Podcasts about Structure

In this Mastering Excellence series episode of The Sales Maven Show, Nikki sits down with Roger Knecht, President of Universal Accounting Center, to unpack a skill that completely changes how conversations feel: true listening with real recall. Roger has this uncanny ability to summarize a conversation point by point without taking notes, and it is not a gimmick. It is a mental structure. When someone feels genuinely heard, trust accelerates. Rapport strengthens. And sales conversations become clearer, calmer, and far more effective.   The conversation explores what most people think listening is versus what actually creates connection. Together, Nikki and Roger talk through the different levels of listening, from being distracted, to conversational listening where you are waiting for your turn to speak, to active listening where you are fully present, and finally deep listening where you hold space without judgment. The discussion highlights why shifting into active listening changes everything. When you stop performing in the conversation and focus on understanding, clarity increases and recall improves because your brain is organizing information instead of scrambling to respond.   Roger shares the mental structure he uses before and during conversations. Before the conversation, he enters with a clear outcome and purpose, and he knows what success looks like. During the conversation, he uses a simple way to mentally sort information so it sticks, including thinking in sequences, spotting cause and effect, and filtering ideas through practical questions like what moves the needle, who can execute, and where this belongs in the bigger process. One of the most powerful themes is this: nothing is isolated. Everything connects. When you train your mind to notice the connections, recall becomes much easier.   Connect with Roger on LinkedIn here: https://www.linkedin.com/in/rogerknecht/   Nikki invites you to join the Sales Maven Society. Take advantage of this opportunity to work together with you and Nikki. Bring your questions, concerns, and sales situations; she provides answers and guidance. Join the Sales Maven Society here, click Join Today, and then checkout and use coupon code 47trial to get your first month for $47.00! For more actionable sales tips, download the FREE Closing The Sale Ebook. Find Nikki: Nikki Rausch nikki@yoursalesmaven.com Facebook | Twitter | LinkedIn | Instagram Sales Maven Society https://calendly.com/salesmaven/work-with-nikki-discussion

Welcome to the Monday Minute, brought to you by our friends at Podium. The Monday Minute is your weekly reset to help you lead better, think clearer, and build your dealership with intention.Choosing the right business structure for your car dealership is one of the most important foundational decisions you'll make as an independent dealer. In this episode, we break down Sole Proprietor, Partnership, and LLC structures—and help you choose the right one for your dealership.WHAT WE COVER:Sole Proprietor structure and pass-through incomePartnership agreements (and why documentation is critical)LLC benefits: personal protection and flexibilityS-Corp vs C-Corp tax filing strategiesAligning your business structure with your dealership goalsACTION STEPS THIS WEEK:Get clear on your dealership goals - staying small or scaling up?Compare risk tolerance and tax implications of each structureConsult with a CPA and business attorney before decidingThis isn't about choosing the "best" business entity—it's about choosing the RIGHT one for how you want to operate and grow your car dealership. Build your foundation correctly, and everything else stands together.Be sure to review this week's Sunday newsletter at https://www.theindependentdealer.com where the full theme and exercises are laid out to help you work through this with your team. If you're not subscribed yet, sign up now.Let's build this together.SPONSORED BY PODIUM: https://www.podium.com

Join Rabbi Joey Rosenfeld as he guides us through the world and major works of Kabbalah, Hasidic masters, and Jewish philosophy, shedding light on the inner life of the soul. To learn more, visit InwardTorah.org

