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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
Matty Dalrymple talks with Karen Williams about HOW AND WHY TO MARKET NONFICTION BEFORE YOU WRITE, including how nonfiction book marketing can start before a single word is written, why early audience research and conversation-based marketing strengthen book positioning, and how authors can use podcasts, surveys, content repurposing, and community building to create demand in advance. They also discuss treating a nonfiction book as part of a larger business and thought-leadership strategy rather than a standalone product. Interview video at https://bit.ly/TIAPYTPlaylist Show notes, including extensive summary, at https://www.theindyauthor.com/episodes-all If you find the information in this video useful, please consider supporting The Indy Author! https://www.patreon.com/theindyauthor https://www.buymeacoffee.com/mattydalrymple Karen Williams is The Book Mentor at Librotas. She helps business owners, experts, and thought leaders write and publish authority-building books that elevate their credibility and grow both their business and brand. The author of 10 books, including Your Book is the Hook and Book Marketing Made Simple, Karen takes her clients from messy first idea to final manuscript and successful launch – with a focus on strategy, structure, and making sure their book truly works for them. She's a TEDx speaker and host of the Business Book Bites podcast. Matty Dalrymple is the author of the Lizzy Ballard Thrillers, beginning with ROCK PAPER SCISSORS; the Ann Kinnear Suspense Novels, beginning with THE SENSE OF DEATH; and the Ann Kinnear Suspense Shorts. She is a member of International Thriller Writers and Sisters in Crime. Matty also writes, speaks, and consults on the writing craft and the publishing voyage, and shares what she's learned on THE INDY AUTHOR PODCAST. She has written books on the business of short fiction and podcasting for authors; her articles have appeared in "Writer's Digest" magazine. She is a Partner Member and Team Member at the Alliance of Independent Authors.
Employee Turnover in Interior Design Firms: What to Do When a Team Member Quits Here is your calm leadership framework for replacing a team member, redesigning roles, and protecting capacity. When a team member leaves, most interior design firm owners feel two things at once: operational disruption and emotional impact. Projects don't pause, clients don't wait, and the principal often ends up carrying everything again—quietly, constantly, and at a cost. In this episode of Design Business Freedom, Melissa Galt—interior design business coach and former firm principal of 30 years—shares how strong leaders handle team departures with clarity instead of urgency. You'll learn what matters when an employee quits, how to stabilize the firm, and how to fill the gap strategically without slipping into over functioning or burnout. This episode is especially for established interior designers and design firm principals who are growing teams and managing real business complexity—and want a calm, proven approach to staffing transitions. You'll learn how to: (03:04) Avoid the costly mistake of rushing to replace the person (04:30) Audit the role before rehiring (and uncover what really failed) (05:24) Decide whether you need a like-for-like replacement—or a redesigned position (06:04) Use contract or fractional support during transitions (06:50) Protect the principal seat so "temporary" doesn't become permanent burnout (09:34) Communicate with clients and your team with steady leadership A departure doesn't mean you failed. It's data. And when you respond well, your firm becomes more resilient, more structured, and better prepared for growth. Connect with Melissa Instagram Facebook Linkedin Website
“You only have to make one good decision at a time.” We are so excited to welcome our very own TVL team member, Ashley Marg, back on the podcast today! Ashley is our Maternal Health & Communication Strategist and you will find her beautifully writing VBAC content on our blog and in your email inboxes. You can find her first three birth stories in depth on Episode 249, but after a short recap, Ashley shares her rollercoaster of a 2VBA2C story. Her fourth birth was an induced 2VBA2C at 40+5 due to a failed biophysical profile and advanced maternal age. Ashley talks about her emotional induction with a Foley, the moment she knew she needed to ask for an epidural, and a surprise ending! More than anything, Ash wants our community to know that you do not have to commit to a date, a plan, or a schedule in birth. You just have to make the next good decision.Ashley also shares how her calm, steady doula changed the entire vibe of her birth. She talks about her path to doula work and how it led to joining The VBAC Link team. We are SO grateful to have Ashley as part of our team and know you will feel the warmth and wisdom that we love so much about her!Episode 249 Ashley's VBA2C + Postdates + Releasing FearsThe Ultimate VBAC Prep Course for ParentsOnline VBAC Doula TrainingSupport this podcast at — https://redcircle.com/the-vbac-link/donationsAdvertising Inquiries: https://redcircle.com/brands
Matty Dalrymple talks with Laura Goode about REIMAGINING SUCCESS THROUGH SELF-ADVOCACY AND COLLABORATION, including how authors can build supportive writing communities, strategies for finding the right mentors and artistic partners, overcoming comparison and competition in the writing world, and how redefining success can strengthen your writing practice and your confidence as an indie author. Interview video at https://bit.ly/TIAPYTPlaylist Show notes, including extensive summary, at https://www.theindyauthor.com/episodes-all If you find the information in this video useful, please consider supporting The Indy Author! https://www.patreon.com/theindyauthor https://www.buymeacoffee.com/mattydalrymple Laura Goode is the author of a collection of poems, Become a Name, and a YA novel, Sister Mischief, which was a Best of the Bay pick by the San Francisco Bay Guardian and a selection of two ALA honor lists. With director Meera Menon, she wrote and produced the feature film Farah Goes Bang, which premiered at the Tribeca Film Festival and won the inaugural Nora Ephron Prize from Tribeca and Vogue. Her nonfiction writing on intersectional feminism, female friendship, motherhood, gender, and race in culture, TV, film, and literature has appeared in BuzzFeed, New Republic, New York Magazine, Longreads, Elle, Catapult, Refinery29, and elsewhere. She received her BA and MFA from Columbia University and currently teaches at Stanford University, where she was honored with the 2025 Walter J. Gores Award, Stanford's highest award for excellence in teaching. Matty Dalrymple is the author of the Lizzy Ballard Thrillers, beginning with ROCK PAPER SCISSORS; the Ann Kinnear Suspense Novels, beginning with THE SENSE OF DEATH; and the Ann Kinnear Suspense Shorts. She is a member of International Thriller Writers and Sisters in Crime. Matty also writes, speaks, and consults on the writing craft and the publishing voyage, and shares what she's learned on THE INDY AUTHOR PODCAST. She has written books on the business of short fiction and podcasting for authors; her articles have appeared in "Writer's Digest" magazine. She is a Partner Member and Team Member at the Alliance of Independent Authors.
The Enlightened Family Business Podcast Ep. 151 - From Daughter to CEO - Navigating Family Business Transitions with Amanda Osmer In this episode of the Enlightened Family Business Podcast, host Chris Yonker talks with Amanda Osmer of Grappone Automotive, a New Hampshire-based family business rooted back to 1924. Amanda shares her journey growing up in a family business, how she eventually decided to be part of it, and the challenges she faced during the transition phase. The conversation touches on the significance of clear communication, inner awareness, and flexible governance. Amanda also discusses the importance of building a strong leadership team, handling multiple successions, and maintaining business integrity. Listeners gain insights into Amanda's dedication to community, the values driving her leadership, and her thoughts on keeping the family business resilient amid industry changes. · 01:29 Amanda Osmer's Journey in the Family Business · 03:14 Growing Up in a Family Business · 07:17 Sibling Dynamics and Family Business Covenant · 10:10 Amanda's Commitment and Vision for the Future · 16:22 Navigating Family Business Transitions · 23:02 Navigating Personal and Professional Boundaries · 26:07 Implementing the EOS System · 29:56 Family Employment Policies · 35:21 Commitment to Community and Integrity · 39:34 Documenting Family Business History Websites: · fambizforum.com. · www.chrisyonker.com · "Grappone Automotive: The Founding" Book at Gibson's Bookstore · Grappone Audiobook on YouTube Amanda's Bio: Amanda Grappone Osmer is the fourth generation of her family to own and help operate Grappone Automotive, established by her great-grandparents as a single gas station in 1924. Today Grappone represents four new car manufacturers with sales, service, and retail and wholesale parts departments. They employ about 350 Team Members and are located in Bow, NH. Team Grappone operates in an environment in which the whole person is asked to show up and participate at work with the company's mission in mind: to build lifelong relationships with team members, guests, and the community by serving with integrity, kindness, and respect. In 2017 Amanda launched Leadership Grappone, a program that seeks out the company's emerging leaders and challenges them mentally, emotionally, and physically over a nine-month period with the goal of uncovering their true leadership potential. Faith and volunteer work are central to Amanda's life purpose, and she has served on many nonprofit and advisory boards in her career. One project near to her heart is the co-founding of The Dewey School, a nature-based preschool located at Canterbury Shaker Village. She lives in Sanbornton, NH with her husband, a high school coach and all-around amazing human being, their three children, dog and other critters, and fruit and veggie gardens.
As in almost every previous year, in 2025, Canadian elite startlines looked much the same from coast to coast. Whether it was 5,000m on the track, 10K on the road or on the mud and grass of the cross-country course, a familiar cast of national elites toed the line from Vancouver to Montreal, Edmonton to Ottawa. But among the rows of seasoned harriers, one face was relatively unknown: Matt Talbot of Ailsa Craig, Ont. An OFSAA qualifier nearly a decade ago, Matt went the route of most avid high-school runners, putting his passion aside to pursue education and a career. It wasn't until nearly a decade later, at a local road race in London, Ont., that his passion to compete was rekindled and transformed into one of the sharpest ascents in Canadian distance-running history. In just over a year, Talbot has shaved a nearly five minutes off his 10K personal best and begun to establish himself in the lead pack of some of Canada's premiere distance races. Accumulating a run of personal bests on the road and track, Matt broke through into the collective consciousness of Canadian distance running just over a month ago, when he traded blows with the likes of four-time Olympian Moh Ahmed at the Canadian Cross Country Championships, running to a fourth-place finish and booking his spot on his first national team. He's now set to represent Canada at the World Cross Country Championships in Tallahassee, Fla., this weekend. Today, Matt joins the show to talk about his return to the sport, his rapid ascent and what it means to kick off the year in the red and white. Subscribe to The Shakeout Podcast feed on Apple, Spotify, YouTube or wherever you find your podcasts.Check Out Matt Talbot on Instagram @matt.talbottHuge thank you to this week's sponsor Smartwool. Join the Smartwool mailinglist to receive updates and 15% off your first smartwool.com purchase on fullprice products only. See terms for details. https://bit.ly/481oMZYConditions apply: Valid on regular-priced items. Can., 16+. Initial registration only. Seeterms for details.
