Podcasts about Staffing

Native American ranchers and beef producers are among those pushing back against President Donald Trump's initiative to import cheap foreign beef to lower consumer prices. Critics of the plan say it will do little reduce prices and undercuts producers in this country who are already facing major industry headwinds including drought, unpredictable policies, and high operating costs. The American cattle herd numbers are slowly recovering after reaching a historic low. We'll hear from industry experts about what would truly help them and consumers alike. Beef producers aren’t the only agriculture industry having trouble getting traction. Staffing cuts at the U.S. Department of Agriculture are blamed for complications and delays in how existing and prospective producers get basic federal support in the form of low-interest loans, grants, and technical assistance that was once widely available. We'll talk with one Native farmer who was forced to bypass USDA support after years of delay. GUESTS Marjorie Lantana (Navajo), northwest vice president of the New Mexico Cattle Growers' Association Alexandra Carlisle (Navajo), assistant agent at the University of Arizona tribal extension program Zachariah Ben (Diné), owner and co-founder of Bidii Baby Foods Tom Paterson, president of the New Mexico Cattle Growers' Association

KING 5 has another biased immigration story. The former, controversial Meadowdale Elementary principal has a new role. SPD is on pace for a record-bad year in staffing. // Guest: State Rep. Mari Leavitt (D- University Place) explains why she expressed concerns to UW about hosting Hasan Piker. // Rob Sand says no to Kamala.

Pushback from Health New Zealand, who are assuring that patient needs are being met despite fresh staffing concerns. The agency's released data for almost 740-thousand shifts last year, showing around a quarter of shifts across 615 wards were below the target staffing level at some point. Nurses Organisation CEO Paul Gaulter says Health New Zealand should resource and staff to need. But the agency's Chief Nurse Nadine Gray told Mike Hosking patient safety is their top priority. She says they expect high-quality care to be offered to every patient who walks through their doors. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Rick opens the show talking some headlines, including potential cuts La Crosse's library might have to face — one over the city's budget, where a special meeting Monday could see a reduction in staff, while the other comes from the feds potentially cutting internet subsidies to libraries. See omnystudio.com/listener for privacy information.

Every dentist wants an assistant who anticipates their needs without being asked. Almost nobody does what it takes to get there.Kevin Henry, dental journalist and founder of Dental Assistant Nation, has spent 21 years advocating for dental assistants. In this episode, he shares what makes them disengage, what a good day actually looks like for them, and how to train them the right way.Topics discussed:(00:00) Introduction(03:52) Why your dental assistants aren't engaged(06:13) The skills to instill in every assistant(10:44) Dental assistant schools post-COVID(11:51) The push to turn assistants into hygienists(13:35) Staffing shortage or a retention problem(16:00) The training mistake that backfires(17:26) Setting goals for a role with no numbers(19:07) 3 things assistants actually care about(23:25) How to give your assistant a good day(25:14) The commandments of treating your assistant well(27:40) What's next for AI and staffing(30:24) Conversations to have before someone asks for a raiseCheck out the Dental Assistant Nation podcast:https://dentalassistantnation.com/Learn more about what dental assistants can legally do in your state:https://www.danb.org/This episode was produced by Podcast Boutique https://www.podcastboutique.comJoin Us at our Upcoming Retreat October 2nd and 3rd.  Click Here to Register Join Us at our Upcoming Retreat October 2nd and 3rd.  Click Here to Register If you are ready to increase your new patients and start growing your practice, visit www.relevanceonlinemarketing.com and see what you've been missing with your current company. Take Control of Your Practice and Your LifeWe help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams.Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.

Send us Fan MailThank you, Shannon Steadman, for making today's episode possible!!!Your kids won't remember your job title, but they'll remember whether you were there. That's the heartbeat of this conversation with Josh Iadarola, a dad who has lived the hard parts of fatherhood and kept showing up anyway.We start with gratitude and get honest about mental health, anxiety, and the quiet pressure so many dads carry. Josh shares what he's most grateful for as a father, why mental well-being deserves as much attention as physical health, and how vulnerability can become a strength instead of a liability. We also talk about the values he learned growing up in a tight family routine: consistency, discipline, respect, and a work ethic modeled through sacrifice.Then we go deeper into divorce, co-parenting, and the grit required to stay present when life gets complicated. Josh opens up about the commitment he made to his son, the emotional reality of Sunday drop-offs, and what it means to create a positive home even when you're hurting. From there, we shift into blended family life and “bonus kids,” what helped him build trust quickly, and why he sees a bigger family as more love, not more problems. Along the way, we hit practical leadership lessons for the home: respond instead of react, apologize when you miss, and parent each child as an individual with their own needs.We also spotlight Josh's professional world at CoWorx Staffing Services and how they think about staffing, retention, safety, and employee engagement through a service-first model. If you're a working dad trying to lead with humility, curiosity, and steadiness, you'll get plenty to take back to your own household. Subscribe, share this with another dad who needs it, and please leave a review so more families can find these conversations.Support the showPlease don't forget to leave us a review wherever you consume your podcasts!  Please help us get more dads to listen weekly and become the ultimate leader of their homes! 

Bigger weddings can mean bigger revenue—but they can also come with bigger expenses.Studio rent. Coolers. Ladders. Lifts. Rental inventory. Delivery vehicles. Equipment. Staffing.And if you are not careful, all of those expenses can start eating away at the profit you were hoping to make by taking on larger events.In this episode, Jeni shares some of the practical hacks she has learned after more than 20 years in the floral industry for scaling into larger weddings without feeling like you need to buy everything first.She starts by challenging the idea that a successful florist needs a beautiful commercial studio. Jeni has operated as a home-based florist throughout her career and explains why keeping overhead low has allowed her to protect profit while still building a workspace capable of handling large-scale events.She also talks about one investment she does believe can dramatically change the experience of taking on bigger weddings: a cooler. Having proper flower storage can reduce stress, protect delicate product, and give you more flexibility during busy wedding weeks.From there, Jeni dives into renting instead of buying.Need a 12-foot ladder for one installation? Rent it.Need a lift for a massive hanging installation? Rent it—and understand exactly what kind of lift the venue has before assuming it will work.Need Harlow stands or specialty event equipment that you may only use once? Check with event rental companies before adding more inventory to your studio.Jeni also shares why she continues to rent U-Hauls instead of investing in an expensive branded cargo van. For her business, paying for transportation only when she needs it makes more financial sense than adding another major fixed expense.The goal is not to look like the biggest floral company.The goal is to build a profitable business with the tools and resources that make the work easier—without unnecessarily increasing your overhead.In this episode, Jeni talks about:Why bigger weddings can quickly eat away at your profit marginWhy you do not need a commercial studio to have a successful floral businessThe financial reality of adding thousands of dollars in monthly rentHow a home-based studio can support a large wedding businessWhy having a cooler can become a game changer as you scaleFinding more affordable used or commercial coolersWhy you should consider renting equipment before buying itRenting ladders for large installationsWhat to ask venues about their lifts before wedding dayHow the wrong lift turned one installation into a seven-hour projectWhy renting specialty event equipment can make more sense than owning itAsking rental companies about wedding-vendor discountsWhy you do not necessarily need an expensive branded delivery vanHow Jeni uses U-Haul rentals for large wedding weekendsWhy transportation costs need to be built into delivery, setup, and teardown feesHow controlling overhead helps protect profit as your business growsKey takeawayYou do not have to own every resource your business might someday need.Before adding another major expense, ask:Do I actually need to own this—or do I simply need access to it?Scaling does not have to mean piling on overhead.Sometimes the smartest way to grow is to rent, borrow, optimize what you already have, and spend money only where it genuinely makes your business easier and more profitable.