Episode 312 of The Business Development Podcast features a practical and candid conversation with Gordon Sheppard, CEO of Executive Wins, about what really holds teams and organizations back from growth. Drawing on more than 25 years of executive coaching experience, Gordon shares what happens behind the scenes when businesses stall, leaders feel overwhelmed, and execution breaks down. Instead of chasing strategy or quick fixes, he explains why structure, accountability, and difficult conversations are often the true levers that create lasting change.Together, Kelly and Gordon dig into the habits of high-performing leaders, how to build teams that actually execute without constant supervision, and the simple but powerful questions every CEO should be asking themselves. This episode is a grounded, no-nonsense look at leadership in the real world, offering clear insights for founders and operators who want fewer fires, stronger teams, and consistent, scalable wins.Check out Executive Wins: https://executivewins.com/Check out The Executive Wins Podcast: https://open.spotify.com/show/1P1NEQVF744tV6xEjm5vRCKey Takeaways: Strategy rarely breaks businesses. Poor execution does. Most growth problems are alignment and accountability issues, not planning issues. Leaders often hold onto too much. If everything funnels through you, your team isn't built to scale without you.Hard conversations are not optional. Avoiding them quietly compounds dysfunction inside teams.Behavior change beats theory. Real leadership impact happens when people change what they do, not just what they know.Status quo is usually the hidden decision. If nothing changes after the meeting, you've already chosen comfort over growth.Great coaches and leaders ask better questions, not give better answers. The right question creates clarity faster than advice.Psychological safety unlocks performance. Teams move faster when people feel safe enough to be honest.Small, consistent improvements outperform big, dramatic initiatives. Daily execution beats occasional breakthroughs.Structure creates freedom. Clear roles, responsibilities, and expectations remove friction and speed up decision-making.Leaders must stay coachable. The moment you stop listening is the moment your growth plateaus.This episode of The Business Development Podcast is proudly brought to you by our 2026 Title Sponsor Hypervac Technologies, North America's leading vac truck manufacturer, and their new division Hyperfab, delivering custom industrial fabrication solutions built for performance and reliability.If your operations depend on serious equipment and serious uptime, these are the people to know. Go check them out at www.hypervac.com.Learn more about The Catalyst Club, Kelly Kennedy's private community built for leaders,...

Geoffrey Roberts concludes that Stalin admired American industrialism and constitutional structure while editing Soviet history, defining him as a fanatical Bolshevik intellectual driven by Marxist dogma.1896 TSAR NICHOLAS

Guest: Padraic Scanlan. Scanlan discusses the structure of Irish land ownership, using Shirley Castle as an example of the disconnect between landlords and tenants. He explains that while the landscape looked ancient, landlords were actually modern, sophisticated merchants who extracted rent from a tenant class living on small, unimproved plots known as "conacres."

Kenneth "Dub" Washington is a credit and funding strategist redefining how entrepreneurs access capital—without spending their own money. Known as one of the best-kept secrets in finance, Dub teaches individuals how to rebuild, structure, and leverage personal credit so banks—not people—fund their dreams at 0% interest. Unlike traditional credit experts who sell done-for-you services, Dub focuses on coaching, empowerment, and long-term financial literacy. His approach blends practical funding strategies, disciplined credit sequencing, mindset mastery, and spiritual alignment to help people create sustainable wealth. A bestselling author and nationally expanding educator, Dub has helped thousands of families use credit to generate income and financial freedom. He's also recognized as a leading expert in financial literacy and elite-level travel hacking. Founder of the "Everybody Eats" movement, Dub leads a trusted community of over 1,000 members committed to ethical funding, shared success, and total financial empowerment. During the show we discuss: Dub's personal turning point that led him into credit, funding, and financial literacy Why personal credit, not cash, creates the fastest access to opportunity for entrepreneurs How Dub's coaching-based approach differs from traditional credit repair or done-for-you funding models What "Everybody Eats" really means and how it shapes an ethical, abundance-driven community Common misconceptions and mistakes entrepreneurs make when leveraging credit How to ethically access 0% interest funding through proper sequencing and structure The role of mindset, discipline, and spiritual alignment in building permanent financial independence Resources: https://www.reinventedconsulting.com/ Text class to 864-721-8750 @dubwashington on social    

We explore the themes of structure and accountability in recovery and how they support sobriety. Click HERE to donate to Sober Shares via PayPal.Email: mike@SoberShares.comWebsite: www.SoberShares.com

