Podcasts about Structure

‘You can only be spiritual when you destroy the social structure of your being, which is, the world in which you live, the world of ambition, greed, envy and seeking power.' This episode on The Structure of Society has two sections. The first extract (2:51) is from Krishnamurti's first talk in Bombay 1962, and is titled: The Nature of Society. The second and final extract in this episode (39:05) is from the first talk in London 1962, and is titled: Destroying the Psychological Structure of Society. The Krishnamurti Podcast features carefully selected extracts from Krishnamurti's recorded talks. Each episode highlights his different approaches to universal and timeless themes that affect our everyday lives, the state of the world and the future of humanity. This episode's theme is The Structure of Society. Upcoming themes are Discovery, Suffering and Communication. This is a podcast from Krishnamurti Foundation Trust. Please visit our website at kfoundation.org, where you can find a popular collection of quotes, a variety of featured articles, along with a wide selection of curated material in the Index of Topics. This Index allows easy access to book, audio and video extracts. Our online store stocks the best of Krishnamurti's books and ships worldwide. We also offer free downloads, including a selection of booklets. You can also find our regular Krishnamurti quotes and videos on Instagram, TikTok and Facebook at Krishnamurti Foundation Trust. If you enjoy the podcast, please leave a review or rating on your podcast app.

This week, Roger and I discuss the answer to a frequently-asked question - how does one become a financial adviser? Clearly Roger and I make it look like a sexy profession, but as you can imagine, we have lots to say on the subject… Shownotes: https://meaningfulmoney.tv/session606  01:47 - What People Think Financial Advisers Do (and Why That's Incomplete) 07:25 - The Structure of a Modern Advice Firm 17:29 - Career Progression 22:31 - Qualifications and Regulation (The Reality, Not the Myth)  29:14 - Routes Into the Profession 37:20 - The Economics of Advice (High-Level) 46:39 - Who the HARD Side Will Appeal To 

Behind every growth problem is a lack of structure. Many businesses scale fast, only to realize they've outgrown their systems, their teams, and sometimes even themselves. The result? Burnout, chaos, and missed opportunities are hiding in plain sight. In this episode of The Business of You, we explore what it really takes to grow a business with intention — learning from someone who survived the burnout and chaos caused by the hidden traps of growth for growth's sake. This conversation is about leadership that balances people and performance, and why data without heart (or heart without data) will only take you so far. Megan Crabtree is the Founder and CEO of Crabtree Advisory, a consulting firm trusted by some of the most recognized jewelry retailers and manufacturers in North America. With decades of experience across retail, manufacturing, and wholesale, Megan brings a rare, 360-degree perspective to scaling businesses, building teams, and modernizing operations. In this episode, Megan breaks down how structure fuels sustainable growth, why people-first leadership drives profitability, and how business owners can scale without sacrificing culture or balance. Building Structure That Supports Growth One of the biggest challenges Megan sees across jewelry retailers and manufacturers is a lack of operational structure. Many companies experience explosive growth but don't have the systems, reporting, or processes to support it.  Without SOPs, accountability frameworks, and clear data, growth can quickly become expensive and inefficient. Megan shares how her team helps businesses implement structure that saves time, reduces waste, and creates clarity across departments. From reporting and data analysis to process documentation, these systems allow leaders to make better decisions — faster — while empowering teams to perform at a higher level. The result includes stronger numbers, confidence, consistency, and a foundation that allows companies to grow without constantly putting out fires. Leading with Heart — Without Burning Out After years of working 90-hour weeks in high-pressure retail environments, Megan reached a turning point. Today, she's intentional about balance — for herself, her team, and her clients. Her philosophy is simple: results matter, but how you get there matters more. Megan talks about building a culture rooted in trust, flexibility, and genuine care for people's lives outside of work. That people-first approach extends into her client relationships, where long-term partnerships are built on trust, transparency, and real connection. By focusing on clarity, consistency, and confidence, Megan proves that you don't need endless growth to build a successful business — just the right growth, supported by the right systems and leadership. Enjoy this episode with Megan Crabtree… Soundbytes 03:50 – 04:22 "Everyone thought I was crazy moving to Manhattan to go wholesale when all my success was retail. I was the vice president of a manufacturer that sold to the better independents. After eight months when I grew the business by 70%, I realized I'm really good at this side of the business, too. It made sense to start a consulting firm because I had a 360 view, hands on my entire life. I had never worked another job other than jewelry." 23:44 – 24:21 "We had one instance with a retail client where we segmented out the people that had purchased engagement rings and the people that had not purchased wedding bands and sent out customized, personalized mailers, that made sense to their buying history. Here's what we're recommending. And we got a 35% return rate, which on a mail piece is nearly impossible. So the proof is in the pudding. There's no doubt, but you just have to put in the work and organize the data and segment the data to make sense."  Quotes "Success today requires both heart and hard data." "I don't want to grow for the sake of growing — I want to stay passionate about what we do." "Structure gives you freedom, not restriction." "Data should guide your decisions, not overwhelm them." Links mentioned in this episode: From Our Guest Website: https://www.crabtreeadvisory.com/ Connect with Megan Crabtree on LinkedIn: https://www.linkedin.com/in/megan-crabtree/ Connect with brandiD Find out how top leaders are increasing their authority, impact, and income online. Listen to our private podcast, The Professional Presence Podcast: https://thebrandid.com/professional-presence-podcast Ready to elevate your digital presence with a powerful brand or website? Contact us here: https://thebrandid.com/contact-form/

Have you ever ever felt like one "small indulgence" spiraled into weeks of poor food choices?Dr. Katie Deming shares her own recent experience with sugar cravings over the holidays and how she used a three-day fast to reset her body and mind.  She opens up about her history with sugar addiction and why, for some people, sugar isn't just food but a switch that changes everything from cravings to decision-making to self-trust.Chapters:05:00 - When sugar quietly takes control06:25 - This wasn't lack of discipline08:00 - Why eating feels harder than fasting09:30 - Fasting as a nervous system reset11:20 - The first 24 hours and quieting the noise12:55 - Cravings fall away and clarity returns15:30 - Reading your body's inflammation signals20:55 - Structure over willpower for long term healingYou'll hear why fasting can actually feel easier than eating when cravings are running the show, how a short fast quiets the "food noise" in your brain, and what Dr. Katie does to set herself up for success when she starts eating again. She also breaks down the difference between structure and restriction, and shares simple tools for managing cravings when they pop back up. This is not about developing the willpower, but creating clarity and coming back into alignment with your body.Whether you're healing from cancer, managing inflammation, or just tired of feeling controlled by food, Dr. Katie offers a compassionate, medically-informed approach to resetting your relationship with eating. Her honesty about her own struggles makes this feel less like advice and more like a conversation with a trusted friend who actually gets it.Press play and learn how short fasts can help you reclaim authority over your body without shame, without drama, and with more ease than you might expect.Access the FREE Water Fasting Masterclass Now: https://www.katiedeming.com/the-healing-power-of-fasting/ Transform your hydration with the system that delivers filtered, mineralized, and structured water all in one. Spring Aqua System: https://springaqua.info/drkatieDownload the FREE Healing Tools Guide: https://bit.ly/drkatie-giftguide MORE FROM KATIE DEMING M.D. Work with Dr. Katie: www.katiedeming.com 6 Pillars of Healing Cancer Workshop Series - Click Here to Enroll Follow Dr. Katie Deming on Instagram: https://www.instagram.com/katiedemingmd/ Email: INFO@KATIEDEMING.COM Please Support the Show Share this episode with friends & family Give a Review on Spotify Give a Review on Apple Podcast Watch on Youtube: https://youtube.com/playlist?list=PL5LplU70TE9i01tW_7Tozi8b6X6rGBKA2&si=ZXLy5PjM7daD6AV5 DISCLAIMER: The Born to Heal Podcast is intended for informational purposes only and is not a substitute for seeking professional medical advice, diagnosis, or treatment. Individual medical histories are unique; therefore, this episode should not ...

The algorithm doesn't want you to think; it wants you to react. It wants you to be a character in its story, following a predictable path of outrage and agreement. We are living through a shift where the line between human and bot is blurring. Not because computers are getting more human-like, but because we are becoming more bot-like. We outsource our worldview to gurus, tribes, and mainstream consensus because the "heavy lifting" of System Two thinking is expensive. Being an NPC is a choice of convenience, but being an "Autonomous Player" is an act of leadership. This episode isn't about being right; it's about the bravery of having no opinion on the trivial, so you can have a passionate, informed perspective on the essential. SPONSORS

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Feeling called to coach but still questioning whether you're actually ready to do this?   In this episode of The Divorce Revolution Podcast, I'm breaking down the three non-negotiables every coach has to master if you want to feel confident in sessions, trust that you can actually help your clients, and build a coaching business that makes real money—not just one that looks good on Instagram.   So many women doubt themselves not because they aren't capable, but because they don't yet have the structure, skills, or reps that create real confidence. Today, I'm giving you a high-level look at the three foundations I see in every successful coach—and why skipping even one of them is what keeps so many people stuck in fear, imposter syndrome, or overthinking every session.   Resources Mentioned: The Confident Coach Certification is the ONLY certification specifically for divorced moms who want overcome imposter syndrome and finally feel legit: https://products.ambershaw.com/the-confident-coach-certification   What I Discuss: 05:29 The Three Cs of Coaching Mastery 07:02 Why confidence isn't something you "think" your way into, and how it actually comes from knowing your role as a coach and leading sessions with presence. 09:57 Structure, skill, and why winging it in sessions is the fastest way to lose trust in yourself and your clients 12:56 How practice, repetition, and real feedback create the kind of certainty that makes coaching feel calm instead of terrifying 17:17 How these three Cs are the foundation of the Confident Coach Certification and what it really takes to feel prepared, grounded, and legit as a coach Find more from Amber Shaw: Instagram: @msambershaw Website: ambershaw.com   

In Episode 426 of Devolution Power Hour, hosts Jon Herold and Chris Paul analyze recent legal, political, and institutional developments through the lens of timing and structure. The discussion focuses on court activity, procedural moves, and how seemingly disconnected events may reflect coordinated pressure rather than random disorder. Jon and Chris walk through signals embedded in filings, public statements, and enforcement actions, emphasizing how process often matters more than headlines. The episode also explores the role of patience, expectation management, and narrative confusion, highlighting why periods of apparent stagnation can coincide with meaningful movement behind the scenes. Throughout the conversation, the hosts encourage listeners to distinguish emotional reactions from strategic analysis and to evaluate events based on jurisdiction, authority, and sequence. This episode continues the show's core examination of how systems operate under stress and how clarity emerges when attention is paid to structure instead of surface noise.

Jim Rohn explains the invisible structure behind real success.Install the system for disciplined daily action:

In this episode, I answer a question on how to qualify for Kona under the new qualifying structure.Send questions through to TrainSmooth.com 

Championship Week brings two high-stakes matchups and a wave of market-driven narratives. The hosts open by addressing recent playoff struggles before shifting into trend analysis, rest advantages, overtime effects, and historical playoff patterns. The episode breaks down why market reactions to quarterback changes may be overstated, how pass rush and pressure metrics shape outcomes, and how tempo versus structure defines the second matchup. The team also walks through competing identities, coaching tendencies, and how environmental factors like elevation, cold weather, and rest days impact postseason results.