Offshore staffing lets small and mid-sized businesses cut labor costs by up to sixty percent, tap into global talent pools, and scale operations faster. The benefits, common misconceptions, and best practices for managing remote teams are all covered here. To learn more, visit https://smartscale360.com/blogs/news/7-offshore-staffing-benefits-you-should-know SmartScale 360 City: Tampa Address: 1209 E Cumberland Ave Website: https://smartscale360.com/

"Both things are true. Software jobs are projected to grow 15%, and 74% of employers say they can't fill the roles. That's the whole story of IT staffing in 2026."This week on Startup Hustle, Matt Brown, Full Scale's head of marketing, put me in the guest chair to walk through our new State of IT Staffing report, a data-heavy look at where tech hiring actually stands heading into 2026.Here's what you'll get out of it:⚡ The 2026 paradox, why the field isn't shrinking but the entry ramp into it is breaking, with new-grad hiring down 65% at big tech⚡ Why the job shifted from "engineering" back to "development," and why AI made product thinking the scarce skill⚡ Why AI sped up the typing but left the judgment exactly as hard, so the value moved to senior people⚡ Why retention is the number the industry can't fake, and why AI turned it from nice-to-have into the whole game⚡ Why software has never been cheaper to build, and why that's a reason to build more, not cutIf you're hiring engineers, leading a team, or building a career in software, this one is worth your time.⏱️ Episode Breakdown00:33 Introduction and overview of the episode02:39 Full scale's employee satisfaction and recognition05:30 The impact of AI on software development roles10:40 The 2026 paradox: job growth vs. role filling15:35 The importance of product thinking and customer feedback20:36 Decoupling headcount from output with AI25:21 Remote work, location independence, and cultural shifts30:37 Running engineering teams in 2026 and beyond35:35 The need for strategic focus and organizational agility40:37 Conclusion and key takeaways from the episodeLinks & ResourcesRead the full report - [https://fullscale.io/blog/state-of-it-staffing/Full Scale(https://fullscale.io/blog/state-of-it-staffing/`Full) – Build your dev team quickly and affordablyWhat Smart CTOs Are Doing Differently With Offshore Teams in 2025Subscribe to the Global Talent SprintIf you're trying to get your team out of the basement and into real product ownership, this episode is your playbook. Stop being a ticket factory. Build teams that think, create, and lead.

Your crews are at capacity, you're turning down work, and the bench behind them is thin. You already know the answer involves bringing new people in, and you also know that handing a trainee a courthouse assignment isn't training.Brent, Steve, and Brandon walk through what Dudley built this year: roughly 100 checkpoints a landman needs exposure to, about 20 paid mentors, and more than a dozen energy management graduates working a six-month program. They get into why day rates finally started moving, what client backing looks like inside an MSA, and why nobody in land can define responsible AI yet.If you're growing a team without giving up the quality your clients hired you for, start here.Key Topics & Timestamps00:59 - Episode Intro01:29 - Summer Recap04:29 - Company Midyear Update07:52 - Mentor Program Pipeline18:33 - Day Rates and Costs23:27 - AI Disruption and Policy32:58 - AI Policy Uncertainty34:05 - Quality Control With AI36:57 - Using Versus Building AI40:42 - Annual Planning Playbook50:02 - College FootballMemorable Quotes"I've never been in a spot where I've turned down so much work, to be honest." — Steve"Training someone isn't just hiring them and throwing them out there. It's being responsible." — Brent"If you don't have young people coming into the industry, what's gonna happen in 10, 15 years?" — Brandon"There's a difference between using AI and building with AI." — KhalilKey TakeawaysBuild the training protocol before you recruit. Dudley mapped roughly 100 checkpoints a landman needs exposure to and lined up paid mentors first, then brought trainees in. Recruiting first and sorting out development later is what gave trainees a bad name.Pay your mentors. Mentoring pulls real time and attention away from billable work. Compensating mentors is what keeps a program alive past its first enthusiastic month.Sell the trainee program as a partnership. Clients fund six months of lower production and come out with ten to twenty landmen dedicated to their projects. Framed that way, Steve hasn't had a client say no.Day rates move when you explain the business, not the ask. Insurance, benefits, compliance, and now AI tooling all cost money. Walking clients through that math gets further than twenty years of asking for more.Free AI tools are a confidentiality problem. Contractors pasting client data into consumer chatbots are breaking the same agreements they signed. Approved-tool lists and contract language are the fix, and both belong in your MSA conversations now.Give every goal an owner. Annual planning holds up when each objective carries a named owner and a monthly progress update that goes out to the whole company, misses included.Help us improve our podcast! Share your thoughts in our quick survey.ResourcesKudu SuiteAmerican Association of Professional LandmenNeed Help With A Project? Meet With DudleyNeed Help with Staffing? Connect with Dudley StaffingStreamline Your Title Process with Dudley Select TitleWatch On YouTubeFollow Dudley Land Co. On LinkedInHave Questions? Email usMore from Our HostsConnect with ⁠Brent⁠ on LinkedInConnect with ⁠Khalil⁠ on LinkedInConnect with Brandon on LinkedInConnect with Steve on LinkedInConnect With UsReady to protect your land projects with integrated legal and title support? Our Dudley Select Title division works seamlessly with experienced oil and gas counsel to keep your deals on track and defensible. Contact us to learn how our complete energy partnership approach includes the legal expertise that matters when stakes are high.

Following a year of sweeping staffing reductions, the Trump administration is laying the groundwork for agencies to ramp up recruitment efforts. The Office of Personnel Management has directed agencies to begin assembling “annual staffing plans” for fiscal 2027. The guidance places a particular focus on hiring technologists and early-career talent. Here with more, Federal News Network's Drew Friedman.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan MailToday's guests are Diego Davis and Danielle Doyle, co-founders of Access Healthcare, a nurse-founded healthcare staffing agency connecting healthcare professionals with opportunities across the United States and internationally.Danielle and Diego began their careers at the bedside before becoming travel nurses, and it was during a travel assignment that they met. Drawing from their own experiences as clinicians, they set out to build a staffing agency that would treat nurses as people—not just placements.Today, Danielle serves as CEO and Diego as CFO, leading one of the fastest-growing healthcare staffing agencies in the industry. But what stood out most to me during our conversation wasn't their impressive growth—it was their genuine passion for supporting the nurses they serve. Their leadership is rooted in understanding the realities of travel nursing because they've lived it themselves.In this episode, we talk about their journey from bedside nursing to entrepreneurship, the evolving world of healthcare staffing, what travel nurses should look for in an agency, and how putting clinicians first creates better experiences for nurses, healthcare facilities, and ultimately, patients.Whether you're a seasoned travel nurse, considering your first assignment, or simply curious about the business behind healthcare staffing, I think you'll find this conversation insightful, encouraging, and refreshingly genuine.In the five-minute snippet: It's a version of the Newlywed Game, and I think Diego's got the right idea.For Diego and Danielle's bios, visit my website (link below).Contact The Conversing Nurse podcastInstagram: https://www.instagram.com/theconversingnursepodcast/Website: https://theconversingnursepodcast.comYour review is so important to this Indie podcaster! You can leave one here!  https://theconversingnursepodcast.com/leave-me-a-reviewWould you like to be a guest on my podcast? Pitch me! https://theconversingnursepodcast.com/intake-formCheck out my guests' book recommendations! https://bookshop.org/shop/theconversingnursepodcast I've partnered with RNegade.pro! You can earn CE's just by listening to my podcast episodes! Check out my CE library here: https://rnegade.thinkific.com/collections/conversing-nurse-podcastThanks for listening!

