Podcasts about Sop

This episode brings together members of John Kim's Single on Purpose coaching team for an unfiltered, deeply human conversation about what happened when the SOP community was suddenly closed. These are therapists, coaches, and facilitators — doing therapy on each other — exploring the activation, the grief, the meaning, and the unexpected wounds that surfaced. You'll hear them talk about: What SOP meant to them personally and professionally The abrupt ending and why it hit so hard Abandonment wounds, leadership, and rupture-repair The magic of the community they built together Why therapists are human, vulnerable, and messy too What they're taking with them into the next chapter Whether you were part of SOP, or you're experiencing your own ending, transition, or rupture — this conversation will land. CONNECT WITH THE COACHES: Sean Cardinalli Instagram: @seancardinalli https://www.instagram.com/seancardinalli/ Medium: https://seancardinalli.medium.com/ Psychology Today: https://www.psychologytoday.com/profile/1388439 Linktree: https://campsite.to/seancardinalli Mikey Brackett Instagram: @mikey.brackett Email: mikeybrackett@me.com Therapy website: https://mikeybtherapy.com Coaching website: https://mikeybrackett.com Madeleine Downey IG (info/coaching/counselling): @madeleinedowney Substack: https://madeleinedowney.substack.com (It's Giving Alchemy) Shadow Work Group – Inner Compass Collective: https://inner-compass-collective.circle.so/ Email: Madeleine@vanessabennett.com Amy Brown Website: AmyBrown.Online IG: CoachingWithAmyBrown Email: Amy@MINDmgt.com Taune Lyons Taunelyons.com - therapy & somatic experiencing  Comingtooursenses.substack.com  Coming to our senses podcast - Spotify & apple IG: Taunelyons  Inner compass academy for classes on depth and somatic inner parenting Taune@taunelyons.com If you're ready for deeper work, the Secure Self course is available here. https://theangrytherapist.thrivecart.com/secure-self-bundle/

Is your warehouse SOP doing what you need it to? Kevin chats with Tim Regnier, CEO and Founder of Smart Access, about how warehouses can revive their SOPs. Oftentimes, standard operating procedures get written, approved, stored, and then forgotten or remain misunderstood. In this episode, Tim explains how Smart Access turns warehouse SOP into a living system. The platform guides training, boosts accuracy, and improves productivity. It uses AI-driven observations, automated skill-building, and the new Ops Navigator intelligence layer. The conversation shows how operations can finally align leadership expectations with real work on the floor.Learn more about Brecham Group here. Learn more about Endpoint and give Gary a break here. Follow us on LinkedIn and YouTube.Support the show

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Hoy charlamos con la Dra. Cristina Moros, médica especialista en microbiota humana, salud digestiva, salud hormonal y suplementación integrativa.Un episodio imprescindible para entender por qué tantas personas tienen síntomas digestivos, inflamación, desajustes hormonales o problemas de fertilidad… aun cuando “las pruebas salen bien”. En este episodio profundizamos en: 

In This Deep Dive Episode:We're tackling the hardest and most expensive problem in chiropractic growth: getting from “great idea” to “real implementation.”Drawing from a powerful masterclass by Dr. Noel Lloyd and insights from clinics just like yours, we cover:

En este vídeo analizamos las causas reales detrás del aumento del síndrome de ovario poliquístico (SOP): desde los factores hormonales y metabólicos, hasta el impacto del estrés, la resistencia a la insulina y el estilo de vida moderno⚡️⚡️Mi instagram: https://www.instagram.com/dr.ahernandez/

Today we are talking about something that every virtual assistant needs… but very few actually take the time to build properly. Standard Operating Procedures - better known as SOPs. Okay so maybe it's not entirely true about very few building them properly. But there are a LOT of VAs that I have talked to that do not have anything documented. If that's you, then I'm glad you're here listening in today. How detailed does an SOP need to be when it's for something you specialize in? This question comes up all the time in my coaching calls, in my mastermind group, and in conversations with newer VAs who feel pressure to write SOPs that are either way too complicated or not detailed enough. So today I'm going to walk you through what your SOPs should include, how to know the right level of detail, and how your SOPs actually make you more confident and more valuable to your clients. SOPs don't just help you deliver great work. They help you feel more confident about the work you're doing, and they help clients feel more confident in hiring you. If you want to get some help creating SOPs for your VA business, or you want templates you can start with right away, reach out to me anytime. You can get in touch with me at YourVAMentor.com/links I'd love to help you get some standards into your VA business so you can work more efficiently, get more done, and love your VA business again. That's all I've got for you this week  - thanks for tuning in to this episode of The Ridiculously Good VA Show. I'll see you next time!

In this episode, we explore a five-step turnover system designed to help female real estate investors streamline rental transitions, making them smooth, fast, and profitable. Drawing from personal experience and expert insights, we explain how effective documentation—from appliance details to paint colors—streamlines turnovers and cuts costs. We emphasize clear tenant communication regarding lease terms, notices, and fees, and highlight the value of systems such as pre-move-out walkthroughs, timely advertising, and professional cleaning. You'll hear real-life anecdotes, tips for automating communication and delegating tasks, and learn the power of using checklists and SOP templates to stay organized—even as a solo manager. Grab our free property management checklist and get your name on the list to be the first to know when doors open to the WIIRE Community! This episode offers practical advice and encouragement to help you minimize vacancies, maximize cash flow, and confidently grow your rental business.  Resources:Simplify how you manage your rentals with TurboTenantGet in touch with Envy Investment GroupGrab our freebie for self-managing your rentalsMake sure your name is on the list to secure your spot in The WIIRE Community Leave us a review on Apple PodcastsLeave us a review on SpotifyJoin our private Facebook CommunityConnect with us on Instagram

In this episode, Vishwanath Singh breaks down how Infinx is modernizing quality assurance across both RCM and Patient Access through structured governance, risk-based sampling, and emerging AI copilots that strengthen accuracy and reduce variability. He explains how documentation, SOP creation, and auditing are being transformed into real-time, intelligence-driven processes that protect revenue and accelerate performance.

Hey everyone, this is Chris Auman, Founder of Sanctuary. We are a Digital Marketing Group with a mission to help you grow your organization. Welcome back to The Academy, where you get the tools, tips, and advice you need to grow your business.Today I want to talk about something that feels simple and obvious on the surface, but it changes everything when you take it seriously. Standard Operating Procedures. If you hear someone refer to an SOP, that's what they're referring to. We call them Blueprints at our company, and that's how I'll refer to them today in this episode. If you want more reliable and scalable marketing results, this is where you start.

In this raw and insightful episode of Brush Busters, coaches Jesse and Gavin dive deep into some of the most pressing (and personal) challenges painting business owners face today:

When it comes to scaling smarter, not scattered, there are three mistakes owners make that hurt efficiency, profitability, and leadership. Kiera talks about how Dental A-Team helps practices simplify methods so that success is humming across all locations. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and I hope you are having such an amazing day. Today is podcasting day and I actually did a little reel for you guys to come and enjoy getting ready for me on podcasting day. My husband and I, we did this funny thing when I got like amped myself up and we're like, I love my life. I love my job. I love podcasting. And I don't know if you guys have seen that little girl.   who does that where she gets so excited about life and it's like, I love my bed, I love my hot tub, I love my view. And truly I love all of you. And I'm just super excited to be here with you podcasting, to be talking about great things in dentistry. And today I think that this one's going out to our multi-practice owners. And these are three costly gaps that I've noticed within multi-practice ownership that really try to highlight some of the gaps because at the end of the day, the podcast was created   to help all dentists elevate, to help all of us rise, to positively impact the world of dentistry in the greatest way possible. And that's what we're about. That's what our mission is. That's what I'm about. And so today going out to those multi-practice owners, or for those of you thinking about multi-practice ownership and do you want to do this? do you want to like, what are some of these gaps that maybe could also impact solo practice owners? So at Dental A Team, do work with solo practice owners, multi-practice owners. We work with...   like from basically one million, you know, you're maybe at that 650, one million range, all the way up to that 10, 15, $20 million range as well for practices. And there is a no one size fits all in Dental A Team I'm very, very, very, very big on who we hire and who the people are within our company. And with our clients that this is your life. This is your dream. There is no ultimate destination that we're trying to get all of our practices to. There is no final   You've got to hit this in order to be excellent within Dental A Team. is what is your life? We have some owners that are working at two or three days a week. We have some owners that are working six days a week. We have some that want multi-practice ownership. have others that want solo practice ownership. We have some that are solo practitioners doing 4 million in one location of about six to seven operatories. We have others that are in multi-locations doing 2 million. So really there is a no one size fits all. It's more what do you want to be? And we call this the yes model. So where do you   personally and professionally want to be. stands for earnings to make sure you're profitable and S stands for systems and teams to support that. So really making sure that way you can say yes to your life, yes to the things you want in life. That's what we're about. So with that, like when you look at multi-practice ownership, it does not necessarily mean adding more profit. I've talked to several multi-practice owners that are actually making less money in multi-practice ownership than they are.   prior to expanding to multi locations. Think about it. You've got one location that's doing really well, the other one's not doing so well, well, your good one has to then support your not so cash flowing one. So sometimes it actually can be a lot more costly for you. And so for you to just realize that some of the ways that we can do this will actually impact solo practitioners. ⁓ And so the three things that we're gonna work on today are like,   things that hurt efficiency, they hurt profitability and they hurt leadership. So when we look at this, doing a deep dive on that, that's really what I want you to look at of like how you can scale smarter and not scattered because really with multi-practice ownership, I remember the day we opened our second location. Our first practice was doing, it was 500,000 to 2.4 million in nine months. And then we opened our second location and you better believe that it was like just adding more fuel to this already burning chaos fire. I think that's really, really clear. And I hope you heard that it was adding more fuel.   to the chaos fire, not to the profitable fire, but to the chaos fire. ⁓ And that was really, really, really struggling. ⁓ It was hard on me. It was hard on our practice. It was hard on the team. I was not showing up as a great manager. I was not showing up as a great ⁓ leader. I was not showing up as a great partner. ⁓ I was not showing up great in my marriage. It was like literally just trying to swim through and feel like I was trying to survive rather than doing it smart. And so that's something really big that we've been wanting to do for all of you is   to give you this smarter way. Dental A Team was really here for you. It was built by people who are just like you, who have been in your shoes, they don't just understand you, but have actually been in your shoes, who's walked the walk, talked the talk, and we've done it very successfully. So I love to help offices. Hopefully we're helping you. ⁓ And if you love this podcast, please be sure to like it, start, share it, because that's how we're able to help and influence more people. number one, the biggest number one miss is no centralized operations. So that means ⁓ we don't...   we don't have a central plan and instead our practices are individual islands. This was very much my practices. We had our one and it was doing certain things and we had our second one and it was not doing certain things. And so going from each practice felt like I was going to multiple different locations, multi different pieces and that really gets hard. And so we have inconsistent systems which means we have unpredictable outcomes. And then on that, like we did not have a set way that we'd schedule. So we'd schedule one way at our first location another way at our second location.   Our billing was not the same. The way we were insurance verifying, our fee schedules weren't even the same because we were in two different cities. And so we had different fee schedules. ⁓ Reporting was not the same. We did not have leaders in both practices. We did not have SOPs that could scale. Like truly our operations manual was not done and we just thought buy another practice and let's go through this. Rather than having a set standard, and this is something I'm really big on when people want to go to multi-practice ownership or they're already in multi-practice ownership. This is really where we start. There's a practice that we're working with and   I think about them, were, the solo doctor was running around to every single location, trying to out-produce the problems instead of fixing the problems at the base level. And that's going to be through this of like centralized systems and getting systems in place and like having our scheduling and our billing and our cashflow consistent and looking at each of the individual practices ⁓ to make sure that they are centralized. And so when we work with multi-locations,   What we do is we actually simplify it down. So you don't necessarily have to have centralized billing or scheduling like right away. Once you get to that four or five, usually it's very recommended to have centralized billing or I've got some practices that are multi like it's one location, but they have about 15 to 17 operatories. Well, that does count in my opinion as multi ops, multi practices, cause a lot of times multi practices are like five ops or more. So you think about a 15 op practice that's like three practices, but just under one roof.   So even in this larger practice, I often recommend we start to centralizing. So we have a set standard of how we're doing billing. We have different reporting metrics. You've got to have the KPIs. We've got to have the set system. So what we started to do is we standardized the operatories. So all ops are the same. We standardized how we're scheduling. We're all in the same softwares. We have an SOP. So we've got our front office, our back office teams, and we do the exact same way. So how we're doing it. We had both practices auditing each other so that we standards were not getting missed and it wasn't.   Well, this practice does it this way and this one does it this way. No, we're trying to make these standardized. that way, again, it's not so that way we can't have our own flare and variety at the different locations, but it's so that way when practices show up and doctors show up, we're actually able to be efficient and effective because we're able to have it be the same. It's like, could you imagine ⁓ if your practices were like everybody's varying different houses? So the way I put my silverware in my house might be very different than where you put your silverware in your house.   So just imagine we've got five different houses, how much easier it would be if we all walk in and we all agree that silverware goes to the right of the dishwasher. Well, now, no matter where the dishwasher is placed in a house, we know silverware will always be to the right of the dishwasher. Just like when we walk into an operatory, we always know that the ⁓ disposable, so our gauze, our cotton, is always to the right of X. It all practices. So as much as we can get them similar, so that way it's just more efficient, it's more streamlined, everything is working together rather than against each other.   but truly getting centralized operations in multi-operatories or multi-locations is going to be one of the biggest ways to cut costs, to save time, and to make it more efficient for a better patient care all the way around the board. So really look at your practice and see, do we have inconsistent systems? Are we doing things differently? Do we have different flares and flavors? Do we have like five different houses within our multi-practice ownership? And what could we do to unify it across all of the practices this quarter? And usually when I'm starting with an office,   I'm going to look for the scheduling because that's usually the fastest. Then the operatories will be my next piece that I'm going to go for. And then after that, we're going to go into our billing tactics and making sure that goes into it, which leads me right into point number two. And this is gap number two and it's profit per location is not being tracked. A lot of times when people get multipractices, what they do is they just keep it all under one tax ID number. I understand your reasoning. I did that when I started my multiple businesses. It actually gets really hairy scary. And so ⁓   Yes, like let's untangle this. I'm not a CPA. My job is not to be giving you financial advice. My job is just to help you as a consultant. We pair really well with CPAs. And so miss number two is when we don't have profit being tracked per location, but overall as total revenue, but not knowing which practice is profitable and which practice is struggling. That's a really, really, really big miss as a practice. So helping you just understand that you've got to a hundred percent.   make sure we're looking at the profitability and breaking it apart. So each practice has its own tax ID number. Yes, this is annoying. Yes, you have to fix the billing pieces for it, but each practice needs to be treated like its own individual business unit. within the bigger whole. So it's like we have the same standards, we have the same operatory setup, we have the same softwares, we have the same billing tactics, but what we have is we make sure each practice is profitable.   So we know how much are we paying for all the fixed versus variable costs and we're tracking those within each location. When team members travel between each location, they're actually paid out of two separate entities. So they could be technically putting in more than 40 hours, but if they're only putting 20 hours here and 30 hours here, technically that's not over time. It's like working two different jobs. Now you have to be careful with that to make sure that those employees are not overworked.   But making sure that like when I've got team members going to multi locations, I am tracking it per location. I am tracking it per practice. When I've got regional managers separating out that regional manager salary amongst all the locations to make sure is this practical profitable? And if not, what are the underperformers? What are the root causes? How can I get this profitable? Can we do block scheduling in there? Can I work on my costs? I've got two practices right now and their rent is much higher in one location. Well, if I've got higher rent over there and higher costs,   I have to produce more in that practice than I do. So I can't have the exact same block scheduling in both locations. I can still block schedule similarly, but I have to make sure that I'm hitting my correct overhead percentages and that each practice is profitable. We have separate credit cards for each location. So we're ordering on those separate credit cards. So it is per location. We have different bank accounts for each location. So the money's coming in so we can see what it is. And what's crazy is when offices actually do this, what they find is   they're actually able to quickly identify what the root causes of that practice. They're able to bring it up to par. like one practice, they're losing money due to not having hygiene reappointments in there. So like the hygiene team is not as profitable as they should be. So we laser focus in on that. We fix the systems across the board, but we laser focus on the practice that's struggling. And we're actually able to boost them by 400,000 per year just by fixing that one small problem, because we're not looking at the organization as a whole. Yes, you do need to look at the organization as a whole.   but you do need to like scope it down to how each practice is performing. And this should be weekly, monthly, quarterly to then assess how we're doing. ⁓ When people get into multi level DSOs, you better believe they're looking at their top performers and their lower performance. And a lot of times they cut those lower performing offices out because that's hurting their overall profitability of the business. So many offices have really high producing practices and they're dumping it to go save the other ones. Just like thinking about a real estate portfolio.   they're looking and rebalancing those portfolios, but for you to rebalance it is to make sure you're tracking the profit per location and we're fixing the issues at the base root problem. ⁓ And so really what it should be is you should A, make sure you're running them individually, B, do a P &L by location and let's figure out where our gaps are within the finances to see how can I make each location profitable and set that as the target as the goal for your regional, for your office managers.   This is the goal per location. I work with an office and we have six locations that we go to quarterly. And we are looking at their scorecards every single week, every single practice. And then we look collectively at the whole to make sure organization as a whole is profitable. Yes, when we started new and of course we're going to be dumping money into it. But the goal is for that new practice to be profitable. Six months to one year max is when they need to start breaking profit. And so when teams know this, when office managers know this, what happens is the whole   portfolio actually does better and the businesses are running much more effectively, efficiently with better patient care, better team awareness all around. So that's miss number two, ⁓ gap number two. Miss number three is not having consistent accountability. So when you have it, oftentimes it's just this chaos. Like I said, like we're adding more fuel to a chaos burning fire. And so ⁓ when we have that there's no roles, there's no structured check-ins, there's...   It just feels like hope and pray. And then we're trying to like get the profitability margins. We're trying to do all those pieces. So we've got to have cadences in there of weekly calls, having weekly scorecards and quarterly reviews. ⁓ And so when you have leaders at each location, what they do is they, get all office managers together on a weekly call. They look at the scorecards for their practices. They look cross company so they can look at all the other offices. So if I'm struggling with a profitability, but this office over here is doing really well.   office managers sync up, let's have you two work together, let's have you see what you're doing differently. That way everybody's able to be profitable. So that really helps. And then you empower all the leaders to own their KPIs and report back. So they're owning their teams, they're owning their departments, they're owning the profitability of their practice. And then this way we're able to have metrics that are the same across all locations. So having a set scorecard that's used, when we do it within our company, we have practice A, practice B, practice C.   Right now I've got an office I'm thinking of and practice A is super profitable and practice B is not. And they're just looking at it collectively as a whole versus saying, my gosh, we've got to get like practice B profitable. Practice B is not producing and it's not collecting what it should be. A lot of times also that profitability margin is hurting because we're not collecting. And so one practice is very much collecting, paying for the other practice, but it's just due to broken systems and not having that O-M responsible. And it's because we're spread across trying to be   ⁓ efficient, which is true, but we have to have individualized centralized accountability frameworks in each location. So it reports up. People know who's ultimately responsible for that practice for the different pieces, rather than it being we're all responsible for everything. That means nothing is actually truly being tracked. So ⁓ when we've implemented these scorecards across practices, usually what you start to see is you see an increase in profitability, an increase in collections, an increase in case acceptance, because everybody's looking   Like we're looking side to side, it's like Sudoku. I'm looking to see how am I comparing with my other practices and how can I get the support where I'm struggling? And then you also start to create cohesiveness as a unity. You start to create cross collaboration. And this is a huge, huge, huge mess in multi-practice ownership and even in bigger practices. So when you look at this and you have that weekly reporting rhythm, you have this weekly accountability, and then you start to empower your leaders to meet with their team members once a month.   and then have quarterly cadences where we're looking to see how we're doing, you start to see teams rise up. Because now it's like, great, we know what the scoreboard is. We know what we're aiming for. know everybody knows what they're accountable for. There's no more of this confusion of what should we be doing or should my practice do this, but your practice doesn't. You try to get them as standardized as possible. And what I will tell you is working with multiple multi-practice owners, this is not a dream. This is a reality that you should be striving for and that you can do. I love to work with Mac.   multi-practice owners because I love to take the chaos and turn it into simplicity. I love to help you see which like it's like a ball of yarn and you're like, my gosh, like pull this string or pull this string or pull that string. And like, we don't know how to untangle what we've created. And so doing these three misses of not having centralized operations. So making sure we're centralized across the board, making sure each practice is profitable and then having accountability across the board. When you streamline those across all your locations,   instantly things get better. Scaling is not great when it's chaos. Scaling is great when it's tightened, when it's predictable, and when it's consistent. That's when it becomes fun. That's when it becomes fun to be multi-practice honored, but it is not fun when it is the chaos. And so when we do this, this is something that I'm obsessed with. This is something I love to help offices. This is where I love to help regional managers figure out how to do this because a lot of times they don't even know. They've never done it before. They've just been a great office manager and doing one baby versus five babies.   We all know as parents and siblings and aunts and uncles, we know that one baby is a lot easier than five babies. However, five babies can actually be easier on certain levels when we have set standards and we have set processes and we have set things in place and we've got rhythms and we've got routines that actually sometimes can be easier than just one because it forces you to actually rise up. It forces you to be better than what you've been. And so with this, just know these are some of the three big gaps that we see in multi-practice ownership or large practice ownership.   These are some of the areas that we really expert help. And hopefully for you to just have a quick like checklist of like, where am I doing on my standardized ops? How am I doing on profitability of each location? And how am I doing on accountability, KPI tracking, scorecard accountability, weekly check-ins, implementing just a few of these things will radically help you. But sometimes it's so hard to lift your head up out of the bubble when you're living in the bubble. And so if you're struggling with that, reach out.   Like let's just have a conversation. Let's see if we're a right fit. If nothing else, we'll give you a lot of gaps, a lot of tools, a lot of tips and help you out. reach out, Hello@TheDentalATeam.com. Go to our website, TheDentalATeam.com and click on the book of call. This is what we do. We create structure for scale, clarity for leaders and profit for every location. Like that is what our obsession is. And so I'd love to help you out. As always, just know dentistry is the greatest place we could ever possibly be in. We are so blessed to be a part of dentistry.   And I just want you to remember like if multi-practice ownership or larger practice ownerships on the horizon, these are things to do. If you're already in the weeds of it, you know, it's a lot harder to actually do than you thought it was. And so reach out. There's no reason to do this alone. The industry is hard as it is. So there's no reason to do this alone. Reach out. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.  

