Lessons Learned: • Group and team coaching allows coaches to create impact beyond one to one conversations by working with collective learning, shared reflection, and systemic change. • Training in group and team coaching can strengthen your one to one coaching because it helps you see clients within the wider systems they belong to. • Group dynamics and team dynamics are more complex than individual coaching, so coaches need specific skills, structure, and confidence to work well in these spaces. • Organisations are increasingly investing in collective development because workplace culture, relationships, communication, and leadership are changing rapidly. • Group and team coaching can open doors to organisational contracts, leadership development programmes, workshops, internal coaching roles, and more scalable coaching offers. • Effective onboarding is crucial because how a group or team enters the coaching experience shapes the safety, clarity, and outcomes of the work. • Human presence, emotional intelligence, and relational skill remain essential in group and team coaching, especially as AI continues to reshape how people work. • Group and team coaching can bring more variety, energy, and strategic growth into a coaching business. • The work is not only for qualified one to one coaches. It can also support leaders, HR professionals, learning and development practitioners, and organisational development specialists. • Group and team coaching is not a replacement for one to one coaching. It can sit alongside it as a powerful extension of your coaching practice. Keywords: group coaching, team coaching, group and team coaching, coaching training, coach training, coaching CPD, one to one coaching, coaching skills, systemic coaching, organisational coaching, leadership development, team development, group dynamics, team dynamics, ,coaching practice, coaching business, coaching programme, emotional intelligence in coaching, workplace coaching, coaching for organisations, Links & Resources Group and Team Coaching course: https://igcompany.com/group

“We have twelve scrum masters. Why is nothing working?” If you have ever asked some version of that question, this episode is for you.Kate Megaw, Anu Smalley and Ryan Smith dig into the challenge they hear in almost every class they teach, a real lack of role clarity. Companies send a strong project manager to a two day course, hand them a new title, and then wonder why nothing changes. The honest answer is that nobody ever defined what the role is actually accountable for. This episode unpacks the difference between roles and accountabilities, why a scrum master is not optional, and how to define seats around outcomes instead of titles. Along the way Kate and Anu have a friendly fight over RACI, whether it hardens into swim lanes or serves as a living guiding light, and what responsible really means at a startup versus a large enterprise.What we cover:“We have twelve scrum masters, why is nothing working?”Roles vs. accountabilities, and why the org chart liesThe RACI debate: swim lanes vs. guiding lightThe kitchen sink job description with 45 impossible dutiesStart with outcomes, not titles, and revisit at every kickoff

“People don't do what you expect, they do what you inspect” Dre Baldwin Top Five Tips for Eliminating Execution Drift in Growing Organizations1.  Define Behavior, Not Just Outcomes2. Build a measurable execution scorecard    3. Remove Ambiguity from Roles and Standards4. Systematize “The Same Things, The Same Way, Every Time”5. Enforce accountability through structure not emotionTIME STAMP SUMMARY04:03   Importance of team leaders communicating that activities are being tracked to ensure compliance.08:58  Consistent enforcement of standards is crucial for maintaining order and respect.17:58   Systems can be simple but effective, and they are essential for managing growth.20:10   Accountability should be based on consistent processes, not personal relationships or moods. Where to find Dre?Website                        https://www.dreallday.com/LinkedIn                       https://www.linkedin.com/in/dreallday Dre Baldwin Bio Dre Baldwin is the creator of Work on your game, the operating system for high performance entrepreneurs.After a 9-year pro basketball career, Dre has delivered 4 TEDx Talks, authored 43 books, and built a body of work consumed over 100 million times. His framework installs discipline, structure and presence into experts and service pros ready to scale from six to seven figures with clarity, confidence and control. 

Brother Nick shares a Father's Day message beginning from Joshua 1:18 and  various other scriptures.

Send us Fan MailIn this episode, I reproduce a three-part Zoom lecture that was inspired by a Lucy Holmes (2006) article titled, "Becoming an Analyst: Learning to Live with Madness, Aggression, and the Unknown," in which she gives therapists permission to be angry, stupid, and crazy. I apply her ideas to my own experience as a process-group leader, but one could apply them to any endeavor at becoming competent in a given field. 

