Podcasts about tif

Israel's fight against Iran, Air India crash update, Huma Abedin got married, Vance Boelter, Joey Chestnut is back, what happens now that Rep. Melissa Hortman has been killed, Shawn from Phil's Garage Door, central hillside shooting death, city council TIF talk, and more...See omnystudio.com/listener for privacy information.

They're Spending in the Neighborhood, but Not Working In It.This weekend, I saw it with my own eyes—Black communities spending hard-earned dollars in fast food restaurants, but not working behind the counter. No jobs, no ownership, no economic circulation.When money leaves our neighborhoods, so does the TIF funding—that means no garbage cans, no street repairs, no youth programs, and no growth.We don't learn about money in our communities. And that's the real crisis.So I asked:If you had to build a program for an underfunded Black neighborhood, what would it look like?Here's my answer:

Daina Riley Phillips and Erica Wright join the podcast to talk about the work of the SC Department of Transportation Modernization Ad Hoc Committee, passage of the military TIF district bill and the version of the state budget to come out of conference committee.

Andrew Hagemeier, director of Community and Economic Development, is back on the podcast this week to help bust myths about subdivisions, zoning and land use. Other topics include tax increment financing, the Wye Water System project and affordable housing. Be sure to check out the TIF and TEDD 101 episode for a primer on how tax increment financing works.Text us your thoughts and comments on this episode! Thank you to Missoula's Community Media Resource for podcast recording support!

Today we welcome Tiffany Rice to the podcast, you know, before she gets super famous! Tiffany is a well-known Medium who's incredibly accurate readings on TikTok and Instagram have garnered her a large following. Watching her work is a Spirit Mentor and fellow medium's dream. Her connection is pure and strong as she obviously provides immense healing to all she connects with. From the Boston area, Tif has been working as a Professional Medium for over 13 years and is clearly on a path to sharing her gift with the world. I am so excited to chat with her and hear how our stories are on such parallel timelines. It was meant to be that Spirit brought her to the podcast and now you can go watch her gallery readings-and maybe book a private reading of your own-with awe.https://www.tiffanyrice.com/Book: https://a.co/d/bY6HKDc

