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Radio International - The Ultimate Eurovision Experience is broadcast from Malta's Radio 105FM on Tuesday evenings from 2100 - 0059 hours CET. The show is broadcast live on Wednesday evenings from 1900 - 2300 hours CET on the Eurovision Radio International Mixcloud Channel as well as on the Facebook Page of Eurovision Radio International with an interactive chatroom. AT A GLANCE - ON THE SHOW THIS WEEK Live Interview with Satoshi (Moldova 2026) Interview with Alexandra Capitanescu (Romania 2026) Interview Clips with Look Mum No Computer (United Kingdom 2026) done at the Turquoise Carpet Interview with Kaleen (Austria 2024) done at the Turquoise Carpet Eurovision Spotlight: Eurovision Song Contest 2026 - The Assessment with Eurovision Lordship Marcus Keppel-Palmer Eurovision News with Johannes Vitt courtesy of www.escXtra.com Eurovision Birthday File with David Mann Eurovision Cover Spot with David Mann Eurovision Calendar with Javier Leal New Music Releases by Eurovision Artists Your music requests Eurovision Winner 2026 for Bulgaria - Dara "Bangaranga" Interview with Eurovision Winner Dara: The Grand Final of the 70th Eurovision Song Contest took place on 16 May 2026 from the Wiener Stadthalle in Vienna, Austria with delegations from 35 countries battling it out for the winning trophy of the contest and the right to host the Eurovision Song Contest 2027. For the very first time Bulgaria won the competiton with Dara and the song "Bangaranga" receiving a total amount of 516 points combined from Public and Jury Vote. The Radio International Team was on location and had the chance to interviews many of the artists at different places such as Turqoise Carpet, in the Media Centre, at the Embassies as well as in the Eurovillage. Enjoy those interviews being broadcast on Radio International during the upcoming shows. This week there is a short interview clip with the UK's Eurovision entrant Sam Battle alias Look Mum No Computer who performed the song "Eins, Zwei, Drei". The Eurovision Song Contest 2026 Scoreboard What a thrilling voting it was on Saturday with the final result being visible just above. Full details can be viewed at our friends from Wikipedia - click here The Radio International Photo Album from the Eurovision Song Contest 2026 - CLICK HERE Satoshi (Moldova 2026) with JP Interview with Satoshi (Moldova 2026): After a year's break Moldova came back with a bundle of energy to the Eurovision Song Contest 2026 with Satoshi and the song "Viva Moldova" which in fact opened up the Eurovision Song Contest 2026 being the first song in Semi Final 1. The Radio International Interview Team met Satoshi at the Turquoise Carpet. Part of Satoshi's performance was also previous Eurovision entrant Aliona Moon who in 2013 reached Number 11 with the song "O Mie". Radio International has the big pleasure to be having Satoshi live on the show this week for an in-depth interview and the latest song release. Alexandra Capitanescu (Romania 2026) in Vienna Interview with Alexandra Capitanescu (Romania 2026): What an amazing result for the returning Romania to the Eurovision Song Contest 2026: Number 3 for the third time and so far Romania's best result in the contest. In 2005, Luminita Anghel & Sistem came third with "Let me try", and also in 2010 Paula Seling & Ovi took Romania to Number 3 with the song "Playing with Fire". 2023 was the last time that Romania took part in Eurovision until their return in 2026 with a banger. "Choke me" performed by Alexandra Capitanescu and her band reaching Number 3. Radio International's JP and Johannes had the pleasure to meet the group in the media centre of the Eurovision Song Contest 2026 in Vienna for an in-depth interview you can hear on the show this week. Kaleen (Austria 2024) Interview with Kaleen (Austria 2026): The Interview Team of Radio International had the pleasure to once again meet Kaleen at the Turquoise Carpet of the Eurovision Song Contest 2026. It is very common that previous Eurovision artists walk the Turquoise Carpet. Kaleen represented Austria at the Eurovision Song Contest 2024 with the song "We will rave" which made it into the Grand Final and at the end of the voting sequence Austria ranked at Number 24. Enjoy listening to this interview and get the catch-up on the latest of Kaleen. The Eurovision Spotlight: The Eurovision Song Contest 2026 - The Assessment: It is a tradition that Radio International will review the Eurovision Song Contest with the Team Members and talking about the highlights and sharing opinions on the staging of the contest. This week Eurovision Lordship Marcus Keppel-Palmer continues the series looking at the Eurovision Song Contest 2026. Eurovision News, New Song Releases, Birthday File, Coverspot, Eurovision Calendar: Also JP will be joined by David Mann for the Eurovision Birthday File and Eurovision Coverspot. Johannes presents the Eurovision News courtesy of escXtra.com. There will be a lot of the great new releases of Eurovision artists on the show as well as great Eurovision Classics. Javier will be updating us on the upcoming Eurovision events in the Eurovision Calendar and lots more. For full details of this week's Show Content and Play List - click here
Liebes Team, ein neues-altes Team Member haben wir heute und damit eine Neuheit. Noch nie haben wir ein Team Member 2x gehört - ich finde die Idee aber super:) Deshalb hören wir jetzt 5 Jahre nach unserer ersten Folge noch mal ein Update von Laura Feiersinger. Inwieweit sie sich verändert, weiterentwickelt hat, was sie heute immer noch macht und welche Bücher sie immer noch liest. Was ihr Status bedeutet - und sie hat wieder einen neuen und mega coolen Headcoach aus dem Ärmel gezaubert. Hört rein, gebt uns eine positive Bewertung, folgt uns auf Instagram und habt jetzt ganz viel Spaß mit Laura Feiersinger Part II **Schnitt und Postproduktion: Andy Aksen** https://www.aksenmedia.de/ https://www.linkedin.com/in/andyaksen/
Praising the people you lead is a great instinct, but the greatest leaders take it further. This episode reveals how to master affirmation in three different directions, and why the leaders who do multiply their influence and build stronger leaders around them. Get the free leader guide for this episode here: https://www.life.church/leadershippodcast/stop-losing-your-best-team-members. ==================== JOIN THE COMMUNITY
This week on the Community Trust Bank Coaches Corner: Tonight we have on MOCO Unified Track Team Coach Missi Kirk, Assistant Coach Kim Crouch athletes Serrena Warren, Levi Vernon, Lily Holt, Ayden Crouch, Tristan Taulbee. Join us for an action-packed episode! Your home for passionate sports talk—from Friday night lights to the hardwood to the diamond! We shine a spotlight on local high school athlete's sports scene. If it matters to you it matters to us!! Four voices. Four communities. All sports. Hosts - Sean Kiper, Wes Crouch, Adam Muncy, and Daron Stephens. Follow and Like us on the following Social Media Platforms. Support the show Follow us on Facebook Follow us on X Subscribe on Youtube Visit us on the Web
In this Medtech Matters podcast episode of Mike on Medtech with Mike Drues, president of Vascular Sciences, we're speaking about how to best determine the efficacy of regulatory and quality team members. A variety of real-world examples are provided that demonstrate the need to “trust but verify” the actions of these team members. During this conversation, the following questions are addressed:Why the need to measure the safety and efficacy of the regulatory and quality team?What can happen if you put too much trust or reliance on your regulatory consultant?Can you give a specific example where there was too much trust?Can you give us another regulatory example, perhaps involving clinical trials?Can you provide a quality or manufacturing example, perhaps involving AI?What are today's takeaways?Listen to this discussion and see if you need a plan to verify your regulatory and quality team members' actions. If you'd like to share thoughts, ask questions, or have a suggestion for a future topic for us to cover, please reach out to me at sfenske@rodmanmedia.com, and we'll see if your ideas/inquiries/suggestions align with a future episode.Send us Fan Mail For more medtech news and information, visit https://www.mpomag.com.
Radio International - The Ultimate Eurovision Experience is broadcast from Malta's Radio 105FM on Tuesday evenings from 2100 - 0059 hours CET. The show is broadcast live on Wednesday evenings from 1900 - 2300 hours CET on the Eurovision Radio International Mixcloud Channel as well as on the Facebook Page of Eurovision Radio International with an interactive chatroom. AT A GLANCE - ON THE SHOW THIS WEEK Indepth Interview with Eva Marija (Luxembourg 2026) Interview with Cosmó (Austria 2026) done at the Turquoise Carpet Interview Clips with Akylas (Greece 2026) done at the Turquoise Carpet Interview Clip with Leléka (Ukraine 2026) done at the Turquoise Carpet Eurovision Spotlight: Eurovision Song Contest 2026 - The Assessment with Alasdair Rendall Eurovision News with Johannes Vitt courtesy of www.escXtra.com Tribute to Eurovision Conductor Pierre Cao (Luxembourg) Tribute to Sophie Garel of Chris Baldo and Sophie Garel (Luxembourg 1968) Tribute to Romuald (Luxembourg 1969, Monaco 1964, Monaco 1974) Eurovision Birthday File with David Mann Eurovision Cover Spot with David Mann Eurovision Calendar with Javier Leal New Music Releases by Eurovision Artists Your music requests Eurovision Winner 2026 for Bulgaria - Dara "Bangaranga" Interview with Eurovision Winner Dara: The Grand Final of the 70th Eurovision Song Contest took place on 16 May 2026 from the Wiener Stadthalle in Vienna, Austria with delegations from 35 countries battling it out for the winning trophy of the contest and the right to host the Eurovision Song Contest 2027. For the very first time Bulgaria won the competiton with Dara and the song "Bangaranga" receiving a total amount of 516 points combined from Public and Jury Vote. The Radio International Team was on location and had the chance to interviews many of the artists at different places such as Turqoise Carpet, in the Media Centre, at the Embassies as well as in the Eurovillage. Enjoy those interviews being broadcast on Radio International during the upcoming shows. The Eurovision Song Contest 2026 Scoreboard What a thrilling voting it was on Saturday with the final result being visible just above. Full details can be viewed at our friends from Wikipedia - click here The Radio International Photo Album from the Eurovision Song Contest 2026 - CLICK HERE Eva Marija (Luxembourg 2026) Interview with Eva Marija (Luxembourg 2026): The country returned to the Eurovision Song Contest in 2024 and since then has always been in the Grand Final, however, this year it was not the case. Eva Marija represented Luxembourg at Eurovision 2026 with the song "Mother Nature" sadly only ending up at Number 12 in Semi Final 20 with 60 points though, the song has a strong message as Eva Marija explains to the Radio International Interview Team at the Turquoise Carpet. But also Alain Forrotti had the pleasure of a more in-depth interview with Eva Marija which you can hear on this week's edition of Radio International this week. Cosmó, Akylas and Leléka at Eurovision 2026 Interview Clips from the Turquoise Carpet (Cosmó), Akylas, Leléka): The Turqoise Carpet marks the start of the Welcome Ceremony of the Eurovision Song Contest. The Eurovision Artists walk the carpet in front of the many Eurovision Fans and International Media who conduct short interview clips with the artists. This week listen to the interview clips JP, Marc and Salman did with Cosmó (Austria), Akylas (Greece) and Leléka (Ukraine). The Host Entry from Austria was performed by Cosmó called "Tanzschein" which reached Number 24 in the Grand Final. Leléka represented the Ulraine with the song "Ridnym" coming 9th in the Grand Final and Akylas was the musical ambassador from Greece and performed the song "Ferto" which reached Number 10. Listen to these interview clips on the show this week. The Eurovision Spotlight: The Eurovision Song Contest 2026 - The Assessment: It is a tradition that Radio International will review the Eurovision Song Contest with the Team Members and talking about the highlights and sharing opinions on the staging of the contest. This week Alasdair Rendall continues the series looking at the Eurovision Song Contest 2026. Tribute to Pierre Cao, Sophie Garel and Romuald: Once again sad news hit the Eurovision Community during the month of May as three artists passed away. Pierre Cao was a very famous conductor at the Eurovision Song Contest conducting among others Luxembourg's winning song "Tu te reconnaitras" performed by Anne Marie David. He was also the Musical Director at the Eurovision Song Contests in 1973 and 1974. Pierre Cao passed away on 14 May 2026 at the age of 88. Then Sophie Garel passed away who together with her singing partner Chris Baldo represented Luxembourg at the Eurovision Song Contest 1968 with the song "Nous vivrons d'amour". Sophie passed away on 14 May 2026 at the age of 84. And Romuald Figuier passed away on 12 May 2026 at the age of 88 represented although being French Monaco at the Eurovision Song Contest 1964 with the song "Ou sont-elles passees" coming 3rd. Then in 1969 he represented Luxembourg with the song "Catherine" coming 11th and once again he represented Monaco in 1974 with the song "Celui qui reste et celui qui s'en va" coming 4th. May you all Rest in Peace. Eurovision News, New Song Releases, Birthday File, Coverspot, Eurovision Calendar: Also JP will be joined by David Mann for the Eurovision Birthday File and Eurovision Coverspot. Javier stands in for Nick and will be presenting the Eurovision News courtesy of escXtra.com. There will be a lot of the great new releases of Eurovision artists on the show as well as great Eurovision Classics. Javier will be updating us on the upcoming Eurovision events in the Eurovision Calendar and lots more. For full details of this week's Show Content and Play List - click here
In this episode, Dave and Jamison answer these questions: Hi from a long-time listener and first-time caller. I need some advice on a toxic workplace situation. I'm currently unhappy with my job due to a difficult dynamic with a colleague. My manager put us on the same team, meaning we share responsibility for our output. Although this colleague is technically a level below me, they act as though they have seniority. This creates significant friction: they're resistant to advice, insist they're always right, and refuse to accept reality even when they can't deliver what's required. They're incredibly stubborn, and arguing with them about what's feasible takes an excessive amount of effort. The situation is particularly frustrating because I'm held accountable for the shared results. If I weren't responsible for the final outcome, I could probably just ignore their behaviour. Instead, they frequently talk a big game while contributing very little actual work. People unfamiliar with our domain are easily misled by their confidence, even though they are incompetent. Consequently, I'm forced to clean up their mess; otherwise, I'd be the one bearing the blame for the failure. I tried discussing this with my manager, but unfortunately, it made me look bad rather than resolving the issue. If I were the manager, I'd fire this person immediately, but my manager is clearly one of those people who get fooled by their smooth talk. I'm very close to handing in my notice, and let the manager know how incompetent this person is. But I'm furious that I feel I have to give up a role I enjoy just because of someone who makes my life miserable. My question is: Should I stick it out and try to navigate this politics-heavy environment, or is walking away the only option left? How do I leave without burning bridges or letting them win? Hello gentlemen, long time listener of the show and finally getting around to asking my first question (how exciting!) I'm going to be joining a new company in a few months and am wondering how to best handle the transition in order to make an excellent first impression and maybe set myself up for career growth… while not biting off more than I can chew. For context: I'm joining a company that builds QUANTUM COMPUTERS
OVE/AARP Roost Team member Whitt Phillips chats with Tara Shaver. Tara is the Senior Advisor, Office of Volunteer Engagement and Volunteer Engagement Advisor to the South and Central Regions.The AARP Live Show on RFD-TV is our monthly live call-in show for people 50-plus, and can be seen online at aarp.org/aarplive or on RFD-TV every third Wednesday at 7:30 PM ET/6:30 PM CT. To volunteer to help screen callers for the show, email volunteer@aarp.org to be connected with Tara and the team.Training is quick and easy. You can learn what to do by jumping right in during any live show!