Your STR business is worth more than you think—if you build it the right way.In this episode, we break down the difference between operators who burn out… and operators who build real companies that survive, scale, and eventually sell for life-changing money.We also cover the hard lessons from companies that grew too fast, collapsed, or went bankrupt—and how to avoid their mistakes.In this episode you'll learn:• Why your STR business already has real enterprise value• What happens if everything lives in your head (and how to fix it)• The operational mistakes that bankrupted a fast-growing STR company• How to build systems that survive without you• What buyers REALLY look for in an STR business• The path to a 7–8 figure STR exitIf you want help building an STR business that actually runs without you — and is worth something one day — click the link below:https://go.strsecrets.com/podcast?utm_source=Podcast&utm_medium=Captivate&utm_campaign=T033&utm_content=STRS00:01:41 - Sonder going bankrupt00:03:15 - talking about exits / long hold / vision00:05:09 - private equity, Blackstone, KKR, etc.00:06:47 - Vacasa, hyper-local focus, selling to PE00:08:47 - SOP playbook, fear of death, what happens if you're gone00:10:20 - CEO role, brand, numbers, game plan00:12:00 - not as easy as it looks, 70% with PMs 20+ units00:13:19 - PE criteria, churn, “can somebody else run my business?”00:14:55 - Built to Sell, books, contracts, “you not being the system”Get FREE Access to our Community and Weekly Trainings:https://group.strsecrets.com/

Your STR business is worth more than you think—if you build it the right way.In this episode, we break down the difference between operators who burn out… and operators who build real companies that survive, scale, and eventually sell for life-changing money.We also cover the hard lessons from companies that grew too fast, collapsed, or went bankrupt—and how to avoid their mistakes.In this episode you'll learn:• Why your STR business already has real enterprise value• What happens if everything lives in your head (and how to fix it)• The operational mistakes that bankrupted a fast-growing STR company• How to build systems that survive without you• What buyers REALLY look for in an STR business• The path to a 7–8 figure STR exitIf you want help building an STR business that actually runs without you — and is worth something one day — click the link below:https://go.strsecrets.com/podcast?utm_source=Podcast&utm_medium=Captivate&utm_campaign=T033&utm_content=STRS00:01:41 - Sonder going bankrupt00:03:15 - talking about exits / long hold / vision00:05:09 - private equity, Blackstone, KKR, etc.00:06:47 - Vacasa, hyper-local focus, selling to PE00:08:47 - SOP playbook, fear of death, what happens if you're gone00:10:20 - CEO role, brand, numbers, game plan00:12:00 - not as easy as it looks, 70% with PMs 20+ units00:13:19 - PE criteria, churn, “can somebody else run my business?”00:14:55 - Built to Sell, books, contracts, “you not being the system”Get FREE Access to our Community and Weekly Trainings:https://group.strsecrets.com/

Chad Brown, founder of CBB.Services, has spent 23+ years in healthcare and now specializes in helping med spa owners streamline operations and scale. Originally supporting corporate healthcare, his consulting grew organically as friends in the med spa space sought his guidance. With the med spa industry projected to jump from $18.5B to $49B by 2030, Chad decided to niche down—seeing massive growth potential and a rising global focus on health, weight loss, and hormone balance.The conversation highlights the debate between casting a wide net versus niching down. Both Chad and Kenner agree that focusing deeply on a specific audience builds authority faster. Kenner shares how being known as the AI tax expert elevated his brand—just as Chad's med spa focus positions him uniquely in a booming industry. They note that niching creates stronger content, clearer messaging, and deeper client trust.Chad openly shares that one of his biggest struggles early on was trying to do everything alone—something many entrepreneurs experience. Both he and Kenner emphasized the importance of community, mentorship, and collaboration. Kenner mentions their own group, The Vast Vault, and how mentorship from leaders like Sharon Lechter and Ron LeGrand accelerates success by helping entrepreneurs avoid costly mistakes and gain clarity.Looking ahead, Chad's focus is building scalable processes and documenting everything—key steps for long-term growth. Kenner reinforces this with the idea of creating AI-powered knowledge bases, SOP libraries, and workflows that future employees can easily adopt. They discuss how simple recordings of daily tasks can be transformed into written SOPs using AI, saving time and enabling smoother onboarding and operations.Chad is leaning heavily into affiliate partnerships and podcast guesting as his main marketing strategies. Being featured on targeted podcasts extends his reach, creates long-tail content for SEO, and allows audiences to hear his expertise firsthand. They also discuss how podcast appearances generate dozens of social media clips through AI, building authority at scale. Chad's ability to listen deeply to clients, understand their pain points, and build customized blueprints is ultimately what makes him unique in the med spa consulting world.Takeaways• Chad Brown helps med spa owners grow their businesses.• Niche marketing can lead to greater success.• Mentorship is vital for overcoming business challenges.• Documenting processes is essential for scalability.• AI can assist in creating knowledge bases.• Affiliate marketing can expand reach and revenue.• Podcasts are a powerful marketing tool.• Authenticity builds trust with clients.• Understanding pain points is key to consulting.• Community support can alleviate the struggles of entrepreneurship.Sound Bites• Mentorship can help you avoid pain• I'm a big fan of affiliates• Authenticity cannot be fakedListen & Subscribe for More:

Taylor Scott is a hospitality lifer turned leadership coach who cut his teeth at Walt Disney World, led sales at Disney Vacation Club, and earned his MBA from Cornell's Hotel School. He's the author of Lead with Hospitality and the leadership fable Give Hospitality, translating world-class service principles into practical playbooks for teams. Susan and Taylor talk about connection, culture, and coaching. What You'll Learn About: • Why "don't reply to everything" is terrible leadership advice. • How sales and leadership mirror each other: build trust fast, influence behavior faster. • The Connect–Serve–Engage–Inspire framework you can run on a busy lobby shift. • LEAD as a service checklist: Listen, Educate, Act, Deliver. • The mindset shift from SOP security blanket to entrepreneurial trial-and-error. • Grad school's real ROI: "building shelves" in your brain + a global network. • How to lead high achievers with the 3 C's: Choice, Competence, Community. • "Guest first, team always" and "Purpose over policy" as decision filters. • Turning fear-based flailing (hello, mushroom panic) into guest-centered choices. • Why the next leadership frontier is re-teaching human connection in an AI world. Our Top Three Takeaways 1. Leadership and Sales Share the Same Core: Connection and Influence Taylor makes the case that sales is leadership, and leadership is sales. In both roles, success depends on making people trust and like you quickly, then inspiring them to take action. His "Lead with Hospitality" framework — Connect, Serve, Engage, Inspire — provides a clear path for achieving this in daily operations: connect with people on a human level, serve them first, engage with generosity and purpose, and inspire them through storytelling and authenticity. 2. The Best Leaders Create Environments for Motivation Drawing from the self-determination theory, Taylor explains that people become self-motivated when they experience choice, competence, and community — his "three C's." High achievers, in particular, thrive when leaders give them autonomy, recognize their expertise, and foster a sense of belonging. Leadership isn't about control; it's about designing the conditions where people can thrive. 3. Purpose Over Policy: Leading with Humanity From his experiences at Disney and Cosmopolitan, Taylor emphasizes two enduring leadership mantras: "Guest first, team always" and "Purpose over policy." Great leaders prioritize people and purpose over rigid rules, empowering teams to make guest-centered decisions. As hospitality evolves with AI and generational change, Taylor predicts the next frontier of leadership will be relearning how to connect on a human level — teaching empathy, conversation, and connection in an increasingly digital world. Taylor Scott on LinkedIn https://www.linkedin.com/in/tscott1502/ Lead with Hospitality https://leadwithhospitality.com/ Other Episodes You May Like:  179: Bridal Suite Sweethearts with James Ferguson https://www.topfloorpodcast.com/episode/179 118: Grief-Stricken Audience with Christine Trippi https://www.topfloorpodcast.com/episode/118 129: Boo-Boo Sugar with Jason Brooks https://www.topfloorpodcast.com/episode/129

Want a playbook for turning slow seasons into growth? We sit down with Tony from Villa Property Inspections to map out practical ways inspectors expand beyond a standard SOP without losing credibility or crossing ethical lines. From balcony inspection mandates in California to ADA accessibility assessments and commercial proposal tactics, Tony breaks down how the right credentials open doors—and how to present them so clients stop haggling and start booking.We dig into why maintaining a contractor's license or earning ICC certifications can change your posture in any room, especially with engineers and commercial brokers. You'll hear how a formal proposal—cover, scope, methodology, resume, qualifications, and then price—can “topple the fraction” of buyer expectations and borrow trust from respected organizations. We also tackle the fear of liability head-on, outlining how insurance, clear scope, and rigorous documentation keep risk in check while you expand into mold, balcony, or specialty inspections.For inspectors squeezed by stagnant pricing, we outline a path to higher margins and better exit value: recurring maintenance plans. Think filters, gutters, caulking, dryer vents, vegetation trimming—simple tasks that create ARR and MRR while staying clear of transaction conflicts. Add in regional services like wildfire home hardening backed by NFPA-aligned training, and you've got a diversified, resilient business that wins in any cycle. If you're ready to build beyond the SOP, stack value, and turn credibility into contracts, this conversation shows you where to start and how to scale.Enjoyed the show? Subscribe, share it with a fellow inspector, and leave a quick review to help more pros find these strategies.Check out our home inspection app at www.inspectortoolbelt.comNeed a home inspection website? See samples of our website at www.inspectortoolbelt.com/home-inspection-websites*The views and opinions expressed in this podcast, and the guests on it, do not necessarily reflect the views and opinions of Inspector Toolbelt and its associates.