Kiera and Tiff share highlights from the Dental A-Team Summit — the best one yet! They touch on communication, the life cycle of a business, keeping teams energized, and more. Mark your calendars for the Dental A-Team Summit 2026! Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript:  Kiera Dent (00:00) Hello, Dental A Team listeners, this is Kiera and ⁓ gosh, today's a great day. I have the one and only Spiffy Tiffy on the podcast. I feel like we're going back to like OG status here, Tiff. Like it's been a while. Welcome to the podcast. How are you?   Tiffanie (00:14) I'm good. Thank you. Luckily, Shelbi snuck a time in here for us. I mean, gosh, we've got a birthday podcast. We've got this coming up. Like we've got all kinds of stuff in the works, but I'll see you in a gear in a year. Right? That's all we get.   Kiera Dent (00:26) I know, right? See ya! See you next   May. I'll see ya. No, I love it because honestly, you and I host, we podcast, you take a lot with the consultants and so ⁓ I selfishly put you in on my day of podcasting because I miss, I miss our OG days. I miss ⁓ us hanging out. I mean, I did take us on a hike and podcast. Like that was really going back in style. Supposedly the video works. If you guys saw it, give us a thumbs up. ⁓   We were both very awkwardly uncomfortable sitting up there, but it was awesome. And the things like this, got sunburned. So that was funny when we were up there, all the pieces, but it was a good time. And I felt like this back to our original roots, Tiff. Sometimes I think we need to remember where we came from and how we got here. So, I mean, I was just talking to Shelbi and Kristy and told them about our Venmo days and how you stayed with me through all these years. If you don't know the Venmo story,   Tiffanie (00:57) There were so many courts.   I agree.   Here I am.   Kiera Dent (01:22) When Tip first started, I paid her via Venmo and Venmo has maxes if you didn't know that. Tip was a 10.99, so I paid her via Venmo. I would not recommend this. And why Tiffanie stayed with me, I don't know because the Venmo would max and I'd have to text her and be like, hey, so it's maxed out. Give me like two days. It wasn't that I didn't have money. It's just that Venmo would max. So Tip, I don't know. Like how did you feel like that wasn't a shady business? That's question number one and then we'll get into our real topic today.   Tiffanie (01:31) Thank you.   have no idea. Honestly, I don't have an answer for that. I truly just don't. I just trusted and I mean, by early on, it was like the first two months of working together and you didn't have employees yet. So I guess in the back of my mind, I was like, we're just creating the systems, like we're figuring it out. And worst case scenario, like I always, I always have a backup plan and I was still in my office. So it was like, that's fine. We're figuring this out. We're going to see how it works. And here we are almost eight years later.   Kiera Dent (01:51) Ha   you   You are.   It's incredible. Nope. Definitely not Venmo. And it was funny because I was thinking back to like startup businesses and I did a podcast with someone else and we were talking about like, I think you forget when you like go to open your second location or your third of like, ⁓ yeah. Like we had to scrap it that hard when we first started. So Tiff, thanks for, thanks for being an OG, which stands for original gangster, not oldie, but goodie, but it's okay. If you want to do Kiera's style, I had to ask Tiff.   Tiffanie (02:18) Not Venmo-ing.   Kiera Dent (02:44) a things in my life. had to educate me on a few and that was one of them. was like, Tiff, does OG stand for? And here we are. So, Tiff, I figured with you and I on the podcast today, I thought it'd be really fun. You and I just in person did our fifth summit. Can you believe five summits? Like Tiff.   Tiffanie (02:49) Luckily I'm all filtered.   No, when we had,   actually saw it on social media, on our social media. It said like, our fifth summit is coming. And I was like, oh my gosh, is that true? Like, you sent the postage on our Instagram and that's how I knew. So no, I can't believe that it was our fifth summit. It blew my mind when I saw that.   Kiera Dent (03:09) you   Yeah, it was well and there was a point in time where I debated if I wanted to keep doing summits. And the only reason that I actually went through is because we started the summits. Our first one was in 2021. And I knew I would be able to remember how many we had done because 2021 is one, two is two, and I was like, we got to keep this up. Otherwise, I'm going to really get off count. So that's why I know it's the fifth because it's 2025.   ⁓ But I think honestly, Tiff, you and I, I wanted to give some highlights. If you missed it, you missed out and you should definitely mark your calendars for next year. I will say with wild confidence and Tiff, I think you would agree of all the summits that we have put on, ⁓ this was by far, think our best production that we've ever done. I think it was our best content. I think it was our best flow. And like the feedback that we got from this summit was off the charts, like shocking how good it was. That's my opinion. Next year, it's April 24th. So if you missed us,   Tiffanie (03:45) piece.   Kiera Dent (04:14) this year, mark your calendars right now, block it out. It is a Friday. We do it for a half a day. It is CE. So you're definitely going to want to block April 24th, 2026. That's coming to you guys. But Tiff, I felt it was our best and I've got some ideas and we want to give some recaps, but what were kind of your takes on the summit this year?   Tiffanie (04:30) Yeah, I think we just got it dialed in. We take feedback every time we do anything. Every time we consult a practice one-on-one, every time we group consult practices, webinars, like anything we do. So Summit, there's always been feedback requests. And I think we've done really well narrowing it down and figuring out what the biggest requests were. I think one of the major things that played to our advantage was really getting a ton of information in a short amount of time. I think,   crammed as much in, what do we do? Like four and a half hours as we have done in a day and a half. And we did really, really well. The presentation was clean. It was crisp. had a ton of engagement and honestly, we're still getting people scheduling the calls right now. ⁓ Today you've even done some during your podcasting day. I know just to make sure that everybody's gotten the resources that we had available. And I just think it was jam packed with a ton of information and   Kiera Dent (05:02) Yeah, four and a half.   Yeah. ⁓   Tiffanie (05:28) It stacks really, really well with the consulting that we do for our one-on-one clients and for our group consulting. It just honestly played right into how all of the consultants operate with all of our clients. So it was fantastic. I agree.   Kiera Dent (05:42) Yeah, I thought it and I agree with you. think it was, ⁓ I think we really dug into this extraordinary and something Tiff, you and I, this was Tiff's vision. So Kiera's vision was summit, Tiff's vision were these in-person like doctor, leadership, masterminds. And you have been pushing me for probably what? Like four five years to do this. Like it has been, we're at five years then. It's been a solid push. I remember the day this came about, I think you do too. were, ⁓   Tiffanie (05:59) Bye as long as we've been doing summit.   Kiera Dent (06:08) definitely team was on a budget back in the day. And I still think to this day, even not on a budget tip and I would still do this. We're sharing a hotel room and we were sitting there chatting late at night. And I remember Tiff, you're like, Kiera, I have this vision of these in-person events where we get all our doctors together and we do like life and we do business. And I was like, I see it. And then you're like, and I also think we should have a coffee shop. Like it was like both mixed into one. I think the coffee shop also threw me cause I'm like, how are we going to do all that?   Tiffanie (06:29) I'm   you   Kiera Dent (06:37) But we literally came to it, by the way, just highlighting, you're in the blue shirt, I'm in the pink shirt today. How perfect is that? If you guys don't know, this is another vision. Tiff and I aren't going to be 90, 90 plus year old grannies. We have the same birthday. I'm gonna be cotton candy pink, Tiff's gonna be cotton candy blue. So whenever we show up this way, it always makes me giggle just how in sync we always are. But back to our vision of these in-person that Tiff had, I think it played into our summit of we're really getting intentional of like,   Tiffanie (06:56) You can have steak.   Kiera Dent (07:06) life on purpose and business on purpose. And so this year's theme was ⁓ unlocking, gosh, was unlocking extraordinary leadership and profitability. And what we wanted to do is I get really annoyed as a CEO when I do CE and it just is coming to me as the owner to then take it back and rally TIF. And honestly, when I've tried to come back and rally the whole team, I just noticed there was this disconnect. And I think as a company, we've always had this vision of like, it's dental, it's doctors and team. Like, look at our name.   Dental A Team doctors and team, like it really flies together. And so being able to bring teams together and doctors together in your office, in your space, but teach you life skills and dental skills. And Tiff, know like when you go to offices, people tell you all the time, like how grateful they are. You teach them life through dentistry. Like walk me through why you do that, how you do it. I know it's just like who you are as your DNA, but I think that's why you have so much passion for what we do.   Tiffanie (08:00) Yeah, thank you. I appreciate that. I truly believe that ⁓ if I can create passion in someone for what they do for a living, that they'll stay lifelong. think that, I don't know. I don't know, Kara. I think, like you said, it's just naturally ingrained in me. It's just who I am. I take a lot of...   what I learn personally, and I duplicate that and I kind of like copy and paste it onto who I am as a as a team member and as an employee because I don't believe I hate the term work life balance. ⁓ I have like a Jars and crazy because I live one life I have one life and I have different spaces of life for sure. But if I 100 % show up differently in every space of life, I'm going to feel like I'm running ragged. So if I can look at   Kiera Dent (08:31) Ha ha!   Mm-hmm.   Tiffanie (08:48) relationships as just relationships. And then there's the stack of like, intimate versus friendship, like for sure, there's that deviation. But if I can treat every relationship with the same basics, and communication with the same basics, then I'm not confusing myself. I'm not trying to be something I'm not, and I'm not working harder. You know, I love easy, you know, I love   nothing more than defined efficiencies. And like, that's a major efficiency in my life is really being able to stack a belief that I have and then copy and paste it into work. So the way that I communicate with you is the same way that I communicate with my boyfriend, Aaron, or my son Brody. It just, I'm using different words ⁓ to get a different, to get a point across. So when I go into practices and I work with teams and I work with doctors, that's the kind of stuff that I leave them.   So when I'm speaking about how we can communicate, I'm also mixing in how those communication tools not only have helped our company and UNI's communication tenfold, but also   how it helps me and my personal relationships at home. So I constantly, I think if you polled all of my offices, I don't think there's anyone out there who doesn't know who Brody is. He secretly probably hates that. He gets hellos, gets birthday cards, all these things. But I utilize him as such an example for how we can show up for our families and for our kids using the same tools. And so when I walk away and teams are saying that, they're saying, my gosh, Tiff, like.   Kiera Dent (10:00) Mm.   Mm-hmm.   Tiffanie (10:17) I went home and I talked to my husband last night and I had the first real conversation that I've been able to have with him in forever because I listened, because I used the tools that you told me to use on patients. So the way that you're listening to a patient, the way that you're putting your ego aside and allowing your patient to be the most important.   person in the room, sometimes we have to put that aside and allow our spouse to be the most important person in the room for the time being and have a conversation instead of having a telling where we kind of just sit and we just talk at each other. We're not actually listening. We're not actively engaged and jumping to the assumptions, all those pieces. So I think that's how I do it. And then I want like mass scale of that because I can only hit so many, so many people one-on-one.   And I think that's something that you and I have envisioned for the company for a really long time. We know that there's a limit of how many teams and how many doctors each consultant can affect. So being able to take these pieces and these skills and these developments that do smash life and work together on a mass scale like summit or these in-person events that we're doing now for our doctors and our leaders was really something that I think spoke to both of us to be able to just   get the message out, get things changed on a mass scale.   Kiera Dent (11:32) Totally. And I think that that just ties right into our vision of Dental A Team is to positively impact the world of dentistry in the greatest way possible. And we do that through expert consulting for dentists and teams. And you're right. Like it's funny, we always run into these zones of like, we've hit the ceiling, we've hit the ceiling of where we are. So how do we like turn and pivot and give more? Because as you were saying that I might actually think that that's the secret sauce to Dental A Team. I think we focus on life and business. We focus on you as a human and we do it through dentistry and like dentistry is our vehicle.   What did I say the other day? said, ⁓ life is my passion, dentistry is my avenue. And so really, or our platform. So we're able to come and like help you have this amazing life. And that's, think what all the summit was about. Like it was literally, how do we do this? And so we walked the participants through like, what does extraordinary mean to you? And so if you attended the summit, hopefully this is a good like analysis and like, how did you do and how are you doing? And kudos to all those who joined our Dental A Team family. By far, this was our best year of welcoming new offices in. And I think it just spoke to like,   the flow that we were in and the mission that we're about. And we really brought in our Dental A Team Success model and we call it the Yes Model. So you can say yes to more things in your life, to whatever you want. And the Y stands for you as a person and the E stands for earnings and profitability. The S stands for systems and team development. And when you add those three components together, you get success with E's. And Tiff, I think the U part was probably my favorite and funniest part of the entire thing we went through. There are these little.   human beings that we draw and we like break up all the parts of our life and Tiff did one of the funniest things she's ever done in front of me. And we were we were looking at her like current life and how her time was split up. And she'd never done this exercise. I was so excited to do it with her in real life. And then Tiff tell about your ideal life and what ⁓ what we uncovered. So like, okay, let me just give the vigil. Basically, what the idea was, and you can try this is you take like a little image of you as a human and you break it apart and you you look to see   like in your day in and day out life, just like Tiff said, it's not, we're breaking apart, like you, your life and your work balance, but it was like, how are you spending your time, cut up on a human body? kind of like, like if you think about those cows and they have like the meat chunks, like drawn out of them, like here's the filet, here's the ribeye, like kind of like that, but on you of like, where's my work? Where's my family? Where's my friends? Where's my hobbies? Where's my working out? Like whatever's important to you and like how much of your physical body, like in a visual of your full life,   How much of that are we spending in different areas and what does it look like? Like it's a really awesome, if you didn't get to participate in it, it was real fun. And then what we do, and we had like two little, little images next to each other. And then on the other side, we said, okay, this is what you're doing currently and this is what real life looks like. What would your ideal life look like? Like, what would you want to spend? Like, where would you put this? And it's so fascinating because where people put things, it actually says a lot about them. Like what you put on the legs and what you put on the feet and what you put on the arms and what you put across your heart, what you put on your head. Like it really helps to identify things. But tip.   