AI is everywhere right now, but the question on most travel advisor's minds is how to actually use it in a way that feels practical, personal, and aligned with client expectations. In this episode, Brianna sits down with Dayo Esho, co-founder of TravelJoy, to explore how AI is quietly transforming advisor workflows without replacing the human-first service clients value. Dayo shares how his background in engineering, entrepreneurship, and growing up inside his mother's travel agency shaped the lens through which he builds advisor-focused technology. Together, they dig into advisor adoption trends, creative ways AI is being used behind the scenes, and the mindset that leads to confident, intentional implementation. This conversation offers a grounded look at what it truly means for AI to act as your newest and most supportive team member inside your travel business.
In this week's Interview Classic podcast, we jump back to ten years ago this week (12-31-2015) when PWTorch editor Wade Keller interviewed ex-WWE Creative Team member and professional standup comedian Matt McCarthy. They took a look back at some top stories of 2015, looked ahead at some key top names in 2016, and evaluated the comedy performances by Stephanie McMahon, Vince McMahon, and The New Day along with responding to email and caller questions.Become a supporter of this podcast: https://www.spreaker.com/podcast/wade-keller-pro-wrestling-podcast--3076978/support.
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As heard on the WSJM Morning Show, the Hear & Now segment covers everyday hearing issues and questions and shares insights on how to improve your hearing experience! For more information, reach out to Dr. Kasewurm’s Professional Hearing Services office in St. Joseph. http://ProHear.net. See omnystudio.com/listener for privacy information.
Everyone's talking about AI like it's going to steal your job or ruin your creativity—but we're here to tell you the truth: AI isn't the enemy. In fact, it's become one of the most powerful tools in our business. In this episode, we're breaking down exactly how we're using AI to save time, stay organized, and focus on what actually moves the needle. From content creation to systems and strategy, we're showing you what's working, what's not, and how you can start using AI like a smart, scalable team member—without losing your voice or your mind.********************************DISCLAIMER: This audio and description may contain affiliate links, which means that if you click on one of our recommended products, we may receive a small commission at no additional cost to you. This helps support our show and allows us to continue to provide you with valuable content. Thank you for your support!********************************ITEMS MENTIONED IN THIS EPISODERocket NotebookNano BananaReve.comImagine.artGet Your Tickets to the Inaugural Smart Influencer Summit 2026FULL SHOW NOTEShttps://thesmartinfluencer.com/e252-ai-isnt-the-enemy-its-our-new-favorite-team-member/CONNECT WITH CORINNE & CHRISTINAGet notified when new episodes drop Check out our YouTube channelJoin the convo on FacebookConnect on InstagramCOMMENTS, QUESTIONS, RECIPE IDEASEmail us at hello@thesmartinfluencer.comSupport the show
Having a mental health condition, including depression or substance use disorder, does not automatically mean that a physician, nurse or other healthcare professional is unable to provide patient care in a competent, ethical and professional manner. Chris Bundy, MD, MPH, FAPA, FASAM, and other leaders of state-based professional health programs (PHPs) support physicians and other healthcare professionals as they navigate mental health conditions and help find supportive paths back to practice once their illness is managed. In this episode of Caring Greatly, Dr. Bundy talks about how PHPs work, his involvement with the Washington PHP and the Federation of State PHP. He shares some common misperceptions about mental health and substance use, and why the stress and trauma-exposure inherent with working in healthcare environments may create unique vulnerabilities for care team members. Dr. Bundy explains some of the challenges and limitations of PHPs, and discusses how many programs have expanded their purview to support a broader group of healthcare professionals beyond physicians. Today, many PHPs offer support to pharmacists, dentists, physicians' assistants and nurses. Dr. Bundy is Executive Medical Director of the Washington Physicians Health Program (WPHP) and Chief Medical Officer of the Federation of State Physician Health Programs (FSPHP). Board-certified in adult and geriatric psychiatry as well as addiction medicine, he holds faculty appointments as a Clinical Professor of Psychiatry at the University of Washington School of Medicine and Clinical Associate Professor at the Washington State University Elson S. Floyd College of Medicine. Drawing on his extensive experience as a healthcare leader, medical educator and physician in recovery, Dr. Bundy is dedicated to advancing education, advocacy and support for physician health and care team wellbeing. His contributions have been recognized with the President's Unsung Hero Award from the Washington State Medical Association and the Presidential Recognition Award from FSPHP. Dr. Chris Bundy is a leader who cares greatly. The views and opinions expressed in this podcast are those of the speakers and do not necessarily reflect the views or positions of Stryker. The provided resources may contain links to external websites or third-party content. We do not endorse, control or assume any responsibility for the accuracy, relevance, legality or quality of the information found on these external sites.
Hi team, another English episode for you on the menu today - and what a guests honestly. You have to know that I love getting into these conversations from the bottom of my heart. They inspire me so much every time - just the way our new team member does! She had nothing to do with football for the most part of her life just to turn it all around in the blink of an eye and become a true leader, trailblazer and living LEGEND in women's football. And by now you already know that our conversations in this podcast are so much more than JUST business, or JUST sports - they always go deeper. And so did we today: we talked a but about Buddhism, about how we all are interconnected - and therefore can't ignore women - about football, about the first and only club who pays their women's team and men's team equally. Where women's football is headed and so much more. But enough, you should listen for yourself. This is our new team member: Karen Dobres **Schnitt und Postproduktion: Andy Aksen** https://www.aksenmedia.de/ https://www.linkedin.com/in/andyaksen/
Ever feel like one negative team member can drain the energy out of an entire meeting before it even starts? If you're trying to lead with clarity and momentum, persistent negativity can make you second-guess your strategy, waste hours in emotional cleanup, and quietly stall your team's progress. This episode helps you stop treating “negativity” like a personality flaw you have to fight—and start figuring out what's actually driving it, so you can respond in a way that protects your team, your time, and your leadership confidence. By the end of this episode, you'll walk away with: A simple way to diagnose what's really behind the negativity—so you don't coach the wrong problem or miss something important. Practical tools to turn negative energy into productive insight without letting it hijack team morale or momentum. Clear next steps for what to do when it won't improve—including how to address performance, protect the team, and decide if it's time for a change. Hit play now so you can stop getting pulled into the negativity spiral and start leading your team with more calm, clarity, and control—starting today. 00:52 — “What negativity looks like in real life” Quick examples of how negativity shows up (eye rolls, sarcasm, constant criticism) and why your first instinct to “coach it out” can backfire. 02:13 — “Start with a leadership self-audit” The episode lays out common leadership patterns that unintentionally create negativity—like lack of appreciation, poor follow-through, or leading with fear—and how to fix them. 13:19 — “The ‘plus one' reason: mental health” A thoughtful section on how burnout, life circumstances, or depression can fuel negativity—and what supportive (but appropriate) leadership looks like here. Leadership Without Using Your Soul podcast offers insightful discussions on leadership and management, focusing on essential communication skills, productivity, teamwork, delegation, and feedback to help leaders navigate various leadership styles, management styles, conflict resolution, time management, and active listening while addressing challenges like overwhelm, burnout, work-life balance, and problem-solving in both online and in-person teams, all aimed at cultivating human-centered leadership qualities that promote growth and success. Learn more about your ad choices. Visit megaphone.fm/adchoices
There is something powerful about hearing a young athlete describe what it feels like to step into a moment they once only imagined. For Zoey Molomo, that moment came at 15 years old when she competed at Olympic Trials alongside the best gymnasts in the world. What stands out most is not just the stage, but the calm, joy, and perspective she brought with her into it.Zoey shares how her love for gymnastics started early, from being a kid who loved being upside down to watching Gabby Douglas in the 2012 Olympics and seeing what was possible. That spark carried her through elite training, big competitions, and the realization that she truly belonged at the highest levels of the sport.The conversation dives into the mental side of performance, including how Zoey learned to manage pressure by keeping competition simple. With the help of mental coaching, she reframed meets as just one more routine, developed tools to quiet overthinking, and learned how consistency is built through preparation and trust. She also reflects on injuries at a young age, the patience they required, and how those challenges helped her grow confidence, communication, and resilience.Zoey also talks about the importance of strong support systems, from parents and coaches to mentors and teammates, and how a positive, connected environment has allowed her to thrive both mentally and emotionally. As she looks ahead to UCLA, she shares her excitement for team competition and continuing to grow as an athlete and as a person.In this episode, you will hear • What it felt like to compete at Olympic Trials at 15 • How Zoey learned to handle pressure and expectations • The mental tools that helped her stop overanalyzing • How injuries shaped her resilience and confidence • Why support and joy matter in elite gymnasticsIn this week's episode of the PerformHappy Podcast, I talk with elite gymnast Zoey Molomo about Olympic Trials, mental training, injury recovery, and building confidence on the biggest stages.Learn exactly what to say and do to guide your athlete through a mental block with my new book "Parenting Through Mental Blocks" Order your copy today: https://a.co/d/g990BurFollow me on Instagram: https://www.instagram.com/complete_performance/ Join my FaceBook page: https://www.facebook.com/completeperformancecoaching/ Check out my website: https://completeperformancecoaching.com/Write to me! Email: rebecca@completeperformancecoaching.comReady to help your athlete overcome fears and mental blocks while gaining unstoppable confidence? Discover the transformative power of PerformHappy now. If your athlete is struggling or feeling left behind, it's time for a change. Are you ready? For more info and to sign up: PerformHappy.com