Claude is not just another AI tool lawyers can chat with. It may be a preview of where legal work is heading. In episode 619 of the Lawyerist Podcast, Zack Glaser talks with Sam Harden about Claude, Claude for legal, and the growing role of AI in law firm workflows. Sam breaks down how Claude can work with documents, folders, PDFs, Word files, and connected legal tools in ways that go far beyond simple prompting. They discuss the difference between Claude Chat, Claude Cowork, connectors, and skills, and why those distinctions matter for lawyers trying to understand what AI can actually do. They also explore why law firms should not rush into automation without first building better systems. From deposition summaries to document creation to legal research support, this episode explains how AI can become more useful when it is guided by strong processes, clear instructions, and thoughtful implementation. Listen to our previous episodes on Artificial Intelligence and the Future of Legal Practice. #612: AI for Lawyers: What You Need to Know Before Your Clients Do, with Cat Casey Apple | Spotify | LTN #601: Beyond Chatbots: Using Agentic AI in Law Firm Intake, with Matt Spiegel Apple | Spotify | LTN #590: Innovating Without Overwhelm: Practical AI Tips for Lawyers, with Graydon Trusler Apple | Spotify | LTN #587: Future-Proofing Your Firm in the Age of AI, with Jack Newton Apple | Spotify | LTN #577: Rethinking Law Firm Growth in the Age of AI, with Sam Harden Apple | Spotify | LTN Have thoughts about today's episode? Join the conversation on LinkedIn, Facebook, Instagram, and X! If today's podcast resonates with you and you haven't read The Small Firm Roadmap Revisited yet, get the first chapter right now for free! Looking for help beyond the book? See if our coaching community is right for you. Access more resources from Lawyerist at lawyerist.com. Chapters / Timestamps: 00:00 – Introduction 00:34 – Why Claude for Legal Matters 01:28 – Live Crabs and Work from Home Chaos 07:04 – Setting Up the Conversation 07:29 – Meet Sam Harden 08:04 – What Lawyers Should Watch with Claude 10:14 – What Claude Actually Is 11:16 – How AI Moved Beyond Chat 12:07 – From Claude Code to Claude Cowork 13:22 – How Claude Works with Documents 15:20 – Why Claude Cowork Is a Big Shift 15:45 – Creating Documents and Presentations 16:52 – Claude Chat vs. Cowork vs. Code 18:12 – Legal Plugins and Connectors 19:30 – Reducing Context Switching with AI 20:49 – Connecting Claude to Legal Tools 22:24 – What Legal Connectors Can Do 24:47 – MCP, Tools, and Connector Limits 26:37 – What Claude Skills Are 28:44 – Why SOPs Come Before AI Skills 29:43 – Using Skills for Legal Documents 30:35 – AI Skills for Deposition Summaries 31:14 – Combining Connectors and Skills 32:15 – Teaching Claude Like a Team Member 33:11 – Choosing the Right Skill 34:00 – How Bad Instructions Create AI Risk 35:49 – Building Better Skills and Plugins 37:13 – What Comes Next for Claude for Legal
Radio International - The Ultimate Eurovision Experience is broadcast from Malta's Radio 105FM on Tuesday evenings from 2100 - 0059 hours CET. The show is broadcast live on Wednesday evenings from 1900 - 2300 hours CET on the Eurovision Radio International Mixcloud Channel as well as on the Facebook Page of Eurovision Radio International with an interactive chatroom. AT A GLANCE - ON THE SHOW THIS WEEK Indepth Interview with Eurovision Winner Dara (Bulgaria 2026) Interview with Jiva (Azerbajan 2026) done at the Turquoise Carpet Interview Clips with ESSYLA (Belgium 2026) Interview Clip with Simón (Armenia 2026) Interview Clip with Bzikebi (Georgia 2026) Interview Clip with Alis (Albania 2026) Eurovision Spotlight: Eurovision Song Contest 2026 - The Assessment with Chris Poppe Interview with Christer Björkman on Eurovision Song Contest - Asia Tribute to Björn Tidmand (Denmark 1964) Eurovision News with Johannes Vitt courtesy of www.escXtra.com Eurovision Birthday File with David Mann Eurovision Cover Spot with David Mann Eurovision Calendar with Javier Leal New Music Releases by Eurovision Artists Your music requests Eurovision Winner 2026 for Bulgaria - Dara "Bangaranga" Interview with Eurovision Winner Dara: The Grand Final of the 70th Eurovision Song Contest took place on 16 May 2026 from the Wiener Stadthalle in Vienna, Austria with delegations from 35 countries battling it out for the winning trophy of the contest and the right to host the Eurovision Song Contest 2027. For the very first time Bulgaria won the competiton with Dara and the song "Bangaranga" receiving a total amount of 516 points combined from Public and Jury Vote. The Radio International Team was on location and had the chance to meet Dara at the Turquoise Carpet but also Johannes was able to meet the singer during the rehearsals for an interview. Hear it all on the show this week. The Eurovision Song Contest 2026 Scoreboard What a thrilling voting it was on Saturday with the final result being visible just above. Full details can be viewed at our friends from Wikipedia - click here The Radio International Photo Album from the Eurovision Song Contest 2026 - CLICK HERE ESSYLA (Belgium 2026) Interview with ESSYLA (Belgium 2026): Belgium has been part of the Eurovision Song Contest since the very beginning in 1956 only missing out participations for three times. In 2026, ESSYLA represented Belgium at the Eurovision Song Contest with the song "Dancing on the Ice" successfully qualifying Belgium to the Grand Final reaching Number 21. The Radio International Interview Team had pleasure to meet ESSYLA at the Turquoise Carpet as well as JP met her after the had qualified for the Grand Final and conducted interview which you can hear on the show this week. Jiva (AZ), Bzikebi (GEO), Alis (AB) and Simon (AR) with Radio International Interview Team Interview Clips from the Turquoise Carpet (Alis, Jiva, Simón, Bzkebi): The Turqoise Carpet marks the start of the Welcome Ceremony of the Eurovision Song Contest. The Eurovision Artists walk the carpet in front of the many Eurovision Fans and International Media who conduct short interview clips with the artists. This week listen to the interview clips JP, Marc and Salman did with Jiva from Azerbaijan, Alis from Albania, Simón from Armenia, Bzikebi from Georgia. Jiva performed "Just Go" and ended up at Number 15 in Semi Final 2. Alis performed "Nan" and made it to the Grand Final coming 13th. Simón performed "Paloma Rumba" reached Number 14 in Semi Final 2. Bzikebi performed "On Replay" reaching Number 15 in Semi Final 1. Listen to these interview clips on the show this week. Christer Börkman with JP Eurovision Song Contest 2026 - Asia: Interview with Christer Börkman: During the Eurovision Song Contest 2026 and a Media Briefing it was announced that that Eurovision Song Contest 2026 - Asia will be taking place in Bangkok, Thailand on 24 Nov 2026. The venue is IdeaLive and so far these countries are competing in the very first edition of the contest: Bangladesh, Bhutan, Cambodia, Laos, Malaysia, Nepal, Philippines, South Korea, Thailand and Vietnam (more countries will be added). One of the creative minds behind this new project is Christer Bjoerkman who himself represented Sweden at the Eurovision Song Contest 1992 and created Sweden's National Selection to the Eurovision Song Contest - Melodifestivalen in the form as we know it today. Christer retired from Melodifestivalen but still is part of the Eurovision Family now creating Eurovision Song Contest - Asisa. Radio International had the pleasure to chat with Christer Björkman in the Media Centre of Eurovision 2026 in Vienna. Listen to it on the show this week. The Eurovision Spotlight: The Eurovision Song Contest 2026 - The Assessment: It is a tradition that Radio International will review the Eurovision Song Contest with the Team Members and talking about the highlights and sharing opinions on the staging of the contest. This week Chris Poppe continues the new serieslooking at the Eurovision Song Contest 2026. Björn Tidman (Denmark 1963) Tribute to Björn Tidmand (Denmark 1964): During this week's edition of Radio International the sad news reach the studio of the passing away of Björn Tidmand at the age of 86. Björn represented Denmark at the Eurovision Song Contest 1963 with the song "Sangen of Dig" which came 9th. Rest in Peace. More details about Björn Tidmand can be found over at our friends of Wikipedia - click here. Eurovision News, New Song Releases, Birthday File, Coverspot, Eurovision Calendar: Also JP will be joined by David Mann for the Eurovision Birthday File and Eurovision Coverspot. Javier stands in for Nick and will be presenting the Eurovision News courtesy of escXtra.com. There will be a lot of the great new releases of Eurovision artists on the show as well as great Eurovision Classics. Javier will be updating us on the upcoming Eurovision events in the Eurovision Calendar and lots more. For full details of this week's Show Content and Play List - click here
The AI Breakdown: Daily Artificial Intelligence News and Discussions
NLW is joined by Nufar Gaspar for an Operators Bonus episode on the practical AI systems leaders should build for themselves right now. They discuss why executive AI usage is often the strongest signal for broader organizational adoption, then walk through four “digital employees” every leader can start using today: a research analyst, a strategic thought partner, a communication expert, and an operational powerhouse.Sign up for the new AI Executive Catch Up program: https://aiexecutivecatchup.com/
Salon Goals Academy - get on the waitlist: https://www.laurenlappin.com.au/sg-academy-waitlistJennifer Lay Lashes - For 10% off full priced items (including LUVER LED Adhesive) use code SALONGOALSPOD at checkout: https://www.jenniferlaylashes.com.auIn this week's Listener Q&A episode, Lauren dives deep into the topics of scaling to a stable Team, Lauren's (current) recommended LED Lash Brands, and confidently moving Clients over to your Team Members.If you have any burning questions for your Salon Business, and you want to hear Lauren's take on them in a future episode of the Podcast, Follow Lauren on Instagram here @laurenlappin_.Listener Questions: How do you scale from 1-to-2 staff members, up to a stable Team? [01:17]Which LED lash brand and adhesive do you recommend? [13:13]How do you scale when clients are attached to you, instead of your team? [17:16]How do I move OG-clients over to a staff member before maternity leave? [30:13]Social Media Focussed Episodes:Work Smarter on Socials: https://open.spotify.com/episode/0kPNibljQmFSfjXwfTs73O?si=c482dbd802554d32Stop Posting This on Your Salon Instagram: https://open.spotify.com/episode/5Ua4oEHN63wCPaNd4JoD0y?si=b7de6da126e6493fWhat Actually Matters on Your Salon Socials: https://open.spotify.com/episode/6Pnx64sdZ7iiFRkZNbKOB1?si=e2e0108277044882....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
Join Ashlee on today's Roundup with new Origins' team member Peter Kelly while Robbie is out of the country filming in Africa. Ashlee and Peter discuss his unique background, his recent induction as a fellow of the Royal Geographical Society, the Boy Scouts, his expertise in messaging and public relations, 3 bills moving through the California legislature including one to allow bowhunters to carry concealed weapons for protection while they hunt, a MI law to require MDNR to allow license applicants to register to vote when they apply for their license, the Department of Interior's proposed FY'27 budget and negative ramifications for wildlife and natural resources and the Farm Bill on the move. Do you have questions we can answer? Send it via DM on IG or through email at info@theoriginsfoundation.org Support our Conservation Club Members! Safaris de Mozambique: https://safarisdemozambique.com/ Kayuga Broadheads: https://www.kayugabroadheads.com.au/ The Hunting Ban in Cabaneros National Park: https://theoriginsfoundation.org/conservation-projects/hunting-ban-cabaneros-national-park/ See more from Blood Origins: https://bit.ly/BloodOrigins_Subscribe Music: Migration by Ian Post (Winter Solstice), licensed through artlist.io This podcast is brought to you by Bushnell, who believes in providing the highest quality, most reliable & affordable outdoor products on the market. Your performance is their passion. https://www.bushnell.com This podcast is also brought to you by Silencer Central, who believes in making buying a silencer simple and they handle the paperwork for you. Shop the largest silencer dealer in the world. Get started today! https://www.silencercentral.com Learn more about your ad choices. Visit megaphone.fm/adchoices
Angee and Jonathan are joined this week by Matthew Stone, the City of Auburn's newest Communicaitons Assistant! Matthew joined us in early April and he came all the way from the Salt Lake City area of Utah! Mathew enjoys long walks on the beach, Costco snacks, a well-timed joke with a biting sense of humor, and video games and TV shows and movies and reading. Basically, he's already one of us. Tune in to find out what he thinks about the Pacific Northwest after having lived here for a month and a half, and stick around till the end to test your knowledge of PNW trivia. We have a few things coming up to be aware of as well -- Food Truck Tuesdays! Every Tuesday, from 11 a.m. to 1 p.m. at City Hall Plaza. Auburn Art Showcase -- showcase your artwork alongside the Auburn Junior City Council at the Postmark Center for the Arts. Saturday, June 6 from 1 to 4 p.m. FREE to attend!
