Podcasts about Team

Dynasty Dad & Snoog break their top 10 Rookie Running Bacjs down into tier to give you insight to make better #dynastytrades & draft selections for to 2026 Rookie Drafts & Leagues

SNAKE DRAFT. In honor of the A-Team debuting on 1983 on this day, we draft the top T.V Theme songs. The Broncos are going to be without QB Bo Nix due to him having a fracture on his ankle. D'Marco has no belief that backup QB Jarrett Stidham has no chance to win the game for the Broncos. PECHANGA PICK OF THE WEEK. TIP OR NO TIP. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Jonathan Pearce joins John Murray & Ian Dennis to talk football, travel & language. John is back from Bodø, Jonathan tells tales of changing football on the radio, his thoughts on the Cantona kung-fu kick commentary & Robot Wars reflections. Plus which commentary phrase will JP add to our Great Glossary? Suggestions welcome on WhatsApp voicenotes to 08000 289 369 & emails to TCV@bbc.co.uk00:25 John back from Bodø, 04:00 5 Live commentaries this weekend, 10:55 Does Jonathan like the new Champions League format? 13:15 How Jonathan changed football on the radio, 24:35 Jonathan's best gaffes, 32:25 Cantona's kung-fu kick, 39:05 Robot Wars reflections, 44:40 Great Glossary of Football Commentary, 54:05 Bonus Bobby Moore story.5 Live / BBC Sounds commentaries: Sat 1500 Burnley v Tottenham, Sat 1500 Man City v Wolves, Sat 1730 Bournemouth v Liverpool. Sun 1400 Newcastle v Aston Villa, Sun 1400 Crystal Palace v Chelsea on Sports Extra, Sun 1400 Brentford v Nott'm Forest on Sports Extra 2, Sun 1630 Arsenal v Man Utd, Wed 2000 PSG v Newcastle, Wed 2000 Man City v Galatasaray on Sports Extra, Wed 2000 Napoli v Chelsea on Sports Extra 2.Great Glossary of Football Commentary: DIVISION ONE Back to square one, Bosman, Cruyff Turn, Cultured/educated left foot, Dead-ball specialist, Draught excluder, Elastico/flip-flap Fox in the box, Giving the goalkeeper the eyes, Grub hunter, Head tennis, Hibs it, In a good moment, In behind, Magic of the FA Cup, The Maradona, Off their line, Olimpico, Onion bag, Panenka, Park the bus, Perfect hat-trick, Rabona, Roy of the Rovers stuff, Schmeichel-style, Scorpion kick, Spursy, Tiki-taka, Trivela, Where the kookaburra sleeps, Where the owl sleeps, Where the spiders sleep. DIVISION TWO Back on the grass, Ball stays hit, Beaten all ends up, Blaze over the bar, Business end, Came down with snow on it, Catching practice, Camped in the opposition half, Cauldron atmosphere Coat is on a shoogly peg, Come back to haunt them, Corridor of uncertainty, Couldn't sort their feet out, Easy tap-in, Daisy-cutter, First cab off the rank, Giant-killing, Good leave, Half-turn, Has that in his locker, High wide and not very handsome, Hospital pass, Howler, In the dugout, In their pocket, Johnny on the spot, Leading the line, Nice headache to have, Nutmeg, On their bike, One for the cameras, One for the purists, Played us off the park, Points to the spot, Prawn sandwich brigade, Purple patch, Put their laces through it, Reaches for their pocket, Rolls Royce, Root and branch review, Row Z, Screamer, Seats on the plane, Show across the bows, Slide-rule pass, Steal a march, Straight in the bread basket, Stramash, Taking one for the team, Telegraphed that pass, Tired legs, That's great… (football), Thunderous strike, Turns on a sixpence, Walk it in, We've got a cup tie on our hands. UNSORTED 2-0 is a dangerous score, After you Claude, All-Premier League affair, Aplomb, Bag/box of tricks, Brace, Brandished, Bread and butter, Breaking the deadlock, Bundled over the line, Champions elect / champions apparent, Clinical finish, Commentator's curse, Coupon buster, Denied by the woodwork, Draught excluder, Elimination line, Fellow countryman, Foot race, Formerly of this parish, Free hit, Goalkeepers' Union, Goalmouth scramble, Good touch for a big man, Honeymoon Period, In and around, In the shop window, Keeping ball under their spell, Keystone Cops defending, Languishing, Loitering with intent, Marching orders, Nestle in the bottom corner, Numbered derbies, Opposite number, PK for penalty-kick, Postage stamp, Put it in the mixer, Rasping shot, Red wine not white wine, Relegation six-pointer, Rooted at the bottom, Route One, Sending the goalkeeper the wrong way, Shooting boots, Sleeping giants, Slide rule pass, Small matter of, Spiders web, Stayed hit, Steepling, Stinging the palms, Stonewall penalty, Straight off the training ground, Taking one for the team, Team that likes to play football, Throw their cap on it, Thruppenny bit head / 50p head, Towering header, Two good feet, Turning into a basketball match, Turning into a cricket score, Usher/Shepherd the ball out of play, Walking a disciplinary tightrope, Wand of a left foot, Wrap foot around it, Your De Bruynes, your Gundogans etc.

On Friday's Daily Puck Drop, Jason “Puck” Puckett, Jim Moore and Chris Egan start off the Friday PME Show talking Seahawks and Rams and Egan is under the weather and in fact look like he's on his deathbed! The boys are confident that the Seahawks will win, but there a number of things that concern them about the game.  Jim is doing the show from a Goodwill in Juanita and he believes he just saw his ex-wife pull in.  Puck and Egan beg for Jim to track her down.  Jim is also interrupted by a listener, Ben, who's also in the parking lot and is watching the show on his phone! PuckSports handicapper TroyWins.com stops by and picks the Broncos and Rams to cover and he likes the Rams to beat the Seahawks outright. “The Last Word” with Bob Condotta, Seattle Times joins Puck to chat about the health of Charles Cross, the loss of Zach Charbonnet, the Seahawks defensive performance against the Rams in the last outing, Darnold's oblique and Bob gives his prediction on who wins the game. “On this Day….”   MJ, Klay Thompson, The A-Team and John Hancock! Puck wraps up the show with “Hey, What the Puck!?”   The misnomer about the Seahawks defense against the Rams(1:00) Puck and Jim (35:16) PuckSports Handicapper TroyWins.com (49:41) Bob Condotta, Seattle Times 1:11:26) “On This Day….” (1:15:29) “Hey, What the Puck!?”  

Josh and Ben are joined by Brammers who is here to crow about his pack luck. They discuss the full release of the two TOTY squads, which players standout, and how to go about grinding the menus. This and many other topics are discussed at these time stamps: 00:00 Introduction 01:10 Pound for Pound Player Discussion 06:03 Team of the Year Defenders Analysis 09:23 Standout SBC's 14:42 Reviewing Both Full TOTY XI's 24:51 EA's TOTY Strategy 31:51 What Will TOTY Prices Do? 36:19 Have TOTY Evo's Been A Let Down? 49:46 Menu Grind Strategies for Team of the Year Get these episodes in your podcast app: bit.ly/podfeedhelpDiscord (for Gold & Icon) Supporters: bit.ly/poddiscordhelpImprove your connection: bit.ly/connectionspecial Thank you as always for making FUT Weekly possible! Learn more about your ad choices. Visit podcastchoices.com/adchoices

What if witnessing 10 deaths in 23 years changed your view on life? In this episode, Kyle Skalisky shares how he helps teams build cultures of trust, respect, and accountability through his company Wyld Sky Aerospace and Management Consulting. After 23 years as a fighter pilot (F-15, F-16 aggressor, and F-18 in operational flight tests) and 15 years in the aerospace industry doing flight tests, Kyle recently stepped down as president and CEO of Check Six Aero Solutions to focus on giving back. His book "A Skyless Traveled: A Maverick Life of Leadership, Resilience, and the Pursuit of Purpose" shares lessons learned from the cockpit about building exceptional teams. Kyle believes good teams need three things: character (how people treat those who can do nothing for them), competence (people who can get the job done and are willing to learn), and commitment to the mission. He also wrote the book for his six and four-year-old sons, wanting to leave something showing what their father did for 50 years before they were born. Kyle reveals three relationships that shaped him: meeting President Ronald Reagan at his Air Force Academy graduation in 1984, whose speech about being solution-oriented rather than a naysayer set the tone for his career; his parents who married at 16, had six kids by 29, and just celebrated their 72nd wedding anniversary teaching him dedication and never giving up on people; and his best friend Malibu, a talented pilot who died at 30 when he hit the ground during a Red Flag exercise. Witnessing 10-11 deaths in 23 years of flying changed Kyle's perspective—he stopped worrying about what people thought and started pursuing what brought joy, realizing that if no one will remember it in five years, it's just not that important.   [00:04:20] From CEO to Giving Back Recently stepped down as president and CEO of Check Six Aero Solutions Now runs Wyld Sky Aerospace and Management Consulting Wrote book "A Skyless Traveled: A Maverick Life of Leadership, Resilience, and the Pursuit of Purpose" Serves wonderful wife Dr. Kyra Carpenter and two boys Wilder (6) and Colt (4) [00:06:00] Why Write the Book Experience is great but people never get opportunity to pass it on to next generation All people's stories are wonderful, wishes more could tell them Wants to lift up next generation that will follow Wrote book for his 6 and 4-year-old boys as older father [00:06:40] Leaving a Legacy Doesn't know how long he gets to be with boys growing up Wanted to leave something showing 50 years before they were born Show what their father did and what he believed in Pass message down to true legacy: children and family [00:07:20] Growing Up in Wenatchee, Washington Parents married at 16, had six children by 29 Didn't have much but knew wanted to do something bigger Didn't fly on airplane until 17 years old, senior in high school First flight was to Air Force Academy physical at Whidbey Island [00:08:00] The First Flight That Changed Everything Had state playoff baseball game that afternoon across state Local orchardist Jim Wade flew him in Cessna 172 Flying over Cascade Mountains, seeing Mount Rainier was transformative Changed into uniform in car, was third batter, hit three-run homer off future major leaguer [00:09:00] Air Force Academy and Finding His Passion Second time flying was leaving for US Air Force Academy (only way to get to college) Got exposed to things small town guy never traveled beyond family station wagon Found passion for flying airplanes at young age Stumbled into it with no idea it would be 23 years as fighter pilot [00:10:00] Fighter Pilot Career Flew F-15 operationally around the world for 23 years Was F-16 aggressor (adversary/bad guy that trains combat pilots) Did exchange tour with US Navy, flew F-18 in operational flight tests Retired after 23 years, went to Raytheon [00:10:40] Entrepreneurial Years Owned Great Harvest Bread company franchise (had a bakery) Co-owner of pro indoor football league team in Spokane Taught him when it's your own money, think more about spending it Helped when managing other people's money at Raytheon and Mitsubishi [00:13:20] Proudest Moment: The Team That Didn't Need Me At Raytheon, experimental R&D test airplane transitioning from single customer Customer said they don't want exclusive use anymore, won't pay for it Five year task to redefine mission, vision, create new organization After five years: "This team doesn't need me anymore, they can do this without me" [00:14:40] From One Program to 15 Had to go out and advertise capability to other Raytheon programs Restructured team to support multiple test projects instead of just one Asset went from supporting one program to 15-16 programs Worth billions of dollars in sales to Raytheon [00:15:40] Mitsubishi: Six Months of Success Mitsubishi trying to certify new regional jet, program having problems Took over program management and flight test team Program for previous 5 years never met schedule or been on budget Within first month, for next 6 months straight met schedule and under budget [00:17:00] Refocusing the Team Just through refocusing team, aligning tasks to priorities Giving people clear idea of what they did and why important to mission Aligned the focus and became best flight test team in business Better than Boeing, Airbus, Bombardier, Embraer or any large OEMs [00:19:00] Character, Competence, and Commitment Good teams have people full of character (how they treat those who can do nothing for them) Team needs competence (people who can get job done, willing to learn and improve) Third C is commitment to what they're doing Finding right people with all three is when you will succeed [00:21:20] Meeting President Ronald Reagan Air Force Academy graduation 1984, Reagan handed him diploma Speech that day embodied how Kyle wanted to live his life Not enough to be naysayer pointing out everything wrong Have to be person who can bring forward solutions [00:22:40] Reagan's Impact Shaped views about what was valuable throughout life Optimistic but understood reality, charismatic but not fake Had guiding principles but willing to change Genuinely liked people (important for any leader) [00:24:00] His Parents' Influence Parents are who really had impact on who he became Never made it feel like they gave up something for kids Felt true blessing was getting to have kids in their lives Father was athlete of year, worked morning job, bartended at night while in college [00:25:40] 72 Years Together Parents both 88 years old, just had 72nd wedding anniversary Even when times are hard, don't give up on people, work through it Father didn't become major league player but channeled into coaching Oldest brother became professional baseball player with Philadelphia Phillies [00:27:00] Learning to Live in the Moment Finding joy means learning to live in the moment Let go of past but learn lessons, don't let it define you Don't be so focused on future that you forget what's in front of you Take opportunities that may take you on detour in life [00:28:20] Losing Malibu Best friend Jim "Malibu" Reynolds was academy graduate, talented flyer Designed and built own aerobatic airplane, flew in air shows Made mistake on range in Red Flag exercise, hit ground and died at 30 Changed Kyle at 30 years old, realized it can all end very quickly [00:29:40] 10 Deaths in 23 Years Saw at least 10-11 deaths in 23 years of flying Changed how he looked at things and approached them Before worried about everything, how people thought of him Now: if no one will remember in 5 years, it's just not that important [00:33:00] The Squadron Bar Ritual Friday nights not just about drinking, it's a ritual Chance to bond with people going through similar experience Way to relax, find friendship and bonding in non-retribution way Learned more in one-on-one conversations than formal meetings   KEY QUOTES "I wrote a book because I have those six and four-year-old boys. I am an older father and I don't know how long I get to be with those boys growing up. I wanted to leave something to show for those 50 years before they were born, what their father did and what I believed in." - Kyle Skalisky "Good teams have people full of character. You can't define that on a resume. It's how people treat those who can do nothing for them. But you also have to have competence. Then the third C is commitment." - Kyle Skalisky CONNECT WITH KYLE SKALISKY 