Voici le deuxième épisode de l'aventure Game of Rôles - Noir : diffusé le 17/06/2026 en direct sur Twitch depuis le studio de Gozu à l'ancienne et retransmis ici en podcast.Une aventure écrite par Clémence Boyer et masterisée par Fibre TigreAvec Lâm, MisterMv, Lydia et Dazun accompagnement musical par Jotabeau décors Julietteau maquillage et aux costumes LaureneAvec le soutien de l'éditeur Elder CraftUne production GozultingMontage du podcast par Zu====Ecoutez Game of Roles sur Apple Podcasts: podcasts.apple.com/fr/podcast/game…ic/id1350491357Ecoutez Game of Roles sur n'importe quelle app de podcasts: rss.acast.com/game-of-roles-magicRejoignez-nous :Sur le twitter de Qualiter : twitter.com/dequaliterSur la chaine Twitch de Qualiter: twitch.tv/dequaliter❗Participez au financement participatif sur ULULE pour la prochaine saison ❗ Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Voici le deuxième épisode de l'aventure Game of Rôles - Noir : diffusé le 17/06/2026 en direct sur Twitch depuis le studio de Gozu à l'ancienne et retransmis ici en podcast.Une aventure écrite par Clémence Boyer et masterisée par Fibre TigreAvec Lâm, MisterMv, Lydia et Dazun accompagnement musical par Jotabeau décors Julietteau maquillage et aux costumes LaureneAvec le soutien de l'éditeur Elder CraftUne production GozultingMontage du podcast par Zu====Ecoutez Game of Roles sur Apple Podcasts: podcasts.apple.com/fr/podcast/game…ic/id1350491357Ecoutez Game of Roles sur n'importe quelle app de podcasts: rss.acast.com/game-of-roles-magicRejoignez-nous :Sur le twitter de Qualiter : twitter.com/dequaliterSur la chaine Twitch de Qualiter: twitch.tv/dequaliter❗Participez au financement participatif sur ULULE pour la prochaine saison ❗ Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Welcome back to another episode of the unSeminary podcast. Today we're joined by Tim Foot, CEO of Slingshot Group. With nearly three decades of ministry and leadership experience having worked with thousands of churches, Tim brings deep insight into one of the most critical drivers of church health: your team. In this conversation, we explore what separates stagnant teams from those that create real momentum and how leaders can shift from survival to remarkable impact. Why teams stall out. // After working with thousands of churches, Tim consistently sees the same patterns: unclear expectations, misaligned priorities, lack of structure, and unspoken tension. Many teams are overly task-driven but underdeveloped relationally. Others don't fully understand how their strengths and weaknesses fit together. The danger of “hero-driven leadership.” // When a church relies too heavily on one standout leader to carry the mission it results in what Tim calls “hero-driven leadership.” While it can produce short-term results, it ultimately leads to burnout, unrealistic expectations, and fragile systems. Leaders often fall into this trap because it feels productive, and even rewarding, to be the one with all the answers. But over time, it limits team development and creates dependency instead of shared ownership. From hero to team. // The future of healthy ministry is team-based leadership. Instead of building ministries around individuals, churches must build systems and cultures where teams thrive together. This requires leaders humbly admitting they don't have all the answers and a willingness to slow down in order to build alignment. When leaders shift from being the “hero” to developing others, they unlock far greater long-term impact. The seven “key signatures” of remarkable teams. // Tim introduces a framework of seven core areas that every healthy team must develop: conviction, message, culture, roles, systems, friction, and risk. These “key signatures” work together like elements in music, providing structure that leads to a strong, unified outcome. Conviction anchors the mission (“why we exist”), while message communicates that mission clearly. Culture shapes how people experience the team, and roles define how individuals contribute. Systems enable growth, friction drives improvement, and risk fuels breakthrough. Why friction is actually healthy. // One of the most counterintuitive ideas Tim shares is that healthy teams need friction. Many leaders try to eliminate tension, assuming harmony equals health. But in reality, the absence of friction often means important issues are being avoided. Healthy friction leads to better ideas, stronger alignment, and greater innovation. The key is ensuring it doesn't become personal. When friction turns relationally destructive, it's unhealthy. But when it stays focused on ideas and outcomes, it becomes a powerful driver of growth. A practical tool for leaders. // To help teams take action, Tim points leaders to a free “team awareness assessment.” This tool helps churches evaluate how they're doing across the seven key signatures, identifying areas of strength and opportunities for growth. It's designed to spark meaningful conversations that lead to real change. A final challenge for leaders. // Tim leaves leaders with a simple but powerful reminder: if your mission matters, your team matters more. Churches often focus heavily on the people they're trying to reach, but neglect the health of the people they're leading alongside. Sustainable, mission-moving ministry requires both. To learn more about Tim's book Reaching for Remarkable: The 7 Key Signatures Behind Every Remarkable Team and take the free team assessment, visit reachingforremarkable.com or explore additional resources at slingshotgroup.org. Thank You for Tuning In! There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I'm grateful for that. If you enjoyed today's show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they're extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally! Thank You to This Episode’s Sponsor: TouchPoint As your church reaches more people, one of the biggest challenges is making sure no one slips through the cracks along the way.TouchPoint Church Management Software is an all-in-one ecosystem built for churches that want to elevate discipleship by providing clear data, strong engagement tools, and dependable workflows that scale as you grow. TouchPoint is trusted by some of the fastest-growing and largest churches in the country because it helps teams stay aligned, understand who they're reaching, and make confident ministry decisions week after week. If you've been wondering whether your current system can carry your next season of growth, it may be time to explore what TouchPoint can do for you. You can evaluate TouchPoint during a free, no-pressure one-hour demo at TouchPointSoftware.com/demo. Episode Transcript Rich Birch — Hey friends, welcome to the unSeminary podcast. So glad that you have decided to tune in. Listen, listen, listen, pull in close because today’s conversation, I don’t even know your church, but I know that a large portion of your budget is being spent on the thing we talk about. In fact, lots of churches, it’s like half of their budget. And it’s an even larger portion of the outcome of your ministry. It’s incredibly important what we’re talking about today. And so you do not want to miss this. Rich Birch — And we’ve got an expert that has worked with not tens of, not hundreds of, but literally thousands of of churches like yours and wants to help you take steps forward. Excited to have Tim Foot with us. He has nearly 30 years of experience, which I’m not sure how that’s possible, such a young man, as a leader, pastor, coach, speaker, musician in both Australia and North America, bringing a diverse background to his role as the CEO and president of Slingshot Group. If you’re not aware of who Slingshot Group is, they take the guesswork out of nonprofit and church staffing. He’s recently written a book that I’m excited for you to learn more about. But Tim, welcome to the show. So glad you’re here.Tim Foot — Rich, it is so glad, it’s so great to be on with you today. I’m excited about this conversation.Rich Birch — So good. I'm I’m excited for it too. Why don’t you kind of give us a bit of the Tim Foot background? Tell us a little bit about about you and kind of give us the how do we end up here in this conversation today?Tim Foot — Yeah, it’s interesting. I often say to people, I had no idea that I’d be on the other side of the world to where I started doing what I’m doing. But this is what happens, Rich, when you say, keep saying yes to God.Tim Foot — Born and raised Tasmanian, worked as a musician and in ministry in Sydney for 10 years after moving from Tasmania, then relocated to Boulder County, Colorado in 2002, been here for 25 years now in ministry at a great church called Lifebridge Christian Church. Built ministry there for 10 years and went bivocationally started working with the Slingshot Group when there was a handful of us doing a handful of staffing and coaching work and then things exploded.Tim Foot — And I really, really hit my sweet spot and saw how God had been preparing me for so many years to work with teams, love teams, love the strategy of teams, love working with people, love the fact that placing the right leader on the right team exponentially moves the mission forward and affects culture in all kinds of ways.Rich Birch — So true.Tim Foot — And so I’ve had all kinds of roles in Slingshot over the years, now get to lead our team of amazing consultants around the US serving so many, and beyond, serving so many ministries and teams move mission forward.Rich Birch — Love it. I’m so glad that, yeah, this is going to a good conversation. You know, one of the things I want to take advantage of is the fact you’re really an expert. You know, you’ve worked with, you and Slingshot have worked with thousands of churches and organizations, and you you really get a chance to see churches at an interesting inflection point.Rich Birch — You know, often when we’re hiring a team member, bringing someone in or trying to develop our teams, you know, we’re thinking about the future and we’re, we’re taking a step back. And like you say, I do think it’s a transformative inflection point that you’re involved in. Rich Birch — So you’re sitting across the table from a lot leaders, and maybe even some leaders who their mission is stalling. Like things aren’t maybe going as well as we would hope. Are yeah there any patterns in that you’re seeing, are there things that you see time and time again in churches that might be holding us back?Tim Foot — Yeah, I immediately thought of a common question we’ll ask teams when we’re brought in when it comes to needing a new person on the team or helping coach leaders. We’re often brought in in crisis moments, moments of transition, but they’re also moments of incredible opportunity.Tim Foot — And we’ll often ask the question, hey, do you want a painkiller or do you want a vitamin? And so often the the team is thinking they want the painkiller, they want the pain to go away. They want to solve the problem, they want to fill the seat, or they want to break through whatever it is they’re struggling with. But honestly, deep down, they need to start a regimen of vitamins to help them get to a healthy place to move the mission forward.Tim Foot — We often will see an unawareness that the wrong people are around the table. Or an unawareness that they need other leaders around the table to help them move forward, whether it be vocational paid leaders or volunteers.Tim Foot — We’ll often see misalignment and a lack of focus on the right things. Communication misfires around why the mission actually matters. We’ll often teams see teams that are task-driven at the expense of relationships.Tim Foot — And then an unawareness of strengths and weaknesses and how they complement each other, how they help move you forward or how they hold you back. Other patterns are a lack of structure to support the work. Elephants in the room, taboo topics, fear around failure that leads to lack of innovation. So many different patterns we’ll see and be able to diagnose and say, hey, we need to have conversation around that because I think uncorking that will help you accelerate the mission.Rich Birch — That’s cool. One of the things I love by reputation that I love about Slingshot is I love that you’re asking those bigger questions that it’s not just like, okay, how do we get to let’s just, let’s get the next hire done and move on.Rich Birch — It’s like, you know, you’re, you’re trying to ask those bigger questions and which I, that which I think, you know compliment to you and your organization that you’re trying to. Because we know when we need the painkillers, but really we need to take some good vitamins over an extended period of time to make our things more healthy for sure. Hmm.Tim Foot — You know, Rich, when we jumped into staffing work almost 20 years ago now, we had to educate the church on the need to have outside advice around staffing. But it was a lot of art and not as much science.Tim Foot — And now we’ve developed so much science around the art with with things like our candidate match tool. When you’re looking for a leader, you have to align around what you actually want in that new leader. So many teams will say, hey, we need this, this, this, this, this, this. And in the end, they’re looking for a purple unicorn. And that’s not going to help.Rich Birch — Right.Tim Foot — And we’ll talk about that as we get deeper in the conversation.Rich Birch — Right. Yes.Tim Foot — But Rich, last time I looked, unicorns are still mythical creatures. Rich Birch — True. Tim Foot — And so working working out what you actually need… Rich Birch — Right. Tim Foot — …and getting an awareness around alignment with who’s around the table may actually change your idea of what you’re looking for. Alignment is so important in getting an awareness of what our strengths and weaknesses are. Are we focused on the right thing? And are we actually moving the mission forward right now or is it stalled out?Rich Birch — Yeah, yeah, that’s good. One of your consultants, that remember once I was in a conversation about that very issue and and you know we had really lofty goals for what we were trying to hire. And and they they walked us through that conversation where it was like, okay, well, let’s let’s think about how many of these people are actually out there.Rich Birch — So and you list off hat half a dozen things that we were looking for and you cut back and you think, well, how many people actually work in the church? How many people have worked as long as we want to work and have had experience that we did and have done the stuff that we want to do?Rich Birch — And you literally get down to like, Well, there might be three people, you know, like, you know, and so anyways, that’s, that’s, that’s so true.Tim Foot — And actually… Rich Birch — You… Yeah, go ahead.Tim Foot — …that’s what we’ll often say. There are maybe three to five people when you have all of these filters in place, they can actually fill this role.Rich Birch — That’s true.Tim Foot — And that’s why you need to focus on ministry and you need to let us focus on finding those people.Rich Birch — Yeah, that’s good. Yeah, that’s good. That’s great. And yeah, and if there’s three to five and one of them is Jesus, the other is the Holy Spirit. So it’s like, you know, you’re down to just a very few. You… Tim Foot — And Rich, let’s not talk about why many, many teams wouldn’t hire Jesus these days.Rich Birch — Yeah, yeah. That’s a whole other topic. that’s That’s great. Now, you’ve said something once that caught my attention, and it’s in my head has been branded to you. And it’s that most of us were trained on a model, a leadership model that nobody named out loud, that everyone, that we’ve all absorbed.Rich Birch — What is that model? You know, what it look like? And I know when you named this, I started seeing this everywhere I looked. I was like, oh, wow, I can see this in multiple different places in myself and in our organization. What what is this model?Tim Foot — Yeah, I mean, the the model we see is hero-driven leadership. It’s when we rely too much on individuals to actually carry the mission. And I think the cracks have happened.Tim Foot — I mean, we’ve seen it, Rich, you and I are similar ages. I think the cracks are happening generationally. The builders and boomers were wired differently for a different time and culture. And us Gen Xers, we can code switch. I mean, we we see we see that happening all the time. And as we stepped into leadership, the cracks started to appear.Tim Foot — I mean, we see it every week. Another leader burning out, doing stupid things because of too much pressure. Then millennials and Gen Z are now leading in a new way that we need to embrace.Tim Foot — And so I think we’re seeing those cracks around that hero dependence, and we’re starting to see the need more than ever to have a team awareness, a holistic approach, or we’re just going to have leaders continue to burn out.Tim Foot — And we sit we see it around unrealistic hiring expectations, a lack of support for great leaders when they’re hired, a lack of development.Tim Foot — Hero dependence is a terrible staffing and growth strategy and becomes a massive trap when it comes to a number of the key focus areas or patterns we’ve seen that healthy teams focus on and move mission forward.Rich Birch — Yeah. See, this is the thing when you, I heard you say that once and it, it literally, I sat up and I was like, oh man, I’ve seen that in my own, you know, my own hiring. I’ve seen that in the way I’ve talked with, you know, I see the leaders around me. You see these people who they’ve kind of built the entire ministry around themselves and they’ve built, it’s like, it doesn’t work if they don’t, it’s like, they’re such a unique individual. They have to lift it all. Rich Birch — But what makes that model so sticky? Like, why do we keep coming back to that? Why? Even if we know like intellectually in our heads, yeah, that’s not a good idea. It feels like we just keep coming back to this same thing time. In fact, we actually reward it. We’ll be like, wow, isn’t that great? This person’s amazing. And we just kind of keep moving on. Why is that?Tim Foot — It’s the shiny object trap. I mean, that that the the shiny object, aka the the talented leader that we think is going to catapult the ministry. Often we see it in in hiring conversations when a particular organization wants to go after somebody that’s been in at a much bigger organization than them. And often that person, if if they can attract them, will come in with a playbook that isn’t uniquely suited to the organization they’re stepping into. Or there aren’t systems to support that new leader and the growth that’s going to happen. And burnout happens at every level. But but we both know, Rich, busy work makes us feel productive. But is it the right work?Rich Birch — That’s so true.Tim Foot — And and we know that we can be ourselves the shiny object. We we want to it feels good to be the hero. It feels good to be the one that’s solving problems. Rich Birch — Sure.Tim Foot — It feels good to be the one that has all the answers. Rich Birch — Right.Tim Foot — And I think that’s one of the biggest threats in healthy leadership today is feeling like you have to have all the answers. Because I think one of the most powerful statements from healthy leaders and healthy teams is, hey, we don’t know what to do next. Because it actually opens up the room for new thought. It opens up the room for collaboration. And it opens up the room for teamwork. Tim Foot — But it’s easier to move quick. It’s easier to move quick and be surrounded by people who agree and play it safe.Rich Birch — So true.Tim Foot — And then down the road, we realized that we weren’t growing in every sense of that word. And the mission was stalled out. We know we often have to slow down, re-strategize, look at who’s around the table, work out how we work together to move faster in the long term. We have to be vulnerable to make a team work. And sometimes it requires us to actually help others win than focus on heroes. Tim Foot — I mean, you think about a winning sports team. It’s not about just one person out there doing all the work. We’ve got to work together as a team. You know, it’s it’s it’s how do we work together and have had have less dependence on that shiny object, those standout leaders or those heroes?Rich Birch — Yeah, that’s good. I love that. I remember years ago, we had a coach come in and as a lead team, and this basically spent a week with us and then, you know, try to help us get better in our leading of our people. And I remember at the end of the week, the leader who we brought in said you answer way too many questions. And I was like what do you mean by that? They’re like, you need to ask more questions and you answer. You’re you’re putting yourself way too much in the middle of all of this and you’re not letting…And I was like, oh that’s a good insight. You know, we’re not raising up other people we’re trying to uh you know make it all about us rather than about our teams. Well, I’d love to talk about your book.Rich Birch — So the title is Reaching for Remarkable: The Seven key signatures behind every Remarkable Team. Let’s start with the word Remarkable. You literally have it twice in your title and subtitle. Why Remarkable? And how does that relate to hero? Because I was like, isn’t that the same thing? Like, isn’t it couldn’t this be reaching for the heroic? So unpack that.Tim Foot — I love that word remarkable. And it’s always been our mission at Slingshot. We build remarkable teams through staffing and coaching because your mission needs a remarkable team to move it forward. Tim Foot — Jesus left us with the most remarkable mission. And but it wasn’t enough. He needed a team to move it forward. And if Jesus needed a team to move it forward, we need to move