Radio International - The Ultimate Eurovision Experience is broadcast from Malta's Radio 105FM on Tuesday evenings from 2100 - 0059 hours CET. The show is broadcast live on Wednesday evenings from 1900 - 2300 hours CET on the Eurovision Radio International Mixcloud Channel as well as on the Facebook Page of Eurovision Radio International with an interactive chatroom. AT A GLANCE - ON THE SHOW THIS WEEK Interview Clips with Eurovision Winner Dara (Bulgaria 2026) Eurovision Song Contest 2026 - Winner's Media Conference with Dara (Bulgaria 2026) Interview Clip with Delta Goodrem (Australia 2026) Interview with Antigoni (Cyprus 2026) Eurovision Spotlight: Eurovision Song Contest 2026 - The Assessment with Dermot Manning Eurovision News with Johannes Vitt courtesy of www.escXtra.com Eurovision Birthday File with David Mann Eurovision Cover Spot with David Mann Eurovision Calendar with Javier Leal New Music Releases by Eurovision Artists Your music requests Eurovision Winner 2026 for Bulgaria - Dara "Bangaranga" Interview with the brand new Eurovision Winner Dara: The Grand Final of the 70th Eurovision Song Contest took place on 16 May 2026 from the Wiener Stadthalle in Vienna, Austria with delegations from 35 countries battling it out for the winning trophy of the contest and the right to host the Eurovision Song Contest 2027. For the very first time Bulgaria won the competiton with Dara and the song "Bangaranga" receiving a total amount of 516 points combined from Public and Jury Vote. The Radio International Team was on location and had the chance to meet Dara at the Turquoise Carpet but also Johannes was able to meet the singer during the rehearsals for an interview. Also on the show this week Radio International will play back the Eurovision Winner's Media Conference to share with the many fans the happiness and joy that was spread. Hear it all on the show this week. The Eurovision Song Contest 2026 Scoreboard What a thrilling voting it was on Saturday with the final result being visible just above. Full details can be viewed at our friends from Wikipedia - click here The Radio International Photo Album from the Eurovision Song Contest 2026 - CLICK HERE Delta Goodrem (Australia 2026) Interview with Delta Goodrem (Australia 2026): Australia sent to the Eurovision Song Contest one of the biggest artists that the country has - Delta Goodrem. Acting Star in the Soap Opera Neighbours now became a Eurovision Star as well with the song "Eclipse" coming 4th in the 70th Eurovision Song Contest. Radio International's Johannes had the honour to meet and conduct a short interview with Delta at the Australian Embassy Reception. Hear it on the show this week. Antigoni (Cyprus 2026) Interview with Antigoni (Cyprus 2026): The Eurovision 2026 Summer Sound comes from Cyprus performed by Antigoni and is called "Jalla Jalla" coming 19th in the Eurovision Song Contest 2026. JP's Radio International bumped into the singer from Cyprus in the Media Centre of the Eurovision Song Contest 2026 and of course had his recorder with him to conduct a short interview with the singer. Also this one you can hear on the show this week. The Eurovision Spotlight: The Eurovision Song Contest 2026 - The Assessment: It is a tradition that Radio International will review the Eurovision Song Contest with the Team Members and talking about the highlights and sharing opinions on the staging of the contest. This week Dermot Manning will be starting the new serieslooking at the Eurovision Song Contest 2026. Eurovision News, New Song Releases, Birthday File, Coverspot, Eurovision Calendar: Also JP will be joined by David Mann for the Eurovision Birthday File and Eurovision Coverspot. Javier stands in for Nick and will be presenting the Eurovision News courtesy of escXtra.com. There will be a lot of the great new releases of Eurovision artists on the show as well as great Eurovision Classics. Javier will be updating us on the upcoming Eurovision events in the Eurovision Calendar and lots more. For full details of this week's Show Content and Play List - CLICK HERE
Betsy Kauffman is a globally recognized executive leadership coach and organizational agility consultant with over 25 years of experience transforming Fortune 500 leadership teams into high-performing, aligned powerhouses. As Founder and CEO of Cross Impact Coaching, she partners with CEOs and their executive teams—primarily in HealthTech and FinTech—to align strategy, execution, and team dynamics for lasting results. Her signature Leadership Alignment Lab blends executive coaching, proprietary 360 feedback, and strategic offsites to help C-suites turn vision into action. She also co-owns Kauffman & Co. Furniture, giving her a unique perspective on scaling and leading both service- and product-based businesses.
Liebes Team, heute nehme ich euch mal wieder mit in die Welt des Basketballs und stelle euch ein absolutes Powerhouse vor, das euch in unserer heutigen Folge zeigt, dass ihr ALLES schaffen könnt. Sie war Basketballprofi, ist Doktor der Wirtschaftsinformatik - also auch noch ein krasses Brain - und inzwischen versucht sie neben ihrem Vollzeitjob, im Ehrenamt, ihre große Liebe, den Frauenbasketball voranzubringen. Sie war wirklich unfassbar offen (um ehrlich zu sein, haben wir beide ein bisschen geweint) und gleichzeitig super inspirierend. Wir lernen, was man alles wuppen kann, obwohl alles um einen einzubrechen scheint, warum es wichtig ist, so zu sein, wie man sein WILL (auch, wenn andere das anders sehen) und was wir brauchen, damit die Basketball Heim WM der Frauen im September in Berlin ein riesen Erfolg wird. Genießt die Folge, gebt uns unbedingt Feedback, gerne eine 5-Sterne-Bewertung und folgt uns auf Instagram. Hier ist für euch: Dr. Ireti Amojo **Schnitt und Postproduktion: Andy Aksen** https://www.aksenmedia.de/ https://www.linkedin.com/in/andyaksen/
In this episode of the Grow A Small Business Podcast, host Troy Trewin interviews Arielle Moody shares how she built MAMA SOL from a personal need into a rapidly growing business stocked in over 100 high-end resorts. She discusses the importance of consistency, trusting your instincts, and having a clear point of difference in a competitive market. Arielle also highlights the challenges of managing cash flow, scaling sustainably, and learning to delegate as the team grows. Her journey shows that success is an ongoing process rather than a final destination, requiring resilience and adaptability. Listeners can also enjoy 20% off at their website using the code Smallbusiness20. 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 Arielle Moody, the hardest thing in growing a small business is managing cash flow. She emphasizes that when a business starts scaling, you constantly need enough money to cover inventory, operations, and growth, and if cash flow isn't handled properly, it can quickly become the biggest risk to survival. What's your favorite business book that has helped you the most? According to Arielle Moody, her favorite business book is "The Science of Scaling" a book by Dr. Benjamin Hardy. She mentioned that this book provides an evidence-based framework for scaling a business faster and more effectively, and it had a strong impact on how she thinks about growth and expansion. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? According to Arielle Moody, she recommends podcasts like How I Built This with Guy Raz for real stories and lessons from successful entrepreneurs, and Confessions of a Female Founder for insights into how female founders grow and scale their businesses, as these resources provide practical learning and inspiration from real-world experiences. What tool or resource would you recommend to grow a small business? According to Arielle Moody, the one tool she highly recommends for growing a small business is Klaviyo. She emphasizes that email marketing is often underrated but extremely powerful, and platforms like Klaviyo help businesses build and grow their email list, automate marketing, and drive consistent revenue. This tool allows you to create personalized campaigns, automate customer communication, and turn subscribers into loyal customers, making it one of the most effective growth channels for small businesses. What advice would you give yourself on day one of starting out in business? Arielle Moody would tell herself on day one to trust her instincts much earlier and not rush into decisions just to keep momentum. If something doesn't feel right, it's better to pause and reassess rather than push forward and fix mistakes later. She'd also remind herself that moving slower and more intentionally can actually lead to better outcomes, helping avoid unnecessary setbacks while building a stronger foundation for growth. 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: Trust your instincts early—moving fast means nothing if you're moving in the wrong direction - Arielle Moody Consistency and passion will carry you through the hardest days in business - Arielle Moody Build with intention, not urgency, because rushed decisions create bigger problems later - Arielle Moody
Liebes Team, endlich wieder eine neue Folge - und tatsächlich mit einem neuen Angle! Wir hatten noch keine schreibende Journalistin bei uns im Podcast in über 100 Folgen. Verrückt eigentlich. Aber heute ändern wir das endlich. Sie ist eine ganz spannende Persönlichkeit, sie liebt Politik, hat ihr Politikstudium allerdings für den Fußball abgebrochen und rockt jetzt eben die Fußball bubble von einem Printmedium aus - bzw. auch darüber hinaus, denn sie taucht regelmäßig in Podcasts und auch immer mal wieder TV Sendungen auf (ich empfehle euch vor allem ihren Hart aber Fair Auftritt noch mal anzuschauen). Warum sie Print so sehr liebt, wie sie dazu gekommen ist, was ihr Herz höher schlagen lässt, was für einen “geheimen Test” man als Frau im Sport häufig bestehen muss und vieles mehr, gibt es jetzt für euch auf die Ohren. Wenn euch gefällt, was ihr hört, folgt uns auf Instagram oder Spotify und gebt uns eine 5-Sterne-Bewertung, dann freuen wir uns
Flow State of Mind Podcast | Health | Fitness | Physique | Psychology | Business
Most people are using AI like Google. "Give me ideas" "Write this for me". That's not where the power is. The power is when you feed it. In today's episode, I'm going to cover what we've been using AI for that's COMPLETELY changed the game for us when it comes to sales. Time Stamps: (0:30) Feeling Behind with AI In Your Business? (5:50) Data Driven Performance (6:43) Solving The Constraint (8:50) Avoiding AI As A Toy (12:10) Let Me Know If This Helped ----------------
The loneliness of entrepreneurship is rarely spoken about publicly, yet it's something that the majority of Salon Owners will face throughout their business journey. So, in this week's episode, Lauren shares some thoughts around what loneliness in business looks and feels like, how to spot if perhaps you're experiencing it, and how important community and connection are in navigating it and eventually overcoming it.(00:32) The Loneliness of Being a Business Owner.(02:54) The Difficulty of Sharing Decisions with Team Members.(06:20) The Disconnection from Family and Friends.(13:44) Feeling Guilty for Not Being Okay.(14:38) The Mental Load of Running a Business.(17:06) The Importance of Support and Community. Get yourself a Business Bestie.....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
What if AI could think more like a human - and what would that mean for education, teams, and leadership?In this episode, Ben and Steve sit down with Kathryn Jablokow, Dean of Engineering at Manhattan University, to explore one of the most fascinating ideas in AI right now: cognitive diversity. With 34 years in engineering education and groundbreaking research into how AI agents can mimic different thinking styles, Kathryn brings a perspective you won't hear anywhere else.We cover:- Why AI struggles to find what you actually want- Adaption-Innovation Theory and what it means for AI development- Using AI as a genuine team member not just a productivity tool- What engineering education needs to look like post-ChatGPT- Why understanding how your team thinks is the real unlock for AI- The problem with how schools teach teamwork (and why exams are part of the problem)Whether you're a school leader, educator, or just someone trying to make sense of where AI is heading - this one's for you.Chapters00:00 Introductions01:21 Kathryn Jablokow's Journey in Engineering Education06:38 Transforming Engineering Education at Manhattan University13:04 AI's Role in Education and Engineering20:06 Integrating AI as a Team Member24:09 The Future of AI in Education30:42 Navigating Disagreement in AI Development32:15 The Human Element in AI Interaction34:11 Cultural Perspectives on AI and Robotics36:33 Data Privacy and Environmental Concerns38:32 Job Displacement and Creation in the Age of AI43:28 Preparing Future Generations for an Evolving Job Market47:26 Mental Well-Being and Critical Thinking in EducationCheck out all about Edufuturists
Today we jump back 15 years to two back-to-back episodes of the PWTorch Livecast from Apr. 18 and 19, 2011.On the Apr. 18, 2011 episode, PWTorch editor Wade Keller and PWTorch columnist Bruce Mitchell discussed with live callers Sunday night's TNA Lockdown PPV and then took ten phone calls on a variety of subjects including Lockdown, WWE's Draft, Ric Flair, The Rock, Sin Cara, Mickie James, Edge, and more.Then on the Apr. 19, 2011 episode, PWTorch editor Wade Keller and former WWE Creative Team member John Piermarini took live calls for an hour on a variety of subjects, mostly related to the previous night's Raw, including insight into the Draft process behind the scenes and stories from the past couple drafts such as last-second changes by Vince McMahon, plus the R-Truth smoking gimmick, Michael Cole making Jim Ross kiss his foot, could John Cena jump to Smackdown, Kane's future, and more.Become a supporter of this podcast: https://www.spreaker.com/podcast/wade-keller-pro-wrestling-podcast--3076978/support.