There are several different kinds of Kaddish, the first of which is commonly known as "Hasi Kaddish" – "half-Kaddish." The term "Hasi Kaddish" is actually a misnomer, as the text of this Kaddish is in fact the complete original text, composed either by the Ansheh Kenesset Ha'gedola (Men of the Great Assembly) at the beginning of the Second Commonwealth, or several generations later, by the Tanna'im. The prayers added to the other Kaddish texts were introduced later, during the period of the Geonim or the period of the Rishonim. These other texts are known to us as "Kaddish Titkabal," "Kaddish Yeheh Shelama," and "Kaddish Al Yisrael" (which is also referred to as "Kaddish De'Rabbanan"). "Kaddish Titkabal" includes a request that our prayers be answered, and it is recited after the Amida prayer, and after Shelihot. "Kaddish Yeheh Shelama" is said after the recitation of a text of Torah She'bi'chtab (Tanach), such as following an Arayat. Finally, "Kaddish Al Yisrael" is recited after a session of studying Torah She'be'al Peh (the oral Torah), such as Mishna or Gemara. This text contains a prayer for the wellbeing of the Torah scholars and their students (which is why this Kaddish is also known as "Kaddish De'Rabbanan" – the Rabbis' Kaddish). We recite this Kaddish in the morning after the Korbanot section, which includes the Mishnayot of "Ezehu Mekoman" and the Berayta of Rabbi Yishmael. It is recited again at the end of the prayer service, following the recitation of the Ketoret text which includes passages from the Gemara. This final "Kaddish Al Yisrael" after the Ketoret is known as "Kaddish Yatom" – the mourner's Kaddish, as it is recited by those in mourning for a parent. The Arizal taught that the recitation of this Kaddish by a mourner has the ability to extricate the parent from Gehinnom and bring him or her to Gan Eden. These final three Kaddish texts conclude with a prayer for peace and material blessings. The Rabbis explain that we first pray that "Yitgadal Ve'yitkadash Shemeh Rabba" – that G-d's Name should be glorified and become known throughout the world, before proceeding to ask for our personal needs. This is based on the concept that we must first pray for G-d's sake, so-to-speak, for the glory of His Name, and in this merit our personal requests will be granted. The Tur (Rabbenu Yaakob Ben Asher, Germany-Spain, 1269-1343) brings a teaching of the Midrash that if a person includes in his prayers the plea that Hashem should act for the sake of His Name ("Aseh Lema'an Shemecha, Aseh Lema'an Yeminecha…"), then he will be given the merit to greet the Shechina. We should pray not only for our own benefit, but also for the sake of the glorification of G-d's Name. This notion is alluded to in the first four words of Kaddish – "Yitgadal Ve'yitkadash Shemeh Rabba." These words begin with the letters Yod, Vav, Shin and Resh, which have the combined numerical value of 516. The Sages teach that Moshe Rabbenu prayed 515 times for the privilege of entering the Land of Israel, whereupon G-d commanded him to stop praying. Some commentators explain that Moshe was told to stop because if he had recited a 516 th prayer, then his prayer would have been accepted (and it was decreed that Moshe must not go into the land). Moshe prayed solely for the purpose of "Yitgadal Ve'yitkadash Shemeh Rabba," for the sake of the glorification of the divine Name, and not for his personal benefit, and his prayer therefore would have deserved to be accepted. When our intentions are sincere, when we pray for our needs so we can succeed in our mission in the world, the mission of bringing honor to the Almighty, then we are worthy of having our prayers answered.

Send us a textOur guest for this Flashcast edition is Shawn Severson, CEO and Co-Founder of Water Tower Research, and Head of Market Commentary and Thematic Research. Shawn breaks down his latest research, “The Cost of Equity Pivot: Why Structure Now Matters More Than Rates,” which challenges the traditional small-cap playbook heading into 2026. While falling interest rates have helped fuel a recent rebound in small caps, Shawn explains why the true driver of the innovation economy in 2026 is the cost of equity, not the cost of debt. He outlines the market's structural shift from “survival financing” to “growth financing,” why markets are now rewarding solvency over dilution, and how investors should position around clean cap tables, funded innovators, and a barbell strategy as the small-cap equity window reopens.

Why Structure Creates Freedom in Your Real Estate Business Many agents believe structure limits freedom. In reality, the opposite is true. In this episode, we break down why the most successful real estate agents don't rely on chaos, hustle, or flexibility alone — they rely on structure to create predictability, stability, and real freedom. You'll learn why chaos may feel freeing at first, but eventually leads to burnout, stress, and inconsistent income — and how clear systems, routines, and expectations actually protect your time, energy, and decision-making. We cover: • Why chaos feels flexible — but becomes exhausting • How structure removes friction and wasted decisions • Why predictability creates true freedom • How structure reduces stress and protects high-value work • Why listing-first businesses naturally feel more in control • How structure makes boundaries easier and improves confidence Structure isn't about restriction. It's about clarity. It's about ownership. It's about building a business that supports your life — not consumes it.