Thanks to our Partner, AppFueledAlaska may be known for its breathtaking scenery and extreme conditions, but running a successful auto repair shop there comes with challenges that most shop owners in the Lower 48 never have to consider. In this conversation, Brian and Kim sit down with Robert Wright of 1023 Diesel & Fleet in Palmer, Alaska, to explore what it's really like to own and grow a shop in one of the most unique automotive markets in the country. From marketing in remote communities and building a strong shop culture to navigating harsh winters, seasonal demand, staffing, and expanding from a diesel specialty shop into general automotive repair, Robert shares practical insights that apply no matter where your shop is located. If you're looking for fresh perspectives on leadership, marketing, and growing a thriving repair business, you won't want to miss this episode. Listen now and discover what every shop owner can learn from doing business in the Last Frontier.Show Notes with TimestampsIntroduction to the Podcast and Guest (00:00:09) Host Brian Walker introduces co-host Kim and guest Robert Wright, owner of 1023 Diesel in Palmer, Alaska.Misconceptions and Realities of Alaska (00:01:03) The hosts and guest discuss common stereotypes about Alaska from TV shows versus the reality of living there.Life in Palmer, Alaska (00:02:17) Robert describes the Palmer area, its proximity to Anchorage, its history as a farming colony, and its Midwest feel.Remote Alaskan Living (00:04:04) Discussion about the "road system" and how people access remote locations like Robert's cabin via plane, boat, or snowmachine.The Shop's Origins and Evolution (00:04:51) Robert explains how 1023 Diesel started in his garage and evolved from a diesel-only specialty shop to general automotive repair.Defining "Rural" in Alaska (00:06:21) The hosts and guest discuss the perception of "rural" and how Palmer is considered part of Alaska's main population center.Marketing to Remote Customers (00:07:04) Robert explains that customers travel hundreds of miles for service and how word-of-mouth is crucial for reaching off-grid communities.Community Involvement in Marketing (00:08:46) The importance of "boots on the ground" community marketing is discussed as an effective, old-fashioned approach in Alaska.Sponsor Message: AppFueled (00:09:59) A commercial break for the podcast sponsor, AppFueled, which creates custom loyalty apps for auto repair shops.Climate and Seasonality in Business (00:10:55) Discussion about Palmer's unique weather, including extreme winds, and how it creates seasonality in the auto repair business.Alaska's "Break Up" Season (00:12:21) Robert explains the spring "break up" season, when thawing ground leads to road weight restrictions, causing a business slowdown.Studded Tires and Winter Business (00:14:15) The group discusses state-mandated studded tires for winter traction and how tire changeovers create a busy season for shops.Corrosion and Winterizing Vehicles (00:15:00) The conversation covers the extreme rust on off-highway vehicles and the specifics of winterizing vehicles for the Alaskan climate.Staffing and Recruitment in Alaska (00:19:22) Robert discusses the challenges and strategies for finding technicians, noting that Alaska is a destination state for many.Building an Attractive Shop Culture (00:20:05) The importance of having a great facility, reputation, and culture, including a four-day workweek, to attract top talent.Customer Loyalty in Alaskan Communities (00:24:22) The hosts and guest talk about the strong sense of community loyalty in Alaska and the importance of reputation.Using a Rewards Program for Community Good (00:25:03) Robert shares how he used his shop's customer rewards program to raise funds for an injured community member.Closing Remarks and Invitation to Visit (00:26:12) Robert invites listeners to visit Alaska and offers to give them advice or show them around.How To Get In TouchJoin The Auto Repair Marketing Mastermind Group on FacebookMeet The ProsFollow SMP on FacebookFollow SMP on InstagramGet The Ultimate Guide to Auto Repair Shop Marketing BookEmail Us Podcast Questions or Topics Lagniappe (Books, Links, Other Podcasts, etc)1023 Diesel & FleetThanks to our Partner, AppFueledAppFueled at appfueled.com. “Are you ready to convert clients to members? AppFueled™ specializes in creating custom apps tailored specifically for auto repair businesses. Build your first app like a pro.”The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/Download Our Free Mobile Podcast App: https://automotiverepairpodcastnetwork.com/app/Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Storytelling and Open Discussion. https://remarkableresults.biz/Automotive Field Theory with Matt Fanslow: From Diagnostics to Quantum Physics and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm/

Google doesn't show blue links and AI overviews are the new page one. The scary part? Most staffing firms have no idea how to get found in this new landscape.Shaun Chojnacki is back on InSights for his fourth appearance, and this one might be his most important yet. In 30 minutes, he breaks down the three-bucket framework every staffing firm needs to win visibility in AI search.PLUS: the first-mover advantage that's already separating the staffing and recruiting firms that get it from the ones that don't.Don't get left behind.About Shaun Chojnacki:Senior Marketing Strategist at Haley Marketing, specializing in SEO, digital marketing, paid media, and content strategy. Previously Marketing Director at iPost, where he doubled organic traffic and drove higher lead conversions. Over a decade of experience blending data-driven strategy with creative execution to deliver measurable results.In this episode:The three-bucket framework for AI search visibility: entity, retrieval process, and independent sources and why most staffing firms are missing all threeYour About Us page is now your most important AI assetOne client wrote a single press release about 24 AI placements — within two weeks they owned the top ChatGPT answer for "best AI staffing firm in Houston"Another client has won 20,000 AI overviews and appeared in 3,500 LLM prompts in a single month all by writing non-biased comparison articles about their competitorsWhy Reddit is becoming a legitimate SEO strategy and the clever way firms are using post-event feedback threads to build AI-trusted brand mentionsLocation pages aren't enough anymore you need township-level pages, and the firms building them now are the ones AI will serve up tomorrowThe hidden cost of inactivity: every month you wait, a competitor locks in first-mover advantage on AI overviews you can't get backWhy publishing AI-generated content at scale can get your site blacklisted and what to do insteadJob-related keyword pages almost never work for staffing firms About the Host:Brad Bialy is a trusted voice and highly sought-after speaker in the staffing and recruiting industry, known for helping firms grow through integrated marketing, sales, and recruiting strategies. With over 13 years at Haley Marketing and a proven track record guiding hundreds of firms, Brad brings deep expertise and a fresh, actionable perspective to every engagement. He's the host of Take the Stage and InSights, two of the staffing industry's leading podcasts with more than 250,000 downloads.Sponsors and Offers:Learn more about RogIQ, the AI Marketing Assistant from Haley Marketing: https://rogiq.ai/

What does your staff really cost your dental practice? The answer goes far beyond payroll. In the Staff portion of our Systems. Staff. Training. series, Sandy and Dana look at staffing as a business investment. Being understaffed can mean missed calls, unfinished follow-up, rushed patient interactions, neglected recall, and opportunities that quietly slip through the cracks. Sometimes what looks like a performance problem is really a capacity problem. This conversation digs into the real ROI of having enough of the right people, why dental experience shouldn't automatically determine who gets hired, and how desperation can lead practices into costly hiring decisions. Sandy also shares one of her favorite quality-control metrics for evaluating staffing: collections per full-time-equivalent team member. It gives practice owners another way to look beyond payroll and ask whether their staffing is actually supporting the production and growth of the practice. And finding great people is only half the equation. Sandy and Dana discuss what happens when practices hold onto the wrong employees too long, how that affects high performers, and why strong systems and documentation make turnover much less disruptive. In This Episode How to recognize when your practice is truly understaffed The hidden financial impact of not having enough of the right people Sandy's collections-per-full-time-equivalent metric for evaluating staffing Why attitude, intelligence, and coachability can matter more than dental experience How poor hiring and retention decisions can ultimately cost you your best employees Key Takeaways: The goal isn't to have the smallest team possible. It's to have the right people, in the right roles, with enough capacity to execute the systems that make your practice successful. If you're focused only on the cost of adding another employee, ask a different question: What is it costing your practice not to have enough of the right people?