it forward as a team.Rich Birch — Right.Tim Foot — And so we’ve all got these unique expressions of that remarkable mission. But if that mission matters, your team matters more. Rich Birch — That’s good.Tim Foot — And so when it comes to Remarkable, it’s about the mission. It all comes back to the mission. And we never fully arrive, Rich. We’re always reaching.Rich Birch — That’s good.Tim Foot — We’ve always got to be focusing on the right things, doing the deep work of of of reimagining, reinventing, and re-moving forward to reach for remarkable momentum when it comes to our mission. But we’ve got to focus on the team and the right the right areas to move that mission forward.Rich Birch — Yeah, that’s good. So you actually talk about these, there’s these seven key signatures. Can you take a little bit of time and just unpack those? We won’t be able to get into all of them, but kind of talk us through how does it hang together as kind of a big idea?Tim Foot — Well, give you a little bit of context behind why they’re key signatures. You mentioned it in the intro, in a former life, I was a working musician and I would do solo gigs. It was my tentmaking job to do ministry back in Australia. Rich Birch — Right.Tim Foot — I would work three to five nights a week as a musician. And I always had way more fun working with other musicians in a team setting, because ah a band is essentially a team. And my best experiences, Rich, was when I was on stage with other musicians who were often better than me, but I was leading the band. We all lifted each other. And to achieve remarkable results, there was structure to it.Tim Foot — I mean, you know, there’s structure to music. There’s harmony and there’s rhythm and there’s key signatures. There’s tracks to run on that allow us to have a remarkable output. Rich Birch — That’s good.Tim Foot — And so as I move from that world into team strategy world, team specialist world, building teams world, I realized, hey, there are also tracks to run on as a team to reach for health and reach for remarkable, a remarkable output and remarkable momentum. And so that’s where we came up with these seven key focus areas that we call the seven key signatures behind every remarkable team.Tim Foot — And they’re a pathway, they work together. And I’ll run through them quickly. And then we can unpack what you what you want to unpack with the time that we have left, Rich.Tim Foot — But though, and they’re simple. I mean, these are patterns that I’ve observed over the last 16 years staffing teams, but the last 30 years growing in teams, learning from teams, leading teams. I mean, you and I both grew up in in church, Rich, and I learned a lot of of leadership lessons from being a volunteer on teams in in in my late teens and and early 20s, so much.Rich Birch — Yes, 100%.Tim Foot — But these patterns, this pattern or these key signatures start with number one, conviction. Conviction, which is a shared sense of why you exist and what you’re called to do. It’s the why behind the what. It’s the Simon Sinek. People buy why you do, not what you do. So that’s number one is conviction. Tim Foot — Number two is a message, a compelling and consistent way of communicating what matters most because, Rich, everything communicates. What’s the story our leadership is communicating? What we say, what we don’t say, our actions, our systems and processes. What story is it communicating? That’s number two. Tim Foot — Number three is culture, the values and behaviors that shape the soul of our team. How are people experiencing your ministry organization or your team?Tim Foot — Number four is roles, unique contributions for remarkable impact. Roles that clarify how we work together. Tim Foot — Number five is systems, which is scalable design for remarkable growth. Systems scale our mission. Tim Foot — Number six is friction because healthy friction moves the mission forward. How do we embrace healthy friction for growth? Tim Foot — And then the last one, number seven, and these all build on each other, is risk, which is bold moves that drive remarkable outcomes, initiatives that lead to breakthrough, strategic risk, not blind gamble. So those are the seven.Rich Birch — Love it. And you know friends, i I do think I would highly recommend that you pick up copies of this book. To me, when I when I saw this, to me, this feels like the kind of book that we should read together as a leadership team. Like, hey, let’s pull this together. You know maybe you’re looking for a fall thing to do with your leadership team. This would be a great book for you to pick up and go together. Rich Birch — There’s a couple I would love to tease out a little bit. I’d love you to pull out for us. Help us understand. You differentiate between conviction and message, two different things. I think lots of times we might collapse those into one. Why are they two separate? Help us understand the difference between those two.Tim Foot — Absolutely. Conviction, again, is why we do what we do. Without shared conviction, you won’t move the mission forward. There won’t be a reason behind initiatives. They’ll fall flat. Rich Birch — Right.Tim Foot — There won’t be a reason behind the message you’re communicating. That’s why they’re different. So conviction is what keeps us in on the days we want to quit.Tim Foot — I mean, think about the early church in Acts 4. It’s a great, best example of conviction. Peter declaring in Acts 4:20, we cannot help but speak about what we’ve seen and heard. They didn’t just believe. They acted. It drove every decision.Tim Foot — If the disciples were just compliant, when Jesus ascended, they would have scattered. But because they were convicted, they ah nearly all of them gave their very lives for the mission. Conviction is our North Star. It’s It’s like calling. it’s It’s what keeps you the days, keeps you in it, the days you want to quit. And Rich, we know there’s going to be plenty of days you to quit. Tim Foot — Message, however, is is the story we’re communicating. It’s how we hire, fire, onboard, develop. It’s how we communicate our conviction and our overall mission. And in the book, we list a bunch of traps for each of these seven key signatures. And we can chat about some of the most common traps. But a common trap for for message is assumption. Rich Birch — It’s good.Tim Foot — We assume people understand and care like we understand and care. Rich Birch — Right.Tim Foot — And we don’t ask enough questions. I mean, it’s why Jesus’ ministry was full of questions, Rich. Rich Birch — Right. Right.Tim Foot — Because he was he was cementing conviction. I mean, Jesus asked the best questions and rarely gave the answers. He lived the answers and he teased the answers out because that’s what led to conviction. That’s why they build upon each other. Tim Foot — You can’t have a story without conviction. You can’t have a message without conviction. And you can’t have a healthy message unless you are asking the right questions to make sure people are hearing and understanding it. Tim Foot — Did you like like did you understand what I just communicated? What did you just hear that I that I said?Rich Birch — Right.Tim Foot — Why why are why are you so convicted to by our mission?Rich Birch — Yeah.Tim Foot — Why are you committed to it? So many great questions.Rich Birch — Yeah, it’s good.Tim Foot — The book is full of questions too. I’m a I’m a serial question asker. They used to call me “Quiz” when I was a teenager because I asked so many questions.Rich Birch — Yeah.Tim Foot — And it wasn’t until later that a mentor and co-founder of Slingshot, Stan Endicott—I think you know him, Rich—that he he convinced me that my proclivity for asking so many questions was actually a spiritual gift and not a special need.Rich Birch — Yeah. Tim Foot — Because questions, questions move conversations forward.Rich Birch — Yeah. Yep. Yeah, it’s true. It’s so good. And yeah, as I’ve shifted into full-time coaching, I have found, yeah, like that the the skill of asking a good question, it’s like, you know, I think the best moments I have with the people I’m working with are when we’re, I’m asking questions and they’re discovering, they’re tripping on to their own answers that maybe are a little different even than I would have. But just asking good questions, super important.Rich Birch — Okay. Another one that stood out to me of the, and again, friends, you’re going read all this. Obviously we can’t cover this in just, you know, half an hour conversation. But talk to me about friction, healthy friction. Tim Foot — Yeah. Rich Birch — So I literally have said as an executive pastor, my job was to remove friction from the organization. And so when you say, oh, you lots of us are trying to remove it. I was like, ouch, that’s me.Rich Birch — Because I think that’s, ah you know, I would I want to find places where we’re stuck and say, how do we get those unstuck and push this thing forward? So talk to me about why I’m wrong about friction.Tim Foot — I was there too, Rich. I was absolutely there. But when I get to number six, when we’re speaking on this or teaching on this, I will often say, hey number six is a wait, what? Tim Foot — I thought this was the sign of an unhealthy team. I used to think that. I used to think that the harmonious teams were the healthy ones, that when I walked into a context where there was all harmony with the team, that it was there was healthy, the absence of friction was healthy. But it’s not. It’s a sign of unhealth. Tim Foot — And I’m talking, there’s two kinds of friction, healthy and unhealthy. I’m talking about healthy friction. I mean, you think about a car and how the rubber meets the road, causes friction, moves the car forward. If you don’t have friction in your team, your mission isn’t going on anywhere.Tim Foot — It’s interesting, Zippia workplace survey found out that 76% of employees in the workplace avoid conflict, which is a real problem because healthy friction sharpens and aims teams, while avoiding conflict leads to complacency and stagnation.Tim Foot — Teams where members are passionately embracing friction will not only push through and forward to great results, they’ll attract and retain, which is really important, they’re going attract and retain top leaders. It’s where the mission truly comes alive and evolves to all it can be. Good leaders, rich, know to allow it. They know not to control it, but closely monitor it.Tim Foot — We get to decide if the tension or friction we allow is healthy or unhealthy. We call this the loaded gun of the seven key signatures, because when this gun goes off, it either breaks through a door or a wall that you needed to break through, or somebody gets hurt. And good leaders know how to monitor that and help it break through and not damage other leaders.Rich Birch — Yeah, let’s double click on that. Help me understand. So yeah, I’m going with you. I can see what you’re saying. You know, healthy friction, you know, unhealthy friction, good friction, bad friction. So give me an example. Rich Birch — You walk into it, you’re working with a ah church and there’s some telltale signs of, friction that’s that’s negative, that’s actually pulling the organization back, that’s that could be potentially hurting, or maybe has gone too far, or what’s, I’m not sure the best way to say that. Versus, hey, no, here’s some here’s some good friction that’s actually some good heat here that’s pushing the tires forward. Help us, what does that look like?Tim Foot — When when it becomes personal, Rich, that’s always the way you know it’s trending towards unhealthy. We’ll get to it in a minute, but we’ve got a team assessment on our website now around these seven key signatures, and we talk about unhealthy, inconsistent, functional, remarkable.Tim Foot — Most most teams live in that functional space. If you’re below unhealthy, it’s trending toxic, and that’s when you need ah that’s when you need the 4Sight group and Jenni Catron to come I mean, do some some deep, deep culture work. Rich Birch — Right.Tim Foot — I’m all about our ecosystem. I know you are too, Rich. It’s like when you need the deeper work, then you need the specialist. Rich Birch — Sure, sure.Tim Foot — But right now you’ve got the general practitioner. Rich Birch — Yeah, yeah, yeah.Tim Foot — But but when it gets when it gets personal, you know that that’s unhealthy friction. Rich Birch — That’s good. Right.Tim Foot — And let’s go back to um the the harmony piece. Because that’s one of the traps when it comes to friction. it’s It’s the harmony trap. And it’s like it’s you wanting there to be you know violins and and and and birds singing and for everybody to be loving each other. That’s also a sign that there is unhealthy friction. Rich Birch — Right. Tim Foot — Because there’s things lurking that have been pushed down below the surface that are going to come out sideways that if you had just dealt with it straight away, it actually could have become momentum for your mission. It’s the unspoken influences trap. it’s the It’s the elephants in the room.Rich Birch — Right.Tim Foot — It’s what everybody’s thinking about, but nobody’s talking about. That’s going to that that’s gonna be insidious and it’s going to chip away at the health of your team. Rich Birch — Yeah, that’s good.Tim Foot — And it’s gonna become unhealthy friction. And so that’s a great question to ask. And that’s in the book too. What’s every thinking about, nobody’s talking about? Because that’s what we need to engage.Tim Foot — Now, if we think that’s going to lead to unhealthy friction, let’s have the the conversations outside of the meeting. So that when we get to the conversations inside of the meeting, we can engage this as healthy friction that will actually address the topic and will move us forward rather than becoming personal and eroding relationships.Rich Birch — That’s good. Yeah, that question, what’s everybody thinking about that nobody’s talking about? That’s powerful. And I can see, yeah, that even even the organizations I’ve led, you can see where there’s seasons where we try to push away that friction. nd that can be just super negative. And it’s like this, we’re all just in la-la land. We’re all just, you know, can see that for sure. Tim Foot —Yeah.Rich Birch — So you wrote this book, you put this resource together. help me understand how you’re hoping it will help our, our churches. You know, I’m picture, I’m a church of a thousand people. Maybe I’m the executive pastor. I’ve got a team of 12 to 15 people on my team. And how how could, how could this be a helpful resource for us?Tim Foot — Well, this I believe this is the most important work we need to be doing, Rich, because if your mission matters, your team matters more. So often we get so focused on the people we’re serving that we forget the people we’re serving with.Tim Foot — And if we’re stalling out mission, mission-wise, then we’re not moving forward. And that’s not and we’re not being obedient to God’s call. And so what I’m hoping is, I mean, personally, our kingdom first principle at Slingshot is to leave teams better than than the way we found them. And the last thing we want to do is place great leaders on unhealthy teams.Tim Foot — So what we’re hoping is that teams are going to focus around these seven alignment areas and start to move mission forward, attract great leaders, retain great leaders. When we place, I mean, I you and I have both had healthy long-term ministries at churches, and it is a massive blessing when you, if God wills it, and you stay somewhere long term. I want other people to experience that. And that happens when the right leaders are placed on the right team.Tim Foot — So what I’m hoping churches do is they take our team awareness assessment on on our website, reachingforremarkable.com, which is attached to slingshotgroup.org. And they get a sense of, okay, where what where might we need attention in these seven key areas? Rich Birch — Yeah, it’s good.Tim Foot — Because it heat maps, it gives you percentages, you can take it as a team. And then to start the real important conversations.Tim Foot — I mean, I’ve been in rooms with this work, Rich, where you start to see teams have conversation around alignment and and teams that were that were stale or leaders that were burnt out start to get a glimmer of hope. Rich Birch — Yeah. That’s good.Tim Foot — That, oh, if we start to have these conversations around these areas, if we walk this pathway, if we focus in these areas where we’re struggling right now, we’re going to start to see results.Tim Foot — I mean, I even think about the key signature of systems. You know, it’s systems that scale remarkable growth. If we’re not building systems to to accommodate the growth that we keep praying for, God’s not going to bring the increase. Rich Birch — Yeah, it’s true. Tim Foot — Because God isn’t going to bring growth if it’s going to hurt us. We have to be building the right kind of systems to support our teams and leaders so that the growth can come. It’s a stewardship issue. Rich Birch — Yes, yep.Tim Foot — So what I’m hoping happens in churches all over the place is that they start to focus on these key signatures and see mission momentum results that moves them forward as an organization.Rich Birch — Yeah, that’s so good. Why don’t you tell us, you’ve mentioned it, but tell us a little bit more about the team awareness assessment. Give us like a bit of a, you know, you’ve kind of given us an overview there. Give us a little bit more why we should take that test and give us that URL again that we can send people to.Tim Foot — It’s reachingforremarkable.com and it’s it’s literally 10 minutes or less. Rich Birch — Right.Tim Foot — And it’s free as a leader. You can jump in and take it or you can sign up and and take it as a team. And it gives you obviously the team percentage on each of these key signatures. but also your own results. And when we’ve worked with real high-performing teams, it’s fascinating to watch these great leaders compare their individual percentage on each of these key signatures with their entire team and just to see alignment start to happen and the right conversations to happen.Tim Foot — Because we want to be able to focus in on where alignment is needed most. It may be real simple, Rich. Most teams live in that functional space. Rich Birch — Sure. Tim Foot — Functional’s fine.Rich Birch — Yeah.Tim Foot — But it’s not going to get remarkable results. Rich Birch — Yeah.Tim Foot — And our mission is too important. We have to focus on team alignment to move it forward.Rich Birch — Yeah. It’s so good. Yeah. I was talking to a a leader recently of a very large church and they were saying, you know, I just feel like, I feel like we got a go Pro. And what he was saying is exactly what you’re saying is like, Hey, we we’re we’re fine. We’re functioning.Tim Foot — Right. Right.Rich Birch — But man, we want to go remarkable. We want to go from just just because we can do this thing week in, week out in their case, have thousands of people show up, tens of thousands of people show up. But it’s like, that’s not enough. We got it. But the mission’s too important. We’re trying to reach people. How do we go remarkable? Which to me, I think picking up a copies of these books as a team would be a great first step. Rich Birch — Where do people, where can people pick this up? Where can they get your book if they’re looking for that? I’m assuming Amazon, but is there anywhere else we want to send them?Tim Foot — No, Amazon’s a place to go. Rich Birch — Yeah, that is the bookseller apparently.Tim Foot — I mean, it’s we know these days where wherever where everybody’s going, Amazon’s the way. And I would just add to Rich that as a leader, you want to know. This is information you want to have.Rich Birch — Yes.Tim Foot — We’ve talked so much about self-awareness. And if we’re in leadership, we need to show up to our team self-awareness. So many profiles. Rich Birch — Yep.Tim Foot — We don’t talk enough about team awareness. You need to know as a leader if you’re moving your mission forward or where you might be stalling out because it’s too important. And these seven things, as I said earlier, Rich, they’re not they’re not rocket science. Tim Foot — I mean, I like to I like to couch it this way: Conviction shapes the heart. Message shapes the voice. Culture shapes the atmosphere. Role shape contribution. Systems shape sustainability. Friction shapes growth. Risk shapes the future. And that’s why I hope you’ll dig into this with us. Rich Birch — Love it. Tim Foot — Because we want to see the kingdom move forward and we want to see churches full of healthy teams that not only great leaders want to come and be part of, great volunteers want to be a part of and help move this forward.Rich Birch — That’s so good. Well, I think that’s a great place to end it. I was like, man, that’s, I’m like, I want to preach. Amen, brother. That’s fantastic. If people were, so we’ll send them to Amazon. We’ll put a link in the show notes for that. If people want to track with you or with Slingshot, where do we want to send them online to connect as well?Tim Foot — Slingshotgroup.org is our company website. And there’s a bunch of great stories there. There’s places that you can engage. We would love you to be in our ecosystem. And yeah, you can jump over there to reachingforremarkable.com. And we would love to come alongside you and help you continue to move forward in the unique ways that God has called you to.Rich Birch — Well, Tim, it’s great to see you. Tim Foot — You too.Rich Birch — We were just remarking before, we had dinner together there a couple months ago. That was fun, but it was fun to put the recording on today and connect a little bit. Appreciate you, brother. Thanks so much for being here today.Tim Foot — Thanks for having me, Rich.