Start with a word we all hear too much: fascism. Now ask why, with the term everywhere, our understanding keeps getting worse. That's the puzzle we dig into as Sudip Bhattacharya joins C. Derick Varn to dissect how American punditry flattens history, confuses categories, and protects the status quo with buzzwords instead of analysis. From cable news panels that treat any state action as “authoritarian,” to former neocons who reinvent themselves as respectable anti‑Trump voices while dodging their own records, we map the machinery that makes bad takes inevitable.The conversation moves from media habits to concrete stakes: Israel‑Palestine as a settler colonial project, the perverse weaponization of antisemitism, and the bizarre spectacle of far‑right figures courting Israel while trafficking in bigotry. We examine how this fog invites real antisemitism to grow and erases anti‑Zionist Jewish voices. Then we turn local: the Cuomo vs. Mamdani showdown in New York, where Islamophobic tropes, AI smear ads, and institutional panic collided with a multiethnic, youth‑driven coalition that showed what organizing can do. The story isn't about a savior candidate; it's about constituencies learning to convert movement energy into votes and power.Along the way, we chart the collapse of elite “competence”—tech barons LARPing masculinity, markets priced on fantasy, and leaders who cannot restore a fading consensus. That might sound bleak, but it's also an opening. We talk windows of opportunity: shifting public opinion on Palestine, younger voters rejecting old scripts, and the practical tools needed to make fast‑moving crises count—unions, tenant groups, legal defense, and media with memory. Precision beats panic. Structure beats vibes. If punditry sells amnesia, we trade in context: how we got here, what the rails look like, and where to lay new track.Listen, share with someone who's tired of vibes without history, and leave a review with the sharpest question this episode raised for you. Your notes shape what we tackle next.Link Discussed: https://revolpress.substack.com/p/comfortable-lies-how-pundits-enableSend us a text Musis by Bitterlake, Used with Permission, all rights to BitterlakeSupport the showCrew:Host: C. Derick VarnIntro and Outro Music by Bitter Lake.Intro Video Design: Jason MylesArt Design: Corn and C. Derick VarnLinks and Social Media:twitter: @varnvlogblue sky: @varnvlog.bsky.socialYou can find the additional streams on YoutubeCurrent Patreon at the Sponsor Tier: Jordan Sheldon, Mark J. Matthews, Lindsay Kimbrough, RedWolf, DRV, Kenneth McKee, JY Chan, Matthew Monahan, Parzival, Adriel Mixon, Buddy Roark, Daniel Petrovic,Julian

