Podcasts about thinking

This week on the New Music Business podcast, Ari sits down with Brian Hobbs and Dev Sherlock. Brian is the VP of Music at South by Southwest (SXSW), where he spearheads the curation and strategic development of music programming at this legendary Austin-based festival. Since joining in 2012, he's worked closely with emerging artists, global partners, and cultural tastemakers to expand SXSW's genre diversity—particularly at the intersection of hip hop culture and international music movements. Dev, the Director of Music at SXSW, programs the festival, helping shape the SXSW's lineup while working directly with artists, teams, and industry professionals navigating the SXSW ecosystem.In this episode, we demystify all things SXSW. Whether you're a veteran or you've never been and are wondering if it's even worth it, this is your deep dive. Brian and Dev break down how this year is massively different from how they've done it in the past, what the point of “South By” actually is, and how to approach it strategically. We get into the weeds on networking—what that really means at SXSW, what it looks like on the ground, and how to do it effectively whether you're an artist, agent, manager, or building a music tech startup. Thinking about applying to showcase? They walk through the timeline, submission process, and what they're actually looking for. If you're attending—or even considering it—listen to this first.https://sxsw.com/ https://www.linkedin.com/in/brian-hobbs-155759164/ Chapters00:00 Introduction to South by Southwest02:14 Changes in the Festival Structure05:43 The Overlap of Music and Tech08:46 The Role of Live Music Discovery11:22 Business Opportunities at South by Southwest19:05 Navigating Official and Unofficial Showcases23:18 Monetizing Opportunities for Artists27:58 The Global Impact of the Irish Diaspora29:48 Travel Concerns for International Artists30:41 Booking Artists for South by Southwest34:55 The Application Process Explained37:57 The Fluid Nature of Artist Bookings41:42 Understanding Compensation Models43:52 The Conference Experience at South by Southwest45:52 Networking Tips for Artists50:57 Defining Success in the Music IndustryEdited and mixed by Ari Davids-ErgasMusic by Brassroots DistrictProduced by the team at Ari's TakeOrder the THIRD EDITION of How to Make It in the New Music Business: https://book.aristake.com Hosted on Acast. See acast.com/privacy for more information.

Ps. 119 describes God’s Word in a number of ways…statutes, testimonies, commandments just to name a few. How beautiful that one can turn toward God’s testimonies for a new life!

Elon Musk says that empathy is going to ruin us. Fish Stark of the American Humanist Association not only disagrees, but the AHA is prepping a historic day of empathy...and you can potentially be a part of it. https://www.americanempathyproject.org/Become a supporter of this podcast: https://www.spreaker.com/podcast/thethinkingatheist--3270347/support.

What happens to your soul when you let an algorithm do your thinking? Spoiler alert: it's not great. In this episode, Dr. Jeffery Skinner dives into the sneaky ways AI and digital platforms are reshaping our conscience and dulling our discernment. You might think you're just scrolling through memes or getting your daily news fix, but you're actually sidelining the part of you that wrestles with deeper questions about faith and morality. It's like outsourcing your soul's workout to a couch potato. We'll explore how this digital age affects our spiritual growth and discernment, and why it's crucial for us to reclaim our ability to think critically and seek God authentically. So grab your headphones, and let's get into why your soul might be missing out on some serious gym time while you're busy clicking ‘like' on everything.Scripture ReferencesRomans 12:2 — Transformation through the renewing of the mindHebrews 5:14 — Mature believers train themselves to discern good and evilMatthew 25:14–30 — The Parable of the TalentsLuke 6:40 — A disciple, when fully trained, will be like their teacherActs 15 — The Jerusalem Council as communal discernmentGalatians 5:13–25 — Life in the Spirit and formation of character1 Timothy 4:7–8 — Training in godlinessJAMES K.A. SMITH — Desiring the Kingdom & You Are What You Love Smith's big idea is that we are formed by what we habitually do, not primarily by what we intellectually believe. He draws from Augustine — we are lovers before we are thinkers. Our desires are shaped by repeated practices, or what he calls cultural liturgies.The Wesleyan Arminian angle: Smith gives us the mechanism of formation that Wesley always assumed but didn't systematize. Wesley's class meetings, his means of grace, his disciplined rhythms — these were all essentially liturgical formation practices. Smith helps you articulate why they worked and why their absence hurts.Key ideas to track down:∙ Liturgy as desire formation — practices shape loves before the mind engages∙ The mall as cathedral — his famous illustration of secular liturgies forming us toward consumption∙ Counter-formation requires intentional, embodied, communal practiceALAN JACOBS — How to Think (2017)Jacobs is winsome, careful, and genuinely funny. His core argument is that thinking well is not primarily an intellectual skill — it's a moral and social practice. We think badly not because we're stupid but because we're embedded in communities that reward certain conclusions and punish others.He introduces the idea of the “inner ring” — borrowed from C.S. Lewis — the social pressure to think like your tribe. Algorithms weaponize the inner ring. They identify your tribe, amplify its voice, and make departure feel socially costly.Key ideas to track down:∙ Thinking as a communal practice that can be corrupted by social incentives∙ The “repugnant cultural other” — his term for how we're trained to caricature those who think differently∙ Charitable interpretation as a spiritual disciplineJOHN DYER — From the Garden to the City (2011)Dyer is the most theologically careful of the group and writes from an evangelical framework that translates well into Wesleyan categories. His central argument is that technology is never neutral — it always shapes the user, not just the world the user acts on.He traces this from Genesis forward. Every technology from agriculture to the printing press to the smartphone changes what humans pay attention to, what they value, and ultimately who they become.Dyer gives biblical and historical credibility. This isn't a panic about modern machines — it's a pattern as old as humanity. The question has always been whether we are using tools or being used by them.Key ideas to track down:∙ Technology as transformation — it changes us, not just our circumstances∙ The Babel narrative as a technology cautionary tale∙ The difference between tools that extend human capacity and tools that replace human judgmentTRISTAN HARRIS — Humane Technology WorkHarris is not a theologian but he is our most credible secular witness. As a former Google design ethicist he speaks from the inside. His core argument is that social media and AI are not neutral platforms — they are persuasion engines optimized for engagement, which means optimized for outrage, anxiety, and compulsion.His most useful concept for your episode is “the race to the bottom of the brain stem” — the competition among tech companies to capture attention by appealing to the most reactive, least reflective parts of us.For Wesleyan Arminian framework: Wesley was deeply concerned with what he called the “carnal mind” — the unregenerate, reactive, self-centered orientation of the human soul. Harris, without knowing it, has mapped the technology infrastructure that feeds the carnal mind and starves the renewed one.Key ideas to track down at humanetech.com:∙ The asymmetry of power between algorithm and user∙ Engagement vs. wellbeing as competing design goals∙ His congressional testimony — specific, quotable, publicly availableSHOSHANA ZUBOFF — The Age of Surveillance Capitalism (2019)Zuboff is dense but her core idea is accessible and important: human experience has become raw material harvested by technology companies to predict and modify behavior. She calls this behavioral modification at scale.I did not go deep into her economics. What matters is her moral argument: this system requires human beings to be predictable. And predictable people are, by definition, not growing. Not being transformed. Not surprising even themselves.The Wesleyan connection is sharp: entire sanctification, growth in grace, the Spirit's renewing work — all of these assume a human being who is genuinely changing. Surveillance capitalism needs you to stay the same. Grace refuses to let you.Key ideas to track down:∙ Behavioral surplus — the data harvested beyond what you knowingly give∙ The goal of certainty over human behavior as the system's deepest aim∙ Her concept of instrumentarian power — shaping behavior without direct coercionDALLAS WILLARD — Formation TheologyWillard isn't writing about AI but he is your theological backbone for the whole episode. His central claim is that spiritual formation is the church's primary task and that it requires intentional, disciplined, often uncomfortable engagement with practices that renovate the soul.His concept of “the gospel of sin management” is particularly useful. The critique that the church has reduced discipleship to behavior modification rather than genuine transformation of the whole person.For your Wesleyan Arminian framework: Willard was deeply influenced by Wesley, and his formation theology maps almost directly onto Wesley's via salutis — the way of salvation as a journey of genuine transformation, not just positional declaration.Key ideas to track down:∙ Spiritual disciplines as training, not trying — you don't try to run a marathon, you train for one∙ The renovated will as the goal of formation∙ “Non-discipleship is the elephant in the church” — this is one of his most quotable lines and widely attributed so worth verifyingReferenced ResourcesAndy Crouch — The Life We're Looking For (2022)James K.A. Smith — Desiring the Kingdom (2009) and You Are What You Love (2016)John Dyer — From the Garden to the City (2011)Reverend Dr. Tim Gaines-Christian Ethics (2021)Alan Jacobs — How to Think (2017)Shoshana Zuboff — The Age of Surveillance Capitalism (2019)Shoshana Zuboff Youtube Harvard LectureTristan Harris — most of his quotable material lives at humanetech.com and his congressional testimonies, which are publicly searchable.The episode unfolds as a candid examination of how our reliance on artificial intelligence might be weakening our spiritual discernment and moral agency. Dr. Skinner introduces a fictional conversation where Mia, a young woman grappling with personal dilemmas, seeks advice from an AI. This scenario sets the stage for a larger discussion on the implications of turning to technology over human interaction for guidance. The AI, while appearing supportive and non-judgmental, represents a broader trend of individuals seeking validation and answers from algorithms, rather than engaging in the messy, beautiful work of community and spiritual growth. As the episode progresses, listeners are invited to reflect on their habits and the subtle shifts in their spiritual practices caused by digital engagement. Dr. Skinner articulates how algorithms prioritize efficiency and comfort, often at the expense of genuine moral engagement and personal growth. He details the necessity of re-establishing practices that encourage discernment, such as communal discussions and personal reflection, which can counteract the passive consumption of information. The episode concludes with a powerful call to action: to put down our devices, engage with our conscience, and embrace the challenging yet rewarding path of spiritual formation that requires presence, conversation, and the courage to...