Femmes, Thems, and Searching for Gems - Table Talk from a Femme/NB Perspective Episode 1: Character Creation and Caregiver Roles (we're calling the November 2025 episode of Twin Portals our FTG Pilot!) Beth, Bailey, and Laura got together again to share more femme/non-binary experiences and perspectives from years around various gaming tables. They delve into their favorite parts of character creation, one of their not-favorite parts (getting nudged into caregiver roles), and put together some rapid-fire team chemistry by assembling a team on the clock! Featuring: Bailey Fazzio (She/Her) Beth Brophy (They/She) Laura O'Brien (She/They) Producer: Scott Hebert (He/Him) --- "Twin Portals" is unofficial Fan Content permitted under the Fan Content Policy. Not approved/endorsed by Wizards. Portions of the materials used are property of Wizards of the Coast. ©Wizards of the Coast LLC. --- Thank you to the Minnesota State Arts Board, the Arrowhead Regional Arts Council, the Minnesota Legacy Amendment, and the voters of Minnesota! --- The title song, "Avernum," used with permission, and thanks to Leeland Campana of Star Wolf. --- Content Inquiries: twinportalsgame@gmail.com Business Inquiries: scootalongproductions@gmail.com

 You try to help, and somehow you become the enemy. You explain your feelings, and suddenly you're the one being blamed. These aren't random relationship failures — you're cycling through Karpman's Drama Triangle, and until you recognize the pattern, you'll keep fighting the same battles with different people. Psychotherapist and Jungian analyst Gary Trosclair breaks down the three archetypal roles — Rescuer, Victim, and Persecutor — how they show up in the driven, compulsive personality, and five practical steps to step out of the triangle for good.