Do you even lift, sis? ;) Aber mal ehrlich: Lifting ist super wichtig, vor allem für uns Mädels und Frauen. Und leider hat es gesellschaftlich einen schlechten Ruf, als Frau stark zu sein und Muskeln zu haben. Mit diesem Quatsch räumen wir hier heute auf. Unser neues Team Member ist nämlich eine absolute Maschine - oder sollte ich Kran sagen? - in jeder Hinsicht und sie nimmt uns mit in ihre Welt - des Gewichthebens. Wir sprechen über ihr Buch Strong & Powerful, das gerade neu rausgekommen ist, Ernährung, Menstruation und Sport, Planung und vor allem Selbstwirksamkeit. Eins meiner Lieblingsthemen. Ich sag euch, wie es ist, ich vermisse es, zu liften und möchte, inspiriert von dieser Folge wirklich wieder anfangen. Ich werde euch auf dem Laufenden halten. Aber jetzt legen wir hier erstmal los und lernen von der Besten. Hier ist für euch: Lea Schreiner. **Schnitt und Postproduktion: Andy Aksen** https://www.aksenmedia.de/ https://www.linkedin.com/in/andyaksen/
In this episode, Daniel Lereya (Chief Product and Technology Officer @ Monday.com) shares how they are evolving their engineering roles from developers to builders & system designers, where the lines between product, engineering, and design are intentionally blurred, and developers manage AI Agents as team members, tackling an ever-expanding list of projects. We explore the shift from "developer" to "system designer" and why managing AI agents requires the same skills as managing people. Plus, a case study where the Monday.com team leveraged AI agents to decompose a monolith, autonomously manage the project board and assign strategic / high-risk tasks to humans. ABOUT DANIEL LEREYADaniel Lereya has served as Chief Product and Technology Officer at monday.com since 2023. In this role, he focuses on advancing monday.com's multi-product vision and operational efficiencies while driving execution to support company growth. Previously, he was Vice President of R&D and Product, leading global teams in shaping and executing the company's product strategy through innovation and technology. Before joining monday.com, Daniel held leadership and engineering roles at IBM and SAP. SHOW NOTES:The three core principles of monday.com's culture: Ownership, Transparency, and Speed of Execution (3:59)How AI acts as an accelerant to implement these cultural principles at scale (8:36)Why the “Developer” role is evolving into a “Strategic Builder” and “System Designer” (13:47)Breaking silos: How the “Builder” role blurs the lines between product, engineering, and design (17:13)Real-world example: A designer using AI to submit code and fix UI issues independently (19:09)Case Study: The “Agent Factory” & how a weekend prototype by one leader shifted the product roadmap (21:25)Operationalizing transparency: Using internal tools (“Big Brain”) to align every builder on daily business impact (25:58)The “Kickoff Meeting” framework: A strict protocol for falling in love with the problem, not the solution (32:26)The new management paradigm with AI agents as team members (37:31)Rapid fire questions (42:09) This episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
In this episode of the Grow A Small Business Podcast, host Troy Trewin interviews Nando Barnett shares how he transformed Sell in Style from a small home-staging side hustle into a fast-growing multi-million-dollar company. After leaving a 10-year corporate career, he and his wife Sarah started flipping houses, which eventually led real estate agents to request their staging help. They went all-in during 2020, reinvesting everything, scaling from just the two of them to a team of 47. Nando explains how adapting as a leader, understanding clients deeply, and taking fast action fueled their growth to more than 1,400 jobs a year. He also highlights the importance of systems, mentorship, and building a strong team culture. The journey shows how clarity, bold risks, and a client-first mindset can turn a simple idea into a highly successful business. Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? According to Nando Barnett, the hardest part of growing a small business is mental attitude — staying strong when things go wrong, handling pressure, and quickly shifting from problems to solutions without getting stuck emotionally. He says you have to absorb the stress, process it, and then move forward with clear action, because your mindset determines how well you lead the business through tough moments. What's your favorite business book that has helped you the most? Nando Barnett says the business books that helped him the most are Buy Back Your Time by Dan Martell, Atomic Habits by James Clear, and several leadership-focused books like Leaders Eat Last, which have all influenced his mindset, productivity, and approach to leading a fast-growing business. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? According to Nando Barnett, he doesn't follow a long list of podcasts, but he focuses heavily on online learning by surrounding himself with mentors and expert content; he even redesigned his entire Instagram feed so that whenever he opens it, he only sees business leaders, coaches, and people he admires, allowing him to constantly learn, stay motivated, and absorb practical insights that help him grow his business. What tool or resource would you recommend to grow a small business? According to Nando Barnett, the best tool to grow a small business is mentors, as he believes they dramatically shorten the learning curve, help business owners avoid costly mistakes, provide clarity during difficult decisions, strengthen mental resilience, and guide both day-to-day operations and long-term strategy, which is why he personally works with multiple mentors and invests heavily in ongoing coaching and advisory support. What advice would you give yourself on day one of starting out in business? According to Nando Barnett, the advice he would give himself on day one of starting in business is to strengthen his mental attitude, stay positive, push through the difficult weeks, and always support his team, because maintaining resilience and backing the people around him are what ultimately drive long-term success. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey. Quotable quotes from our special Grow A Small Business podcast guest: Take action every day, even when it feels uncomfortable – Nando Barnett Success grows when you adapt yourself and lift the people around you – Nando Barnett Mental attitude is the engine that pushes your business forward – Nando Barnett
Welcome to Episode 208 of Freedom In Five Minutes! Kevin from the Pro Sulum team takes the mic to deliver a no-BS breakdown of what's REALLY happening in the Managed Service Provider world as we head into 2026. Your MSP is about to pitch you a lot of "AI solutions" in the coming year. But here's the uncomfortable truth: most of it might be snake oil. Kevin reveals how to spot the difference between genuine AI transformation and expensive experiments being conducted on YOUR dime. If you're a business owner paying for IT services, this episode will save you thousands of dollars and countless headaches. Plus, you'll discover the ONE thing that must happen BEFORE you automate anything with AI (spoiler: almost everyone gets this wrong). What You'll Learn: ✅ The AWS MSP Pressure Cooker - Why Amazon is throwing "steroid-level" money at MSPs to sell you AI services (and what that means for your wallet) ✅ The One Question to Ask Your MSP - A simple test to determine if they're truly using AI or just practicing on your business ✅ Agentic AI: The Terminator of IT - The next-level automation that either becomes your best employee or your worst nightmare ✅ The "Intelligent Garbage" Problem - Why automating broken processes just creates chaos at 100x speed (and how to avoid it) ✅ Why QBRs Are Dead in 2026 - Stop accepting boring activity reports and start demanding Strategic AI Reviews that show real outcomes ✅ The Hidden Gap Your MSP Can't Fill - Why even the best IT providers can't systemize your operations (and who can) Key Quotes:
In this episode, Chip and Gini discuss the complexities of hiring in growing agencies. They highlight the challenges of finding skilled, reliable employees who align with agency values. Sharing personal experiences, Gini explains the pitfalls of hasty hiring and the benefits of thorough vetting and cultural fit. They stress the importance of a structured hiring process, including clear job roles, career paths, and appropriate compensation. They also underscore the value of meaningful interviews, proper candidate evaluations, and treating the hiring process as the start of a long-term relationship. Lastly, Chip and Gini emphasize learning from past mistakes to improve hiring effectiveness and employee retention. Key takeaways Chip Griffin: “When we talk about retaining employees, it goes back to how the interviews went.” Gini Dietrich: “You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. Don’t ask if you were a tree, what kind of tree would you be?” Chip Griffin: “If you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems.” Gini Dietrich: “They say, hire slowly and fire fast for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines, so that they are getting the work done that you need done.” Related How to onboard new agency employees Get over your fear of hiring employees Hiring the best employees for your agency How to hire agency employees Setting honest expectations for your agency employees from the start Focus on agency employee retention View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, a few weeks ago, I think I fired you. Today, you’re hired, Gini Dietrich: You keep playing with my emotions. I don’t know how to do this anymore. I’m fired. I don’t get paid. Now you’re rehiring me. I don’t know what to do. Chip Griffin: Yeah, it’s difficult. Anyway. It is what it is. But no, we are gonna talk about hiring today because we are, you know, we can’t just talk about all the bad things. So, we’ll, we’ll spend some time talking about something that is overall more positive. Because if we’re hiring, hopefully that means that we are growing, or at least we have the need for additional resources, even if it’s replacing someone who has left. But it is something that is very challenging, so it can create its own problems along the way if you don’t do it right. So this is, something that comes from one of our favorite topic inspiration sources. Reddit. I know it’s a place that you live and breathe. Gini Dietrich: And by favorite, we’re using quotes “favorite”, scares the crap outta me. But ok. Chip Griffin: You are on Reddit all day every day. Just kind of combing around to see what conversations you can jump into. But this is one that was on there, probably a while ago honestly, it’s in our topic document. We didn’t date it, so I, I can’t tell you how long ago it was, but, what it says is, hiring the right people is harder than it looks. Finding skilled, reliable people who align with your values is a challenge. Early on, I rushed hires and paid for it in missed deadlines and miscommunication. Now I take more time to vet people and focus on cultural fit as much as skills. So I thought it would be helpful for us to have a conversation around how we approach the hiring process. How do we find the right