In this episode, I talk about the trap of letting to-do's stop you from connecting with the people you lead.
In this week's “Throwback Thursday” segment, we hear from a New Jersey school counselor turned blogger who now has six employees and twenty contractors. Side Hustle School features a new episode EVERY DAY, featuring detailed case studies of people who earn extra money without quitting their job. This year, the show includes free guided lessons and listener Q&A several days each week. Show notes: SideHustleSchool.com Email: team@sidehustleschool.com Be on the show: SideHustleSchool.com/questions Connect on Instagram: @193countries Visit Chris's main site: ChrisGuillebeau.com Read A Year of Mental Health: yearofmentalhealth.com If you're enjoying the show, please pass it along! It's free and has been published every single day since January 1, 2017. We're also very grateful for your five-star ratings—it shows that people are listening and looking forward to new episodes.
In this episode, I talk about benefits of sharing with your team members the good you see in them.
Viktor Glinka: When Internal and External Team Members Have Divergent Goals — The Silent Killer of Agile Teams Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "The root causes for destructive team patterns often lie outside the team itself." - Viktor Glinka Viktor shares a story from a manufacturing organization where one team stood out — and not in a good way. The team was composed of both internal and external members, and what no one saw coming was that their implicit goals were fundamentally divergent: the external members were focused on maximizing revenue for their own company, while the internal members cared deeply about product quality. The signs were visible to anyone who approached them — they barely talked to each other and preferred to work individually. When Viktor tried to raise the topic of cooperation and trust, he was met with awkward silence. One team member finally told him: "I don't want the team to blow up. In my previous experience, I raised this topic and that was the end of the team." Fear kept the truth underground. Viktor brought his observations to the manager, who acknowledged the lack of a shared goal as the root cause — but couldn't fix it because he wasn't authorized to manage the external people. The takeaway was clear: three key success factors for any team are the right team composition with people who want to work together, a shared goal that unites diverse perspectives, and clear expectations set by their manager. In this segment, we talk about LeSS self-designing team workshops and the importance of team composition in scaled setups. Self-reflection Question: Does your team have a shared goal that everyone — including external members and contractors — genuinely understands and cares about? When was the last time you checked? Featured Book of the Week: The Art of Doing Twice the Work in Half the Time by Jeff Sutherland Viktor recommends The Art of Doing Twice the Work in Half the Time by Jeff Sutherland as the book that sparked his passion for Scrum. As he puts it: "I know the title is very controversial and often criticized, but I could deeply relate to the stories inside the book. They sparked a passion that is still with me." Viktor also recommends a bonus book: Reinventing Organizations by Frederic Laloux, which showed him the real power of self-organization and validated what he had already started experimenting with in his project management career. It pushed him to explore holacracy, sociocracy, intent-based leadership, and coaching. [The Scrum Master Toolbox Podcast Recommends]
What happens when a key team member leaves? We're finding out in real time—and bringing you behind the scenes with us.In this episode, we're sharing the transition of our dear Beth stepping away to become a stay-at-home mom. While we couldn't be happier for her, it also means a big shift in our day-to-day operations. We're walking through how we're approaching the process of reviewing and hiring a new copywriter, what we're prioritizing, and what this change is teaching us as business owners.We also talk about how we're intentionally creating more connection within our team through quarterly, fun team-building events—and why that's becoming such an important part of our culture.Plus, we're already filming summer content (yes, poolside!) and getting ahead on seasonal campaigns, while also preparing for an exciting upcoming trip to NYC where Margaret will be singing at Carnegie Hall—such a special moment.This episode is a mix of business, life updates, and a real look at what it means to grow, adapt, and keep moving forward when things change.Email your questions to us HERE!Our Vlog on YouTube:https://urlgeni.us/youtube/channel/EE_Podcast_YouTubeFree EE Vision Board Template Link:https://urlgeni.us/EE_Podcast_FreeVisionBoardEverything Envy Links:Amazon Store: https://urlgeni.us/amzn/podcast_storefront_EEInstagram: https://urlgeni.us/instagram/podcast_IG_EETikTok: https://urlgeni.us/tiktok/podcast_tiktok_EEPinterest: https://urlgeni.us/pinterest/podcast_pinterest_Sign up for our newsletter: https://urlgeni.us/podcast_newsletter_EEOur website: https://urlgeni.us/podcast_website_The TECH tools we use in our podcast recording studio: https://urlgeni.us/amazon/podcast_influencertools_EEClick here to get our vision board template: https://urlgeni.us/podcast_visionboard_EEBelow are affiliate links to some really cool tools that we use in our business. We do earn a tiny commission if you click any of our affiliate links so THANK YOU in advance! :)Collecting all the data is probably one of the most important things you should do for your business! We use URLgenius to easily track ours!https://app.urlgeni.us/signup?urlg_referrer=everything_envyFloDesk is what we use to create our beautiful newsletters and emails: https://partners.flodesk.com/x7detoz05nk1Interested in the tool we use to collect email addresses and send them straight to FloDesk? Check out AppSumo using our affiliate link! https://urlgeni.us/podcast_appsumo_EE
In Episode 36 I sit down with redshirt sophomore for the Cal Bears, and USA men's senior national team member, Dominic Brown. We talk 2025 college season, journey through the sport, transfer season, national team experience and much more.
How do you scale a world-class customer experience across 20,000 employees and 19 resort properties? Summary: What happens when a hospitality brand known for exceptional guest experiences decides to get even more intentional? In this episode, John DiJulius sits down with Jessica Shannon, Chief Experience Officer of Sandals Resorts International, to talk about how Sandals is scaling customer and employee experience without losing the heart of the brand. Jessica shares how her background in the Peace Corps, global consulting, crisis response, and strategy shaped her approach to service. She explains why the future of customer experience leadership is bigger than customer experience alone, and why the most effective organizations connect guest experience, employee experience, analytics, and innovation into one cohesive strategy. This episode is packed with practical insight for experience leaders, operators, and executives trying to create consistency, culture, and loyalty as they grow. Key Takeaways: Customer experience leadership works best when it includes both customer and employee experience. Growth exposes weak systems fast, especially in service culture. Culture cannot be scaled by memo. It has to be built intentionally. Frontline employees must help create the standards they are expected to live. Data is everywhere, but insight is rare. Service recovery is not damage control. It is a loyalty strategy. Memorable experiences come from authenticity, not generic excellence. Senior executive buy-in is non-negotiable for experience transformation. Links: The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test: https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors: tdg.click/claudia Ask John! Submit your questions for John, to be aired on future episode: tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership: https://thedijuliusgroup.com/membership/ Books: https://thedijuliusgroup.com/shop/ Contacts: Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com If you want to learn how world-class organizations build cultures customers cannot live without, explore The Experience Revolution Membership. Inside the membership you'll gain access to livestream workshops, practical frameworks, and proven strategies used by organizations around the world. Learn more at https://thedijuliusgroup.com/membership/ Chapters: 00:00 Service DNA Launch and Operational Adjustments 00:50 Personal Growth and Team Development 00:53 The Journey Begins: A New Path 01:43 Life Lessons from the Peace Corps 06:41 Consulting: A Boot Camp for Learning 08:05 Navigating Global Crises: The Ebola Response 09:33 Reopening Tourism: Lessons from COVID-19 10:48 Creating the Chief Experience Officer Role 12:07 The Evolution of Customer Experience 13:56 Integrating Data for Enhanced Experiences 15:46 Sandals Resorts: A Commitment to Excellence 19:00 The Shift to Sandals 2.0 21:12 Building a Service DNA Culture 23:41 The Importance of Team Member Engagement 26:43 Creating Meaningful Moments in Service 33:35 Creating Unique Caribbean Experiences 36:11 Managing Expectations in Hospitality 39:10 The Importance of Service Recovery 41:01 CSR_ShowClose.mp3 Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.
Send us Fan MailAre you and your team members fully trained on the accounting system or ERP as needed to perform their jobs? If you answered no, or “huh?” how would you do on a self-assessment? Keep listening. Check out my website www.debrarrichardson.com if you need help implementing authentication techniques, internal controls, and best practices to reduce the potential for fraudulent payments, compliance fines or bad vendor data. Check out the Vendor Process Training Center for 173+ hours of weekly live and on-demand training for the Vendor team. Links mentioned in the podcast + other helpful resources: Download: Self-Assessment – Vendor Team – Accounting System-ERP Functionality Checklist Watch On-Demand: A Security Audit to Protect Vendor Data and Avoid Fraud Free Download: Vendor Validation Reference List with Resource Links Vendor 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 episode of the Blue Collar Nation Podcast, Eric and Larry tackle one of the toughest—but most important—skills in running a home service business: having hard conversations with your team.From avoiding conflict to losing top performers due to lack of accountability, they break down the real cost of not addressing issues head-on. Drawing from their own experiences, Eric and Larry share how implementing simple, consistent systems—like quick monthly reviews—can transform team performance, improve morale, and retain your best people.They dive into practical strategies for delivering feedback without blowing up your culture, including staying calm, documenting everything, and creating clear expectations. You'll also learn how to distinguish between short-term struggles and long-term performance issues, and why ownership, consistency, and communication are critical to leadership success.If you've ever struggled with employee accountability, performance reviews, or letting someone go the right way, this episode gives you a clear, actionable framework to lead with confidence and protect your business.Key Topics: Why avoiding hard conversations hurts your team How to run simple, effective monthly reviews The importance of documentation and accountability Managing emotions and leading with consistency Supporting employees through challenges vs. knowing when to part ways Tune in to learn how to build a stronger, more accountable team—without the chaos.TITLE SPONSOR:Super Tech UniversityDramatically improve your team's performance with a system of short daily video lessons training your team in soft skills. When you invest in your team and teach them soft skills, your team can make you more profit. Go to https://supertechu.com/ for more info.Click here for a discount: https://supertechu.com/register/podcastoffer/.Here is an entrepreneur's story you will relate to.SPONSOR: C&R MagazineC&R magazine is the leading periodical in the Cleaning and Restoration industry. Owner and editor Michelle Blevins has brought printed copies back from the dead to increase reader experience. Go to www.candrmagazine.com to get your free copy sent directly to your home or business.
In this podcast swap episode of the Improve Work Podcast, host Daniela Tancau welcomes Sacha Thompson, founder of Equity Equation, to explore how team leaders can enhance their relationships with team members. The conversation delves into essential leadership skills, approaches to managing both their own emotions and those of their team, and the importance of trust in fostering a healthy workplace culture. Sacha shares her expertise in building inclusive environments and fostering psychological safety, offering listeners practical insights to improve their leadership effectiveness. Tune in for valuable strategies to elevate your team dynamics and create a more motivated, high-performing environment. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe
It costs 1000's of dollars and 100's of hours of your time to hire stylists. So why not make sure you are hiring the right stylists?We've all heard the phrase "Hire slow, fire fast" but what does that hiring process look like?I'm breaking down not only the hiring process, but also thinking about what type of stylist you are wanting to hire, and what the pro's and con's are. Take a listen now!Links:Sign up for the full Hire With Intention program April 27! (For Redken accounts, use your C5A points!)https://www.eventbrite.ca/e/redken-canada-salon-success-building-a-team-that-grows-with-you-tickets-1981523119993?aff=oddtdtcreatorInstagram: https://www.instagram.com/hairbysamlacoste/
Speed and quality don't have to be mutually exclusive when hiring. The right approach can make a real difference in how this plays out.