Click Here to Get All Podcast Show Notes!What does it take to succeed at the highest level? In this episode, Sharran shares the 10 lessons he learned while working at Goldman Sachs. These lessons shaped his approach to success, business, and life. Sharran breaks down the core principles that helped him excel in one of the most competitive environments in the world and helped him navigate the world of high-stakes finance. These principles, though learned at Goldman Sachs, apply to anyone looking to build a successful career and make a lasting impact. If you want to learn the key lessons that have shaped some of the wealthiest and most successful people in the world, this episode is packed with insights that will help you achieve your goals. “If you want to learn how to work hard, put yourself in an environment that forces it. When you choose to compete in a place where everyone is exceptional, where effort is the only advantage left, that's when you'll finally learn what you are truly capable of.”- Sharran SrivatsaaTimestamps:01:48 - How to make $100,000 out of thin air03:10 - Long-term greed and relationship-building05:17 - The power of responsiveness06:39 - Owning the bad news08:27 - The importance of hard work paranoia09:50 - Thinking in frameworks for better understanding11:41 - The power of brand recognition12:46 - Finding the right people to champion you15:20 - The power of a whole firm working as one17:10 - Setting and respecting the rules of engagementResources:- YouTube Video: Everything They Teach You at Goldman Sachs in 17 Minutes - https://youtu.be/luvQRkxM-pQ?si=AcqY4HWh6W1QDiEx- The Next Billion by Sharran Srivatsaa - https://sharransrivatsaa.substack.com/- Acquisition.com - https://www.acquisition.com/- Board Member: ARC Multifamily Real Estate Investing - https://arcmf.com/- Board Member: The Real Brokerage - https://www.joinreal.com/Connect with Sharran:- Facebook - https://www.facebook.com/likesharran- Instagram - https://www.instagram.com/sharransrivatsaa/- X - https://x.com/sharran- LinkedIn - http://www.linkedin.com/in/sharran- YouTube - https://www.youtube.com/channel/UCzpl_gT1bVB1iNZl9yQbWuA?sub_confirmation=1- Threads - https://www.threads.com/@sharransrivatsaa

In this episode, Brian sits down with Mike Lyceki to unpack what it really takes to scale a service business past the early growth stages. They dive into operationalizing your company, breaking through mental constraints, adopting software the right way, and building systems that actually support growth. If you feel stuck at a revenue ceiling, this one will challenge how you think and how you operate. Lawntrapreneur Academy (The #1 Resource for Starting, Growing and Scaling a Successful Lawn & Landscaping Company). - https://www.lawntrepreneuracademy.com/  Granum Academy - Build The Team That Wins Spring: Register Book a Granum Demo (use BRIAN25 to save!): https://www.Granum.com/Brian LMN & Coffee - https://us06web.zoom.us/j/89495679453?pwd=m0wKa6prJWrARKClJKolBaJjl00OYn.1 Coast Pay Fuel Card: www.CoastPay.com/Brian

Thi Nguyen draws on the philosophy of games to explain how scores and metrics impact our lives—and what we can do to use them more meaningfully. — YOU'LL LEARN — 1) How metrics can coopt our values and behavior2) The hidden costs of the desire to quantify everything3) Why the wrong people often seem to get aheadSubscribe or visit AwesomeAtYourJob.com/ep1133 for clickable versions of the links below. — ABOUT THI — C. Thi Nguyen is associate professor of philosophy at the University of Utah, and a specialist in the philosophy of games, the philosophy of technology, and the theory of value. A former food writer for the Los Angeles Times, Nguyen is active in public philosophy, writing for The New York Times, The Washington Post, New Statesman, and elsewhere.• Book: The Score: How to Stop Playing Somebody Else's Game• Website: Objectionable.net• Bluesky: @add-hawk— RESOURCES MENTIONED IN THE SHOW — • Study: The Cultural Evolution of Bad Science by Paul Smaldino and Richard McElrath• Book: Seeing Like a State: How Certain Schemes to Improve the Human Condition Have Failed (The Institution for Social and Policy St) by James Scott• Book: Trust and Antitrust: A Philosophical Exploration of Ethics by Annette Baier• Book: The Grasshopper - Third Edition: Games, Life and Utopia by Bernard Suits— THANK YOU SPONSORS! — • Monarch.com. Get 50% off your first year on with the code AWESOME.• Vanguard. Give your clients consistent results year in and year out with vanguard.com/AUDIO• Shopify. Sign up for your $1/month trial at Shopify.com/betterSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

D&P Highlight: What is he thinking? Why Pastor Adam Hamilton is considering running for office. full 747 Mon, 02 Mar 2026 19:57:00 +0000 4MvlcfOgxqkqPWeIdAmiunRYta9dSFzq news The Dana & Parks Podcast news D&P Highlight: What is he thinking? Why Pastor Adam Hamilton is considering running for office. You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! © 2025 Audacy, Inc. News False

Confused about tariffs? You're not alone. Here's what the latest ruling means for your bottom line. In this episode, Dave dives into what the latest rulings are, what the real impact on your costs are, and what might be coming up in the next few months.    Thinking about taking some risk off the table? Or are you looking at taking an extended break from e-commerce in general? Know what your e-commerce business is worth with Quiet Light Brokerage.      E-commerce stocks jumped Friday after the Supreme Court struck down most of President Donald Trump's global tariffs, providing relief to online retailers that have been forced to raise prices and alter supply chains.   But is this truly the end of Trump's tariffs?    In today's podcast, Dave dives into what the final tariffs are, what the tariffs may look like in the future, and what changed.  Timestamps 00:00 - Introduction to Tariff Changes and Impact 00:29 - Overview of Recent Tariff Legal Rulings 00:55 - How Tariffs Affect Your Import Costs 01:24 - The Role of Quiet Light Brokerage in Business Stability 02:55 - Winners and Losers from Tariff Rulings 03:23 - The Fate of Section 301 Tariffs 04:20 - Tariffs on China and the Trade Truce 05:18 - Average Tariff Rates Before and After the 15% Global Tariff 06:16 - Duration and Future of the 15% Global Tariff 07:09 - US-China Trade Ceasefire and Negotiations 08:33 - China's Negotiating Leverage Post-Ruling 09:58 - Implications for US Trade Partners: Canada and Mexico 10:52 - Tariff Refunds and DDP Shipments 13:16 - Summary and Final Thoughts on Tariff Planning As always, if you have any questions or anything that you need help with, leave a comment down below if you're interested.   Don't forget to leave us a review over on iTunes if you enjoy content like this. Happy selling and we'll talk to you soon!  

Navigating Talent Optimization: Strategic Staffing and Leadership with Robert HowardIn this episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge speaks with Robert Howard, Director of Recruiting Operations and Executive Leadership Coach at Magic Talent Solutions, about the evolving complexities of the modern workforce. As a military veteran and seasoned business owner, Robert brings a unique perspective to the high-stakes world of recruitment, offering deep dives into bridging staffing gaps and upskilling internal teams. This conversation serves as a strategic guide for founders and executives who are navigating the post-pandemic market correction and seeking to balance the efficiency of AI with the irreplaceable value of human judgment in leadership.Optimizing the Human Element in Modern RecruitmentThe current recruiting landscape requires a sophisticated blend of agility and specialized expertise to overcome the "ebb and flow" of market demands. Robert observes that while many organizations surged with over-hiring in previous years, 2026 is defined by stabilization and a more project-based approach to talent acquisition. For companies struggling with mission-critical, hard-to-fill roles, the solution often lies in moving beyond basic job postings toward advanced sourcing strategies that identify passive talent. By aligning staffing levels with specific project needs and maintaining a flexible workforce of both full-time and contract professionals, businesses can protect their bottom line while ensuring they have the right hands on deck for every initiative.Transitioning from an individual contributor to a leadership role remains one of the most common stumbling blocks for growing enterprises. Robert emphasizes that effective leadership development is not a "one-size-fits-all" endeavor; it requires tailored coaching that draws on proven principles of communication and accountability. Many companies find their internal recruiting teams are comprised of junior staff who lack the nuance required for high-level interviewing or the deep understanding of complex employment laws, such as those specific to California. Upskilling these internal teams through hands-on training ensures that the first point of contact for new talent is professional, compliant, and capable of identifying the subtle cultural fits that drive long-term retention.The integration of AI in recruitment offers significant efficiency gains, but it also introduces new risks regarding bias and candidate experience. While AI excels at administrative heavy lifting—such as interview scheduling and bulk follow-ups—Robert cautions that it is not yet a reliable substitute for human intuition in the final selection process. Relying solely on algorithms for candidate screening can lead to unintentional bias and even legal complications. Successful organizations use AI as a tool to free up their human recruiters for high-value relationship building, ensuring that the final "yes" is always determined by a person who can sense the intangible qualities that make a candidate truly exceptional for a specific team.About Robert HowardRobert Howard is the Director of Recruiting Operations at Magic Talent Solutions and a dedicated Executive Leadership Coach. With a background rooted in military service and entrepreneurial leadership, he specializes in identifying talent patterns and helping organizations build high-performing teams. Robert is passionate about professional development, often using his experience as an escape room enthusiast to teach the principles of collaborative problem-solving and strengths-based task management.About Magic Talent SolutionsMagic Talent Solutions is a premier staffing and consultancy firm founded to help businesses navigate the shifting talent landscape. The company provides a holistic approach to people operations, offering specialized recruiting for Biotech, Marketing, and Commercial Sales, alongside internal team training and executive leadership coaching. Magic Talent Solutions focuses on bridging the gap between current organizational capabilities and the high-level talent required to achieve strategic goals.Links Mentioned in This EpisodeMagic Talent Solutions Official WebsiteRobert Howard on LinkedInKey Episode HighlightsThe Metaphor of the Escape Room: Why pattern recognition and playing to individual strengths are the secrets to solving both literal puzzles and business bottlenecks.Recruitment Upskilling: The necessity of training internal hiring teams to handle complex employment regulations and sophisticated candidate sourcing.The 2026 Market Correction: Navigating the shift from over-hiring to stabilized, project-based staffing strategies.AI vs. Human Judgment: Why administrative automation is a win, but candidate selection still requires a human touch to avoid bias.Leadership Transitions: Strategies for helping top-tier individual contributors successfully move into management and executive roles.The conversation with Robert Howard illuminates the path for businesses that want to move away from reactive hiring and toward proactive talent optimization. By investing in the training of internal teams and maintaining a human-centric approach to leadership, organizations can build a resilient culture that attracts and retains the best in their industry.More from The Thoughtful Entrepreneur

Nick and Jonathan react to Todd McShay's comments about Ty Simpson's draft stock after the NFL Combine, and if he could go as high as sixth overall to the Browns.

Nick and Jonathan react to Todd McShay's comments on Ty Simpson being a possibility for the Browns at 6.

Meditating on death isn't depressing, it's clarifying. In this episode, Ryan explains how the Stoic practice of Memento Mori will sharpen your priorities, push you to stop wasting time, and remind you to live with character now, not later.

Building the Business You Really Want: Strategic Alignment and Intentional Success with Gwen BortnerIn a recent episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sat down with Gwen Bortner, the founder of Everyday Effectiveness, to explore the vital intersection of business strategy and personal fulfillment. With a career spanning over four decades and 47 different industries, Gwen brings a master-level perspective to organizational design and leadership accountability. Their conversation serves as a roadmap for entrepreneurs—particularly women leaders—who find themselves achieving traditional milestones of "success" yet feeling disconnected from the joy and purpose that originally sparked their journey. Gwen shares how to dismantle the "shoulds" of the business world to remodel a venture that is both highly effective and deeply aligned with the owner's authentic vision.Reclaiming the Vision: Remodeling Your Business for Long-Term SustainabilityThe transition from a high-growth startup to a sustainable, fulfilling enterprise requires a radical shift in how a leader defines success. Gwen explains that many founders fall into the trap of chasing external benchmarks—revenue targets, headcount, or market status—that don't actually resonate with their personal values. This misalignment often leads to a persistent dread of the workweek and a sense of chronic exhaustion, even when the balance sheet looks healthy. To correct this, business owners must engage in a process of "intentional remodeling," auditing every aspect of their operations to ensure the business is serving the life they want to live, rather than the other way around.A common hurdle for high-achievers is the tendency to move the goalposts the moment a victory is achieved, which effectively eliminates the opportunity for reflection and celebration. Gwen emphasizes that celebrating wins is not just about a temporary "victory lap"; it is a strategic tool for identifying what is actually working within the business. By conducting a "success audit," entrepreneurs can isolate the specific behaviors and strategies that led to a positive outcome, allowing them to replicate those results with less friction in the future. Without this pause to acknowledge progress, leaders risk burning out on a treadmill of endless tasks that offer no emotional return on investment.Strategic advisory plays a crucial role in this process, acting as a mirror for the "hard questions" that entrepreneurs often avoid. Gwen describes her role as a strategic accountability partner who helps CEOs cut through the noise of daily operations to confront uncomfortable truths about their direction. This level of intentionality ensures that any pivot or change in the business model is a conscious choice based on long-term goals rather than a reactive response to temporary distractions. By building a culture of strategic questioning and embracing mindfulness—even through creative hobbies that engage the brain in new ways—leaders can maintain the clarity needed to build a legacy that is as sustainable as it is profitable.About Gwen BortnerGwen Bortner is the Owner, Consultant, and Speaker behind Everyday Effectiveness. With more than 40 years of experience helping organizations scale and align, Gwen specializes in acting as an "advisory board of one" for women CEOs and founders. She is known for her holistic approach to business, combining high-level strategic thinking with a deep focus on personal accountability and fulfillment.About Everyday EffectivenessEveryday Effectiveness is a strategic consultancy that helps business owners move from feeling overwhelmed to achieving intentional, effective growth. The company provides strategic advisory services, accountability coaching, and resources designed to help entrepreneurs remodel their businesses for better alignment, sustainability, and joy.Links Mentioned in This EpisodeEveryday Effectiveness Official WebsiteGwen Bortner on LinkedInKey Episode HighlightsDefining Authentic Success: Why entrepreneurs must stop chasing industry "shoulds" and create their own metrics for a fulfilling life and business.The Warning Signs of Misalignment: How to recognize when your business model is no longer serving your personal well-being or long-term vision.The Strategic Value of Hobbies: Why engaging in repetitive, mindful activities like quilting can actually sharpen a leader's problem-solving faculties.Success Auditing: The importance of pausing to celebrate wins and analyzing what worked to build reproducible momentum.The Power of the "Hard Question": How having an external advisory perspective can help you avoid "shiny object syndrome" and stay committed to your true goals.ConclusionThis conversation with Gwen Bortner underscores that the ultimate goal of entrepreneurship should be freedom and fulfillment, not just financial gain. By prioritizing strategic alignment and having the courage to ask difficult questions, you can remodel your path to create a business that truly serves you.More from The Thoughtful Entrepreneur