fits? How do we vet those fits? And how do we frankly think about going from hiring them to, to beginning to on onboard them. We’re not gonna talk about the full onboarding process, but just sort of, you know, that, that evolution of saying, Hey, I need this role. Where do we go from there? Gini Dietrich: Yeah, it’s, it’s funny you say that this is our topic today. ’cause just the other day I was thinking about some of the very early hires I made that didn’t work out. And all of the mistakes I made in, in hiring them. And I will say that one of the biggest mistakes that I make is I meet somebody online who has the right skillset from a paper perspective, resume perspective, and I just hire them. I’m like, oh yeah, you, you look like you can do the job. And we may have a conversation, but there’s no, like, thought about it. There’s no interviewing for skills. It’s more just like a, a conversation to see if we, we might be able to work together. And every time I have done that, it has not worked out. So earlier this year I hired a chief learning officer to help with like certification and, you know, all the professional development things we do on the PESO model front. And about three or four months in, we both realized that, that that while she can do that job and she’s great at that job, she would be more valuable as a chief operating officer. So we switched her over. And let me tell you, being professionalized on the hiring front is phenomenal. I mean, she has set up interview guides, so like if you are an assistant account executive, and this would be somebody that you report to maybe two or three levels up, and we’re having you interview, you have a set of questions. If you’re the direct report, you have a set of questions. So we, like, she’s created all this. She’s created salary bands and like, you know, a career path for everybody where from where they start and she’s done, she’s done it in such a way that it isn’t bloat, but it’s just kind of professionalized the way that we do things. And you don’t have to hire a chief operating officer to do this, like I know you, you like to talk. Patrick is your go-to person from an HR perspective, someone like Patrick can help create these things so that you can professionalize it because as they say, hire slowly and fire fast. That quote is there for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines so that they are getting the, the work done that you need done and you’re not being, like, I have been in, in the last 20 years of just hiring people I like. Chip Griffin: Yeah. And, and I, I mean, I think that, you know, you’ve touched on some important things here and, and you do have to have some sort of a process in place. It doesn’t need to turn you do into a bureaucratic circus, Gini Dietrich: You do, right. Chip Griffin: But at the same time, you need to have a process. And, and it really, to me, starts with being clear about what it is that you need. And who it is that you’re trying to hire. And, and too often when we’re trying to hire, it’s either because someone has left or because we’ve got a new client. And so our, our mindset is we need to get someone in here quick because we’ve gotta relieve this pain and this pressure. But that often leads to some of those bad decisions because you’re not really evaluating. Not even just the individual, but the role. Mm-hmm. And you need to think through, you know, what do you actually need at any given point in time? And it’s one of the reasons why I am a very strong advocate of only hiring, particularly in small agencies, only hiring one person at a time, one role at a time. Gini Dietrich: Yes. Yes. Chip Griffin: Because every time you add someone new to the mix, it changes a little bit what you think you might need in the next one. And if you hire two people simultaneously, it increases the odds that you don’t actually have the right mix of talent on board. So you’ve gotta be crystal clear with yourself about what you’re looking for, but to your point, you also need to have a process in place that helps to understand what are our salary bands, what are our titles? How does this fit in? What is their growth path? Because those are questions you will get during the interview process. And if you’re not clear about those things going in, you will either overpay or underpay or assign the wrong title. Or frankly, get the wrong person because you’re not thinking about it in the big picture. So put the thought process in upfront, and that is the, to me, the first step in making sure that you make as good a decision as possible. Accepting that frankly, a lot of hiring decisions are gonna be wrong. Right? Even of course, even, even the, of course, even the best organizations, of course with the, with robust HR teams and, and talent evaluation, they still have a lot of misfires, so you can’t beat yourself up over those. But you’ve gotta increase your odds by having the right thought process and structural process in place. Gini Dietrich: One of the things that, you know, early on I would do when I didn’t have a team who could interview people, I would ask my business coach, or I would ask, you know, friends that were in the industry, other agency owners, if they would participate in some interviewing, just to kind of get me out of the Gosh, I really like this person. I think we’ll work well together. And, rather than, gosh, I really like this person and I think they can do the job right. So just having different outside perspective helped me when I didn’t have a team that could also do the interviewing. So I think, you know, doing that kind of stuff too helps. And I also think that, you know, I, one of the biggest mistakes, and you touched on this that I’ve made, is not having that career path or clear career path. Because people come to work and even though you’re an entrepreneur and you’re the agency owner, and you kind of know in your head how things work, they need to know that because this is their career that you’re talking about. So they need to know that if I wanna be promoted in 6 months, or 12 months or 18 months or whatever it happens to be, these are the things that I need to achieve so that they’re working towards something, not waiting for the annual review and saying, am I up for a promotion? What does that look like? Do I get a raise? Like, so having those kinds of things I think is incredibly important upfront so that you know, this is what we expect, this is how you’ll get to the next step, and you can be very clear about that. Chip Griffin: Yeah, because it, it is a question that you absolutely will get. I’ve done a lot of interviews over the years. I continue to, to do interviews for clients, and I can tell you that you get a lot of those kinds of questions where people want to understand what their career path is. The other one they ask a lot is, what does a typical day look like? Gini Dietrich: Mm-hmm. Chip Griffin: You’ve gotta have the answers for those questions as best you can, and, and you need to be honest with them where you don’t know. So don’t, don’t, you know, blow smoke and, and Gini Dietrich: Right. Chip Griffin: You know, give them an answer if you don’t have one. If, if the honest answer is, I don’t know. Tell them that, but then also explain how you think about it or how you would go about it, or the kinds of things that, that might be included so that you can paint some kind of a picture there. Because it’s, it is important for people to evaluate it. And frankly, we look at these things as, as evaluating the talent for us. But they’re also evaluating us. Gini Dietrich: Absolutely. Chip Griffin: And, and so you also need to make sure that in the process you’re giving them plenty of time to ask questions. In fact, I usually start by letting them ask questions for two reasons. One is because it helps them to get the information that they need to evaluate it. But second, you learn as much from the questions they ask as anything else. And to me, a red flag is when they have no questions at all. Gini Dietrich: No questions. Yeah. Chip Griffin: Because if they have no questions at all, it probably means they did no research. They’re probably not all that interested. They’re just trying to get a job of some kind. It doesn’t, it doesn’t mean necessarily that they’re a bad fit. Some people just freeze up because they’re, you know, that’s, that’s not a traditional approach to interviews. To start by saying, what questions do you have of me? Right. By the way, introduce yourself first. Talk a little bit about the business and the role. I mean, don’t just, you know, say hello. What questions do you have? Gini Dietrich: Hello. What do you have? What questions can I answer? Chip Griffin: But, but honestly, I, I almost always will ask people what questions they have before I ask my first question. We just do the intros and then start with that, because you learn from that. And it, it also helps them get onto a more comfortable spot. And so you can steer the, the conversation, I think, more effectively that way. Gini Dietrich: One of my biggest pet peeves is, you know, now that we have a, a team who does the interviews, if the candidate gets to me, that means they’re one of the finalists, right? And I will say, what questions do you have of me? And they will say, and this happens more often than not. Well, I kind of already asked my all my other question, my questions from everybody else. So ask them again. Right? Make sure you get the same answer like. Right. Yeah, because that will, as I know we’re not talking, we’re not talking to candidates right now, but that will tell you as much if there’s, the answers are different than anything else. So that is also a red flag. Which brings me to, we actually created a list of red flags, and we’re going through the A process right now ’cause we’re hiring and our HR director is doing pre-screens, phone screens, and one of the red flags is Are you able to work with within bureaucracy and lots of change and indecisiveness and you know. And one, one of the people that’s interviewing said, I just don’t like bureaucracy. I don’t like lots of change. I don’t like indecisiveness, I’m not. And she was like, no, like, because we have our list of red flags. So it’s, it’s an easy way also to sort of get yourself out of the, gosh, I really like this person. I’d like to work with them. If you have that list of red flags that you will allow you to objectively say, probably not the right fit for this job. Chip Griffin: Yeah. And, and the more that you do of this, the more easily you can come up with those things that just, that it, they’re the indication that this may not be the best fit. Yeah. And I always encourage probing just to make sure that, and I prefer to think of ’em as orange flags rather than red flags most of the time. Because most of the time it’s more the accumulation of those things than, than a single one that Gini Dietrich: fair, fair, Chip Griffin: that says, okay, no, this isn’t the right fit. But I also like to probe. And so, you know, in an example like that, I might say, well, well why does that bother you? Why is that a problem? And just kind of see, Gini Dietrich: yeah. Chip Griffin: You know, what their, what their root thinking is, because I mean, chances are it’s not gonna change anything, but it’s always interesting to find out why. I think the other thing, and, and you touched on this in, in, you know, having a, a, an interview guide and all of that, if you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems. Gini Dietrich: Yes. Chip Griffin: And I think I’ve