Episode Summary In this strategic and energizing episode of Dental Drill Bits, Dana and Sandy unpack one of the most overlooked drivers of practice stability and growth, your annual planning session. Together, they walk through the questions, metrics, team conversations, and leadership decisions that set the tone for a productive, organized, and profitable new year. Sandy shares her trusted framework for evaluating practice performance, identifying bottlenecks, and turning missed opportunities into measurable goals. Dana breaks down how to communicate the importance of an annual planning meeting to your team—even if you haven't done one in a few years. From KPI awareness and production forecasting to team agreements, CE planning, and SOP check-ins, this episode gives practices everything they need to create a clear, motivating roadmap for 2026. If you want to stop drifting into the new year and instead design it—this episode is your guide. Show Notes In This Episode, You'll Learn: Why most practices drift into the new year unprepared—and how to fix it The must-track KPIs for evaluating your year-end performance How to hold a productive annual planning meeting (without turning it into a gripe session) What your team really needs to contribute meaningful input How agreements, policies, and SOPs eliminate frustration and set expectations How to turn dropped statistics into 2026 wins Why tracking new patient sources matters more than ever How to anticipate "slow" months and outflow your way into a full schedule CE planning and skill inventories for every position The importance of setting daily and hourly production goals Updates your website and systems may be overdue for The role of communication in shaping team culture and patient experience Episode Sponsors Identity Dental Marketing Looking to stand out in a crowded market? Identity Dental Marketing builds brands that convert.

AI in Your Restaurant: How Operators Can Save Hours, Increase Profit, and Build Smarter Systems Today https://restauranttopia.com/ Episode Summary In this high-energy, highly practical episode, Brian Seitz and Dave Ross break down the real-world, right-now ways AI can support restaurant operators. Whether you're hesitant, curious, or already all-in, this conversation will help you understand how to use AI to cut time-wasting tasks, improve menu performance, strengthen training, and build your own custom GPT to run sharper operations. AI isn't a trend — it's the next major shift in how restaurants operate. And the opportunity? Massive. Dave and Brian share exactly how they're using AI daily and walk through simple, battle-tested use cases that any operator can start implementing this week. What You'll Learn in This Episode ✔ Why AI in restaurants is not a fad — and why ignoring it puts operators behind ✔ Real use cases for AI in restaurants: Menu engineering & PMIX analysis in minutes Staff training + SOP creation Inventory and ordering optimization Marketing workflows (newsletters, social media, content) Customer service, phone ordering, and reservation automation ✔ How to create your own custom GPT for your restaurant What to upload How to train it How to empower managers and staff with a "digital assistant" ✔ What to avoid when starting with AI Privacy pitfalls Over-automation Connecting systems too quickly ✔ Quick wins to try this week Replace 5–10 weekly Google searches with AI prompts Use voice prompting to train your AI assistant on the go Build SOPs, onboarding documents, or menu descriptions with a single prompt Use AI for specials based on your current order guide Sample Prompts You Can Copy & Use Menu Engineering Prompt: "Analyze this PMIX and identify my highest-margin items, items that need attention, and any dogs I should consider removing. Provide recommendations for pricing and promotion." Training Prompt: "Create a step-by-step SOP for training new hosts at a neighborhood casual dining restaurant." Marketing Prompt: "Draft a 6-week social media content plan for a locally-owned restaurant. Include post copy, themes, and calls to action." Custom GPT Setup Prompt: "I want to build an AI agent for my restaurant that handles menu innovation, staff training, and marketing. Ask me every question you need to fully understand my business and build the right system." Take Action If you're new to AI, start small: 1️⃣ Download ChatGPT, Claude, Copilot, or your preferred tool. 2️⃣ Use AI instead of Google for one full day. 3️⃣ Upload a simple restaurant document and ask it to make improvements. 4️⃣ Create your own custom GPT once you're comfortable. Small habits add up — and they will make you faster, sharper, and more profitable. Connect With Us We want your AI success stories! Tag us or message us on social: Facebook | Instagram | LinkedIn: @Restaurantopia

Gościem Doroty Roman w podcaście Przysposobienie Obronne jest gen. Paweł Bielawny, były zastępca szefa Biura Ochrony Rządu, który komentuje udział prezydenta Karola Nawrockiego w Marszu Niepodległości oraz wyzwania SOP. Generał odnosi się do spontanicznego postoju prezydenckiej kolumny przy stadionie Legii i wyjaśnia konsekwencje decyzji nieuwzględnionych w oficjalnym harmonogramie. Wraca także do sprawy Smoleńska i jej konsekwencji, podkreślając: „Dla mnie Smoleńsk się nie skończył”.

Take the next step in your veterinary dentistry journey — discover how you can join Dr. Beckman's elite training community! https://ivdi.org/inv ---------------------------------------------------------------------- Host: Dr. Brett Beckman, DVM, FAVD, DAVDC, DAAPM In this episode of The Vet Dental Show, Dr. Brett Beckman, DVM, FAVD, DAVDC, DAAPM, answers common questions and shares expert insights on oral pathology. Learn how to differentiate feline gingival stomatitis from other oral inflammations, which lab is best for histopathology, and when to refer cases to a board-certified veterinary dentist. ---------------------------------------------------------------------- Questions Answered: What are the best labs for veterinary oral histopathology? How can I differentiate stomatitis from feline gingival stomatitis? When should I biopsy a stomatitis case? Who should I refer to for oral masses or fracture repair? What You'll Learn:  ✅ Discover the best lab for oral histopathology in dogs and cats.  ✅ Understand the key differences between stomatitis and feline gingival stomatitis.  ✅ Master the nuances of diagnosing oral inflammation in cats.  ✅ Simplify your approach to biopsies in stomatitis cases.  ✅ Apply solo catheter placement techniques in your practice.  ✅ Recognize when to refer cases to a board-certified veterinary dentist. Key Takeaways:  ✅ Dr. Cindy Bell at SOP for Animals is the top choice for oral pathology. ✅ Caudal oral mucosal inflammation is the key differentiator for feline gingival stomatitis.  ✅ For oral masses and fracture repairs, board-certified veterinary dentists are generally the best choice. ---------------------------------------------------------------------- Transform your dental practice today — request your invite to the Veterinary Dental Practitioner Program: https://ivdi.org/inv Explore Dr. Beckman's complete library of veterinary dentistry courses and CE resources! https://veterinarydentistry.net/ ---------------------------------------------------------------------- Questions? Leave a comment below with your thoughts, experiences, or cases related to veterinary dentistry! ---------------------------------------------------------------------- KEYWORDS: Veterinary Dentistry, IVDI, Brett Beckman, Dog Dental Care, Cat Dental Care, VetTech Tips, Animal Health, Veterinary Education, Veterinary Dental Practitioner Program, Vet Dental Show, Oral Pathology, Stomatitis, Feline Gingival Stomatitis, Histopathology, Veterinary CE

Join George Hariri and Richard Low as they dive into the real-world applications of AI in dental practice management. From co-diagnosis tools and automated SOP creation to marketing insights and team performance reviews, they explore how dentists can harness AI today—and what's just around the corner.

From IT Career To Trading For A Living In episode 533 of the Desire To Trade Podcast, you will be listening to an interview with Thor Young — a former IT professional who transitioned into full-time trading after seeking a more flexible lifestyle. Thor shares his path from struggling beginner to consistent trader, revealing how he built his own Camarilla-based trading system and mastered his mindset. The conversation digs into trading psychology, accountability, and building a process that actually fits your personality and lifestyle. The video is also available for you to watch on YouTube. >> Watch the video recording! >> Get your copy of Thor's book: Complete Day Trading System Topics Covered In This Episode 00:00 Introduction 01:55 Who is Thor Young? 02:39 Why he left IT and what reshaped his goals 03:41 The early struggles: two years of "stopping the bleeding" 05:38 The turning point: mastering trading psychology 07:48 Mentorship, mindset, and performance coaching with Dr. V 09:19 Thor's trading style: range-based, Camarilla pivot system 11:45 Behind the system: learning from market makers and algos 14:13 Reliability of his pivot system 16:11 The key to consistency: accountability and following your own SOP 18:18 When Thor realized his approach needed a total reset 19:55 Why he prefers bigger targets over high-frequency scalping 23:11 Understanding range, value, and institutional order flow 26:33 Where to find Thor Young (links below) What did you like best in this podcast episode? Let's talk in the comments below, or join me in the Facebook group! Desire To Trade's Top Resources DesireToTRADE Forex Trader Community (free group!) Complete Price Action Strategy Checklist One-Page Trading Plan (free template) Recommended brokers: EightCap (preferred Crypto and FX Broker) AxiTrader (use our link to get a special bonus) Desire To TRADE Academy Get a copy of Prop Trading Secrets (Author: Kathy Lien & Etienne Crete) About The Desire To Trade Podcast Subscribe via iTunes (take 2 seconds and leave the podcast a review!) Subscribe via Stitcher Subscribe via TuneIn Subscribe via Google Play See all podcast episodes What one thing will you implement after listening to this podcast episode? Leave a comment below, or join me in the Facebook group! How to find Thor Young Instagram: @thoryoungbbt x/Twitter: @ThorYoung Book: Complete Day Trading System What one thing will you implement after listening to this podcast episode? Leave a comment below, or join me in the Facebook group!

Brian is joined by Jeremiah Jennings from The Growing Green Podcast.  Recorded live in Michigan right before Lawntrepreneur Academy Live, this crossover episode offers an unfiltered, practical conversation on running a real business, even when the weather, the work, and the numbers don't go your way. They talk about everything from rain day productivity and crew training to labor costs, leadership development, and snow prep, mixing humor with hard-earned lessons. Jeremiah shares how he uses rain days for deep team meetings and SOP creation, while Brian explains why he's investing in training spaces, VAs, and systems that create long-term results. The two also touch on the behind-the-scenes realities of hosting events like LAL, investing heavily in your company before profits appear, and balancing growth with sanity. The conversation wraps with lighthearted moments from Thanksgiving food partitions to Christmas light installs, showing the friendship and mutual respect between two leaders pushing each other to the next level. Whether you're prepping for LAL or trying to get through your own version of "rain days," this episode reminds you that success comes from discipline, preparation, and a willingness to keep showing up. (Part 1 of 2).

Reach Out Via Text!Recorded live in Michigan right before Lawntrepreneur Academy Live, this crossover episode brings together Brian Fullerton and Jeremiah Jennings for an unfiltered, practical conversation on running a real business, even when the weather, the work, and the numbers don't go your way.They talk about everything from rain day productivity and crew training to labor costs, leadership development, and snow prep, mixing humor with hard-earned lessons. Jeremiah shares how he uses rain days for deep team meetings and SOP creation, while Brian explains why he's investing in training spaces, VAs, and systems that create long-term results.The two also touch on the behind-the-scenes realities of hosting events like LAL, investing heavily in your company before profits appear, and balancing growth with sanity. The conversation wraps with lighthearted moments from Thanksgiving food partitions to Christmas light installs, showing the friendship and mutual respect between two leaders pushing each other to the next level.Whether you're prepping for LAL or trying to get through your own version of “rain days,” this episode reminds you that success comes from discipline, preparation, and a willingness to keep showing up.Support the show 10% off LMN Software- https://lmncompany.partnerlinks.io/growinggreenpodcast Signup for our Newsletter- https://mailchi.mp/942ae158aff5/newsletter-signup Book A Consult Call-https://stan.store/GrowingGreenPodcast Lawntrepreneur Academy-https://www.lawntrepreneuracademy.com/ The Landscaping Bookkeeper-https://thelandscapingbookkeeper.com/ Instagram- https://www.instagram.com/growinggreenlandscapes/ Email-ggreenlandscapes@gmail.com Growing Green Website- https://www.growinggreenlandscapes.com/