Hey Diabuddy thank you for listening to show, send me some positive vibes with your favorite part of this episode.In today's episode, I sit down with Danielle, who shares a powerful and vulnerable story about how false low readings from her CGM led to extreme anxiety, an ER visit, and a complete shift in how she now approaches diabetes management.Danielle walks us through a terrifying day where her CGM repeatedly showed dangerously low glucose readings—despite her body showing no symptoms and fingerstick checks telling a different story. The constant alarms, conflicting data, and uncertainty triggered intense anxiety and ultimately landed her in the hospital, where she was treated as if she were hypoglycemic even though lab results showed otherwise.

DO NOT ADJUST YOUR PODCAST LISTENING PLATFORMS - We are BACK!!!!!!We discuss all things Team of the Year - content, gameplay, evos, and much more!Sit back, relax, and enjoy - this is Nothin' But a FUT Thing

Doc Walker welcomes on his Team 980 colleague Chris Russell to react to the Nationals trading MacKenzie Gore. Russell says he likes the move for Washington, believing the Nationals got a solid return for Gore and positioned themselves well as they continue to reshape the roster and build for the future.

Doc Walker welcomes on his Team 980 colleague—and personal meteorologist—Kevin Sheehan to break down the major snowstorm set to sweep the nation. The conversation also pivots to the Commanders, with the two discussing the latest developments in the team's defensive coordinator search and where things currently stand.

In dieser Episode von selbst&frei teilt Alvaro Gellings, Mitgründer von Day One, erstmals die ungeschminkte Wahrheit über den Aufbau einer der am schnellsten wachsenden Sportmarken Deutschlands. Von null auf 100.000 verkaufte Produkte in nur 15 Monaten – mit einer Launch-Kampagne, die über eine Milliarde organische Views im deutschsprachigen Raum generiert hat. Alvaro erklärt, wie er gemeinsam mit Extremsportler Arda Saatçi Day One gegründet hat, ohne jemals ein klassisches Pitch-Deck zu erstellen. Er spricht offen über die Realität hinter den Kulissen: Zwei Jahre Vorbereitung, hunderte Iterationsstufen bei der Produktentwicklung, und eine Marketingkampagne, die 3000 Kilometer durch Amerika und quer durch Japan führte – alles dokumentiert, geklippt und viral verbreitet durch tausende Videos auf Social Media. Besonders wertvoll: Seine ehrliche Reflexion über den Unterschied zwischen Creator Economy und klassischem E-Commerce. Während andere Brands langsam hochskalieren können, musste Day One vom ersten Tag an perfekt sein – weil Millionen zuschauen. Alvaro erklärt, warum Qualitätsmanagement der Schlüssel ist, wenn man mit Creatorn launcht, und wie sie trotz kleinem Team siebenstellige Umsätze im ersten Monat erreicht haben. Er teilt die genauen Zahlen: sechsstellige Kundenanzahl, durchschnittliche Warenkörbe von 100-120 Euro, und wie sie es geschafft haben, bereits im ersten Jahr unabhängig von Ardas Reichweite zu wachsen. Die wichtigste Strategie: Paid Media, Out-of-Home-Campaigns, weitere Athleten – und das klare Ziel, dass Ardas Anteil am Gesamtumsatz relativ immer kleiner wird, während die absolute Zahl weiter wächst. Besonders eindrucksvoll: Seine persönliche Journey vom Kellner und Kickboxtrainer über Trinkspiel-Entwicklung während des Studiums bis zum erfolgreichen Exit und schließlich Day One. Alvaro spricht offen über seine frühe Zeit – sehr früh aus dem Elternhaus ausgezogen, mit Schüler-BAföG durchs Abi gekommen, und wie er durch Studentenpartys, Abercrombie & Fitch-Modeling und die ersten unternehmerischen Versuche die Social Ladder hochgestiegen ist. Er erklärt, warum er seine erste Firma für einen siebenstelligen Betrag an einen Inkubator verkauft hat – und warum er trotz 20.000-50.000 Euro Monatsgehalt in der Immobilienbranche den Sprung ins Vollzeit-Unternehmertum gewagt hat. Die wichtigste Erkenntnis: "Einfach machen" – egal ob Trinkspiele, Fashion oder Sportmarke. Jedes Projekt lehrt dich Produktentwicklung, Performance Marketing, Supply Chain – und diese Skills sind übertragbar. Ein radikales Plädoyer für You vs. You, authentisches Storytelling und die Kunst, eine Brand zu bauen, die nicht von einem Creator abhängt, sondern von echter Mission und kompromissloser Qualität. Kapitel: (00:00:00) Intro: Alvaro Gellings und die Day One Story (00:02:07) Die Cyborg Season: 1 Milliarde Views und der Launch (00:06:09) Creator Economy: Warum Perfektion von Anfang an nötig ist (00:09:04) Produktentwicklung: Von Stoffen bis Hangtags (00:13:07) Das erste Jahr in Zahlen: 100.000 verkaufte Produkte (00:20:13) Marketing-Mix: Vom Creator zur skalierbaren Brand (00:25:25) Personal Branding: Warum Alvaro aus dem Hintergrund trat (00:52:33) Für wen lohnt sich Personal Branding wirklich? (01:06:23) Der größte Fehler: Zeit vs. Mission (01:16:40) Storytelling: Die Hero-Story und You vs. You (01:25:12) Der Weg zu 100 Millionen Euro Umsatz (01:42:46) Athletenprogramm: Große Creator vs. kleine Athleten (00:35:58) Alvaros unternehmerische Reise: Von Bildern für Pesetas zu Day One (01:49:50) Der Blueprint für Anfänger: Einfach machen (01:58:25) Outro: Die wichtigste Lektion selbst&frei wird im Auftrag von Vivid Money produziert – dem Geschäftskonto für Unternehmer.

We all fail at times. It is a part of life. And yet, for some people, it is a crippling part of life. It shouldn't be. Failure is how we learn, grow, develop, and eventually succeed.Today, we finish our series of episodes devoted to quotes about failure and why it's a good thing. I have absolutely loved these quotes! They are so powerful and so spot on for those of us who coach or lead others. I hope you find great inspiration from the 8 quotes you will hear today, as well as the quotes you heard in the episodes on Monday and Wednesday. I know I did.As always, I am so grateful to all of you who support the podcast! I do this show because of you. While I enjoy the quotes myself, I do this podcast because many of you who are looking for inspiration and impact from these quotes come back and listen to it on a consistent basis. Thanks to all of you for being a huge part of this journey! In order to help me keep this journey going, please consider becoming a supporter of the show. You can donate to the show by clicking on the link below. Support the showFor more information to help you on your road to becoming your best, check us out at SlamDunkSuccess.com or email me at scott@slamdunksuccess.com.Our new background music, starting with Episode 300, is "Pulse of Time - Corporate Rock" by TunePocket. Our background music for the first 5 years of the podcast was "Dance in the Sun" by Krisztian Vass.

Team insiders Ryan Mink and Garrett Downing share their initial reactions to the Ravens' decision to hire Jesse Minter as their next head coach, including the leadership he'll bring to Baltimore, why he's set up to succeed as a first-time head coach, how he'll elevate the defense, who could be his offensive coordinator, and more.See omnystudio.com/listener for privacy information.

Team insiders Ryan Mink and Garrett Downing talk about the three candidates who have reportedly had second interviews with the Ravens, the buzz around Lamar Jackson and Kliff Kingsbury, the ripple effect of John Harbaugh's departure to New York, and more.See omnystudio.com/listener for privacy information.