shared this on the podcast before. Yes. But I have seen so many egregious questions in interviews Gini Dietrich: Yes. Chip Griffin: Over the years that create substantial legal and regulatory issues. Gini Dietrich: Yes. Chip Griffin: Please, please, please train your juniors. Frankly, some of you probably need some training yourselves. Gini Dietrich: Yes. Chip Griffin: On how to do this, Gini Dietrich: I was just gonna say yes. Yes. Chip Griffin: In a way that’s not causing problems. Yes. Because the, I mean, the questions that I’ve seen asked in interviews are just off the charts and, and, and so blatantly inappropriate. Gini Dietrich: Do you have some examples? Chip Griffin: Focus on, and, and, and the other thing is focus on questions that, that actually might reveal something that’s useful to you. Gini Dietrich: Yeah. Chip Griffin: You are not, this is not Google. You’re not out there trying to ask, you know, weird mind game questions. Ask straightforward questions. I, I mean, ’cause the other thing Gini Dietrich: if you were a tree, what kind of tree would you be? Chip Griffin: Yeah, I mean, in addition to the inappropriate questions, you just get these dumb ones, right? Where someone, someone read an article and they’re like, oh, you learn so much if you ask, what kind of tree would you be? Really, you just look crazy as an interviewer. Gini Dietrich: Yeah. Chip Griffin: You’ll look like you’ve lost your mind. Gini Dietrich: Yeah. Chip Griffin: Just don’t do it. Have a real conversation. Treat them like a professional. Treat them with respect. Treat them like you would a prospect. Don’t sit there and, and try to play gotcha games. It’s not a quiz show. It’s not. If you want to go on a quiz show and, and you wanna run your own quiz show, fine. Do that. Your interview subjects, that’s not what it’s for. Don’t ask them in Google Analytics, where do you go to do this? Come on, seriously, just knock it off. Gini Dietrich: That’s funny. Chip Griffin: And if you’re gonna, if you’re gonna try to apply tests to people, you gotta pay them. Gini Dietrich: I totally 100% agree with that. Chip Griffin: But you can’t, Gini Dietrich: yes. Chip Griffin: You can’t say, I need you to write a plan for me. Gini Dietrich: No. Chip Griffin: Or write a press release or something like that. Mm-hmm. Mm-hmm. Particularly if it’s for an actual client you have Correct. And you might actually use it. That’s just wrong. That’s, and I see that way too often. Gini Dietrich: Yeah. Chip Griffin: Where someone says, well, I need to evaluate you. I need you to, to do this. On the technical side, I’ve seen people ask to be written to write all sorts of code. Why? Gini Dietrich: Bad idea. I, you know what, actually Reddit is full of, of those like, so I’m interviewing for this job and they asked me to put together a 12 month plan complete with deck and strategy and blah, blah, blah. Is that normal? And I’m always like, no? Chip Griffin: No, Gini Dietrich: don’t do it. I understand the hiring market is tough right now, but no. Chip Griffin: It’s just bizarre. I mean, honestly, I, I would be suspicious of anybody who could put together that kind of a plan based on, you know, 10 minutes of conversation. Gini Dietrich: Right, right, right. Chip Griffin: I mean, and that’s the other thing. You have to be realistic about what kinds of answers you can get from people in these short windows of time. And so it really is… it’s not necessarily about whether you like them, but it’s, it’s trying to get to understand how they think, how they approach things. You can get those big picture senses off of these conversations, but the, the more granular you get with your question, the less likely it is to be a reliable indicator. Gini Dietrich: Yeah. Chip Griffin: And, and you need to, to again, treat it like a real conversation. So to the extent you have interview guides. Please use them. Just look through them and, and use it as, as a, a general format for the questions you might ask. Please do not do as, as. When I used to advise members of Congress and I prepared questions for them for hearings. Some of them would sit there and ask question one, question two, question three. They wouldn’t even listen to what the, the answer was from the witness at the hearing. They wouldn’t listen to what their colleagues had asked. So I, there were any number of situations where a member would read my question. The member previous to them had asked the exact same question, but they weren’t bothering to listen. Or they asked question one, and they move immediately to question number two, even though the person actually answered question number two as part of their response to question number one. Use your brain. Have a meaningful conversation. Do not walk through your, these are the 10 questions I always ask on interviews and just march through them Gini Dietrich: right Chip Griffin: in forced order. That doesn’t make any sense. You, you need to, to have a real meaningful conversation with someone if you wanna evaluate them properly. Gini Dietrich: Yeah. You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. This, that’s ludicrous. Chip Griffin: Alright, so you, so we’ve, we’ve figured out what we need. We’ve done the interviews. So now how do we pick, we, you know, we’ve got, I mean, let’s say we’ve got a couple of finalists. They’re both in our view, viable finalists. They’re, they’re, they both could do the job. What do you weigh most heavily when you’re evaluating one versus the other? How, how do you make that difficult decision? Gini Dietrich: I’m the wrong person to ask that question ’cause it is based on whether or not I like you and that’s probably not the right response. Chip Griffin: I mean the, there has to be an element of that, particularly in a small agency. Right. You know, you Yeah. If you just, if if you, if you don’t get the right vibe off of someone and you’re like, ah, this just doesn’t… listen to yourself. Gini Dietrich: Yeah. Chip Griffin: Right. If, if you don’t enjoy having the conversations with that person during the interview process, Gini Dietrich: it’s not gonna get better. Chip Griffin: And maybe you say, well, but they’re, they have all the skills. They have all the connections. They know what they’re doing. Oh, it’d make my life so easy. Listen to yourself there. And that doesn’t mean that you have to have that, you know, you need to hire people that you want to go out and have a beer with after work or something like that. But, you know, you’ve gotta feel like, I could talk to this person Gini Dietrich: Yeah. Chip Griffin: An hour or two a day and I, I wouldn’t lose my mind. Gini Dietrich: Yeah. Chip Griffin: Don’t ever say they’ve got so much talent. I’m gonna ignore that. Gini Dietrich: Yeah. Never, because I, the way I think about it is, and the same thing with clients, I would say it will, it gets to the point that I’m gonna end up canceling meetings with this person or with this client. If the answer is yes, then it’s not the right fit. Chip Griffin: Yeah. I mean, and, and the flip side is true too. Going to your point very early in this conversation, if you, if you are enjoying your conversation with that person, don’t overlook the fact that they don’t actually have the skills Yeah. That match up. Mm-hmm. Or, you know, they are under, it will bite you, underqualified or overqualified for the role. They still need to be a fit for the role. No matter how much you enjoy uhhuh your conversations with them or how smart you think they are, Uhhuh, that they may be a good fit for your organization at some point in some role, but it may not be the one you’re hiring for now. Mm-hmm. So make sure that you’re clear with yourself and don’t talk yourself into something. I, I see this a lot where people will get through the hiring process and they find someone that they really like and they’re like, well, they’re not really a fit for this role, but I could see them doing this or that. It’s okay to be flexible, but make sure that whatever this or that is, is really something you need. And you’re not talking yourself into an additional expenditure or putting yourself in a position where, yes, you’ve got that person, but now you still have to hire for this other role. You, you may make things more difficult for yourself in that. So make sure that you’re always going back to what did you say you needed? And if we’re deviating from that, why? And is it, is it a sound business case for making that decision? Gini Dietrich: Yeah, absolutely. Learn from me. Don’t make those mistakes. It costs a lot of time, a lot of money, and a lot of angst. It burns, some bridges. Learn from me. Chip Griffin: And, and also throughout the interview process, and I think we’ve talked about this on the, the show in the past before start thinking about those interview conversations, the hiring conversation where you’re making the offer. Think about all of those as part of the onboarding process. Because it really is a seamless transition or should be a seamless transition into the onboarding and ultimately retention. I mean, when, when we talk about retaining employees, it goes back to how the interviews went. Absolutely. The questions you asked, the way you handled yourself, all of that impacts things that will happen 6, 12, 18 months down the road or even more. Yeah. And so you need to be mindful of that and thinking about how would this person perceive the questions we ask, the process we follow, are we frankly canceling a lot of times on them during the interview process. You need to treat them with respect, if you want to be treated with respect, if you want to build a lasting relationship. So think about all of that at every step of the hiring process, from that first interview, to the last interview, to the offer, et cetera. Gini Dietrich: Absolutely, yes. It’s very, very, very important for you to be organized and prepared. Hire slowly. Those will be the things that save you from a hiring perspective. And like I said, learn from me and don’t always hire just people you like. Chip Griffin: There you go. But don’t hire people you dislike either. Gini Dietrich: So well, sure. But they also have to have the skills to do a good job. Chip Griffin: All right, well I guess with that, we’ll let you keep your job for now, so Gini Dietrich: Well thanks. Thanks. I appreciate it. Chip Griffin: On that note, we will draw this episode to a close. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.
Today we sit down with Matt Hofer, an offensive lineman at the University of Toledo and a member of the Allstate AFCA Good Works Team. Over the last two years, Matt has committed himself to global mission work, traveling to Kenya and the Philippines to serve in schools, orphanages, and churches, supporting underserved communities through faith and service. His impact extends to his hometown too, where he volunteers with the Cherry Street Mission, the Toledo Boys & Girls Club, and Victory Day, along with outreach efforts in local schools and community programs throughout Toledo. In this conversation, Matt opens up about his faith, leadership mindset, life as a student athlete, and the deeper purpose that drives him beyond the football field. A story about serving others, leading with humility, and using the platform of sport to make a real difference.
We bought back one of our old segments called "Remember Me" We have organised a surprise for one of our team members - it's someone from their past who they haven't spoken to for years! Hear who it was! See omnystudio.com/listener for privacy information.