Managing a team member who's being disrespectful is one of the most confidence-shaking situations a leader can face, precisely because it's so hard to name. Is it a conduct issue? A personality clash? Or is it you? In this episode, we unpack what disrespectful behaviour from a team member actually looks like, why leaders so often hesitate to act, and what to do when you're ready to address it.We share real examples from our own experience and client work, and walk through a practical approach that doesn't require you to go in heavy-handed, but does require you to stop waiting.Key points from this episodeHow disrespectful behaviour often hides in plain sight — and why high performers aren't immune from itThe self-reflection step most leaders skip before addressing conductWhy curiosity is one of your most underused tools in these conversationsUsing the AID framework (Action, Impact, Desired behaviour) to tackle it directly without the emotionWhat to do if it doesn't improve — and why escalation is rarer than you think00:00 Introduction and episode overview00:26 What does disrespectful behaviour actually look like?03:00 The grey areas: when you're not sure if it's a conduct issue07:00 How many people wish they'd waited longer vs. acted sooner?08:30 Why addressing it is a development opportunity for both of you10:00 Setting clear expectations before the conversation14:00 Pam's example: when the negativity wasn't what it seemed16:00 Using curiosity to get underneath the behaviour20:30 Where to start: a step-by-step approach23:00 The AID framework in practice24:30 If it doesn't improve: escalation, consistency, and keeping records26:30 Final thoughtsSonnet 4.6Useful LinksConnect with Pam on LinkedIn: https://www.linkedin.com/in/pamelalangan/Connect with Jacqui on LinkedIn: https://www.linkedin.com/in/jacqui-jagger/Follow the Catalyst Careers LinkedIn page for career tips and adviceInterested in working with us? Get in touch about career or leadership development, outplacement workshops or recruitment support via the Catalyst Careers website
Investing for Americans Abroad & U.S. Expats | Gimme Some Truth for Expats
In this episode of Gimme Some Truth, we are thrilled to introduce the newest member of our team, Felipe Quaassdorff. Joining Stan Farmer, Felipe brings a powerhouse of international experience—moving from Chile to the U.S. and earning his CFA charter along the way.Being an expat isn't just a career path for Felipe; it's a lived experience. We discuss the hurdles of starting from scratch in a new country, the nuances of cross-border wealth management, and how a deep background in equity research and fixed income creates a massive advantage for our clients.What you'll learn in this episode:- The Expat Journey: The personal and professional challenges of relocating internationally.- CFA + CFP Power: Why combining investment rigors with holistic planning is the gold standard.- Global Markets: How interest rates impact equity valuations and what that means for your portfolio in 2026.- The Tech Edge: A sneak peek at how we use AI tools like Notebook LM to better serve our community.Whether you are an American living abroad or a foreign national moving to the States, understanding the intersection of global markets and personal finance is key to your success.
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A practitioner reflects on her eight-year journey with the German Epoch Times, emphasizing the importance of letting go of emotions and attachments. She shares how her daughter helped her cultivate compassion and prioritize the needs of others. She also highlights the significance of cooperation and selflessness in her project work, emphasizing that true progress comes from working together harmoniously. This and other experience-sharing from the Minghui websiteOriginal Articles:1. [Fahui] My Cultivation Journey as a Team Member of the German Epoch Times2. Be a Good Person and Enjoy Renewed Health3. Cultivating Compassion for My Daughter and Son-In-Law To provide feedback on this podcast, please email us at feedback@minghuiradio.org
"My best performing team member is also my worst behaved. What should I do?"Jack sent this to James Johnson and Freddie Birley for Peer Effect Post Bag.The answer is clear: one is worse than the other.What you'll hear:Why under-behaving vs underperforming are fundamentally different problems. James explains which one is more detrimental to your business and why most founders get this wrong.The myth of "this person is irreplaceable." James and Freddie have seen this story play out dozens of times. It always ends the same way. The pattern they reveal will surprise you.How to have the conversation without making it worse. There's a specific way to frame it so they actually hear you. Most founders skip the critical first step.Why you shouldn't take ownership of their change. Where the line is between supporting someone and trying to rescue them. James explains what's in your control and what isn't.The hidden cost nobody talks about. It's not about team performance. It's about what it does to you as a founder. James shares how long he spent on one person and why he wishes he'd acted sooner.When to accelerate clarity vs when to wait. If you know it's a priority, the conversation does one of two things. Both are good. James and Freddie explain why procrastinating costs more than acting.The reality:This conversation requires preparation. But avoiding it costs more than having it.The headspace these situations take is enormous. It affects your enjoyment, motivation, and excitement about the business.One action: Listen to the end for how to know if you should have this conversation now.More from James:Connect with James on LinkedIn or at peer-effect.com
You're not yelling. You're not micromanaging. But your best people are still leaving.Most dentists lead the way they were trained — high standards, head down, no need for a pat on the back. But your team doesn't run on internal validation. They need a signal. And when it doesn't come, they don't complain. They just leave.In this episode, Dr. Dave breaks down the leadership blind spot that pushes great people out — and the 10-second fix that changes everything.
Today, we'll hear about: A leader struggling to motivate an intern on his team A woman concerned that she needs full clarity before making decisions How promoting a rock-star team member to a leadership role may be a bad decision A business owner trying to identify what he should be focused on as he grows his team Next Steps:
In this episode of Remodelers on the Rise, Kyle Hunt talks with Shawn Billings of Credible Construction about how simple KPIs can create clearer accountability and better communication within a remodeling business. They walk through practical examples of what to track, how to build basic scorecards for your team, and why starting with just a few measurable actions can lead to stronger systems, less chaos, and better results over time.Explore real client results and case studies at Contractor Growth Network Results, learn how they help remodelers build marketing that works at Contractor Growth Network, and check out their Podcast for weekly insights designed to help remodelers grow smarter.Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights!Key TakeawaysBuilding accountability through visible KPIs transforms team management from conversational to measurable.The most impactful KPIs are few but strategically chosen, focusing on actions that cause the majority of results.Routine, disciplined framing of meetings around key KPIs and wrap-up reflections unlocks continuous alignment and improvement.Proactive schedule and task updates, especially in construction, are the backbone of reducing chaos and stress.KPIs should be participatory; involving team members in defining and owning metrics increases commitment and accuracy.Starting small with one or two simple KPIs and iterating promotes sustainable adoption over overwhelming benchmarks.Incremental progress builds confidence and habit, making KPI integration natural rather than burdensome.Chapters00:00 The Importance of Delegation04:52 Building a Strong Team11:39 Customer Success Management14:02 Weekly Team Meetings and Structure17:40 Hiring Strategies and Improvements21:44 Key Performance Indicators (KPIs) in Construction31:42 Project Scheduling and Planning40:12 Tracking Customer Interactions46:16 Performance Tracking for Team Members
Does your P&L team cost feel high? Tiff and Dana provide insight on how to reduce your overhead besides scaling back team members. There could be easy solutions, from cleaning up definitions and job descriptions in your ops manual, to facing the numbers when it comes to debt, and many more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello Dental A Team listeners. I am here with you today ⁓ with Dana. Dana, you know, is one of my favorite humans on earth. We are starting our Monday with you guys. And I know it may not be Monday while you're listening to this, but you know these are pre-recorded, these aren't live. That's not a shock to you. So we record these on Mondays and Fridays. And Dana has been so gracious to share her Monday morning with us. Dana, how are you on this beautiful day? DAT-Dana (00:27) I'm doing pretty good. I know I'm loving the weather right now. As you know, I'm like a sunshine lizard, right? So I love the sunshine we're getting right now. And I love some extra tip time on a Monday. It's a great start to the week. The Dental A Team (00:30) beautiful. I agree, I agree. was like, yesterday I was like, oh gosh, what is tomorrow? know, like, because I had prep the week before, I think we all kind of prep, but then Sunday you're like, wait a second though, what was that again? I've had two days to forget what I'm supposed to be doing tomorrow. And I checked, I'm like, oh yeah, podcasting with Dana is gonna be so great. So we're here today with you and Dana, this one's a really fun topic. I know you and I, notoriously, if anyone goes back into the archives and listens to the other 5,000, It feels as though it's been 5,000 podcasts on operations manuals that we've done. That's just Dana's fun girl for that. But today is team related but less about training and kind of operations manually kind of things. And I think it's just a really fun version of a team aspect. And I say that because this is coming at it from a business standpoint. I think you guys all know that Dental A Team focuses on profit. and profitability, but we focus first and foremost on happy people and having a fantastic business that can support your personal life, but then also having a fantastic business that supports an awesome team. And so being team focused and being people focused first, we truly believe that that's what creates a business that's sustainable over a lifetime and gets that profit for you. If we went profit first, not the book, we love the book. If we went profit first and never the people, I think we would just be doing you a disservice. So today is all about how to get profitable, how to be profitable without sacrificing the team. And Dana, I know you and I, I think our whole company is really, really strong in this belief, but you and I specifically very, very strongly believe that treating the team right and not looking at the team for the cuts in the overhead is, that's how we start. So I'm gonna. Just pick your brain some today, Dana. First of all, what are you seeing today? It's 2026, recording this. It's close to the beginning of the year. We're about almost done with Q1, honestly. So I'm flying by, but we're getting towards the end of Q1. But with that, we've had some financials. I don't know why, but in my world, financials are hard to come by this year. I love you CPAs, and I'm just hoping that we can get a little bit better towards Q2. But so far in the financials, what are you starting to see and what did you see out of 2025 with your clients? What kind of trends were you noticing? DAT-Dana (03:14) Yeah, think ⁓ financials, know expenses going up in different areas, a lot of that expense does come from team members. A lot of my conversations right now are like how do I show my team appreciation? How do I create things for my team when it comes to pay increase raises, things like that. ⁓ and still keep my payroll within where it should be. So a lot of team pieces are part of these financial conversations, I think even pretty heavy in 2026. The Dental A Team (03:46) Yeah, totally agree with you. I've seen those same things and towards the end of the year too, was like Christmas bonuses. I know you and I worked, we talked about it. So I know, I know at least you and I did. I'm sure the rest of the team did too, but we talked about it towards the beginning of last year, I think on a podcast of making sure that we were getting our clients prepped to give bonuses. So they're saving some little acorns every month over in a bucket for that. So hopefully it didn't hit them, but it still looks ugly on the PNL no matter what, you pull wherever you're pulling that money from. So. I totally agree. And then I do think wage increases. I mean, if we compare 2018, 2019 to today, drastic difference. And I know, I think in our brains, it doesn't feel like COVID was that long ago. It feels like it was yesterday, but gosh, like 2017, 2018, 2019, those were the years of like dentistry. Dentistry was really doing well for team's sake at least. It was easy to find people. You could pay people whatever you wanted. Like people really worked for their dollar. And then you flash forward now it's been, gosh, almost seven, eight years since that time period. when we, in dentistry, when it comes, and this is just my opinion, when it comes to pay and team pay, I think that we are all still very much stuck in seven, eight years, nine years ago, like time period. And we forget because COVID, the emphasis on COVID and the emphasis on the the world as it is today and all of our, gosh, attention is being so distracted by all of that stuff that it's almost like that time just disappeared. We didn't live that time. so team pay wise, we're still stuck back there, but the inflation and the reality is if you compared 2007 to 2017, You would never pay someone what we were paying in 2007 in 2017. Those, those pays would be so different. But I think we're trying to like transplant that still today of the gold, the golden years, the good old days of what money was back then, forgetting that that much time has elapsed in the middle. And we're just truly not caught up yet in my opinion. So I don't know, Dana, is that just me? Do you feel that that we just like, we lost years. like just forward jumped. DAT-Dana (06:07) Yeah. Yeah, I feel like it was kind of like a time warp and I feel like especially in dentistry because I don't think dentistry hurt a ton as far as what we were able to produce. But I think that there was a big time warp when it came to salary increases and things like that. And I'm talking about that a lot on my calls because you know, yes, is it astounding that we're paying people in the dentistry where what we are right now. But again, I always say look at your area, what is fair for your area, what is competitive for your area because these team members bring value. The Dental A Team (06:13) Yeah. DAT-Dana (06:39) that is associated to the salary that we're looking at and while yes it has made a big jump I think sometimes it's just shocking how specific areas too have seen bigger jumps than others ⁓ but I do feel like we kind of got lost in time there for a while. The Dental A Team (06:55) Yeah, yeah, I totally agree. was having a conversation the other day with someone about dentistry and he is like newly exposed to dentistry and a financial aspect. And I've been in dentistry, you've been in dentistry like it was in high school, right? We've been in dentistry since we were kids and it's kind of just what we know. But watching someone come into dentistry from the outside as an adult, as a professional, as a business person, he's like, this is kind of wild. the way that, and he's like, why don't we just like. focus on quality people paying value for quality people. He's like, I feel like these practices might be able to hire less people to do the job because you're hiring quality people paying them well to do the job instead of hiring two, three people to do one job. that's another tangent. Goes into overhead for sure because I think that that's the space where When you're talking about overhead, when we're looking at P &Ls and we see this 33 % to 35 % marker on team cost, and our standards and dental industry standards across the country still say it should be 28 to 30%, but now we're seeing 33 to 35 % California, it's like 42 % sometimes. That makes, I think, business owners and CPAs and professionals