A high diagnostic scorer writes in wondering how to structure her study time. Josh and Nate tell her to slow down and not give the test too much respect.Read more on our website. Email daily@lsatdemon.com with questions or comments. Watch this episode on YouTube!

https://teachhoops.com/ Making practice better starts with the elimination of "dead time" and a transition toward a high-engagement, high-intensity workflow. In many traditional settings, players spend far too much time standing in lines or listening to lengthy lectures, which leads to mental fatigue and a drop in physical conditioning. To revolutionize your sessions, every minute must be accounted for on a detailed practice plan that prioritizes "multi-skill" drills—exercises that combine conditioning, ball handling, and decision-making simultaneously. By keeping the energy high from the initial whistle and utilizing a "staccato" rhythm where segments change every 8 to 12 minutes, you create an environment that mirrors the fast-paced nature of a live game, keeping players focused and invested. A second pillar of improving practice quality is the intentional shift toward Games-Based Learning and situational play. While block practice has its place for teaching raw mechanics, the most significant jumps in "Basketball IQ" occur when players are forced to solve problems in real-time. Instead of running 5-on-0 weaves, implement "small-sided games" like 3-on-3 with specific constraints, such as "no dribbling" or "must touch the post before a shot." This forces athletes to read the defense, communicate through screens, and understand spacing in a way that isolated drills cannot replicate. When you keep score for every segment and turn every drill into a mini-competition, you naturally raise the accountability of the group, ensuring that "game speed" becomes the standard. Finally, making practice better requires a commitment to consistent evaluation and post-practice reflection. Use the mid-season months of January and February to film segments of your practice, allowing you to see which drills are producing results and which are causing confusion. Shared film sessions with players can turn a "practice mistake" into a valuable teaching moment, bridging the gap between a coach's instructions and a player's execution. Additionally, listen to your "culture carriers" and be willing to adapt your intensity based on the team's physical and mental state. By balancing rigorous discipline with a willingness to keep things fresh through new challenges and AI-driven insights, you ensure that your gym remains a place where players are excited to compete and improve every single day. Basketball practice, practice planning, coaching efficiency, player development, basketball drills, team culture, high-intensity training, basketball IQ, games-based learning, small-sided games, basketball coaching, coaching philosophy, basketball conditioning, practice organization, youth basketball, high school basketball, defensive intensity, offensive efficiency, basketball mentorship, coach development, basketball tactics, team chemistry, mental toughness, sports performance, basketball skills, coaching tips, basketball strategy, practice evaluation, athletic leadership, basketball program building. SEO Keywords Learn more about your ad choices. Visit podcastchoices.com/adchoices

This week Erin M. Evans, B. Dave Walters, and Treavor Bettis answer questions about Writing the Middle, Are We the Baddies, Structure and more!Join our Patreon:https://www.patreon.com/writingaboutdragons Starring:Erin M Evans (Empire of Exiles, Brimstone Angels)https://bsky.app/profile/erinmevans.bsky.social B. Dave Walters (A Darkened Wish, Black Dice Society)https://bsky.app/profile/bdavewalters.bsky.social Treavor Bettis (Difficulty Class, Champions of Lore)https://bsky.app/profile/thetreavor.bsky.social Join the Discord!https://discord.gg/MdSVsfpTzu Buy Relics of Ruin!Amazon: https://www.amazon.com/Relics-Ruin-Books-Usurper-2/dp/031644104X Barnes and Noble: https://www.barnesandnoble.com/w/relics-of-ruin-erin-m-evans/1143299833?ean=9780316441049 Check out B. Dave's Patreon:https://www.patreon.com/bdavewalters Enroll in B. Dave's 14 Day Writer:https://www.theundisputedacademy.com/14-day-writer-home-pagePlay in a game run by B. Dave:https://ko-fi.com/bdavewalters/shop

Fri, Jan 23 6:25 AM → 6:28 AM Event initiated prior via Rockland County Fire Paging Radio Systems: - Rockland County Public Safety Communications System

Anyone can give a presentation, but what does it take to truly OWN the stage? Calling back to a recent OWN THE STAGE 3-day workshop, Darren and Mark provide some key insights and principles that will help any presenter to own the stage and deliver an unforgettable presentation.     SNIPPETS: • Care more about being world class that delivering one good presentation   • Structure is important; the order matters   • Great speeches aren't written; they are re-written   • Be willing to experiment   • Let your audience picture the scene and characters   • Reactions tell the story   • Use the stage as a prop   • People often see the result, not the work   • World-class doesn't happen alone   • Your audience helps you write your speech   • With effort and help, anyone can own the stage   Work with Mark and Darren: https://www.stagetimeuniversity.com/get-a-speaking-coach/   Check Out Stage Time University: https://www.stagetimeuniversity.com

Sometimes more structure helps. Sometimes it makes things harder than they need to be.In this bite-sized episode, I share a pattern I noticed with two different clients around running and how adding expectations too soon can change how something feels, even when it's been going well.We'll talk about how to know when structure supports your goals and when leaving things intentionally unstructured is the smarter choice.Tune in each week for practical, relatable advice that helps you feel your best and unlock your full potential. If you're ready to prioritize your health and level up every area of your life, you'll find the tools, insights, and inspiration right here. Check out Esther's website for more about her speaking, coaching, book, and more: http://estheravant.com/Buy Esther's Book: To Your Health: https://a.co/d/iDG68qUEsther's Instagram: https://www.instagram.com/esther.avantEsther's LinkedIn: https://www.linkedin.com/in/estheravant/Learn more about 1:1 health & weight loss coaching: https://madebymecoaching.com/coaching