In this episode, Ray tackles Anthropic’s standoff with the U.S. Department of War after CEO Daria Amodei refused to grant unrestricted model access, citing concerns over mass surveillance and autonomous weapons. The government responded by banning Anthropic models through administrative orders. Also covered: the top 20 websites of 2026, China’s $173,000 warm-blooded companion robot, Fukushima’s rapidly evolving radioactive hybrid boars, a Chinese spacecraft emergency involving viewport cracks from space debris, Japan’s wooden satellite built with traditional joinery, and human brain cells on a chip that learned to play Doom in just one week. – Want to start a podcast? Its easy to get started! Sign-up at Blubrry – Thinking of buying a Starlink? Use my link to support the show. Subscribe to the Newsletter. Email Ray if you want to get in touch! Like and Follow Geek News Central’s Facebook Page. Support my Show Sponsor: Best Godaddy Promo Codes Get 1Password Full Summary Cochrane opens the show with Anthropic’s confrontation with the U.S. Department of War. CEO Daria Amodei released a public statement refusing unrestricted government access to Anthropic’s AI models. Two red lines stood firm: mass domestic surveillance and fully autonomous weapons. Ray explains that these models are predictive by nature, raising serious misidentification risks. However, the government hit back hard. Administrative orders now ban Anthropic models from government use. Despite the backlash, Cochrane expresses support for the company’s stance. He points listeners to a CBS interview with the CEO posted roughly nine hours before recording. Additionally, Anthropic released new models including Opus 4.5 and Sonnet 4.6. The company climbed to the number two spot on the App Store, trailing only ChatGPT and surpassing Google Gemini. Personal Updates Ray shares that February has been a demanding month. He’s juggling a capstone project, two jobs, and finishing his degree. Meanwhile, he continues working on developments at Blubrry hosting. He apologizes for inconsistent episode production and thanks listeners for their patience. Top 20 Websites of 2026 A Visual Capitalist chart ranks the most visited websites of 2026. Google holds the top spot, followed by YouTube. Facebook, Instagram, ChatGPT, Reddit, Wikipedia, X, and WhatsApp round out the upper rankings. Notably, DuckDuckGo appears at rank seventeen as a privacy-focused search alternative. Sponsor: GoDaddy Economy hosting $6.99/month, WordPress hosting $12.99/month, domains $11.99. Website builder trial available. Use codes at geeknewscentral.com/godaddy to support the show. Anthropic Retires Claude Opus 3 Cochrane discusses Anthropic’s decision to retire Claude Opus 3. In a unique move, the company gave the model a Substack-style blog to reflect on its own existence. Reactions online were mixed, with both supporters and critics engaging in the conversation. China’s $173,000 Warm-Blooded Companion Robot From ZME Science, Ray covers China’s new humanoid robot designed as a warm-blooded companion. Priced at $173,000, it features conventional robotics hardware, sensors, cameras, and autonomous navigation. A built-in heating element maintains body warmth. Cochrane comments humorously on the growing market for companion robots. Windows XP Green Hill Found and Photographed From Tom’s Hardware, someone tracked down and photographed the actual location of the iconic Windows XP “Green Hill” wallpaper. The Reddit post sparked a wave of nostalgia in the community. Fukushima’s Radioactive Hybrid Boars From AZ Animals, domestic pigs that escaped after the Fukushima disaster hybridized with wild boars. Their DNA reveals rapid evolutionary changes driven by the altered radioactive landscape. These aggressive hybrids now complicate wildlife management and rewilding efforts in the region. Shenzhou 20 Spacecraft Emergency Chinese astronauts aboard Shenzhou 20 discovered cracks in their spacecraft’s viewport during what became the nation’s first spaceflight emergency. Space debris likely caused the damage. The crew switched to an alternative return capsule. Multiple protective layers kept the situation manageable. Japan’s Wooden Satellite Japanese teams plan to launch the first wooden satellite. Built with magnolia wood panels assembled using traditional Japanese joinery methods, the biodegradable design aims to reduce aluminum particle pollution from satellites burning up during atmospheric reentry. Human Brain Cells Play Doom Building on previous work where living neurons played Pong, an independent developer used Python to train human brain cell clusters on microelectrode arrays to play Doom. The cells learned in roughly one week. Cochrane highlights how open knowledge sharing accelerated the project dramatically. He also raises ethical questions about training sentient brain cells, connecting the topic to evolving views on sentience in crustaceans and other organisms. The post Anthropic Stands Their Ground, Ethics over Money #1859 appeared first on Geek News Central.

4th hour of the G-Bag Nation: Whatcha Drinking & Whatcha Thinking?; GBAG of the DAY; LA Live full 2904 Sat, 28 Feb 2026 00:23:15 +0000 WQaD7nM0ps09XBSoETAA3DMl00VFD47O sports GBag Nation sports 4th hour of the G-Bag Nation: Whatcha Drinking & Whatcha Thinking?; GBAG of the DAY; LA Live The G-Bag Nation - Weekdays 10am-3pm 2024 © 2021 Audacy, Inc. Sports False

Mastering the Human Connection: Networking Secrets from George DubecIn this episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sits down with George Dubec, the founder of Ultimate Networking and a man widely recognized as "The Ultimate Networker." George shares his transformative journey from being a high-level athlete to a business leader who realized, later in life, that his greatest asset wasn't his technical skill, but the depth of his relationships. This conversation dives deep into the tactical and philosophical shifts required to move from transactional "business card swapping" to becoming a high-value resource center. Whether you are looking to scale your business or enrich your personal life, George provides a masterclass on why your fortune—and your fulfillment—truly lies in who you know and how you treat them.Transforming Relationships into Your Greatest Business AssetNetworking is frequently misunderstood as a purely professional endeavor, but George explains that it is actually a foundational life skill that should permeate every interaction. True mastery begins with the transition from a passive participant to an active "connector," where the primary goal is to create value for others without an immediate expectation of return. By intentionally seeking out common ground—whether through shared hobbies, sports, or family experiences—leaders can build a level of trust and rapport that far outlasts a standard elevator pitch. This human-centric approach turns a cold database into a living, breathing ecosystem of support that can provide everything from strategic business advice to personal introductions.The difference between a mediocre networker and a world-class connector often comes down to the rigor of their systems for collecting and managing information. George advocates for a disciplined approach to contact management, suggesting that one should never settle for just a name or a LinkedIn connection. By taking detailed notes in real-time about a person's passions and needs, you signal a level of intent and respect that immediately sets you apart from the crowd. This data then serves as the fuel for a consistent follow-up routine; the real "fortune" is found in the days and weeks following an initial meeting, where personalized messages and thoughtful introductions turn a brief encounter into a lasting alliance.Furthermore, George makes a sharp distinction between passive education and active training, noting that networking is a muscle that requires consistent exercise and professional coaching to develop. Most entrepreneurs are "educated" on the importance of networking but lack the "training" to execute it at a high level. By treating networking with the same strategic importance as sales or product development, business owners can identify their blind spots through honest self-assessment and targeted skill-building. Ultimately, when you master the art of the warm introduction and consistent follow-through, you elevate your personal brand and become an indispensable hub within your industry.About George DubecGeorge Dubec is an author, entrepreneur, and the visionary behind Ultimate Networking. Known as "The Ultimate Networker," he has spent decades refining a system that helps professionals bridge the gap between knowing people and knowing how to build life-changing connections. His work focuses on the intersection of human psychology, tactical organization, and the long-term power of the "follow-through."About Ultimate NetworkingUltimate Networking is a training and resource platform designed to help entrepreneurs and professionals master the art of relationship building. Through George's books, workbooks, and specialized self-assessments, the company provides a structured framework for improving networking ROI. Ultimate Networking helps individuals move beyond surface-level interactions to develop the high-level communication and organizational skills required for a successful, connected life.Links Mentioned in This EpisodeUltimate Networking Official WebsiteGeorge Dubec on LinkedInKey Episode HighlightsNetworking as a Resource Center: Why the goal of networking is to become the person everyone goes to when they need a problem solved.The "Fortune is in the Follow-up": Tactical strategies for turning initial meetings into long-term professional partnerships.The Connector Mindset: How making introductions for others increases your own value and influence within your industry.Collecting High-Quality Data: George's system for capturing detailed contact notes to build deeper rapport.Training vs. Education: Why networking is a skill that must be practiced and coached, not just learned from a book.ConclusionThis conversation with George Dubec highlights that the most successful leaders are those who prioritize human connection above all else. By implementing rigorous systems for follow-up and focusing on being a connector for others, you can unlock opportunities that go far beyond what any marketing budget could provide.More from The Thoughtful Entrepreneur