In This Episode of Business Lunch: Ryan Deiss and Roland Frasier explore the evolving landscape of personal branding and entrepreneurship, focusing on the concept of the 'Individual Empire.' They discuss the shift from being a creator to building a sustainable business, the challenges of content creation, and the importance of team building. The conversation highlights the need for systems and processes to scale effectively and the potential for individual empires to be acquirable in the future. Ultimately, they emphasize that building a business around a personal brand requires careful architecture and planning to ensure longevity and success.Chapters:00:00 Introduction to the Individual Empire Concept02:32 Defining Personal Brands vs. Individual Empires07:35 The Transition from Media to Brand Ownership12:39 Bottlenecks in Content Creation and Audience Growth18:46 Building a Team for Sustainable Growth22:41 The Role of Trust in Consumer Relationships24:26 Valuation of Individual Empires vs. Brands29:59 Best and Worst Case Scenarios for Creators36:08 Final Thoughts on Building Sustainable BusinessesConnect with me on social:TikTok: Check out my TikTok HereInstagram: Check out my Instagram HereFacebook: Check out my Facebook HereLinkedIn: Check out my LinkedIn HereSubscribe to my YouTube

TRIGGER WARNING – THIS EPISODE CONTAINS EXPLICIT LANGUAGE What do you do when you suspect that your new hire could be a bad hire? How can you rectify the situation […] The post Spotting a Bad Hire Before they Burnout the Team through EOS with Dr. Tara Vossenkemper | POP 1333 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

In this episode, we share an honest recap of Kevin's experience at the Long Haul 100. We dive into the emotional highs and lows of race day, the challenges Kevin faced along the way, and the mix of pride and disappointment that comes with tackling a 100-mile race.We also talk about what mattered most in the buildup and during the race—strength training, mobility, fueling, mindset, and the power of having a supportive crew. Kevin reflects on the lessons learned and how this experience will shape his future training and racing.This is a real, unfiltered look at endurance racing and the personal growth that comes from choosing hard things.00:53 Kevin's Race Experience and Initial Reactions01:37 Race Results and Initial Reflections02:46 Positives and Challenges During the Race04:06 Mental and Physical Struggles09:13 Training Reflections and Future Plans17:09 Crew Dynamics and Support23:33 Lessons Learned43:25 Jokes and Reflections on Race Position44:17 Struggles in the Last Loop44:48 Aid Station Experiences46:14 Fueling and Music Challenges47:33 Training and Family Involvement51:30 Mindset and Mobility53:30 Post-Race Reflections55:46 Dark Thoughts and Perseverance01:09:20 Silliness and StrengthJoin the 30 Day Running Reset and get a plan that will help you build a strong and injury-proof body by combining running and strength training in a way that actually works for runners like you.Gain access to my new secret podcast, Unbreakable: The Runner's Guide To Injury-Proofing Your Body After 40. Click here: https://www.realliferunners.com/secret Join the Team! --> https://www.realliferunners.com/team Thanks for Listening!!Be sure to hit FOLLOW on Apple Podcasts, Spotify, or your favorite podcast player Leave a review on Apple Podcasts. Your ratings and reviews really help and we read each one! Come find us on Instagram and say hi! Don't forget: The information on this website is not intended to treat or diagnose any medical condition or to provide medical advice. It is intended for general education in the areas of health and wellness. All information contained in this site is intended to be educational in nature. Nothing should be considered medical advice for your specific situation.

Apply to Join Churchfront Premium Apply to Join Churchfront Pro Free Worship and Production Toolkit Shop Our Online Courses Join us at the Churchfront Conference Follow Churchfront on Instagram or TikTok: @churchfront Follow on Twitter: @realchurchfront Gear we use to make videos at Churchfront Musicbed SyncID: MB01VWQ69XRQNSN   Podcast Notes: Leadership & Scaling from Solo to 10+ Team Members with Jake Gosselin Overview Matt interviews Jake Gosselin about growing Churchfront from a one-person YouTube channel into a 10+ person church AVL systems integration company. They talk through leadership growth, hiring, delegation, and how to maintain vision while scaling, with direct parallels to church leadership. Key Topics & Timestamps Vision as the Foundation (00:00–05:32) Why clear vision needs to come before leadership development Churchfront's mission: "Equip church leaders in spaces with innovative solutions for thriving ministry." The importance of a mission statement, vision statement, and core values A two-day workshop at Ramsey to clarify and communicate vision Natural progression from YouTube creator to leading a 10-person team Key Quote: "If there is no clear vision of where you're trying to bring that organization, then everything else that we're about to talk about with leadership development and scaling an organization is kind of irrelevant because nobody knows where you're going." The Transition from Hands-On to Hands-Off (03:23–07:54) How Jake went from knowing everything to empowering team decision-making Building systems so problems get solved without senior leader involvement Decision-making frameworks around mission, vision, values, and finances When leaders should stay involved vs. when to delegate Team members now have authority and clarity to address issues independently High-risk or costly decisions still require senior leader involvement Key Quote: "It's so cool that my brain, even though I can keep up with a lot of things, I can no longer keep up with all of the cool things that are happening in the business and probably some of the headaches." Hiring A-Players (07:54–13:04) Essential hiring criteria: Mission alignment — genuinely excited about equipping church leaders Self-leadership — evidence of personal discipline (health, appearance, habits) Character references — take time to call references and vet thoroughly Working Genius Assessment — using Patrick Lencioni's framework to build balanced teams Team vetting — multiple team members interview candidates Churchfront Focus: Churchfront only works with churches (not corporate AV, DJ setups, or other venues). Candidates need to genuinely care about the local church. Working Genius Details: $25 assessment (WIDGET acronym) Identifies whether someone leans toward Wonder/Invention vs. Tenacity/Galvanizing traits Helps place people into roles that fit their strengths Recommended for church staff to understand their "genius zones" Key Quote: "If you can't lead yourself, you can't lead others very well." The Challenge of Letting Go (13:37–16:56) Why control is tempting but unsustainable for growth Long-term vision motivates delegation Media/marketing was Jake's original specialty and the hardest area for him to delegate to Matt Over time, Matt learned Jake's standards and expectations Hiring people who are better than you in specific areas Real Examples: Chris installs, rigs, mounts, and runs cable better than Jake Spencer models and drafts 3D spaces faster in Vectorworks James creates better schematics Senior Leader Principle: Leaders should understand all departments without controlling them. Spend a few hours learning the basics so you can make informed decisions about major investments. Church Application: Senior pastors should take Churchfront courses (a couple half-days) to be more informed than most lead pastors when making major AV decisions. Key Quote: "I'm motivated by the long-term vision of where this is going and how big the organization has to go that I'm just like, 'Yeah, I don't need to control everything. I don't want that life where I feel like I have to because I'm just going to be miserable about that.'" Present Leadership Without Micromanaging (17:46–19:40) Weekly team meetings where everyone shares what they're working on Asking: "What did you do last week?" and "What are you working on this week?" (3–10 minutes) Five minutes with each team member can make a huge impact Being present builds trust across the org chart Service businesses succeed based on team health and performance Jake shifted from solo productivity to supporting team members Key Quote: "That five minutes of interaction with one of your team members a week, no matter where they're at in the org chart, goes a long way because they're like, 'Oh wow, our senior leader knows me. I can trust him.'" High-Leverage Activities (19:50–23:16) Definition of leverage: low input, high output—like a tool that multiplies your strength. What Jake focuses on now: Pre-design client conversations — 2–3 hours per project that sets the trajectory for large-budget projects (using Wonder/Invention/Visionary strengths) Media creation — 30 minutes to a few hours can reach thousands (what built Churchfront over 8–10 years) Leader development — multiplication only happens as the team grows from 10+ toward 20–30 For church leaders: Sunday preaching — communication at scale (in-person and online) Developing other leaders — especially in areas where you're less gifted Key Quote: "What can I put lower input into and gives me high output? That's what a lever or a tool is." Leadership Evolution (23:23–25:23) John Maxwell's Five Levels of Leadership (applied): Position — title alone (doesn't get you much) Permission — relationships; people give you permission to lead Productivity — "Follow me because I produce results" (how Churchfront started) Leader development — "Follow me because I'll equip you to lead others" (current focus) Multiplication — creating leaders who create leaders Jake's journey: 2016: solo entrepreneur and highly productive individual Read leadership books and understood the growth track Started with productivity to get things off the ground With 10 people (and aiming for 20–30), he must focus on leader development to reach multiplication Key Insight: Leadership maturity means realizing it's more people-focused than anything else. Advice to 2016 Jake (25:44–28:06) What Jake would tell his younger self: "Buy more Bitcoin" (half-joking) With what he knows now, he could do in 2–3 years what took 10 But he wouldn't rush it—focus on the journey Be a man of good character Follow God Keep sustainable work-life balance Care for spouse and kids Don't rush—God multiplies right inputs into massive outputs Seek wise counsel on business strategy and online marketing Show up and do the work every day For young 20-somethings Jake mentors: Focus on self-leadership and the basics Better strategies exist—learn from wise voices Put in consistent daily work People don't see the late-night edits and behind-the-scenes grind Key Quote: "A lot of people see Churchfront and they're like, 'Wow, it's like 300,000 subscribers. It's a decent sized little business growing a lot.' It's like, yeah, that's after eight to 10 years of just showing up and doing it every single day." Main Themes Don't Throw the Baby Out with the Bathwater As church culture shifts away from overly corporate/produced approaches back toward authenticity, it's still worth keeping the leadership lessons that help organizations run well—especially because leadership often isn't taught deeply in Bible school contexts. Parallels Between Business and Church Leadership Churchfront is a Christian business that prays before meetings and focuses on serving the local church. The leadership principles Jake uses translate directly to church staff leadership, especially for teams of 5–15. The Secret Sauce In service businesses (and churches), the team and people are the product. That's why leader development and team health matter so much. Natural Progression Growth happens in stages. Jake went from being intimidated by the idea of 10 staff members to progressing through each hire and stage—each step building confidence for the next. Practical Takeaways for Church Leaders Clarify your vision first—mission, vision, and core values you return to weekly Hire A-players only—take time, use assessments, and get team input Build decision-making systems so your team can solve problems without you Stay present without micromanaging—even five minutes per person per week helps Focus on high-leverage activities—preaching, leader development, strategic decisions Understand all departments without needing to control them Invest in education—leaders should understand the basics of major spending areas Progress through leadership levels—from productivity to multiplication Prioritize character and self-leadership—in yourself and the people you hire Think long-term—consistent daily effort over 8–10 years creates remarkable results

Dynasty Dad & Snoog break their top 12 Rookie Wide Receivers down into tier to give you insight to make better #dynastytrades & draft selections for to 2026 Rookie Drafts & Leagues 0:00 Introduction1:01 A Tier - Tyson Lemon Tate11:46 B Tier - Concepcion Boston13:47 C Tier - Sarratt Cooper Branch Lane 18:11 D Tier - Bernard Bell Brazzell

Y'all, most boutique fitness studio owners don't have to hustle harder. What they do need? Smart systems and processes that maximize efficiency and productivity so they can stress less. Step one is Episode 702: Top 5 Studio Management Tools That Actually Save You Time with Business Coaches Matt Hanton and Conor McGarry. Do yourself a favor and tune in. Weekly data recaps: templated reports to keep your finger on the pulse  Structured accountability: regular check-ins and clear expectations to prevent fires Customer service scripts: pre-written responses that speed up communication  Team comms: weekly updates that reduce confusion and increase ownership Mission, vision, values: your North Star to inform decisions and performance issues Your work ethic isn't broken. With the right tools, you can do more in less time, enjoy greater clarity and consistency and focus on leading and growing. Episode 702 gets you started. Catch you there, Lise   PS: Join 2,000+ studio owners who've decided to take control of their studio business and build their freedom empire. Subscribe HERE and join the party! www.studiogrow.co www.linkedin.com/company/studio-growco/  

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.