go, wait a second. you're high and you have too many team members or you're too high, you're paying too much. And the reality is for us, like no, there's a missing piece and possibly, I mean, I've scaled back teams before that it's like, gosh, you do have three people doing one job because their jobs are so jumbled. So clearing up definitions and job descriptions go back to our operations manual days. Like clearing those pieces up, I think solves a lot of ⁓ team capacity issues and overpaying, whether you get rid of team members or not, them doing their prospective jobs helps to make them, it's just clearer. We're more effective, there's less overtime, there's more productivity when we're super clear on our position. So that does help, but I've I've cleaned some of that up, but then Dana, when we go in and practices, doctors are like, I'm heavy in my team. Are you? Or can we look somewhere else? where are other areas that where, like, what are your markers? I know what mine are. Like, what are your markers? You look in and you're like, okay, team is there, but where are these other pieces? What are you looking for when you're trying to reduce overhead without touching the team? DAT-Dana (09:32) So usually when I'm looking at that first and foremost, wanna make sure, right, production and collections are healthy. That's the first thing that I look at. Is it just with our team we are under producing, under collecting? ⁓ So that's honestly and truly the first piece that I look at. ⁓ And then I'm looking at anything that isn't a fixed cost. Right anything outside of the team that is something that we can do anything about do we have budgets for CE? Do we have budgets for? Supplies have we negotiated labs so I'm looking at any variable cost in the practice and considering that first because typically when it comes to team like I know I can get them more efficient and I know that likes that's usually what the issue is if I say do you have right people in the right seats? Do you love your team members? Do you have team members that like are really bought in and value the practice and if that answer is yes, then we've just got to find a fish somewhere else. So those are just the heavy hitters that I look at initially. The Dental A Team (10:25) I love what you said there. I do the same thing and it just like lights me up to be able to chat with a doctor, look at a schedule and be like, well, for the hours of operation, you're staffed for the number of hygienists, the number of dental assistants you need for a full schedule, the number of operatories you have, the number of providers that you have for front office, that you are adequately staffed. but your staffing cost is high, that immediately tells me we're not utilizing your schedule correctly, right? Or it's time to drop some insurance companies. Maybe we just need to get your fees higher to accommodate because the reality, Dana, and I think this is exactly what you're saying with right people, right seat, is that no matter whether you're a producing team member or not, meaning hygienist and associate doctor, it's very easy from a business standpoint to be like, yeah, they paid for themselves. My hygienist is at. three to three point times their rate of pay. My associate is making me money, they're paying for themselves, but then you look at a treatment coordinator or a dental assistant and you're like, well, am I over, how do you see that? This is how you see that. People should be paying for themselves and it should be very clear because it should reflect in your overhead and you should be able to say with the right treatment coordinator, my schedule is freaking stellar. With the right billing coordinator, my collections is 98 to 100%. all of the time and so the money that I need, my bare minimum and then some that I need coming into my account is accurately reflected on my P &L from QuickBooks. when you say Dana, the other like fixed, the non-fixed costs, right? So I love that and I think Dana, something that I've noticed that a lot of doctors get stuck on is this, the Anophis Mills, which is wild because these things have been around for like, I don't know, 20 years now, it feels like they've been around for so long, but there's still such an area of they're either really working for you or they're really holding you back still in dentistry, which is crazy to me. But what are you seeing when it comes to that and what are you suggesting doctors do? DAT-Dana (12:16) Are you? you I do feel like that for a lot of practices still just a big source of inefficiency. So I think that it really is like timing things, know what you can side book when it comes to meals, know how long pieces are going to take, know when it is more beneficial to just have the patient come back at a different time. And so I think that's kind of where we struggle, but yet doctors really want to use them because obviously they're paying for them, right? So it's an open expense, but in a lot of offices, it does take time and it is an area where we are The Dental A Team (12:38) Yeah. DAT-Dana (13:02) inefficient and we're just inefficient with the scheduling of it not necessarily the utilizing of it. The Dental A Team (13:08) Absolutely, I completely agree. And I love them because it will reduce lab costs. But I think something actually that I haven't just thought of is, I don't know why I've never thought of this before, something that we don't account for, at least I don't, we account for the debt. So we have, you when we run through your P &Ls and we plug them into our sheet, we've got your true overhead, your top overhead, your pay, your debt services, and then what's remaining is your actual true profit. But Dana, I'm sitting here thinking, well, we're paying monthly on this debt. we're saying where I was, what I was about to say was that it can and will eventually reduce your lab overhead. But realistically, that debt should be accounted in that percentage for the labs. And I've never thought of that before to like accurately reflect the true cost of labs. But I think that we're always finding another layer, you guys. I think that's like another layer that we could really help our. our practices to be able to see what are you truly spending in the labs? And I had a conversation last week with a client. It was actually really fun. It's a husband and wife that I chat with. And we're always talking about their finances. It's very important. We've done a ton of work over the last two and a half, almost three years, to reduce their overhead by legitimately almost 20 % at this point. ⁓ But we've got debt. And he's like, OK, well, we've got to add this. And we've got to this. This is our new BAM. we're like, yeah, we're going through it. And his wife in the background is like, when do we stop just doing more? And she's like, can we pay off some of this debt? And I said, you know, honestly, you've got $11,000 a month going out to debt. If we strategically start paying that down, because they do have profit, so they are saving in buckets. And if we strategically start paying that down, Now that's 11 grand additional every month that you're pouring into buckets. So just like our personal costs, I think we do really well from the third party perspective seeing treat this like you do your personal banking as long as your personal banking is in line, right? Like you're paying off your debt first, kind of like the Dave Ramsey effect, right? Like why are we not Dave Ramseying our businesses? but we're doing it in our personal life, but then it's so easy as a dentist to see the new scanner and be like, well, that's better than the one that I have. I'm almost done paying that one off. So tech, it's like girl math, right? Like I paid for the dog grooming $200, it was worth it. On Saturday with cash that I was supposed to deposit months ago, that was out of, like it was already out of my account, right? Like it was already gone. So I was like, oh, it's basically free. We're doing that with, I said my dog grooming was quote unquote free because it was money I hadn't accounted for anymore. I think we do that with our purchases in dentistry. We're like, well, this scanner's already paid off, or this one's almost paid off. So technically, I'm not really adding. I'm just continuing instead of getting rid of it. And it's like turning in your car when you've just paid it off for a new car because you're used to having a car payment. So that was a long tangent on the lab space. But I think it was all pretty relevant. And I think, Dana, for us, that's a Valid space to be able to say yes, you've decreased your lab costs with the mill and with the scanner But if we add back that debt payment right now your lab percentage is actually at this DAT-Dana (16:32) Yep. Yeah. And I think that that's something like when I'm talking to doctors about purchasing these things or looking at these things, those are honest conversations that we have to have. Okay. You're absolutely right. That will save you on your lab. How many crowns do you have to do to see a savings? Right. And, and are you prepared to do that many? The Dental A Team (16:44) Yes. DAT-Dana (16:49) right? And how do we fit that many in your schedule? And so I think that those are conversations that yeah, like we have to look at those things because honestly, and truly, if we don't do enough crowns to save on our lab space, right? And then, again, it's like then we're talking about team members and it's like, well, we wait, right? Just just wait a second, because we made this decision. So now we just have to get the team to be efficient to hit a number of crowns that we need to actually make it lower. The Dental A Team (17:04) That's just thinking that. DAT-Dana (17:14) lab costs. I think these are conversations that we have routinely with clients. think these aren't always things that dentists in general think about when making those purchases because yeah, they look at the lab savings and they look at the fact that they get to grow what they offer. And these things are exciting. We totally understand that. But I think it is looking at all those pieces and saying also does this make financial sense? The Dental A Team (17:37) Yeah, I totally agree with you. I was thinking too as you're speaking on like efficiencies and how many crowns will it take. Also, we forget how much time does it take from a human. So as we're being efficient with the schedule, you're also losing an assistant to go mill that crown, to go design it and to mill it. So there's like 30 to 45 minutes unless, I mean, there's a lot of practices you can cut it down and they're getting much quicker. So whatever, we'll say 40 minutes that you've lost someone. that would otherwise be able to do the next patient. And that doesn't get accounted for in the employee cost where it's just a shift. It's just a shift. And being able to see all of those pieces and those aspects and make those confident decisions is massive. And then how long will it take to pay those things down at the cost, the fee, the rate that you're paying because realistically that, again, is your lab cost. and you would be paying a lab for sure, but over the long run, is it going to be a big enough savings is a big consideration. And if you already have the mill, start thinking that way. Like, okay, well, what is my true lab cost? then supplies, I mean, everybody knows supplies and we're not in the, I think there was that massive increase, right? COVID with the PPE, like that got wild and we were at like 8%, but I'm starting to see people, like you guys are back down to the five, 6%. So I don't think that that's. huge space but realistically the lab fees, the same doctor, ⁓ sometimes I'm like ⁓ how did we get GP dentists? How are we at a $15,000 lab bill? He's like well I like their work and I'm like so do I and then we need to find something cheaper. DAT-Dana (19:22) ⁓ But yet. Here we are talking about this number every month. The Dental A Team (19:27) Yes, yes, and I said that's fine, then we need a drop insurance company. So I think those are the conversations and it's just so easy to jump to say we're over staffed or we're paying too much money or we're doing too much overtime. When I see practices that have overtime, I'm like, okay, why? One, overtime is more expensive than another human. So are we understaffed and we need to divvy some more things out? And two, Overtime is a huge indicator that we're inefficient somewhere. So it's either our schedule is constantly running behind because we're ineffectively scheduling, or we've got, again, like overlapping duties and just chaos going on when there's confusion in your brain, you're slower. And so when things are clear and clean, you work more effectively, you're more productive, and you move on things faster. Huge spaces, huge spaces, but going back, I think to straight to the beginning, Dana, I love it. The first thing doctors for you to look at is exactly what Dana said. Production and collections, are you producing enough because you need the staffing for the schedule you should have. If you don't have the staffing and the schedule comes first, you're gonna be in overtime. You've gotta have the staffing. I'm not saying go hire a million people because in five years you want this. Make sure you've got enough people to run the schedule that you want. Make sure that you're being productive, that it's getting on the schedule and that on the back end it's getting collected. If you're not getting enough new patients for the production, like all of those things go into it and that's why we make you guys fill out scorecards and watch trends and see it all in one space is because all of those things play a massive role and the first place it's gonna show up on your overhead scorecard is your employee cost. It's just. the truth. That's the first place it's going to pop up and then from there you'll see all of the little ones but it's your biggest expense. DAT-Dana (21:27) Yeah, and I think that what you said is and I talk about this all the time, like especially when we get a doctor that comes in and really is cash flow that is the reason that they come and it's I can slice and dice your P &L a hundred different ways but at the end of the day most of the things that I can slice and dice are low-hanging fruit and the biggest impact that we can make on those overhead costs and those percentages is to produce and collect more. Hands down, bottom line. The Dental A Team (21:51) Yep. Yeah. Which either means more efficient schedule and getting more people on the schedule or raising your fees and dropping insurance companies. Yeah. Yeah. Awesome. All right, guys. If you don't know how to read your P &L, by all means, reach out. We have all kinds of, you know, videos and podcasts and all kinds of other things that we can share with you. And we are always happy. DAT-Dana (22:01) Yeah. The Dental A Team (22:19) to help you in the best ways possible. So first and foremost, action item, go read your P &L, go figure it out, go see where your expenses are at, be really familiar with your bank accounts, with your P &Ls, with your debt services, treat it as though it's your personal money, because realistically, you guys, it is. You're a business owner, it is your personal money, so treat it as though it matters. And go look at that, look at your production, and by that we mean is your schedule efficient and actually productive? Do you have 90 to 95 % of the time at the end of the day, you're hitting goal and you're like, that was awesome. Or are you 90 to 95 % of the time, like, what did I do all day? How is this my life? I'm so stressed out. You tell us, go do those two things. Love on your team. Make sure you have right people, right seat. You guys, ⁓ again, a million podcasts to discuss all of that stuff. Go find them. Hello@TheDentalATeam.com. We will find them for you and send them to you. You just tell us. Dana, anything else you can think of aside from learning your P &L forwards and backwards, looking at production collections first and then looking deeper and reaching out to us? DAT-Dana (23:26) No, I think you hit all three of the big ones. The Dental A Team (23:29) I love it. Awesome guys. Okay, go do the things you guys. It is way easier than it sounds and it honestly is way more fun than it sounds. I Dana and I have both come full circle on our love of P &Ls and numbers and being able to find the little secret sauces here and there. go do the things, reach out Hello@TheDentalATeam.com when you're ready. We are here to help you forever. We're always here. And you guys drop us a five star review below. Let us know. how this goes for you with your P &L review. Let us know how helpful this was. And again, go love on your team. Dana, thank you so much for being here with me today and we'll catch you next time, guys.