Leading Into 2026: Executive Pastor Insights Momentum is real. So is the pressure. This free report draws from the largest dedicated survey of Executive Pastors ever, revealing what leaders are actually facing as they prepare for 2026. Why staff health is the #1 pressure point Where churches feel hopeful — and stretched thin What worked in 2025 and is worth repeating Clear decision filters for the year ahead Download the Full Report Free PDF • Built for Executive Pastors • Instant access Welcome back to another episode of the unSeminary podcast. We’re continuing our conversations with executive pastors from prevailing churches, unpacking what leaders like you shared in the National Executive Pastor Survey, so you can lead forward with clarity. Today we're joined by Paul Alexander, Executive Pastor at Sun Valley Community Church and Senior Consultant with The Unstuck Group. With more than 25 years of ministry experience and nearly 15 years at Sun Valley, Paul brings a blend of practitioner insight and coaching wisdom. Sun Valley is one of the fastest-growing churches in the country, with six physical locations, a prison campus, and more expansion on the way. In this conversation, Paul helps unpack one of the most pressing themes from the National Executive Pastor Survey: staff health, culture, and organizational structure. Is your church clear on vision and strategy but still struggling to move forward? Do you sense tension or fatigue beneath the surface of your staff team? Paul offers candid, practical guidance on how leaders can cultivate both healthy and high-performing teams. Staff culture is often the real growth lid. // Many churches leave strategic planning sessions with remarkable clarity—clear vision, strong strategy, and actionable next steps—yet still fail to move forward. The reason is rarely theological or missional; it's cultural. Team culture and staff structure often become the limiting factor. Just as personal growth stalls when internal issues go unresolved, churches stall when unhealthy patterns persist within leadership teams. Healthy and high-performing. // Many churches swing between two extremes: high performance with little concern for soul health, or relational warmth with minimal accountability to achieve the vision. Neither honors the full call of ministry. The healthiest teams refuse to live at either end of the pendulum. Instead, they pursue a culture where people are cared for deeply while being challenged to steward their gifts faithfully toward the mission. You can't legislate health. // Health cannot be enforced through policies alone. Leaders set the tone through example, not rules. Staff watch how senior leaders manage time, rest, family, boundaries, and pressure. Late-night emails, skipped days off, and constant urgency quietly shape expectations—even if leaders say otherwise. Pastors need to lead with moral authority, not moral perfection: modeling rhythms that reflect trust in God rather than fear-driven overwork. Practical rhythms that protect people. // At Sun Valley, staff health is reinforced through intentional systems. Leaders are expected to take their days off and use vacation time; reports track whether staff actually do. Full-time staff receive sabbaticals every seven years, including non-director-level roles. Marriage retreats are offered as a gift to staff couples, recognizing that healthier marriages produce healthier ministry. These investments cost little financially but yield long-term fruit in sustainability and trust. Hire leaders, not doers. // A common staffing pitfall is hiring doers instead of leaders. While competence and skill earn someone a seat on the team at Sun Valley, long-term effectiveness depends on their ability to develop others. Staff are evaluated not on how much ministry they personally accomplish, but on how well they equip volunteers to lead. Volunteers are the heroes; staff exist to serve and multiply them. This mindset shifts ministry from bottlenecked to scalable. Structure must evolve with growth. // Churches often treat structure as fixed, but Paul insists that growing churches must restructure continually. Span of care, staffing ratios, and role clarity must be revisited regularly. He points to healthy benchmarks—such as staffing costs and staff-to-attendance ratios—as helpful indicators, not rigid rules. When leaders ignore structure, culture suffers; when structure is aligned, momentum increases. Fruit requires clarity and measurement. // Every staff role at Sun Valley includes measurable outcomes. Paul likens this to personal goals—no one expects a marriage to improve without intentional action. Clear metrics create focus, alignment, and accountability. Monthly one-on-ones blend personal care with performance review, ensuring leaders are supported holistically while still moving the mission forward. Encouragement for leaders sensing tension. // For executive pastors who feel something is “off” but can't quite name it, Paul urges them not to ignore that instinct. Growth exposes weaknesses, and structure or culture may need adjustment. Whether the issue is misalignment, unclear expectations, or misplaced roles, addressing it early prevents deeper damage later. To learn more about Sun Valley Community Church, visit sunvalleycc.com. For resources on staff health, structure, and strategy, explore theunstuckgroup.com or email Paul directly. Watch the full episode below: Thank You for Tuning In! There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I'm grateful for that. If you enjoyed today's show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they're extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally! Thank You to This Episode’s Sponsor: SermonDone Hey friends, Sunday is coming… is your Sermon Done?Pastor, you don't need more pressure—you need support. That's why you need to check out SermonDone—the premium AI assistant built exclusivelyfor pastors. SermonDone helps you handle the heavy lifting: deep sermon research, series planning, and even a theologically aligned first draft—in your voice—because it actually trains on up to 15 of your past sermons. But it doesn't stop there. With just a click, you can instantly turn your message into small group guides, discussion questions, and even kids curriculum. It's like adding a research assistant, a writing partner, and a discipleship team—all in one. Try it free for 5 days. Head over to www.SermonDone.com and use promo code Rich20 for 20% off today! Episode Transcript Rich Birch — Hey friends, welcome to the unSeminary podcast. Really glad that you’ve decided to tune in. We’re doing a special series here this month where we’re looking at the results of a national survey that we did of executive pastors across the country. And we’ve pulled in some leading XPs from prevailing churches to help us think through these issues. Like we’re sitting across the table, if you talk about this problem, they want to help you with that. And today it’s our honor, our privilege really to have Paul Alexander with us. He is the executive pastor at Sun Valley Church for over 10 years. He has 25 years of experience. He’s a senior consultant with Unstuck, I think for 13 years. And he’s worked with all kinds of churches on health assessment, strategic planning. Sun Valley, if you don’t know this church, you’re living under a rock. fantastic church in Arizona, six physical locations, if I’m counting correctly, plus in prison, plus online. It’s repeatedly one of the fastest growing churches in the country. Paul, welcome to the show. So glad you’re here.Paul Alexander — Yeah, Rich, glad to be with you. Hopefully the conversation can help your listeners, man.Rich Birch — I really appreciate that. Why why don’t you fill in the picture about Sun Valley? I know we’ve had you on in the past. You should go back and listen, friends, but kind of give us the Sun Valley picture. Kind of tell us a little bit about that to set some context today.Paul Alexander — Yeah, man, been here now for almost 15 years. It’s wild to think back. When I first joined the team, it was one location, 10 acres, one exit, one entrance.Rich Birch — Wow.Paul Alexander — And, you know, there’s a lid to what you can do with that. And so we had originally went multi-site because we had to go multi-site. You know, the mission that Jesus gave the church to help more people meet him and grow up in their friendship with him. We had a lid to that with the space we were in. And so we had to go multi-site. It wasn’t cool. It wasn’t cute. It wasn’t fun. It wasn’t an experiment. It was like, if we’re going to obey Jesus, we don’t have an option.Rich Birch — Right. Yes.Paul Alexander — And so over the years, we’ve had the opportunity to add new locations. And, yeah, six physical locations, one in a prison. Our next prison campus opens up Q1. We grand open our Chandler location in March, and we break ground on San Tan in May. So, yeah, man, fun times, lots of people meeting Jesus.Rich Birch — So multi-sites not dead at Sun Valley.Paul Alexander — Man, multi-site’s not dead in America. Yeah.Rich Birch — I know. And it’s true, right? It’s one of those like, people are like, oh, I don’t know. That’s an old idea. I’m like, that’s not what I’m seeing. I’m like, gosh, there’s so many prevailing churches like Sun Valley that are just doubling down. That’s that’s fantastic. Rich Birch — Well, looking forward to today’s conversation. So friends, you’ve joined us actually for within, what did we ask, two questions that were about fears for next year and or for this year, 2026, you caught me. We recorded this late in 2025.Rich Birch — And we’re talking today about the biggest fear. 24.8% of all respondents identified staff health, organizational structure, morale, succession, leadership – the people issues as a primary fear heading into this year. In fact, and then a separate question we asked about data and insight. Where are you lacking some of that? Almost 9% of respondents answered that they’re looking for better data on staff pipeline and org chart and leadership development, these sort of things.Rich Birch — When you combine them together what does that mean? Nearly three in ten surface staff related tension as a defining pressure point for 2026. And when I was thinking about this issue, I thought of no one better than Paul to pull on and to have this conversation with. So Paul, when you look at the churches across the country, you interact with a lot of churches both just because you’re a great person and through Unstuck, and you’re and Sun Valley’s a leading church and people will ask you questions all the time. Where do you think staff health breaks down the most and why is that? Why is this such a tension for us as we lead from our seats?Paul Alexander — Yeah, well, to your point, Rich, it comes up repeatedly with my work with Unstuck with churches. It’s not uncommon to do a health assessment, strategic planning with the church, and you walk out of the room and they have great clarity on vision, on where they’re going next. They have great clarity on strategy, like how they’re actually going to pull this off and do it.Paul Alexander — And yet you walk out of the room and the lid to move towards that vision, actually obey Jesus and do what Jesus has commissioned and command commanded them to do, the lid is the culture of the team. And the team culture and the team structure is what’s holding them back from going where Jesus wants them to go. Paul Alexander — Which we shouldn’t be surprised by this, frankly. that’s That’s the organizational side of how that shows up. This shows up in our own life personally. So on a micro scale, what’s preventing you and I from actually following Jesus and what He’s calling us to do in 2026? Well, it’s not Jesus’s problem. The problem is not with him. The problem usually with us.Rich Birch — Yes.Paul Alexander — The problem is with how we structure our life, our family, our time, maybe something in our own heart and in the culture of our own heart and our families.Paul Alexander — And so on on a macro scalele scale in the church, it’s not a surprise that this shows up. Most most churches have a tendency to run on a pendulum, Rich, of either being a really high performing team or a very, very healthy team. And at Unstuck, we want we want staff teams to be both very healthy and very high performing.Paul Alexander — The the problem is most churches, their staff swing through that pendulum from one side to the other. And so, and you’ve seen this repeatedly, where it’s take ground and in just do the next thing. And they’re very project oriented and destination oriented, and they have a tendency to not really care about the soul of the team, the health of the team, and they’re caring much more about the the destination they’re chasing.Paul Alexander — Or they’re sitting around looking at each other, praying for one another, kumbaya-ing together, and they’re neglecting the actual call that God’s put on their life. It’s not just a personal holiness, but to invite others people other people to know Jesus as well.Paul Alexander — And while that’s an over-exaggeration, fundamentally, that’s very true of what happens with staff teams. And so, yeah, walking away from a strategic planning with the church, you’re thinking, oh, they’ve got everything they need.Rich Birch — Right.Paul Alexander — They just don’t have the culture to pull it off. their Their staff culture is going to prevent them from going where God wants them to go. Or they’ve hired ah a lot of doers on the team and they don’t actually have leaders. So they’ve hired people to do ministry instead of lead ministry. Or they don’t really have a development pipeline. You know, they don’t have a plan to coach up and build up people that the Lord’s already entrusted to them right underneath their nose, to invite them into leadership in the church. And so, yeah, there’s some overarching things that are common.Rich Birch — Yeah, so when I saw this came out, I wasn’t surprised by this result. We’ve seen similar results in past years. But whenever I look at this fear that leaders have, I’m reminded what our mutual friend Jenni Catrin says. She talks about senior leaders are, we think our staff culture is better than it actually is. Like from our perspective, sitting as an executive pastor, lead pastor, we look around and we’re like, man, this is a great place to work. But that’s not necessarily the case with our people. Rich Birch — Sticking with this idea of like high performing and healthy, when you think about Sun Valley or the churches you coach, what are some practical rhythms or structures that you’ve put in place or seen put in place that really help try to do both of those things. Cause I think that’s, I think that’s ultimately what honors the Lord is like, we do want to be high performing. We, the mission’s massive. Like, gosh, we got to get out and reach some people, but we, we don’t want to drive over our people to get there. Paul Alexander — Yeah.Rich Birch — Help us understand what does that practical, some of those practical rhythms look like.Paul Alexander — Well, I don’t I don’t think a lot of XPs are going like what I’m about to say… Rich Birch — Uh-oh. Paul Alexander — …but you you cannot legislate health. You can’t. You can’t build enough guidelines. You can’t build enough policies. You can’t make people be healthy. You also can’t lead a healthy organization unless you yourself are healthy. It’s that’s a just it’s just a fact. You can’t take your family somewhere you haven’t been.Paul Alexander — You disciple people, to use a Bible word for a second, you can’t disciple your own children and your own family and people close to you by intention or neglect. We do that all the time, and unless you have something to actually give them. And so this is why even in the Old Testament, you know God gives the law and we realize we can’t live up to the law. And so it honestly only shows our own imperfection. Right. And so God you know, Jesus says, “Well, hold on a second. The Sabbath was made for man. Man wasn’t made for the Sabbath.” Paul Alexander — And so um what does that mean? It means, I think, as executive staff, senior staff in the church, you actually have to lead with some moral authority in this area. And so people are going to watch if if they get an email from you at 11 o’clock at night, that tells them what’s expected of them. Rich Birch — Right.Paul Alexander — Without you ever even saying it, you’re telling them what’s expected. If you’re texting them after work hours, so to speak, and it’s not an emergency, it actually, you know, it could probably wait till tomorrow, but you’re having it right now because it’s important to you, and you don’t have the personal self-control to be able to not have that conversation with that staff member at that time.Rich Birch — Yeah, that’s good.Paul Alexander — You’re telling them how they’re supposed to behave. They’re watching you just again, leadership so much like parenting. And I don’t want to minimize this, but children watch their parents and they naturally adhere to and take on the behaviors of their parents and the family unit that they grow up in. Rich Birch — Yeah, it’s so true.Paul Alexander — And culture a lot like that. It’s way more caught than taught. And so the leaders of the executive staff and senior staff, they’ve got to lead with moral authority, not moral perfection. We’re not going to see that this side of seeing Jesus, right? Not moral superiority. We’re not better than anybody. But just to be able to say, hey, man, if if everybody at my church and on my staff. If they manage their time the way I manage my time, if they manage their finances the way I manage my finances, if they used alcohol the way I use alcohol, or if they use the internet or social media the way I do, if they traded their… would my church be more of what Jesus wants it to be or less?Rich Birch — That’s good. That’s so good.Paul Alexander — And so there’s a moral authority component to this. They got to model this. Okay.Paul Alexander — Now, practically, Rich, because you know, okay, what does it actually mean? Take your time off. Rich Birch — Right.Paul Alexander — Like that sounds so silly, but I mean, I remember as a young guy in ministry, my my wife was working Monday through Friday. Friday was supposed to be my day off. I’m not the kind of guy that’s going to sit around and like watch Oprah on Friday. Or like, you know, just snack and binge watch Netflix or something like that. That’s not how God wired me up. And so I would just go into the office.Rich Birch — Right.Paul Alexander — And I’m like, my my wife’s working. Well, we don’t have kids. um I’m going to go get some stuff done. I’m going to move the ball forward.Rich Birch — Yeah.Paul Alexander — And I remember the XP I was working with on the senior staff at the time came in to get something out of the office. And he saw me and he’s like, Paul, what are you what are you doing? And so I do the whole, my wife’s working and I’m not going to sit around and watch Netflix, blah, blah, blah. He’s like… he gave me a gift. He said, Paul, if you don’t take every day off between now and the end of the year, don’t bother coming in in January.Rich Birch — Oh my goodness.Paul Alexander — Yeah, yeah, yeah.Rich Birch — Wow.Paul Alexander — And looking back, that high challenge was a tremendous gift, to begin to teach a young man in ministry that had a propensity to drive hard to learn how to actually slow down and enjoy my life and receive from the Lord.Rich Birch — That’s interesting.Paul Alexander — And so, um yeah, take your day off. It sounds so silly.Rich Birch — Yeah, that’s so good. No, it’s good.Paul Alexander — I get a report on my desk once a year, Rich, of all of our staff, even multiple campuses, all that, who’s taking their time off and who hasn’t taken their time off. And it’s not uncommon for me to have a conversation in January to say, hey, dude, if you don’t take all your time off this year, we’re going to have a problem. Because you’re no good burning out. The Lord needs you in the game for the long run.Rich Birch — Yeah.Paul Alexander — And I need you in the game for the long run. Sun Valley needs you in the game for the long run. Rich Birch — Yeah. Right. Paul Alexander — Your family needs that, and you can’t self destruct. So.Rich Birch — Yeah, it’s so good. I had a similar interaction early on in ministry where I had a senior leader say to me, it with a similar kind of tone, don’t forget, take your day off is on the same list as don’t kill someone. Like, you know, which always stuck with me where I was like, you know, okay. And he said it in a funny kind of like, but but the message was was clear, right?Paul Alexander — Yeah.Rich Birch — Same kind of thing. Hey, we, and I don’t know that I’ve always lived by that. Paul Alexander — Yeah, sure.Rich Birch — Are there other behaviors that you, you know, in a similar way would lean in. I think the fact that you’re pushing on, okay, as us as senior leaders, are we setting the pace with the health of our organizations? Lean a little bit more in on that for us.Paul Alexander — Yeah, sure. So a couple of practical things that any leader can actually make their decision to start doing today. Establish a finish line. In some regards, you know, when is ministry ever really done? Rich Birch — Right.Paul Alexander — Well, when 7.5 billion people on the planet know Jesus, we’re done, right? So it’s one of those, the poor will have you with you you’ll have with you always. There’s never going to be a done moment. So you got to choose each day when you’re done. And if you don’t choose it, someone else will choose it for you. Paul Alexander — And so talk with your family, figure it out. And there may be a moving target from day to day and what the rhythm of your family is and the rhythm of your ministry is the Lord’s entrusted to you. But you have to personally establish when’s the finish line. I’m going to turn my phone off. I’m gonna turn my email off. I’m going to mute this or whatever. And unless something’s burning down, I’m not going to I’m not going to jump in. Simple things.Paul Alexander — Marriage retreats. We started experimenting some time ago with marriage retreats for our staff at Sun Valley. And so like everybody would say, it’s a good thing for people’s marriages to get better. And sometimes we’ll do that for our people in our churches. And we just thought, well, gosh, what if we did that for our staff? You know, if the marriages of our staff got better, would the ministries that the Lord’s entrusted to them get better? Of course they would.Rich Birch — Of course they would, yeah.Paul Alexander — So we just started doing a marriage retreat couple times a year for our staff.Rich Birch — Wow.Paul Alexander — We invite, you know, 10 to 15 couples. We have a professional counselor that we pay for that runs the thing. And we we just do that as a as a gift to our staff. Because we think, if our staff marriages get better, the ministry that the Lord’s entrusted to them will get better. Paul Alexander — We do sabbaticals every seven years for our full-time director level staff and up. And there’s a period of time that they get and a financial allowance they get. And they think about it in three in three different buckets, like professional development, personal development, and just family. And and ultimately we want them to rest so they can minister from a from a full cup, you know?Paul Alexander — And ah some time ago, we actually made the decision. It didn’t cost us anything, Rich, that even our full-time staff, no matter what their level in the organization was. So for example, a full-time administrative assistant. If they’re full-time, every seven years they get a sabbatical. We give them… Rich Birch — Oh, wow.Paul Alexander — …yeah, you’re full-time admin at Sun Valley. You get, now the scale of it’s a little different.Rich Birch — Sure.Paul Alexander — We just give them a month off with no financial allowance, but we give a month off every seven years to take at one lump sum… Rich Birch — Wow. Paul Alexander — …to get out and refresh their soul and enjoy their life a little bit. What’s that really cost us? Nothing, but time.Rich Birch — Right. Right.Paul Alexander — Nothing.Rich Birch — Right.Paul Alexander — And so, yeah, there’s some real tactical things that you can do to invest in your team. Again, you can’t make them be healthy people, but you can kind of roll the carpet out and pave the way for them to be healthy people.Rich Birch — I love that. That’s some real practical examples. I love what you’ve you’ve outlined there and been you know super practical. That’s, yeah, that’s fantastic. I get the sabbatical question actually quite a bit. I think churches wrestle with that and they you know they they think, oh, you know how should we do that? So you do, kind of like what we would typically think of as a sabbatical at director and above, but then everyone else does kind of this one one month off. That’s great. And they do they have to submit a plan for the sabbatical ahead of time? Some churches will do that where they have to kind of define, hey, this is how we’re going to do. Just give us a little more detail on that.Paul Alexander — Yeah. We’re not uber religious about it, Rich. Rich Birch — Sure. Paul Alexander — We, we, we, there is a plan and their supervisor talks through their plan with them… Rich Birch — Yeah. Paul Alexander — …because there’s a financial allowance that follows that. Rich Birch — Yep.Paul Alexander — So yeah, they have the conversation ahead of time. As a representative of the board, I actually sign off on all those sabbaticals just to make sure they’re thinking about and they’re thinking…Rich Birch — Right.Paul Alexander — …intelligently about how they want to spend their time. But functionally, to be honest, like you and your wife just went on vacation, right?Rich Birch — Yep.Paul Alexander — If our staff went on vacation for like an entire sabbatical and sat on the beach for a month or two, and they came back a little bit more rested, and they’d read a couple of books and spent time with the Lord… Rich Birch — Right. Paul Alexander — …and they walked and prayed and fasted and enjoyed their life a little bit, they’d probably come back a little healthier. Rich Birch — Right. Yeah, that’s great.Paul Alexander — So I don’t have strong feelings about it, man. Rest, enjoy your life.Rich Birch — Yeah. Yeah, that’s good.Paul Alexander — Yeah.Rich Birch — That’s so good. I love that. I want to loop back on one thing you talked about earlier. You talked about hiring or or are the way our staff position themselves as doers versus leaders. I think this is a critical Ephesians 4, how we’re supposed to be equipping our people. But I see way too many of our team members, I see us fall into this all the time where we just slip into doing. Coach us around that. What difference does that make around cultures in our organizations?Paul Alexander — Well, yeah. Wow. Now you’re starting to talk about where accountability comes into play in culture, right? And where culture gets violated.Paul Alexander — So it’s not uncommon. So I still, at the size we are, director level and up, I still at least have a phone conversation interview with every single director level hire and up about our culture as they’re joining the team here. And if they do join the team, we go through net new staff orientation. Once a quarter, Chad, the lead pastor and myself, spend a half a day with all of our new staff and talk through our culture and our philosophy of ministry and our strategy and all that stuff.Paul Alexander — And frankly, it’s just a time to hang out have a meal together and create some relational accessibility. Because most these people I’m not going to work with day to day. Rich Birch — Right.Paul Alexander — But I want them to know that we care about them, love them, and they’re they’re part of the family now. And so we we don’t hire people that aren’t absolutely fantastic, incredibly gifted people. Rich Birch — Right.Paul Alexander — And it’s easy to compliment everybody in the room. Rich Birch — Right. Paul Alexander — Hey man, glad you’re on the team. Whether I hired you or somebody else hired you, I know you’re awesome because we don’t hire people that aren’t awesome. And you were gifted, you’re gifted. Someone saw something in you. We invited you to the team. But here’s the deal. You’re no longer going to be evaluated on how awesome you are. Now that you’re on the team—congratulations—you’re going to be evaluated how awesome you can make everybody else. Rich Birch — So good.Paul Alexander — And so your job and how great you are and gifted you are and skilled you are, that’s what got you in the room. What’s going to keep you in the room is your ability to make everybody else just as incredible as you. And so we just say that from the very beginning. Paul Alexander — And, you know, a lot of churches, their ministry staff kind of think, OK, I have to get all these volunteers in place to help them accomplish my ministry. At Sun Valley, we flipped that upside down. And the hero of the ministry at Sun Valley is the volunteer. We’re helping the church actually be the church. The staff’s role is to be a servant, to help people find their gifting, their place, their calling. And real leaders who are getting paid real money that attend your churches, um they want to solve big problems. They don’t want to just push a broom. Now, occasionally you run into the CEO or the general or whatever, who’s like, I just want to push a broom to help me remain humble. Great. We can we have a lot of brooms you can push.Rich Birch — Yes.Paul Alexander — But most people are competent, skilled, gifted, educated people. And they want to be called into something that’s big, and where they feel like they’re making a real difference. And so, yeah, our job as a staff is to call them into that, tee them up for that, support them in that, and let them run. Not let them run within the boundaries of our strategy and our culture and our vision, but let them run. So, but we’ve got to paint the riverbanks for them.Rich Birch — Yeah, that’s really good. I love that. You know, kind of a related issue is how how is Sun Valley ensuring that you’ve got the right people in the right seats? What does that look like in your system? Like, how are you, like, what’s the what’s the cadence of, you know, regular reporting and like goal setting? Paul Alexander — Yeah.Rich Birch — And, you know, how are you holding people accountable? What does that what does that look like? I realize that could be like a whole episode in of itself… Paul Alexander — Sure. Rich Birch — …but give us kind of a thumbnail version of that.Paul Alexander — Yeah. Thumbnail. I mean, at the end of the day, I’ll give you the, how it happens, but, besides the hiring process and recruiting process, that stuff matters a lot. Right. So you’re inviting people to something that they’re actually gifted and called to. But at the end of the day, um it’s really results, Rich. The Bible way to say that is fruit. Rich Birch — Right.Paul Alexander — OK, for all of our listeners who are high on the theology side of things, I can sympathize with you. I went to Bible school, too. Really, it’s fruit. And when you are in a place, when your staff are in a place where they’re playing to their strengths and their gifting, and they’re in a place where they’re not overreaching and trying to attain a different role, and they’re not talking about career path, they’re just content to be the person and play the part in the body of the Lord’s gifted and call them to to play, they’re going to have more fun and they’re going to produce more fruit.Rich Birch — Yep.Paul Alexander — It’s just a fact. And so when when you see all this striving and, you know, this ambition to like, I want more, I want more, I want more. It’s a very American, Western idea, right? And the biblical way of doing that would be, hey, well why don’t you be faithful with what the Lord’s entrusted with you today? And when he sees fit to entrust more to you, guess what? He probably will.Rich Birch — He will.Paul Alexander — There’s probably going be some stray arrow out of the battle that was never even intended to hit that guy. It’s going to find just the right place in the chink in the armor. And you’re going to ascend to the throne at the right time when the Lord wants you to. So, you know, relax. Do what the Lord’s called you to do today.Rich Birch — Right.Paul Alexander — Be faithful in that.Rich Birch — Right.Paul Alexander — And he’ll entrust more to you when he’s ready.Rich Birch — Right.Paul Alexander — So that’s a big deal. that it may sound ah like a contrite, a little bit Bible answer to that. But when your staff are personally in a place where they’re doing what God’s called them to do, and they’re they’re very sober-minded about that, they’re going to have more fun. That’s really important. They’re go to have more fun in ministry. It’s going to be more fulfilling and they’re going to produce more fruit.Paul Alexander — Now, how’s that work its way out with what you’re talking about? We have an annual run of strategic planning that we do, both senior staff and then at the campus level. And that we refresh that every single year. Out of that come real clear objectives where the Lord’s calling us to go. Then goals, professional goals are set around that at the campus level. And then that kind of trickles down. That all gets into review systems. There’s monthly one-on-ones where they’re talking about the performance side of things.Paul Alexander — But it’s really normal, Rich, where if you and I were working with one another and I was reporting to you, you’d say, hey, Paul, what’s going on with you and Lisa? And you’d be asking about my daughters and you’d be asking about my sons. And we’d be talking about life and marriage and family. And and what’s the Lord doing in your life? What’s he saying to you these days? You know, and you know where’s he challenging you? Where’s he encouraging you? So they’re very natural, normal, that part of things there. You’d probably pray for me actually in that meeting that one-on-one. Paul Alexander — And then we talk about, okay, how are we doing with our goals? What what are the measurables? What are the setbacks? Because there’s always setbacks. Rich Birch — Right. Paul Alexander — And what are the things that went faster than you thought they would go? And you’re finding real real traction.Rich Birch — Right.Paul Alexander — And then my your job as a supervisor would be, how do you get roadblocks out of the way for me to be successful? Rich Birch — Right. Paul Alexander — How do you fuel things that I need fueled so I can be successful and and reach my goals? Rich Birch — Yeah, that’s good. Paul Alexander — So yeah, does that make sense? Rich Birch — That makes total sense. So I, you know, in other contexts, I’ve said results matter because the work that you do matters so much. Like and, and we, and we, we want to think about results. We want to think about fruit. What percentage of, or you know, in a round sense of the team at Sun Valley has like a number or a metric or a like they can measure, it’s not like qualitative, like, oh, things are better. It’s like, no, no, we know. I know whether this is working or not. What percentage of your people you think have a metric like that they they think about on a regular basis?Paul Alexander — All of them.Rich Birch — Love it. Tell us about that. I think this is going to be mind blowing for leaders of churches who do not think about these things. And I know, you know, there’s people out there who, who they they haven’t wrestled with this idea. Unpack that a little bit more.Paul Alexander — Yeah. So, I mean, okay. So if I say, I want my marriage to get better this year, we’ll go real personal for a second. Rich Birch — Sure.Paul Alexander — I want to get my marriage. That’s wonderful. Who doesn’t want their marriage to get better? How are you going to do that?Rich Birch — Right.Paul Alexander — That that just doesn’t magically happen. You don’t drift towards relational intimacy with your spouse.Rich Birch — Yes.Paul Alexander — What you do is you drift apart. That’s what happens.Rich Birch — Right.Paul Alexander — Absence doesn’t make the grow heart grow fonder. It makes it wander. Rich Birch — Yes. Paul Alexander — And so, you know, you’ve got to figure out, okay, how many date nights am I going to do? How much am I going to budget towards this? Are we going to do an annual retreat as a husband and a spouse together, maybe a marriage retreat? Are we going to go on vacation? What are the conversations we feel like we need to lean into? Do we need some do we need some coaching? Rich, if you’re a professional counselor, do I need to go to you and get some some input and some professional coaching? Because goodness gracious, you can see some things that I don’t see because I’m in the fray of it day in and day out. Paul Alexander — So yeah, we’ll get real tactical and say, what book are you going to read? How many of those books are you going to read? What podcast? Rich Birch — Right.Paul Alexander — Are you going listen to the unSeminary podcast? You know. What are you going to do to to grow and in your marriage this year or as a leader. And so, yeah, if you can’t measure it, then you can’t actually do it. Rich Birch — Right. Paul Alexander — And then it gets down to opinions and, you know, everybody’s got one of those. So.Rich Birch — Yeah. Alright. I imagine imagine I’m an executive pastor you meet at a conference or you’re somewhere and you’re at an airport lounge, and they’re church of a thousand people, maybe 1500 people. They’ve got 10 staff and they’re sensing that, man, there’s some misalignment, but it’s it’s at the level of like, I think there might be a problem here. I’m not entirely sure. I feel like there’s cracks starting to happen in the staff culture, but it’s not like a giant fizzer. It’s just like things just don’t feel right. What would be some of the first steps that you would suggest a leader take to try to get clarity on actually where things are at with their staff team… Paul Alexander — Yeah. Rich Birch — …you know, in the next 90 days kind of thing?Paul Alexander — Yeah, that’s a good question. Okay, so first of all, I’d say, and this may sound, I mean, play Captain Obvious for a second, don’t ignore that inclination.Rich Birch — That’s good.Paul Alexander — So the Holy Spirit is is is impressing upon you, something doesn’t smell right, then it probably doesn’t smell right.Rich Birch — That’s good.Paul Alexander — Don’t bury that. Don’t avoid that. Avoiding something you know you have to solve is never going to make that situation better, ever.Rich Birch — That’s so true.Paul Alexander — And so don’t avoid it. Go with that feeling. Lean into it a little bit and and begin. Why? Why do I feel this way? What is what am I sensing that needs to be solved? Because my hunch is they’re anticipating something. If they are a good intuitive leader, they’re probably anticipating something before it’s going to happen.Paul Alexander — And so structure is always a lid to growth in a church. Churches always need to restructure. This is really important. So once you get a structure, it’s not like, oh we’re going to be with this structure for the next 15 years. Rich Birch — Right. Paul Alexander — And if it’s a growing church, you’re always going to need to restructure. And that’s just normal. Get used to it.Rich Birch — Right.Paul Alexander — It’s just part of what it is. Rich Birch — Yes.Paul Alexander — And so I think you’ve got decipher, is it a structure issue or is it a culture issue? That that’s, you know, Wwhat am I sensing that needs to be actually needs to be solved? If it’s a culture issue, where is there a violation of your culture taking place, and how do you help it get better? Maybe you haven’t defined what your culture is. Rich Birch — Right.Paul Alexander — Maybe you can’t actually really articulate it. Maybe you haven’t written it down, trained it. Maybe you have not filmed 5 to 10 minute videos for every new staff member to to onboarding to actually understand your cultural distinctives. Maybe you’ve not embedded that into your annual reviews and actually, you know at review time, you’re actually reviewing me on how we’re doing, how I’m doing with our staff culture.Paul Alexander — So maybe that’s something you need to just kind of look in the mirror and say, you know what, as a leader, I have the power to change that. And I’m going to get that better this next year. We’re going really clear about what our staff culture is. Rich Birch — Yeah, that’s good.Paul Alexander — And then we’re going embed that and train it. If it’s a structural thing, is it truly a structural thing or do you have one or two players that just aren’t playing their part? You know, you’ve got ah this wonderful body the Lord’s put together. He talks about the church being the body of Christ, this wonderful body but where we’re limping because our ankle, we got a bum ankle. And the reality is we either need to rest it, you know, so we can get it healed up. We need to maybe get some repair done to it, or we need to like reconstruct that thing. We need a new ankle. Rich Birch — Yeah.Paul Alexander — All of those are fine answers. And I think just being honest about the team that we have and everybody playing in the right place. And then structurally, you start to get into span of care and you know do we have the right number of staff? Those are real answers you can really get. When we do staffing and structure with churches at the Unstuck Group, there are real healthy benchmarks. There are real healthy financial numbers that are good benchmarks, you know. If you’re spending more than 50 cents on the dollar on your staffing, you should ask yourself why.Paul Alexander — You know, if you have more than your staffing, you’re, you know, beyond one to 75 and you’re creeping into an area that’s really unhealthy. You know, I’ve seen churches that are staffed like one full time staff member for every 30 attenders at the church.Rich Birch — Right, right.Paul Alexander — And you’re just like. It’s sad, frankly, because the Lord’s called us to so much more. And um so those are those are like the basic science side of things that need to be changed. You know, if you’re not clear about who your senior staff is, if you got, if your senior staff, like your executive staff, are making decisions about like the color of the carpet, and they’re making decisions that that are low-level decisions, then you kind of got to look in the mirror and say, boy, are we training our staff that all big decisions have to come to us? Or are we pushing decisions down and actually teaching people how to lead and make decisions? So myriad of things.Rich Birch — That’s good. That’s so good. One of, in last year’s, kind of rundown of, you know, most listened to podcasts, Amy from the Unstuck Group, hers, I think was our second most listened to podcast. And she, she dove in deep on exactly what we were just talking about their, friends. You should go back in the archives, find that episode. It will, it’ll, you know, all that structure stuff. Rich Birch — And I would say on that, particularly on structure and some of those benchmarks, I think too many of us think our church is like this precious, it’s so different than every other church out there. And and and that’s true. It is a unique body. There’s a there’s one way that that is true. But in this way, there are actually a lot of commonalities you can learn from other churches and gain wisdom from folks like Paul who have done this before and talked with lots of churches. So don’t don’t be in isolation about this, Paul. This has been an incredibly helpful. I’ve got a page of notes and other questions I wanted to ask as we were going through. Oh, I want to talk about that. Oh, I want to talk about that.Rich Birch — But I know you’ve got other things to do than be on our podcast. But as you’re thinking about the 2026, the year coming up here, what’s a question or two that you’re wrestling with that you’re thinking through? It doesn’t have to be on what we just talked about there. But just as you think about the future of Sun Valley, what are some things that you’re thinking about going into this year?Paul Alexander — Yeah, that’s a good question. I mean, we pressure we’ve deal with pressure points just like every church does, right? Frankly, the pressure points we’re dealing with, we’re going through a season of a couple of years of pretty significant growth. A lot of people needing Jesus. last This is the first time in back-to-back years we baptized more than 1500 people, you know, in back-to-back years. And so there’s a huge responsibility that our growth, our front end growth is beginning to outpace our engagement. Things like people engaging in groups and building meaningful friendships that are around God’s word or, engaging and volunteering and being the church, not just coming to church, right? And a giving, learning to be generous, generous and steward with the Lord’s entrusted to them. Kind of these markers that we see of people who are actually beginning to look like Jesus. They’re not just, you know, you know, attending church and trying to figure Jesus out a little bit.Paul Alexander — And so in a lot of ways, we need a bigger boat. We’ve got multiple campuses that are doing two services on Saturday and three services on Sunday. And we’ve, we’ve got to get some bigger rooms. And you know, the other side of it is is growth sometimes can grow faster than our ability to grow leaders. I mean, you think about your own personal leadership, Rich. I mean, how long has it taken you to become the leader you are today?Rich Birch — Right. Right. Not overnight. Not in 18 months.Paul Alexander — Yeah, your whole life.Rich Birch — Yes, exactly.Paul Alexander — Yeah, the answer is your whole life. Rich Birch — Yes.Paul Alexander — And so there’s definitely been crucible moments. My hunch is if we unpack your leadership journey, there’s been crucible moments where the Lord has ah stretched and grown you in unique ways and unique seasons because of pressure points that you went through. And so um we’re figuring out how do we accelerate leadership in in our staff?Rich Birch — That’s good.Paul Alexander — And you you accelerate leadership not by by giving resources, but by constricting resources. Because leaders always figured out and grow through constriction moments. Rich Birch — That’s good.Paul Alexander — And so giving stretch assignments, all those kind of fun things. So yeah, we deal with pressure points just like everybody else does. I mean, everybody’s like, oh, I’d love to have that problem. I know you would. It’s a wonderful problem to have. It’s still a problem because we don’t want to become a lid to more people meeting Jesus in 2026. You know, by us not solving something that’s in our control to solve.Rich Birch — Yeah. In other contexts, I’ve talked about platinum problems. Those are are great problems, but they’re still problems with things we have to wrestle with. And and friends, if you’re not tracking with Sun Valley, you should be, or Paul or the Unstuck Group, these are all organizations you should be getting a chance to kind of follow along with. If people want to kind of connect with the church, get a better sense, follow along with your story, where do we want to send them online? Tell us about that. And then also Unstuck Group. I want to make sure we we send people there too.Paul Alexander — Yeah, Unstuck Group is super easy to find. Unstuckgroup.com. The listeners can email me at paul@theunstuckgroup.com. That’s the easiest way to get me, frankly. The easiest, cleanest way to get me if someone has a question or wants to follow up on something personally. I’m happy to do that, man.Rich Birch — Thanks so much, Paul. I appreciate you being here today and and really looking forward to seeing what happens in 2026 at Sun Valley. Take care, man.Paul Alexander — Yeah, glad to, man. Thanks for the invitation. Hope the conversation is helpful.