In this episode of Advanced Manufacturing Now, the team previews the June/July issue of Manufacturing Engineering and Technology, available to read now on advancedmanufacturing.org. The issue explores the intersection of people and technology, from press brake tooling and setup reduction to evolving chip control strategies. The conversation also dives into the growing role of AI—from engineering design reviews to real-time decision-making—and what it takes to successfully integrate it into modern manufacturing.

Questions or comments about the show? Click here!Today we have our candidates for National President Elect - Tony Parish and Dawn Portner.  It's a very candid and engaging interview that won't want to miss!To enjoy today's episode via our YouTube channel, click here: https://youtu.be/iZK8dwMMl8cThanks for listening!  See you next time!

Happy summer, everyone! Since Sonny and Tom have been absolutely terrible at uploading podcasts this year, they came up with a brilliant strategy to increase their episode numbers: bite-sized bits! That's right, we're giving you less content at a higher frequency purely to boost our episode numbers. And we think that's beautiful.Today's bite-sized bit sees the boys discussing roles which did not win an Oscar that Arnold Schwarzenegger would elevate to winning an Oscar. We realize this is similar to the opening segment, but it's distinctly different because the boys are allowed to bring up any role that they like, as long as it did not win an Oscar. And with all the roles in history at their fingertips, they selected three. None of which they feel super passionate about. But that's the carefree nature of bite-sized bits!Look out for more bite-sized bits in the weeks ahead!Hosted by Sonny de Nocker (@swankysonny) and Tom Price (@thomas_price22).Theme by Josh Britt (jbrittmusic.com)Instagram: AnOscarForArnoldTwitter: @AnOscar4ArnoldTikTok: AnOscarForArnoldContact: AnOscarForArnold@gmail.com

Too often, organisations react to signs of stress or slipping performance in management by rolling out the usual training. But what if the real issue lies deeper?Dan Northover, CEO at Handcrafted, joined me for a frank conversation about supporting and developing managers in a way that actually addresses what's needed on the ground. At Handcrafted, they paused before jumping to training and instead created space for managers to reflect on what their roles actually require, how they feel, and what their teams need from them. That process revealed that while staff were thriving, their managers were absorbing most of the stress - an unsustainable situation for any organisation serious about high-performing teams. We explore why collecting real feedback at every level matters and how honest conversations create the conditions for thriving, not just for the team but, critically, for those leading them. Dan is refreshingly open about his own learning curve as a leader and why vulnerability matters at the top.If you want a workplace where managers are equipped to lead and care for themselves, this episode will help you get beneath the surface, ask better questions, and build a culture that supports lasting wellbeing and genuine performance.More about DanDan Northover (a qualified Chartered Accountant of 11 years) founded Handcrafted and developed it as a part-time volunteer whilst working a senior finance role in the public sector. He's since completed an MBA, but says he's probably learned more from fostering and adopting several children, who have taught him about the immense strength people need to overcome traumatic situations in their lives.Get in touch: https://www.handcrafted.org.uk/contact/Resources & References Insight to Action Download: Rethinking Manager Development: A Human-Centred ApproachWatch this episode on YouTubeManagers… Just Managing? with Sarah Cockroft Employee Engagement Guide For Managers - It's Time for Change Rethinking Skills Gaps - It's Time for Change www.handcrafted.org.ukContact details for Lisa LinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: lisa@itstimeforchange.co.uk

Jonathan Schanzer discusses the roles of Syria, Qatar, and Turkey in regional conflicts. He questions the reliability of the Syrian regime to tame Hezbollah, suggesting a "neo-Ottoman" Turkish agenda. Regarding Gaza, he notes Hamas is tactically contained but remains a threat, while warning against trusting Qatar. (8)SPARTA

(00:00-29:09) – Query & Company opens a Hump Day Wednesday with Jake Query and producer Eddie Garrison discussing last night’s Indiana Fever win over the Toronto Tempo. They eventually get into how Eddie’s wedding venue tours are going, and Jake ties it to the situation that the Indianapolis Colts are in with their quarterbacks. (29:09-39:26) – Now that the New York Knicks are back on top of the hill for the first time in 53 years, there are people labeling Jalen Brunson has the greatest Knick of all-time. Jake explains why recency bias is factoring into the labeling by many people. (39:26-50:15) – Jake Query concludes the first hour of the show by playing something that Eddie said nine months ago about a listener getting married. (50:15-1:16:06) – Ball State men’s basketball coach Chris Capko joins Jake Query to recap how the three-day training camp for his team has gone with it being the first time they group of players have been together. Jake asks Chris about navigating NIL when it comes to getting players to accept a role and addresses how parents can severely impact how their son or daughter gets recruited. Also, Jake asks Chris if they have had conversations with his players about sports gambling following the Brendan Sorsby situation. (1:16:06-1:28:40) – After bringing up Albert Pujols at the end of the last segment, Jake shares his two stories about one of the greatest hitters that Major League Baseball has ever seen from his time covering the Cardinals. (1:28:40-1:38:27) – Hour number two of Query & Company concludes with Jake and Eddie sharing their thoughts on the fourth consecutive win for the Indiana Fever. (1:38:27-2:06:00) – Pat Boylan from the Indiana Pacers and Fever joins the program to detail what has led to the Indiana Fever winning four consecutive games. Pat shares some defensive statistics that suggest that the Fever are playing better on that end of the floor than many suggest, highlights the significance of Sophie Cunningham’s three-point shooting to making opposing teams make decisions on how to defend Indiana, and the development of Raven Johnson as the halfway point of the season quickly approaches. (2:06:00-2:13:43) – After teasing giving away tickets for two listeners to go see Dave Matthews Band next Friday, Jake and Eddie give away two pairs by doing some get to know your listener! (2:13:43-2:26:21) – The show closes out with JMV joining Jake Query in studio to rip Eddie’s concert attendance list and preview his show!Support the show: https://1075thefan.com/query-and-company/See omnystudio.com/listener for privacy information.

Blaine and Zach talk all things Titans defense and touch on Femi Oladejo who missed practice with an injury and the importance of him being out there getting reps. They then talk about the Linebacker room and who could fill the different roles!See omnystudio.com/listener for privacy information.