Go ahead, take this away as long as you're not embarrassed by it, because it was so freaking funny of how this shook out in real time.   Tiffanie (14:30) I mean, I've got   hundreds of people already, so why not just ramp it up? Now we've got thousands, I guess. That's fine. No, I never, nothing's, no, maybe some things are too far, I guess, but I'm an open book. So it was actually, it was really, really cool. And I had not done it yet. I've done other things similar to it. Even we have done similar things to it, but just really looking at   Kiera Dent (14:37) Why not? Here we go.   Tiffanie (14:56) I took it as like my vision of where I wanted my life to be. And then like, what is going to propel me there? Like what aspects of life and relationships, et cetera, will propel me to that vision? So kind of what we did in person in March. Yeah.   Kiera Dent (15:08) And kudos to you, Tiff, because that's what it's supposed to be. Like it's literally   helping you see like, okay, where am I spending it? And then where do I want to become? And the idea is to help you visualize your future, but also take it in as an identity of you to help you actually see how you yourself is that identity of the future vision. So huge kudos. Tiffanie got it. That was the idea behind it. That's why we put it in a human form for you. It kind of looks weird. Like they like these weird little doll. I don't know. Like they look weird. We still are trying to work on it.   Tiffanie (15:34) She likes to call them voodoo   dolls. They're funny.   Kiera Dent (15:36) Shush, don't   say that. That's really going dark, Tiff. Go on, go on. She's sharing all my secrets.   Tiffanie (15:41) you call them them. So maybe don't tell me those things because I'm an   open book apparently. So we did the first one and I was like, well, it was really good. It was enlightening. It was actually really cool. And afterwards, I keep thinking about like where things were in order with my chakras and all of that stuff that, you know, I'm obsessed with. So it really made a huge difference there. But I did my first one. And then what I did is I folded the paper. They're both on the same piece of paper. And I was like, I don't want my   Kiera Dent (15:48) Bye!   Mm-hmm.   Tiffanie (16:11) current layout to impact what I want my what I'm desiring. Right. So I folded in half so I couldn't see my current layout. Well, what that did was took away from my brain the pieces that I had on there. And I had everything on my future one on my what I want my ideal. I had everything duplicated on there just like different spaces except I forgot to put work on there.   So work got removed from my life. I don't know when this is happening, ⁓ but apparently, I don't know. I said, you know what, it's just because I don't have a work-life balance. I just have life and work is just integrated into every piece of my life because I enjoy it so much. So yeah, it was a really humorous event ⁓ during summit. know somebody said in one of the chats, what was it? Best resignation letter ever.   Kiera Dent (16:44) you   you   Yeah. Mm-hmm.   Mm-hmm. Exactly.   Tiffanie (17:07) I was like, my gosh, that's   hilarious. That's amazing. So it was, it was funny. think that, I think that I have this innate ability to think of my life as what I want it to be and work supports it. And whatever it is that I'm doing, I make sure that I'm passionate about the avenues that I'm taking. I think that's why I do include so much life because life   like coaching and those pieces have just helped me so much in my personal life. And so as I looked at it and as I thought back about it, I'm like, gosh, it's just that those are the pieces that are insanely important to me and work is insanely important to me. But work is what propels those pieces in a lot of ways for me. And so thinking about like the amount of time separated out, I think just didn't feel right. You know what I mean? On that one, but it was hilarious. It was a great moment. If you were there.   Kiera Dent (17:58) Mm hmm. It was really funny. It was really entertaining.   Tiffanie (18:03) Yeah, it was super interesting.   Kiera Dent (18:03) It was super entertaining. And it was it. But I think as you just said it, Tiff, and I didn't think about this at the time, I actually think it's awesome that your identity is not work. And I think that you as a human, like work is a part of it, life is a part of it. But work is not an identity piece of who you are. And I think that's been the case for so long. And I think for me, like work was such a huge identity piece for me that like we shifted it to where   it's not work and actually changed what I view about the company and now the company is my passion project. And so it gets lumped into my passions more so than it gets lumped into work. And it's even interesting the language. And so we really went through these pieces and it was awesome to go through and tip. Thanks for sharing that. And I just think like such a good visual. ⁓ it was funny because I was like, so tip, is this your resignation letter? Like on live screen and she's like, it's not, I promise. Like things are good.   ⁓ But it was, it was quite interesting. And then we also went through like the life cycle of a business. And I think that actually was so telling. We pulled that from Tony Robbins and like, where are you on the life cycle of a business as you as a human? And it's been interesting is when we've talked to people post summit, they've said that that helps them just so much to see like, my gosh, like me as a human, I may be further along, but my business is at like this toddler stage. And so I need to hire people that are more in this younger energetic space because I'm over here on the other side, or I need to like,   kick it up and have this, or maybe my team is on this further side where they're maybe closer to retirement, but me as a new owner, I'm actually not there. And I thought it was just such an interesting spot for them to see where they were. And then of course we dug into the earnings, the money. So we walked through them through like profitability and overhead calculator and your monthly cost expenses. And then how do you figure this out? And how do you become profitable? And ⁓ really helping them see how like your supplies and your costs and your overhead directly impact your profit. And then   a couple quick ways for you to actually watch this, and that's through a KPI scorecard, and then also giving you then the systems, and we purposely hit two systems within, like we had you assess 12 systems on a 12 monthly basis, so that way you can keep them as a cadence, but then really diving into a couple that will boost your profitability and help your patients, and that was through block scheduling and case acceptance. So just a really fun way, and then after that, we hit.   Some of my favorite parts and some parts that people really loved, like I thought it was interesting when we went through like enemies of efficiency and the delegation ladder and like, where are you at and how much are you delegating? So many people said like, my name was in all these tiers of the delegation ladder. And then we actually went through case studies, like what are, like looking at hundreds and thousands of practices, I loved this part so much Tiff and we brought to the table like, what are the characteristics of these extraordinary leaders?   for teams and for owners. And then what are the ones of the not so good? Like it is not hard when we walk into a practice, when we look at these leaders, we can usually see, are they going to be successful or are they not within very short amount of time and even talking to them on the phone. ⁓ And so being able to go through that. I think just like the way it all stacked of like looking at you as a person, looking at your business, looking how they combine together and not be separated. And then like, shoot enemies of efficiency delegation, like just so many nuggets. And if you missed it,   reach out. There might be some things that we could share with you guys, but I hope you put it your calendar because I think one people left there inspired and excited. I've had people like I saw an office right after and they said, Kiera, like what you guys put together was so helpful and so impactful. And like I was able to take things and have tactical and like people had their teams there and they're like you teaching my team to think about our practice as a business, but also as a patient centered focus and also as us as humans, like   Where do you get that in CE anywhere else? And Tiff, really truly think that that's the secret sauce of what we've tried to create and what we have created for all these practices. So that's kind of like my nutshell of like, love the case studies. I love sharing what people do. Like I loved going through leadership and like the good and the not so good. And we actually had people like put in there, like, what do think good leaders are? And what do you think bad leaders are? And like the not so influential ones. And to see, because there are truly patterns and to like figure out the pattern and DNA of these great practices so you can go model and mirror it.   I just think was like freaking magic to share with people because we see it. They don't necessarily get to see it day in and day out.   Tiffanie (22:12) Yeah, I totally agree. ⁓ I always tell my practices, my and my doctors, that my biggest goal is that the business works for them, not them working for the business. And I think the tools that we shared with them and the things that they could take home, the communication tools, the efficiency tools, all of those like, yes, models, everything that we sent them away with are easily, easily implemented, and will propel towards that goal where the business literally is supporting   your life and maybe, you know, right now today on your current little man, your little person, your, you know, work, your business might be a large portion of that human being. And it was for us for a long time because it had to be, it was a space that   We had to create that and we had to show up every day for the business so that eventually the business could show up for us. And I think we've gotten to the point now, both of us where this company and this business and the people that we have here with us on our side are supporting that vision and really things have started to shift. So on the life cycle of a business, like you might be in that stage where you are hungry to get your business running off the ground and you might be putting more in there than your future self wants. But guess what? If you know that vision, it's   super clear, you can make your business work for you so that you're not constantly working for your business and eventually it will turn   Kiera Dent (23:34) And I think it's just a to me that's like what gets us excited like I love giving people their life back I love like tiff as much as I give you a hard time about having work off of there That was not the case a year ago Like you were stressed out of your mind about work And I think it would have taken a huge chunk and I was stressed a year ago about work too like I think it was a huge portion of our time our mental energy and I think like you and I have both helped each other get our lives back. I think that we are happier humans now   And so we're living proof of it, but then also to give practices their lives back, to give teams their lives back to, like there's an office that I'm super excited we're working with. And they said like, I'm sober out. feel like, and like the whole leadership team, they're like, we're the ones who are here after hours. We're the ones that are here before. We're the ones who are like, just they're like exhausted. They're like ringing a rag out and then you squeeze it even more trying to get like the last two drops of life out of them. And I said,   What would it be like if I told you that if you got out of here every day at five o'clock, you're not allowed to stay later, you're not allowed to come in earlier. And at the end of that week, you'd be able to go on a trip to Cabo or wherever you want to go, pick your dream location, Hawaii, the Caribbean. I don't care. You choose your place. Or if you want like, I don't know, say 50,000 bucks or whatever it is, could you get out on time? And they were all like, yes. And I said, so A, we know it's possible and B,   that's getting your life back. So first homework assignment working with us is everyone's out the door by five, at least one day this week. And it's crazy because just small little changes that don't seem huge help people get their life back. And Tiff, it was just so magical to be with you and to be in person with you and to present and to give this. And I think that that's probably why we were both so excited from it. Like we, felt like we were in Taylor Swift. Let me just give a little Swiftie, like the lavender haze. I felt like we were in the Dental A Team haze after the summit of just the   Tiffanie (25:19) Thank   Kiera Dent (25:23) euphoria of knowing we were able to give people their life back, their teams getting energized, giving them hope and excitement. Again, not just about a practice, but about a life. So those are kind of my takeaways to have any last thoughts you have, because I loved it. I'm so grateful you were a part of it. ⁓ Ride or die, cotton candy pink and blue for life, like truly just being able to deliver our magic and to change lives and to bless them through dentistry, I think is something that we both... ⁓   I think I took for granted for a hot minute and realized like what a beautiful blessing it is in the way we're doing it now versus stringing ourselves up to dry, doing it so hard, now doing it through passion and ease and flow rather than through force and pull like we did in the past.   Tiffanie (26:04) I agree. Yeah, I totally agree. I did all of that. And I think having the team that we have behind us, the consultants who are here and they are so excited to help so many new clients this week, we have just seen such an influx of people ready to change their lives, ready to change what their business model looks like. And like you said, get their lives back. It's been just really incredible and watching our consulting team just rise to the occasion rally. I mean, we've got clients that just signed up this week that I've got Trish and Kristy and   Dana has already implemented tools. Dana has already within weeks found significant money issues and things going on that it's just really cool to be able to watch so many people outside of you and I be able to truly transform lives. And that's what that's what we're all about is really just creating the best for everyone that's involved.   Kiera Dent (26:57) Yeah, Div, I love it and I agree. Our consultants are second to none. And so if you missed out, you did miss out. And put it on your calendar for next year. I do believe that Dental A Team Summit is next to none. We just have so much fun. We bring fun to CE and we make it enjoyable and easy. But I hope you choose to join us next year for sure.   But if you're thinking like what we just talked about, you want to know more about, or you want some tips for it, or you want some of the resources that we share, reach out. Hello@TheDentalATeam.com. We'll happily like assess it with you and your practice. Like we have given so many tools out and so much help to all these practices, but I think truly giving you your life back, helping you help more patients and having more fun is what we're about. So Tip, thanks for being on the podcast. Thanks for doing Summit with me. ⁓ I enjoyed it and I just appreciate and adore you so much as a human and as a colleague, as a coworker, as a mentor, and just being in my life.   for who you are. So thanks for being here today. I super appreciate you.   Tiffanie (27:48) Thank you. Thank you for having me and supporting me through my journey.   Kiera Dent (27:52) And for all of you listening, thanks for listening and we'll catch you next time on the Dental A Team Podcast.