In this solo episode, Steve P. Young, Founder of App Masters, breaks down the newest and most effective app monetization strategies working right now and some key insights he presented at AppsFlyer's MAMA San Francisco 2026.With competition increasing across the App Store and Google Play, monetization is no longer just about adding a paywall; it's about designing the right pricing strategy, structuring trials intelligently, and optimizing every step of the user journey.Steve will share real examples from top-grossing apps and explain how leading subscription apps are increasing revenue without increasing downloads.This session is perfect for founders, product managers, and growth teams looking to improve conversions and maximize subscriber lifetime value.You'll Learn:✅ How top apps structure paywalls to increase conversions✅ The smartest way to use trial-to-discount and paid intro offers✅ How to recover lost revenue with winback and triggered discount strategies✅ Pricing psychology tactics that increase ARPU without hurting conversionLearn More:Subscribe to the newsletter and get free access to the App Growth Playbook:https://appmasters.com/appgrowth-playbook/ You can also watch this video here: https://youtube.com/live/m-1TYFoA2sU*********************************************SPONSORSStill designing, resizing, and uploading screenshots manually? AppScreens lets you pick from hundreds of high-converting templates, generate for every device size and language in minutes, and upload automatically to directly to App Store Connect and Google Play Console. Trusted by more than 100K developers and ASO experts worldwide.Try it free: https://appscreens.com/?via=am*********************************************Thinking about your next great app? This is the best time to make it! Contact Chaim at b7dev.com and get your idea started! Delivery times are super short; you'll be surprised by the cost to develop! B7dev.com*********************************************If you're advertising your growing mobile app, you need a measurement partner you can actually rely on — and that's where AppsFlyer comes in.It gives you a clear view of your entire funnel — from the first impression all the way to the install, in-app events, and user LTV. You'll know what's driving real results, and what's just noise.What teams love about it? It's stable, accurate, and built to handle everything the mobile world throws at you — privacy changes, creative optimization, you name it.And when you need help? Their global support team is there 24/7 — not just to fix things, but to help you grow.If you're ready to level up your mobile marketing and make smarter decisions, check out AppsFlyer.com *********************************************Follow us:YouTube: ⁠AppMasters.com/YouTube⁠Instagram: ⁠@App MastersTwitter: ⁠@App MastersTikTok: ⁠@stevepyoung⁠Facebook: ⁠App Masters⁠*********************************************

In her public podcast, which you can also find on pretty much all podcast platforms, Laurie has been reading and discussing Leo Strauss's book Persecution and the Art of Writing, and this is the last video on the chapter in the book by the same name. Next time, she'll discuss Strauss's next chapter, on Maimonides' esoteric writing. … More Historicism’s Deadly Effect on Thinking (Persecution and the Art of Writing, 4)

Most men believe they think clearly. But what if much of our thinking is simply inherited, emotional, or shaped by whatever voice is loudest in the moment? You don’t have to wait for a crisis to see what governs you. Look at your daily decisions. What defines “right” in your home? What defines “fair” at work? What defines “good” in your conversations? This week on "Courageous Christianity with Richard Mendelow," Colonel Richard J. Mendelow (Ret) and his wingman Christy Mendelow walk through a real decision that forced a choice: follow instinct — or follow Scripture. You’ll hear how to slow your thinking down.How to separate reaction from conviction.How to orient yourself before you act. If you want steadier judgment…If you want your decisions to reflect your faith — not your emotions…If you want to lead your family with clarity instead of impulse… Listen. Tune in now at CourageousChristianity.today, on KKHT.com, iHeart Radio, or on select podcast platforms. Courageous Christianity is a public non-profit ministry with a mission to equip Christian men for the spiritual battlefield in order to glorify God and create godly change. We give voice to this mission through “Courageous Christianity with Richard Mendelow,” a weekly radio show and podcast that speaks to the intersection of our faith and the secular world. Here’s how you can stand with us:– Subscribe, rate, and review this podcast to help others find it.– Share this episode with someone who needs to hear it.– Donate to help keep us on the air and support our mission to equip Christian warriors for the spiritual battlefield. Your support makes it possible for us to continue encouraging and equipping men to walk in the Truth, lead with strength, and impact the world for Christ. To listen to previous episodes, learn more, or give, visit CourageousChristianity.today. God bless and Semper Fi!See omnystudio.com/listener for privacy information.

Thinking about running a runDisney race in 2026? We're breaking down the best expert tips from runDisney pros — AJ and Erica of One More Run Podcast — so you can run smarter, enjoy the magic, and feel confident crossing that finish line! Episode Overview This week on Rope Drop Radio, we step into the world of running — Disney style!

Unlocking Entrepreneurial Success: Achieving Strategic Alignment with Ike EzeIn this episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sits down with Ike Eze, the Managing Partner at Beta Ventures and author of The Founder Fit: Finding the Business That's Right For You. They explore Ike's journey from mechanical engineering into the high-stakes world of venture capital, specifically focusing on the booming startup ecosystem in Africa. This conversation provides a masterclass for founders and investors alike, emphasizing that while a great idea is a start, long-term success is ultimately determined by the deep alignment between a founder's unique skills and the specific demands of their venture.Maximizing Impact Through the Founder Fit FrameworkThe concept of "founder fit" serves as the critical connective tissue between a raw business idea and a scalable, resilient enterprise. Ike explains that many entrepreneurs face stagnation not because their product lacks a market, but because they are personally ill-equipped for the specific type of leadership their business requires. For example, a brilliant technical builder may struggle to lead a sales-heavy organization, creating a friction point that eventually leads to burnout or operational failure. By conducting a rigorous self-assessment to identify whether one is a builder, a marketer, or an operator, founders can either pivot their business model to match their strengths or intentionally bring in complementary partners to fill vital talent gaps.In emerging markets like the African startup scene—which Ike describes as being in a rapid, "early-dotcom" style growth phase—this fit becomes even more essential due to unique infrastructural and cultural challenges. Entrepreneurs in these regions often find success by identifying "invisible" local problems that global giants overlook, such as the need for localized facial recognition technology like Smile ID. Success in these environments requires more than just technical prowess; it demands a founder who possesses the cultural context and localized knowledge to adapt Western business models into something that truly serves a specific population. When the founder's personal mission aligns with these acute market needs, the resulting business is far more likely to achieve the "unicorn" status seen increasingly across the continent.For investors, the shift toward a founder-fit lens requires a move away from purely data-driven metrics toward a more human-centric evaluation of potential. Ike suggests that investors must become more patient and hands-on, recognizing that emerging markets have different regulatory and infrastructural timelines than Silicon Valley. By supporting diverse teams that demonstrate a clear alignment between their lived experience and the problem they are solving, venture capitalists can help mitigate the risks of early-stage investing. Ultimately, the goal is to ensure that the individual at the helm has the intrinsic resilience and specialized skill set required to navigate the inevitable pivots and pressures of the entrepreneurial journey.About Ike EzeIke Eze is a seasoned entrepreneur, venture capitalist, and the Founder and CEO of Beta Ventures. With a background in mechanical engineering and three successful tech exits in Silicon Valley, Ike now focuses on empowering the next generation of African innovators. He is a recognized thought leader on emerging markets and the author of a definitive guide on founder-market alignment.About The Founder Fit: Finding the Business That's Right For YouThe Founder Fit is a strategic framework and book authored by Ike Eze that guides entrepreneurs through the process of aligning their personal strengths with their business ventures. Through Beta Ventures, Ike applies these principles to invest in high-growth startups within the African ecosystem, focusing on companies that leverage localized innovation to solve large-scale problems.Links Mentioned in This EpisodeThe Founder Fit: Finding the Business That's Right For You (Amazon)Ike Eze on LinkedInKey Episode HighlightsThe Founder Fit Framework: Why the same business idea can fail or flourish based entirely on the alignment of the founder's intrinsic strengths.African Startup Ecosystem: Navigating the "early-dotcom" style growth phase and identifying unique opportunities in emerging markets.Solving "Invisible" Problems: How Smile ID successfully leveraged localized technical innovation to address gaps ignored by global tech giants.The Investor's Pivot: Why evaluating a founder's lived experience and market context is more critical than standard Silicon Valley metrics.Closing the Talent Gap: Strategies for identifying whether you are a builder, marketer, or operator and how to build a team around your blind spots.ConclusionThis conversation with Ike Eze underscores that the most successful ventures are those where the founder's identity and the business's mission are perfectly synchronized. By prioritizing this alignment and focusing on localized solutions for underserved markets, entrepreneurs can build businesses that are not only profitable but also profoundly impactful.More from The Thoughtful Entrepreneur

Thinking about buying rare vinyl online? Before you click “Buy,” listen to this episode of SURFACE NOISE — the podcast for new and serious record collectors alike. We start the show diving into some current events in the world of record collector sure to inspire you to perspire, including: (1) Another MoFi Release Misses the Mark (2) ERC Announces a Reissue That Asks "What is True Mono"? (3) Which Record Distributor is Now Slabbing Records For Sale? (4) The 2026 Rock N Roll HOF Noms: What They Got Right, and What They Didn't.   After some spirited debate

First, meet Dr. Steiner, Chair of Pediatrics at the University of Oklahoma College of Medicine. Oklahoma Children's OU Health is the new sponsor of the Kids Marathon and we are so glad Dr. Steiner is here to chat with us about Children's health and wellbeing! Then, meet Mark Bravo! Mark has been an integral part of the OKC running community for decades. If you've run a race in Oklahoma, chances are you've heard him announcing one before! Mark works with OK Runner and helps announce at our Health and Fitness expo. Finally, hear from Jackie Levi, co-founder and Chief Strategy Officer at Haku, our registration company! We love our partners at Haku. Thinking about registering for a race? Sign up now and beat the price increase on March 4!

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Thinking about joining the military? In this episode, I, Dali Rivera, share my unfiltered 10-year military career journey - from enlisting as a mechanic to becoming a drill sergeant and staff sergeant. I break down everything you need to know about military service, including the ASVAB test, MEPS process, enlisted vs. officer paths, ROTC, military academies, and the real challenges of reclassifying your job.I also discuss the hard truths: harassment in the military, toxic barracks culture, mental health struggles, promotion obstacles, and the challenges of attending college while serving. But it's not all negative - I share the incredible leadership opportunities, benefits, and life-changing experiences that made it worth it.Topics covered:✅ ASVAB test tips and how it determines your military job✅ MEPS physical examination process (including uncomfortable experiences for women)✅ Enlisted vs. Officer vs. Warrant Officer career paths✅ ROTC programs and military academy options✅ How to reclassify your military job (and why it's harder than recruiters say)✅ Military promotion system and GT scores✅ Harassment, mental health, and toxic military culture✅ Benefits: free education, TSP/401k, healthcare, housing✅ My experience as a mechanic and drill sergeant✅ Why you should shadow active-duty members before enlistingIf you enjoyed this episode, leave a comment or review. Don't forget to subscribe and share the episode with one more person. For more information about Dali, visit https://www.DaliTalks.com

In this episode of ‘The Write Question,' host Lauren Korn speaks to journalist Leah Sottile about ‘Blazing Eye Sees All: Love Has Won, False Prophets, and the Fever Dream of the American New Age' (Grand Central Publishing; Hachette Book Group). This is the second part of a two-part conversation.

Recently Vickie and Angela took a girl trip to Orlando, FL where they met their childhood friend Kelly for a few days of relaxation and Disney-adjacent fun. They also did one park day in Magic Kingdom with Angela's nephew who lives in Orlando. Join us as they share details of their short but fun trip! Follow us on all our social media accounts on Facebook and on Twitter at @Mousecapadespod. Thinking about being a guest on our show, or have a question or comment? Contact us anytime via text or phone at 636-373-4497. Have a magical day my friends!