Wanna work with us? Schedule a call here: https://go.oncehub.com/bookacall How to Structure Capital for a Successful Hard Money Lending Company - #321 The way you structure capital can make or break a hard money lending business. In this episode of the Private Lenders Podcast, hosts Jason and Chris of Hard Money Bankers break down the most common capital structures used by private and hard money lenders — and the real pros and cons of each. From brokering loans and institutional correspondent models, to bank credit lines and private capital from high-net-worth investors, this episode explains how each option impacts control, risk, scalability, and long-term sustainability. If you're starting a hard money lending company or looking to restructure your capital stack, this episode will help you avoid costly mistakes and choose a model that fits your goals, risk tolerance, and personality. In this episode, you'll learn: The differences between broker, correspondent, bank, and private capital models Why mixing too many capital structures can hurt profitability The risks of relying on institutional or bank capital How private capital creates control and long-term stability How to think about scaling responsibly as a hard money lender ✅ Please like, subscribe, and share! ✅ Are you a new or experienced private lender or hard money lender? Join Jason Balin and Chris Haddon from Hard Money Bankers as they draw from their extensive experience running a successful hard money lending company since 2007. Tune in weekly with episodes related to all aspects of private lending. From discovering lucrative loan opportunities to securing private capital, effectively managing your loan portfolio, handling defaults, and much more, we've got you covered. ✔️ Tune in now and watch the full video podcast at www.privatelenderspodcast.com ✔️If you enjoyed this podcast we would appreciate a positive review... https://podcasts.apple.com/us/podcast/private-lenders-podcast/id1476153070 ✔️Make sure to check out the #1 Online Community For New and Experienced Private and Hard Money Lenders.. Create your account at www.hardmoneymastermind.com FOLLOW US ON SOCIAL Get updates or reach out to Get updates on our Social Media Profiles! ✅ Instagram: https://www.instagram.com/hardmoneymastermind/ ✅ Tiktok: https://www.tiktok.com/@hardmoneymastermind  