This week on the Justice Team Podcast, we are joined by attorneys and Simon Law Group partners, Brad Simon & Jason Sanchez! Did you know that Brad is Bob's twin brother, and they started the Simon Law Group together more than fifteen years ago? Brad is here today to share his insights on what it really takes to run your own trial firm. This episode is brought to you by CallRail, a powerful lead engagement platform that helps law firms understand which campaigns are driving inbound leads—whether it's calls, texts, forms, or chats. Visit callrail.com/jtn for more! Justice HQ community subscriptions are open to all starting at $20 a month. Go to www.justicehq.com or download the mobile app today! Attorney Share lets you turn cases you can't take into revenue for your firm. You can sign up now for a free account at www.attorneyshare.com. Have a legal need or question? Call our law firm, the Justice Team at 844-THE-TEAM, or visit justiceteam.com!

Buffalo Bills Post-McDermott Era: Analysis of the Firing and Future Outlook In this episode of Circling the Wagons, the Buffalo Bills' decision to fire head coach Sean McDermott is scrutinized. The hosts review the press conference featuring owner Terry Pegula and GM Brandon Beane, offering insights and commentary on the reasons behind the firing. Emotions ran high in the press conference as Pegula cited the post-game locker room atmosphere after a playoff loss as a key factor. Beane defended the roster's construction and took responsibility for missed decisions, while also clarifying his collaborative approach in player selection. The episode also dives into prospective coaching candidates and the impact of these changes on the team and key players like Josh Allen. The episode sheds light on the team's strategy moving forward and acknowledges mixed reactions from players and fans. Tune in for detailed analysis and passionate discussions about the Bills' future direction. Go Bills! 00:00 Introduction: Bills in Turmoil 01:00 Initial Reactions and Personal Thoughts 02:26 Press Conference Begins 03:22 Terry Pegula's Statement 05:51 Locker Room Emotions and Decision Making 13:15 Brandon Beane's Perspective 17:25 Media Questions and Responses 20:33 Criticism and Defense 25:40 Final Thoughts and Reflections 48:18 Reflecting on Draft Decisions and Player Development 49:13 Evaluating Player Performance Post-Buffalo 49:57 Debating Organizational Dynamics and Decision-Making 51:18 Hiring a New Head Coach: Process and Considerations 53:55 Addressing Coaching Changes and Team Reactions 59:14 Ownership's Role and Media Accessibility 01:03:56 Roster Construction and Coaching Responsibilities 01:09:44 Future of the Team and Coaching Search 01:31:16 Concluding Thoughts and Listener Engagement If you like our show, tell a friend and spread the word! Like, Comment, Share and Subscribe! Email us questions, comments, or Bills stories: ctwpod@gmail.com Follow us on X/Twitter: @CTWpod Like us on Facebook: Circling the Wagons: A Buffalo Bills Podcast Follow us on Instagram: CTWpod Subscribe to our YouTube Channel: @CTWpod Check out our low-priced Bills T-Shirts, Socks, Hoodies, Mugs & More: Circling the Wagons TeePublic Store Get $125 for every $100 you deposit for Sports Betting on BetUS (where we bet each week) #BillsMafia #BuffaloBills #GoBills #Buffalo #JoshAllen  

Ben Davis and the Morning Show discuss the insanity of some MLB contracts. James Seltzer breaks it to the Team that another candidate for the Eagles offensive coordinator position is off the market, as Zac Robinson goes to the Buccaneers. Reuben Frank joins the show and tells Joe DeCamara that potential coaches should be eager to come to Philadelphia and teach Jalen Hurts.

Ben Davis does not hold back when reacting to comments Bo Bichette made to the media about why he signed with the Mets! The Phillies legend calls the Mets a “losing organization” and tells Bo Bichette to “blow that smoke elsewhere.” The Team debates why Mike McDaniel went to the Chargers and not the Eagles. Jon Ritchie brings up the importance of autonomy as an offensive coordinator and that McDaniel may not have gotten the creative freedom he needed from Eagles' coaching staff.

IIn this episode, hosts Shaq, Neil, and Homer dive deep into the ongoing Team of the Year promo in FC26 where the midfielders get their time in the spotlight. They discuss their experiences with the promo, expressing a mix of excitement and disappointment regarding pack weights and the overall content. Homer shares his underwhelming feelings about the promo, comparing it to a lackluster WrestleMania without star players. Neil adds that the grind for Team of the Year cards has been tougher this year, with lower pack odds making it difficult to obtain high-rated players. The conversation shifts to the gameplay content and the community's collective frustration with the current state of the game, highlighting the need for better rewards and more engaging content.TakeawaysTeam of the Year is a major promo but often leads to disappointment.Pack weights this year are significantly lower than previous years.The community is feeling a collective frustration with the current state of FC.Gameplay content is abundant, but rewards are lacking.Expectations for Team of the Year often lead to disillusionment.Chapters00:00 Welcome Back to Foot and Review01:15 Team of the Year Expectations02:32 Homer's Underwhelming Experience03:55 Neil's Take on Pack Weights06:10 Community Reactions to Team of the Year10:33 Gameplay Content vs. Pack Rewards18:23 Midfielders and Their Stats23:10 SBC Choices and Future Icons25:37 Team of the Year SBCs: Pricing and Requirements27:36 Player Performance: Stamina and Attributes31:02 Upcoming Icon Swaps: Expectations and Speculations34:29 Evolutions: Current State and Future Prospects40:26 The Impact of Icon Swaps on the Community49:06 Final Thoughts and Community EngagementCheck out our socials:X: https://twitter.com/futinreviewInstagram: https://instragram.com/futinreviewTikTok: https://www.tiktok.com/@futinreviewpodcastQuestions:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠futinreview@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://youtube.com/futinreview⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.futinreview.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://patreon.com/futinreview⁠

Der FC Bayern qualifiziert sich sicher für das Achtelfinale der Champions League, holt als einziges deutsches Team einen Sieg in der Ligaphase der Königsklasse. Ein glanzloser 2:0-Sieg über Belgien-Meister Union Saint-Gilloise sichert dem Rekordmeister mindestens Platz 4 in der Tabelle. Und die anderen deutschen Teams? Eintracht Frankfurt verliert bei Qarabag Agdam, erlebt damit den Knockout in der Champions League. Bayer Leverkusen liegt noch in den Playoff-Rängen, muss den Playoff-Rang aber am letzten Spieltag noch verteidigen. Der BVB verzockt mit einem schwachen Spiel bei den Tottenham Hotspur wahrscheinlich die Top 8 und muss in den Playoffs nachsitzen. In der 2. Liga hingegen landet Schalke 04 den Transfer des Winters. Edin Dzeko (39) steht kurz vor der Unterschrift bei Königsblau.

Steve Palazzolo from the 33rd Team joined the show. Steve laughed at Mario Cristobal being a name thrown around for the Steelers job – suggesting Curt Cignetti as the only college coach in this cycle he would expect to get looks. Steve talked about a few teams that don't send personnel to events like the Senior Bowl and NFL Combine. Steve doesn't understand how Mike McCarthy would make sense with this job. Steve thinks it could be too early for someone like Nate Scheelhaase as a head coach and he wants to see him work as an offensive coordinator first. Steve pointed out some key differences in Fernando Mendoza and Will Howard, the latter called an ‘OK' prospect by Steve. Steve got into the arm talent and strength traits that don't often slip through the cracks if there isn't much more to their game, like Anthony Richardson in comparison to Josh Allen. Should the Steelers call Sean McDermott? Steve said Yes.

The guys reacted to speculation that Mario Cristobal could be worked into the mix of Steelers coaching candidates. There's also a report out there from ESPN that some coaches are worried about the Steelers job because Art Rooney II is ‘cheap' and the organization needs to bump up salaries and size of staff. We will find out something when the new coach is hired – if it was a Rooney money thing or a Mike Tomlin thing when it came to staff size. Imagine if someone like Chris Shula said ‘no' to the role because he knew his staff would have limitations. Shouldn't the Steelers have savings from not having to pay Tomlin anymore? Steve Palazzolo from the 33rd Team joined the show. Steve laughed at Mario Cristobal being a name thrown around for the Steelers job – suggesting Curt Cignetti as the only college coach in this cycle he would expect to get looks. Steve talked about a few teams that don't send personnel to events like the Senior Bowl and NFL Combine. Steve doesn't understand how Mike McCarthy would make sense with this job. Steve thinks it could be too early for someone like Nate Scheelhaase as a head coach and he wants to see him work as an offensive coordinator first. Steve pointed out some key differences in Fernando Mendoza and Will Howard, the latter called an ‘OK' prospect by Steve. Steve got into the arm talent and strength traits that don't often slip through the cracks if there isn't much more to their game, like Anthony Richardson in comparison to Josh Allen. Should the Steelers call Sean McDermott? Steve said Yes. Donny Football Debrief – NFL awards finalists have been announced.

Team insiders Ryan Mink and Garrett Downing provide an update on where the Ravens stand, candidates scheduled for second interviews, how the Bills' opening shakes things up, the latest on the Steelers and Browns' searches, and more. Plus, they sit down with Hall of Fame sportswriter Clifton Brown to talk about his esteemed career.See omnystudio.com/listener for privacy information.