What does your staff really cost your dental practice? The answer goes far beyond payroll. In the Staff portion of our Systems. Staff. Training. series, Sandy and Dana look at staffing as a business investment. Being understaffed can mean missed calls, unfinished follow-up, rushed patient interactions, neglected recall, and opportunities that quietly slip through the cracks. Sometimes what looks like a performance problem is really a capacity problem. This conversation digs into the real ROI of having enough of the right people, why dental experience shouldn't automatically determine who gets hired, and how desperation can lead practices into costly hiring decisions. Sandy also shares one of her favorite quality-control metrics for evaluating staffing: collections per full-time-equivalent team member. It gives practice owners another way to look beyond payroll and ask whether their staffing is actually supporting the production and growth of the practice. And finding great people is only half the equation. Sandy and Dana discuss what happens when practices hold onto the wrong employees too long, how that affects high performers, and why strong systems and documentation make turnover much less disruptive. In This Episode How to recognize when your practice is truly understaffed The hidden financial impact of not having enough of the right people Sandy's collections-per-full-time-equivalent metric for evaluating staffing Why attitude, intelligence, and coachability can matter more than dental experience How poor hiring and retention decisions can ultimately cost you your best employees Key Takeaways: The goal isn't to have the smallest team possible. It's to have the right people, in the right roles, with enough capacity to execute the systems that make your practice successful. If you're focused only on the cost of adding another employee, ask a different question: What is it costing your practice not to have enough of the right people?

The Trump administration pledged to shift the Federal Emergency Management Agency away from a “bloated, DC-centric dead weight.” But FEMA's regions, not its Washington headquarters, bore the brunt of workforce cuts that happened without any strategic planning. That's according to the latest Government Accountability Office report on FEMA's workforce challenges. Federal News Network's Justin Doubleday joins me for more.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Quinn Myers, reporter for Block Club Chicago, joins Bob Sirott to share the latest Chicago neighborhood stories. Quinn has details on: Thousands Of Books Are Piling Up In Chicago Libraries Due To Staffing Shortage: The backlog has librarians scrambling to find space and keep track of books in the system. Library workers say it's a ripple […]

Jess and Thom welcome Matt Steen, Co-Founder of Chemistry Staffing, to The Church Answers Podcast. The post What You Need to Know about Staffing Your Church appeared first on Church Answers.

Send us Fan MailStaffing problems rarely show up as one dramatic moment. They show up as the slow grind of rehiring, retraining, and trying to keep the schedule alive while your team runs on fumes. We get real about the leadership trap so many dental and orthodontic practice owners fall into: keeping the wrong person because you “can't find anybody,” even when you know they are dragging down trust, culture, and the patient experience.We dig into why that “high performer” can be the most expensive employee in the building, not because of wages, but because of the ripple effects. When communication is weak, chairside education is inconsistent, and training gets resisted, you pay for it in constant restarts, lower morale, and more turnover. That churn is an infinite loss: you feel it as stress and chaos, but it can cost as much as the big bills you actually notice.Then we shift to a practical solution: outsourcing and smart partners that let you scale without needing as many humans and without letting your practice get held hostage by a single role. We talk about starting without going all in, why you must actually use the tools you buy, and examples like remote monitoring, chat-based systems that can reduce front desk load, and outsourced marketing support when it fits the model. If you want fewer staffing headaches and a calmer, more scalable practice, hit subscribe, share this with a practice owner friend, and leave a review.

East Cleveland officials are refusing to disclose how many police officers the city employs after denying social media claims that the department has only four active patrol officers and a single detective. Ideastream Public Media reports outside estimates put the department at about six active-duty patrol officers, while the Cuyahoga County Sheriff's Office is providing supplemental patrols at the mayor's request. The staffing questions come as the city continues to recover from officer indictments and financial turmoil. With Temporary Protected Status for Haitians now expired, thousands of Haitian immigrants in Springfield, Ohio face uncertainty as legal challenges continue over whether they can remain and work in the U.S. Gov. Mike DeWine said Wednesday he has not been informed of any plans for Immigration and Customs Enforcement raids in Ohio. Democratic gubernatorial candidate Amy Acton is calling for a conditional moratorium on new data centers unless developers meet requirements including using union labor, meeting environmental standards and covering their own utility costs. Republican candidate Vivek Ramaswamy supports expanding data centers while emphasizing self-supplied energy. The issue is likely to remain a focus of the governor's race as Ohio weighs the economic benefits of data centers against concerns about energy demand and local impacts. County fairs in Summit and Cuyahoga counties are increasing security this year following the 2025 shooting of a 17-year-old in the Summit County Fair parking lot. Officials say the changes include more law enforcement officers, enhanced screening, visible and plainclothes patrols, and closer coordination among local and state agencies. We will discuss these stories and more news of the week on the “Sound of Ideas Reporters Roundtable.” Guests: - Matthew Richmond, Reporter, Ideastream Public Media - Michelle Jarboe, Reporter, News 5 Cleveland, WEWS - Karen Kasler, Bureau Chief, Ideastream Statehouse News Bureau

In this episode, Lori Hall, Vice President of Clinical Operations at Heartland Dental, discusses the ongoing hygiene staffing shortage, its impact on patient care and practice operations, and how flexible workforce solutions and proactive planning are helping dental offices meet evolving staffing needs.This episode is sponsored by Heartland Dental.

Staffing shortages in the HSE National Ambulance Service (NAS) mean paramedics are travelling from over an hour away to work at the base in Kenmare. They are allowed to include their commute as part of their shift. Deputy Michael Healy Rae argues this means that ambulances are not available at certain times of the day.

Reporting is one of the most foundational functions in a sterile processing department, and for years it has also been one of the most manual. Answering a single question about productivity, throughput or case readiness has often meant running several reports, exporting the results into spreadsheets and merging the data by hand before any of it could be presented. The information existed. It simply was not assembled into a form teams could act on in the moment.That gap carries real operational cost. Time spent gathering and reconciling data is time not spent interpreting it, and every manual merge introduces the possibility of error or misrepresentation. Staffing requests, resource conversations and committee reporting all slow down when leaders must first defend where their numbers came from. For many SPD teams, the constraint was never the availability of data. It was the time and the confidence required to trust it.What changes for a sterile processing team when reporting becomes centralized, visual and available in real time?Welcome to ConCensis. In this episode, host Daniel Litwin, the Voice of B2B, sits down with Alma Mendivil, Director of the Sterile Processing Department at University Medical Center of El Paso, and Hana Rogers, Quality Assurance Manager of the Central Sterile Processing Department at Boston Medical Center, for the show's first cross-leader roundtable. Pairing a director's leadership lens with a day-to-day operational view from the floor, the conversation compares the old reporting workflow against their experience with CensiTrac Intelligence and traces the downstream effects on decision-making, manual workload, team morale and collaboration with partner departments. The discussion offers practical perspective for SPD leaders evaluating what they should expect from a reporting tool and how better reporting reshapes far more than reporting itself.What You'll Learn...Why answering basic operational questions once required multiple reports and manual spreadsheet work, and what that pattern cost teams in both time and accuracy.How the ability to see a report build in real time shifts effort away from preparing data and toward interpreting it.The new reporting use cases these leaders unlocked, including prep and pack dwell time, five-day case forecasting, daily huddle notes and employee performance metrics.Why a single trusted source of data changes the tone of conversations with hospital leadership, operating room partners and outside committees such as infection control.How real-time visibility into productivity supports more timely recognition, coaching and staffing adjustments across shifts.What questions SPD leaders should ask before adopting a reporting tool, and what long-term impact to expect as surgical volumes continue to grow.About the GuestsAlma Mendivil is Director of the Sterile Processing Department at University Medical Center of El Paso, one of the busiest medical centers on the southern border. She oversees departmental operations in a high-volume environment and led her team's reporting transition alongside her department manager and floor educator, giving her a direct view of how reporting shapes staffing decisions, leadership reporting and cross-department collaboration.Hana Rogers is Quality Assurance Manager of the Central Sterile Processing Department at Boston Medical Center, a major academic medical center in the Northeast. Her work centers on the day-to-day operational realities of a high-inventory department, including throughput visibility, instrument movement and the practical workflow effects of how reporting is built and used on the floor.