"Dockside with Mayor Quinn" Ava LaRue talks with Lake City Mayor Brian Quinn and Doug Grout, Port Authority Director about TIF and the Aurora Project.

Hello Colorado Rapids fans. Holding The High Line is back after Red's trip to England Rabbi's lost power. We break down Colorado's 2-1 loss at D.C. United and much more. Matt discusses his week off, Fulham games, history adventures with the girlfriend and all. We touch on the 1-1 draw with Seattle Sounders but go more in depth on the United game. What went well? Do the Rapids need more leadership? What's up with things going wrong at the end of halves? We discuss. Update: We might have gotten some stuff wrong on Chris Armas missing the D.C. United game because of his Hall of Fame induction. We understand he missed the game because of a mechanical issue, not weather. Maybe a charter flight or private jet would have prevented the problem all together. Then we talk about all the soccer news. Michael Edwards got loaned to Charleston Battery. Colorado is close to signing Australian center back Lucas Herrington, as first brought up by Judgmental Jim. A match against LAFC might be rescheduled. We're hyped for the Unified Teams' May 17 game. Denver NWSL has added Mikaela Shiffrin to their ownership group ahead of the city council vote on $70 million in public funding for the project. The Denver Post, Denverite, and City Cast Denver did a great job covering this issue, tax increment financing (TIF) and all. We preview the big match against San Jose Earthquakes. Also, Switchbacks lost to RBNY in Open Cup.