Stop drowning in business chaos - your SOPs are the life raft you need. In this game-changing episode, Susan Finch and Lany Sullivan expose why your team's knowledge hoarding is sabotaging growth and share their proven system for creating procedures that actually get used. They reveal why writing at a 5th-grade level isn't dumbing down - it's smartening up your business operations. From horror stories of employees creating secret binders to success stories of businesses transformed through proper documentation, this episode delivers the blueprint for organizing years of scattered procedures into one powerful system. Learn the exact folder structure, naming conventions, and review processes that turn procedural chaos into operational clarity. Whether you're a solopreneur ready to scale or managing a team that's reinventing the wheel daily, this episode provides the roadmap to document, delegate, and finally find joy in your work again. As always, we try to give you an action list you can do on your own: Immediate Actions (This Week): Create Your Hub • Set up a main folder called "SOPs," "Procedures," or your preferred name • Ensure it's in a shared drive accessible to your team • Remove individual access permissions temporarily if needed Assess Current State • List all the procedures you currently have documented • Identify which team members have created their own "personal" procedures • Note any critical processes that exist only in someone's head Choose Your Categories • Divide your business into main operational areas (e.g., Admin, Sales, Production) • Create main folders for each category • Keep it simple - aim for 4-7 main categories maximum Short-Term Actions (Next 2-4 Weeks): The Great Document Dump • Move ALL documents from subfolders into main category folders • Review for duplicates and conflicting versions • Don't panic - this temporary chaos leads to clarity Establish Naming Conventions • Agree on a team-wide naming system • Include dates, version numbers, or status (TBD, Complete, Archive) • Rename all documents consistently Create Missing SOPs List • For each category, list procedures that need documentation • Create placeholder documents titled "[Process Name] - TO BE COMPLETED" • Assign ownership and deadlines Medium-Term Actions (Next 1-3 Months): Develop Your SOP Template • Include: Purpose, Tools Needed, Step-by-Step Instructions, Screenshots • Add revision dates at the top • Create a video component for complex procedures Write Priority SOPs • Start with your "hit by a bus" procedures - the critical ones only you know • Use simple language (5th grade level) • Include where to find things, which buttons to click, what fields to complete Implement Approval Process • Create a procedure for creating procedures • Establish who approves new SOPs • Set review cycles for existing procedures Long-Term Actions (Ongoing): Build the Habit • Schedule weekly SOP time • Update procedures as processes change • Archive outdated versions rather than deleting Create Onboarding Materials • Develop a "Start Here" folder for new team members • Include how to navigate the SOP system • Add role-specific procedure lists Regular Maintenance • Quarterly reviews of high-use procedures • Annual audit of all SOPs • Celebrate when team members create or update procedures

Send us a textIs your business secretly held together by your memory?If you walked away for two weeks, would things run—or fall apart?If the answer makes you sweat, this episode is your lifeline. We're breaking down the three essential SOPs every founder needs to scale—and showing you how to write them in 30 minutes flat using AI.Spoiler alert: You're not writing 47 documents. You're building three power moves that unlock freedom, delegation, and growth.Join the Insider Experience and get the exact AI prompts + walkthroughs for all 3 SOPs. This is your shortcut to scaling with sanity.What You'll Learn in This Episode:Why “I'll document it later” is the biggest lie founders tell themselves—and how it's silently costing you thousands.The 3 foundational SOPs that unlock hiring, delegation, and scale.The exact 4-step AI framework that turns your brain dump into pro-level SOPs (no tech background required).The SORTED Method: What makes an SOP actually usable—and delegation-proof.How to build an AI-generated SOP you can use today..Resources & LinksInsider Experience — Get the full SOP prompt suite + AI workflowsFree Gift — 10 Ways AI Will Make You a Better Leader Related Episodes:EP. 076 – How Smart CEOs Build SOPs Without Boring Themselves (or Their Teams)This companion episode goes deeper into what makes an SOP actually stick—and how to make your team care about using them.EP. 079 – Your Attachment to the Founder Struggle is ExpensiveIf you're still doing everything yourself, this one's the wake-up call you didn't know you needed.Want to increase revenue and impact? Listen to “She's That Founder” for insights on business strategy and female leadership to scale your business. Each episode offers advice on effective communication, team building, and management. Learn to master routines and systems to boost productivity and prevent burnout. Our delegation tips and business consulting will advance your executive leadership skills and presence.

Growing fast isn't the only way to succeed. For Jordan Richards, staying consistent was what made his exit possible.His founder story shows how discipline and documentation can turn a small agency into a clean, profitable acquisition.As the founder of Local Comets, a digital-marketing agency serving home-service businesses across the U.S., Jordan built steady revenue, lean systems, and predictable results.When the time came to sell, his organized SOP library made due diligence effortless and buyer trust immediate.You'll hear:How to build repeatable systems that scale smoothlyWhy documentation sells faster than marketing hypeWhat preparation speeds up due diligence on ⁠Acquire.com⁠How focus and structure lead to clean exits3 lessons from Jordan's exit:Consistency compounds: small habits drive big outcomesTransparency sells: organized systems build confidenceKnow when to move on: builders and scalers play different gamesWhether you're running an agency or building SaaS, this episode is your blueprint for creating clarity, value, and a smooth startup sale.Follow Jordan's journey:⁠LinkedIn⁠⁠Local CometsJordan Richards⁠

☎️ Book a free 15-minute Growth Call and see how BATTLEGROUND helps you finally move forward. → Book here: https://go.thecontractorfight.com/15min-free-callYou thought your communication was bulletproof, but your customers are walking away because of it. If 90% of medical lawsuits are from bad communication, what's it costing your contracting business?. Derek Johnson and Tim Cutroni expose the massive blind spot that kills client retention and forces you to spend more on marketing. Learn why your automations are failing and when to use your voice, video, or a rock-solid SOP to dominate communication=================================================☎️ Book a free 15-minute Growth Call and see how BATTLEGROUND helps you finally move forward.→ Book here: https://go.thecontractorfight.com/15min-free-call=================================================== Rate the Podcast ==Help your fellow contractors find the podcast! Please leave a rating/review.Apple PodcastsSpotify

Vidcast:  https://www.instagram.com/p/DQdue_Pj68D/These sauna blankets overheat creating burn hazards for users. This recall includes all models with gray-faced control pads, including LP-BRMDYL-BLK, LP-BRMDYL-GRY, LP-BRMDYR-BLK, LP-BRMDYR-GRY, LP-BRMDYR-BLU, LP-BRMDYR-PNK, and LP-BRMDYR-PRPL. About 78,000 sauna blankets were sold exclusively online through Lifepro.com, Amazon.com, Walmart, QVC, and Dick's Sporting Goods between September 2022 and June 2025. Sop using and unplug these recalled sauna blankets. To receive a replacement, visit Lifepro's website at lifeprofitness.com/recall and follow the instructions to participate in the recall. Then dispose of the recalled blanket in accordance with your local disposal regulations. For more information, consumers can contact Lifepro Fitness at 1-888-491-1690 or email the company at recalls@lifeprofitness.com. https://www.cpsc.gov/Recalls/2026/Lifepro-Fitness-Recalls-Bioremedy-Infrared-Sauna-Blankets-Due-to-Risk-of-Burn-Injuries#lifepro #bioremedy #sauna #blanket #overheating #burns #recall

The Bulletproof Dental Podcast Episode 412 HOSTS: Dr. Peter Boulden GUEST: Cassie Kellner DESCRIPTION In this conversation, Peter Boulden and Cassie Kellner discuss the importance of Standard Operating Procedures (SOPs) in dental practices. They explore how SOPs can enhance efficiency, improve onboarding, and create a better work environment. Cassie shares insights on using Trainual to develop and manage SOPs effectively, emphasizing the need for team involvement and the integration of technology. The discussion also includes success stories and practical tips for implementing SOPs in dental practices. TAKEAWAYS SOPs are essential for creating structure in dental practices. Digital SOPs are more effective than paper manuals. Micro learning is key to engaging team members. Start with the most frequently asked questions to create SOPs. Team involvement in SOP development increases buy-in. Technology can streamline SOP management and training. Creating a playbook is crucial for onboarding new staff. Regular updates to SOPs are necessary for ongoing relevance. AI can assist in creating and managing SOPs. A well-structured playbook enhances patient experience and team clarity. CHAPTERS 00:00 Introduction to SOPs in Dentistry 04:29 The Importance of Digital SOPs 07:29 Understanding SOPs and Micro Learning 10:44 Onboarding and Employee Retention 13:30 Overcoming the Daunting Task of SOP Creation 16:26 Building a Foundation for Your Practice 19:27 Creating Team Buy-In for SOPs 22:33 Templates and Tools for Startups 23:53 Embracing Growth in Dentistry 29:18 The Importance of a Playbook 29:38 Success Stories: Transforming Practices 34:55 Leveraging AI for Efficiency 41:21 Finding Clarity and Support 43:03 Outro REFERENCES Bulletproof Summit Bulletproof Mastermind BPTRAINUAL.com

Five-Star Clinic: Lessons from High-End Restaurants In this episode, Doc Danny Matta unpacks what elite restaurants do differently—then maps those exact moves to cash-based PT. From the reservation experience to ambiance, “the menu,” service, and checkout, learn how details create premium value, command higher rates, and generate more referrals. Quick Ask Help us reach our mission of adding $1B in cash-based services to physical therapy: share this episode with a clinician friend or post it to your Instagram stories and tag @dannymattaPT so he can reshare! Episode Summary Reservation experience → Pre-visit touch: Don't rely on generic confirmations. Call/text with directions, parking, “what to expect,” and a 1–2 day pre-visit email from the actual provider. Ambiance → Your space: Design matters. Lighting, smell, layout, materials, music, branding—create an intentional feel your ideal patient loves (and wants to refer into). Menu → Productized services: Name and package outcomes (e.g., “Pain-Free Performance Plan,” “Athlete Optimization”). Present options with a clean pricing sheet and a confident recommendation. Service → Clinical excellence + standards: Providers are your brand. Hold the standard on punctuality, communication, dress, outcomes, and EQ. Coach up or move on. Checkout → Frictionless finish + surprise & delight: Card on file, painless renewals, small “day-one” gifts (e.g., mobility tools), and handwritten thank-you notes. Premium perception: Details separate you from commodity clinics, justify higher prices, improve hiring/retention, and grow word-of-mouth. Lessons & Takeaways Details are the brand: Senses and systems create perceived value before treatment starts. Curate the offer: Productize services and tie them to outcomes—not visit counts. Own the recommendation: Be definitive with prognosis and plan; don't talk patients out of yes. Invest in the room: Space design is a growth investment, not a cost center. Mindset & Motivation The standard is the standard: High-performing teams protect the bar—and A-players expect it. Experience > price: When the experience is elite, price sensitivity drops. Steal like an operator: Study elite brands (restaurants, retail, studios) and adapt their best ideas. Pro Tips for Owners Pre-visit provider email: 2 days before, introduce yourself, set expectations, share a clinic video. Design the senses: Lighting plan, signature scent, music policy, brand palette, signage. Pricing sheet = menu: Clean layout, outcome-named plans, clear primary recommendation. Frictionless billing: Card on file, pay-in-full or monthly plan, one-tap renewals. Wow moment: Day-one useful gift (e.g., mobility balls) bundled into care—don't nickel & dime. Notable Quotes “In world-class restaurants the details are the experience. Your clinic is no different.” “Your pricing sheet is your menu—curate it, name it, and recommend with confidence.” “Patients buy outcomes and experience, not minutes on a table.” Action Items Write a pre-visit SOP: admin call + provider intro email + directions/parking. Audit your space for lighting, scent, music, and signage—fix one item this week. Rename and package your top 2–3 offers into outcome-based plans. Implement card on file and simplify renewals. Buy day-one gifts for all new plans of care and add handwritten thank-you cards. Programs Mentioned PT Biz Part-Time to Full-Time 5-Day Challenge (Free): Get crystal clear on your numbers, pick your path, and build a one-page plan. Resources & Links PT Biz Website Free 5-Day PT Biz Challenge About the Host: Doc Danny Matta — physical therapist, entrepreneur, and founder of PT Biz and Athlete's Potential. He's helped over 1,000 clinicians start, grow, and scale successful cash-based practices across the U.S.

10 月 20 號星期一，亞馬遜雲端服務 AWS 的核心區域 us-east-1 爆出一個 Race Condition，導致 DynamoDB 的 DNS 被清空，結果連帶拖垮了 113 項內部與外部服務。從社群平台、交易所、航空公司、政府單位，甚至英超足球聯盟，全都中標。這場十五小時的大當機，不只是 AWS 的災難，更是「雲端集中化」的一次警訊。這集我們就來聊聊：☁️ 為什麼 us-east-1 這麼關鍵？⚙️ Race Condition 到底怎麼讓 DNS 全毀？

Holaa :) en el episodio de hoy  tengo conmigo a alguien muy especial: la Dra. Rocío Belda, ginecóloga y obstetra, especialista en salud hormonal femenina, menopausia, síndrome del ovario poliquístico y endometriosis Además de ser una gran profesional, es compañera de carrera: ella iba un año por delante de mí en la facultad y me pasaba sus apuntes, así que podéis imaginar la ilusión que me hace tenerla aquí. En este episodio hablamos de todo lo que muchas veces no se cuenta:cómo reconocer los primeros síntomas de la perimenopausia,Por qué la menopausia no se reduce a los sofocos sino a síntomas como niebla mental, falta de hidratación de mucosas incluso infecciones de orina de repetición y como abordarloPor qué la etapa de la Peri/menopausia es el momento clave para cuidar mas que nunca nuestra salud cardiovascular.Las razones por las que el SOP y la endometriosis son tan variables entre mujeres,El papel real que tienen la alimentación, el ejercicio y la suplementación en cada etapa.Una conversación llena de ciencia, humanidad y experiencia clínica, pensada para ayudarte a entender tu cuerpo y acompañarte mejor en cada fase. Si estás atravesando alguna de estas etapas, o quieres acompañar mejor a una mujer que sí lo está, este episodio es para ti.Disponible en Tus amigas las hormonas  tu espacio para entender tu cuerpo, tus hormonas y tu salud de una manera diferente.  en YouTube, Spotify, Apple Podcast y cualquier plataforma de audio gratuita Datos de Rocio por si necesitas la ayuda de esta gran persona y profesional  Instagram:  https://www.instagram.com/doctorarociobelda?igsh=MW0wbXBub3NxdDVhMQ== Web:  https://www.doctorabelda.com/ Correo de consulta: beldaginecologia@gmail.com Idealmente para pedir cita con ella lo mejor es que lo hagas desde la web pero os dejo los 3 medios: Entrar en la web y darle al enlace de “pedir cita” (ahí os guía) Enviar correo  Enviar WhatsApp a  +34 611916582Para mas información ya sabéis que me tenéis en mi instagram @isabelvina dónde te comparto contenido diario Mi TikTok @isabelvinabasEn mi canal de YouTube Canal YoutubeY los suplementos formulados por mi en mi web  Mi web

Speed to Lead: The $30K Mistake Killing Your Clinic Growth In this episode, Doc Danny Matta breaks down one of the most overlooked profit leaks in cash-based practice ownership — slow lead follow-up. Learn how the average clinic loses tens of thousands each month from poor contact speed, and discover a simple system to fix it fast. Quick Ask Help us hit our mission of adding $1B in cash-based services to physical therapy. Share this episode with a clinician friend or post it on your Instagram stories — tag @dannymattaPT so he can reshare it! Episode Summary Big picture: Most clinics lose $30K+ per month from slow follow-up and poor lead management. The data gap: The average healthcare clinic takes 2 hours and 5 minutes to respond to a lead — consumers expect 10–15 minutes. Industry average: Only 11% of people who fill out a healthcare form ever become patients. 100x advantage: Responding within 5 minutes increases your chance of conversion by 100 times. The math: Raising your contact-to-eval rate from 40% to 70% could add $30,000/month in revenue — no new ads, no new spend. Lessons & Takeaways Track everything: If you don't measure conversion from contact to eval, you're flying blind. Speed to lead: Reach out within 5–15 minutes when someone submits a form or books a call. Multi-touch follow-up: Use 5–7 touch points (calls, texts, emails) in the first 1–2 weeks. Auto + human combo: Use automated confirmations plus manual outreach to maximize connection. Text wins: Consumers are far more likely to reply to a text than a voicemail. Mindset & Motivation Serve, don't sell: Follow-up isn't pestering — it's helping people make the change they already want. Fix the leak first: Don't spend more on marketing until your conversion system works. Track the funnel: Know your contact requests, booked calls, evals, and follow-ups weekly. Pro Tips for Owners Set notifications: When a new form is submitted, get instant alerts via Slack or text. Train your admin: Give them scripts for fast responses and early scheduling. Layer automation: Confirm appointments automatically via text + email. Segment leads: Prioritize same-day outreach for hot leads; move cold leads to your newsletter. Systemize: Build a “speed to lead” SOP — who calls, who texts, and when. Notable Quotes “If you can respond within five minutes, it increases the likelihood they'll become a client by 100 times.” “Fortune is in the follow-up — and most clinics aren't following up at all.” “Nobody wants PT; they want the freedom PT gives them. Help them get it by being responsive.” Action Items Audit your lead-to-eval conversion rate. Implement instant text + email confirmation for all form submissions. Create a 5–7 touchpoint follow-up plan over two weeks. Assign ownership: Who calls, who texts, and how soon? Review results monthly — aim for 70% contact-to-eval conversion. Programs Mentioned PT Biz Part-Time to Full-Time 5-Day Challenge (Free): Get clear on your numbers, choose your path, and build your one-page business plan. Resources & Links PT Biz Website Free 5-Day PT Biz Challenge About the Host: Doc Danny Matta — physical therapist, entrepreneur, and founder of PT Biz and Athlete's Potential. He's helped over 1,000 clinicians start, grow, and scale successful cash-based practices across the U.S.