This week Topher talks with Matt Thomas and Steph Dukesherer, two members of the HTT squad that work directly with our youth hockey organization partners. The Hockey Think Tank's Organizational Blueprint is designed to give clubs clear direction, purpose, and organization. If you think we could help your organization with any of the topics we talked about today, click the link below! Refer Your Organization In this episode we talk about: — Navigating tryouts — Parent education — Best communication practices — Tools to increase retention rates — Youth hockey boards AND SO MUCH MORE! Thank you to our title sponsor IceHockeySystems.com, as well as Train-Heroic, Helios Hockey, and Crossbar! And thank you to our AMAZING LISTENERS; We appreciate every listen, download, comment, rating, and share on your social sites! The 5 Things I Wish Everyone Knew About Youth Hockey Boards Follow us: IG: @HockeyThinkTank X (Twitter): @HockeyThinkTank TikTok: @HockeyThinkTank Facebook: TheHockeyThinkTank Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
Today, we'll hear about: A leader struggling with a team member who refuses do a key part of their job A business owner navigating a partnership with his brother after the passing of their father How to identify character issues during the hiring process An owner seeking to empower his leadership team while avoiding micromanagement Next Steps:
What's one of the real ceilings on your firm's growth? Often, law firm promotion is one of them because the moment a firm owner wants to elevate someone and a team member wants to grow, the conversation can quietly break down before either side knows how to move forward. In this episode of Great Practice, Great Life, Steve Riley sits down with Patti Paz, coach and facilitator of the Atticus Team Leader Certification Program, to unpack what they call the promotion trap. Patti brings both law firm experience and coaching experience to the conversation, having worked her way through multiple roles inside a law firm and now helping team leaders grow into stronger leaders inside their firms. Steve and Patti walk through the three most common promotion traps that stall advancement. "I'm overwhelmed" can sound like a red light to an owner. "I'm not ready" is often fear dressed up as logic. And "pay me first, then I'll learn it" can create friction, even when the real concern is whether more responsibility will come with enough support. This episode is valuable because it helps both sides use better language. Owners learn how to stop doing drive-by promotions and start setting the right context with time on the calendar, clear expectations, and a real discussion about what needs to come off a team member's plate for a promotion to succeed. Team members learn what promotable behavior looks like in real life: ownership, initiative, better questions, and a willingness to learn. If you are a firm owner who feels stuck, this is a reminder that growth isn't only a business development problem. It's a people development problem. And if you are a team member who wants to move up, this conversation gives you language that opens doors instead of closing them. When promotion works, the owner gains leverage, the team gains leadership, and the firm has more room to grow. ____________ In this episode, you will hear: The promotion trap and why it limits firm growth Three promotion traps and what team members can say instead Why "I'm overwhelmed," "I'm not ready," and "pay me first" can stall a promotion conversation Why drive-by promotions usually backfire How to have a better promotion conversation from both the lawyer's and team member's perspective How the Atticus Team Leader Certification Program can help develop team leaders and test promotability Why firm growth depends on growing your people ___________ Subscribe & Review Never miss an episode. Subscribe on Apple Podcasts, Spotify, or YouTube. ⭐Like what you hear? A quick review helps more people find the show.⭐ If there's a topic you would like us to cover on an upcoming episode, please email us at steve.riley@atticusadvantage.com. ___________ Supporting Resources: Patti Paz, Practice Advisor https://atticusadvantage.com/team/patti-paz/ Team Leader Certification Program: Get $500 off your Team Leader Certification Program! Use promo code: TLC500 https://atticusadvantage.com/law-firm-team-leader-certification/ Ep 117: Onboarding as a Competitive Advantage: 7 Essential Tips for Law Firms with Lori Pulvermacher https://atticusadvantage.com/podcast/strategic-onboarding-for-law-firms/ Ep 10: Train Your Team Members, Free Up Attorneys' Time https://atticusadvantage.com/podcast/train-your-team-members-for-client-intake/ Ep 19: What is a Team Leader and Do I Need One? with Patti Paz https://atticusadvantage.com/podcast/what-is-a-team-leader-and-do-i-need-one-with-patti-paz/ Ep 88: 4 Levels of Team Empowerment with Patti Paz https://atticusadvantage.com/podcast/4-levels-of-team-empowerment-with-patti-paz/ Workshop: The Path to a Great Practice & Great Life https://atticusadvantage.com/workshops/the-path-to-a-great-practice-great-life/ Build My Great Team Mark Wight https://idahoestateplanning.com/about/ Atticus Newsletter https://atticusadvantage.com/newsletter-signup/ ___________ Curious about growing your own practice without burning out? Contact Atticus to see whether our law firm coaching can help you strengthen attorney success, refine your law firm business strategy, and build a practice that actually supports your life. This podcast for lawyers is part of our broader legal podcast library, offering practical insights on how to grow a law firm through stronger law firm leadership, law firm pricing and management, smarter marketing, intentional hiring, efficient operations, healthy law firm culture, and sustainable profitability, all while addressing law firm burnout and the realities of modern practice. You can also sign up for our newsletter to get practical insights on how to grow a law firm: from law firm leadership and management to marketing, hiring, operations, culture, and profitability, so you can build a Great Practice and a Great Life.
Tiff and Trish break down what it means to have the right person in the right chair that's best for your practice. This means gauging comfort levels and the ability to stay calm, but it also means supporting each position so they feel like they can win at their job. Listeners are invited to review their positions based on what personality would thrive there — not only to increase treatment, but to make everyone's lives better, too. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. We are here today with, honestly, really fun one. These are some of my favorite subjects, the things that we talk about on here. I tell you guys that all the time, but I have Ms. Trish here with us today. Her internal nickname, Dental A Team name, for all of her clients, you guys can use this, is Tada. There's all kinds of reasons for it. We don't need to hash out today, but just know Tada is here. And I know I've said this on the podcast before, but if you're new here, you haven't heard it yet, I love. podcasting with these women and I love also handpicking the topics. get topics given to us from our marketing company. We have a lot of input and say on them as the consultants, but really we just kind of look, I look ahead and I'm like, that's what we're doing in the month of March. So fantastic. And then I kind of handpick which consultants I want because I love when I get to watch someone and partake with someone speaking on things that they're passionate about, that they truly thrive in and they love. And Trish, this topic specifically today, I know I tell you guys this, I don't know if you believe me or not, maybe you do, maybe you don't, but I know this is something that lights you up and I'm excited to be here with you. Thank you for blocking your calendar for me. Thank you for getting this set up. know it's like, both of us are like a little chaotic storms. when it comes to things like this. So I know both of us were like frantically getting ready. So thank you. How are you today? And how excited are you to be here? Like just, you know. Tricia Lee Ackerman (01:24) Thanks. ⁓ Thank you. Thank you. I'm doing great. I always love it when I get to podcast with you. The Dental A Team (01:34) Thank you, thank you. I ⁓ feel like all of you ladies bring your own sense of ease to podcasting for me, which is fantastic, because then I don't feel like totally exhausted by the end, so thank you. ⁓ Something you're really phenomenal at is people, Trish. I think you read people really well. I think you read people quickly, and I think that it's very easy for you to determine. where people should sit or what they should be doing, what they're really great at. It's very easy for you to walk into a room and say, my gosh, this person is born to be a treatment coordinator. She is born to be a billing representative. you mentioned, gosh, what were we on? We were on some call this week. And you mentioned that you were a really great treatment coordinator. And I think we did it. It was on our coaching call we did together. Tricia Lee Ackerman (02:24) Yes. The Dental A Team (02:24) last week and you mentioned that you are a phenomenal treatment coordinator and is your passion and I think that reading people piece is part of that. It's part of who you are, it's part of your personality and it's part of what makes you a phenomenal consultant but also what fed into that piece of treatment coordinating for you and I think Trish if I had to read you correctly I think you love it and I think it lights you up to be able to read people and get people established in something they can be passionate about. because you can read personalities. So very easy to see why this kind of topic we're doing, know, personality versus experience when it comes to team members. Very easy to see why that was such an easy fit for me to choose you to be here today. And before we dive in too much Trish, I want to ask what, ⁓ gosh, what about reading people and being able to peg that? What do you love the most? What do you love when you walk into a room and you can say, my gosh, this, like what lights you up the most about it? Tricia Lee Ackerman (03:28) I think what lights me up the most is like I can easily target somebody who is comfortable talking. So if somebody just kind of looks like their, you know, their shoulders are down, they look like they're at ease, that's going to be a pretty easy person to go and approach. Then you have your people that smile and they obviously they still look very friendly, but there is, it's, again, Tiff, it's like they don't have something written on their forehead. So it is really a read. It's an internal emotional read that I have where it's like, you know what, that person actually probably doesn't want me just going up to them, just like starting a big conversation. And even if I do, you can read a person's body language and see how they're engaging back. And if the engagement back is kind of light, then like that's not a person that you push on. I'm not gonna make them have a conversation with me about a recent wedding they attended if they... The Dental A Team (04:04) Yeah. Tricia Lee Ackerman (04:24) clearly see if it's showing that they just kind of don't want to do that. So I don't know, like, I don't think there's a book that you can read on how to do this. Maybe there is. I, I personally think that this is something that you either kind of have or you don't. That's just my, that's just my thoughts on that. because again, I mean, some people really struggle, really struggle with knowing how to read a room. I'm sure they don't want to, but yeah, if there was a secret sauce, I would love to share it, but I do think it's kind of an internal characteristic that you may or may not be born with. The Dental A Team (05:01) For sure, I totally agree. actually, have my son, you he's 17 now, the recording of this and we've always, myself and just the people on my side that have been involved in his life and forming him into the kid that he is, we were always really big on being like socially aware and really just aware of his surroundings. One, because you know, as a parent, was a single mom scared to death that somebody's gonna steal my kid, you know. So I made sure like he was always insanely, intentional about watching his surroundings, but then also being the one that's courteous to everyone else. Like you just don't be in the way and not so much that you make yourself small, but don't be in the way because it's very easy to just be like, ⁓ awesome. Yep, you go around, know, like don't make it a thing. Just be super aware. And I know that Brody's got that kind of intentionality and that intuitiveness that he can read people as well. And I wonder, often I watch him do it, and I'm like, gosh, is that because you're so aware of your surroundings and you're watching for your next move, right? Because I know for me, it's like, where am I going to step next even of a crowded grocery store? What's the easiest path? When I'm driving down the street, well, which lane is going to be the easiest for me that I'm not an inconvenience to other people as well? So kind of like double dipping there. So I watch him do these things and I think to myself, there are so many people that are not aware of their surroundings. Is that a piece of it, right? And like you said, it's kind of ingrained as personality. Anyway, it's high tangent there, but I think one thing to do is to really ramp up your awareness of present, I guess really, right? It's being present with where you are at and the people that you're with. Because when we're in our heads ahead or behind, we're not here and we're not intentionally paying attention to the things going on in the people around us. How do you feel like then? I mean, where can we talk about hiring? We can talk about all the pieces, but realistically, we get the biggest question is like, gosh, do I hire for personality? Do I hire for ⁓ experience? Do they have to have dental experience? Do they have to have management experience? But really, I think this also applies to looking at the team that you have today and making sure that Tricia Lee Ackerman (06:59) Anyway. The Dental A Team (07:23) We say this all the time, right? Person, right? Seed. It's a massive piece. And I think these pieces you can take and apply to both. When it comes to personality, Trish, and it comes to not just like, that's one thing, to be able to read personalities and be able to be in a room and navigate the situation, but personality versus experience. How do you help practices differentiate the two, even in any situation at all? Tricia Lee Ackerman (07:50) Well, obviously, ideally, personality and experience at a high level, both. That's perfect. That's awesome. But but more than more times than than than not, we do have that situation where the doctor will say like she was really not, you know, hiring for an office manager. She was really nice. She was really great. She was all these things. But that's awesome. However, that's a position where we do need to see the skill set. What type of leadership ⁓ experience does she have? And maybe she doesn't have any, but can we set her up for some? And how quick, how sharp is this individual? Because if they're really, really, I use the word cool. We can train skills, but we really can't train cool. You kind of either cool or you're not. And if they really like this person and they're sharp, then maybe we should entertain giving them some leadership activity homework. and see how that comes. If it's somebody that has all the experience in the world, say like as a treatment coordinator, they've been doing it for a very long time, but they're kind of cold, they're kind of direct, ⁓ they kind of really don't know how to like maybe laugh or break some ice. Is that really the best treatment coordinator? Because that is really a role where you have got to be able to do both. The Dental A Team (09:12) Yeah. Tricia Lee Ackerman (09:15) And that's where I shined and loved it so much because I was able to read the room and I was so passionate about what I was actually getting ready to sell to them. But I could also tell if, if, mean, if they started sweating and like, okay, slow down, back up, let's start to find like what's happening with this person. So the personality, you know, that's, that's great. Most offices are looking for somebody that knows how to smile and and things like that. The skill set, it doesn't always have to be right on point as long as we can give them some tools slash tests, which we can and we could deploy those to monitor like almost like their sharp skill set. Like how sharp are they? How quick are they? Because if they're nice and quick and sharp, it might just be our person. Some of the best people that I have hired through the years had zero dental experience, but they were sharp. They were quick. were in the restaurant industry. That's an amazing industry because people know how multi-task like crazy they can order drinks, they can order food, they can serve, and they have to do it all with a smile because their tips depend on it. those are perfect. That particular group of people are excellent examples because most of them do have the personality and they're sharp. Easy to. The Dental A Team (10:16) Mm, I agree. Yep. Yeah, I agree. I totally agree with that. have hired, I tell practices all the time, when you're at a restaurant and you have a hostess or a server or somebody that you love, give