This episode is a re-air of one of our most popular conversations, featuring insights worth revisiting. This week on The Data Stack Show, AI entrepreneur Alberto Rizzoli shares his journey from early computer vision breakthroughs to leading the automation of back-office workflows at V7. The discussion explores the shift from bespoke model training to configurable AI solutions, the impact of automation on business roles, and emerging best practices for integrating AI into enterprises. Listeners will gain insight into how AI infrastructure is moving from labs to everyday businesses, which roles are most vulnerable or secure amid automation, and why future-proofing your career means focusing on creativity, first principles, and continuous improvement. Don't miss it! Highlights from this week's conversation include: Setting the Stage: AI's Hype and Today's Innovations (1:16) Alberto's Non-Tech Passions: Physics & UX (4:04) The Paradigm Shift: Machines that Adapt (6:22) Scaling AI: From Niche Apps to Mainstream Use (8:23) Large Models vs. Bespoke Solutions—Power Law in AI (11:07) Evolving Roles: From Engineer to End User (14:14) Simple vs. Complex AI Implementations (18:14) When to Scale from Simple AI to Production-Grade (22:40) Capturing Tacit Knowledge: Crowdsourcing vs. Centralization (27:22) The Challenge of Unstructured Process Documentation (30:08) Practical Impact: AI-Enabled Enterprise Leverage (33:29) ROI: Time Saved & Compound Effects in the Enterprise (38:08) Redefining Information Movers vs. Information Creators (44:14) Roles at Risk and the Case for Creativity (45:30) Alberto's Favorite New Tech & Future of User Experience (46:00) Spreadsheets, Business Logic, and AI's Next Leap (48:41) The Data Stack Show is a weekly podcast powered by RudderStack, customer data infrastructure that enables you to deliver real-time customer event data everywhere it's needed to power smarter decisions and better customer experiences. Each week, we'll talk to data engineers, analysts, and data scientists about their experience around building and maintaining data infrastructure, delivering data and data products, and driving better outcomes across their businesses with data. RudderStack helps businesses make the most out of their customer data while ensuring data privacy and security. To learn more about RudderStack visit rudderstack.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this thought provoking episode of The Second Act Executive, Tawnie explores the intersection of leadership, history, wealth, technology, and personal empowerment in a rapidly changing world.As Juneteenth approaches, she reflects on the importance of honoring history, understanding the power of delayed truth, and embracing solidarity across communities. The conversation then shifts to the realities of 2026's digital landscape, examining online bullying, artificial intelligence, deepfakes, and the growing challenges facing independent voices and successful professionals online.Tawnie also discusses the critical role parents, grandparents, and mentors over 50 play in helping younger generations navigate an increasingly AI driven world. From teaching critical thinking and financial literacy to modeling integrity and resilience, she makes the case that experienced leaders are more important than ever.The episode includes a deep dive into Jim Cramer's How to Make Money in Any Market, highlighting key lessons on research, risk management, market volatility, and disciplined investing strategies for long term wealth building.Finally, Tawnie introduces a new segment focused on confidence, vitality, relationships, and embracing life fully after 50, encouraging listeners to reject limiting stereotypes and continue pursuing purpose, connection, and personal growth.This episode is a powerful conversation about leadership, legacy, financial education, authenticity, and living boldly in your second act. Subscribe and listen on Apple Podcasts, Spotify, and iHeartRadio. Follow Wolf Vibrations, LLC on Instagram, Facebook, YouTube, and Spotify for updates, resources, and future episodes.#TheSecondActExecutive #WolfVibrationsLLC #Leadership #Investing #Juneteenth #FinancialLiteracy #AI #PersonalGrowth #SecondActLiving #Over50 #LegacyBuilding #Entrepreneurship #Podcast

Blaine and Zach talk all things Titans defense and touch on Femi Oladejo who missed practice with an injury and the importance of him being out there getting reps. They then talk about the Linebacker room and who could fill the different roles!See omnystudio.com/listener for privacy information.

What if your ERP is secure… but still costing you millions? As AI and automation reshape enterprise systems, hidden gaps in security models can quietly undermine control, integrity, and trust.=====As ERP systems become the backbone of highly connected, AI-driven ecosystems, traditional security models are no longer enough. In this episode, PwC's Stuart Light explores why organizations must rethink security as a proactive, holistic discipline, focused on data integrity, ecosystem-wide access, and closing hidden gaps that can silently erode business value.⁠⁠⁠⁠⁠⁠⁠⁠Download Episode Transcript⁠⁠⁠⁠⁠⁠⁠⁠Useful Links: ⁠⁠⁠⁠⁠SAP Cloud ERP⁠⁠⁠⁠⁠Follow Us on Social Media!SAP S/4HANA Cloud ERP: ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠=====Guest: Stewart Light, PwCHost 1: Richard Howells, SAPRichard Howells has been working in the Supply Chain Management and Manufacturing space for over 30 years. He is responsible for driving the thought leadership and awareness of SAP's ERP, Finance, and Supply Chain solutions and is an active writer, podcaster, and thought leader on the topics of supply chain, Industry 4.0, digitization, and sustainability.Follow Richard Howell on ⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠X⁠⁠⁠⁠⁠⁠⁠⁠Host 2: Oyku Ilgar, SAPOyku Ilgar is a marketer and thought leader specializing in SAP's digital supply chain and ERP solutions since 2017. As a marketer, blogger, and podcaster, she creates engaging content that highlights innovative SAP technologies and explores key topics including business trends, AI, Industry 4.0, and sustainability.Follow Oyku Ilgar on ⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠SAP Community⁠⁠⁠⁠⁠=====Key Topics: ERP security, cloud ERP, SAP, S4HANA, cybersecurity, identity access management, least privilege, AI, digital workers, ERP transformation, enterprise risk, access control, data integrity, ecosystem security, compliance

How do you rebuild a company's entire capability infrastructure — and fund the transformation through the savings it generates? Zaka Farhat is Global SVP for Talent, Learning, Organisation and Capability Development at GSK, where she leads the company's enterprise-wide skills, learning and capability agenda. In this episode, Zaka shares the full story of how GSK rebuilt its capability infrastructure in 18 months - retiring more than 20 legacy systems, building a single skills and learning ecosystem, and funding the transformation through the savings it generated. Join them as David and Zaka discuss:Why GSK's skills transformation began with a commercial question about capability and cost The five conditions for organisational readiness that had to be in place before any platform launched How GSK approached skills taxonomy, job architecture and inference, and what they had to redo along the way What personalised learning looks like at scale, and how skills data is now shaping workforce planning decisions What GSK chose to stop, and why decommissioning is the step most transformations skip How Zaka's team is measuring impact across three KPI layers This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Hosted on Acast. See acast.com/privacy for more information.

This week, Tommy is joined by the brilliant Abigail Cowen for her first-ever in-person podcast interview, where she reflects on the roles that have defined her career and the personal growth that has come with them. Abigail opens up about memorable projects like Redeeming Love, Fate: The Winx Saga, Chilling Adventures of Sabrina, and her early appearance on Stranger Thing. She also reveals a surprising secret about her time on Sabrina, reflects on booking Stranger Things, and discusses the responsibility that comes with leading beloved young adult stories and honoring passionate fanbases. The conversation also dives into Abigail’s latest project, Every Year After, where she explores the complexities of playing Delilah and the emotional journey of portraying a character searching for redemption and self-acceptance. She shares her favorite scenes from the series, the challenges of filming some of its most emotional moments, and how music helped shape the story’s nostalgic atmosphere. Plus, Abigail discusses working with a cast of peers, the growing popularity of the YA genre, joining the YA world among shows like Heated Rivalry and Off Campus, and what she hopes to explore if the story continues. Subscribe, rate, and leave a written review if you enjoy this conversation! Tune in every week for new episodes of I’ve Never Said This Before. Executive Producers: iHeart Media and Elvis Duran Podcast Network Producers: Andrew Pugliese, Stephanie Lane, Josh Kolodny, Celia Romano Follow us on socials! Instagram: @neversaidthisbefore YouTube: @NeverSaidThisBeforeSee omnystudio.com/listener for privacy information.

Today on the Casual Cattle Conversations Podcast, Shaye interviews Jasper Oeltjen of Heritage and Horizons about why ranchers feel overwhelmed financially, mentally, and operationally, and how those areas intertwine. Jasper shares her background in education, IT strategy, and a 14-year cow-calf operation, describing how constant hustling led to plateauing and reactive decision-making that created domino effects in nutrition, calving, labor, medications, margins, and relationships.   They discuss how unavoidable hard seasons are easier to navigate with a foundation of goals, clear expectations, and defined roles. Jasper outlines a four-phase “road trip” framework: set shared long-term goals, map the route with shorter targets, define day-to-day tactics and metrics aligned to goals, and proactively anticipate issues (like aging cows or replacement needs) to avoid “construction.” She also explains helping producers clarify goals via conversation and four focus categories: optimize, innovate, maintain, or grow.  Learn more about Noble here: https://bit.ly/3DD7uG0     Catch more conversations like this one and learn more at https://www.casualcattleconversations.com/     00:59 Meet Jasper Oeltjen  02:32 From Hustle to Strategy  04:06 Reactive Decisions Dominoes  07:10 Financial and Operational Strain  10:23 Relationships and Tough Seasons  12:48 Root Causes Goals and Roles  17:34 Four Phase Planning Framework  20:56 Finding Your Real Goals  26:06 Keep It Simple and Take Action  29:10 Rancher Mind Series Invite   

On the Color of Success Podcast, Chris Pang & Justin Chien talk about their starring roles as Andrew Fung and David Ho, respectively, in Hulu's The Season. Don't miss their dynamic friendship on-screen and in real life! -What were their character's internal struggles? -How did they channel personal experiences into the characters? -Chris talks about feelings of belonging, or lack thereof -How did this role differ from Justin's other roles doing a lot of martial arts? -Justin shares his favorite Hong Kong eats! The Season is streaming on June 17, 2026! #hulu #colorofsuccess #pressmeet #asianamerican #actors #aapi #mentalhealth #hongkong #TheSeason #viu

Why the Recruitment Model Is Broken (And What We're Doing About It)OverviewIn this season opener, George digs into a real conversation with a friend who's trying to hire an Amazon Operations Manager — and uses it to expose a fundamental flaw in how traditional recruitment is structured. The incentives are pointing in the wrong direction, and it's costing brands more than they realise.What We CoverThe Amazon Pyramid — George revisits the three-pillar framework: Operations → Brand & Conversion → Advertising. Why you can't skip the foundation, and why each layer depends on the one below it.The recruiter conversation — A specialist Philippines-based recruiter quotes $2,500–$3,000/month for an Operations Manager. George pushes back — and explains exactly why that number doesn't hold up.The incentive problem — Why even the most honest, specialist recruiter is structurally incentivised to place candidates at higher salaries. Nobody's being dishonest. The model just rewards the wrong outcome.The Pare difference — No margin on salary. No big upfront placement fee. Contracts and payroll handled. And crucially — candidates join a Wednesday community of senior Amazon professionals, so they keep getting better after day one.The agency experience, rebuilt — What agencies gave clients (knowledge density, peer learning, cross-account exposure) and how the Pare community model recreates it — but with everyone at the senior table.The question left open — Did his friend make the right call going direct? And should Pare expand beyond Amazon Ads Managers into Operations?Key TakeawayPaying fairly, vetting rigorously, and removing the upfront fee structure isn't just a nicer model — over a four-month horizon, it's a cheaper one too.Pare places senior Amazon Advertising Managers with DTC brands and agencies globally. Find out more at pare.soRESOURCESVault: Ai Cheater PlaybookMessage George.