Be sure to visit https://dwtbpodcast.com for more information and add your name to start receiving their newsletter. If you'd like to support this show, rate, subscribe, and leave a review on your podcast app. Books/Resources Mentioned:E-Myth, by Michael E GerberConnect with AJ & Mike:AJ Harper, website Write A Must-Read  Free resourcesAJ's Socials:FacebookLinkedInMike Michalowicz, websiteAll books Mike's Socials: IGFBLinkedIn

How to grow a podcast in 2026 isn't about posting everywhere or marketing harder. It's about podcast discoverability, building a show that platforms can understand and listeners can find through search.In this solo episode of As It Relates to Podcasting, Simona Costantini explains why discoverability beats marketing in 2026, and how to grow a podcast organically by improving the parts most creators ignore: podcast titles for search, the first two lines of your episode description, consistent topic signals, and a simple SEO approach that helps Apple Podcasts, Spotify, and YouTube categorize your content correctly.If your podcast isn't growing, this episode will help you diagnose the real issue. You'll learn how to stop publishing episodes that disappear, how to write searchable episode titles (not “Episode 5 with Dan”), how to choose one main keyword per episode, and how to structure episodes to increase retention, because listen time and watch time fuel discoverability.Inside this episode:How to grow a podcast in 2026 without posting everywhereWhy podcast discoverability beats podcast marketingPodcast SEO basics, one main keyword per episodePodcast titles for search (clear, specific, outcome-led)Episode descriptions that pass the skim test (first two lines framework)Consistency signals that build algorithm trustWhy multi-topic episodes dilute your search signalStructure + retention, how to increase listen time for growthHow to grow a podcast organically with long-tail search trafficResources:Podcast Success Vault Membership: https://www.voltproductions.co/podcast-success-vault-membershipLearn about:00:00 Why “post your podcast everywhere” is failing in 202601:20 The shift creators don't want to admit about growth03:00 Titles that get found (and the titles that disappear)05:10 Description skim test, the first two lines framework06:40 Consistency as an algorithm signal08:00 One keyword per episode (stop diluting the signal)10:10 Structure + retention, why attention drives discoverability11:40 Marketing as amplification (not a rescue mission)13:10 Long-tail listens, search working while you sleep14:10 Closing, build discoverability firstMORE RESOURCES:

Senate Agriculture Chair John Boozman on Wednesday unveiled a new draft of landmark cryptocurrency legislation that his committee is preparing to vote on next week, even as a bipartisan agreement on the bill remains elusive.~This episode is sponsored by iTrust Capital~iTrustCapital | Get $100 Funding Reward + No Monthly Fees when you sign up using our custom link! ➜ https://bit.ly/iTrustPaul00:00 Intro00:10 Sponsor: iTrust Capital00:50 Cynthia Lummis01:20 Ag bill01:45 Not sending to Dems02:15 Needs 60 votes02:45 Defi Fund still reading Ag bill03:20 Coinbase supports?03:50 MetaLawMan04:10 Therapy session needed04:30 Scaramucci & Novogratz: just pass the damn bill05:30 Charles Hoskinson: passing the bill is worse07:20 What should the crypto industry do?08:00 White House still mad09:00 SWC threats09:45 Fed or march10:00 Outro#Crypto #Bitcoin #Ethereum~Crypto Bills Last Hope?

Tim is joined by Zeddy from the Vigilante 1939 Podcast to delve into the theories surrounding the upcoming Marvel event film, Avengers: Doomsday. They explore the implications of Robert Downey Jr.'s return as Victor Von Doom, the potential involvement of the X-Men, and the narrative structure of the film. The discussion also touches on the motivations of Doom, the significance of children in the storyline, and the future of the MCU post-Doomsday. The conversation is all about speculation and excitement about the direction of the Marvel Cinematic Universe. Want to chat more MCU and Avengers: Doomsday? Hit me up on Instagram @thenerdrm Chapters: 00:00 - Introduction to Avengers Doomsday Theories 02:53 - The Role of Robert Downey Jr. in Doomsday 05:37 - Exploring the Variant Theory of Tony Stark 08:36 - The X-Men's Introduction and Potential Conflict 11:27 - The Structure and Narrative of Doomsday 17:10 - The Future of the MCU: X-Men and Avengers Dynamics 29:53 - Establishing Doom's Dominance 34:34 - Doom's Motivations and the Multiverse 39:54 - Rebooting the MCU: A New Era 45:37 - Spider-Man's Role in the Upcoming Films 53:13 - Theories on Doom and the Children of the Multiverse

Todd Caponi is a sales historian, author, and transparency advocate. With decades of experience in leadership and sales strategy, Todd is best known for transforming how people think about negotiation. His latest book, "The Four Levers of Negotiation," introduces a refreshingly honest, trust-building framework that empowers sellers and buyers alike to make better, faster decisions together. "Every for profit company in the world - they run their business based on four things, and that's, where four levers negotiating comes from." - Todd Caponi Todd Caponi joins the show to share how sales teams can stop lying, start building trust, and negotiate smarter using four clear business levers. He explains how transparency, mutual value, and long-term thinking outperform short-term tactics. From pricing to procurement, Todd reframes negotiation as a collaborative, data-backed, and trust-driven process.

How do you turn a one-machine operation into a thriving business? Find out in this episode with Ken Handsaeme, founder of On Time Precision. Ken's unique journey started as a machinist, but when he decided he wanted a better retirement plan, he started his own business, which he first operated out of a barn with a single machine. It eventually grew into a thriving manufacturing company serving military, aerospace, and medical customers—and helped Ken fulfil his successful retirement dreams. In this episode, Ken shares the lessons he learned throughout his career, ranging from the importance of intentional leadership, the root causes of common operational problems, and how curiosity-driven conversations and trust-building behaviors drive retention, accountability, and long-term performance. He also shares stories from his own career, giving a practical look at what it really takes to build a manufacturing business that can grow, endure, and succeed beyond the owner. 02:00 – Operational challenges on the shop floor often signal leadership and communication gaps rather than process problems alone 04:15 – Shifting from working in the business to working on the business enables leaders to focus on production leadership and long-term operational excellence. 05:30 - Protected time for quoting is essential to production flow, customer trust, and employee stability 06:45 – Connecting the top to the shop creates shared accountability 08:55 – To accelerate growth, leaders must balance hiring, retention, and capacity planning in manufacturing plants. 10:10 - Structured one-on-one conversations are a powerful tool for supervisor development and deeper team engagement in manufacturing. 11:30 - Curiosity-driven leadership conversations outperform traditional performance reviews in building trust and accountability. 14:00 – To reinforce trust, respect, and leadership credibility, prioritize employee conversations like customer meetings 16:40 –Involving operators in problem-solving and process improvement builds ownership and continuous improvement culture. 17:55 – Have transparent discussions on transparency in manufacturing management, including sharing expectations without overwhelming teams with financial complexity. 20:30 – Self-awareness, vulnerability, and trust in leadership are foundational skills in modern manufacturing environments. 21:50 - Consistent leadership behaviors create workplace culture that supports retention and manufacturing excellence. 23:10 – To prepare for succession, you need to build systems, people, and leadership beyond the owner. Connect with Ken Handsaeme Connect on Instagram: @kenhandsaeme

Most wholesalers know WHAT to do—they just can't get themselves to execute consistently.The problem isn't your work ethic, your market, or your leads. It's the missing structure that makes execution automatic.In this video, I'm breaking down the 3-step system I use to close more deals than 99% of investors—without grinding 12-hour days or chasing every lead that comes my way.WHY THIS MATTERS:Tactics won't save you. Structure will.While everyone else is out here chasing new scripts, new lists, and new marketing hacks—the top 1% are building systems that make execution effortless.Once you have the right structure in place, you stop relying on motivation and start relying on a proven process that works every single day.THIS IS FOR YOU IF:✔️ You're stuck doing small $5K-$10K deals and want to close $30K+ consistently✔️ You know what to do but struggle to do it every single day✔️ You start every month motivated but burn out by week two✔️ You're tired of winging it and want a proven system that actually works✔️ You feel like you're one deal away from breakthrough... but it never comesHERE'S WHAT WE'RE COVERING:Step #1: Your Calendar for ProductionThis is the foundation. When your day is unstructured, every task becomes a decision—and every decision drains your energy.I'll show you exactly how to:✔️ Block your non-negotiables so you protect your energy✔️ Identify your real production time (it's less than you think)✔️ Assign specific tasks to specific blocks so your brain doesn't have to decide✔️ Schedule your daily reset to double your afternoon productivityMy rule: If it's not on your calendar, it's not a business priority.Step #2: [Watch to Find Out]This is where most wholesalers lose deals—and they don't even know it. I'm breaking down how to find and eliminate the ONE thing slowing you down.Step #3: [Watch to Find Out]You can have the perfect calendar and process, but without THIS, you'll still skip days. I'm showing you the accountability system that forces consistency even when motivation dies.Don't forget to like the video, subscribe and share this with someone that needs to see thisWatch the full episode here: https://youtu.be/Ju9N3ChYTEA_________________________________________________________Download this

Parenting in 2026: Security, Technology, and Resilience   In this episode of The Secure Family Podcast, host Andy Murphy empowers parents to protect their families through security tips and thoughtful parenting strategies for the year 2026. He emphasizes the importance of digital life management, emotional resilience, and healthy boundaries.   He explores three main areas: technology use, building emotional resilience, and setting boundaries. Key points include responsible screen time, the implications of AI, fostering independence, and the significance of boredom for creativity. Andy also underscores the need for continuous discussions about AI and its ethical use. Take control of your data with DeleteMe. Because they sponsor the podcast you can get 20% off a privacy plan from DeleteMe with promo code: DAD.  Connect

Ripple's Brad Garlinghouse and DC insiders say the bill might recover if banks and Coinbase strike a deal to ban stablecoin yields.~This episode is sponsored by Tangem~Tangem ➜ https://bit.ly/TangemPBNUse Code: "PBN" for Additional Discounts!Guest: Matthew Sigel, Head of Digital Assets Research & Portfolio Manager, VanEckVanEck NODE ETF more info➜ https://bit.ly/VanEckETFNODE00:00 Intro00:10 Sponsor: Tangem00:50 Grayscale backs Coinbase01:20 Patrick Witt threatens Coinbase 02:00 Brian Armstrong vs White House?03:45 BitGo supports Coinbase: Where does VanEck stand?05:40 Odds CLARITY passes?06:45 Ripple betrays Coinbase in front of Banks (WEF)08:00 Are any bankers willing to concede?10:00 David Sachs SELL OUT statement on CNBC13:00 Securitize vs Coinbase15:15 Securitize wants to ban permissionless stock trading?15:45 Who benefits from anti-bank bill? 18:00 Does macro even matter anymore for crypto?21:30 Thoughts on BitMine vote passing?23:30 Do you think this is a play for Youtube?25:30 LIGHTNING ROUND28:30 Outro#XRP #bitcoin #Ethereum~Ripple Sides With Banks!?