In this episode of the HVAC Know It All Business Edition Podcast, co-hosts Gary McCreadie and Furman Haynes of WorkHero discuss the business side of HVAC with veteran technician and entrepreneur Greg Crumpton, the Vice President of Service Logic. Greg is an expert in mission-critical environments like data centers and hospitals. Greg shares his vast knowledge of the HVAC business, covering everything from financials and profit margins to building a solid team and breaking into specialized markets like liquid cooling.   Expect to Learn: - How to calculate and interpret key financial metrics like EBITDA and Net Profit for HVAC businesses. - The importance of team culture and how to build a solid team in an HVAC business. - Key strategies for moving from working "in" the business to working "on" the business as an owner. - How to break into mission-critical work, including data centers and liquid cooling systems. - Tips for retaining top employees and building a culture of excellence within your company.   Episode Breakdown with Timestamps: [00:00:00] - Introduction to the Episode [00:01:05] - Understanding EBITDA and Profit Margins in HVAC [00:03:51] - Transition from Technician to Business Owner [00:06:52] - Building a Strong Company Culture and Team [00:13:19] - Breaking into Mission-Critical HVAC Work [00:16:32] - Opportunities in Liquid Cooling and Direct Refrigerant to the Chip [00:20:57] - Closing Remarks and Contact Information   Follow Greg Crumpton on:  LinkedIn: https://www.linkedin.com/in/crumptonskilledtrades/ Instagram: https://www.instagram.com/gregcrumpton/?hl=en Facebook: https://www.facebook.com/gregcrumpton.airtight/ Company's Website: https://www.servicelogic.com/ Company's LinkedIn: https://www.linkedin.com/company/service-logic   Follow Furman Haynes on:  LinkedIn: https://www.linkedin.com/in/furmanhaynes/  WorkHero: https://www.linkedin.com/company/workherohvac/    Follow Gary McCreadie: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/  Website: https://www.hvacknowitall.com  Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/   Instagram: https://www.instagram.com/hvacknowitall1/   

When Dr. Elizabeth Boham was diagnosed with aggressive triple negative breast cancer at just 30 -- during her medical residency, with no family history -- what she later discovered years later through functional medicine were the forces that might have led to her and countless others being susceptible to developing breast cancer. Today, with decades of regained health and of caring for patients, Dr. Boham is a wealth of knowledge, experience and practicality. We dive into small steps we can take to address some of the key drivers of breast wellness, so join us for this uplifting and empowering conversation!   LET'S TALK THE WALK! Join here for support, motivation and fun! Wellness While Walking Facebook page Walking to Wellness Together Facebook GROUP Wellness While Walking on Instagram Wellness While Walking on Threads Wellness While Walking on Twitter Wellness While Walking website for show notes and other information wellnesswhilewalking@gmail.com   RESOURCES AND SOURCES (some links may be affiliate links) DR. ELIZABETH BOHAM, MD MS RD, IFMCP Breast Wellness: Tools to Prevent and Heal From Breast Cancer Kindle edition Paperback edition Dr. Boham's 15 Tips for Breast Wellness Dr. Boham's Website Dr. Boham on Instagram The UltraWellness Center, Lenox, MA (Caring for patients worldwide) Main Page  About the Team, Including Medical Director Dr. Elizabeth Boham Clinical Approach  How to Work with The UltraWellness Center    HEALTH COACH CAROLYN Get on the waitlist for the first Lifestyle Change Workshop of 2026: Email wellnesswhilewalking@gmail.com with your interest (but no obligation)! Details to follow Past Wellness While Walking Episodes with Dr. Boham Ep. 32: Reducing Inflammation for Optimal Health Ep. 33: Food as Medicine, Gratitude, Movement + More   HOW TO RATE AND REVIEW WELLNESS WHILE WALKING How to Leave a Review on Apple Podcasts on Your iOS Device 1.   Open Apple Podcast App (purple app icon that says Podcasts). 2.   Go to the icons at the bottom of the screen and choose "search" 3.   Search for "Wellness While Walking" 4.   Click on the SHOW, not the episode. 5.   Scroll all the way down to "Ratings and Reviews" section 6.   Click on "Write a Review" (if you don't see that option, click on "See All" first) 7.   Then you will be able to rate the show on a five-star scale (5 is highest rating) and write a review! 8.   Thank you! I so appreciate this!   How to Leave a Review on Apple Podcasts on a Computer  1.   Visit Wellness While Walking page on Apple Podcasts in your web browser (search for Apple Podcasts or click here)  https://www.apple.com/apple-podcasts/ 2.   Click on "Listen on Apple Podcasts" or "Open the App" 3.   This will open Apple Podcasts and put in search bar at top left "Wellness While Walking" 4.   This should bring you to the show, not a particular episode – click on the show's artwork 5.   Scroll down until you see "Rating and Reviews" 6.   Click on "See All" all the way to the right, near the Ratings and Review Section and its bar chart 7.   To leave a written review, please click on "Write a Review" 8.   You'll be able to leave a review, along with a title for it, plus you'll be able to rate the show on the 5-star scale (with 5 being the highest rating) 9.   Thank you so very much!! OTHER APPS WHERE RATINGS OR REVIEWS ARE POSSIBLE Spotify Goodpods Overcast (if you star certain episodes, or every one, that will help others find the show)  Castbox Podcast Addict Podchaser Podbean   HOW TO SHARE WELLNESS WHILE WALKING Tell a friend or family member about Wellness While Walking, maybe while you're walking together or lamenting not feeling 100% Follow up with a quick text with more info, as noted below! (My favorite is pod.link/walking because it works with all the apps!) Screenshot a favorite episode playing on your phone and share to social media or to a friend via text or email! Wellness While Walking on Apple – click the up arrow to share with a friend via text or email, or share to social media Wellness While Walking on Spotify -- click the up arrow to share with a friend via text or email, or share to social media Use this universal link for any podcast app: pod.link/walking – give it to friends or share on social media Tell your pal about the Wellness While Walking website Thanks for listening and now for sharing! : )       DISCLAIMER Neither I nor many of my podcast guests are doctors or healthcare professionals of any kind, and nothing on this podcast or associated content should be considered medical advice. The information provided by Wellness While Walking Podcast and associated material, by Whole Life Workshop and by Bermuda Road Wellness LLC is for informational and entertainment purposes only. It is not intended to be a substitute for professional medical advice, diagnosis or treatment. Always seek the advice of your physician or other qualified health care provider with any questions you may have regarding a medical condition or treatment, and before undertaking a new health care regimen, including walking.     Thanks for listening to Wellness While Walking, a walking podcast and a "best podcast for walking"!

Dylan and Alex link up the discuss the following: Dub injury How that affects the team moving forward Chet's ascension Role players stepping up Isaiah Joe and Aaron Wiggins catching a rhythm Ajay Mitchell's mature game Team building and the trade deadline The Kawhi Leonard injury and a couple Tankathon spins And more... Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

ash joins to discuss FiRE Major in Argentina announcement, Anubis late reintroduction, BLAST Bounty impressions (boring!), and event attendance strategy for the season.➡️ Follow us for updates: https://twitter.com/HLTVconfirmed

Joe DeCamara and James Seltzer debate the morning away on how they grade the Phillies offseason after failures to add certain stars to the roster. Dave Dombrowski told the media on Tuesday that the Phillies are “content” with their offseason moves, worrying Jon Ritchie. Devan Kaney gives her perspective after being at the ballpark. The Team welcomes Ross Tucker, Sheil Kapadia, and film director Mike Tollin on the Morning Show!

Joe DeCamara shares, in great detail, what he has scheduled in his daily planner during Ask Me Anything! Ross Tucker joins the Morning Show! The NFL insider weighs in on the Phillies front and explains more about the offensive coordinator search for the Eagles. Ross tells the Team all the reasons for which a new coach may be wary about when considering coming to Philadelphia.

Joe DeCamara asks The Ringer's Sheil Kapadia to give his assessment of the NFL coaching landscape as it relates to the Eagles' search for a new offensive coordinator. Sheil explains what recent hirings say about the open position in Philadelphia and grades the Phillies offseason with the Team from the perspective of a fan.

Feeling like your business runs you instead of the other way around? You started your business for freedom, flexibility, and control over your time, but somehow, your days feel like an endless loop of decisions, tasks, and stress.What if the thing you've been resisting is actually key to finally getting that freedom back? Listen in and discover how the right systems can make your business run smoother, your decisions easier, and give you the clarity and control you've been craving… without ever stealing your freedom.

In this riveting episode, CoopaDil & KRizz revisit the iconic 1983 television series The A-Team, exploring its captivating characters, nostalgic impact, and the cultural significance it holds in pop culture. The Carm Apples discuss the show's premise, the unique traits of each key character, and the behind-the-scenes drama that shaped its legacy. The A-Team remains a beloved classic, showcasing action, adventure, and the charm of 80s television. "We love it when a plan comes together!" Bang, bang, bang!Which characters of The A-Team was your favorite soldiers of fortune stirring up mayhem in this cherished 80s series?- Hannibal - The Face - Murdock - Mr. T - Amy AAA - GMC Vandura vanIf you like what we do in the way of caramelicious nostalgia, drop by and show us some support at Buy Me a Coffee dot com… (go to link below), we so appreciate you! Thanks a latte!!

In this special edition of NFL Spotlight, Ari Meirov reviews the 2 hirings that took place on Monday with Robert Saleh agreeing to become the next head coach of the Tennessee Titans and Jeff Hafley signing on to join the Miami Dolphins. Ari then goes through the remaining 6 openings and discusses the candidates and timeline we should expect the teams to follow for filling the openings. Sign up for FanDuel Sportsbook today! New customers visit FanDuel.com & if you win your first $5 wager, you get $300 in bonus bets! ———————————— Visit Root.com and find out how you can get rewarded for safe driving with Root Insurance. NFL Spotlight is dedicated to shining a light on those in the NFL that deserve a spotlight with top-notch insight and research from Ari Meirov. Follow Ari on X: https://x.com/MySportsUpdate Follow Ben on X: https://x.com/BenAllenSports Follow The 33rd Team on X: https://x.com/The33rdTeamFB Learn more about your ad choices. Visit megaphone.fm/adchoices

Coming at you LIVE from Benny Frank's! Where we are joined by Food Network's ‘Chopped' Champion Chef Enrique where he gives us some incite to being a chef, his speciality menu at Benny Frank's and the perks of being Chef Enrique. Plus Voo hits us with 21 questions where things get a little spicy. Follow us on social media @AaronScenesAfterParty

01/20/25 Full Show Sports Junkies: Commanders Still Looking For A DC full 10331 Tue, 20 Jan 2026 15:00:00 +0000 tuBBF2xcKx6ZXaTtq0fwLd4bqLIvNyze sports The Sports Junkies sports 01/20/25 Full Show Sports Junkies: Commanders Still Looking For A DC For more than 25 years, The Junks have owned Washington D.C. sports radio, covering Commanders, Nationals, Capitals, Wizards, Hokies, Terrapins, and Hoyas news. Every weekday, childhood friends John-Paul “J.P.” Flaim, Eric “E.B.” Bickel, John “Cakes” Auville, and Jason “Bish” Bishop talk DMV sports, pop culture, life, and more. Plus, they regularly chat with guests like sportswriter John Feinstein, Nats GM Mike Rizzo, and Caps head coach Spencer Carberry.Catch the Sports Junkies live Monday through Friday (5 a.m. - 10 a.m ET) on 106.7 The Fan, home of the Nationals, Capitals, and Hokies; Team 980, home of the Wizards, Terrapins, and Hoyas; or on the Audacy app. For more, follow the show on X @JunksRadio. © 2025 Audacy, Inc. Sports False https://player.amperwave

01-20-26 - Great Weekend Of Football Made Us All Lazy - Bills Fire McDermott Meaning The Cardinals Are Further Down The Hiring Ladder - John's Program Of Feeding Boogers To Hated People. Team owners And Renter Who Smeared Place w/BoogersSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