Fluent Fiction - Mandarin Chinese: Under Water Lanterns: Yilin's Journey of Courage and Connection Find the full episode transcript, vocabulary words, and more:fluentfiction.com/zh/episode/2026-02-27-23-34-02-zh Story Transcript:Zh: 冬天的上海，我们随着一群学生走进了繁忙的水族馆。En: In wintery Shanghai, we entered a bustling aquarium with a group of students.Zh: 鱼儿在水中游弋，光影舞动，像是海底的彩灯。En: Fish swam in the water, light and shadows danced, resembling colorful lights beneath the sea.Zh: 外面，节日的灯笼照亮街道，庆祝着即将到来的元宵节。En: Outside, festive lanterns lit up the streets, celebrating the upcoming Yuanxiao Festival.Zh: 依琳是一名好奇但安静的学生，她极爱海洋生物，但对周围的人群有些不安。En: Yilin was a curious yet quiet student who loved marine life but felt uneasy around crowds.Zh: 今天是学校的参观活动，她希望能在水族馆找到灵感，为她的社会研究项目加分。En: Today was a school field trip, and she hoped to find inspiration at the aquarium that would enhance her social studies project.Zh: 走在展馆中，依琳看着各种色彩斑斓的鱼群，鱼儿们似乎在玩捉迷藏。En: As she walked through the exhibits, Yilin watched various vibrantly colored fish, which seemed to be playing hide and seek.Zh: 她喜欢这些生物散发的宁静，但同时，她又感到与同学之间的距离。En: She appreciated the tranquility these creatures exuded, yet sensed a distance between her and her classmates.Zh: 在水母展区，依琳停下脚步。En: In the jellyfish exhibit area, Yilin paused.Zh: 透明的水母在水中漂荡，仿佛舞者般优雅。En: Transparent jellyfish drifted in the water, graceful like dancers.Zh: 但她的目光很快转向了不远处的美和健，他们正在讨论这些生物的奇妙特性。En: But her gaze soon shifted to Mei and Jian, who were discussing the wonderful characteristics of these creatures.Zh: “也许，我可以加入他们的讨论。”依琳心想，心中却仍有一丝迟疑。En: "Maybe I can join their discussion," Yilin thought, though a trace of hesitation lingered in her heart.Zh: 然而她记得，水母在中国文化中象征好运和平安。En: She recalled, however, that in Chinese culture, jellyfish symbolize good luck and peace.Zh: 而元宵节，正是一个庆祝和希望的节日。En: And Yuanxiao Festival is indeed a celebration of hope and good fortune.Zh: 鼓起勇气，她走上前对美和健说：“你知道吗，水母在中国文化中象征好运，就像元宵节的灯笼，可以带来光明和希望。”En: Summoning courage, she approached Mei and Jian and said, "Did you know that in Chinese culture, jellyfish symbolize good luck, just like the lanterns of the 元宵节, bringing light and hope?"Zh: 美和健被依琳的话吸引，眼睛一亮。En: Mei was intrigued by Yilin's words, her eyes lighting up.Zh: 美说：“真的吗？我不知道这个，说得太好了！”En: "Really? I didn't know that, you explained it so well!"Zh: 健也附和道：“这样说起来，水母真的像灯笼一样在水中闪烁呢。”En: Jian agreed: "Thinking about it that way, jellyfish do resemble lanterns flickering in the water."Zh: 从短暂的沉默中，依琳的心跳仿佛漏了一拍。En: In the brief silence, Yilin's heart seemed to skip a beat.Zh: 接下来的对话热烈而自然，三人分享了更多关于海洋和文化的故事。En: The ensuing conversation was lively and natural, with the three sharing more stories about the ocean and culture.Zh: 时间悄然流逝，夜幕降临。走出水族馆，他们被外面的灯火吸引，心中充满温暖。En: Time quietly slipped by, and as night fell, they were drawn to the lights outside, feeling warmth in their hearts.Zh: 这次经历让依琳明白，分享自己的热情可以带来意想不到的友谊。En: This experience made Yilin realize that sharing her passions could lead to unexpected friendships.Zh: 她不仅找到了项目的灵感，也找到了新的友谊和归属感。En: She not only found inspiration for her project but also discovered new friendships and a sense of belonging.Zh: 对依琳来说，这一天，她不仅了解了更多的海洋生物，还发现了勇敢表达自我的快乐。En: To Yilin, on this day, she not only learned more about marine life but also discovered the joy of bravely expressing herself.Zh: 灯笼在夜空中摇曳，仿佛祝愿着她新的开始。En: The lanterns swayed in the night sky, as if wishing her a new beginning. Vocabulary Words:wintery: 冬天的bustling: 繁忙的aquarium: 水族馆festive: 节日的lanterns: 灯笼curious: 好奇social studies: 社会研究exhibits: 展馆vibrantly: 色彩斑斓tranquility: 宁静transparent: 透明的drifted: 漂荡graceful: 优雅hesitation: 迟疑symbolize: 象征flickering: 闪烁ensuing: 接下来lively: 热烈natural: 自然quietly: 悄然warmth: 温暖unexpected: 意想不到friendships: 友谊belonging: 归属感expressing: 表达swayed: 摇曳resembling: 像是inspiration: 灵感celebration: 庆祝characters: 特性

In this episode of ‘The Write Question,' host Lauren Korn speaks to journalist Leah Sottile about ‘Blazing Eye Sees All: Love Has Won, False Prophets, and the Fever Dream of the American New Age' (Grand Central Publishing; Hachette Book Group). This is the second part of a two-part conversation.

It's critical that you know that Episode 66 of Leadership Kung Fu is here! Welcome to February's topic of what outsourcing thinking actually does to your team and how your practices can keep the problem-solving muscles healthy. Sandi and Jen dive right into: How the cost of time with critical thinking is a lie Low accountability and leaderned helplessness The role of psychological safety System 1 and System 2 thinking The importances of exploring your problem-solving tools Critical Thinking and A.I. Leadership self-reflection and the role it plays Managing discomfort How many places you might have abandoned thinking and much more! Thank you so much for listening! If you like what you hear, leave us a review on your favorite podcast platform, and make sure to check out the video over on the Leadership Kung Fu Youtube Channel! Connect with Jen on LinkedIn and visit her website Own Up!® Connect with Sandi on LinkedIn and visit her website Satori Consulting, Inc! Have a comment, question, or topic for Sandi and Jen? Email us at podcast@own-up.com or leave us a comment on LinkedIn. If you like what you hear, leave us a review on your favorite listening platform!

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Link Up w/The Morning Sickness Digitally All Over:Instagram: @hms_98_official, @bosskupd, @bretvesely, @dickToledoX/Twitter: @HMSon98, @DickToledo, @bretveselyFacebook: @HMSKUPDYouTube: @hmspodcast9320, @98kupdRequest/Call in/Wakeup Song line:(IN AZ) 585.9800More HMS: holmbergpodcast.com, 98kupd.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Brad Stulberg shares foundational principles for making the process of self-development more fun and fulfilling. — YOU'LL LEARN — 1) What true excellence looks and feels like2) Why to stop chasing happiness—and what to focus on instead3) The best tool for building focus and concentrationSubscribe or visit AwesomeAtYourJob.com/ep1132 for clickable versions of the links below. — ABOUT BRAD — Brad Stulberg researches, writes, and coaches on performance, well-being, and sustainable excellence. He is the bestselling author of The Practice of Groundedness and Master of Change, and coauthor of Peak Performance. Stulberg regularly contributes to the New York Times and his work has been featured in The Wall Street Journal and The Atlantic, among many other outlets. He serves as the co-host of the podcast “excellence, actually” and is on faculty at the University of Michigan. He lives in Asheville, North Carolina.• Book: The Way of Excellence: A Guide to True Greatness and Deep Satisfaction in a Chaotic World• Website: BradStulberg.com— RESOURCES MENTIONED IN THE SHOW — • Study: “The comparison of Imagery ability in elite, sub-elite and non-elite swimmers” by P. Duarte-Mendes, et al.• Study: “Brain Drain: The Mere Presence of One's Own Smartphone Reduces Available Cognitive Capacity” by Adrian F. Ward, Kristen Duke, Ayelet Gneezy, and Maarten W. Bos• Book: Brave New World by Aldous Huxley• Book: The Shallows: What the Internet Is Doing to Our Brains by Nicholas Carr• Book: Zen and the Art of Motorcycle Maintenance: An Inquiry into Values by Robert Pirsig• Past episode: 164: Sustaining Your Peak and Avoiding Burnouts with Brad Stulberg• Past episode: 415: Pursuing Your Passion the Smart Way with Brad Stulberg• Past episode: 699: Redefining Success for More Fulfilling Days with Brad Stulberg— THANK YOU SPONSORS! — • Monarch.com. Get 50% off your first year on with the code AWESOME.• Shopify. Sign up for your $1/month trial at Shopify.com/better• Factor. Head to factormeals.com/beawesome50off and use the code beawesome50off to get 50% off and free breakfast for a year. (New Factor subscribers only)See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

There are many ways to create a great podcast, but in this episode, Harry Morton summarizes it in 8 easy and practical steps! He also highlights focusing on the tools that are interesting and which avenues should not be on the show. Tune in and get great value!   WHAT TO LISTEN FOR What happens when you record a podcast with Zoom Benefits of having a backup system Takeaways to make a mic sound better Quality of content vs Trying to get big names for your podcast The importance of SEO in show notes, partnerships, and networking Hosting platforms and ad sponsors   RESOURCES/LINKS MENTIONED Riverside.fm Transistor.fm Buzzsprout Audio HiJack   ABOUT HARRY MORTON Harry Morton is the founder of Lower Street, a podcasting agency working with brands on next-level shows.    CONNECT WITH HARRY Website: Lower Street X: @podcastharry   CONNECT WITH US  If you are interested in getting on our show, email us at team@growyourshow.com. Thinking about creating and growing your own podcast but not sure where to start? Click here and Schedule a call with Adam A. Adams! Upgrading your podcast equipment or maybe getting your first microphone? Get Your Free Equipment Guide! Subscribe so you don't miss out on great content and if you love the show, leave an honest rating and review here!   

Thinking about buying a practice? Learn how to avoid the “messy middle,” pick a ready-to-grow opportunity, and decide if you're built for ownership in today's market.

Creativity isn't just for designers. It's a core business skill. This week on SUPERWOMEN, I sat down with Natalie Nixon, PhD, renowned creativity strategist, President of Figure 8 Thinking, and author of The Creativity Leap. We discuss why creativity is at the heart of successful business strategies and how it can transform the way companies lead, adapt, and innovate. Natalie shares her unique journey from academia to entrepreneurship and breaks down her Wonder-Rigor method for turning creative thinking into a strategic advantage. Prepare to rethink everything you thought you knew about innovation and leadership. Episode Guide: (00:00) Meet creativity strategist Natalie Nixon, PhD (05:39) How creativity drives innovation in business (07:42) The "What If, So What, Now What" framework (11:29) Why working with limited resources enhances creativity (14:46) How to revive creativity in larger organizations (27:54) The importance of hiring people with different skill sets Learn more about your ad choices. Visit megaphone.fm/adchoices