Radical AI is building scientific superintelligence—AGI for science—through a closed-loop system that combines AI agents with fully robotic self-driving labs to accelerate materials discovery. The materials science industry has a fundamental innovation problem: discovering a single new material system takes 10-15+ years and costs north of $100 million. This economic reality has frozen innovation across aerospace, defense, semiconductors, and energy—industries still deploying materials developed 30 to 100 years ago. In this episode, Joseph Krause, Co-Founder and CEO of Radical AI, explains how his company is attacking the root causes: serial experimentation workflows, systematically lost experimental data, and the manufacturing scale-up gap. Working with the Department of Defense, Air Force Research Lab on hypersonics systems, and as an official partner to the DOE's Genesis mission, Radical AI is focused on high entropy alloys that maintain mechanical properties in extreme environments—the kind of enabling technology that unlocks entirely new product categories rather than optimizing existing ones. Topics Discussed: The structural economics preventing materials innovation: 10-15 year timelines, $100M+ discovery costs, and why companies default to decades-old materials Three fundamental process failures in scientific discovery: serial workflows that prevent parallelization, the 90%+ of experimental data that lives only in lab notebooks, and the valley of death between lab-scale discovery and manufacturing scale-up How closed-loop autonomous systems capture processing parameters during discovery—temperature ranges, pressure requirements, humidity impacts, precursor form factors—that map directly to manufacturing conditions High entropy alloys as beachhead: 10^40 possible combinations from the periodic table, requiring materials that maintain strength and corrosion resistance at 2,000-4,000°F in oxidative environments created by hypersonic flight The strategic rationale for simultaneous government and commercial GTM: government for long-shot applications like nuclear fusion and access to world-class science institutions; commercial customers in aerospace, defense, automotive, and energy for near-term product applications Why Radical AI focuses on enabling technology rather than optimization technology—solving for markets where novel materials unlock new products, not incremental margin improvements GTM Lessons For B2B Founders: Engineer downstream adoption barriers into your initial system architecture: Joseph identified that customer skepticism centered on manufacturability, not discovery speed. Most prospects understood AI could accelerate experimentation but questioned whether discoveries could scale to production without restarting the entire process. Radical AI's response was architectural: their closed-loop system captures processing parameters—temperature ranges, pressures, precursor concentrations, humidity effects, form factors like powders versus pellets—during the discovery phase. This data maps directly to manufacturing conditions, eliminating the traditional restart cycle. The lesson: In deep tech, the adoption barrier isn't usually your core innovation—it's the adjacent problems customers know will surface later. Engineer those solutions into your system from day one rather than treating them as future optimization problems. Select beachheads where problem complexity matches your technical advantage: Radical AI chose high entropy alloys not because the market was largest, but because the search space is intractable for humans—10^40 possible combinations that would take millions of years to experimentally test. This creates a natural moat where their ML-driven autonomous system has exponential advantage over traditional approaches. Joseph explicitly distinguished "enabling technology" (unlocking new products) from "optimization technology" (improving margins on existing products), then targeted markets with products ready to deploy but blocked by materials constraints. The strategic insight: beachhead selection should optimize for where your technical approach has structural advantage and where success unlocks new market creation, not just better unit economics. Structure dual-track GTM to derisk technology while building commercial pipeline: Radical AI simultaneously pursues government contracts (DOD, Air Force Research Lab, DOE Genesis) and commercial customers (aerospace, defense primes, automotive, energy). This isn't market hedging—it's strategic complementarity. Government provides access to the world's most advanced scientific institutions, funding for applications with 10-20 year horizons like nuclear fusion, and willingness to bridge the valley of death that scares commercial buyers. Commercial customers provide clear near-term product applications, faster revenue cycles, and market validation. Joseph views them as converging rather than divergent, since transformative materials apply across both. The playbook: in frontier tech, government and commercial aren't either/or choices—structure them as parallel tracks that derisk each other while your technology matures. Reframe the economics of the innovation process itself: Joseph didn't pitch faster materials discovery—he reframed the entire process from serial to parallel, from data-loss to data-capture, from discovery-manufacturing gap to integrated workflow. This changes the fundamental economics: instead of 10-15 years and $100M+ per material, the conversation shifts to discovering and scaling multiple materials simultaneously with manufacturing parameters already mapped. This reframing unlocks budgets from companies that had stopped innovating because the traditional process was economically irrational. The insight: when industries have stopped innovating entirely, the problem isn't usually that existing processes are too slow—it's that the process itself is structurally broken. Identify and articulate the broken process, not just the speed/cost improvement. Lead with civilizational impact to filter for long-term aligned stakeholders: Joseph explicitly positions Radical AI as "building a company that fundamentally impacts the human race" and tells prospective talent, "if you are focused on a mission and not a job, this is the place for you." This isn't recruiting copy—it's strategic filtering. In frontier tech with 10-15 year commercialization horizons, you need customers, partners, investors, and talent who think in decades, not quarters. Mission-driven positioning attracts stakeholders aligned with category creation over optimization and filters out those seeking incremental improvements. It also provides air cover for decisions that prioritize long-term technological breakthroughs over short-term revenue optimization. // Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe. www.GlobalTalent.co // Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM

For facade specialists, stone is highly prized for its performance and character. The right choice of stone can anchor a building in its local context, or make a striking statement. While stone has fallen out of use, modern approaches mean that it could now be used in the same standardised ways as steel, concrete and glass. In this episode we learn that it is ripe for a return as a structural material, decades after it was supplanted by concrete and steel. A series of projects demonstrate how stone can be used as a structural component. Finally, we look at the steps needed to make stone building a routine part of construction: the adoption of standards, allowing stone components to be used ‘off-the-shelf', rather than needing to prove them each time and an understanding of its versatility. Guest David West, Technical Director, Inhabit Partner Egis is a leading global architectural, consulting, construction engineering, operations and mobility services firm. Egis creates and operates intelligent infrastructure and buildings that both respond to the climate emergency and contribute to balanced, sustainable and resilient development.Its 22,000 employees operate across over 100 countries, deploying their expertise to develop and deliver cutting-edge innovations and solutions for clients. Through the wide range of its activities, Egis plays a central role in the collective organisation of society and the living environment of citizens all over the world.The post #359i Stone as Structure first appeared on Engineering Matters.