them your card, whether you're hiring now or not, give them your card. ⁓ I totally agree. I think too, as you're chatting through all of that, I agree 100 % with all of it. And I'm thinking too, as you're saying that, yes, you're front office lead, you've got to have the leadership skills, you got to have these pieces, and does the dental Is the dental necessary? Not necessarily, right? My best treatment coordinator ever, she didn't have any dental experience, but she loved people and she believed in the product, like you said. So she didn't even, half the time she didn't even know what she was selling. She was just like, I know that they said this was going to make you healthier. So like, why would you not get this done? And I was like, this is wild. Like, it's an SRP. Yeah, yeah. And they would schedule and it was great. And they would prepay, right? And it was like, gosh, she blew my mind with it, but she believed so much in the people being healthier. Tricia Lee Ackerman (11:26) And it works. Yep. The Dental A Team (11:36) that she just did it. But I'm also thinking as you're saying this, yes, there are personality pieces for that that's necessary. And then it's like, yes, there's also personality pieces for our billing coordinator. So I think that's where the avatar comes into play, right? And knowing what are the goals of this position and what kind of a personality can do that? Because you're bubbly, like for sure this person can do billing. Right, I can do billing, Trish, can do billing. If we sat down, we can do it. But I'm gonna be bored out my mind and it's gonna take me 10 times longer than the personality who was built for it. Because my personality, I need to be, I need to move. I need to move more, I need less details. I am not a detailed person. And I need to just, I need more interaction. So that billing personality might be someone who's a little bit more muted, a little bit, you know. and more introverted, ⁓ detail oriented, loves the numbers, wants to dig in, and you probably are gonna want some experience if you can find it, but again, a skill set that can be taught. How do you help your practices kind of navigate those avatars? Tricia Lee Ackerman (12:51) Just yesterday, literally just yesterday, this was a topic. And it's an office that does have, that like the skillsets is there for all of the team members. However, they weren't in the right seats. So when I started digging a little, because of course case acceptance is always something that I really want to target, because what does that do? It increases production and it's just a big win. Okay. But what we discovered was that, The Dental A Team (13:02) Awesome. Tricia Lee Ackerman (13:18) the team member that was actually more say like the checkout seat that was kind of finalizing and kind of closing up the treatment plan was, was like really shy when it came to money, ⁓ really shy when it came to like asking for any kind of deposit. And so what we found was that when that particular team member is in that seat, we had less people scheduling. So meanwhile, I had gotten to know this front office team a little bit more over the last even just six weeks. And I thought to myself, hold on a second. I know exactly who needs to be in that seat all the time. So no more rotating of seats. We're going to lock down this chair is for that person, this chair. And I had ⁓ a touch base this morning with the O.M. They're already feeling like less anxious. because the person that is now there is good at both. She has no problem, you know, wrapping up a financial piece of things, but she can also talk dentistry if any of those questions do come up. we, and that was a fun exercise. I do like doing that. Like, let's look at your team. Who are all these people and where did they shine? ⁓ okay. But they're sterile tech. Maybe just maybe. The Dental A Team (14:19) Yep. Tricia Lee Ackerman (14:42) We could just hire a sterile tech and this could be your main treatment coordinator. So evaluating those seats and I think consistently evaluating the seats, because we do evolve with change, that is a really successful and not time consuming project that I think a lot of OMS and doctors could and should do regularly. The Dental A Team (15:03) I totally agree with you. I love that you just did that yesterday. ⁓ And I love that you keyed in on the rotation of seats because I feel like a lot of practices do and I hear a lot of managers and team members and doctors say, yes, but I want everyone to know how to do everything. Cool. I do too. I want you to be able to fill in if someone decides to take a vacation. Absolutely agree with you. I don't want things to go left undone. But being responsible for everything. Tricia Lee Ackerman (15:21) Yes. The Dental A Team (15:31) because no one's responsible for anything, and then that means no one's, everyone's responsible for nothing, is a whole lot of things not getting done effectively and a ton of underlying stress that people don't even realize they're feeling. The anxiety of not knowing how to win in your position or not feeling fully confident in the things that you're doing because you're doing so many things that require different brain sets. You actually, you, you feel it, but you really don't know that it's happening until you get stabilized in that seat with clear goals and a clear way to win and in a space and a seat that you thrive in. You're like, I feel free. Like I feel so much less stressed and I didn't even realize I was stressed. It's, so much fun to watch. And if you've ever felt it, you know what that feels like and Trish. you keying in on that right now might be to me at least the biggest piece of this whole podcast because so many practices and I think both of us experience this fight that like no we all do it right we all do it we all we help each other we don't want to be a team that can't help each other ⁓ golly if you become a team that can't help each other because you're in a treatment coordinator seat instead of this float seat where you're doing 15 000 things that's a different issue Tricia Lee Ackerman (16:44) Yes. The Dental A Team (16:57) That's completely separate and your culture needs to be fixed. But right now, you're not helping each other. You're actually holding each other back and you're, as the manager, I think I'm gonna just, hard truth, as the manager and the doctor, allowing a space like that to exist is a detriment to the people that you've hired. And it, to me, says, I don't think you can do one thing really well, so we're gonna do all of the things all together to make sure nothing gets missed. And in reality, there's so much stuff that gets missed. Tricia Lee Ackerman (17:31) Yeah, a lot of missed opportunity for growth there. And it can be so, and now like this, in this case, the gal that is now in this seat and she's not moving, she's going to be so empowered. And then the other two that we moved into the seats that are appropriate for them, same thing. They're going to feel so empowered. And that, and I'm looking forward to a check in with them in two weeks. That I really truly am, but. The Dental A Team (17:34) for sure. Tricia Lee Ackerman (17:56) That's the key. The right people, right seats, we say it all the time, almost every day to at least one client or more. That's the ticket. Who are your people? Where do they shine? Where are they currently sitting? And where could a better seat be for them? The Dental A Team (18:15) Yeah, yeah, and I think what are the seats that you have and what's the goal of that seat? Because when we don't know, when we just say, well, I've got five front office team members or three front office team members, cool, but what are those seats? Well, we have two that sit at the front and then one that sits in the back. Okay, but like, what is the seat? So if we're saying we've got a check-in, a check-out, and an office manager who does billing and treatment planning, great. Tricia Lee Ackerman (18:30) Right, I did. The Dental A Team (18:44) We got five seats, label the seats. What is the seat? What is their main goal, the main duty of that seat? And how can they win in that seat? I did that exercise. I think it's very similar to what you just did, Trish. I did this with a big practice, three doctors, lots of hygienists, lots of, and I've done it with, we've both done it with so many practices. The big guys are the ones that are the most fun to untangle because those webs are deep. Tricia Lee Ackerman (19:08) Yes. The Dental A Team (19:11) But we started untangling them and the doctors were like, wait, I like, want to, I want to help with this. And they untangled the seats and the goals. And even as far as three metrics per position in the front office that they can say this position is winning so that now that front office gal can take this job description and say, great, these are the things that I'm going to do. This is my operations manual for my seat. on how I'm going to get there. And just being able to have that clarity alone, even for the doctors, they think it opened up a ton for them and I can't wait till they deliver it to the team because it's just, it's empowering. And when you're hiring, that's how you know if you've interviewed the right person. Does this, this seat, the seat that I've created, the job description, the goal and the metrics, what kind of a person will thrive reaching those. I'm not going to put a like introverted, great with numbers person. I want great with numbers for a treatment coordinator for sure, but they're not selling anything. They're just reviewing it, which is fine, but if you want a different result, you've got to do it differently. Tricia Lee Ackerman (20:29) Something else that comes up Tiff quite often is, and this can be such a hard decision for a doctor, they might have like their best dental assistant that they've ever had. And those two work so well side by side. However, that particular say dental assistant could be an absolutely incredible treatment coordinator. But when we bring that to the doctor, that's when they're like, because they just can't imagine not having that person side by side with them as their assistant. And the doctors that do recognize it and go, ⁓ my gosh, you were so on to something. Those are amazing transitions because number one, that dental assistant that we're even considering putting into like a full-time treatment coordinator role, she knows that doctor inside and out. She believes in him. I she knows everything about him, the dentist. that is somebody that can really grow a business, then we just hire, we replace the dental assistant and sharpen those skills with the same ones, the one that stepped out. But like that is also something that doctors don't, sometimes they don't even entertain that idea. We have to entertain it for them. And then when they see that, it's like, and I can only imagine, it's very scary for them to lose their key person sitting next to them all day, every day, but it can also be a, The Dental A Team (21:45) I agree. Tricia Lee Ackerman (21:54) really great move. The Dental A Team (21:56) I totally agree with you. Totally agree. Love it. Thank you. I knew this topic would be fun for both of us. We both kind of love moving people around. I love seeing, I love when we can move someone, like you just said, like giving someone the empowerment to try something they've maybe not really done before, but that growth opportunity to go from chair side dental assistant to treatment coordinator and just like learn a new skill set is, it's super cool. Super fun to watch. So. Thank you Trish. I think if I had to pick out some action items for everyone, I think based on what Trish is saying here, evaluate the people you have. Look at their personalities and look at their skill sets. Trish, said, like, where do they thrive? So what do they love to do? Oftentimes, too, when I say that, I like to look at their personal lives. Like, what kind of sports are they playing? Like, what activities are they doing? Are they knitting? Are they pottery? Are they, you know, are they volleyball players? Like, look at their personalities. And then also look at your positions and what personality would thrive in that position, not only to get us more treatment on the schedule, but to fulfill them, to make their lives better, to make them happy, to make them love where they work, and in turn, make you love where you work. So I'd say go evaluate your people, evaluate your positions, and get the personality straight. Build those avatars and take a look. Trish, anything you want to add before we wrap this up? Tricia Lee Ackerman (23:23) don't think so. really don't. The disc test, maybe I'll toss that in. That's always kind of good one. Doctors do love to do that. ⁓ You know, evaluate those. Everybody can even do them together when you hire somebody else on or if you're considering. and you know, vibe checks. We always talk about that. Do your vibe check. Let your team do a vibe check. And again, how's their personality? Does that personality fit the actual practice? Some practices are full of spunk and fun and craziness. I see some of these teams on Instagram and they just The Dental A Team (23:24) Awesome. Yeah. Tricia Lee Ackerman (23:52) track me up, that would be a great one for fun. And you know, some doctors are not. So you might not want to bring in say like a clown into a really conservative practice. They might not mesh. So evaluating personalities slash the skill set. Yes, it's not always that easy, but we can certainly help. And ⁓ once you do get those right personalities in those right seats, like you said, Tim, everybody wins. The Dental A Team (24:21) Yeah, I love it. Thank you. All right, guys, you heard it here. Go do the things. Trish, this was phenomenal. Thank you for taking this journey with me. Everyone, you know where to get ahold of us. Hello@TheDentalATeam.com or leave us five-star review below or both. We love both of those. So we can't wait to hear from you. Hello@TheDentalATeam.com. Trish, thank you. Tricia Lee Ackerman (24:29) Thank you. Thanks, Tiff.
Josh Block is the longtime leader of Block Imaging, a global healthcare equipment company known for its distinctive people-first culture and multigenerational family leadership. After unexpectedly stepping into the president's role at just 29 years old, Josh spent the next decade and a half guiding the organization's growth from a $30 million business into a thriving enterprise of over 425 team members. In this episode, he joins Brad to share insights from his new book, People Matter at Work, a practical framework for helping leaders create cultures where team members feel safe, seen, and successful, and where the organization wins as a result. Brad and Josh talk through the pivotal backyard moment that changed the course of Josh's life overnight, what it was like to suddenly lead people decades older than him, and how humility became the essential ingredient that shaped his leadership. They explore the "Me Cycle" vs. the "We Cycle," why so many workplaces get stuck in unhealthy patterns, and how transparency, thoughtful leadership, and tough-but-kind conversations can turn a culture around. Josh also shares real stories from inside Block Imaging, the importance of organizational identity, and what it looks like to democratize leadership as a company grows far beyond the founder's reach. This Week on The Wow Factor: Josh's early roots in Lansing, Michigan, selling strawberries door-to-door and discovering a love for entrepreneurship at a young age The unexpected Friday-to-Monday transition from sales rep to president, and how humility shaped his early leadership What the Me Cycle looks like inside companies, and why leaders unintentionally create cultures where people stop caring The We Cycle: how safety, transparency, and shared purpose turn individuals into a thriving team Why organizational identity matters, and how a clear mission draws the right people and gently repels the wrong ones How Block Imaging grew from 30 employees to more than 425, and why growth creates opportunities for others, not just leadership A real-time story from this week: how Josh coached a leader through caring for a team member facing trauma at home Why clear, honest feedback is generosity, and how "closing the gap" conversations can transform careers "Leadership is accomplishing things through others, and that begins with humility." - Josh Block "If you're glad you're here today, it's because someone before you didn't stop the growth. That's the invitation to keep building for the next person." - Josh Block "When people feel safe, seen, and successful, they give back. It gets lighter for everyone because the work is shared." - Josh Block Josh Block's Wow Moment: Josh reminds us that technical skill doesn't automatically translate into strong leadership. Leading well takes humility, curiosity, and a commitment to building a culture where people truly matter. His core message is simple: people are worth it. When leaders slow down, care intentionally, and lead transparently, the impact reaches far beyond the work itself. Connect With Block Imaging Block Imaging Website Block Imaging Facebook Block Imaging LinkedIn Block Imaging YouTube Block Imaging Instagram Connect With People Matter at Work People Matter at Work Website People Matter at Work Book Book Josh Block To Speak Connect With Brad Formsma: WOW Factor Website Brad Formsma on LinkedIn Brad Formsma on Instagram Brad Formsma on Facebook Brad Formsma on X
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