Episode 94's guest is author Stefany Valentine.Stefany Valentine is an emerging young adult author. Her first publication is featured in the adoptee anthology, When We Became Ours, and her sophomore title, Love Makes Mochi, is expected to release with Joy Revolution in 2026. Follow her for updates on TikTok, Instagram, and X @BooksByStefany and on her website, stefanyvalentine.wordpress.com.In this episode we discussed her debut novel First Love Language, the significance of its title and its connection to The Five Love Languages. We talked about the nuance of language and how it relates to identity. And finally, how life imitated art and vice versa. This was such a lovely episode, where Stefany was vulnerable in sharing her adoptee experience, and which I feel shines in her novel. I know you're going to enjoy it.I want to thank all of who have subscribed to this podcast! If you haven't, I'd love it if you'd click to follow so you can get notifications of every new episode. And, if have found this podcast helpful and fun, please leave a rating and review—it really helps to boost discoverability. You can even share this episode with a friend. For more information about me, Tif, and submitting to the podcast, please head on to my website, at TifMarcelo.comOther links discussed:There Goes the Neighborhood - Jade AriaThe Broposal by Sonora ReyesMarsha Mickelson -  Where I Belong***New Release: LETTERS FROM THE TRAIL, February 25, 2025Note: some links are affiliate linksContact Tif at tif@tifmarcelo.comPlease check out her website for podcast submissions

Mike gives an update on MacIver's research about Wisconsin's utility companies, their owners, and their efforts to expand their monopoly in Wisconsin. Also, against the backdrop of Germantown's controversial TID project, Bill gives a couple quick lessons for local officials on how TIF is supposed to function and where local revenue actually comes from. Finally, a story that should send shockwaves throughout society barely registered as blip on most people's radar. What it says about our culture that no one cares that the government is sterilizing people based on their income level.