‘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 

Leading advocacy groups from across the US digital asset sector have urged the Federal Trade Commission to adopt a more restrained and technologically informed approach to consumer protection. Meanwhile, tokenized stocks are exploding in adoption.~This episode is sponsored by Tangem~Tangem ➜ https://bit.ly/TangemPBNUse Code: "PBN" for Additional Discounts!00:00 intro00:06 Tangem: Sponsor00:29 CLARITY Act odds00:59 Amendments Coming01:19 Senate is in JP Morgan's Pocket02:18 JP Morgan raids SEC office03:36 DTCC Enabling Tokenized Stocks04:16 Securitize vs DTCC05:00 FTC Wants "Kill Switch" on Crypto05:45 Robinhood enabling Tokenized Stocks06:30 Gamestop Anniversary07:00 Jupiter x Ondo07:27 $JUP and $HYPE07:50 Solana Tokenized Stocks08:42 Avalanche RWA Incoming09:20 Vault Explosion Incoming09:52 Stablecoins vs Visa & Mastercard10:41 IRS Forcing Users into DeFi11:46 Gold & Silver Skyrocketing12:38 Ethereum Wins With CLARITY13:03 outro#Crypto #bitcoin #Ethereum~Gov Wants "Kill Switch" on Crypto!?

Wed, Jan 28 6:17 PM → 6:37 PM Units 45 54 13. Radio Systems: - MetroSafe

Wed, Jan 28 10:41 PM → 29 Thu 1:09 AM Units 54 84 93 93 23. Radio Systems: - MetroSafe

SILENT PARTNER PRIVATE PODCAST https://the-executive-edge.kit.com/560a58e519Style shouldn't feel like a reset every season or a scavenger hunt for the next “must-have.” We open up about why so much advice creates dependence instead of clarity, and how a simple structure can turn your closet into a silent partner that supports your work, your routines, and your confidence. If you've been second-guessing your choices or chasing trends that don't stick, this conversation will help you trade quick fixes for a system you can trust.Follow me on Instagram: https://www.instagram.com/styledbytiffanyo/

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

Traditional online courses are dead. People don't need more information. They need execution. In this video, I break down why live cohort-based programs are the fastest way to turn your expertise into a $100K+ offer and eventually a $1M/year business. You'll learn how to craft your cohort in 8 simple steps, even if you have no audience, testimonials, or teaching experience. Get the full guide and next steps here.Timestamps:01:35 Introduction 3:00 Why courses are dead5:25 The execution problem5:48 Why cohorts win7:22 Step 1: Pick the outcome10:45 Step 2: Structure it14:22 Step 3: Homework plan15:06 Step 4: Build the system16:11 Step 5: Gamify + track19:40 Step 6: Track results20:43 Step 7: Scarcity21:22 Step 8: Social proof26:58 Step 9: Cohort outline30:15 Step 10: Build anticipation31:17 Step 11: Always sell, then build31:55 Step 12: Marketing scheduleWant to learn what's working in media right now? New Media Summit brings together 500+ founders in Austin Feb 26-27 with Codie Sanchez, Ryan Deiss, Matt Paulson, and more. Get tickets here!

Most swing traders struggle not because they lack setups—but because they don't know where price is likely to react.In this episode, we break down pivot levels (pivot points) and how swing traders can use them as a framework for identifying support, resistance, and high-probability decision zones on a chart.Pivot levels are not predictions.They're reference points—and when used correctly, they help traders trade with structure instead of emotion.Why Pivot Levels Matter for Swing TradingPivot points help swing traders:Identify logical entry and exit zonesDefine risk before entering a tradeAvoid chasing price in extended areasUnderstand where trends may pause, pull back, or accelerateRather than guessing where price might reverse, pivot levels provide a repeatable framework for analyzing price behavior.Join the DTA Community – Trade with Structure, Not EmotionIf you want to apply tools like pivot levels the right way—within a complete swing trading framework—the Disciplined Traders Academy (DTA) community is built for you.Inside the DTA Community, you'll get:Daily swing trade watchlistsClear trade planning frameworksRisk management educationLive market breakdownsA disciplined community focused on process, not hypeYou can join risk-free for 7 days.No pressure. No long-term commitment.If it's not for you, walk away.If it is, it could change how you trade.