In this episode the hosts open with the pledge and a heartfelt prayer for a teammate who lost his daughter, share listener and fleet updates, and celebrate new hires and anniversaries. The discussion covers dad jokes, recent rate changes, a detailed conversation about the federal bridge law and axle measurements, yard and construction progress, plus practical safety tips for trailer brakes, tire drag prevention, and SOP reminders. The show ends with encouraging reflections on focus, calmness, and community.

Live in Studio this week we are joined by Tony and Kennwal the duo behind @singlesourcecolorado . The name says it all quality driven repeatable results are the holy grail of extracts and using the technique of single source material gets you those results faster, just take a look at their page and the passion literally oozes of the screen. Looking forward to see what SOP's they are running and what cultivars have found themselves a permanent fixture in their high rotation garden. Thanks to @gogetmommysmeds aka Katie Bear production for putting this one together. So get that @dabx GO rig charged your @jerome_baker bong Clean with some ice

What do we travel with? How do we prefer to travel? What are our travel hacks? If you are seasoned travel or just getting into that hamster wheel, this is the episode for you. Our thoughts, best practices and hacks on traveling.Share with us yours on LinkedIn or X.Our co-hosts:Bertrand Schmitt, Entrepreneur in Residence at Red River West, co-founder of App Annie / Data.ai, business angel, advisor to startups and VC funds, @bschmittNuno Goncalves Pedro, Investor, Managing Partner, Founder at Chamaeleon, @ngpedroOur show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news Subscribe To Our Podcast Nuno Goncalves PedroINTRODUCTIONWelcome to Episode 69 of Tech DECIPHERED. Today we'll go on a slightly softer note and discuss our travel hacks and preferences. Bertrand and I often are asked, "What do you guys travel with? What do you prefer to travel with? What are your travel hacks?" And a few other questions in this world of hamster wheel travelling.Today we'll share a bunch of our preferences. We'll share a lot of the things we travel with, from luggage to electronics to other services and devices. We will share to the best of our knowledge, how to really do it in style, if that's at all possible, once you're in that hamster wheel. We'll share some of our hacks, not only for business travelling, but also for leisure travelling. Interesting stuff. We all have our hacks. We all have our stuff going on.PREFERENCES TRAVELAirlines, alliances, loyalty programsMaybe we start with airlines and all the things around that. Bertrand.Bertrand SchmittYeah, sure. Don't get me started on Air France, who cancelled on me a huge quantity of miles without alerting me, without notice, just a few weeks before I was supposed to take a flight. I will try my best to never use them again.Nuno Goncalves PedroIt was that bad. Air France is out, so that's the beginning. Let's maybe talk about the guys who are in. I'll give you my top airlines around the world. Obviously this depends. Depends if you have to travel through that region or if you're travelling to that region. My favourites, I think maybe not sure if it's in full order, but I would say Emirates, obviously, Qatar Airways. If you're hubbing through Middle East or if you're going to the Middle East, two amazing airlines, probably two of the best in the world.I would say maybe Emirates is my favourite now. I have to be thoughtful in how I put that forward. Qatar is also exceptional, obviously if you're hubbing through Doha. Incredible airline as well. The Asian ones in general, we'll leave the Chinese for a second because that's a different ballgame all together. Let's not say all Asian ones and obviously different ones are great.I'd say Singapore Airlines continues being systematically an exceptional airline. They've become very expensive, but an exceptional airline. A little bit SOP driven, only airline in the world, true story, that I complained not once or twice, but three times on the same incident, and I actually never got a response from them on an incident which is interesting. In general, service is exceptional. Their facilities at Changi Airport are exceptional. The planes are really well-kept, the food is great, very attentious, and really like them.Cathay, I haven't flown with them in a while. They went through a bit of a slump at some point. They were my favourite for a long time. Then they went through a bit of a slump in terms of product in particular, in terms of the quality of the product, in terms of the quality of the seats, service on board, et cetera. I've heard positive things recently, so maybe worthwhile putting them back on my Top 5 list around the world.Then the Korean Airlines in general are pretty strong on s...

Colin and Mara'D—both airline FOs and cast members from The Rehearsal—join Max and Dylan to dissect the tricky dynamics of speaking up in the right seat. Why is it so hard, and what makes it easier? The crew digs into SOP gaps, CRM training, real-world examples like Asiana 214, and the subtle art of being a chameleon in the cockpit. Plus: bizav vs. 121 culture, and how personality plays a bigger role than you think. Connect with Colin on Instagram  Connect with Mara'D on Instagram Check out Season 2 of The Rehearsal to watch Mara'D (episode 2) and Colin (episode 4) Show Notes 0:00 Intro 2:15 Speaking Up 13:00 Getting Involved in the Show 17:41 Wings of Voice & Training 30:56 Considering Personality 41:19 Flying with the Same People 47:05 Final Thoughts & Reflections Our Sponsors Tim Pope, CFP® — Tim is both a CERTIFIED FINANCIAL PLANNER™ and a pilot. His practice specializes in aviation professionals and aviation 401k plans, helping clients pursue their financial goals by defining them, optimizing resources, and monitoring progress. Click here to learn more. Also check out The Pilot's Portfolio Podcast. Advanced Aircrew Academy — Enables flight operations to fulfill their training needs in the most efficient and affordable way—anywhere, at any time. They provide high-quality training for professional pilots, flight attendants, flight coordinators, maintenance, and line service teams, all delivered via a world-class online system. Click here to learn more. Raven Careers — Helping your career take flight. Raven Careers supports professional pilots with resume prep, interview strategy, and long-term career planning. Whether you're a CFI eyeing your first regional, a captain debating your upgrade path, or a legacy hopeful refining your application, their one-on-one coaching and insider knowledge give you a real advantage. Click here to learn more. The AirComp Calculator™ is business aviation's only online compensation analysis system. It can provide precise compensation ranges for 14 business aviation positions in six aircraft classes at over 50 locations throughout the United States in seconds. Click here to learn more. Vaerus Jet Sales — Vaerus means right, true, and real. Buy or sell an aircraft the right way, with a true partner to make your dream of flight real. Connect with Brooks at Vaerus Jet Sales or learn more about their DC-3 Referral Program. Harvey Watt — Offers the only true Loss of Medical License Insurance available to individuals and small groups. Because Harvey Watt manages most airlines' plans, they can assist you in identifying the right coverage to supplement your airline's plan. Many buy coverage to supplement the loss of retirement benefits while grounded. Click here to learn more. VSL ACE Guide — Your all-in-one pilot training resource. Includes the most up-to-date Airman Certification Standards (ACS) and Practical Test Standards (PTS) for Private, Instrument, Commercial, ATP, CFI, and CFII. 21.Five listeners get a discount on the guide—click here to learn more. ProPilotWorld.com — The premier information and networking resource for professional pilots. Click here to learn more.     Feedback & Contact Have feedback, suggestions, or a great aviation story to share? Email us at info@21fivepodcast.com. Check out our Instagram feed @21FivePodcast for more great content (and our collection of aviation license plates). The statements made in this show are our own opinions and do not reflect, nor were they under any direction of any of our employers.

On the 57th episode of Enterprise AI Innovators, host Evan Reiser (Abnormal AI) talks with Mark Sherwood, EVP & CIO at Wolters Kluwer. Mark shares how his team is applying AI across internal operations and product development. From automating SOP creation to surfacing risk in contracts and predicting IT incidents, each project starts with a specific business challenge and ends with a measurable impact. Wolters Kluwer now sees over half of its revenue from AI-enabled products, a result of decades of domain expertise paired with rapid experimentation.Quick hits from Mark: On AI-generated SOPs: “It used to take two or three weeks to finalize and get it done. Now, it's essentially 15 minutes, worst case, probably two minutes, best case.”On contract lifecycle automation: “It's not just a, you know, search and replace or search and find or go find all these things, but helping understand, you know, what is the best way to rephrase this.”On disaster recovery readiness: “We're basically checking all these systems 24-7 to understand, do we have something brewing out there? I mean, hopefully we don't have a disaster, but we want to be prepared just in case we do.”Recent Book Recommendation: The Boys in the Boat by Daniel James Brown--Like what you hear? Leave us a review and subscribe to the show on Apple, Google, Spotify, Stitcher, or wherever you listen to podcasts.Enterprise AI Innovators is a show where top technology executives share how AI is transforming the enterprise. Each episode covers the real-world applications of AI, from improving products and optimizing operations to redefining the customer experience. Find more great insights from technology leaders and enterprise software experts at https://www.enterprisesoftware.blog/ Enterprise AI Innovators is produced by Josh Meer

In this short business-oriented podcast, Bryan breaks down the differences between three commonly confused positions/roles: analyst vs. PM (project management) vs. operations. When you own or work in a small business, you might wear a lot of hats: estimating, writing proposals, troubleshooting, being a customer or coworker's therapist, etc. This work can be organized, and problem-solving roles include analysts, project managers (PMs), and directly responsible individuals (DRIs). Sometimes, the same person might do more than one of these (or all of them), but separate people can do these as long as you know what success looks like for each of these. Analysts gather data (such as costs, labor hours, inventory, and SME interviews) and ask big questions. They don't try to fix the problem right away; their job is to seek ideas, pay attention, document, and organize. They think in terms of stories and problem statements, and technicians can benefit from this type of mindset on service calls. Project managers translate the data, goals, and even the plans, and these people organize those items so that they can be executed in real life: creating checklists, gathering manuals, scheduling, and implementing basic SOP. PMs set a plan, but they have to maintain flexibility and drive execution (but may not be responsible for the outcome). The DRI owns the outcome; this person may or may not be the project manager. If there's a new program, software, or procedure, this person drives those. They are the operator and may not be involved in the analysis or planning, but they own the execution and are responsible for those results.     Have a question that you want us to answer on the podcast? Submit your questions at https://www.speakpipe.com/hvacschool. Purchase your tickets or learn more about the 7th Annual HVACR Training Symposium at https://hvacrschool.com/symposium. Subscribe to our podcast on your iPhone or Android. Subscribe to our YouTube channel. Check out our handy calculators here or on the HVAC School Mobile App for Apple and Android

In this raw, unfiltered episode of Torsion Talk, Ryan hits record from a dark conference room in Hilton Head Island, South Carolina to unpack the chaos, breakthroughs, and real talk behind launching FieldPulse and embracing AI in home services.In this packed episode, he dives deep into how AI is reshaping home services, why most contractors are behind, and how he's using tech to streamline operations and scale smarter.He shares the behind-the-scenes chaos of switching CRMs, building custom AI tools mid-flight, and deploying new systems across multiple teams—all while on family vacation. You'll hear his thoughts on how AI can revolutionize internal operations like SOP access, live sales coaching, and vendor communication.Ryan breaks down FieldPulse's newest features—ClearPath workflows and vendor chat—and how they simplify training, improve job flow, and centralize supplier updates. No more scattered processes or confused techs—just step-by-step execution built for the real world.He also calls out unethical software practices in the industry, highlighting his painful experience with ServiceTitan's cancellation process. If you're stuck in an outdated system, this might be your sign to explore something better.This episode is more than just a software update—it's a wake-up call. Ryan explains why AI is no longer optional and how small steps today can prevent major failure tomorrow. Whether it's building internal tools with no code or creating smart agents that answer tech support questions in the field, the time to start is now.You'll leave this episode with real ideas for using AI to reduce costs, improve margins, and get ahead in a crowded market. Plus, Ryan shares what features he's most excited about in FieldPulse and how they're changing the way he runs operations across multiple service businesses.Want to future-proof your company, improve efficiency, and stop relying on broken systems? Start here.Need help launching FieldPulse or building your own AI agent? DM Ryan.Find Ryan at:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://garagedooru.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://aaronoverheaddoors.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://markinuity.com/⁠Check out our sponsors!Sommer USA - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://sommer-usa.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Surewinder - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://surewinder.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Stealth Hardware - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://quietmydoor.com/⁠

This episode of the Global Medical Device Podcast, hosted by Etienne Nichols with guest Shannon Decker, CEO of VBC1 and an expert in healthcare transformation, dives deep into the science of how adults learn, contrasting pedagogy (child-centered learning) with andragogy (adult-centered learning). The discussion reveals why traditional training methods, like handing new hires 40 SOPs to read, are often ineffective for experienced professionals in the MedTech industry.Shannon explains the core principles of andragogy: adults are self-directed, problem-centered, and bring a vast reservoir of experience to the table (schema theory). They are less motivated by sequential, externally guided learning and more by what is relevant, timely, and what is in it for them. This self-directed approach means successful training in MedTech requires catering to intrinsic motivation and providing tactile, real-world practice rather than just videos or documentation.The conversation pivots to practical applications across the medical device lifecycle. Shannon shares compelling examples, like improving physician adoption of a medical device by shifting the focus from extrinsic financial rewards and regulatory compliance to the intrinsic motivation of improving patient health outcomes. By making users part of the development process and using performance feedback to tap into a professional's competitive spirit, organizations can achieve significantly higher engagement and successful adoption of new technologies.Key Timestamps[03:20] What is Andragogy? How adults learn differently than children.[04:45] The role of schema theory and existing experience in adult learning.[05:40] Why the traditional "drop 40 SOPs" on a new hire's desk fails adults.[07:15] Case Study: The challenge of low medical device adoption and the missing education piece.[08:50] The power of tactile practice and addressing user confidence (e.g., misusing the device).[11:00] Contrasting Andragogy (self-directed) vs. Pedagogy (directed/sequential).[14:10] Applying adult learning to device development: solving the user's problem.[16:45] How to boost adoption: Intrinsic motivation and making users part of the process.[18:20] The key physician motivator: Desire to help people over money or administrative requirements.[21:10] Behavior science: Focusing on influential champions and mid/top performers for diffusion.[22:45] The "Gold Star" effect: Using competitive spirit and relevant KPIs for motivation.Quotes"The way we come to learning with adults is different... The best way that they learn is coming up with things that are relevant to them, things that are timely, things that they need. They want to be interested." - Shannon Decker"I don't talk about the money that they're going to make... What I talk to them about is by paying attention and doing these screening exams, you're going to have an impact on the overall health of your patient." - Shannon DeckerTakeawaysStop Relying on Documentation for Training: Adult learners need tactile input and practice. Replace or supplement large volumes of SOP reading with project team involvement, practical exercises, and hands-on use to build confidence and retention.Focus on the "What's In It For Me" (WIIFM): When designing a medical device or a training program, identify the user's intrinsic motivations. For clinicians, this is often the desire to improve patient outcomes—lead with this message rather than revenue or regulatory burden.Build Champions, Not Just Compliance: Instead of solely focusing energy on low performers or the loudest voices, identify respected, influential leaders (champions) to pilot and advocate for new technology. Their positive experience drives the Law of Respect and encourages wider...