THE RIP writer/director Joe Carnahan returns to our podcast The Movies That Made Me. This time, Joe takes hosts Josh Olson and Joe Dante on a sonic journey to unpack the John Williams scores that made him! Check out Joe's first appearance on the podcast here. Show Notes: Movies Referenced In This Episode The Rip (2026) The Man Who Would Be King (1975) Butch Cassidy and the Sundance Kid (1969) Cool Hand Luke (1967) Fiddler on the Roof (1971) The Poseidon Adventure (1972) The Towering Inferno (1974) Earthquake (1974) Jaws (1975) Images (1972) The Cowboys (1972) Shaft (1971) Shaft's Big Score! (1972) Close Encounters of the Third Kind (1977) Superman: The Movie (1978) The Empire Strikes Back (1980) Raiders of the Lost Ark (1981) Indiana Jones and the Temple of Doom (1984) Gremlins (1984) Poltergeist (1982) Cobra (1986) JFK (1991) The Usual Suspects (1995) Munich (2005) The Great Escape (1968) Stripes (1980) 1941 (1979) Animal House (1978) The A-Team (2010) The Howling (1981) The Trouble with Harry (1955) Maestro (2024) Not Without Hope (2025) Shadow Force (2025) ET the Extra-Terrestrial (1982) Always (1989) Empire of the Sun (1987) The Last Emperor (1987) Last Tango in Paris (1973) Other Notable Items Our Patreon!  The Hollywood Food Coalition Orson Welles Matt Damon Ben Affleck Brad Pitt “Debbie Downer” on Saturday Night Live Netflix John Huston Paul Newman Robert Redford Humphrey Bogart Clark Gable Sean Connery Michael Caine The Aero Theatre in Santa Monica, CA John Williams “The Sabbath Prayer” song from Fiddler on the Roof Irwin Allen Steven Spielberg Robert Altman John Wayne Dede Allen Bruce Dern Jason Patrick Roscoe Lee Brown The Smokehouse Restaurant Richard Roundtree “Theme From Shaft” song by Isaac Hayes (1971) Glen Ford Glen Campbell Frank Oz Sylvester Stallone John Ottman Donald Surherland Jerry Goldsmith David Mamet Elmer Bernstein Dick Miller Nancy Allen Tim Matheson Robert Zemeckis Bob Gale Our Stephen Bissette podcast episode Swamp Thing comic books Pino Donaggio Bernard Hermann The Twilight Zone TV series (1959-64) Bradley Cooper Clinton Shorter Kerry Washington James Cameron Christopher Nolan Omar Sy The Hollywood Bowl Bernardo Bertolucci Maria Schneider Learn more about your ad choices. Visit megaphone.fm/adchoices

Jason and Chris sit down for a great conversation with some of their favorite people!In the studio is Team 178 consisting of owner and driver Aaron Smith, co-dawg Kevin ‘Ultra4Jones' Jones and crew chief Rodney ‘Hotrod' Muller.The conversation revolves around the teams prep and strategy for the upcoming 2026 King of the Hammers!We will all be there and hope that many of you will be able to attend too!Enjoy and Cheers! Check out our sponsor!  We are very excited to be partnered up with the one and only Rubitracks!  Check out Rubitracks website in the link below and be sure to tell them you heard about them on Wheeling Wine and Whiskey Podcast! Rubitracks Don't forget to give us a review on Apple Podcasts. You'll need to have an Apple account to post, but once you do, slide into our DM's @wheelingwineandwhiskey on Instagram and we'll send you a sticker so you can show you are a fan of one of the finest off-roading podcasts that exist. You can call us and leave a voicemail. I'm not sure what happened with the section of the show notes with the number to call, but here it is: (408) 800-5169. Lorenzo would love to hear from you and we'll play it on the show. How fun is that?!? CalStar Air Ambulance Cal4Wheel Register at Irate4x4 Join the WWW Barrel Society at Irate4x4 Irate 4×4 Website Dirtbag Clothing Old Elk Bourbon California Campfire Permit If you enjoy the Wheeling Wine and Whiskey off road 4×4 podcast, then check out these other awesome off-roading podcasts too! SnailTrail4x4 Podcast Owned, Produced and Copyrighted by Wheeling Wine and Whiskey Podcast, LLC. Professionally Edited by Chris Mains using Adobe Audition Have a podcast but are tired of editing it? Contact Chris Mains (chris@wheelingwineandwhiskey.com) for reasonably priced post production editing and consulting. Music provided by Vial 8

We are living in interesting times if you're a Christian in America. Open social media for a second on any given day and you can see outrage on one side and celebration on the other for those who follow Jesus. How are we supposed to navigate times like these? What are we supposed to believe? How are we supposed to think? What should followers of Jesus do in times like this? I don't have all the answers, but I appreciate bold voices who help us make sense of the chaos. One of those voices is Brittany Packnett Cunningham. Brittany is an activist, an educator, a writer, and a leader who spends her time at the intersection of culture, justice, and policy. She doesn't just live in the realm of lofty ideas, but is actively working to make life better for the most vulnerable in society. Brittany is also a Christian. In this conversation we talk about her faith journey. We share stories of my journey growing up in white evangelicalism and her first encounter with white evangelicalism. We talk about what it means to follow Jesus today. How our faith should influence our voting and our politics. No matter what side of the political spectrum you are on, Brittany has something to teach us if we're willing to listen. This is David Santistevan and you can reach me anytime with questions, guest recommendations, complaints, or criticisms at david@beyondsundayworship.com As always, thank you so much for listening. Topics Covered: Brittany’s faith tradition growing up The need for liberation theology and what it means for the local church The importance of unlearning and contextualizing theology Noticing how white supremacy undermines the prosperity of black people The defunding of HBCUs and what that means for black thriving in America What it means to be a red letter Christian Politics and faith The prophetic witness of the Black Church Resources Mentioned: Show Sponsor: Planning Center Brittany on Instagram Brittany on Threads Brittany’s Website The Black Church in the African American Experience by C. Eric Lincoln & Lawrence H. Mamiya Jesus And John Wayne by Kristen Kobes Du Mez Podcast cover art photography: https://www.bepureblack.com/ Show Sponsor: This episode is sponsored by Planning Center, an all-in-one church management software made to help churches help people. You can organize your ministries and keep everyone on your team communicating and aligned around what's going on. As a worship leader, good communication is key to building a strong worship team. You can cultivate relationships while ensuring everyone has what they need to successfully prep for your services. But why not take it up a notch using the chat feature? Built right into the Services mobile app—which, by the way, you should totally download if you haven't already—chat helps you coordinate all the service details with your team. Plus, you can have fun while doing it! No more juggling emails, group texts, and multiple apps to ensure your whole team is aligned. Chat will simplify your communication in one convenient place through the Services mobile app. And everyone can ask questions, request prayer, or join the banter in real-time with one another. The really cool part about chatting with your teams? Team members are dynamically added or removed from conversations as availability changes! So if your original bass player suddenly declines (why is it so hard to find a bass player, anyway?), your newly scheduled bass player is automatically added to the chat conversation. All of your chat conversations stay in sync. No more outdated group threads or irrelevant messages! So what are you waiting for? Download the Services app and start chatting! The post #381: Evangelicalism, Justice Work, And Red Letter Christianity with Brittany Packnett Cunningham appeared first on Beyond Sunday Worship.

DynastyDadFF & FFSnoog take a closer look into the 2026 rookie class landscape and how to cash in on trade equivalents for the dynasty offseason - we cover each position, the strengths of the class, and who our favorite top names are.0:00 Introduction2:42 Ceedee Lamb6:50 Tetaioa McMillan10:47 Garrett Wilson13:54 Chris Olave17:33 Tee Higgins 20:12 Luther Burden III23:02 Jameson Williams 27:02 Devonta Smith28:58 Zay Flowers32:26 Jaylen Waddle 35:00 1.11-1.12 ConundrumIf looking for more content we've created a Premium ‪#SmashAccept‬ Discord Community for:

Former CIA officer and whistleblower JOHN KIRIAKOU reveals how easily you're tracked, the truth about surveillance, manipulation, and torture, and why exposing the CIA sent him to prison! John Kiriakou is a former CIA counterterrorism officer and intelligence analyst who served for 15 years, including as chief of counterterrorism operations in Pakistan after 9/11. He publicly blew the whistle on the CIA's torture program, for which he served 23 months in prison. He explains: ◼️How intelligence agencies can monitor your car in real time ◼️The proven psychology the CIA uses to recruit spies ◼️Why he went to prison for exposing the truth, and would do it again ◼️The surveillance mistake that instantly makes you easier to track ◼️Why telling the truth is treated as a national security threat (00:00) Intro (02:32) I Blew the Whistle on the CIA (04:09) What Was Your Role in the CIA? (12:27) How Did You End Up Being a Spy? (14:47) The CIA's Strategy With Podcasters (17:28) How Did You Get Into the CIA? (23:14) What Was Your Training Like? (27:38) People's Vulnerabilities (31:13) What Can the CIA Really Get for Someone? (32:59) Lying and Lie Detection (37:34) Do You Often Have to ‘Take One for the Team' in the CIA? (41:13) What Does the Average Person Not Know About the World? (47:21) Digital Security (51:48) Sleeper Agents: Training Spies From Birth (56:19) Is the Average Person Interacting With a Spy? (58:10) How Many Spies Are There in the US? (01:03:46) Conspiracy Theories (01:05:11) Dosing Americans With LSD (01:08:33) Are the CIA Involved in Iran? (01:10:50) Have You Ever Killed Anyone? (01:14:48) Which Spy Force Is the Most Impressive? (01:21:15) Was Jeffrey Epstein a Spy? (01:26:39) Who Is the Real Adversary? (01:28:54) Is Venezuela a Cover for Something Else? (01:33:04) Does China Want the US to Fall? (01:33:52) Is the US Going Bankrupt? (01:35:57) Why Does the US Government Keep Breaking the Law? (01:39:52) Should You Be Pardoned by Trump? (01:40:31) What Did You Stop Doing That Improved Your Life? Follow John: X - https://bit.ly/4bAFhy4  Instagram - https://bit.ly/4b3GQ7M  You can purchase John's book, Surveillance and Surveillance Detection: A CIA Insider's Guide‘, here: https://amzn.to/4qU7Cnv  The Diary Of A CEO: ◼️Join DOAC circle here - https://doaccircle.com/  ◼️Buy The Diary Of A CEO book here - https://smarturl.it/DOACbook  ◼️The 1% Diary is back - limited time only: https://bit.ly/3YFbJbt  ◼️The Diary Of A CEO Conversation Cards (Second Edition): https://g2ul0.app.link/f31dsUttKKb  ◼️Get email updates - https://bit.ly/diary-of-a-ceo-yt  ◼️Follow Steven - https://g2ul0.app.link/gnGqL4IsKKb  Sponsors: Pipedrive - https://pipedrive.com/CEO  Intuit -  If you want help getting out of the weeds of admin, https://intuitquickbooks.com