NALC's Emergency Response Team (ERT) deploys specially trained letter carriers to assist other members following traumatic events. In this episode, hear directly from four of our ERT members: Brooke Bollom, Bismarck, ND Branch 957; Rei Santiago, Elizabeth, NJ Branch 67; John Collins, Zanesville, OH Branch 63; Wayne Green, Winston-Salem, NC Branch 461 Links: https://fsafeds.gov/ https://nalchbp.org/ 00:01:00 - Peak season 00:04:00 - National Rap Session recap 00:06:30 - Open Season 00:09:22 - Flexible Spending Account (FSA) 00:13:58 - Roundtable with ERT members
Liebes Team, was macht ihr an diesem schönen Sonntag? Hoffentlich macht ihr euch für eine besonders schöne Folge wieder bereit - eine Folge, in der wieder was für jede und jeden dabei ist: Motivation, ein bisschen Romantik sogar, Mutmacher, neue Ideen, der Wunsch für eine tolle Zukunft für den Frauenfußball, was ein Nachname alles verändern kann und ein paar Buchtpps gibts auch. Unser neues Team Member ist nämlich irgendwas zwischen Volljuristin und Content Creator. Aber hört selber rein, pickt euch raus, was euch am meisten anspricht, hilft und weiterbringt und meldet euch gerne bei uns mit Feedback, Fragen und Ideen. Und jetzt ganz viel Spaß mit: Rena Schwabl **Schnitt und Postproduktion: Andy Aksen** https://www.aksenmedia.de/ https://www.linkedin.com/in/andyaksen/
https://www.laurenlappin.com.au/service-cost-calculator (*No Discount Code Required at Checkout*).In this week's episode Lauren breaks down the 6 mistakes that could be killing your Salon profit margin. The 6 Mistakes That Quietly Kill Your Profit Margin:Undercharging for your products and services. (04:45).Discounts, value-adds and loyalty systems that eat into your profit. (08:00).Allowing too much time for your services. Remember, time is money! (13:00).Too many subscriptions, systems and tools. (21:00).Retention of Team Members that aren't performing, and aren't profitable. (25:00).Overdelivering out of fear. (28:00).https://www.laurenlappin.com.au/service-cost-calculator (*No Discount Code Required at Checkout*).....Rate and Review the Show in Apple: https://podcasts.apple.com/au/podcast/the-lash-business-lounge/id1609510128Rate the Show in Spotify: https://open.spotify.com/show/0xvJ8MNZM9cbjYBGcMDtb8?si=b23764e4d0ed4b59Lauren on Instagram: https://www.instagram.com/laurenlappin_Allure's Instagram: https://www.instagram.com/allure_lashbeautybar....This Episode was Recorded and Produced by Josh Liston at JCAL Media Group - https://www.jcaldigital.org/podcast-editing
Season 8 of Lessons I Learned in Law continues in partnership with Wordsmith AI, the legal-AI platform built for in-house teams.This week, Scott is joined by Katja Fenton, General Counsel and Executive Team Member at Fugro, the global geo-data company supporting safer infrastructure, offshore wind development, cleaner energy, and sustainable cities. Remarkably, Katja joined the conversation during her first 90 days—a pivotal moment when lessons feel sharpest, transitions feel largest, and instincts matter most.Katja reflects on the early months of stepping into C-suite leadership while taking on responsibility for a global legal & compliance function of around 60 professionals across four regions. Her first lesson—integrity is trusting your gut, even when it's uncomfortable—comes from a defining moment early in her career, when she turned down a high-profile international assignment because the work didn't align with her values. She shares how that instinct has shaped her approach to ethics, leadership, and decision-making ever since.Her second lesson explores the quiet but transformative power of allyship and sponsorship: the people who open doors for you when you're not in the room. Katja discusses the individuals who have championed her career—from a sixth-form teacher who changed her university path, to leaders who offered opportunities at critical moments—and why she now feels a responsibility to pay it forward.Her final lesson reframes imposter syndrome as evidence of growth. From Dubai's major construction projects to stepping into the executive team at Fugro, Katja describes how feeling out of depth has consistently signalled the start of her biggest periods of development.Katja also speaks candidly about global mobility, returning to Europe after years in Asia, building diverse teams, raising three young children in the Netherlands, and the importance of curiosity as a core legal skill.Guest Recommendations
Sneable Sports 5, Meet Tommy Tacklebarry: Team Leader by Jennifer K Rosen https://www.amazon.com/Sneable-Sports-Meet-Tommy-Tacklebarry/dp/B0F52W12PL Meet Tommy Tacklebarry, founder and team leader of The Sneable Sports 5! The Sneable Sports 5 are five friends who come from all over America and joined together as co-founders to create a special organization to share their own unique experiences. Helping kids is what they love to do! Tommy Tacklebarry is the first book in this engaging series featuring talented athletes who are determined to help children navigate any challenges they may face in life. Many types of sports, especially football, have always been easy for Tommy, but sitting still, staying quiet and focused when he was in the classroom was a challenge for him. His football coach, Mr. Bevel and his Teacher Mrs. Angleton, help Tommy learn to use his voice in a positive way and to understand how he learns best in the classroom. With their inspiration, Tommy decided he wants to help others, so he formed the Sneable Sports 5 team with four of his friends. Their goal is to help children through any challenges they may face in life with education, counseling and other various programs. The Sneables all share a desire to help kids just like YOU excel in whatever you do! We know you have many choices in the ever-growing world of children’s books, but we believe this series offers something that is different, inspiring and enjoyable for your child and the whole family. At the end of the story, Tommy offers helpful tips about bullying. We want you to know that you don’t have to be a star athlete to be a Sneable Sports 5 Team Member, you and your child will find a list of ways they too can become a Team Member with their very own Certificate of Accomplishments! Follow the adventures and experiences of these sports characters.
In Episode 516 of the Clive Barker Podcast, Ryan and Jose get into some late-breaking Hellraiser Revival news, and how you can help our friend Karmel, and how you can contribute to a Barker-Related project. This is the Clive Barker Podcast, where long-time fans Ryan and Jose interview guests, bring you the news, and take deep dives into Barker-related stuff. Sponsor : Don Bertram's Celebrate Imagination | Pinterest | ETSY Store Check out his recent paintings, "Self Acceptance", Fireflies, The Waiting Room II, Sponsor : Ed Martinez YouTube Channel 1992 Fangoria Weenend of Horrors, Chicago Costume Contest Sponsor : The Now Playing Podcast Catching Up Kickstarter Update Bennett and Nathan- Send us your address More web site problems Looking for a Team Member to help with Social Media News From The Reef Tribute To Clive Barker (Le Fantastique) Submissions open until December 1st Help Our Friend, Karmel Knipprath New Hellraiser Revival Gameplay Trailer Crawley's Reaction Video Show Notes 441 – Power of Imagination with Sorcha Ni Fhlainn and Karmel Knipprath Coming Next Clive's Contemporaries Commentary (1973) Book Club of Blood: Rawhead Rex Portrait Study Clive's Contemporaries Commentary (1978) 2025 In Review Patreon (Live Thanks) Patreon Members Shout-Out (Become a Patron) David Anderson Erik Van T' Holt Daniel Elven Amanda Stewart Bradley Gartz Matthew Batten Bennett Jesse Clara Leslie Timothy Ramakers Terry Murdock Sponsor: Don Bertram's Celebrate Imagination Sponsor, Ed Martinez YouTube Channel Sponsor : The Now Playing Podcast New from Patreon Extended interview with Peter Atkins Texas Frightmare Memories The Lost World of the EctoSphere And this podcast, having no beginning will have no end. web www.clivebarkercast.com Apple Podcasts, Android, Amazon Music, Spotify, Pandora, Libsyn, Tunein, iHeart Radio, Pocket Casts, Radio.com, and YouTube and Facebook: | BarkerCast Listeners Group | Occupy Midian BlueSky | Reddit | Discord Community Support the show Buy Our Book: The BarkerCast Interviews Occupy Midian Hardcover | Kindle | Apple Become a Patreon Patron | Buy a T-Shirt Music is by Ray Norrish All Links and show notes in their Entirety can be found at https://www.clivebarkercast.com AI Summary Le Fantastique Project Discussion Ryan and José discussed José's recovery from bronchitis and shared experiences about living in remote areas. They reviewed information about the Le Fantastique project, including open submissions and cover details. José mentioned finding a page with more details about the release and open submissions. They agreed to post the current episode the next day and plan to discuss the Bruce Lee movie "Enter the Dragon" in the next episode. José confirmed he would watch the movie on YouTube with ads and English subtitles for the commentary. Postponed Podcast and Project Updates Ryan and José discussed José's recent illness with COVID-19 and bronchitis, which has affected his work schedule. They agreed to postpone recording their "Enter the Dragon" episode to the following Wednesday. Ryan requested Bennett and Nathan to send their addresses for the Kickstarter project. He also mentioned ongoing issues with their web host, affecting the website's performance. Website Updates and Project Planning Ryan and José discussed the need to delete certain websites due to malware issues and considered archiving content from the Duels of Blood event on their main website. They also explored the possibility of hiring someone with expertise in Discord chatbots and social media to assist with their workload. Finally, they shared exciting news about a new Clive Barker tribute book, "Le Fantastique," which will be published in 2026 and includes an open submission call for horror stories and poetry. Hellraiser Game and Community Updates The meeting discussed several topics, including a new Hellraiser game trailer, upcoming podcast content, and Patreon membership benefits. José and Ryan reviewed guidelines for a Clive Barker anthology, considering resubmitting their "Midian Unmade" stories. They expressed concern for Carmel Kniprath, a friend and fellow Clive Barker enthusiast, who is battling a brain tumor and seeking medical treatment. The group also discussed the new Hellraiser revival game, noting its M-rated content and potential release date in 2026. Finally, Ryan encouraged Patreon members to engage with the podcast and join the exclusive Discord chat. José's New Job and Recovery José received a package with a signed book, buttons, and a letter, which he appreciated. He mentioned having COVID and bronchitis but is now recovering. José described his new job at a factory, where he works on wax injection for aeronautics turbines, and expressed hope that it will get easier with experience. He also mentioned the possibility of moving to a quality control position or finding another role within the company if he decides it's not for him.