Wed, Jan 21 2:45 AM → 3:33 AM Residential Structure Fire Radio Systems: - Puget Sound Emergency Radio Network PSERN Full

The entirety of DJ & PK for January 21, 2026: HOUR ONE Utah Jazz Game Recap Mike Folta, Utah Mammoth and SEG Media TIm Brando, Fox Sports HOUR TWO What is Trending: Utah Jazz, NBA, CBB, NFL, CFB, MLB, Utah Mammoth Hot Takes or Toast: Utah Jazz shine against Minnesota Do you trust Jazz leadership? HOUR THREE Where BYU and Utah play this fall? Tim LaComb, Utah Jazz and SEG Media Big 12 2026 Schedule reveal HOUR FOUR Robbie Bosco, BYU Athletics Slacker Radio Headlines: BYU and Utah 2026 football schedules Feedback of the Day: Do you trust the Jazz?

Today's conversation is a homecoming—back to the body, back to character, and back to what it means to be a man. My guest, Mark Walsh, challenges the modern habit of living entirely in our heads—cut off from sensation, boundaries, and responsibility. We talk embodiment not as fitness or aesthetics, but using physical training to develop character, emotional regulation, and presence. From Stoicism and shadow work to doing hard things on purpose, this episode is about reclaiming awareness, expanding range, and building the discipline required to choose better behavior. We also confront the cult of modernity: hyper-individualism, happiness culture, pleasure-seeking that produces pain, and the loss of religion, community, and moral formation. Mark makes the case that happiness is secondary to meaning and commitment and that true freedom is forged through discipline, not the absence of limits. SHOW HIGHLIGHTS 00:00 - Opening & Introduction 02:31 - What Embodiment Really Means 05:44 - Objectification & Modern Culture 08:13 - The Four Disconnections 11:49 - How to Come Home to the Body 15:08 - Training Beyond Comfort Zones 18:15 - Freedom, Range, and Choice 22:27 - Culture, Tribe, and Identity 27:13 - Modernity as a Death Cult 31:00 - Structure, Religion, and Meaning 34:24 - Happiness vs Purpose 36:57 - Rock Bottom of Modern Society 41:44 - Family, Institutions, and Masculinity 46:10 - Get Offline and Live Fully 49:30 - Emotions, Stoicism, and Control 52:00 - War Zone Story & Masculine Instinct 55:14 - Practices for Becoming Human 56:46 - Where to Find Mark Walsh Battle Planners: Pick yours up today! Order Ryan's new book, The Masculinity Manifesto. For more information on the Iron Council brotherhood. Want maximum health, wealth, relationships, and abundance in your life? Sign up for our free course, 30 Days to Battle Ready  

Join us for the FREE Dear FoundHer… Forum Open House + Networking (virtual) Event on January 28th. RSVP HERE we won't host another Open House until later this spring.A personal turning point became a company, a community, and a test of what values-driven leadership actually costs.Lindsay Pinchuk sits down with Zibby Owens to talk about how a deeply personal reset evolved into a media company built on instinct, trust, and conviction. Zibby shares how her work as a podcaster grew from meaningful conversations with authors into live events, publishing, and a broader community shaped by paying close attention to what resonated. How do you keep building when there is no clear roadmap and the business keeps changing?Zibby shares how she makes decisions inside a business that refuses to stay static. She explains how creating an umbrella brand helped her clarify who the company exists for and what truly belongs, even when that meant letting go of projects she loved. Structure arrived when it was necessary, not because she chased scale, but because the work demanded it.Zibby also talks about the cost of showing up publicly with conviction after October 7th. She reflects on backlash, strained relationships, and the emotional weight of choosing to speak openly. That choice led her to step more fully into her role as an advocate, using Zibby Media to create an anthology that gathered stories and offered connection during a moment of crisis.This episode shows listeners what it really takes to grow a business without a script, hold firm to your values, and keep showing up when the stakes are personal as well as professional.Episode Breakdown:00:00 Leadership, Visibility, And Responsibility After October 7th 02:22 Building Zibby Media Without A Traditional Business Plan 06:01 Becoming A Podcaster And Turning Conversations Into Community 08:16 Expanding From Podcast To Publishing Company And Bookstore 13:55 Rebranding To Zibby Media And Creating An Umbrella Brand 18:31 How To Know When A Business Idea Is Not Working 22:46 The Cost Of Speaking Publicly And Staying Authentic 26:45 National Book Awards Decision And Defining Values In Business 29:05 Creating An Anthology And Stepping Into Advocacy 34:39 The Hard Realities Of Growth: Hiring, Events, And Monetization 40:58 Advice For Women Building A BusinessConnect with Zibby Owens:Follow Zibby on Instagram Follow Zibby Publishing on Instagram Follow Zibby's Bookshop on Instagram Follow Totally Booked with Zibby on Instagram Visit Zibby Media Visit Zibby's websiteJoin us for the Dear FoundHer... Forum Virtual Open House + Networking Event on January 28th to meet other amazing women business owners just like you. RSVP HERE to save yourself a seat, it's free. Subscribe to The FoundHer Files Follow Dear FoundHer... on InstagramPodcast production and show notes provided by HiveCast.fm Hosted on Acast. See acast.com/privacy for more information.

The OKR Illusion, Why Structure Without Direction Is Just NoiseOKRs (Objectives and Key Results) have gained significant traction over the past decade, especially after being widely adopted and championed by companies like Google. Originally developed at Intel, OKRs are a simple yet powerful framework for setting and tracking goals. At their core, OKRs are about defining what you want to achieve (Objectives) and how you'll measure progress (Key Results). While the concept is simple, the impact lies in how OKRs align teams, create focus, and connect everyday work to meaningful, measurable outcomes.How to connect with AgileDad:- [website] ⁠https://www.agiledad.com/⁠- [instagram] ⁠https://www.instagram.com/agile_coach/⁠- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/

As your nonprofit grows, your role as CEO must evolve — but what does that look like once you've built the team? In this episode, I unpack the shift from being the doer to becoming the architect of your organization's systems and success.This conversation was sparked by a powerful coaching session with a client (we'll call him Dylan) who asked the question so many leaders reach and freeze at: “If my team has it… what's left for me to do?”If you've ever felt a little lost after stepping out of the day-to-day, this one's for you. We'll walk through what it actually means to lead at the next level — and how to step into that new identity with clarity and confidence.In this episode, you'll learn:Why the CEO's role must shift as your organization scalesThe three core responsibilities of an “architect” CEOHow to coach your team without micromanagingKey Takeaways:If you're still the glue, you may have a Capacity Design Deficit — not a personal failureArchitect-level leadership means designing systems that work without youYou can (and should) lead at altitude — with clarity, visibility, and trust

Full First Hour of Baskin and Phelps on December 20, 2026

Jeff and Dan discuss the college football structure that has taken focus following Indiana's championship.

This week is bringing us the first new moon of the year - and the energy surrounding it is pragmatic, practical and structured. That gives us the perfect window of opportunity to create a routine for our big goals of 2026. What are you planning for long-term? And what structure do you need to get those wheels turning? Tune in to begin. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Anthony and Alex break down the massive organizational changes following the hiring of John Harbaugh. From shattering the traditional "Coach reports to GM" hierarchy to a ground-up overhaul of the analytics and sports science departments, Harbaugh is already remaking the Giants in the image of the Baltimore Ravens. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

This episode addresses the common challenges dietitians face in their first client sessions, such as feeling rushed and disorganized. It introduces a 40-minute intake structure that enhances session flow, reduces client anxiety, and reinforces clinical leadership. The structure includes setting expectations, clarifying core problems, focusing on one actionable item, and confidently closing and rebooking sessions. The importance of AI charting in maintaining focus and precision is also highlighted.