As lawmakers work to unify crypto and traditional finance under one rulebook, U.S. banks are pressing Congress to ban yields on payment stablecoins.~This episode is sponsored by Uphold~Uphold Get $20 in Bitcoin - Signup & Verify and trade at least $100 of any crypto within your first 30 days ➜ https://bit.ly/pbnupholdGuest: Cody Carbone, CEO of The Digital ChamberWebsite ➜ https://digitalchamber.org/00:00 Intro00:10 Sponsor Uphold00:30 Gaslighting Coinbase recap02:00 CLARITY update03:30 Patrick putting the blame on Banks?06:40 Patrick Witt: World's Worst Negotiator For Crypto?10:00 White House position on stablecoin yields?13:00 Global fumble?14:00 Do the Dems vote for it?15:30 Who is heading the effort?16:30 Did Visa/Mastercard just score another win?18:00 Bernie was brainwashed19:30 Has anyone tried to reach out to Bernie on this issue?22:00 Yields issue up for a separate vote?22:40 Will banks try to ban vaults next?24:30 Bitwise Vaults27:00 Crypto IPO flops are going to devastate bigger IPO season28:00 BitGo and AVAX ETF flops31:00 Outro#Crypto #Bitcoin #Ethereum~Could Bernie Join Stablecoin Yield Fight?

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Tue, Jan 27 7:54 AM → 8:34 AM Engine 15 was first in to a residential structure fire in the 700 block of Haggin Avenue in the South Natomas area of Sacramento. When crews arrived they found heavy fire coming from the garage right side of the structure which was a converted room. Heavy smoke was coming from the front door and eaves. A quick knock was achieved on the fire. No injuries reported. Under investigation. No further details available. Radio Systems: - Sacramento Regional Radio Communications System

A new study from JP Morgan says people who do this with their investments will spend more, enjoy retirement more, and have less anxiety. We break down what these investors have in common. Subscribe or follow so you never miss an episode! Check out Fire Your Financial Advisor on YouTube! Learn more at GoldenReserve.com or follow on social: Facebook & LinkedIn.See omnystudio.com/listener for privacy information.

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.

Guard the Work: The Unspoken Rules of Legacy LeadershipGuest: Dr. (h.c.) Lisa Ray, Founder of Golden Ray PublishingHost: Julie RigaOverviewIn this powerful episode, host Julie Riga sits down with Dr. (h.c.) Lisa Ray, a veteran ghostwriter, publisher, and media strategist who transforms lived experience into legacy. Lisa shares her expertise in authentic leadership, personal brand protection, and the responsibility of stepping into the spotlight with integrity. From her work with Navy SEALs to her role as media director for TEDx Maisner Park, Lisa reveals the strategic frameworks that separate professionals from amateurs in publishing and personal branding.Guard the Work: The Unspoken Rules of Legacy LeadershipAbout This EpisodeJulie welcomes Dr. (h.c.) Lisa Ray, a purpose-driven publisher and legacy strategist who helps leaders turn their stories into protected, powerful assets. Lisa is the founder of Golden Ray Publishing and works extensively in the Special Forces and military legacy space. Her work is represented in national SEAL museums, and she serves as media director for TEDx Maisner Park.Guest BackgroundDr. (h.c.) Lisa Ray is a 20-year veteran ghostwriter and founder of Golden Ray Publishing. With 11 books releasing before June, Lisa specializes in military legacy work, having authored SEAL Team 1: Moy Bell and The Painted Frog (releasing August 2026).Fun Fact: Lisa is from Newport, Rhode Island, and her favorite food is a lobster roll, preferably enjoyed in the summer in her hometown.The Three Ingredients for Author SuccessIntegrity: Handle legacy stories with care and truth. Build trust with those whose stories you share.Truth: Tell stories from first-person perspective. Maintain accuracy and authenticity.Vulnerability: Allow authentic connection through honest storytelling. Create emotional resonance that outlives the spotlight.Memorable Quotes"Clarity beats charisma every time.""The red dot is not about performance, it's about responsibility.""Structure doesn't stifle creativity, it protects it.""Guard the work, and the work will guard you.""Success is when your reputation speaks before you even enter the room."Key Insights for LeadersThe Publishing Truth: Books are the most successful piece of marketing when handled correctly. Your book should serve as your lead generator and establish you as an expert, but only if protected and positioned strategically.The Legacy Principle: You're three generations away from everyone forgetting your name. Written legacy from your first-person perspective ensures your story lives beyond the spotlight.Protection Before Promotion: Don't rush to market before your brand is ready. Protect your work through copyright and trademarks. Work with professionals to shape your message with integrity.Rapid Fire InsightsSuccess in one sentence: "Success is when your reputation speaks before you even enter the room."Biggest mistake new authors make: "They rush to publish before they've protected their story or clarified the message."What separates pros from amateurs? "Professionals build systems, amateurs rely on talent and hope."Best advice ever received: "Guard the work, and the work will guard you."One non-negotiable in publishing: "Integrity, because once it's compromised, the book fails before it's even read."Connect with Dr. (h.c.) Lisa RayWebsite: www.goldenraybooks.com Free Zoom Consultation: Available via green button at bottom of websiteKey TakeawaysProtect Before You Promote: Structure and boundaries protect your creativity and messageClarity Over Charisma: Your message must be clean, honest, and grounded in experienceLegacy Is Intentional: Success is building stories that outlive the spotlightTrust Is Everything: In publishing and leadership, integrity is non-negotiableSubscribe to Stay On Course wherever you listen to podcasts.#Leadership #Legacy #Publishing #AuthenticGrowth #PurposeDriven