In this special episode, we welcome back Lindsay Whorton, President of the Holdsworth Center, to discuss her new book, A New School Leadership Architecture: A Four-Level Framework for Reimagining Roles. We dive into why the current model for school leadership is unsustainable and explore a new framework for building capacity and driving results in Texas public schools and beyond. The Holdsworth Center is a nonprofit focused on building and strengthening leaders for Texas public schools. Texas educates 10% of the nation's children, and the challenges faced there—like high teacher turnover and the increased complexity of the principal and superintendent roles—reflect national trends. Lindsay explains that we have created leadership roles that are "pretty close to impossible" for an average person. A core mistake is the assumption that if educators simply work harder and build the right skills, everything will be fine. We argue that the old model of the principal as the single "hero" responsible for the development of all 30-40 teachers must evolve. Lindsay's framework offers a way to diagnose and restructure leadership roles to create shared leadership and meaningful stepping stones for development. It's about getting clear on the different leadership jobs and how they relate, moving away from an unhelpful hierarchy and toward an ethos of sharing power. Key Takeaways: The Impossible Job: The current principal role, where one person is the primary developer for an entire staff of 30-40+ teachers, is unsustainable, especially with new teachers entering the profession with limited preparation. The Four-Level Framework: The book outlines a four-level architecture—Team Member, Team Leader, Bridge Leader, and School Leader (Principal)—each with a unique leadership mission for building capacity and delivering results . The Bridge Leader: This key middle layer is vital for coaching Team Leaders, ensuring coherence, and connecting the different levels of the school. It also creates meaningful, smaller-jump development opportunities for future principals. A Shift in Identity: Moving into new leadership roles requires not just new skills and time allocation but a fundamental shift in professional identity, often requiring leaders to "release control" and trust their colleagues. AI and the Human Core: As technology changes the future of work, cultivating the "most human" skills—like recognizing the beautiful, feeling confident, and building relational capacity—becomes even more critical in education. Why You Should Listen: If you work in education, you understand the increasing pressure on school leaders and teachers. This conversation offers a practical, thoughtful, and evidence-based way to rethink your school's operating structure, unlock the untapped leadership potential (the "stranded brilliance" we discuss) in your building, and create a system where success doesn't depend on "superheroes". We provide a blueprint for supporting your current staff while developing the next generation of resilient school leaders. Subscribe, like, and follow Trending in Education wherever you get your podcasts. Time Stamps: 00:00 Welcome Back to Trending in Education 00:16 Introducing Lindsay Whorton and Her New Book 01:18 The Holdsworth Center's Mission and Impact 03:03 Challenges in Leadership Development 07:52 The Importance of School Culture 11:45 Reimagining School Leadership Roles 15:44 Developing Leadership Capacity 17:58 Transitioning from Teacher to Coach 19:26 The Player-Coach Experience 20:39 Challenges in Professional Development 21:29 Introducing the Four-Level Leadership Framework 22:18 Exploring the Four Levels of Leadership 24:20 The Role of the Bridge Leader 28:12 Leadership and Control 29:50 The Impact of AI on Education 33:02 Final Thoughts and Appreciation
Budget wins can become talent losses. Learn a smarter way to view compensation that stabilizes your team over time.
In this episode of The Wealthy Practitioner Podcast, Steph opens up about one of the hardest—and most rewarding—parts of scaling a business: building a high-performing team. Drawing from her experience growing multiple businesses and leading The Wealthy Practitioner to new levels, Steph gets raw about what it really takes to lead at a championship level. From firing team members you love to setting "Netflix-level" standards of excellence, she shares the mindset, structure, and culture shifts required to build a team that truly wins. Steph walks through the evolution of her leadership over the last three years, the lessons learned from building teams across multiple companies, and how she's now creating her own TWP Culture Memo inspired by Netflix's Dream Team philosophy. You'll learn how to recognize when someone isn't the right fit, how to elevate your expectations without guilt, and how to attract A-players who thrive under high standards. Whether you're managing your first hire or running a full operation, this episode will challenge you to lead with clarity, confidence, and conviction. Episode Breakdown 00:00 – Introduction: Why Team Is the Key to Freedom 02:12 – The Realities of Leadership: Gray Hair, Growth, and Hard Decisions 04:01 – Building the Early TWP Team and What Changed in 2024 06:14 – Setting Championship-Level Standards Before "Full Send" 09:20 – Letting Go of a Team Member and the Pain of Tough Calls 11:43 – The Netflix Culture Memo: The Dream Team vs. the Family Model 16:02 – The Core Values That Create A-Player Teams 20:34 – What Happens When You Raise the Bar (and People Step Up) 24:18 – Avoiding Complacency: How to Keep a Team Hungry and Driven 27:40 – Leading Without Permission: Developing Independent Thinkers 31:56 – Why Your Team Mirrors Your Energy 35:22 – The Hard Truth: Not Everyone Grows with You 38:04 – How Firing Someone Opens Space for Alignment 41:10 – Final Thoughts: The Stranded Island Test for Building Your Dream Team Key Takeaways - Your team determines your freedom. You can't scale or lead without people who are fully bought into your mission. - Set standards that feel uncomfortable. Leadership means making decisions most people won't. - You attract what you embody. If you want A-players, show up like an A-player. - Culture isn't perks—it's performance. Build a professional sports team, not a family. - Letting go isn't cruel—it's kind. Releasing the wrong person creates alignment for everyone involved. Stay Connected Join the conversation inside our free Wealthy Practitioner Facebook group → https://www.facebook.com/groups/wealthypractitioner Follow and tag us on Instagram → https://www.instagram.com/wealthypractitioners/
Ein neuer Sonntag, eine neue Folge. Ihr wisst ja vielleicht, dass ich 2022 in den FC Viktoria Berlin investiert habe. Ein Fußballverein, in dem sich das Frauenteam auf eigene Beine gestellt hat. 6 Gründerinnen haben das Projekt an den Start gebracht, um zu zeigen, dass Frauenfußball auch anders kann, wenn er nur die richtige Unterstützung und Liebe erfährt, die er verdient. Heute geht es nicht um die Entstehung, um das Why oder das Wie - das habe ich schon mal mit Verena Pausder besprochen. Hört gerne dafür in Folge 60 rein. Heute geht es um den nächsten fetten, fetten Schritt, den der Verein gemacht hat: es geht um das Investment des Monarch Collectives in Viktoria. Das ist ein von Frauen gegründeter und geführter US-Fond und dieses Investment ist das erste US Growth Investment in den deutschen Frauenfußball. Für mich (das habe ich ausführlich in meinem LinkedIn Post geschrieben), ist das eine Form der Korrektur, von Empowerment und Rebellion, weil Frauenfußball war gesetzlich in Deutschland verboten von 1955-1970, während in dieser Zeit intensiv in den Fußball der Männer investiert und dieser florieren und wachsen konnte. Dass Investoren nicht allen Fußballfans schmeckt, besprechen wir heute auch, außerdem über die neu ausgegründete DFL der Frauen, über die aktuelle Kreuzband-Epidemie und die große Vision für den FC Viktoria. Ich hab's geliebt. Ihr hoffentlich auch. Und kommt unbedingt mal zu einem Spiel vorbei. Vielleicht treffen wir uns ja
This week, we're spotlighting Dylan Wheeler, a standout wide receiver at Saint John's University and a member of the 2024 Allstate AFCA Good Works Team. Dylan discusses his journey as one of Division III's top receivers and how his commitment to service has shaped his life on and off the field. Last season, Dylan recorded 21 touchdowns and over 1,100 receiving yards, establishing himself as a leader for the Johnnies. Off the field, he has raised more than $25,000 for Folds of Honor, led diversity and inclusion efforts as Saint John's SAAC President, and helped generate $35,000 to provide nearly 100,000 meals for families in need. His service also includes mission work in the Bahamas and volunteer efforts with Special Olympics and St. Jude Children's Research Hospital. Dylan shares how faith, leadership, and a desire to serve motivate him to make a lasting impact far beyond the game of football. Follow Saint John's Football: @saintjohnsfootball
In this episode, Chip and Gini tackle the difficult subject of firing an underperforming and problematic employee.
As Accounts Payable or Vendor team members we know that fraud risk is high in email. Is there a way that you can tell which email addresses are risky? And is that sufficient to manage fraud risk?Keep listening. Check out my website www.debrarrichardson.com if you need help implementing authentication techniques, internal controls, and best practices to prevent fraudulent payments, regulatory fines or bad vendor data. Check out the Vendor Process Training Center for 116+ hours of weekly live and on-demand training for the Vendor team. Links mentioned in the podcast + other helpful resources: AVM Framework: 3 Step Vendor Setup and Maintenance Process Workshop https://training.debrarrichardson.com/course/vendoronboardingworkshopFree Training: Plug Up the Gaps in Your Vendor Process https://training.debrarrichardson.com/course/gapsImprove the Confirmation Call: Vendor Callback Confirmation Toolkit(TM)https://training.debrarrichardson.com/course/callback-confirmation-toolkitCustomized Vendor Validations Session: https://debrarrichardson.com/vendor-validation-sessionFree Download: Vendor Validation Reference List with Resource Links https://debrarrichardson.com/vendor-validation-downloadVendor Process Training Center - https://training.debrarrichardson.comCustomized Fraud Training: https://training.debrarrichardson.com/customized-fraud-training Free Live and On-Demand Webinars: https://training.debrarrichardson.com/webinarsVendor Master File Clean-Up: https://www.debrarrichardson.com/cleanupYouTube Channel: https://www.youtube.com/channel/UCqeoffeQu3pSXMV8fUIGNiw More Podcasts/Blogs/Webinars www.debrarrichardson.comMore ideas? Email me at debra@debrarrichardson.com Music Credit: www.purple-planet.com
In this behind-the-scenes episode, Chris Johnstone welcomes a new team member and walks them through exactly how Connection Incorporated helps loan officers dominate their markets. From mastering referrals to leveraging A.I. automation, you'll see how top producers are growing their businesses faster than ever — without chasing low-quality leads. 3 Key Takeaways: The 4 Pillars of Growth — How to build your mortgage business using referrals from your database, real estate agents, deals in process, and A.I. search engines like ChatGPT. Automation that Works — Discover how the Loan Officer A.I. CRM runs your marketing, calling, and follow-ups automatically. Done-for-You Success System — Learn how our North American concierge team makes calls, books appointments, and helps clients close more loans every month. See exactly how we help loan officers build consistent, referral-based growth using proven systems and cutting-edge A.I. tools.