Top Skills Entrepreneurs Need at Each StageYou don't need every skill right now—you need the right skill for the stage you're in. In this episode, I map the journey from Founder → Farmer → Tinker → Chief and show you the two keystone skills that unlock growth at each step, plus quick drills you can run this week.Founder: It's you against friction. The superpowers are resilience and work ethic—shipping V1s, selling before perfecting, and turning chaos into cash. I share daily habits that keep you moving when everything feels uphill.Farmer: Consistency beats heroics. Here the wins come from focus and a practice mindset. We install a simple weekly scorecard (traffic → leads → show → close → ARPU → churn), build 10-minute SOPs, and kill “new idea whiplash” with a monthly change window.Tinker: Your machine runs; now you protect attention and capital. The keys are an investor mindset and patience—delegating

【行人過馬路，安全零失誤】行人穿越馬路時，應注意號誌燈，並循行人穿越設施通行，且勿任意穿行。行人安全過馬路，平安回家零失誤。交通部及新北市政府關心您 ［廣告］ —— 以上為 Firstory Podcast 廣告 —— 免費追蹤，更新資訊不漏接： https://open.firstory.me/join/clh1qknlp0h0s01w286nq3i04 加入會員，支持節目： https://open.firstory.me/user/clh1qknlp0h0s01w286nq3i04 留言告訴我你對這一集的想法： https://open.firstory.me/user/clh1qknlp0h0s01w286nq3i04/comments 歡迎您用一杯咖啡支持我持續創作 : https://pay.soundon.fm/podcasts/a11a2120-4bc4-4fb2-813b-135bd96e5868 「布姐的交誼廳。陪你聊人生聊職場」Line 社群 https://reurl.cc/36NWEL(密碼：love) 本集重點：3,000萬資金壓力下逆轉：藍太太因疫情與創業轉型，曾承擔3,000萬的資金壓力，靠著堅定信念與行動力重新站起來。女裝轉型包租代管：從原本女裝電商事業，轉型投入穩定現金流的包租代管市場。穩定現金流的選擇：選擇收租模式解決現金流困境，將經營風險降到最低。數字化思維拆解目標：設定30間房產目標，每間預估2萬元現金流，以終為始規劃實踐路徑。親力親為從零學起：裝修小白到自學監工與軟裝設計，藍太太親自摸透整個房產改造流程。以訂閱制邏輯經營包租：她將包租代管視為類似訂閱制的穩定收入模式，創造長期可複製的現金流。先理解再複製的管理哲學：從第一線實操建立SOP，確保後續快速擴張與團隊複製。女裝美學轉化為空間設計力：過去在女裝業多年累積的審美，完美延伸至房產空間設計。培養學員成功實踐：透過線上課程與實體加盟，已累積超過800位學員，其中超過150位實際投入房產事業。跨足知識工作者領域：成為知識工作者的「媽媽桑」，協助IP老師打造品牌與課程，開創教學與孵化新模式。 來賓 藍太太 Ruby Hung 房地產訂閱制陪跑計畫 https://class.ltthouse.com/courses/online-seminar 藍太太。她說。https://class.ltthouse.com/posts FB: 藍太太好生活 https://www.facebook.com/profile.php?id=61554710181978