In this episode, we review the high-yield topic of⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Structure and Function of MHC⁠⁠⁠ from the Immunology section.Follow⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Medbullets⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ on social media:Facebook: www.facebook.com/medbulletsInstagram: www.instagram.com/medbulletsofficialTwitter: www.twitter.com/medbullets

Most contractors already have an operating system — it's just undocumented, unduplicatable, and holding them back. We break down the first two steps of our operating system: write a usable vision and build a structure that supports hiring, training, and growth. Clear roles, documented handoffs, and a simple green-yellow-red task audit turn chaos into a plan you can execute this quarter.• three-year North Star with a locked one-year plan• using vision as a filter for yes and no• opportunity cost of misaligned jobs• structure before growth and future org chart• splitting one owner into multiple role buckets• mapping processes to roles and handoffs• partners assigning clear ownership of tasks• green-yellow-red exercise for task transfer• revisiting job descriptions every six months• preparing to hire without burning cashGo to ProStruct360.com or contractorcuts.com to book a 30-minute intro call.Have a question or an idea to improve the podcast? Email us at team@prostruct360.com Want to learn more about our software or coaching? Visit our website at ProStruct360.com

Markup of the Senate Agriculture Committee's legislation to regulate digital commodities was scheduled for Jan. 27 and then moved to Jan. 29 due to winter weather.~This episode is sponsored by Tangem~Tangem ➜ https://bit.ly/TangemPBNUse Code: "PBN" for Additional Discounts!00:00 intro00:07 Sponsor: Tangem01:03 Failure To Pass = Collapse01:33 CLARITY Odds02:14 Winter Storm + Shutdown02:34 Vote on Thursday03:20 Kevin O'Leary on CLARITY04:00 Alot More To Go04:28 Vaults Will Explode04:46 DeFi Lending Will Takeover Regardless05:40 Aave Growth06:29 Ethereum Dominates Lending06:51 Ethereum Quantum Resistance08:10 Bitcoin Hit By Winter Storm08:59 Tokenized Assets Incoming09:35 ETH Transactions & Gas Fees10:06 World Liberty Fi Positions into ETH10:56 Aave After CLARITY will explode11:40 Bitmine buys ETH12:05 Mr. Beast Super Bowl Ad Coming12:43 Polymarket God Candle Coming13:12 Uncertainty vs CLARITY13:43 outro#Crypto #bitcoin #Ethereum~Crypto Winter Without CLARITY Bill

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

250th Birthday Edition: What Matters in Jane Austen? by John Mullan: ⁠https://amzn.to/4sA9fbG⁠ In this episode, I'm joined by John Mullan to explore the remarkable range of Jane Austen's novels and the beauty of her unique literary style. We talk about how free indirect speech shapes our intimacy with characters like Emma Woodhouse, drawing us into her mind while quietly revealing her blind spots. We also explore why Mansfield Park feels so different from Austen's other novels and yet has a lot of depth to unpack. Along the way, we reflect on the enduring magic of Pride and Prejudice: why it feels so alive and so perfectly balanced. From irony and voice to structure and silence, this conversation celebrates the many ways Austen writes. Whether you're a lifelong Austen reader or returning to her novels with fresh eyes, this episode is an invitation to notice, to linger, and to fall in love with her work all over again

In this podcast Josh Phegan and Alexander Phillips discuss the difference that more structure and more discipline makes to high performance, how the first 2 hours of the day defines the rest, putting your people in positions to grow, and setting hard start and finish times for each task or appointment.

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

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  

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  

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

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.