Every Monday, Jon Hansen is joined by a specialist from Mesirow to discuss a different financial topic on Your Money Matters. In this episode, Sophia Yudkowsky, Vice President and Wealth Advisor at Mesirow, talks about how women's household roles play a factor when it comes to investing and how both parties need to understand the cost breakdown for their […]

Long before true crime became an obsession, Jennie Garth took on one of the darkest roles of her career: a young woman who suffered years of abuse before being accused of orchestrating her husband's murder. Jennie revisits the controversial story and admits that even after all these years, she still has questions about where the truth begins and ends.See omnystudio.com/listener for privacy information.

June 15th is Courteney Cox's birthday! In her honor, this episode explores the morality of Gale Weathers as character over 30 years and how she is discussed as a pop culture figure with Ivan. Then, Ryan is joined by Brendon for a discussion/ranking of Courteney Cox's TV shows and characters over the years from Friends, Dirt, Cougar Town, and Shining Vale. To round out the show, Ashley joins Ryan to analyze "Hoax" (from Taylor Swift's "folklore") in the context of Gale Weathers in Scream (2022), Scream VI, and Scream 7.  Favorite Version of Gale Morally Grey Gale Weathers Review of Courteney's TV Show and Roles Ranking Courteney's Career "Hoax" Follow us @ScreamWithRCS at Facebook, Instagram, and X. Subscribe at Patreon.com/screamwithrcs

Voici le premier épisode de l'aventure Game of Rôles - Noir : diffusé le 10/06/2026 en direct sur Twitch depuis le studio de Gozu à l'ancienne et retransmis ici en podcast.Une aventure écrite par Clémence Boyer et masterisée par Fibre TigreAvec Lâm, MisterMv, Lydia et Dazun accompagnement musical par Jotabeau décors Julietteau maquillage et aux costumes LaureneAvec le soutien de l'éditeur Elder CraftUne production GozultingMontage du podcast par Zu====Ecoutez Game of Roles sur Apple Podcasts: podcasts.apple.com/fr/podcast/game…ic/id1350491357Ecoutez Game of Roles sur n'importe quelle app de podcasts: rss.acast.com/game-of-roles-magicRejoignez-nous :Sur le twitter de Qualiter : twitter.com/dequaliterSur la chaine Twitch de Qualiter: twitch.tv/dequaliter❗Participez au financement participatif sur ULULE pour la prochaine saison ❗ Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Voici le premier épisode de l'aventure Game of Rôles - Noir : diffusé le 10/06/2026 en direct sur Twitch depuis le studio de Gozu à l'ancienne et retransmis ici en podcast.Une aventure écrite par Clémence Boyer et masterisée par Fibre TigreAvec Lâm, MisterMv, Lydia et Dazun accompagnement musical par Jotabeau décors Julietteau maquillage et aux costumes LaureneAvec le soutien de l'éditeur Elder CraftUne production GozultingMontage du podcast par Zu====Ecoutez Game of Roles sur Apple Podcasts: podcasts.apple.com/fr/podcast/game…ic/id1350491357Ecoutez Game of Roles sur n'importe quelle app de podcasts: rss.acast.com/game-of-roles-magicRejoignez-nous :Sur le twitter de Qualiter : twitter.com/dequaliterSur la chaine Twitch de Qualiter: twitch.tv/dequaliter❗Participez au financement participatif sur ULULE pour la prochaine saison ❗ Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

A @Christadelphians Video: **YouTube Video Description**In this **outstanding** and **thought-provoking** fifth instalment of *One In Christ: Complementary Roles*, Bible student Mark O'Grady delivers a **revealing** and **insightful** exposition on vulnerability. We explore what happens when the men who are called to lead—whether in the home or ecclesia—fall short, make mistakes, or even become wicked. How do faithful sisters navigate real‑life complications whilst upholding divine principles? Drawing from the rich tapestry of Scripture, we examine examples that are both **wonderful** and searingly honest: Bathsheba's respectful genius with an ageing king, Hannah's meek response to a false accusation, Jael's extraordinary courage in a treacherous household, and Abigail's decisive action to avert disaster. This is not abstract theory; it is practical, Spirit‑filled wisdom for every flawed human relationship. Whether you are a brother grappling with the weight of your responsibility or a sister seeking guidance in lonely territory, this study will challenge and inspire you to apply God's principles with grace, integrity, and resilience.**

In Episode 110, Mike shares a sad personal update and tackles one of the most important and most misunderstood sales leadership issues: Sales DNA.  Prompted by client work, fresh research, and a painfully honest post-race interview from the Indy 500, Mike challenges sales leaders to stop pretending that your "nice," relational salespeople are going to be successful hunters! Mike also breaks down several aspects of selling (the sales process/cycle) that demonstrate why top new-business salespeople must be highly resilient in the face of rejection, and comfortable with conflict. From prospecting and handling objections to negotiating, displacing incumbents, and closing, he makes the case that sales hunters face risk, rejection, and conflict every single day—and if your people aren't wired for that, no amount of coaching, compensation, or accountability will magically turn zookeepers into new business development killers. __________________________________ This episode is sponsored by Pursuit Sales Solutions. If you are looking for help adding A-player talent to your team, contact Mike's friends at pursuitsalessolutions.com/weinberg

On The Coaching 101 Podcast, hosts Daniel Chamberlain and Kenny Simpson discuss how to break down an opponent's offense for defensive game planning, alongside a quote about how shared hardship builds deeper connection than shared success and a brief discussion of balancing “old school” toughness with modern sports science. They promote the Field House program (Gun-T and Three Force content, weekly calls, capped at 100 members) and sponsors Ace Sports video boards, Winning Edge Performance Analytics, and Blended Threads. The main coaching content covers why defensive breakdown is difficult (weekly scheme variation, fixing your own weaknesses, information overload), using a “wife watch” to identify key players, and a 70/80/90 rule for tendencies leading to staff notes, player checks, and team-wide automatics. They define automatics and kill calls, emphasize limiting them, targeting 6–10 big-play chances, and outline delegating breakdown tasks by position coach (run game/red zone, RPO/protection, pass concepts/third-and-long/two-minute/backed-up) while ensuring consistent, accurate data entry, hit charts, down-and-distance organization, and key cutups.00:00 Welcome and Topic Setup00:43 Quote of the Week01:13 Embracing Hardship Lessons03:41 Old School vs Science Debate06:52 Field House Overview08:58 Sponsors and Shoutouts12:14 Defensive Breakdown Framework13:23 Challenges for Defensive Coordinators15:10 Filtering Data and Priorities17:15 Wife Watch and Stop Their Guy18:51 Tendencies and Automatics21:05 Keys Checks and Big Plays24:47 Mind Reading Trap and Overfocus26:38 Fix Your Weaknesses27:40 How Much Film28:36 Avoid Bland Prep30:29 Too Much Data32:13 Finding Tendencies33:00 Automatics And Kills38:48 Rip Plays Out41:12 Staff Breakdown Roles47:35 Must Have Breakdown Pieces52:35 Wrap Up And SponsorsDaniel Chamberlain:@CoachChamboOKChamberlainFootballConsulting@gmail.comchamberlainfootballconsulting.comKenny Simpson:@FBCoachSimpsonfbcoachsimpson@gmail.comFBCoachSimpson.com

In this episode, recorded live at ASCO Annual Meeting, host Shikha Jain, MD, speaks with W. Kimryn Rathmell, MD, PhD, about the new and evolving ways cancer care is delivered, building networks through advocacy and more. ·       Who is Dr. W. Kimryn Rathmell?  2:17 ·       Jain and Rathmell discuss the need for physician scientists in administrative leadership. 11:37 ·       How do you think networks and communities can impact careers? 17:08 ·       What are your thoughts on using social media in the cancer space? 22:35 ·       How do you think AI is going to transform the way we deliver care? 26:21 ·       As you have navigated your career, how have you approached challenges around being a woman in leadership roles? 29:29 We'd love to hear from you! Send your comments/questions to Jain at oncologyoverdrive@healio.com. Follow Healio on X and LinkedIn: @HemOncToday and https://www.linkedin.com/company/hemonctoday/. Follow Jain on X: @ShikhaJainMD and on Instagram @shikhajainmd. Rathmell can be reached on LinkedIn. Jain reports no relevant financial disclosures. Rathmell reports a relationship with Interact Therapeutics, as well as institution relationships with Merck and Sitryx.

¿Es posible que un hombre lidere a su familia sin caer en el autoritarismo? Hoy, conversamos con los pastores Jesús Ferro y José Luis Martínez sobre el diseño bíblico del liderazgo masculino. Analizamos cómo el liderazgo según el modelo de Cristo es fundamentalmente sacrificial, protector y dependiente de la gracia, no de nuestra propia fuerza o capacidad intelectual.  