Kiera is joined by Dr. Lauryn Brunclik (of She Slays the Day podcast fame) to take a good hard look at clinician burnout, different sides of the working mindset coin, generational styles of work, and so much more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00) Hello, Dental A Team listeners. This is Kiera. And today I am so excited about our guest that's going to be on the podcast with me today. She is incredible. We're going to be talking about all things burnout, how to avoid it, how to just like live your best life. And so I have Dr. Lauryn Brunclik. She's an entrepreneur, chiropractor, business coach, podcast host, wife, mother, and sought-after speaker known for her high energy. You guys know that this is why I like her. mean, we're birds of the same feather, straightforward attitude and ability to make people laugh while discovering their truth.   In 2010, she founded Blue Hills Chiropractic building into a thriving seven figure practice. But after years of relentless hustle, she found herself overworked, tied to her clinic and craving more freedom. Dentist, can you relate? Now you see why I brought her on here. Now you can see why I want her here. ⁓ she truly is very similar to all of you out there. She was determined to create a business that worked for her, not the other way around. Lauryn built multiple revenue streams, streamlined her operations and reclaimed her time without sacrificing income.   She took that passion and launched She Slays the Day, a podcast helping professionals and clinic owners break free from burnout by creating multiple revenue streams, recleaning time and building financial and lifestyle freedom. So welcome to the show, Lauryn. How are you today?   Dr. Lauryn B (01:07) Thank you. As you   were reading that is so funny because like in this world of virtual assistants and AI, I'm always like, what bio is she reading? And I'm like kind of holding my breath like, ⁓ and I'm like, okay, yep, that's true. That's true. this is good. I did really get sad and burnt up. It's like, I just went on a journey with you while you're reading my bio.   Kiera Dent (01:25) Usually both.   You and me both. was on a podcast the other day and I had the exact same feeling because they were reading my bio and I was like, huh, I'm super curious. Like which bio did you get? And wow, yeah, like I did just get to go down memory lane. but   Dr. Lauryn B (01:40) You're   like, that's a good bio. Good job, AI. Good job. Which is like always waiting for like the wrong thing where it's like, no, I didn't do a stint as a clown or anything. No, that's not true. That's not true. So.   Kiera Dent (01:49) Exactly.   I, Shelbi got us connected and I was super excited and you know, I was looking up on it and she's like, here, I think you and Lauryn are going to have the best time on the podcast. She's like, you two are birds of the same feather, the high energy, the tactical, the like we talk about it's like life on purpose and business on purpose and not having it to where it's the other way around. I say all the time, like your business should be working for you, not the other way around. It should be supporting your life. So I'm just super jazzed. So Lauryn.   Dr. Lauryn B (02:04) Mm.   Kiera Dent (02:17) I mean, that was a great bio. agree like kudos to AI, virtual assistant, whomever wrote it for you. Kudos to you for living that actual bio and being the human on the other side of that. So anything else you want to add? I mean, we're here today to chat shop. We're here to ⁓ share with your audience, our audience, and just really collaborate together and talk about some things that you're super passionate about and that I am too.   Dr. Lauryn B (02:22) Right.   Yeah, so I think that one of the things is that, you you kind of address of like, I think you probably typically have more dentists on   of thing and your audience is like, wait, what's happening? So I started as a coach for chiropractors, you   Kiera Dent (02:51) you   Dr. Lauryn B (02:56) this is, I see this a lot of what we do ⁓ as especially high achieving people, you know, we spend a lot of money and time getting this degree. And then we kind of, when we start to get   bored, burnt out, ADHD, whatever it is in our career where there's this kind of a couple years in and you're like, wait, is this on repeat? What we tend to do is we repurpose our current knowledge set. And so it's like, I have this degree in this, so I'm gonna start a podcast for those people, right? And so that was kind of my experience too. She Slays the Day started as a podcast for chiropractors.   But then I started to realize like as we were having these conversations and you you're just networking, you're meeting. And I started to talk to dentists and veterinarians and you know, realizing like, ⁓ you guys deal with the same shit we do? I had an ENT on a private practice, ENT ⁓ on the podcast, on my podcast because I was following him on Instagram because he was hilarious, but I was like.   Kiera Dent (03:51) Yeah.   Dr. Lauryn B (04:02) you're dealing with the same stuff we do. And ultimately, that's kind of where I expanded in 2023 to be more for healthcare providers outside the traditional hospital system, because it's like, none of us learned business. Like, we, while we were doing anatomy and infectious disease and all of this stuff, there were people outside in the college getting like MBAs and entire business degrees.   Kiera Dent (04:18) Exactly.   Dr. Lauryn B (04:31) And we didn't take a single class. we just, there's such this atmosphere of shameful entrepreneurship. What I mean by that is like, especially within chiropractic, and I've talked to vets and dentists as well, that's like, well, if you're not gonna own your own clinic, are you even like really that good? And so there's this forced entrepreneurship in a society where only 10 % of   Kiera Dent (04:54) Mm-hmm.   Dr. Lauryn B (05:01) people truly have the grit and resilience for the shit show that is ⁓ entrepreneurship. But you have like 80 to 90 % of a profession going into it. And so it's just so natural that it's like, we didn't learn this stuff. It's so natural that burnout is such a common thing. So that's where really it's like, I've realized that like, yeah, I promise you that the same stuff we're dealing with, you're dealing with too because I've had these conversations.   Kiera Dent (05:13) Right.   Amen. And it's actually funny, and I didn't mention this prior, but we actually consulted a chiropractic office and we've consulted eye clinics and ⁓ optometrists and we've gone into CPA clinic firms. And I realized business is business is business and healthcare business is very similar. I think we do ⁓ outside of mainstream medicine, which is our chiropractic, our vets, our dentists.   We're not in the hospital setting. We have more of that autonomy to have our own practices and our own businesses and I agree with you. It is a I think I think the memes out there with business ownership are so accurate the ones where you're on a roller coaster and they're like it's the highs and the lows the ones we're like holding on for dear life and you're like giggling and then crying all within a matter of seconds and I'm like that is the role that is the realm and so that's why I really wanted us to collaborate together Lauryn to talk about because   What you see in chiropractic, what I see in dentistry, what we see across the board of these incredible clinicians. like you, go to school, you learn, you, you have all this experience in this knowledge. And like you said, It does not train you to be a business owner. yet also, like you said, it's well, why not? Like, and I think that that is kind of the, it's like for team members, like you want to graduate to be the office manager. You want to be the regional manager. You want to get to that level. Like that's where you like it. There's a ladder ascension. And I think in business ownership and with   Like you wanted to be a chiropractor because you wanted to help people. You wanted to be a dentist because you want to help people. You want to be a vet because you want to help people. You want to be an ENT because you want to help people. But it's, think that there's this unsaid natural ladder that people feel there's a push to go for a business ownership when it's like, but I just want to be a clinician. I just wanted to, to do my craft, but I also wanted to do it my way. And that's where I think the business ownership vibe comes in. But you're right. It's, it's stressful, not having profits, not having   understanding cashflow, not understanding how to run teams. Like awful.   Dr. Lauryn B (07:20) The number of people,   doc, clinic owners that have been in practice for 10 plus years that I am teaching what profit margins are and what is healthy and how to calculate it is astounding. It's like, So, you know, I think that ultimately when you, you know, the different personality types, you know, when they find themselves in practice,   Kiera Dent (07:31) Yes. Yes.   Yes.   Dr. Lauryn B (07:46) I feel like they almost burn out for two completely different reasons. So let's say that you have, know, so 80 % of humans are just more meant to be more like caregivers, supporter roles. I would guess that that's even higher in someone who's called into healthcare, right? That like, they went into this, believe me, if you are about to decide what you should do with your life and you are like, I'm an entrepreneur and I wanna be.   Kiera Dent (08:05) Mm-hmm.   Dr. Lauryn B (08:15) rich. Do not go into chiropractic. Do not go into dentistry. There is so much easier ways to make money. like 99 point whatever percent of people are called to this profession in healthcare because they want to serve. So let's say you start your clinic. There's a good chance you're going to burn out from one of two reasons. One, you don't want to run a clinic. You truly   And that's what's burning you out, is that you're just like, I am here for the patients. I want to pour into the patients and I want to serve and I want to do that. But like, I have to hire another front desk person? Didn't we just do that last year? I don't know what the ad should say. I don't know what we should pay them. Or like there's office drama and you're like, I have to create a SOP on that, what? And so that will burn you out because so much of being the CEO and the clinic owner is like,   pulling you away from patient care. So you either have to divide your patient care down or in half so you have time and now you're spending half of your time not doing what you wanna do or you just pile on the admin stuff on top of it so you're working 60 hours a week. So that person, obviously they burn out. Now the other one is I think a much more, like is much more my personal story and I'm so curious as to like why you started the podcast, why you started doing what you're doing but like.   Kiera Dent (09:30) Mm-hmm. Right.   Dr. Lauryn B (09:43) So this is, I was not someone that like was a natural entrepreneur. Like I never would have, you there's certain people you hear these stories where they're like, I'm kindergarten. was like, you know, I'm like, no, that wasn't me. Like I had no idea until really after I, you know, I started my practice, but that was out of convenience. Cause there was no job. Like I had kids and like somewhere along the line, the entrepreneurship bug just got me.   Kiera Dent (09:56) Hahaha!   Dr. Lauryn B (10:13) And then all of a sudden, that's what I wanted to be doing. Like I wanted to be scaling, looking at marketing strategy, looking at like growth projections, creating higher, like I wanted to do that. But then like Barb needs me in a room too. And I'm like, like I love, okay, I like serving. Yes, yes, yes. But like I really.   Kiera Dent (10:36) Yeah.   Dr. Lauryn B (10:41) This is what was exciting to me. And so then, and this is where I'll kind of like be vulnerable and share my story, because I know from stage that this helps people, people see this, but it's embarrassing to admit, but the patient care became boring. The patient care became repetitive. Like in the beginning, you're like, ⁓ how do I fix this? And like, you're not getting results, how do I do that? And it was this problem, like new problems to solve.   But once you've been doing it, five, seven years, I mean, for everybody it's different, you're kind of like, I can do that on autopilot. And it wasn't challenging a part of my brain that wanted to solve new problems. And so there was a lot of shame and guilt that came with, because at this point, I've been in practice seven years. I'm in my early 30s. Okay, well, you're doing this for the next 30 years. And I was like, I can't.   Kiera Dent (11:38) Right.   Dr. Lauryn B (11:39) can't do this for the next 30 years. And so that's just like, whichever side a clinic owner sees themself in, like, you you're not safe on either. You have to figure out burnout on either side, but ⁓ they're completely different reasonings. And I think understanding what, why are you feeling that burnout is really important.   Kiera Dent (12:04) Yeah, I love that you talked about both sides of the coin because I think there's guilt at least from what I see working with dentists working at myself. They actually got like I've heard I don't know like where this is coined but it's like the seven year itch or stitch like there's like you just kind of get into this and some people get it at five years some people get it at 10 years but there is ⁓ I also love Tony Robbins when he says like progress equals happiness.   Dr. Lauryn B (12:20) Mm-hmm.   Kiera Dent (12:29) And so if we're not progressing and some people love it, they love the autopilot of patient care is easy for me. But like when you first get out of school, all of that is hard. It's a puzzle. You're progressing. You've got to figure out how do you navigate and get patients to say yes to treatment? How do I run my books? Like how, like there's so much how, how, how to, how do I like serve my patients better? How do I make this for dentists? It's like, do I make that perfect crown margin? Like, how do get that perfect? I imagine in chiropractor, I'm actually a chiropractor.   all the time. I love her. She's incredible. We do talk business often. She's a fee for service. And I'm like, let's talk shop on like going fee for service versus in network, like, just like dentists, right, the fee for service versus in network. And it's how can I make this body like looking at people that have weird symptoms and trying to figure out how can I fix that? Like, I know there's a way to fix this long term. ⁓ But also the like annoyance of running a business and also be like,   need for growth. I really love and I never thought about those two sides of the coin until you mentioned that of that really is what causes people to stress. And I think that there is guilt on both sides. I think there's guilt of I want to be with patient care and I don't want to run the business, but I know I have to like, this is kind of the, the card I signed up for. And then the other side of I want to leave the chair. I had a dentist the other day and one of our masterminds say to me, I only want to work two or three days, but I feel guilty because my team's working five days. And I was like,   Dr. Lauryn B (13:52) That's   a really common one.   Kiera Dent (13:54) so good. And the great news is you built the business, like you provided them the job, like you've created that. That does not mean you need to stay in the day to day, five days a week, like whatever is best for you as the business owner and creator. And that can shift and morph. But there is a lot of guilt. I think that that creates, like you said, a lot of shaming and thanks for being vulnerable on that because I think so many people can relate to that. I think when people are listening, they're like, yes, yes. Like, I feel either side of that and   I think people don't know how to get out of it. So instead it's just this like, let me keep doing the same. ⁓ let me listen to other podcasts. Let me see if other people are like me. And I'm sure it's the same in chiropractic dentistry. say that it's like this isolated Island and I'm so grateful for podcasts. I'm grateful for communities, but I still think people feel that way because you're day in day out in your own clinic, in your own practice by yourself, even though you maybe know there's a few other islands out there that are maybe similar to you. ⁓ but I think it's such a, I think that's also business too.   Dr. Lauryn B (14:36) Mm-hmm.   Kiera Dent (14:52) I don't think it's just being ⁓ a provider in your own practice. I business entrepreneurs feel this way as well, like, how can everybody else figure this out? And I don't feel like I can. ⁓   Dr. Lauryn B (15:00) And you have no idea that they haven't figured it out. I was at   a seven figure female mastermind a month ago. so it's all seven figure females all over the board, as far as like industry striving to get to eight figures. And like, there were so many moments at this retreat that every single person just felt like their business was duct taped together. And it's just like, everybody's just doing their   Kiera Dent (15:07) you   Dr. Lauryn B (15:29) absolute damn best. And so it is really, ⁓ but you know, I wonder how much of how much of this burnout conversation has to do with like generational differences. You know, like, I'm assuming that you are a millennial. Yeah. And yeah, I know, we really are the best. really are. Don't tell everybody else, but we are the best generation. ⁓   Kiera Dent (15:46) Mm-hmm. Yep. I like the emojis. I'm here for all the millennial vibes. Like, I'm here for all of them. I feel like I really fit it.   Dr. Lauryn B (15:59) And so I will point this out on stage a lot because when you're talking, giving continuing ed, you'll have a lot of, Gen X is still in the workforce. Like they are still here. from the time I was in school up until like the last couple of years, they really were a lot of the stage presence at conferences.   Kiera Dent (16:12) Mm-hmm.   Yes.   Dr. Lauryn B (16:28) And so you being a millennial would sit and really just get advice, business success, career advice through the lens of Gen X. And why that's something that we just have to be aware of is like each generation has a very different script that they have downloaded, like they've just absorbed kind of.   automatically without putting too much thought into, know, it's just like the culture of their generation. And Gen X was like, shut up, don't complain about it. There is work life balance. Like your career is the most important thing. Like raising your kids, like you have a spouse for that and you will enjoy your life once you have accumulated enough money.   And if you've done it right, that'll happen by your like 60, between 60 and 65. But the goal is to hustle, hustle, hustle, accumulate, accumulate, accumulate at all costs. You can enjoy your life if you need a second, if you need to get a divorce and you just get a new spouse in your sixties, that's what like, and so like not trying to give them shit or anything. Their work ethic is phenomenal. My favorite employees are Gen X. Yeah. Yeah.   Kiera Dent (17:41) I always love to hire them. I was like, perfect, come on in, you're gonna work forever. Like, it's great, amazing.   Dr. Lauryn B (17:47) So they're great. But then like we come in and you know, I know that in chiropractic now 50 % of graduates are females. Do you know what that is in dentistry?   Kiera Dent (17:58) Dentistry   actually tipped over. There's more females that are graduating than there are men. It just recently tipped this scale, which I was quite impressed by, which is awesome. So it's exciting.   Dr. Lauryn B (18:09) It's so cool,   but we're kind of screwed because we as millennials, we're not going to not have children. We're not going to delegate that completely to somebody else. I mean, my husband, I'm definitely the primary breadwinner in my husband's profession or career has like molded to what our family needs are, but like.   Kiera Dent (18:13) Mm-hmm.   Dr. Lauryn B (18:35) So we're not gonna do that, we're not gonna do that, like we're not gonna give up our career. And so it's not like we're complaining about work-life balance, it's just a necessity. We're like, no, no, no, it's not like I'm like, like I, it's like, no, this isn't I want to raise my child, it's I have a child, I have to raise them also and the business. And so like we're trying to figure out, like, well, I can't follow that script.   Kiera Dent (18:47) Right.   Dr. Lauryn B (19:05) that script that we saw from stage for so long is just like, that's not gonna work for me. we're trying, that's why everything feels duct taped together is because we actively reject it. We were given a script to follow, like work six days a week, just do it. And we're like, nah, I don't want that. And it's like, okay, well then we're literally creating a new path. And so to any millennial, I would say like, if it just feels   Kiera Dent (19:15) Mm-hmm.   Dr. Lauryn B (19:34) messy, this probably isn't a youth thing. This is like, are truly carving a brand new way to do things, which we're kind of wasting our time because Gen Z is coming in like, no, I'm not doing that either. And we're like, we're fixing this for you. And they're like two months into their, yeah, they're like two months into their profession and like, ooh, 30 hours a week? That's not gonna work for me.   Kiera Dent (19:44) was going to say, they're coming right behind. Exactly.   They're like, no, no, no, no. We see that. We're not doing that either.   Yeah, not happening.   No, they're like, I could be a YouTube, like I could I could do all these different things. I can be an influencer for like five hours a week and make way more than you are not here for that.   Dr. Lauryn B (20:10) And you're like, well,   I don't know how to solve this for you.   Kiera Dent (20:13) they're like AI,   why are guys like still doing stuff yourselves? Like, no, we're gonna have robots to do all this stuff for us. Like, absolutely not. It's incredible. Like, good. But I don't disagree with you. I think it's ⁓ and as you said that I thought about how agreed and I think every generation actually makes it better from the last and I do agree that ⁓ I don't know, I started thinking about it. This struck me about probably, I don't know, eight years ago. And I'm like,   Dr. Lauryn B (20:20) He probably will. Like, damn it.   Kiera Dent (20:42) my gosh, like people used to get married because they needed to be married. Like you used to have to have like a husband and a wife to be able to have kids. And I'm like, you don't need that anymore. There's IVF, there's ⁓ different things that you can do. You do not need anybody anymore to live the life you want to live. It's very much becoming this like self ability. But I'm like, our parents couldn't do that. I mean, women even coming to the forefront to be able to have businesses.   to own land in our name. Like that has not been a long change and shift for women to be here. And then I also think that there's a whole dynamic for women as well coming into this scene. Like you said, they are coming in there. We're, having stronger professions. are being stronger business owners. We're like the kid having children is being delayed much longer in life. And so I do think it's a, a walking through and not understanding like where are we even supposed to go? Because what we've seen as the model isn't the model for us anymore.   like that doesn't work. Our lives look different. I mean, my mom, didn't work a lot of my friends moms didn't work or if they did, they worked at the schools or they didn't work like high level powered careers, a lot of them and I'm so excited that women are coming into the workforce and because there's so much talent and beauty. But I do think that there's a whole dynamic and for men too. think that the whole shifting like you said, a lot of women are becoming breadwinners. They do.   Dr. Lauryn B (21:41) Mm-hmm.   yeah, they want to be dads. Like that's the   thing too is like, they're like, hey, I just cause I'm a dude doesn't mean like I'm okay with missing my kid's childhood. It truly is a generational shift.   Kiera Dent (22:11) Exactly   Exactly. And so I think I just through all of it, I think you're highlighting what makes me excited. And the reason I'm just like jazzed about this today is it's normal. It's okay. And there's solutions around it. And also, I think just aha moments of, my gosh, like maybe this is why. And I do agree. Generations behind the millennials, you're probably giggling at our conversation right here. Like, yeah, yeah, yeah, you guys don't even know what you're talking about. But I think like we're in it. Exactly.   Dr. Lauryn B (22:41) Hey, we say you don't know what you're talking about.   Kiera Dent (22:44) I'm like, but we're in it and there has to be a solution here.   Dr. Lauryn B (22:44) Hey! I have the microphone.   Kiera Dent (22:48) Who's on this podcast and who's listening? All right. I think when I look at that, I'm like, but for millennials, think that they're, and most generations probably feel this. think we're a taffy stretch between one way of thinking and a new way of thinking. And we're kind of that like middle child syndrome right now where we really are trying to carve that new path that's making it easier for other generations behind us to see easier modalities.   But I do think that that kind of tug of war, I mean, I feel it, you felt it. We've had our personal experiences through it. We see people, we coach people through this, we work with people. But I also think in a way life has become easier to learn. I don't know how you feel. And like easier with air quotes, meaning there's so many things that do things for us. Like washer and dryers were so great for our parents' generations. But I'm like, for us, we now have, like you said at the beginning, we have AI that's writing bios for us. We've got virtual assistants that are doing it.   There's ways, like you said, there's easier ways to make money outside of just doing your day in, day out, eight to five job now. There's different ways that we can build retirement. There's ways like the Airbnb market and having real estate investments. Like there's so many different ways that I feel like wealth is oftentimes easier to achieve. But I think with that, because there's so many things and not to say that it's perfectly easy, but I think as we conquer in life, just like the washer and dryer, the cell phone, like those things were conquering big problems.   Google coming in and the internet taking over, those conquered a lot of challenges. I think so much of today's challenge, and I don't know how you feel, Lauryn. This is like Kiera going off on her own soapbox. I feel like you said so much of it now is our mind and that space of centeredness, of balance, ⁓ not having to work all the time. I think a lot of jobs have shifted from labor jobs to mental labor jobs. So we're not having as much physical.   Dr. Lauryn B (24:32) Hmm.   Kiera Dent (24:35) Like you said, patient care can be a lot of just like mindless. I miss the days sometimes of being a dental assistant, sitting there and having like hours of time to dream of all these ideas to where now I feel like I wish and crave for that quietness that my mind never gets anymore. And so I feel like even with some of those shifts and how we work and how our family needs are in the necessities of family dynamics in, we don't need to work clear up to 65, but people are able to retire now at 35, 40. And then it's like, now what, what am I supposed to do? So also then finding your purpose in life.   I think you combine all that into a cluster storm and voila, welcome to millennial dilemma. Like, you know, we can coin that of what do people do? How do they, how do they exist? And I think the future generations coming will have even more of this at more grand scale. So it's like, let's have conversations of how do we prevent that burnout? How do we have the conversations about not working in like having nothing left to give to our families of having that balance? Like you said, if I want to run the business and I want to progress, but I also want to be a human at the same time.   So Lauryn, think you're more the expert at this than I am. I'm just here for the like great conversations and talking it through because I think it's such a necessary conversation that now is starting to really bubble to the surface out of necessity and also out of curiosity and also out of like desire to fix this and not have it be our day in day out norm anymore.   Dr. Lauryn B (25:54) Yeah, well, so I'm gonna say another kind of controversial thing then. ⁓ So you touched on it and like with any time, we don't love, as care providers, we don't wanna come across as greedy, right? And so what we end up doing is like, we'll just be like, it would be great to be wealthy, but like not too much, like I don't need to be rich, and you didn't do this or anything like this, but like.   Kiera Dent (25:57) Ready, I love this.   Dr. Lauryn B (26:22) other people is just like, yeah, I would like to make a little more money. ⁓ so part of my story, ⁓ I'll give you the very short version, was ⁓ we had our most successful revenue year ever. And it was with like the least amount of money I had taken home in like seven years. Yeah, yeah, we call this payroll bloat. You need to fix your pricing structure so we could talk about pricing increases.   Kiera Dent (26:42) Happens all the time, all the time.   Dr. Lauryn B (26:50) And so like I'm a cash clinic. So like this was my own fault. This was, I set my prices and I just did a bad job at it. And so part of like, if when people are like, well, how did you like, were you burnt out? And I was like, yeah, I was burnt out at like 32. And you're like, are you burnt out? I'm like, no, I freaking love what I do now. I still serve patients 10 hours a week. actually.   as of last week went down to like seven. We got a chef, yay. So I still serve patients like seven hours a week. I still spend probably like three hours a week ⁓ running meetings and like running the clinic. ⁓ But now we have other investments. ⁓ Whereas that clinic portion that used to be all of our eggs were in that basket.   Kiera Dent (27:22) I'm not.   Dr. Lauryn B (27:46) Right? So like, as we had kids, my husband left corporate consulting to help our family and clinic grow. So all of our eggs were in this one basket of whether the clinic does well that quarter or not. we want to remodel the kitchen? Better go get some more new patients. Like, want to go to Disney? It's not in the budget, but like, ugh, like all of these things. And we're not even talking about time freedom. Like we're just talking about like the key to burnout is having time freedom and   financial freedom. When I'm working with docs, the ones that are like the hardest to fix are not the ones that are like, I am working 60 hours a week. I have like oodles of money that I know should be like, I should be doing something with in, but it's just like $50,000 in this bank account. And like, I wish I had time to go to Disney, but I don't, I don't want to belittle that. That is a different kind of burnout.   Kiera Dent (28:32) Mm-hmm.   Right,   it is.   Dr. Lauryn B (28:45) and   everybody right now is playing a little sad song for you, but I relate to you, we can fix this. But the harder ones are the ones that are broke. Like being broke, and this has to do with like just core psychological, like I reference Maslow's hierarchy of needs a lot in my talks because like.   Kiera Dent (28:49) Mm-hmm.   I agree.   Mm-hmm.   Dr. Lauryn B (29:07) You cannot get to the tip, the Maslow's for those of us that took Psych 101 10 years ago is the triangle where at the top is enlightenment and at the bottom is like your base survival, food, water, shelter. And if you are broke, now granted, monks, I'm sure they can figure out how to have enlightenment without having food, water, shelter. Most of us cannot, okay? We are doctors and there is a certain amount of debt.   Kiera Dent (29:12) Mm-hmm.   I agree.   Dr. Lauryn B (29:34) and a certain amount of expectation is maybe the right, I don't know if that's the right word, with like, I'm gonna serve people and this career is gonna take care of me. I'm gonna go into debt and it's a lot of debt, but this career is gonna take care of me. I'm gonna care for people, as long as I focus on serving, the career will take care of me. And we have too many people that it's just not. And they're like, I...   did not realize that I was going to struggle this much financially. These are not people that are like, can't afford a yacht. These are people like truly who are like my margins for financial investing and building wealth are a lot more narrow than I thought they were going to be. And that's a harder thing to fix, but that...   Kiera Dent (30:22) Hmm.   Dr. Lauryn B (30:27) is a deeper kind of burnout that we just need to be more comfortable. Again, following generational stuff, Gen X, like we don't talk about money, right? That was the script that we got from them of like, you just focus on the patients and the patients will take care of you. And you're like, ⁓ okay, so we don't talk about money. And then millennials are like, I think we need to start talking about money. I think we need to start talking about money because if you were being paid,   Kiera Dent (30:38) Bye.   Hahaha!   Dr. Lauryn B (30:56) whatever you feel is appropriate. If you were feeling wealthy. And again, I'm not talking about that. I'm not putting on you that like you feel like you need to be making $3 million a year. Like, although that is my goal for next year is 3 million. just, but like, you know, just so we're clear, that is my literal goal for next year. So you can want that. You have permission to want that if you want, but we're talking about like, I don't know. Maybe if you made $500,000 a year, life would be a little easier and you could breathe.   Kiera Dent (31:10) Yeah, exactly.   Dr. Lauryn B (31:26) And if you can literally financially breathe, you have more bandwidth   make calm decisions for your business. Where you don't feel like if you have a bad quarter, you're gonna have to lay someone off. And like that's one of the first steps to helping most people   burnout or recover from burnout.   is like, we gotta talk about money and we gotta fix your personal financial situation because if you're constantly in a place of fight or flight   you can give yourself an extra 10 hours a week and time to be the CEO if all you're doing is worrying about how you're gonna make payroll. Like, it's not, you're not gonna   from burnout.   Kiera Dent (32:22) think that that was such a good ⁓ way that you highlighted it. And I'm just very curious now, like, how's the how, because agree, like people, what you're saying, Lauryn, I can tell you've lived the like the life. This is something that you've done, you've been there, you can speak to it so authentically. I've been there many times. And I'm always like, I want our doctors to get paid so well. I see how much you go into school for debt.   I see the, and I think that that's a different piece too, if we're to talk generational, people who are not walking out like half a million debt.   Dr. Lauryn B (32:55) And y'all are way worse than us,   right? Like what's the average dentist, like 350?   Kiera Dent (33:01) Average dentists right now are coming out at almost half a mil of debt when they walk in. It's bonkers.   Dr. Lauryn B (33:05) That is bonkers, you guys. Like when I heard that, because I posted a reel that went   so viral and it was just about like healthcare debt and reimbursement rates. And that's when I learned they were like, 250? Talk to a dentist. And I was like, wait, why? How long? And they were like, yeah, 350 minimum. And I was like,   Kiera Dent (33:25) Yeah.   Dr. Lauryn B (33:30) That's insane. That's insane.   Kiera Dent (33:32) That's insane.   And then you go buy a practice. So the practice that I helped start with a dentist straight out of school, we were, I called her 2.5. I got to walk by and I'm like, get that spine up like you're 2.5. We were 2.5 mil in debt. So that was coming with student loans. So schooling was 500,000. Living expenses during that time were about another, you know, two to 500. So like they're walking out with this.   $500, $600, $700,000 worth of debt, not just including your schooling, but all of life expenses, because you're probably not working while you're going to school. And then we went and bought a practice that's about a $2 million practice. So we were like 2.5, not like we were 2.5 in debt. I was like, keep that spine up, like put your hands up when you walk across the street, like you've got to keep those hands in motion because otherwise how are we going to get out of debt? And I think for me, when I look at that much debt,   when I look at that much risk and I look at the benefits that healthcare providers are giving, I'm like, no. And I tell teams all the time, I'm you want your doctor to be ridiculously wealthy. Like I do, and I preach this hard and I say, no, you should and you deserve it. And we want you that way because you're a better boss, you're a better clinician, you are better at doing your services because you're not stressed about making money. So we're not like you said, like, I want to go to Disney, let me go find more patients. I get.   No, I have confident, predictable payroll or cash flow. I'm very successful in what I do and you can make the margins there. Like I was the girl who did business that did not understand numbers. And now I say like, I love numbers and numbers definitely love me. And I'm like, it's now just a fun math equation. If I want to make X amount, you just back it down. You figure out what your costs are and you figure out the three levers you can use. We either drop our overhead, increase our production and or our collections. Like it's very simple when I'm like, okay, got it.   Dr. Lauryn B (35:05) and   Kiera Dent (35:17) Like got it when it's just those three levers, people make it so much more complex. And I think it does feel complex. Like reading a PNL is ridiculous. If you don't know what that is, that's okay. We're here where there's no judgment. It's a profit and loss statement. And I love educating people on this. Like this is where the fire in the belly comes. This is where it does. We get lit up because when I have someone who's cashflow positive, like you said, they can make calm decisions. They're not sitting here stressing all the time, but Lauryn, I'm very curious. Like you've talked about it at length. Like what do people do? Like what's the how, how do we get into this?   How do we have multiple streams because agreed all eggs in one basket? gosh. It's, ⁓ to me, that's like just a ticking time bomb. Like one bad day, one bad patient, one bad procedure. Like it's just going to explode because you're sitting like you're sitting on the edge of fear all the time to where you are in like cortisol adrenaline, like you are pumping. And then what you do is you go into complete shutdown because you can't handle it anymore. So your body and your system literally like just shuts down on you. You become apathetic to life.   Dr. Lauryn B (35:54) Mm-hmm.   Kiera Dent (36:15) things aren't exciting for you anymore. You become very numb to walking through the world. And it's like, I feel like the world of color goes into very like gray. It's very subtle. It's like, it's, there's no, there's no life left. It's just, are living life, but you're not actually being and living day in, out.   The Dental A Team (36:33) that wraps part one of our part two series. Be sure to tune back in for part two of this podcast. And as always, thanks for listening and I'll catch you next time on the Dental A Team Podcast.  