Most team members are only focused on Step 1 of the sale…writing the app. But what if there was a system that helped you double your apps and your premium?This week, we break down The Life Insurance Funnel, the 3-step system that helped me go from $35K to over $100K in life premium in a single year.If your team isn't following this funnel, you're leaving money on the table.#LifeInsuranceSales #SalesSystem #InsuranceTraining #TMP #TeamMemberPerspective #StateFarmAgent #InsuranceAgent #StateFarm
Show Start: Jillian shares her personal IVF and egg retrieval journey, offering insight, emotion, and hope along the way Introducing our new show host: Jon Comouche! We're giving him some advice—and maybe teasing him a little about how handsome he is. What's Trending: From the dazzling super moon lighting up the sky to rumors about Ariana Grande's secret project, we're covering it all. Plus, the most popular baby names of 2025 are out, and we're celebrating both National Nacho Day and National Men Make Dinner Day, so there's plenty to talk (and eat) about! Second Date Update: Cocktails, chemistry, and… ghosted? Evan shares his story of meeting Mariah and the date that didn't go as planned. How Much Exercise it Takes to Burn off Halloween Candy: We're breaking down how long it really takes to burn off your favorite Halloween treats—from pushups for Snickers to jump rope for Reese's. You might rethink that second Twix after hearing this one! Good News: A 12-year-old junior lifeguard in Southern California didn't hesitate when a boat capsized, helping save five people from the water. From flagging down a jet ski to giving first aid, his quick thinking proves why the junior lifeguard program is so important—and everyone is expected to be okay!
You can't scale if you're the cleaner, the guest texter, the bookkeeper, and the ops manager.This episode breaks down exactly when to hire, who to hire first, how to onboard them, and how to keep them executing so you can grow your STR business instead of babysitting it.• When it's actually time to hire (not too early, not too late)• Who your first hire should be in an STR business• Sample VA schedule for guest communications• How to onboard using SOPs instead of winging it• What to pay and where to find VAs• The weekly meeting rhythm that keeps them accountableWant to Grab the Hiring and Onboarding Templates?Just click the link below and DM us "VA".Link: https://ig.me/m/mike.sjogren?utm_source=Podcast&utm_medium=Captivate&utm_campaign=T031&utm_content=VA00:00:04 – When to Hire Your First Person00:00:29 – Signs You're Doing a 40–60 Hour Week00:03:52 – Operator First or Sales First?00:10:07 – Sample STR VA Schedule (Guest Comms)00:10:24 – What to Pay and What They Do00:17:42 – Onboarding With SOPs, Not Vibes00:17:52 – Weekly Meetings and Task Lists00:18:56 – Growing Their Responsibilities Over Time00:28:03 – Where to Find VAs 00:28:43 – Use Our Hiring & Onboarding TemplatesGet FREE Access to our Community and Weekly Trainings:https://group.strsecrets.com/
You can't scale if you're the cleaner, the guest texter, the bookkeeper, and the ops manager.This episode breaks down exactly when to hire, who to hire first, how to onboard them, and how to keep them executing so you can grow your STR business instead of babysitting it.• When it's actually time to hire (not too early, not too late)• Who your first hire should be in an STR business• Sample VA schedule for guest communications• How to onboard using SOPs instead of winging it• What to pay and where to find VAs• The weekly meeting rhythm that keeps them accountableWant to Grab the Hiring and Onboarding Templates?Just click the link below and DM us "VA".Link: https://ig.me/m/mike.sjogren?utm_source=Podcast&utm_medium=Captivate&utm_campaign=T031&utm_content=VA00:00:04 – When to Hire Your First Person00:00:29 – Signs You're Doing a 40–60 Hour Week00:03:52 – Operator First or Sales First?00:10:07 – Sample STR VA Schedule (Guest Comms)00:10:24 – What to Pay and What They Do00:17:42 – Onboarding With SOPs, Not Vibes00:17:52 – Weekly Meetings and Task Lists00:18:56 – Growing Their Responsibilities Over Time00:28:03 – Where to Find VAs 00:28:43 – Use Our Hiring & Onboarding TemplatesGet FREE Access to our Community and Weekly Trainings:https://group.strsecrets.com/
Changes in a practice are necessary. At times, changes are thrust upon a team, forcing them to pivot. Other times, the practice owner is watching the horizon for economic, technological, or financial impacts that may also force change. Regardless, change is necessary at times and also desirable at times. So, it can be extremely disheartening to have a team that refuses to follow their leader into new changes. In this episode, Dr. Kuba and Bethany discuss the difficultly of change and yet the importance of it. They also discuss how to view and manage team members that may be resisting the revisions. They end with an important message for all practice owners and team members – don't be a dingbat! Previous Episodes Worth Revisiting: How to Help Your Team Bear FruitDental Practice Owners are Leaders 2026 Crash Course Dates are ALMOST GONE!!! Reach out TODAY to sign up!
What you'll learn in this episode:The “Scarlett” hiring model: Self-Starter, Competitive, Assertive, Relationship-Based, Learning-Based, Team PlayerHow to interview and rate virtual assistants for long-term successWhy you should never spend your time on CanvaThe 5 core activities of a real estate agent that VAs can help you protectHow to buy back your time and scale your business through leverageLeadership lessons to turn VAs into trusted team members
How do you keep ambitious, high-performing team members engaged and inspired, especially when they want more than you can offer right now? In this episode, I'll share why giving out raises or perks alone isn't enough to retain your very best people. I'll dig into what ambitious team members really want, like career path visibility, opportunities to take on important projects, mentorship, and the chance to influence others. Drawing from research, real-world examples, and our signature tools such as the Career Pathing framework and the 5R Work Plan, I'll walk you through some of the common mistakes leaders make with high performers. I'll also provide practical strategies to help you turn ambitious team members into loyal, long-term leaders within your business. If you've ever worried about losing top talent, struggled with mapping out growth opportunities, or wondered how to elevate your team without burning out, this episode is for you. Work with Shelli Warren: Book a call with Shelli to talk about how coaching can help you elevate your leadership capability. Apply to join the Leadership Lab. Free Resources: Click here to grab our NEWEST resource that guides you through a firing framework that protects your culture and your credibility. Check out more free resources here. Connect with Shelli Warren: Email: leader@stackingyourteam.com Instagram LinkedIn Subscribe to the Stacking Your Team Newsletter
Get ready for a laugh-out-loud live episode! Hosts Chris and Stu discuss the top 5 people they would have in their A-Team! and its utter nonsense!!Prepare for tons of laughs,Recording this episode was an absolute blast, and we hope you enjoy listening as much as we enjoyed creating it!Disclaimer: we talk utter drivel and do not listen if you are easily offendedSpecial Thanks to Our Sponsor:A big shoutout to our amazing sponsor, the Say What Podcast. Their support keeps us going strong, so be sure to check them out!Watch and Support Hardcore Listing!Want to watch this episode and help Hardcore Listing keep rolling? Head over to our Patreon page! By becoming a patron, you'll gain access to exclusive content, behind-the-scenes footage, and the chance to pick your very own Top 5 topics for future episodes!www.patreon.com/hardcorelistingStay Connected!Don't miss out on updates, extra content, and all things Hardcore Listing—follow us on social media:Twitter: @hardcorelistingInstagram: @hardcorelisting Hosted on Acast. See acast.com/privacy for more information.
Selah Neal and Kori James were media team members on Central Valley Honor Flight 33. Selah is a smart, talented, media-savvy junior at Fresno Christian High School. Kori is a media adviser and history teacher, also at Fresno Christian High School, as well as a professional photographer. She brought a wealth of experience as a photojournalist and educator to help document the journey with Selah. In the first of multiple segments with them, they discuss how they became a part of the trip, how they navigated a teacher-student relationship when they were ostensibly work colleagues in Washington D.C. and earning respect from all those around them... because respect is never simply handed over. The Christopher Gabriel Program ----------------------------------------------------------- Please Like, Comment and Follow 'The Christopher Gabriel Program' on all platforms: The Christopher Gabriel Program is available on the KMJNOW app, Apple Podcasts, Spotify, YouTube or wherever else you listen to podcasts. --- The Christopher Gabriel Program | Website | Facebook | X | Instagram | --- Everything KMJ KMJNOW App | Podcasts | Facebook | X | Instagram See omnystudio.com/listener for privacy information.
Female emPOWERED Podcast | Episode 307
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On today's episode, Andy answers live call-in questions on creating accountability as a young leader, bouncing back after a major setback, and finding the right team members for your mission.
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