Watch The X22 Report On Video No videos found (function(w,d,s,i){w.ldAdInit=w.ldAdInit||[];w.ldAdInit.push({slot:17532056201798502,size:[0, 0],id:"ld-9437-3289"});if(!d.getElementById(i)){var j=d.createElement(s),p=d.getElementsByTagName(s)[0];j.async=true;j.src="https://cdn2.decide.dev/_js/ajs.js";j.id=i;p.parentNode.insertBefore(j,p);}})(window,document,"script","ld-ajs");pt> Click On Picture To See Larger Picture The EU/Germans are starting to see that the direction of the world has changed, they are now trapped in destroying the power infrastructure. Trump placed tariffs on EU, the EU thinks they can fight back, they already lost. The Fed is panicking, they keep repeating independence, in the end there will be no Fed. The [DS] is trying to keep their agenda on track and they are trying to maintain the old guard power structure. Trump is the process of dismantling the old guard power structure and the [DS] cannot stop it. Everything is at stake, the people must take back the power. Trump is leading the [DS] down the path to have an insurrection against the people of this country, trap set. Hold the line justice is coming, Trump is getting all the leverage.   Economy German Chancellor Merz Admits Shutting Down Nuclear Energy Production Was a “Severe Strategic Mistake” Germany has a severe electricity shortage and cost problem, and it's getting worse. German Chancellor Friedrich Merz recently made the admission that shutting down the German nuclear power reactors was a “severe strategic mistake.” “To have acceptable market prices for energy production again, we would have to permanently subsidize energy prices from the federal budget,” Merz said, adding: “We can't do this in the long run.” “So, we are now undertaking the most expensive energy transition in the entire world,” Merz said with pronounced frustration. “I know of no other country that makes things so expensive and difficult as Germany.” Keep in mind, Germany represents the largest contributing economy in the European Union.  The German industrial sector is the backbone of the European economic model. Source: theconservativetreehouse.com (function(w,d,s,i){w.ldAdInit=w.ldAdInit||[];w.ldAdInit.push({slot:18510697282300316,size:[0, 0],id:"ld-8599-9832"});if(!d.getElementById(i)){var j=d.createElement(s),p=d.getElementsByTagName(s)[0];j.async=true;j.src="https://cdn2.decide.dev/_js/ajs.js";j.id=i;p.parentNode.insertBefore(j,p);}})(window,document,"script","ld-ajs");    very successfully, at that! Nobody will touch this sacred piece of Land, especially since the National Security of the United States, and the World at large, is at stake. On top of everything else, Denmark, Norway, Sweden, France, Germany, The United Kingdom, The Netherlands, and Finland have journeyed to Greenland, for purposes unknown. This is a very dangerous situation for the Safety, Security, and Survival of our Planet. These Countries, who are playing this very dangerous game, have put a level of risk in play that is not tenable or sustainable. Therefore, it is imperative that, in order to protect Global Peace and Security, strong measures be taken so that this potentially perilous situation end quickly, and without question. Starting on February 1st, 2026, all of the above mentioned Countries (Denmark, Norway, Sweden, France, Germany, The United Kingdom, The Netherlands, and Finland), will be charged a 10% Tariff on any and all goods sent to the United States of America. On June 1st, 2026, the Tariff will be increased to 25%. This Tariff will be due and payable until such time as a Deal is reached for the Complete and Total purchase of Greenland. The United States has been trying to do this transaction for over 150 years. Many Presidents have tried, and for good reason, but Denmark has always refused. Now, because of The Golden Dome, and Modern Day Weapons Systems, both Offensive and Defensive, the need to ACQUIRE is especially important. Hundreds of Billions of Dollars are currently being spent on Security Programs having to do with “The Dome,” including for the possible protection of Canada, and this very brilliant, but highly complex system can only work at its maximum potential and efficiency, because of angles, metes, and bounds, if this Land is included in it. The United States of America is immediately open to negotiation with Denmark and/or any of these Countries that have put so much at risk, despite all that we have done for them, including maximum protection, over so many decades. Thank you for your attention to this matter! DONALD J. TRUMP PRESIDENT OF THE UNITED STATES OF AMERICA   https://twitter.com/disclosetv/status/2012565207730545125?s=20 https://twitter.com/disclosetv/status/2012634968556523924?s=20   https://twitter.com/KobeissiLetter/status/2012875286702899711?s=20  restrict US access to the EU market, potentially blocking US banks from EU procurement and targeting US tech giants. This trade weapon has never been used before. In short, yes—a potential trade war triggered by these actions would likely inflict more economic pain on the EU than the U.S., though both sides would suffer. The asymmetry stems from trade dependencies, market sizes, and broader leverage. Trump will counter the EU Raise the threatened tariffs beyond 25% (e.g., to 50-60% on key EU goods like autos, steel, or agriculture) to force concessions. He’s already signaled willingness to go higher if no Greenland deal materializes. Impose sanctions on specific EU sectors or companies, such as luxury goods (hurting France) or tech imports, while exempting allies who break ranks (e.g., if Italy or Eastern Europe hesitate on ACI). Broader Leverage: Link trade to NATO or security, threatening to reduce U.S. troop presence in Europe or cut funding unless EU backs off. He could also accelerate “Buy American” policies to boost domestic alternatives. Publicly dismiss the ACI as “weak” or “all talk” via X or statements, then push for bilateral deals with individual EU countries to divide the bloc (e.g., deals with the UK post-Brexit).  If ACI activates, pursue WTO challenges or rally non-EU allies (e.g., Canada, Japan) against EU measures, while advancing U.S. Arctic strategy independently.   https://twitter.com/FUDdaily/status/2012668421612183897?s=20  on stolen IP with fraudulent certification, and made with slave labour, while plundering the world’s oceans and polluting the planet like no other. Then as Europe deindustrialises and offshores its manufacturing to China (along with the knowledge economy that goes with it), it passively allows China to subvert its customs enforcement and tariff regime, and rolls out the red carpet for industrial scale data theft. Make no mistake. China IS at war with the West. This is an economic war that’s been going on for thirty years or more. But Western liberals would rather align with China because Orange man bad. That’s the mentality we’re dealing with here. For sure, China isn’t planning on invading the West, but they don’t need to – because we’re already handing over everything of value without a fight. https://twitter.com/OpenSourceZone/status/2012615143331352606?s=20   https://twitter.com/profstonge/status/2012140279965401446?s=20 U.S. Economy Best Served by Independent Federal Reserve, Fed's Kashkari Says Kashkari says that the Fed's policy committee is focused on its economic goals as it deals with a complex scenario of a cooling labor market and inflation The U.S. economy is best served by having an independent Federal Reserve that executes monetary-policy decisions based only on data and analysis, Minneapolis Fed President Neel Kashkari said in a virtual conversation with the Wisconsin Bankers Association. With a new Fed chair on the horizon, and increased pressure on the committee after it received subpoenas from the Justice Department late last week relating to Chair Jerome Powell's testimony about renovations of the central bank's headquarters in Washington, Kashkari said Wednesday that the Fed's policy committee is focused on its economic goals as it deals with a complex scenario of a cooling labor market and inflation that has remained above its 2% target. Source: wsj.com   Journal call me to ask whether or not such an offer was made? I would have very quickly told them, “NO,” and that would have been the end of the story. Also, one was led to believe that I offered Jamie Dimon the job of Secretary of the Treasury, but that would be one that he would be very interested in. The problem is, I have Scott Bessent doing a fantastic job, A SUPERSTAR — Why would I give it to Jamie? No such offer was made there, or even thought of, either. The Wall Street Journal ought to do better “fact checking,” or its already strained credibility will continue to DIVE. Thank you for your attention to this matter! Political/Rights      Order securing an EXCLUSIVE 4 hour Broadcast window, so this National Event stands above Commercial Postseason Games. No other Game or Team can violate this Time Slot!!!   On the field, they are rivals, but on the battlefield they are America's unstoppable Patriots, defending our Country with tremendous Strength and Heart. We must protect the Tradition, and the Players, who protect us. Please let this serve as Notice to ALL Television Networks, Stations, and Outlets. God Bless America, and God Bless our great Army-Navy Game!!! President Donald J. Trump https://twitter.com/DHSgov/status/2012590105265947114?s=20  enforcement are not only dangerous but also serious crimes. By putting law enforcement in danger and creating a conflagration of chaos, you are also risking your own life. https://twitter.com/CollinRugg/status/2012635139839520983?s=20  before protesters tried ripping him from the car to get him back on the street. “I just got stabbed by a crazie white commie leftist rioter today in Minnesota…” Lang said on X. “Plate carrier blocked it…” Horrific. https://twitter.com/JakeLang/status/2012691764251861167?s=20 https://twitter.com/nicksortor/status/2012583407557959872?s=20       of attention off the 18 Billion Dollar, Plus, FRAUD, that has taken place in the State! Don't worry, we're on it!  DOGE https://twitter.com/RedWave_Press/status/2012640651855233169?s=20   below) Leavitt: “[Trump] said, ‘Make sure you guys don't cut the tape, make sure the interview is out in full.” Tony Dokoupil: “Yeah, we're doing it, yeah.” Leavitt: “He said, ‘If it's not out in full, we'll sue your a$$ off.'”   https://twitter.com/VigilantFox/status/2012692074336829815?s=20 Thread   that reaffirm facts and separate facts from opinion. We want diversity of opinion. We don't want diversity of facts. That, I think, is one of the big tasks of social media. By the way, it will require some government regulatory constraints… Geopolitical https://twitter.com/KobeissiLetter/status/2012865218641277321?s=20   can therefore not, even symbolically, be passed on or further distributed,” they add.    very successfully, at that! Nobody will touch this sacred piece of Land, especially since the National Security of the United States, and the World at large, is at stake. On top of everything else, Denmark, Norway, Sweden, France, Germany, The United Kingdom, The Netherlands, and Finland have journeyed to Greenland, for purposes unknown. This is a very dangerous situation for the Safety, Security, and Survival of our Planet. These Countries, who are playing this very dangerous game, have put a level of risk in play that is not tenable or sustainable. Therefore, it is imperative that, in order to protect Global Peace and Security, strong measures be taken so that this potentially perilous situation end quickly, and without question. Starting on February 1st, 2026, all of the above mentioned Countries (Denmark, Norway, Sweden, France, Germany, The United Kingdom, The Netherlands, and Finland), will be charged a 10% Tariff on any and all goods sent to the United States of America. On June 1st, 2026, the Tariff will be increased to 25%. This Tariff will be due and payable until such time as a Deal is reached for the Complete and Total purchase of Greenland. The United States has been trying to do this transaction for over 150 years. Many Presidents have tried, and for good reason, but Denmark has always refused. Now, because of The Golden Dome, and Modern Day Weapons Systems, both Offensive and Defensive, the need to ACQUIRE is especially important. Hundreds of Billions of Dollars are currently being spent on Security Programs having to do with “The Dome,” including for the possible protection of Canada, and this very brilliant, but highly complex system can only work at its maximum potential and efficiency, because of angles, metes, and bounds, if this Land is included in it. The United States of America is immediately open to negotiation with Denmark and/or any of these Countries that have put so much at risk, despite all that we have done for them, including maximum protection, over so many decades. Thank you for your attention to this matter! DONALD J. TRUMP PRESIDENT OF THE UNITED STATES OF AMERICA https://twitter.com/ElectionWiz/status/2012627390527045862?s=20  no place in this context. Europeans will respond in a united and coordinated manner if they are confirmed. We will ensure respect for European sovereignty. It is in this spirit that I will speak with our European partner. https://twitter.com/disclosetv/status/2012879305936621840?s=20 President Trump Announces New Tariffs Against “EU Leadership” Nations Attempting to Interfere in North American Strategic Defense and Greenland Negotiations Trump is telling the EU to quit talking and start actively being responsible for their own security.  