On the Contacts Coaching podcast, host Justin Clymo welcomes back Cal State East Bay men's basketball coach Bryan Rooney to unpack the program's dramatic turnaround from 11–17 to an undefeated run until a loss in the Elite Eight, finishing at 33-1. Rooney credits player commitment, continuity, the team mantra “just get better,” and this season's theme “burn the boats,” emphasizing role definition, accountability, and dominating roles across both players and staff. He explains how relationships, habits, staying present, and not reinventing the wheel helped sustain success under pressure, shares moments showing player-led ownership and deep teammate care, and describes weekly one-on-one meetings as a nonnegotiable culture builder. Rooney also discusses empowering assistants, adapting tactically (including sending five to the boards), navigating recruiting and the transfer portal case-by-case, the importance of administrative alignment, and guarding culture by prioritizing character fit.00:00 Welcome Back Coach Rooney00:27 Quick Coaching Background01:16 From 11 Wins to Elite Eight02:33 Burn the Boats Mindset04:16 Pressure Proof Habits06:51 Team First Chemistry09:07 Family Moments and Loss11:30 Weekly Meetings and Trust13:53 Making Roles Matter17:24 Keeping the Fringe Ready20:27 Player Led Turning Points23:33 Empowering the Staff26:51 Trust and Effort Standards28:46 Staying Present in Success29:49 Next Game Focus30:20 Control The Controllables31:27 Transfer Portal Reality37:16 One Year Journeys40:20 Alignment And Innovation43:37 Turnaround Lessons47:24 Raising The Ceiling48:43 Protecting Culture50:16 Authentic Gratitude52:47 Closing Thoughts

How do the world's most forward-thinking organisations use skills intelligence, market intelligence and work intelligence together to stay ahead? In this episode of the Digital HR Leaders podcast, host David Green is joined by Mik Wornoo, co-founder and President of US at TechWolf, to explore how organisations are using three signals together to build a strategic workforce planning strategy that can keep pace with AI, and what that looks like in practice. In this conversation, David and Mik discuss: What skills intelligence, work intelligence and market intelligence each bring to strategic workforce planning, and why all three matter What work intelligence actually means in practice, and how decomposing work into tasks is changing how organisations understand the impact of AI on their workforce How AI is actively reshaping roles right now, and what that means for strategic workforce planning, job architecture and redeployment Real-world case studies from organisations using all three signals to make smarter workforce decisions and align their people strategy with their AI strategy What it actually looks like to get started, and why the barrier to entry is lower than most HR leaders think This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf. As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Resources: TechWolf podcast Hosted on Acast. See acast.com/privacy for more information.

George Kontos, a Giants World Series champ, joined the show to discuss the team's recent series against the Cubs. He shared his insights on the Giants' performance, highlighting their resilience and ability to bounce back from a tough loss on Saturday. Kontos praised the team's pitching, particularly Dylan Smith, who earned a save in a crucial game at Wrigley Field. The conversation touched on the importance of defined roles in the bullpen, with Kontos noting that the current Giants' pen is still figuring out its identity. He also discussed the team's young pitchers, including Trevor McDonald, who has shown promise but still needs to develop his skills. Kontos emphasized the need for McDonald to learn how to turn over lineups and adapt to different situations. The discussion also delved into the changing landscape of pitching philosophy, with Kontos noting that the focus has shifted from velocity to location, movement, and overall ability to get outs. He shared his own experiences as a player and how the game has evolved over the years.See omnystudio.com/listener for privacy information.

Jalen and Josh are back for season 3 and a brand new NBA season. Make sure you subscribe so you never miss an episode. Make it legendary with BetMGM. Download the app today and use bonus code ROOMMATES. Loyalty should be rewarded. Join Club Wingstop today, and earn points on every wing. Sign up now at https://Wingstop.com. Full episode: https://youtu.be/OT5HQwmQdiU Gambling problem? Call 1-800-GAMBLER or 1-800-MY-RESET (Available in the US) 877-8-HOPENY or text HOPENY (467369) (NY) 1-800-327-5050 (MA), 1-800-BETS-OFF (IA), 1-800-981-0023 (PR).21+ only. Please Gamble Responsibly. See BetMGM.com for Terms. First Bet Offer for new customers only (if applicable). Subject to eligibility requirements. Bonus bets are non-withdrawable. In partnership with Kansas Crossing Casino and Hotel. This promotional offer is not available in DC, Mississippi, New York, Nevada, Ontario, or Puerto Rico." TT: https://www.tiktok.com/@roommatesshowIG: https://www.instagram.com/theroommatesshowX/TW: https://twitter.com/roommates__show #NBAFreeAgency #DamianLillard #LukaDoncic #MikalBridges #BallIsLife #NBAUpdates #HoopsTalk #NBAHumor #HoopDreams #NBAComedy #BasketballPodcast #NBABanter #NBAStories #NBAInsight #ProBasketball #NBAFans #AllStarTalk #BasketballCulture #NBA2025 #NBAFreeAgencyNews #JalenAndJosh #GettingPaid #LillardStatue #RoastingKarlAnthonyTowns #KATroast #MikalAndLuka #PlayerOpinions #FunnyHoops #HoopsComedy #PlayerTalk #BasketballAnalysis #InsideTheNBA #NextLevelHoops #NBALegends #CourtTalk #PodcastHighlights #PodcastSnippet #TributeTalk #StatueDebate #PlayerChat #FanTalk #NBAHeatCheck #BallersBanters #HotTakes #BehindTheBanter #PodcastMoment #PodcastClips #KTLove #LillardLove #PlayerChat #BehindTheBanter #TheRoommatesPodcast #NewYork #Knicks #Basketball #NBA #NBAPlayers #nbaoffseason #offseasonSee omnystudio.com/listener for privacy information.

This Week Opens Your Highest Timeline — But Only If You Choose It. A rare convergence of fate, truth, and magic is unfolding. This week brings one of the most powerful astrology alignments of the year: Venus conjunct Jupiter, Hecate on the North Node, Uranus square the Nodes of Fate, and a Gemini New Moon that opens the door to an entirely new chapter. The question is: Will you choose the safe path… or your highest timeline? In this astrology forecast for June 8–14, Sabrina Lynn explores the profound crossroads energy moving through the collective. We dive into how Hecate, the Queen of the Crossroads, is activating destiny pathways, why Venus conjunct Jupiter is amplifying joy, abundance, and soul-aligned opportunities, and how the Warrior for Truth (Eris) is demanding radical authenticity before the blessings can fully land. This isn’t just another astrology week. It’s a week of awakening. A week of reclaiming your wildness. A week of choosing the future your soul has been calling you toward. Watch now to understand the shift and reclaim your wildness. Inside This Transmission: • The Hecate Crossroads: Why the “safe road” is now the most dangerous place to be. • The Eris Truth-Bomb: Shattering the pedestal of false authority in your life. • Shadow Alchemy: Purifying the “Good Girl” identity to reclaim your wildness. • The Golden Seed: How to plant for the Gemini New Moon as your reclaimed self. Support for the Crossroads Return to Magic The feminine doesn’t open through force. She opens through safety, presence, and devotion. This month’s BONES workshop helps you regulate the nervous system, reclaim your connection to the miracle field, and awaken the deeper magic that is calling you forward. → Instant Access The Reclaimers Path Lilith. Medusa. Eris. Three Dark Goddesses guiding the return of your wildness, truth, and unapologetic power. If this week’s astrology is stirring something ancient within you, this is where you meet it face-to-face. → Enter the Path The Evolution of the Masculine The feminine is awakening rapidly. What is happening to the masculine in response? Sabrina and Stab explore the heart-opening, shadow work, and evolutionary pressures transforming the masculine archetype in real time. → Watch the Conversation Listen to “A Higher Timeline Is Opening… “ podcast here… Topics Explored in “A Higher Timeline Is Opening… ” podcast: (Times based off audio version) The Journey Through the Crossroads: (00:00) – Big Magic & Astrological Alignments (June 8–14) (01:10) – Hecate on the North Node: Opening Your Highest Timeline (02:15) – Venus Conjunct Jupiter & Eris: Why Truth is the Key to Bliss (03:15) – Preparing for the Gemini New Moon (Sunday, June 14th) (05:50) – Monday's Energy: The Demand for Masculine Evolution (07:10) – Black Moon Lilith & The Wildest Aspects of the Feminine (08:35) – Hecate & Medicine Woman Capacities: Reclaiming Your Magic (10:20) – Tuesday's Peak: Heart's Desires & The Truth-Bombing Warrior (13:20) – Lilith & Sedna: Shaking Off Social Norms & “Good Girl” Roles (15:10) – Workshop Spotlight: Return to Magic & Nervous System Safety (17:25) – Wednesday's Depth: Pluto, Merlin, & Alchemizing the Shadow (21:10) – Thursday's Initiation: Venus Square Chiron & Shamanic Wounds (26:40) – Uranus & the Kundalini Awakener: Shockwaves of Awakening (31:20) – Practical Examples: Shaking Off Career & Relationship Norms (34:20) – Venus Moves into Leo: Finding the Brave Heart to Shine (38:50) – New Moon Seed Planting: Owning Your Full Butterfly Self You can leave a comment or question for Sabrina on the YouTube version of this episode. Listen to after “A Higher Timeline Is Opening… “: June Is Changing the Rules: The Return of Magic This Week Marks the Crossing… The Old You Cannot Come With You Shadow Work with the Goddess (Kali, Lilith, Persephone, Hecate, Medusa)  STAY CONNECTED ReWilding Weekly (free, embodied astrology)  IG  Website  Disclaimer: Educational/spiritual perspectives; not medical/mental-health advice. #2025Shift #NewHuman #SpiritualAwakening Welcome to ReWilding with Sabrina Lynn & ReWilding for Women! A gifted facilitator of revolutionary inner work and the world's leading archetypal embodiment expert, Sabrina Lynn is the creator of the groundbreaking ReWilding Way and founder of ReWilding For Women. Sabrina has led more than 100,000 people through programs based on the ReWilding Way, a modality of healing and awakening that strips away the false, the deep wounds from early life, and the fears that hold people back, to reveal their true and unique soul light and help them build their innate capacity to shine it in the world. Her work includes in-person retreats and events, the monthly ReWilding Membership, Living Close to the Bone, Priest/ess Trainings, Mystery Schools, the ReWilding with the Archetypes, and the wildly popular 6 Faces of the Feminine workshop series. Welcome to ReWilding! The post 385 – A Higher Timeline Is Opening… What You Choose This Week Matters (June 8–14) appeared first on Rewilding for Women.