In this episode, Joi Cuartero Austin sits down with Erik Reader, director of Illinois Main Street, to explore how communities are shaping effective downtown economic development strategies—and more importantly, why these strategies work in their specific context. From humble beginnings rooted in community engagement to long-term sustainability planning, this conversation unpacks the real-world process of revitalizing a downtown district with purpose, people, and partnerships. “You've got to bring people alongside—not just for buy-in, but for co-ownership.” 1.         Think long-term: strategies should outlast leadership transitions 2.         Build programs that allow public and private sectors to partner meaningfully 3.         Listen deeply: alignment with people is as important as alignment with funding 4.         Track the vibe: excitement, curiosity, and positivity are leading indicators of  success Laying the Groundwork 1.         The importance of starting with community development 2.         Strategies to build momentum and foster ownership 3.         Engaging leaders, stakeholders, and residents in authentic ways The Strategy in Action 1.         What communities are doing to activate and sustain downtown revitalization 2.         The critical role of funding, partnerships, and shared leadership 3.         Empowering people through collaboration and participation Understanding the “Why” 1.         Why certain strategies are successful in some places and not in others 2.         How to align initiatives with local identity, values, and funding tools like TIF 3.         The power of ego-free partnerships and sustainability planning Results & Reflections 1.         Indicators that show a community is on the right path 2.         Stories of energy, enthusiasm, and openness to change 3.         Lessons learned from communities that are building trust and momentum

Producteur star de la trap à la discographie immense et couronné de Grammy Award et d'innombrables certifications or et platine, Drumma Boy n'est plus à présenter. Le beatmaker originaire de Memphis mais relocalisé à Atlanta a produit pour le gratin du rap US : 2 Chainz, Jeezy, Megan Thee Stallion, T.I., Kanye West, Lil Wayne, T-Pain, Usher, Gorilla Zoe, Drake, Gucci Mane, Soulja Boy, Ludacris, Rick Ross, Monica, Wiz Khalifa, Chris Brown… et tellement d'autres.Lui aussi certifié d'or et de platine, Shaz est un producteur et compositeur français connu principalement pour son travail avec Kalash pour qui il a réalisé une multitude de tubes : “Tombolo”, “Laptop”, “Protocole”, … ou encore “Alpha” avec Damso. Il est aussi bien reconnu en France qu'à l'international pour ses collaborations avec Migos, Young Thug, Kalash, Damso, SCH, Ninho, Hamza, Key Glock, Alonzo, Riles, BigFlo et Oli, Peewee Longway, TIF, Kerchak, Jok'air, Roshi …Avec Shaz et Drumma BoyModération par Dirty Swift, JTumba et Golgoseize de MoggopolyHébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

Phillip McClain is founder of the real estate company the Mensch Group. Through the Mensch Group, McClain spearheads affordable housing developments in North Omaha. The company broke ground on its first project last year: nine single-family homes at 49th and Curtis Streets, an area known as Curtis Corner. McClain sold the houses to families for below market value thanks to assistance from local organizations like Spark Capital and Habitat for Humanity. Tax-increment financing helped cover development costs.North Omaha has seen a surge in development in recent years, with projects like the Highlander complex on 30th Street, the North 24th Street Business Improvement District and the Levi Carter Park sports facility, which just began construction near Eppley Airfield.McClain and Michael Griffin are talking about the need for affordable housing and the Black developers working to make the landscape more equitable. They also get into TIF and its role in development.

Discussion on the public hearing and during the City Council meeting regarding the City of Monmouth's 2025-2026 budget, Discussion on the recognition of April being National Child Abuse Prevention Month, plus comments on the downtown Public Square construction and the request of a liquor license for video gaming at County Market, Discussion on the purchase of a generator for the new water treatment plant and entering a TIF agreement with the renovation project at 104 East 1st Avenue in Monmouth, Discussion on celebrating work anniversaries and monthly reports from Woodard and Curran and the Building and Zoning Department, Discussion on entering an engineering services agreement with Woodard and Curran on replacing an old sewer line and a TIF agreement with Papa's Bar and Grill on completion of renovations, and Discussion on ordinances reallocating Home Rule Volume Cap to WIEDA, the 2025-2026 budget, plus an update on the Downtown Renovation project in Monmouth.

Guests - Leslie Scott Zanovitch and Dr. Christina "Dr. T." DonaldsonHosted By - Courtney Ortiz and Lesley MealorIn Episode 221 of Making The Impact - A Dance Competition Podcast, we are shining a light on an uncomfortable topic - the over-sexualization of kids in the competitive dance world. Please take care when listening, and screen this episode before listening with children.Topics Include: What counts as sexualized choreography? How over-sexualization of children at a young age affects their sexual development  How social media has normalized and encouraged sexual movements in competitive danceHelp support our podcast! Join Making The Impact's Platinum Premium Subscription today! Your membership includes:Monthly Q&A episodes released to members onlyPriority to have your questions answered each month on the live Q&A.Ad-free listening for all of Season 4, 5 & 6. No sponsored ads!20% off all IDA MerchandiseExclusive bonus content released throughout the yearDiscounted IDA Online CritiqueGroup Zoom check-ins 3x per season with Courtney Ortiz!Your support helps us produce future episodes of Making The Impact for years to come!Making The Impact's Platinum Premium - Sign up now for only $5/month!Follow your Hosts & Guests!Courtney Ortiz - @courtney.ortizLesley Mealor - @miss.lesley.danceLeslie Scott Zanovitch - @lesliescottsaysDr. Christina "Dr. T" Donaldson - @dancin.dr.tIf you have listened to this episode and need support, please utilize the following resources:ChildHelp National Child Abuse Hotline: 1-800-4-A-Child National Sexual Assault Hotline: 1-800-656-4673 - RAINNNEAMA - Nonprofit Education and Advocacy for the Movement ArtsThis episode is sponsored by:Dance Teacher Web Conference and Expo. This summer July 22nd-25th in Las Vegas, NV! 140+ master classes, seminars, events, & more for continuing education and networking in the dance community! Use code: IMPACT50 for $50 off! Check out our service: IDA Online Judge's CritiquesSend us a video of your dance and an IDA Judge will critique your routine! You can request a genre-specific specialty judge or add on 10 minutes of additional feedback. 24 hour rush delivery available! Submit your video now!Check out IDA-Affiliated Competition Positive Vibes! Visit their website for their 2025 season schedule!Join our FREE Facebook Group and connect with us! Making The Impact - A Dance Competition Podcast Community Leave us a review on Apple Podcasts! We would love to hear from you! Join our Newsletter for weekly episode releases straight to your inbox! Support the show