Today, we'll help you build an SOP for testing startup ideas. We'll use an example from a listener - a startup in the homeschooling space - as a guinea pig. The best way to have a great startup idea this time next year is to test out a bunch of ideas in the interim. This SOP will help you do it, and scale the process.Tacklebox00:00 Tacklebox00:30 Pros and Amateurs02:08 Homeschool Idea05:47 The Story of Future You06:16 Entrepreneur Pro Tactic Number One - Working Backwards from Dreams07:42 Tacklebox08:50 SOPs14:19 An SOP for a Problem Worth Solving14:46 Customer Language15:55 SOP Problem Doc19:40 The Stakes23:00 The Startup Journal

Topics: (00:00:00) - Intro (00:03:07) - Cal's military background (00:13:59) - Transitioning into a family business (00:19:35) - Implementing EOS (00:25:08) - The journey to compassionate leadership (00:36:16) - Prioritizing self-care and meditation (00:37:19) - Journaling techniques and prompts (00:39:02) - Mental health stigma and therapy (00:40:16) - Daily intentions and successes (00:42:28) - Leadership (00:47:28) - Coaching and team building (00:58:45) - Writing a book (01:03:10) - Resources Links: Scribe — https://scribemedia.com Entrepreneurial Compassion: An Entrepreneur's Journey Through Combat, Suicide, and the Discovery of Compassionate Leadership - https://amzn.to/4nqH6AK To support the costs of producing this podcast:  >> Buy a copy of the Navalmanack: www.navalmanack.com/  >> Buy a copy of The Anthology of Balaji: https://balajianthology.com/ >> Sign up for my online course and community about building your Personal Leverage: https://www.ejorgenson.com/leverage  >> Invest in early-stage companies alongside Eric and his partners at Rolling Fun: https://angel.co/v/back/rolling-fun >> Join the free weekly email list at ejorgenson.com/newsletter >> Text the podcast to a friend >> Or at least give the podcast a positive review to help us reach new listeners! We discuss: How military battle drills shaped Cal's approach to business leadership How EOS changed about his company and personal life Why compassion is both a moral imperative and a business advantage Tactical ways Cal builds emotional awareness into his leadership habits How journaling, meditation, and presence help fuel resilience and clarity Quotes from Cal: "The more compassion I showed my team, the more profit we made. It's not soft—it's smart." "They'll never care how much you know until they know how much you care." "Every really good unit has this thing called a tactical SOP—just like your business has processes." "EOS gave me the ability to step back, let the team lead, and focus on building the future." "I went from working 90 hours a week in the business to now doing one meeting a week." "The business stops running you, and you start running it." "When we can be driven and compassionate, the sky's the limit." "As entrepreneurs, we're good at putting out fires—and if there isn't one, we'll start one just to feel busy." "My brother's death has to mean something—this book is how I make sure something good comes from it." "I want to create a million compassionate leaders and prevent a hundred thousand suicides." "This isn't about monetizing trauma—every cent from the book goes to suicide prevention." Important Quotes from the podcast on Business and Entrepreneurship   There is no skill called “business.” Avoid business magazines and business classes. - Naval Ravikant   You have to work up to the point where you can own equity in a business. You could own equity as a small shareholder where you bought stock. You could also own it as an owner where you started the company. Ownership is really important.     Everybody who really makes money at some point owns a piece of a product, a business, or some IP. That can be through stock options if you work at a tech company. That's a fine way to start. 

A progesterona é muito mais do que o “hormônio da gestação” – ela é essencial para o equilíbrio do ciclo menstrual, para o sono, para o humor, para a clareza mental e até para o envelhecimento saudável. Mas o que fazer quando ela está baixa? E até onde é possível otimiza-la naturalmente?Neste episódio, eu, Isabela Fortes, te convido a entender de forma profunda o que realmente está por trás da baixa progesterona, sem a visão reducionista de “dar um suplemento e pronto”. Vamos expandir a compreensão sobre como os hormônios funcionam como uma verdadeira sinfonia e aprender estratégias práticas para apoiar o corpo a produzir mais progesterona.Neste episódio você vai aprender:Os sinais e sintomas mais comuns da baixa progesterona.As causas frequentes são: estresse crônico, má nutrição, anovulação, SOP, perimenopausa, toxinas ambientais e mais.O papel do sistema nervoso e da percepção de segurança na produção hormonal.O impacto do ambiente interno e externo na saúde hormonal.Nutrição essencial para apoiar a progesterona: calorias adequadas, proteínas, gorduras boas e micronutrientes como B6, vitamina C, zinco, magnésio e ômega-3.Estilo de vida e saúde hormonal: sono, manejo do estresse, saúde intestinal, exposição solar, exercícios equilibrados.O papel de ervas e suplementos como Vitex, Ashwagandha, Rhodiola, óleo de peixe e sulforafano.Quando as estratégias naturais já não são suficientes é hora de considerar terapia de reposição hormonal bioidêntica.Como diferenciar os caminhos na fase reprodutiva, perimenopausa e pós-menopausa.Para refletir:Baixa progesterona não é necessariamente um “capricho exclusivo do envelhecimento” ou apenas “coisa da menopausa”. Para as gatas em fase reprodutiva, lembre-se de que isso é um sinal de que o corpo não se sente seguro para funcionar em harmonia. O caminho não é buscar soluções mágicas, mas sim auditar a sua vida, reduzir estressores e nutrir o corpo de verdade.Patrocinador do episódio de hoje Yorgus. Você pode adquirir os produtos com desconto pelo site usando o cupom ISABELA15 → nuviofoods.com.brMeu livro Perimeno Quê? O manual que eu queria ter tido quando eu passei pela perimenopausa já está disponível para vendas.Garanta já o seu exemplar e comece a enxergar sua jornada com outros olhos!Você encontra no site https://intrinseca.com.br/livro/perimenoque/Além do livro, estou próxima de abrir as inscrições das novas aulas sobre TRH. Então, se você estiver interessada, detalho melhor no site reset.isabelafortes.com.br/trh 

Have you ever dreamed about taking a three-week vacation without your business falling apart?Or maybe just getting a full weekend without checking Slack, Asana, or inboxes that feel like they multiply overnight?Friend, if that feels impossible... I want you to know: it's not. You just need better systems.In this solo episode, I'm taking you behind the scenes of what actually allows businesses to scale beyond 7-figures: not magic, not hustle... but systems that work without you.I've worked with business owners making $5M, $8M, and beyond—and you'd be shocked at how many of them are still stuck working in the weeds. And guess what? Most of them have one big thing in common: no solid systems.Here's the truth: you have to earn the right to climb out of the work. And you earn it by building systems that empower your team to succeed without you micromanaging every detail.In this episode, I answer real Instagram questions from fellow entrepreneurs (like Alex and Rachel) who are overwhelmed, overworked, and asking: “How do I get OUT of the day-to-day and INTO scaling?”Together we break down:The myth that systems are something you “do later”Why creating SOPs isn't optional if you want to scaleHow we use tools like Notion and Asana to make our systems airtightMy personal 4-step delegation framework I learned from Teresa LoweAnd YES—I even walk you through an actual SOP from my teamThis isn't just a pep talk. It's a practical guide for how to stop being the bottleneck and start building a business that grows without burning you out.You were never meant to build a business that feels like a burden.Let's change that—one system at a time.Click play to hear all of this and:[00:01] Why being overwhelmed is usually a systems problem (not a hustle problem) [00:52] The cost of not having systems: low profit, constant stress, and no scalability [02:44] Why there's never a perfect time to start building systems [03:37] The hard truth: you must earn the right to delegate [05:24] The 4-Let Delegation Framework that changed everything [06:26] Behind the scenes: Our project management SOP process [07:25] How we use Notion + Asana to build repeatable workflows [08:40] Final encouragement: systems aren't sexy, but they will set you freeListen to Related Episodes:How to Create Team Systems and Operations That Simplify Scaling and GrowthHow to Reclaim Your Time and Boost Business Productivity with Nick Sonnenberg