Reporting is one of the most foundational functions in a sterile processing department, and for years it has also been one of the most manual. Answering a single question about productivity, throughput or case readiness has often meant running several reports, exporting the results into spreadsheets and merging the data by hand before any of it could be presented. The information existed. It simply was not assembled into a form teams could act on in the moment.That gap carries real operational cost. Time spent gathering and reconciling data is time not spent interpreting it, and every manual merge introduces the possibility of error or misrepresentation. Staffing requests, resource conversations and committee reporting all slow down when leaders must first defend where their numbers came from. For many SPD teams, the constraint was never the availability of data. It was the time and the confidence required to trust it.What changes for a sterile processing team when reporting becomes centralized, visual and available in real time?Welcome to ConCensis. In this episode, host Daniel Litwin, the Voice of B2B, sits down with Alma Mendivil, Director of the Sterile Processing Department at University Medical Center of El Paso, and Hana Rogers, Quality Assurance Manager of the Central Sterile Processing Department at Boston Medical Center, for the show's first cross-leader roundtable. Pairing a director's leadership lens with a day-to-day operational view from the floor, the conversation compares the old reporting workflow against their experience with CensiTrac Intelligence and traces the downstream effects on decision-making, manual workload, team morale and collaboration with partner departments. The discussion offers practical perspective for SPD leaders evaluating what they should expect from a reporting tool and how better reporting reshapes far more than reporting itself.What You'll Learn...Why answering basic operational questions once required multiple reports and manual spreadsheet work, and what that pattern cost teams in both time and accuracy.How the ability to see a report build in real time shifts effort away from preparing data and toward interpreting it.The new reporting use cases these leaders unlocked, including prep and pack dwell time, five-day case forecasting, daily huddle notes and employee performance metrics.Why a single trusted source of data changes the tone of conversations with hospital leadership, operating room partners and outside committees such as infection control.How real-time visibility into productivity supports more timely recognition, coaching and staffing adjustments across shifts.What questions SPD leaders should ask before adopting a reporting tool, and what long-term impact to expect as surgical volumes continue to grow.About the GuestsAlma Mendivil is Director of the Sterile Processing Department at University Medical Center of El Paso, one of the busiest medical centers on the southern border. She oversees departmental operations in a high-volume environment and led her team's reporting transition alongside her department manager and floor educator, giving her a direct view of how reporting shapes staffing decisions, leadership reporting and cross-department collaboration.Hana Rogers is Quality Assurance Manager of the Central Sterile Processing Department at Boston Medical Center, a major academic medical center in the Northeast. Her work centers on the day-to-day operational realities of a high-inventory department, including throughput visibility, instrument movement and the practical workflow effects of how reporting is built and used on the floor.

Zaretta Hammond has spent her career pushing school leaders past feel-good equity language and into the instructional core, where the real gaps live. Her latest book, Rebuilding Students' Learning Power: Teaching for Instructional Equity and Cognitive Justice, names a pattern she calls cognition redlining — the quiet, well-intentioned way schools underdevelop the thinking capacity of historically marginalized students. She's the author behind Culturally Responsive Teaching and the Brain, a text already sitting on most instructional coaches' shelves. Districts have poured billions into equity work for three decades, and the outcomes for Black, brown, Indigenous, and linguistically diverse students haven't moved. Zaretta Hammond says that's not a funding problem or an effort problem — it's a cognition problem, and most principals have never been trained to see it.

Read beyond the headlines! Support Local Journalism  https://www.spokesman.com/podcastoffer

A small-town newspaper headline blamed a school nurse for delaying classes. The real story is much bigger. In this investigative episode of Nurse Converse, nurse journalist Jana Price sits down with Moriah Benjamin, a Pennsylvania LPN who was fired after refusing to work as a school nurse without proper supervision — a violation of her scope of practice under state law. Moriah shares what happened the night she called off, the 95-page school board hearing where she represented herself, the charges that changed between letters, and the closing statement that's now rallying nurses everywhere: "I'd rather lose my job today than my license tomorrow." A must-listen conversation about scope of practice, license protection, school nurse staffing, and what it costs to stand up for what's right.Jump ahead:00:36 – Jana introduces the investigation and guest Moriah Benjamin, an LPN and former school nurse in Millville, Pennsylvania02:15 – How a local newspaper headline sparked a months-long investigation — and why the paper never got Moriah's side05:27 – Moriah walks through April 16th and 17th: the coverage gap, her repeated concerns, and the proper call-off09:05 – Jana reads the original news article and breaks down Pennsylvania's LPN supervision laws and PDE guidance for school nurses13:16 – The "backup" nurse in the neighboring district turns out to be another LPN14:29 – Life as a single mom on $28,000 a year with no benefits — and where her ten absences really came from18:41 – The 95-page school board hearing: Moriah represents herself after a $250 consult was all she could afford23:22 – Approved to work the summer program on April 20th — then served with charges on May 4th25:59 – Testimony changes three times on whether a CSN was ever made available30:58 – The safety math: one CSN, two LPNs, two districts, and up to 1,500 students per nurse38:09 – The charges that changed between May 4th and May 9th — and the objection that got shut down44:03 – "This was retaliatory": why Moriah believes the hearing was never about attendance50:25 – The closing statement: "I would rather lose my job today than my license tomorrow"52:57 – Life after termination, Studio 143 Designs, and the call for accountability in Millville and beyond59:06 – Moriah's message to nurses: stand firm, protect your license, protect your patientsThe investigation this analysis grew out ofSchool Nurse Fired After Refusing Assignment; Investigation Questions Staffing and Scope — Jana Price, Nurse on the RecordSchool Nurse Fired After Refusing Assignment: "I'd Rather Lose My Job Than My License"School Nurse RulesPart 1: School Nurses Must Refuse Unsafe Work. Few States Protect Them When They Do.Part 2: School Nurses Are the Lowest-Paid LPNs in the Country. Here's Why.Part 3: A School Nurse Ratio Can Be a Floor, a Ceiling, or Nothing at All (you are here)More on school nursingSchool Nurse SalarySchool Nurse Burnout and Retention ReportFor more information:Full transcript and videos: Nurse.org/podcastJoin our newsletter: nurse.orgInstagram: @nurse_orgTikTok: @nurse.orgFacebook: @nurse.orgYouTube: Nurse.org 

A prison officers union says they're battling high resignation rates, constant short staffing and an inexperienced workforce. A report into Waikato's Spring Hill prison found low staff morale, high levels of unplanned absences and almost forty percent of custodial staff had less than two years experience. Corrections Association president Floyd du Plessis spoke to Lisa Owen.