Hi this is Tif of the Stories to Love Podcast and this is episode 90. Today's guest is audiobook narrator Jennifer AquinoJennifer Aquino is an actor and award-winning narrator based in Los Angeles with 20+ years working in film, television, theatre, and voiceover. Fun Fact: she's one of the doctors who killed McDreamy on ABC's Grey's Anatomy. In the last three years, Jennifer has narrated for 16 publishers, including Penguin Random House, Hachette, HarperCollins, Simon & Schuster, Podium, among others. She also directs audiobooks, and has directed with  Penguin Random House, Hachette, Macmillan, Brilliance Publishing, and Scholastic. Jennifer recently appeared on the cover of Center Stage Magazine, as well as the CBS reboot of MATLOCK with Kathy Bates, in the role of Miss Tori Park, the Head of HR!In this episode, we talked about her varied background as an Econ major, how it merged with performing arts, and how that helps in her career today. We chatted about her path to becoming an audiobook narrator after starting off in film and TV. And finally we touched on how she auditions to narrate a book, how she evolved from mentee to mentor, and her love of reading. ***Preorder LETTERS FROM THE TRAIL, out on February 25, 2025Note: some links are affiliate linksContact Tif at tif@tifmarcelo.comPlease check out her website for podcast submissions

Ad Astra Travelers and welcome to Tales of Teyvat: A Genshin Lore Podcast. This week our hosts are discussing the number one chef in all of Teyvat, Xiangling! This week we also welcome guest host Vanessa, best known for being our Fischl expert and a Honkai enthusiast (much to Tif's dismay), to discuss this Liyue character. Our hosts start by discussing our initial introductions to Xiangling through character trials and Spiral Abyss freebies, making many travelers swoon over her Pyro-nado. After, our hosts discuss her Mondstadt introduction that includes illegally hunting boar, discovering three-hundred year old boar and the equally as old Olaf, and the great Springvale cooking showdown! Later, we discuss Xiangling's familial love of cooking, her friendships across Liyue, and her involvement in events like Lantern Rite throughout the years. We'll discuss her unlikely friendship with Guoba, Adeptal training, and her desire to get a Michelin star for her family restaurant. Will Xiangling make the Bear Proud? Will Xiangling find the best ingredients across Teyvat? Grab your chef hats as we get cooking in this episode!A huge thank you to Vanessa for being our resident Fischl enthusiast for this week's episode! You can find Vanessa on ⁠Instagram⁠ where she posts her keeb journeys and other content. We are so grateful you were able to join us on this week's episode!Visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠talesofteyvat.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to find a comprehensive lore sheet that provides visual aids and links to videos and important Genshin Impact Resources. Make sure to give us a follow on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to stay updated on all things Tales of Teyvat and let us know your thoughts on today's episode. Questions? Thoughts? Theories you have to share? Feel free to email us at talesofteyvatpod@gmail.com and let us know, we would love to hear from you!Tales of Teyvat has partnered with the Shade Chamber Podcast to create a Genshin Community on Discord for our listeners! We are so excited to chat Genshin Lore, Honkai Star Rail, and so much more with you! You can join our server at https://bit.ly/shadesofteyvat.

Ever had a raised CK and wondered what the next steps are? This week Dr Thomas Bond interviews Dr Maumer Durrani, Head of the Rheumatology service at University Hospitals Leicester, to get key answers about the diagnosis and management of Myositis. The importance of cancer screening and lung disease is covered, along with the acute and maintenance treatments of inflammatory muscle disease. Don't get yourself in a TIF-1, make sure to listen in this week!

Libro "Las últimas ofensivas de la Wehrmacht, Frente Oriental 1945". Si lo compras en Salamina te llevas mapas de regalo y con el código "historiasbelicas" un 5% de descuento! https://www.edicionesplatea.com/las-ultimas-ofensivas-de-la-wehrmacht/ Canal de Telegram para No perderte Nada! https://t.me/segundaguerramundialtelegram Canal de Whatsapp https://whatsapp.com/channel/0029VaSmnrC0QeatgWe2Lm27 Entrevista completa en You Tube: https://www.youtube.com/watch?v=jTG3MRdv_8w Análisis completo del Frente Oriental en la Segunda Guerra Mundial con Carlos Caballero Jurado. Las claves de la Operación Barbarroja, Tifón, Operación Azul, Operación Marte, Operación Urano y batalla de Stalingrado, Contraofensiva de Manstein en Jarkov, Operación Ciudadela, ruptura del cerco de Leningrado, Cruce del Dnieper, Operación Bagration, Vístula Óder y Batalla de Berlín.

Sam Patterson is a successful Commercial Real Estate Broker, Investor, and Restaurant Owner with vast experience in renovation and property management! Sam opens with his experience in commercial real estate receiverships and his start in investing! He touches on structuring and leveraging partnerships to scale a real estate portfolio. Sam discusses ins and outs of DeKalb including the housing stock and the investment opportunities. In sharing his project experiences, Sam speaks to seller financing, TIF funds, and various other concepts to add to your real estate toolbox! If you enjoy today's episode, please leave us a review and share with someone who may also find value in this content! ============= Connect with Mark and Tom: StraightUpChicagoInvestor.com Email the Show: StraightUpChicagoInvestor@gmail.com Guest: Sam Patterson, RVG Commercial Real Estate Services | Email Sam (spatterson@rvgcommerical.com) Link: Sheela Prahlad (Lender Referral) Link: Rob Zahm (Roofer Referral) Guest Questions 03:39 Housing Provider Tip - Take precautionary measures to deal with Chicago's frigid temperatures! 05:40 Intro to our guest, Sam Patterson! 08:41 Crazy receivership stories and becoming an investor! 19:48 Why invest in West Chicago? 23:01 Structuring a partnership. 29:57 DeKalb's housing stock and investment expectations. 38:38 How TIF funds work! 41:13 Surprises on a large commercial property renovation! 44:16 An overview of Sycamore. 50:24 Refinance terms on a commercial loan. 53:17 What's next in Sam's investment journey? 58:24 What is your competitive advantage? 59:19 One piece of advice for new investors. 60:11 What do you do for fun? 60:49 Good book, podcast, or self development activity that you would recommend?  61:32 Local Network Recommendation?  62:11 How can the listeners learn more about you and provide value to you? ----------------- Production House: Flint Stone Media Copyright of Straight Up Chicago Investor 2025.