In the background Trump has bigger plans. Hans Mahncke has a solid take on the bigger picture: “The notion that America wants Greenland for its raw materials is either insanely ignorant or just engagement bait. Extracting anything in the Arctic is prohibitively expensive, and often physically impossible, with extreme cold, thick ice, equipment that won't function, and no roads, rail or ports to move anything once you have it. The real reason America needs Greenland is its immense geostrategic military value, which should be obvious to anyone with a functioning brain, especially anyone who has ever looked at a map from above, with the North Pole at the center. Sure, some tasks could be outsourced to NATO, but that alliance is on its last legs, burdened by too many countries with conflicting priorities, and has mainly served as a way for Europe to freeload on US security guarantees. Relying on it for American national security is reckless. It's far smarter to cut out the endless middlemen and take direct control.” (source) As also noted by Jim Ferguson: “Ursula von der Leyen just went on camera and declared that Greenland “belongs to Denmark and NATO” — directly rebuking President Trump. Let's translate that. This isn't about the Greenlandic people. This is about Brussels panicking because Trump is exposing the Arctic power game. Greenland controls: • the northern missile corridor • Arctic shipping lanes • and the gateway to North America That makes it one of the most important strategic territories on Earth. And Trump said the quiet part out loud: If the U.S. doesn't secure it, China or Russia will. Von der Leyen's response wasn't to protect the West, it was to protect EU control. She wrapped it in pretty words about “NATO unity” — but what she really meant was: Brussels gets a veto over American security. That's what this is about. Trump isn't breaking the alliance. he's breaking the illusion that unelected EU bureaucrats get to decide the future of the Arctic. Greenland is not a Brussels bargaining chip; it is the northern shield of the United States, and for the first time in decades, America has a president willing to say it. Ursula doesn't hate Trump because he's reckless, she hates him because he won't let Europe freeload on American security while selling the future to Beijing.” Source: theconservativetreehouse.com https://twitter.com/kadmitriev/status/2012621940402368862?s=20   War/Peace Iraq takes full control of air base after US withdrawal, defence ministry says  U.S. forces have withdrawn from Iraq’s Ain al-Asad Airbase, which housed U.S.-led forces in Western Iraq, and the Iraqi army has assumed full control, the Iraqi defence ministry said on Saturday. In 2024, Washington and Baghdad reached an understanding, opens new tab on plans for the withdrawal of U.S.-led coalition forces from Iraq and a move towards a bilateral security relationship. Source: reuters.com      As Chairman of the Board of Peace, I am backing a newly appointed Palestinian Technocratic Government, the National Committee for the Administration of Gaza, supported by the Board’s High Representative, to govern Gaza during its transition. These Palestinian leaders are unwaveringly committed to a PEACEFUL future!   With the support of Egypt, Turkey, and Qatar, we will secure a COMPREHENSIVE Demilitarization Agreement with Hamas, including the surrender of ALL weapons, and the dismantling of EVERY tunnel. Hamas must IMMEDIATELY honor its commitments, including the return of the final body to Israel, and proceed without delay to full Demilitarization. As I have said before, they can do this the easy way, or the hard way. The people of Gaza have suffered long enough. The time is NOW.   PEACE THROUGH STRENGTH. https://twitter.com/UnderSecE/status/2012860595121295443?s=20 the Union's project was unstoppable. Today, we are seeing that same spirit here: a relentless drive to push ahead with AI-scale growth and supply chain integration and investment. This is what Trump Time looks like. NONE of this would be possible without President Trump and Secretary Rubio's leadership! The work continues.   Trump Appoints Rubio, Witkoff, Kushner, And Blair To Gaza ‘Board Of Peace’ The White House announced on Jan. 16 the names of members appointed to the Gaza Board of Peace, which President Donald Trump created as part of phase two of a U.S.-backed plan to end the war in Gaza. Among the “founding executive board” members are U.S. Secretary of State Marco Rubio, presidential special envoy Steve Witkoff, Trump's son-in-law Jared Kushner, and former British Prime Minister Tony Blair. The board also includes private equity executive Marc Rowan, World Bank President Ajay Banga, and U.S. national security adviser Robert Gabriel, according to a White House statement. The board, to be chaired by Trump, will oversee the Palestinian technocratic committee—also known as the National Committee for the Administration of Gaza (NCAG)—which will be led by former Palestinian Authority official Ali Abdel Hamid Shaath. The White House said each of the members will be tasked with managing Gaza's “governance capacity-building, regional relations, reconstruction, investment attraction, large-scale funding, and capital mobilization,” which it said are vital to the enclave's stability and long-term success. The administration also named Aryeh Lightstone and Josh Gruenbaum as senior advisers to manage the board's daily strategy and operations, and appointed Nickolay Mladenov, a Bulgarian diplomat and former United Nations envoy to the Middle East, as the high representative for Gaza. Trump also tapped Maj. Gen. Jasper Jeffers to lead the International Stabilization Force, which will oversee security operations and the safe delivery of humanitarian aid and reconstruction materials to Gaza. The administration also announced a separate 11-member executive board, comprising some of the founding members, which will support both the technocratic committee and Mladenov's office. In announcing the board's formation on Jan. 15, Trump said the United States will work with Egypt, Turkey, and Qatar to secure an agreement that will require Hamas to surrender all weapons and dismantle its tunnel network. “Hamas must immediately honor its commitments, including the return of the final body to Israel, and proceed without delay to full Demilitarization,” the president said.  Source: zerohedge.com   https://twitter.com/TrumpWarRoom/status/2012227016418816311?s=20    https://twitter.com/RyanSaavedra/status/2012568999738163323?s=20  the slaughter of its people. His country is the worst place in the world to live because of failed leadership.” “The crime he has committed as the leader of a country is the complete destruction of the country and the use of violence on a scale that has never been seen before. To maintain the functioning of a country, even if that functioning is at the lowest possible level, a leader must focus on properly administering his country, as I do in the United States, rather than killing thousands of people to maintain control.” https://twitter.com/DonaldJTrumpJr/status/2012703384986382564?s=20   Medical/False Flags [DS] Agenda https://twitter.com/WarClandestine/status/2012657028783628755?s=20 Minnesota Governor Activates National Guard According to the Minnesota Dept of Public Safety, Governor Tim Walz has activated the national guard. However, in a statement on their X account the officials note, the guard “are not deployed to city streets at this time, but are ready to help support public safety, including protection of life, preservation of property and supporting the rights of all who assemble peacefully.” This is likely a proactive move to block President Trump from invoking the ‘insurrection act' to stop the chaos being fueled by the governor himself as well as professional leftists in the region. [SOURCE]  . The Minnesota national guard are being called to duty as a chaos management operation.  They are not being called up to stop the violence, merely facilitate the ongoing violent street protests.  The national noticing, along with the riots and violence, continues…. Source: theconservativetreehouse.com President Trump's Plan US Ends Aid to Somalia After Locals Torch and Loot Warehouse Filled with 76 Tons of US-Donated Food The United States ended taxpayer-funded food aid to Somalia after local officials torched and looted the stockpiles of food stored in a local warehouse. The US State Department released a statement after the warehouse was destroyed. https://twitter.com/USForeignAssist/status/2008980437591355644?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed%7Ctwterm%5E2008980437591355644%7Ctwgr%5E31d6d49d23e10c7438fba10706fbb66143259707%7Ctwcon%5Es1_c10&ref_url=https%3A%2F%2Fwww.thegatewaypundit.com%2F2026%2F01%2Fus-ends-aid-somalia-after-locals-torch-loot%2F policy for waste, theft, and diversion of life-saving assistance. Source: thegatewaypundit.com DOJ Launches a CRIMINAL Investigation into Renee Good's Widow for Her Alleged Role in ICE Self-Defense Shooting: Report The widow of Renee Good is now reportedly in legal trouble following her actions in this month's ICE self-defense shooting in Minneapolis.  Department of Justice has launched a criminal investigation into Becca Good for allegedly impeding an ICE agent in the moments before her wife's death. The probe will focus on Becca's ties to far-left activist groups and her actions leading up to her wife's fatal shooting.  n. NBC News reported:   Source: thegatewaypundit.com https://twitter.com/FBIDirectorKash/status/2011987701113786455?s=20 Trump Reportedly Puts OVER 1,000 Active Duty Soldiers on Standby For Deployment to Minnesota After Threatening to Invoke Insurrection Act – White House Responds   As The Washington Post reported, the Trump Administration has ordered roughly 1,500 active-duty soldiers to be on standby for deployment to Minnesota following the massive anti-ICE riots over the past several days. These riots have reached a new and dangerous level following the ICE self-defense shooting of leftist protester Renee Good. Here are more details on the possible deployment from The Post: Source: thegatewaypundit.com https://twitter.com/amuse/status/2012873723376799902?s=20 https://twitter.com/TheStormRedux/status/2012887587396927854?s=20  of the United States. Foreign illegal aliens who broke into this country who then raped children, who committed human trafficking, sex trafficking, drug trafficking – protected, shielded, sheltered, coddled, defended at every level by the leadership in Minnesota… Willfully aiding and abetting this violence.” Stephen Miller continued on to explain that it's all to protect their “mass migration scheme” because the illegal aliens are “the heart of the Democrat party's political power.” Deport the criminals and the D party loses their voting base. To @realDonaldTrump , pull the trigger. The American people stand behind you! https://twitter.com/WarClandestine/status/2012272658780434598?s=20  . The Military would be assisting in the deportation operation, and serving as both a physical and psychological deterrent for would-be rioters. And given that the Dems are using illegals to steal elections, this operation is literally a matter of NATSEC, so the usage of US MIL to expedite the process is more than justified. Trump will strike when the time is right. https://twitter.com/Rasmussen_Poll/status/2012878860732228047?s=20   Presidency but, when you think of it, neither did Joe Biden. The whole thing was RIGGED. There must be a price to pay, and it has got to be a BIG ONE! PRESIDENT DONALD J. TRUMP   https://twitter.com/amuse/status/2012897466685763881?s=20   backing her challenge to Bill Cassidy and formalizing a long-simmering rift with RINO leadership in the Senate. The endorsement underscores Trump's push to remake the Senate with loyal America First fighters. The move could reshape multiple races, including in Texas, where Trump has signaled support for Ken Paxton as Sen. John Cornyn's campaign continues to falter. https://twitter.com/mattvanswol/status/2012586397442416715?s=20   https://twitter.com/AwakenedOutlaw/status/2011915642543525943?s=20   understand why he has to do what he’s doing, you will.  Everyone will. https://twitter.com/Pat_Stedman/status/2012152603468034264?s=20 The emotionally incontinent on this website were screaming all year that Trump had to arrest people Day 1, not understanding this was a siege, and the route to long term political dominance lay in not only attriting the enemy before battle but developing the moral high ground to fight in the first place. The left’s choices now are lose slowly and get picked off one by one or throw it all on one last dice roll while you still have some assets to deploy. They are the ones who are desperate not Trump. And they are about to give him the political capital to deploy the military against them and destroy them utterly and completely – not just their networks, but their entire narrative. By the time it’s all over