The energy business you trained for keeps changing under your feet. Oil and gas, renewables, and now data centers used to be separate worlds. Today they're colliding into one grid, and the land professional sits right in the middle of it.Jigar Shah, former head of the DOE Loan Programs Office, joins Brent and Natalie for a state-of-the-union on where energy actually stands in 2026. Solar and batteries are carrying the load, data centers are learning to play nice, and right-of-way fights are getting solved in ways nobody expected.If you're working land where power, water, and infrastructure all compete for the same acres, this conversation is your map for the next five years.Key Topics & Timestamps01:23 - Episode Intro03:10 - Meet Jigar Shah05:25 - State of the Grid08:06 - Texas Battery Boom16:16 - Landmen and Community33:16 - Contrarians And Progress34:09 - Right Of Way Resistance35:14 - Solar Batteries As Incentives40:06 - Microgrids And Shared Grid47:24 - Rapid Fire And Wrap UpMemorable Quotes"Everything starts with land." — Jigar"You can't just come in there and throw money at a situation. That'll only take you so far." — Brent"Landmen have built empires for oil and gas for a hundred and fifty years." — Natalie"We just need to depoliticize energy. It's all energy, it's all money, it's all cold beer, and a working coffee maker." — JigarKey TakeawaysSolar and battery storage win right now because they're the only power supply chain that isn't backordered. If you need capacity on the grid fast, that's what you can actually deploy this year.Homeowners are backing into solar and batteries through their budgets, not climate politics. A near-free battery beats a $6,000 generator, and the panels follow once the inverter is already there.Oil and gas, renewables, and data centers are merging into one energy industry. The landmen who can work across all three sectors are the ones getting hired.Community engagement is a core land skill, not a checkbox. Show up, tell the truth, and treat people with dignity before you talk money, or the project stalls.Solar and batteries are becoming the new right-of-way incentive. A $29,000 unit that zeroes a landowner's bill for 35 years beats a cash offer and sidesteps condemnation.The grid is a shared resource, and the companies that tried to go it alone lost. Plan for interconnection and shared capacity instead of off-grid independence.About Our GuestJigar Shah is an energy entrepreneur, investor, and strategist who served as director of the U.S. Department of Energy's Loan Programs Office from 2021 to 2025. He founded SunEdison, led the Carbon War Room, and now co-hosts the Energy Empire and Open Circuit podcasts on the energy transition.Help us improve our podcast! Share your thoughts in our quick survey.ResourcesNeed Help With A Project? Meet With DudleyNeed Help with Staffing? Connect with Dudley StaffingStreamline Your Title Process with Dudley Select TitleWatch On YouTubeFollow Dudley Land Co. On LinkedInHave Questions? Email usMore from Our GuestsJigar Shah, Energy Entrepreneur, Investor, and StrategistConnect with Jigar on LinkedInListen to the Energy Empire podcastListen to the Open Circuit podcastMore from Our HostsConnect with Brent on LinkedInConnect with Khalil on LinkedIn

Agencies collect enormous amounts of information about performance. But those measures don't always answer a fundamental management question: does the organization have the capability to accomplish its mission? My next guest believes federal leaders need a better way to assess readiness. Joining me is John Mullins, founder of Mullins Consulting.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Search is changing fast, and the old playbook is breaking. In this 30-minute session, Becca Searns and Shaun Chojnacki of Haley Marketing tackle two halves of the same problem: how to get found when people are asking ChatGPT instead of scrolling Google — and how to actually convert them once they land.Becca breaks down conversion rate optimization: why most staffing sites were built to recruit, not to sell, and the framework that fixes it. Shaun follows with the tactical side of AI search — knowledge gaps, listicles, AI overviews, and the new acronyms every marketer needs to know.Practical, tactical, and something you can start using today.Expect to Learn:Why 98% of your visitors leave without doing a single thing — and why your site might be the culpritThe three questions behind every high-converting site: drivers, hooks, and barriersThe "people are goldfish" rule — you get 3–5 seconds to answer what you do, how you do it, can you do it for me, and am I in the right placeWhy clear beats clever, why carousels kill conversions, and why short forms winHow search is shifting to ChatGPT, Google AI Overviews, and TikTok — and what "topical authority" really meansThe AI knowledge gap strategy: writing listicles for niche roles and geographies nobody else ownsHow one client won 14,000+ AI Overviews in six monthsWhy SEO still matters — LLMs pull from page one, and they click anywhere on it, not just the top threeThe new alphabet: AIO, GEO, and AEO — what each one is and how to optimize for itWhy FAQs, schema, reviews, and press releases now do heavy liftingAbout the Guests:Becca Searns, Director of Creative Services, Haley Marketing Becca grew up with marketing at the dinner table. That instinct led her home to Haley Marketing, where she leads the quality of creative services and shapes the design and user experience across Haley Marketing's products. She holds a BFA in New Media Design and an MBA from Rochester Institute of Technology. But her real education came from seven years traveling internationally. That mix of formal training and on-the-ground experience is what lets her deliver creative solutions that are world-class, easy, and affordable.Shaun Chojnacki, Senior Marketing Strategist, Haley Marketing Shaun brings nearly a decade of expertise in digital marketing, SEO, paid media, and content strategy. Before joining us, Shaun served as Marketing Director at iPost, driving impressive results like boosting organic traffic by 100% and increasing lead conversion rates through targeted SEO and paid media strategies​. He's also managed substantial marketing budgets and played key roles on senior leadership teams for large e-commerce companies.

The VA's inspector general found that a tool designed to determine police staffing levels lacked validation, clear ownership and consistent use. Those very common problems left facilities without a dependable model to guide their planning and coverage. Joining me to discuss the findings and what happens next is the VA's inspector general, Cheryl Mason. Read the report here: https://www.vaoig.gov/sites/default/files/reports/2026-06/vaoig_25-00523-82_final.pdf See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Shawn Rodricks, Head of M&A - Independent Consultant If you scale the deal flow without the operating infrastructure to match it, things break fast. The playbook is a document nobody opens, closing weeks turn into fire drills, and the returns you modeled start to slip. Shawn Rodricks, Head of M&A - Independent Consultant, built the infrastructure before the volume hit. He closed 220 acquisitions across two organizations, 37 at Rexall in pharmacy and 183 at Amerivet Veterinary Partners, by wiring in the operating system from the start. What You'll Learn The five-part operating model behind 220 acquisitions How to hire for biz dev vs. corp dev roles in a lean M&A team How to build a closing-week SWAT team and keep finance aligned on timing Why qualitative diligence feeds directly into your forecast and purchase price The pre-close vs. post-close integration framework Why roll-ups that confuse acquisition with strategy fail What Shawn got wrong in year one and how it shaped every program since If you're scaling a deal function and want the operating framework behind Shawn's approach, DealPilot, powered by M&A Science, has the Buyer-Led M&A™ Certification, built from 400+ practitioner interviews into a framework you can actually run. ____________________ This episode of M&A Science is presented by DealRoom. DealRoom just automated Pipeline Management with AI so you can spend less time updating deals, and more time working them. Automatically push deal context from Outlook to DealRoom Pipeline and use AI to keep deal target data and tasks updated, so follow-ups never slip through the cracks. No manual logging. No stale pipeline data. See for yourself: https://hubs.ly/Q045fXp50 ____________________ Episode Chapters [00:00] Intro [03:33] From Biochemistry to 220 Acquisitions [06:02] The Operating Model for Serial Acquisitions [09:40] Hiring: Biz Dev vs. Corp Dev [13:03] Staffing as Deal Volume Scales [15:08] What a Playbook Actually Is [18:43] Managing Ebbs and Flows in Deal Volume [22:12] Cash Flow and Finance Partnership [23:44] The Underestimated Side of Diligence [27:25] Key Person Risk and Pre-Close Retention [31:41] Post-Close Monitoring and the First 90 Days [35:17] Pre- vs. Post-Close Integration Priorities [37:53] What Roll-Ups Mistake for Strategy [39:21] Integration as the Conversion Engine [42:48] The Year One Mistake That Bit Us [44:12] When Deals Get Strange

Our thoughts on Warde Manuel's job security, a new staffing hire for Michigan basketball, and the latest on the football recruiting trail. Learn more about your ad choices. Visit megaphone.fm/adchoices

$60,090 Per Nurse Exit, 3.35 Million Workers Finally Protected & Virtual Nursing Is WorkingJuly 13th, 2026. Bo, Luke, and ASHHRA Executive Director Jeremy Sadlier cover three stories that all connect to the same question: are you doing everything you can to keep the people you have?