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Why is it so difficult for doctors to delegate, even when it so obviously impacts the team? Kiera and Dana discuss the art of delegation, and where it overlaps with clear expectations and accountability. 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. This is Kiera and I love when I get the consultants to podcast with me. And today I got the one and only Dana,   I actually have a better nickname than Danie for you. I've like upgraded. I really do think you're Dynamite Dana. And so welcome to the show. Dynamite Dana. Like you just are dynamite in so many ways, so many areas. People love you. I know people are like donuts with Dana. That one was really catchy and clever, but I think like dynamite Dana is who I'm going to stick with. So how are you today there? Dynamite Dana.   The Dental A Team (00:27) Doing good. I'm glad you found one that felt right.   The Dental A Team (00:29) I mean, I still love Dainty   so much and that will probably always forever remain. ⁓ But Dana, truly you're a dynamite consultant and I've watched you evolve and it's like, ⁓ you were on the podcast with me last time where you took a practice from negative profitability to multi profitability in just a couple of months. And I think the dynamic and dynamite ability you have so like dynamic doesn't feel as cool as dynamite, but it's because you're this dynamic player and you're able to help teams, help doctors, help offices.   The Dental A Team (00:33) You   The Dental A Team (00:58) And really it's, think like role clarity, like really focusing on top priorities. And I think that that's like the clutch piece of consulting. If I like boil down what two consultants do differently is yes, we have this like Mary Poppins bag of tricks, but I think the piece is we know which Mary Poppins tool and prioritization and piece based on the numbers, based on the goals need to happen. And I think you're very, very dynamic and dynamite and being able to do that. So excited to have you on the show today.   The Dental A Team (01:26) Yeah, I'm really excited to be here. I haven't podcast in a while with you, so it's going to be fun.   The Dental A Team (01:31) great time girl.   think our last one was talking about your transformation practice. So today's gonna be fun because I think that this is a topic you and I see often is like   doctors struggle, teams struggle to delegate and they struggle to have like role clarity and I'm even guilty of this. Like I've watched myself like it's crazy when I have these podcast topics and I'm like hi it's me I know I'm the problem I know I'm hanging on to these issues I know I'm causing this chaos and so I kind of wanted to like talk about   why doctors struggle to delegate, why we get into this like bottleneck, and then what it can look like on the other side and how we've been able to help doctors. Like, I know you've got a couple in mind. I've got a couple in mind of what does it look like when we start to trust that process? So Dana, from your perspective, why do you feel like doctors don't delegate and we like bottleneck and we hold on or like owners and founders and office managers? Like, what is that? Like we know we're bottlenecking. Like it's annoying to me. I'm like, I know I'm having a temper tantrum and I don't know how to stop it. Like I know I'm not delegating. I know I'm holding on. know I'm freaking   like failing over here. What, like, why do think this is a rift? What are your thoughts?   The Dental A Team (02:32) I   I will say I feel like Dr. Personality is like a doer, right? They're so used to like to get to become a dentist, right? You have to have succeeded thus far in life. And I do feel like that in order to kind of get where they are, they've had to kind of always do right work really hard, hit the books really hard, hit the clinic really hard. And so I do feel like it's kind of ingrained in them just as humans is that they want to do all of the things. And I also think that there's a misconception of leadership. And being a good leader means doing all   things, making all the decisions, having everyone lean on you for everything.   The Dental A Team (03:07) Yeah, I love that you say that because ⁓ there's a book that, gosh, I should look up the name of it. mean, like, I really will actually, guys. Like, if you're watching, don't worry, I'm ⁓ looking this up right now. ⁓ But it's like the founder mindset. And I think so many of us, it's the founder's mentality, how to overcome the predictable crisis of growth. And I think about this book often because like you said, it's a...   what you have always done won't get you where you need to go. And like those habits and those patterns and the different pieces, it's this, like you said, like you had to work hard in dental school. You guys, watched you. Like I worked at a dental college. ⁓ We watched you be this person. And also there's a perfectionist piece of you literally are working in such small areas. Like the mouth is so small. You have to be perfect. You can't have that. Like, I mean,   shoot, you barely move that burr wrong and you're nicking the tooth next to it and you're like, dang, and now gotta like patch this thing up. Like you really do have such a small, finite controlling area. ⁓ But I think it's ⁓ a space of, we all know, Dana, it's like, logically, I know that if I delegate and I trust my team, my life gets better. So what do you feel like it is? Like, how do people actually let go of the vine? Maybe I'm asking for coaching for myself.   The Dental A Team (04:18) Yeah, and I think some of the hold back   is they might have tried to delegate something in the past and it didn't go very well, right? Because there's an art to actually delegating and delegating that is successful and setting real clear expectations. And so I find like, well, I've tried, right? But the person it fell through the cracks or there wasn't an accountability piece built in. And so I think it's like learning truly how to delegate correctly and delegate so that pieces come back to you and you're not chasing down the thing that you   thing that you gave because if you have to chase it down, if you have to check it, like it's still on your plate then, right? That, that it still hangs over your head if you, if those pieces aren't in place. And so sometimes I think too, it's like they have had a past history of trying to delegate and it's like not failing, but feeling like, I should have just done it anyway.   The Dental A Team (05:09) Totally. And I think as you said that like, I'm into now the how of like, okay, I hear that I agree. And I, it was funny, Jason, I, call it like tub talk, like think tank talk. Like we go out hot tubbing, we don't take our phones. It's like really beautiful and shoot, it just snowed. So I can't wait to get out there and like go hot tubbing in the snow. ⁓ it's a really magical world, but we were talking about it and I realized we're using a recruiter to help hire some team members for us that I'm really excited about that are like far out of my league that I don't even know how to hire. So   ⁓ brought in some executive recruiters for that. And I remember they were asking me, they're like, Kiera, what's going to break your trust the most? And I was like, I know actually, like for me, and so team members hearing this, the number one thing, and Dana, I'm saying this because you are not this person and I'm going to highlight you, I think there's also a space when doctors delegate to make sure the person we're delegating to is right person, right seat. ⁓ For me, I've learned that the way I lose trust the most is when people tell me they're going to follow through and they don't. Like I'm very, because I just feel like,   then don't do it. I get they have best intentions, but I'm more obsessed about outcomes and you delivering rather than you just taking a million things on to make me happy. ⁓ And so I thought about it, like, who are the people that I trust implicitly, like on our team and Jason, I'm not going to like do the role of X day. And I'm that's like unfair. You'll get to hear the like behind the scenes, Jason and Kiera talk. One doctor, he was like, Kiera, if I could just be a fly on the wall to hear the conversations you and Jason have. And I was like, I don't know if you want to know them all. ⁓   But I thought about it I was like, okay, my core crew that I really do trust, like what is it and how do I delegate to these people? Like Dana, I know, and this is why I called you Dynamite Dana and Dynamic Dana is Dana, I know with out of doubt, I can give you clients and you're gonna deliver and you're not gonna let me down and you're gonna follow up, you're gonna have scorecards, you're gonna show up to the coaching calls, you're going, like I never have to come and check in on you to make sure you're delivering to clients. Now, you may need help, that doesn't mean they're not gonna be like never asking, but I know you're gonna hit those deliverables. If I give you a project like, hey, you're gonna present,   Never in my mind have I been like, uh, Hope Dana is going to show up on that. Like I know I can count on Dana to be there. She's going to follow through. If she's got questions, you're going to proactively ask me. It like, I can give you tasks that they don't come back to me. Now there's other team members where I'm like, I feel like I'm playing whack-a-mole. I'm like, uh, did you check on that? Did you check on that? Did you check on that? Like, and I've noticed my anxiety is like lit to the next level. And I think as you were saying that and office managers and team members, I hope you hear this loud and clear.   This is the fastest way to break trust and not have a doctor trust you. And truth be told, like I'm going to just call out team members, not even just doctors. You're also being the bottleneck because your doctor doesn't trust you to give it to them. Now, doctors, there is a way for us to not take it back on. ⁓ But I was just, as you said that Dana, I think that there's a big space of doctors make sure that like, if you consistently have a person who's not following through and not delivering back to you, stop trying to make that person fit. Like just call it out of what it is and say, like, listen, this has to change. And if it doesn't, I recognize you're not right person.   Like Shelbi, ⁓ she's a kick-a personality for being that. She never lets anything slip through her. mean, Dana, she is on us like sticky. It's like, hey guys, where's this at? Where's that? But she's so nice about it. And there's just certain personalities that are that way. And then there's other personalities that are like more creative and you don't need them to be in. I don't need to delegate all that. Like they can have different projects. And so I think when you look at it, make sure that the person, and you can also look at people's personality profiles. There are some that are like detail centric.   They should be your operations. should be your office managers. They should be your billers. And then you're going to have people like myself. That's a little less on details, but I'm a dang good treatment coordinator. I don't need to have as many things. I just need to hit a goal. Like it's less confined versus an office manager. So I think also like picking people that are the right people for that. Dana, I talked a lot on that. What are your thoughts on that?   The Dental A Team (08:48) No, I completely agree. I do think it takes the right person in a seat and then once you have the right person clearly defining their role because sometimes too it's like who does it who has the capacity for me to delegate this to right and I think that sometimes things get lost because we ask the person that we always ask and yes they do but then we stretch them so thin things start to fall through the cracks because we haven't said hey is this something that you really feel like you can take on so it comes down to just like you said that trust that open communication and so I think   Role clarity helps delegation. It also helps like where does it make sense? Right? I'm probably not going to ask my biller to do treatment follow-up calls, right? I might probably ask the person that's working to my schedule or the treatment coordinator herself. So I think that all of these pieces, sometimes it's hard to like link when I'm like, okay, well, let's get clear job roles. Well, how does that help me delegate? Right? I think linking all these things together can really help a doctor see how   The Dental A Team (09:39) Mm-hmm.   The Dental A Team (09:45) easy it can become and not just for doctors like yes this is for the doctor that holds on to everything but for leads that hold on to everything for oms that hold on to everything this is just a really clear path for you to see do i have the right person in that seat is their role really really clear and who has the capacity to take on anything that comes up or something that you want to take off your plate   The Dental A Team (10:08) Totally. And Dana, as you said that something, our Dental A Team is in like such a fun transition or like we are, think Dana's feeling, our whole team's feeling it like we have gone from what Dental A Team was to what Dental A Team is becoming. And I'm super excited. We're going to roll out like a state of the company. Dana doesn't know it yet. Like it's coming. Like I can't wait. I know she's feeling the buzz around it, but I recognize as a leader that sometimes you've got to call out what was and where we're going. And   our team went through a, what I've called like a snow globe freaking shake. Like we decided like, let's just throw all the confetti, shake every person into different spots. And it's like, Britt's in a different role. I'm in a different role. Shelbi's in a different role. Thinking as like consultants, like Dana, you pretty much stayed the same, but like everywhere else around us, we just like ripped change tour and we built an accountability chart and we had to really say like, okay, what are the seats that the organization needs without names on it? What are the tasks that realistically should go under here?   And then like, let's look to see what open roles we have, who fits in what spots. And I remember we had a leadership meeting in September of last year. And who I remember, Britt was sitting at the table, Tip was at the table, I was at the table and Britt looks me across the eyes and she's like, Kiera, I just want to highlight and recognize that what you're about to go through and what I'm about to go through, Shelbi, Tiff, this whole leadership, like it is going to be a shake and it's weird. And we all actually like Dana hasn't seen it yet. You're about to get your PDF version come next week. ⁓   of our accountability chart, because right now it is that like, who does this make sense? Like I have normally gone to Shelbi because it's easy and Shelbi and I were working on like fees and different things. And I realized like, well, yes, I used to do that. Shelbi actually needs to be an EA and needs to fully be in that role. And Britt's over finance now and I need to go to Britt. So it's just like, we are constantly like pull out the legend. call it like, let's look at our big legend over here. Like who should this task be under? But I actually think that helps with delegation. And then the team actually is empowered to say like, Hey,   is this my role and not in a combative way, but like, let's make sure that instead of us just going for easy paths, we're going to the correct people. And then those roles actually have KPIs and then you got job accountability below it. So I think like, if you don't have something like that, and this is where like org chart and accountability chart, they get harped on. I recognize like operations people, they come in, they're like, marketers love to give me a growth plan. Like, cool, I hear it. It's like top to the funnel, down to the funnel. Operations people love to give me an org chart.   And what I've noticed though is if you have that clarity of who does what delegation becomes much easier and accountability holding to becomes easier because we can pull out the paper and I'll be like, Britt, it says right here online, like squint your eyes. It's right there. Or we're like, okay, here's a process. It's not on anyone's plate. Let's look to see under which seat going to your capacity thing, Dana, which seat does this make sense? And can they take the capacity today or what needs to shift so that way they can.   But also I remember Tiffanie, ⁓ she was like, you guys have never told me what my full job is. So for me to say I have capacity during hot, I don't even know what it all encompasses. And so ⁓ as I worked with offices, as I worked through our own company, I will say accountability charts and org charts need like an update like every six to 12 months. And we relook to see are there additional tasks because businesses innovate, they evolve. mean, Dana, what you were starting to do versus what you're doing today, it has evolved. Everyone evolves and   I also think like we noticed when we were going through it, we have a VA who's amazing. Everybody loves Joash on our team. Shout out to Joash. ⁓ And we happened to notice that like we needed somebody over in marketing and marketing. were going to go hire somebody and we're like, Whoa, Joash has like 75 % of his time available right now. We could actually deploy him over in marketing and make that tour. That gap can be filled. And so I think like even in consultant world Dana, like you probably are like, Hey, I actually have space. I could take on more projects if you guys need. And this is how it's a   right seat, right role delegate, but then look at all the other players and like, Dana, you got really great strengths and some areas. What if we deploy you in this? So that way your leaders are not, especially as organizations grow bigger, let's deploy and use our team players to the highest level of clear job and also capacity. I think like then accountability is not as hard because we're not inundating just two or three people, but gosh, like as I say, all this, is an evolution of practice. ⁓ Tiff, Britt, Shelbi, and I were all talking like,   It's been the core four for a long time. Like we've just done everything and we're like, we now have 17 team members having four people try to do like a one. I mean, we're not even using half of our team. And yet the co like the top leaders are drowning. It's just an evolution. And I think that this is where bottlenecks revisions having an outside person come in and see it helping you guys elevate really just paramount. And so I'd say like quick steps are get that org chart. Like Dana was saying in the accountability chart.   figure out where the gaps are and who should it go under, not name, but position, and then put names in and see where gaps are and who could we pull in to help out. Like you said, and then you get the job descriptions that are super clear. And then we start holding accountable to that job description. It's very easy when we all see it, got it, and getting the whole team bought in. I'm not going to lie. It's taken us like four months to get here to where whole team's going to see it. There's been a lot of shifting and shaking and making sure we have it right. And then letting the team know it's going to evolve.   But just giving clarity, but even for me, I now know who do I go to, who do I pass this task to? It becomes so much easier to delegate and get rid of those bottlenecks. Dana, that was so much knowledge. Like welcome to behind the scenes. You get to learn firsthand on the podcast, you're welcome. like thoughts about that as a team, as a consultant, like what do you see in that?   The Dental A Team (15:23) Thank   you   I love that and just like kudos to you here in the leadership team for just always trying to map out those pieces and I do feel like as a team member I think it's important for doctors leaders to understand like team members most team members if you have right people right seat like we talked about in the beginning most team members want to grow they want to do a really great job they don't want to let you down when you give them a task and so this is just a pathway that   Create success for everybody. You can get those things off. You can hold accountability You can do all of those things with success and your team members get to elevate themselves grow within their position grow within their skill set And so it's just like a win-win overall for everyone when it's done this way   The Dental A Team (16:15) Yeah, no. And Dana, thank you for saying that. And thank you for the reminding. I think sometimes ⁓ when you have like one bad apple or one bad experience, I think as a leader, even myself, I don't know, my brother-in-law, was a, he's like this really big wig and build like these most incredible homes and all that. And I remember when I got married to Jason 15 years ago, I was like, gosh, Jay, your brother's always so grumpy. And I'm like, I get it. Businesses can pick at you and almost like take away that naive   innocence of how much people are great and you might see the dark side of humanity in spite of the goodness that you see. And I think for me, Dana, like you saying that it's like, no, that's a good, that's a good remembering and reminder for myself of team members really do want to make your life awesome. Team members really do love you and they want to rally around you and they want to be great and they want to grow and they want to evolve. They just sometimes need to know like, what is it you want? And also empowering team members like, can't wait, Dana, we're going to show this and   I'm excited for team members to look at this and be like, Hey, like raise a hand. Like I got space. I can help in these areas. Like this is where you use collective brains to help out, but team members like falling through. ⁓ but I also think like owners don't lose faith in like the goodness of your team. And, sometimes they'll drops. It could be a wrong person, wrong seat. It also can be. There's a lot on that person and we need to like deploy or clarify to make it easier. So Dana, let's talk real life. I know you have some offices. I got some offices.   The Dental A Team (17:42) Yeah.   The Dental A Team (17:44) Let's talk about   like how, what does it look like when it's doing it well? ⁓ How does it feel for offices? Like, let's just kind of go through that.   The Dental A Team (17:52) Yeah, I think the biggest word that comes to mind when offices do this really, really well is just freeing, right? To have that trust in team, to know that you're going to give them something and that like you also have something in place that's going to show you that they are continuously doing it without having to track them down every day, without having to add it to your calendar. It just creates so much balance in a team and it just creates this freeing   sort of like innate trust amongst each other that like, yeah, we're gonna be able to keep a pulse on it. We're gonna check it for sure, right? We're going to trust and verify, but we've built in all of these pieces and getting to this point, right? It's not without a lot of work, right? And a lot of digging in together as a team and saying like, hey, we want more accountability. We want more responsibility. We want these pieces. We want the office to be successful. And I think once an office has it, it truly, truly is.   balancing, its alignment, and it's like freedom.   The Dental A Team (18:54) Mm-hmm. And I think for me, I feel often like I'll speak to the leader side. I sometimes like I'm the monkey who's got my hand in the trap holding on to the nuts so hard and trying to like get free and I can't and all I need to do is let go. And I think that there's a surrendering, there's a grace there's, ⁓ but I do also believe that teams rise to the level you believe they're capable of. And so if I'm sitting here like, they're going to let me down. We, we find what we focus on. And so.   Why don't I look to see how are they winning and what are the gaps and do we have a clear KPI where everybody knows like this is my number. I can't freaking wait Dana. I worked on it last night. I'm super jazzed. It's going to be a good time. But like even helping our consultants know like we've evolved. So what is it that like we expect our clients to be getting in the first 90 days, 180 days, 365 days like Dana, when you first started with me, I was like, good luck, go out there, do something fun.   But as we've gotten bigger and as we've evolved and we've evolved and we've attracted different clients, that needs to evolve. So what do your dental hygienists need to do? And what do your dental assistants need to do to win? And what does your front office, what does winning look like and making it so simple? So we have our top level of this is our number of accountability. This is what winning looks like. Then below that we have tasks of all the different tasks that are there. And what are the core processes? Do we have those documented and dialed in?   This is an evolution of business, but this really is like how you're able to delegate through role clarity. And like you said, Dana, there's freedom, there's alignment. Going through it, keep saying, at first I said, I feel like I'm an orange being squozed, Jason. I feel like we're trying to make oranges. And I was like, actually, I lied. feel like I'm an olive being pressed right now. We're not getting a whole squeeze out of this. It's like a drop by drop by drop. But I think if you can see the end result.   and you have a coach or a guide or someone who's been through it with you, I think it makes it so much easier. And Dana, I know you've got a client right now that you've been pushing on this. This client, I love so much. But just walk us through like a little bit of a glimpse in like, and of course, change of details so people can't figure out exactly what client it is. We'll peel back, we'll give you a couple, we'll mash them together. But like peel back how this doctor went from where they were to where they are today and what that looks like for this doctor.   The Dental A Team (21:07) Yeah, I think this is a doctor that just went through a practice transition where they took over a practice and you know, I think a lot of times when that happens, it's like you do want to be involved, you want to feel like you know every piece, you've got your hand in every piece, you're making all of the decisions. And then there comes a point in time where I usually say it's like the like six month year mark, where you realize like, crud, I can't continue to do this and not feel burnt out. So it's just been really fun to see them find the right people we   The Dental A Team (21:25) Thank you.   Yeah.   100 %   The Dental A Team (21:37) worked this entire last year on stabilizing team, finding the right people, finding good people, not rushing those decisions. And then when we realized they weren't the best people, right, making those decisions quickly too, because that can be stressful for everyone. And so it has been really fun that now that there are right people in right seats, like   being able to trust people to make decisions, being able to say, no, that's somebody like my office manager can answer that pushing team members to go to leads and something as simple as I use this as an example, they locks had to be changed at the office, right? A lock broke. And so all the locks had to be changed. And this doctor was just going through a lot personally and was out and the OM just made the decision called the locksmith, chose the locks, had them all replaced, like covered, like paid the bill all   The Dental A Team (22:12) Thank   The Dental A Team (22:26) of things. And I cannot even tell you just like how grateful how amazing it felt. ⁓ And just how it like opened the window of you know what? Yeah, when I let people make decisions when I let them do the things that I know I can trust them to do what a weight it takes off even something like that small.   The Dental A Team (22:47) That's.   The Dental A Team (22:48) And ⁓ I just remember on our call about that, it was just like a light bulb went off and it was like, the more and more I can do this, the better things are going to be. And everything worked out. Everything was fine. Was it maybe the exact lock like that he would have chosen? Maybe not. But at the end of the day, the building's secure, everything was handled and he didn't have to do it. He didn't have to come in on his day off, didn't have to do it. And it was just a really cool epiphany to see after the   last year that he's been through.   The Dental A Team (23:19) That's amazing, Dana. And I think like, as you say that it's crazy because I can coach this and then living in it. It's such a funny zone. Like I feel annoyed. Like I said before, it's like, can see that I'm throwing a temper tantrum and I don't know how to stop it, but I see it. And I think being aware of it is number one. And number two, I think it's really, ⁓ for me, at least, and again, my team listening will know I'm not perfect at this. So like, this is an evolution of Cure. And I'm not here to say like, I'm great at this today. It's an evolution. ⁓   And I think again, it's from founder, right? A founder or a new owner, like you got to do it all. You really do. And then it's like, my gosh, this got too big for me. Like I can't do it all. I'm up at two in the morning. I'm going to bed at 10 PM. Like this is not sustainable. And also for teams it's not, but I think it's this crazy piece. Like you said, what things do I really need to have an opinion on and what things can I be like, awesome, you did it. And like empower that team member and be so proud of them. And I think as we evolve, a lot of times we feel like   No, no, no, I need to be in control of everything. Like I really do. Like I need to pick the locks. Like that's out of budget versus I think if we can scale ourselves back and say like, that was actually awesome and kudos to them and train yourself to see how they did the right thing and how they did the best thing. And even if it's not your exact way, when you get a team that's running, they will actually be better than you will be on your own because you are evolving the whole, like the whole piece.   You as a leader need to set the vision. You need to say, here's where we're going. Here's the budgets, here's the parameters, and then truly trust your team. And I say that to myself, I say that to you, I say that to everybody listening, because I think it's a constant reminder until it becomes a habit and a personality. Like we're asking you to be like, okay, ⁓ I really love strawberries. And now I'm trying to get you to really love tomatoes. Like, they're both red. It's a different way of operating. It's a different method.   So we're gonna choose that. She's like, you have two wolves. You can feed the scarcity or the abundance. And which one am I feeding today? I'm gonna feed the one where I delegate, I trust, I empower. We have the pieces. But I also think Dana, like at the beginning, I do think some thought process behind like, let's get an accountability chart. Let's get job descriptions. Let's make sure everybody knows their KPI. And I think that sometimes that prep work is tricky. And then let's make sure we're really hiring the best people to do the job. Like...   I think there comes a space in business where at the beginning you hire and you gotta like grind it out. Like people don't know, we're trying to like make them into like, Hey Dana, welcome to being a consultant. Let's train it up versus like, Hey, we can hire consultants that have been consultants. Like there is an evolution. And I think at the beginning, yeah, rock on, you're going to be a lot more involved, but as you evolve, you're going to start to hire people that are just as good, if not better than you are and trust and let them run, ⁓ while still verifying and checking in.   You either choose to do that or you choose to hold and both are both are available, but it depends on what's your ultimate goal. And I think if you can focus on that, focus on the team you want and expect them to rise to that occasion. I watched it in organizations and I'm watching it in myself. Like truly it's amazing, right? People write C and clarity teams evolve and doctors feel a lot better. So any other thoughts, Dana? I know that was kind of a very fun, how you delegate, how you delegate it properly. And also like   how happy that doctor was like, shoot, I didn't even have to do that. That's incredible. What other things are they capable of as well? And kudos to that office manager for just like, I think like just taking the bull by the horns and be like, I'm going to do this and you're going to see that I'm awesome. And I'm going to win you over. think kudos to that office manager too.   The Dental A Team (26:47) Yeah, it was really fun to see.   The Dental A Team (26:49) Yeah. All right, Dana, as we wrap today, I think it's doctors teams like don't get stuck in the trap of not delegating. And just because it wasn't right before, let's look to see why wasn't it. Was it wrong person? Was it wrong path? Get your accountability charts in place. Get the map, get the rollout, get the KPIs, get the meeting cadences, like checking in with your leads every single week can really help get this cadence moving forward. You're not perfect. We're not looking for perfect, but we are looking for that evolvement. Not as much like sitting around your neck, but really empowering your team.   and rolling it out and continue to evolve that what you had before is not what you need today. And if you need a coach, mean, Dana does this, I do this, our team does this. This is what we live for is to make you and your practice like truly flourishing and thriving. So Dana, Dynamite Dana, thanks for being on the podcast today. I always appreciate it, you.   The Dental A Team (27:34) always a good time. Thanks for having me.   The Dental A Team (27:36) Of course, and for all of you listening, reach out if we can help. Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on The Dental A Team Podcast.  