The Rule That Broke For a decade, SEO had one simple goal: rank higher than everyone else. That rule just died. Patients are not typing “orthodontist near me” and clicking through five websites anymore. They are asking ChatGPT. They are reading Google AI Overviews. They are using conversational tools that skip the ten blue links entirely. Here’s what most practices have not realized yet. AI search engines do not rank practices. They select them. If you are not selected, you are invisible. Your beautiful website does not matter. Your years of “doing SEO” do not matter. This shift changes everything. Get your Free SEO Audit: https://hip.agency/contact/ Grab your copy of Orthodontic Practice SEO: Amazon: https://www.amazon.com/dp/B0GGBWLBLR Apple: https://books.apple.com/us/book/orthodontic-practice-seo/id6757766846 From Rankings To Recommendations Traditional search worked like a phone book. You searched. You clicked. You compared. You decided. AI search collapses that entire process into one conversation. Instead of forcing patients to research five options, AI tools recommend providers directly. Often just one or two practices. That’s it. This is not a ranking system. It’s a trust system. Google’s AI Overviews answer questions directly at the top of results. ChatGPT does not pretend to be a search engine. It acts like a knowledgeable assistant guiding decisions in real time. When a parent asks, “Who’s the best orthodontist for Invisalign for my teen near me?” the AI does not say: “Here are ten websites. Good luck.” It says: “Based on your needs, I recommend these providers.” If you are not in that answer, you do not get a second chance. Free Growth Session Why Your Old SEO Playbook Just Stopped Working Classic SEO rewarded keywords, backlinks, page optimization, and technical performance. All of that still matters, but it’s no longer enough. AI engines work differently. They summarize instead of list. They cite instead of rank. They select sources instead of pages. Instead of ordering websites by relevance, AI evaluates who appears trustworthy, who demonstrates real expertise, and who can be safely recommended without risk. This explains why some practices with fewer backlinks or lower traditional rankings suddenly appear in AI answers while others with “strong SEO” vanish completely. AI is not asking, “Who optimized best?” It’s asking, “Who do I trust enough to recommend?” The Real Ranking System — Trust Over Traffic Every AI search engine relies on the same decision framework. ChatGPT, Google AI Overviews, Gemini, Perplexity. All of them. They look for three core signals. 1. Topical Authority Do you own the topic, or are you just scratching the surface? One Invisalign page optimized for keywords no longer signals expertise. AI looks for topic ownership. A full ecosystem of content proving you understand the subject from every angle. Cost and financing. Treatment timelines. Comparisons versus alternatives. Maintenance and care. Suitability for teens versus adults. Risks, outcomes, and expectations. If your site answers only one of these, AI assumes you are not the expert. 2. Verifiable Credibility AI does not trust claims. It trusts proof. It actively scans for board certification, recognized provider tiers, awards and “best of” recognition, years in practice, case volume, and external validation. These signals matter more now because AI must justify its recommendations. It cannot guess. 3. External Trust Signals AI does not rely solely on your website. It cross-checks reviews across multiple platforms. Not just Google. Authoritative directories. Press mentions. Industry listings. Community validation. The more independent sources confirm your legitimacy, the more comfortable AI becomes recommending you. Free Growth Session Why One Page Will Never Be Enough Again For years, SEO rewarded focus. Pick a keyword. Optimize a page. Build links. Win. AI rewards depth. When someone asks about Invisalign, AI does not want a sales page. It wants confidence that you are the authority. That’s why topical clusters matter now. One core Invisalign page. Supporting pages on cost, care, timelines, and alternatives. FAQs written in clear, extractable language. Structured formatting AI can easily parse. This is not about writing more content for the sake of content. It’s about removing doubt. AI selects practices that leave no unanswered questions. The Trust Signals That Actually Trigger Recommendations Here’s where most practices fall short. They have credibility. They just do not surface it clearly enough for AI to verify. AI strongly favors practices that explicitly showcase board certification with outbound verification links, awards tied to authoritative publications, review volume across multiple platforms, mentions from high-authority websites, and transparent doctor bios with credentials and education. This is why press placements and authoritative citations now punch far above their weight. A single mention on a trusted outlet can matter more than dozens of generic backlinks. AI recognizes the source. Free Growth Session Being Selected Beats Being Ranked Traditional SEO is competitive. AI visibility is compounding. Once AI begins recommending a practice, it appears repeatedly in similar conversations. Each mention reinforces authority. The practice becomes a default choice. This mirrors early Google SEO, but with fewer spots and higher stakes. In classic search, being number five still meant traffic. In AI search, being number five often means nothing. Only the selected practices win. How To Become The Practice AI Chooses This is not theory. It’s execution. Here’s what actually moves the needle. Shift from pages to topic ecosystems. Own entire treatment categories, not just keywords. Surface credibility aggressively and clearly. Credentials, awards, and experience should be impossible to miss. Expand reviews beyond Google. AI pulls from multiple platforms. Diversification matters. Secure authoritative citations, not random links. Focus on sources AI already trusts. Structure content for AI extraction. Clear headers, FAQs, concise answers, and schema markup. Actively monitor AI recommendations. Search manually. Track visibility. Learn from who’s being selected and why. Free Growth Session Trust Is The New Ranking Factor SEO did not disappear. It evolved. The practices that will win over the next decade are not the ones chasing algorithms. They are the ones building undeniable credibility. AI does not reward clever tricks. It rewards certainty. In a world where patients increasingly let AI guide their decisions, the question is no longer “How do I rank higher?” It’s “Why should AI trust me enough to recommend me at all?” Answer that convincingly, and rankings stop mattering. Free Growth Session The post Your Old SEO Methods Don’t Work Anymore | Here’s Why appeared first on HIP Creative.

In this episode, we break down MEMENTO — Christopher Nolan's mind-bending thriller that tells its story backward to put the audience inside the head of its main character. We analyze how the film's reverse structure forces viewers to experience confusion, uncertainty, and self-deception just like Leonard. We dive into the themes of memory, truth, and identity, and explain why Memento isn't just a puzzle movie — it's a psychological trap designed to make you question every decision being made. From the tattoos to the Polaroids, we break down how Nolan turned storytelling itself into the movie's biggest twist.   Chapters: 00:00 What an insane concept 4:41 Explaining Memento 18:54 How this movie came to be 25:08 Explaining the structure 28:44 The details you may have missed 34:20 The movie is actually kinda funny 40:16 Scenes that secretly reveal Leonards mind 44:50 Insane this is Nolan's second movie ever 47:46 Why are movie theaters dying? 53:53 The seemingly pointless scene 58:45 Our official rating & final thoughts 1:02:38 Cue the music

Packers Total Access Hour 1 : BREAKING NEWS! Matt LaFleur & Gutey Gets Their Extensions + Front Office Structure Update!

Packers Total Access Hour 1 : BREAKING NEWS! Matt LaFleur & Gutey Gets Their Extensions + Front Office Structure Update!

On this episode of Vitality Radio, Jared St. Clair explains why supplement companies and their labels—and even educators like Jared—have to sound so careful about the claims they make. You'll learn how DSHEA (the Dietary Supplement Health and Education Act) reshaped the supplement industry in the 1990s, why brands can say “supports healthy joints” but can't say “treats arthritis,” and what “structure/function claims” really mean. Jared also breaks down the FDA-required disclaimer (“These statements have not been evaluated…”) so you know what it does and doesn't imply about whether a product works. Finally, he gives a practical label-reading skill most shoppers miss: serving size math, so you can tell what you're actually getting per capsule and per day.Additional Information:Vitamin Raid YouTube VideoEpisode BlogInventory Reduction Sale!For the first time ever, we're bringing to you our inventory reduction sale online. Over 200 trusted products are already deeply discounted, including clearance items, overstock, and some short-dated products (all still in date). On top of the markdowns, the more you buy, the more you save, with stacked discounts that can reach up to 70–80% off retail. This sale runs through January 31st or while supplies last—when it's gone, it's gone. Shop Here!Visit the podcast website here: VitalityRadio.comYou can follow @vitalitynutritionbountiful and @vitalityradio on Instagram, or Vitality Radio and Vitality Nutrition on Facebook. Join us also in the Vitality Radio Podcast Listener Community on Facebook. Shop the products that Jared mentions at vitalitynutrition.com. Let us know your thoughts about this episode using the hashtag #vitalityradio and please rate and review us on Apple Podcasts. Thank you!Just a reminder that this podcast is for educational purposes only. The FDA has not evaluated the podcast. The information is not intended to diagnose, treat, cure, or prevent any disease. The advice given is not intended to replace the advice of your medical professional.

WarRoom Battleground EP 928: Nigel Farage Gains From Tory Implosion And How Human Brain Neuro-Structure Influences Politics

Goldman Sachs surging to fresh records as earnings top estimates, while some Mag7 stocks continue to struggle against the broader market. So will the big bank keep bumping, or can the big tech trouble make a turnaround? Plus the weight loss drug wars are heating up, with focus turning to the GLP-1 pill. The latest data from one pharma company, and what the CEO sees in store for the company as competition continues to climb.Fast Money Disclaimer Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

One of the things I love most about podcasting is getting to have the conversations I wish more people could hear, especially the ones that normalize what so many of us quietly struggle with.I sit down with my friend and fellow MAPP grad Corinne Kneis, a psychotherapist and wellness educator whose work beautifully bridges empathy, mindfulness, ADHD, and anxiety.Corinne and I first met during the Master of Applied Positive Psychology program at the University of Pennsylvania, and I've long admired how she brings both science and humanity into her work. In this conversation, we explore what empathy really looks like in therapy and everyday life, why so many women mask ADHD with anxiety and perfectionism, and how mindfulness can help create space between emotional overwhelm and thoughtful response.We also talk openly about sensitivity, burnout, overfunctioning, and the strengths that often come with ADHD—like curiosity, passion, and love of learning. Corinne shares practical tools therapists use (and that anyone can apply) to regulate the nervous system, manage anxiety, and build healthier relationships with their emotions.Whether you're navigating anxiety, ADHD, burnout, or simply want more emotional clarity and self-compassion, this episode offers grounded insight and actionable strategies you can start using right away.Top 5 TakeawaysEmpathy has two forms. Understanding the difference between affective (emotional) and cognitive empathy can reduce burnout and increase compassion.Many women mask ADHD with anxiety. Perfectionism and overfunctioning are often coping strategies, not character flaws.Mindfulness creates space. Simple practices can help separate emotional reactions from cognitive responses.ADHD is not a deficit. Differences often come with powerful strengths like curiosity, passion, and creativity.Structure + play matter. Routines, humor, and nervous system regulation are essential tools for emotional well-being.Learn More about Corinne Below:Flourish Psychotherapy by Corinne KneisFollow Along with Corinne on InstagramConnect with Corinne on LinkedIn--------------The Grow the Good Podcast is produced by Palm Tree Pod Co.

In late 1916, while treating a group of patients at his psychiatric clinic at the University of Vienna, Dr. Constantin von Economo began noticing the appearance of strange symptoms that he could not account for. At the same time, in France, Rene Cruchet began noticing similarly strange and unexpected symptoms in his patients. Though the two men had never met and knew nothing of one another's patients, they would come to learn they were both witnessing the emergence of a new mysterious disease that would soon affect millions of people around the world.The illnesses documented by von Economo and Cruchet would eventually come to be know as encephalitis lethargica, or sleeping sickness, a strange condition that caused profound lethargy, hypersomnia, and a wide range of other frightening symptoms. Between 1919 and the early 1930s, millions of people all around the world contracted the illness, with nearly half of all cases resulting in death, and many more suffering long-term effects; yet a cause of the illness has never been established and the terrifying epidemic appears to have faded from memory not long after the disease itself ostensibly disappeared. ReferencesBrook, Harry Ellington. 1921. "Care of the body." Los Angeles Times, March 6: 18.Crosby, Molly Caldwell. 2011. Asleep: The Forgotten Epidemic that Remains One of Medicine's Greatest Mysteries. New York, NY: Penguin Publishing Group.Hassler, Dr. William. 1919. "No sleeping sickness in S.F." San Francisco Examiner, March 10: 1.Hoffman, Leslie A., and Joel A. Vilensky. 2017. "Encephalitis lethargica: 100 years after the epidemic." Brain: A Journal of Neurology 2246-2251.Montreal Star. 1920. "Sleeping sickness puzzling doctors." Montreal Star, January 15: 3.New York Times. 1936. "Awakens from sleep continuing 440 days." New York Times, June 14: 13.R.R. Dourmashkin, MD. 1997. "What caused the 1918-30 epidemic of encephalitis lethargica?" Journal of the Royal Society of Medicine 515-520.Sacks, Oliver. 1973. Awakenings. New York, NY: Vintage.San Francisco Examiner. 1919. "New sleeping sickness hits S.F. residents." San Francisco Examiner, March 14: 1.—. 1921. "Ten succumb to sleeping sickness." San Francisco Examiner, August 18: 13.Western Morning News. 1919. "Notices." Western Morning News, January 1: 1.Williams, David Bruce. 2020. "Encephalitis Lethargica: The Challenge of Structure and Function in Neuropsychiatry." Archives of Medicine and Health Sciences 255-262.Wright, Oliver. 2002. "His life passed in a trance but his death may solve medical."  The Times, December 14. Cowritten by Alaina Urquhart, Ash Kelley & Dave White (Since 10/2022)Produced & Edited by Mikie Sirois (Since 2023)Research by Dave White (Since 10/2022), Alaina Urquhart & Ash KelleyListener Correspondence & Collaboration by Debra LallyListener Tale Video Edited by Aidan McElman (Since 6/2025) Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.