Jen Psaki looks at why Donald Trump is likely regretting staffing his administration based on culture war credibility rather than competence as FBI director Kash Patel's antics appear to have reached critical mass, Defense Secretary Pete Hegseth is spending energy being upset about beards while being unable to end the war with Iran, and Vice President JD Vance is buying himself a multi-million dollar estate in the midst of a political season in which "affordability" is the biggest theme. Rob Flaherty, former deputy campaign manager for Kamala Harris, and Democratic pollster Molly Murphy discuss the dynamics of the coming midterms. Jen Psaki rounds up the many ways that Donald Trump is using whatever lever of power he can find to undermine the integrity of elections in the United States, most recently by firing everyone on the Election Assistance Commission. Marc Elias, founder of Democracy Docket explains what Trump is trying to pull. Donald Trump appears to be trying to distract from his failure to keep his promise to lower gas prices by celebrating the opening of a small chain of discount gas stations. And while everyone appreciates cheaper gas when they can get it, no one trusts that whoever is behind this stunt doesn't have an ulterior motive that ties to another Trump grift. Rep. Christian Menefee joins to discuss the fight to get answers after ICE shot and killed a man in Houston. To listen to this show and other MS podcasts without ads, sign up for MS NOW Premium on Apple Podcasts. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ryan is excited about the idea of buying a staffing agency. We explore his business background, experience and what he needs to learn about this business when he gets a chance to meet the seller. **** - Join David's email list so you never miss any new videos or important information or insights, RECEIVE 7 FREE GIFTS!!- https://www.DavidCBarnettList.com **** Do Business with David using these incredible internet links... - David's Blog where you can find hundreds of free videos and articles, https://www.DavidCBarnett.com - Book a call with David and let him help you with your project, https://www.CallDavidBarnett.com - Learn how to buy a successful and profitable business in a risk-controlled way https://www.BusinessBuyerAdvantage.com - Get help selling your business, https://www.HowToSellMyOwnBusiness.com - Get better organized in your business, https://www.EasySmallBizSystems.com - Learn to make better cash flow forecasts and write incredibly effective business plans from scratch!, https://www.BizPlanSchool.com - Learn to build an equity asset with insurance! visit https://www.NewBankingSolution.com -Did you sign up for an expensive Merchant Cash Advance for your business and now struggle to make the payments? Find out how you can negotiate your way out at https://www.EndMyMCA.com

Send us Fan MailFraternal Order of Police, joined Liz Collin on her podcast. Gamaldi weighed in on some of the problems with policing in Minneapolis as yet another violent summer in Minneapolis unfolds on the heels of an alleged sex scandal that led the former chief of police to pack his bags. He also discussed problems with crime and leadership as as the department continues to struggle meeting minimum staffing levels.“It's very clear that they are willing to put their failed ideology over the safety of their community members, and it's sickening,” Gemaldi said. Support the show

We are way under the amount of officers promised with LA orignally got the olympic bid from the IOCSee omnystudio.com/listener for privacy information.

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Can you build a multimillion-dollar staffing franchise without recruiting or HR experience? Melissa Davis explains why sales ability, people skills, and operational commitment matter more than an industry résumé. Melissa Davis, Vice President of Franchising for Express Employment Professionals, joins Lance Graulich to break down the staffing franchise model, what separates top owners from low performers, and why this B2B business can scale within a single territory. Melissa shares that 95% of Express franchise owners enter without a background in staffing, recruiting, or human resources. She also discusses first-year owners approaching $1 million in revenue and territories open two or more years averaging $5.3 million in top-line sales.

Episode 454 |Real Talk: When Teaching Is the Easy Part Podcast Description Some episodes are planned. This one is real life. In Episode 454, Duane and Allie jump on the mic without a neat, tidy agenda and talk through what's actually happening in their schools right now. The theme that keeps showing up? Teaching martial arts isn't the hardest part anymore. The hard part is everything wrapped around it: keeping students (and parents) connected, navigating the emotional whiplash when people quit, building a staff bench that doesn't collapse when one person leaves, and figuring out which systems are truly worth the effort. If you've ever thought, “Man… I love teaching, but I'm tired,” you're going to feel seen in this one. Key Takeaways Connection is the real retention strategy. Duane and Allie keep coming back to the same idea: students don't stay because the curriculum is perfect. They stay because they feel connected. That connection has layers: Instructor → student Parent → child Parent → school culture Student → training partners When those links are strong, students push through the “lull” that happens in everyone's training. When those links are weak, quitting becomes easy. School owners carry a unique kind of emotional load. Allie shares the frustration that hits a lot of owners hard: you pour extra time into the students who need it most… and then they disappear. Not only do they quit, but sometimes they quit casually. No conversation. No closure. Just gone. That's part of why this episode matters. It's not negative. It's honest. And it reminds you you're not the only one dealing with it. Parents are more distracted, and kids have less “boredom muscle” Duane and Allie talk about how different the environment is now: more activities competing for attention more screens less tolerance for discomfort more demand for entertainment The result is that many kids (and parents) struggle with the slow, steady work that martial arts requires. And that changes how school owners have to communicate value. The “edutainment” trap is real. Allie calls out the pressure to entertain. Yes, training should be fun. However, if the program becomes only entertainment, you train people to quit the moment it stops feeling exciting. Duane offers a practical way to think about it: as students progress, the “fun” needs to shift from games to the training itself. Bench strength has to be built on purpose (and it can't stop). Staffing and instructor development come up again and again. Allie talks about the reality of losing key team members and suddenly being handcuffed to the school again. Duane shares how they've built a pipeline (Storm Team) where students learn to teach in phases, with clear criteria for what they're allowed to coach at each level. The big lesson: you don't build a bench when you're desperate. You build it continuously. Motivation isn't always about adding more… sometimes it's about labeling better. They get into a great point about systems like “Perfect Attendance.” Allie questions whether the effort is worth it if only a small percentage of students care. Duane's counter is interesting: maybe the system is fine, but the label isn't emotionally compelling. “Perfect Attendance” feels flat. A rebrand like “Overachiever” or “Committed” might create a stronger identity pull. Fear of loss can be a stronger motivator than anticipation of gain. Duane shares a story from his kids program: he gives students their fitness stripe first and tells them they only keep it if they don't quit during a hard class. The result? Kids worked harder than ever. It's a reminder that motivation isn't always about dangling a reward. Sometimes it's about protecting something they already feel ownership over. Running the business is a different skill than teaching the art. They use a coffee shop analogy to make the point: most businesses deliver a simple product. Martial arts schools deliver a long-term transformation. That means you're managing: curriculum culture retention staff development parent communication upgrades and renewals events motivation systems Teaching is only one slice of the job. Action Steps for School Owners Strengthen one “connection point” this week. Pick one simple upgrade you can implement immediately: Have instructors use every student's name more often Assign a buddy to every new student on day one Do a quick parent touchpoint after class (“Here's what they did well today…”) Choose one and do it consistently for 7 days. Build (or restart) your instructor pipeline. If you don't have a leadership/instructor development track, start one. If you do have one, ask yourself: has it stalled? Your goal is simple: create a clear path where students can help teach in phases, earn responsibility, and feel like they're “in the running.” Audit your systems: what's not serving you anymore? Make a list of the systems you run every month. Then ask: Does this actually improve retention, attendance, or culture? Is the effort worth the payoff? Could this be simplified? Does it need a rebrand so it feels emotionally meaningful? Expect the lull—and coach families through it. A lull isn't a failure. It's part of the process. Build language into your culture that normalizes it: “Everyone hits a plateau. That's where growth happens.” “We don't quit on hard weeks.” “The goal is progress, not constant excitement.” When families expect the lull, they're less likely to bail when it shows up. Simplify before you add more. If you're overwhelmed, don't stack another system on top. Instead, remove one thing that's draining energy and not producing results. Then put that energy into what matters most: connection, consistency, and your bench. Additional Resources Mentioned On Fire by John O'Leary (book + movie mentioned by Allie) Rich Dad Poor Dad and Think and Grow Rich (books Allie referenced when sharing a former student story) Restaurant: Impossible (show referenced as a systems/operations lens)