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Leading with Heart: Transforming Organizational Culture through Alignment and TrustIn a world where organizational trust is at an all-time low and executive burnout has become the silent epidemic of the boardroom, the need for heart-centered leadership is no longer a "soft" luxury—it is a strategic necessity. In a recent episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sat down with Hanna Bauer, the Founder and CEO of heartnomics, to discuss a revolutionary approach to professional excellence. Drawing from her harrowing personal journey of surviving terminal heart disease through a pioneering medical procedure, Hanna offers a perspective on leadership that integrates the precision of Six Sigma with the profound empathy of servant leadership. Their conversation serves as a roadmap for founders and executives who are ready to trade the "hustle at all costs" mentality for a high-performance culture rooted in rhythm, connection, and joy.The BEAT Framework: Harmonizing People, Purpose, and PerformanceModern organizations are often plagued by systemic misalignment, where 71% of digital transformations fail not because of the technology, but because of a lack of people readiness. Hanna addresses this by shifting the leadership metaphor from a linear "input-output" machine to a dynamic, synchronized dance. When a leader finds their "rhythm," they move beyond merely managing tasks and begin to foster psychological safety, allowing for honest dialogue and innovation without fear of retribution. This transformation requires the courage to perform a "cultural audit," using root cause analysis to identify outdated processes or toxic mindsets that no longer serve the organization's mission. By "burning away" these inefficiencies, leaders create the necessary space for new, healthy pathways of communication and collaboration to flourish.To bridge the gap between high-level vision and daily execution, Hanna introduces the BEAT framework: Belief, Engage, Act, and Transform. This model emphasizes that true excellence begins with a clarity of values (Belief) that must be authentically shared with the team (Engage) before purposeful execution (Act) can lead to sustainable change (Transform). For the 60% of leaders currently reporting symptoms of burnout, this framework provides a method to reduce cognitive overload by focusing on "less, but better." By prioritizing initiatives that align strictly with core values, leaders can normalize self-care and boundaries within their teams, ensuring that the organization maintains its focus on its "internal customers"—the employees who drive the brand's success.Implementation of this heart-centered approach starts with small, intentional "mini shifts" rather than overwhelming overhauls. Hanna suggests that leaders should act as facilitators of joy, creating rituals that celebrate wins and invite diverse perspectives into every decision-making process. This commitment to transparency and consistency builds the foundation of trust necessary to navigate times of uncertainty. When an organization's systems and processes are designed to serve human needs, the results are seen not just in the bottom line, but in the retention of top talent and the creation of a workplace where excellence and fulfillment exist in perfect harmony.About Hanna BauerHanna Bauer is the Founder and CEO of heartnomics, a keynote speaker, and an executive coach dedicated to heart-centered leadership. After a life-saving, experimental heart surgery, she dedicated her career to helping leaders align their passion with their performance, using her unique "HEARTnomics" philosophy to drive organizational transformation.About heartnomicsheartnomics is a consulting and coaching firm that specializes in organizational alignment, trust-building, and leadership development. The company provides holistic audits and frameworks—including the BEAT and CORE models—to help businesses identify systemic issues and foster a culture of excellence, purpose, and servant leadership.Links Mentioned in This Episodeheartnomics Official WebsiteHanna Bauer on LinkedInConclusionThis conversation with Hanna Bauer highlights that the most resilient organizations are those that prioritize the human element. By auditing your culture for alignment and having the courage to lead with vulnerability, you can transform your leadership from a source of stress into a source of inspiration.Key Episode Highlights:Leadership as Rhythm: Why syncing with your team is like a dance that requires constant connection and shared joy.The Trust Foundation: Addressing the critical statistics of organizational distrust and how transparency serves as the ultimate remedy.The "Hustle with Heart" Shift: Moving away from linear input-output thinking to recognize the complexity of human-centered work.Systemic Auditing: Using tools like root cause analysis to identify why talent leaves and where engagement drops.Mini Shifts for Big Impact: The power of making small, weekly adjustments to reinforce new, healthy leadership habits.More from The Thoughtful Entrepreneur