Anika teamed up with Benjamin Behrooz to decode why massive exposure so often fails to drive revenue. The conversation revealed a counterintuitive truth: the problem isn't content creation—it's integration. Benjamin's 17-year perspective on branding and his experience scaling Branding Los Angeles across five states offered practical pushback against the persistent "AI will replace everything" narrative, alongside a sharp look at where AI actually creates value.In This EpisodeThe origin story of Branding Los Angeles: from a 400 sq ft apartment to a national powerhouseScaling velocity: expanding from California to Texas, New York, Hawaii, and Florida with intentional footprint strategyThe staffing challenge: why grading your team A+, A, B, C determines whether you scale or collapseWhy 75% of potential clients get turned down—and why that's the competitive advantageThe integrated approach: how branding, PR, SEO, and storytelling work together (not in silos)Market psychology and decision timelines: understanding when your customer is actually ready to buyWhy human-written content still outperforms AI-generated content in Google's eyesBuilding authority through PR and media mentions, not just organic reachTimestamps00:00 Introduction: Standing out in a saturated market00:59 The 400 sq ft beginning: how showing up changes everything06:23 The integrated branding and market strategy approach09:02 Understanding market psychology and customer decision timelines10:12 Where conversations are actually happening: Reddit, Facebook groups, and beyond18:41 The AI content truth: Google is separating human-written from machine-written31:18 PR is more important than SEO (the hook)34:00 Staffing as the #1 scaling bottleneck: the A+/A/B/C grading system36:45 Selective client intake: saying no to 75% of opportunities44:30 Blue collar workers as the future champions of the economy48:57 The personal motto that drives everythingKey Insights & TakeawaysInsight 1: Visibility Without Revenue Is a Strategy Failure, Not a Content FailureFortune 500 companies frequently have massive social followings and brand awareness. Yet their phones aren't ringing. The problem isn't more content—it's integrating branding, PR, SEO, and storytelling into a cohesive system. Generic approaches die. Strategic integration wins. Insight 2: Human-Written Content Still Outperforms AI Content in SearchGoogle is actively separating human-written from machine-written content. Websites with 200 pages of AI-generated content rank, then instantly vanish. The companies winning in 2026 kept their content writers and use AI checkers to verify authenticity. Insight 3: Your Customers Aren't Where You Think They AreThe conversations your customers are having—the questions at 2 AM, the pain points they're sharing—aren't on your LinkedIn. They're on Reddit, in Facebook groups, where real people congregate. Win by showing up where the conversation already exists. Insight 4: Staffing Quality Determines Scale or CollapseGrade your team A+, A, B, C. C's go. B's get trained. A's get pushed to A+. One question: "If this position was open, would you rehire this person?" If no, you're already failing. Quality beats speed every time.Insight 5: Saying No to 75% of Business Is the Competitive AdvantageBenjamin turns down three out of every four potential clients. Not because he can't do the work—because he knows which clients will succeed. Sustainable growth comes from working with clients you can actually scale, not chasing every opportunity. Insight 6: PR Builds Authority That AI Can't FakeWhen a trusted third party validates who you are, that signal is worth more than a thousand blog posts. AI uses 15-20 platforms to cross-reference claims. If you're mentioned by credible sources, you win the trust game. Insight 7: Blue Collar Work Is the Future Safe HavenWhile corporate roles face disruption and downsizing, skilled trades are in desperate demand. Companies are cutting office staff by 40% while desperately hiring tradespeople. Positioning yourself in skilled trades offers more security than most white-collar paths. Resources & Links MentionedBranding Los Angeles (flagship company)National hubs: California, Texas, New York, Hawaii, FloridaClients include: Cousins Maine Lobster, Chipotle, and Fortune 500 brandsAbout Benjamin BehroozAfter 17 years in branding and digital strategy, Benjamin Behrooz built Branding Los Angeles from a 400 sq ft apartment into a national powerhouse serving Fortune 500 companies. He's scaled teams across five states and made the deliberate choice to keep human expertise at the core of his strategy while competitors chased AI automation. He leads a 95-person team that turns visibility into revenue.Connect with BenjaminLinkedInBranding Los AngelesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan MailHave you ever looked around your practice and wondered why good people keep leaving? Maybe you've blamed the job market, younger generations, higher salaries across town, or the simple fact that healthcare has become harder than ever. While all of those things certainly play a role, what if I told you that your staffing problem isn't really a staffing problem at all?More often than not, turnover is actually a systems problem.Practices with strong systems consistently retain people longer than practices that rely on good intentions and heroic managers. They create clarity. They reduce frustration. They help people succeed. And when people succeed, they're much more likely to stay.Today we're continuing the conversation we started in our last episode about building a culture of accountability. Because accountability doesn't exist in a vacuum. It depends on systems. You can't expect people to be accountable if you've never given them a clear roadmap for success.Please Follow or Subscribe to get new episodes delivered to you as soon as they drop! Visit Jill's company, Health e Practices' website: https://healtheps.com/ Subscribe to our newsletter, Health e Connections: https://share.hsforms.com/1FMup6xLPSpeA8hB77caYQwd32sx?hsCtaAttrib=171926995377 Want more formal learning? Check out Jill's newly released course: Physician's Edge: Mastering Business & Finance in Your Medical Practice. 32.5 hours of online, on-demand CME-accredited training tailored just for busy physicians. Promo pricing available now: https://education.healtheps.com/offers/Ry3zfLYp/checkout?coupon_code=PHYSEDGE3000 Purchase your copy of Jill's book here: Physician Heal Thy Financial Self Join our Medical Money Matters Facebook Group here: https://www.facebook.com/groups/3834886643404507/ Original Musical Score by: Craig Addy at https://www.underthepiano.ca/ Visit Craig's website to book your Once in a Lifetime music experience Podcast coaching and development by: Jennifer Furlong, CEO, Communication Twenty-Four Seven https://www.communicationtwentyfourseven.com/    

Get ready for new taxes, Seattle. Rantz exclusive: Seattle lost 41 police officers with patrol staffing at just 868, with reason to celebrate and worry. Media is pretending that there’s no reason to suspect vandalism at Reflection Pool. //  LongForm: GUEST: State Senator Judy Warnick (R-Moses Lake) says Bob Ferguson has the ability to lower gas prices but is choosing not to. // Quick Hit: The Washington State Supreme Court will take up a case about transgender woman’s prison transfer.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Shelby Williams.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Shelby Williams.

Get ready for new taxes, Seattle. Rantz exclusive: Seattle lost 41 police officers with patrol staffing at just 868, with reason to celebrate and worry. Media is pretending that there’s no reason to suspect vandalism at Reflection Pool. // Guest: UW Professor Matt Kaeberlein discusses the health benefits of NAD+ supplements. // New York times reporter Maggie Haberman claims that the media is too easy on Trump.