A conversation about Dietrich Bonhoeffer's Life Together, with Nick Abraham, a church planter in Ohio, and author of Living Together in Unity, a book interacting with this classic Christian work.

Thinking of entering into the world of entrepreneurship? Maybe you want to start up your own L&D company or explore hosting workshops or free lance opportunities? On today's episode, we'll chat with Jason Gorman, Founder and CEO of Jack Rabbit LX and Co-Founder and Strategic Advisor for Story As a Service. In this episode, you'll hear about steps to start a business, common challenges, how to feel comfortable with selling, what your first hire should be, how to find clients, how to think about pricing, and more.

Link Up w/The Morning Sickness Digitally All Over:Instagram: @hms_98_official, @bosskupd, @bretvesely, @dickToledoX/Twitter: @HMSon98, @DickToledo, @bretveselyFacebook: @HMSKUPDYouTube: @hmspodcast9320, @98kupdRequest/Call in/Wakeup Song line:(IN AZ) 585.9800More HMS: holmbergpodcast.com, 98kupd.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode 286 - Give Me My Inheritance Have you ever wanted God's gifts, but not the relationship that comes with them? Continuing their Lenten journey through the Prodigal Son, the friars reflect on the bold and painful demand: "Father, give me my inheritance." They explore the deeper movement beneath those words, the desire to take control, to live on our own terms, and to separate blessing from belonging. This episode looks honestly at the nature of sin: how we grasp at what was meant to be received, how freedom can be misused, and how chasing independence often leaves us isolated and burdened. What looks flashy and exciting on the surface can quietly bend the heart inward, cutting us off from the very love we were made for. Join us as we ask the Lord to reveal where we've chosen autonomy over intimacy, and to lead us back to the freedom of being sons and daughters in His house. The Poco a Poco podcast happens because of many generous donors, including recurring monthly donations of any amount. Thinking about helping out? You can give at https://spiritjuice.org/supportpoco. Thank you! Get your own copy of the Prodigal Son prints https://spiritjuice.shop/collections/poco-a-poco/products/print-coming-home

Laurence & Spiegs discuss whether or not we need to consider a Caleb Williams extension in projecting Bears offseason moves.

Nervous system regulation in leadership becomes critical when pressure and confusion quietly shape team culture. If your presence feels heavier than you intend, this isn't failure. It may be identity-level misalignment, not lack of skill.You've likely felt it before.You walk into a room tense, and the room tightens.You walk in steady, and something shifts.Conversations soften.People breathe.Thinking expands.This episode explores nervous system regulation in leadership — not as theory, but as lived reality.In Season 4, we're walking the Identity-Level Recalibration pathway slowly and relationally. This week, we've recognized tension and released shame. Today, we reclaim something powerful:Your regulation is not softness.It is infrastructure.For high-capacity leaders, urgency often feels productive. Tightness feels sharp. Speed feels strong. But over time, pressure can quietly become culture. Not because you lack character. Because your nervous system learned to equate vigilance with safety.And what shaped your nervous system long before you shaped your team?Most high-capacity leaders did not inherit steadiness. They became it.Culture is not only defined by strategy, vision statements, or KPIs. Culture is a shared autonomic state. It is what nervous systems do together. When a leader is braced, others brace. When a leader is steady, others settle.Identity-Level Recalibration is not mindset work.It is not performance optimization.It is not about becoming more impressive.In this episode, we explore:• Why your nervous system shapes leadership relationships more than you realize• The hidden confusion high achievers feel when steadiness seems “too soft”• How burnout and pressure culture often stem from inherited vigilance• Why regulation is not passivity, but grounded authority• How reclaiming your steadiness changes team culture without announcementsThis is about orientation before resolution.Recognition before reaction.Embodiment before instruction.If you've ever wondered why your team mirrors your mood — this conversation will help you see clearly without turning on yourself.Today's Micro Recalibration:Before your next interaction, take one steady breath. Feel your feet on the ground. Enter the room without rushing to fill silence. Notice what shifts when you stop interrupting Explore Identity-Level Recalibration → Schedule a conversation with Julie to see if The Recalibration is a fit for you → Learn about The Recalibration Cohort→ Join the next Friday Recalibration Live experience → Take your listening deeper! Subscribe to The Weekly Recalibration Companion to receive reflections and extensions to each week's podcast episodes. → Follow Julie Holly on LinkedIn for more recalibration insights → Download the Misalignment Audit → Subscribe to the weekly newsletter → Books to read (Tidy categories on Amazon- I've read/listened to each recommended title.) → One link to all things...

Thinking of running the Salt Lake Marathon — or a shorter race — but don't know where to start? Or maybe you just want a new hobby this year. Seasoned runners Shireen Ghorbani and Bryant Heath join host and newbie runner Ali Vallarta to share tips and tricks for hitting the pavement and their favorite local routes. This episode originally aired Feb. 15, 2024. Sign up for the SLC marathon, half, 10K, or 5K. Get more from City Cast Salt Lake when you become a City Cast Salt Lake Neighbor. You'll enjoy perks like ad-free listening, invitations to members only events and more. Join now at membership.citycast.fm.  Subscribe to our daily morning newsletter. You can also find us on Instagram @CityCastSLC. Text or leave us a voicemail with your name and neighborhood, and you might hear it on the show: (801) 203-0137 Looking to advertise on City Cast Salt Lake? Check out our options for podcast and newsletter ads.

It's impossible to ignore the parallels between 1930s Germany and today's United States. In this podcast, we look at white supremacy as a Trumpian political platform.Become a supporter of this podcast: https://www.spreaker.com/podcast/thethinkingatheist--3270347/support.

Okay you guys… this episode was SO GOOD.