A new TIF proposal will help create added housing units in Indianapolis. Approximately 200 Indiana school districts and schools are facing a major cybersecurity breach involving a widely used education software provider. The severe winter storm that swept through the region prompted a State of Emergency being called in several areas – a group of Jeep-driving volunteers in Evansville helped essential workers get to work. Want to go deeper on the stories you hear on WFYI News Now? Visit wfyi.org/news and follow us on social media to get comprehensive analysis and local news daily. Subscribe to WFYI News Now wherever you get your podcasts. Today's episode of WFYI News Now was produced by Drew Daudelin, Zach Bundy and Abriana Herron, with support from News Director Sarah Neal-Estes.

When it comes to owning and operating multiple dental practices, not everything runs the same. That's a common surprise for those overseeing multiple practices. In this episode, Tiff and Britt discuss where practices often fall short in keeping things running smoothly across all offices, and how to set yourself up for success. Episode resources: Subscribe to The Dental A-Team podcast Join Dental A-Team Consulting Leave us a review Transcript: The Dental A Team (00:01.134) Hello, Dental A Team listeners. I am back today with, I've got a new nickname, brilliant brain Britt, triple B, brilliant brain Britt. I like it. I'm back here for some fun business talk today. are working hard, Britt and I, I hold her business brain for a few different podcasts today and we're working hard to make sure you guys that you've just got some really, really successful business tips and tools early on in the year.   Britt (00:09.18) I'm going get some   The Dental A Team (00:28.014) going to be all year long that you're getting business tips. Like always, we love the business side of dentistry because we really, really want your business to work for you, not you work for your business. So we work really hard with all of our clients and all of you listeners to make sure that you have the tips for success there. But today I've pulled Britt on a few different items. We just got done chatting some about really starting your 2025 off right, which was a little bit of a review of how to end Q4 and get prepped for 2025.   but I wanted you guys to have all of those goodies. So if you haven't listened to that yet, you don't have to do it before today. Listen to today, but they can go backwards and listen to that one as well. Today though, Britt, you have, this in your background. Like this is something that you've done. We've both had our hands in it, but you have like honestly and truly just managed multiple practices and really helped set them up for success. You've done transitions, like you've done it all. So I really wanted to bring you on today to pick your brain on some of the pieces that.   are super important and paramount in learning, maybe prior to would probably be, you know, helpful, but a lot of us are not in that situation. A lot of, a lot of doctors listening today already own multiple locations. And so really knowing what they can do and what they can learn and what they should be looking out for is kind of what I'm interested in today for multi-practices. Before we pop in though, how are you today? How is, how's Britt's beautiful brain doing?   Britt (01:53.724) It's doing good today. It's it's not too early. Britt's brain super early is not always the best. I gotta have a little time to warm up with the day. That's that's how I work or late nights. That's that's my brain time really. So everybody works a little different, but I'm good. It's not too early. I get to sit here and chat with you about I don't know this kind of stuff is fun. Growth is fun. Different ideas are fun, so it's going to be a good time.   The Dental A Team (02:18.394) I agree. I agree. And your brain just works like this, like numbers, the black and white of it all. Like I've given you kudos before, know, you do really well at seeing the gray too and working through the gray to find the black and white, which I think in business is incredibly, incredibly paramount to success. Working with people is not always the easiest thing in the world. I tell all of my doctors and my office managers that the hardest part about your job is going to be managing the people.   But you do really well with it because of that aspect. So I think it's really, really important to say that now because I think doctors listening and managers listening, whomever business owners are listening, that's a space for you to learn to utilize that black and white data, but to bring in that personal side and to bring in that emotional side without letting the emotions take over the results, I guess. so, Britt, that's something I really want to pick your brain on, but   From the tactical standpoint, what are a few things going into multi-practice ownership, or maybe they already own, right, but hopefully going into, what are some key pieces that they should really be prepped for, looking for, tracking, to know that they're on the path for success for both of them, and what should those look like? Should they be the same? What's the easiest way to go about this when you're taking on a new practice?   Britt (03:43.098) Yeah, number one thing is have a practice, have your flagship running really well and strong systems in your flagship before you start taking on another one is the ideal way to do it, right? Learn how to manage what is one location before you start multiplying that stress or management of all the locations. And with multiples, it's a different mindset. And I think that's where   The Dental A Team (04:01.624) I agree.   Britt (04:09.562) We work with a lot of private practice and even multiples that are private practice and people that are like maybe even transitioning to DSO because it's one of those scenarios to where like the same thing doesn't work for everyone. So that's, do a lot with our practices that are custom and it's like, all right, where are we going? What are we doing? What's it going to look like? What's the feel you want behind it? And when you start, when you know that you want to potentially even go multiples and you're starting with one location, I want you to put like the multiple brain on.   The Dental A Team (04:21.478) Yeah.   Britt (04:38.192) We don't have them yet, but we want to start building things to where there are systems that can easily be transitioned into multiples. What I mean by that is, yes, there are going to be some steady things that are like, great, the way we do AR and send statements is going to be the same way we send statements all across all locations. The way we budget for supplies is going to be the same way we budget for supplies across all locations. But make sure you're keeping things really clean bookwise and especially at   The Dental A Team (04:45.956) Yeah.   The Dental A Team (05:07.051) Mm-hmm.   Britt (05:07.356) when you start getting into multiples and thinking bigger. So for example, let's say, great, now we've got a couple locations, great, we can share resources. shoot, we ran out of something. Great, go grab some from the other location. You wanna track all those things and pay it from the appropriate business so that each business independently is going to look like the reality and the numbers will be the reality and it's not getting mucked up by the other.   And so you actually know how to, one, drive each individual practice, and then two, know like, all right, when we pull those numbers together, what does the organization look like with all offices together? So it's a little bit of a different mindset when you're doing all the pieces. So great, accounting-wise, that's gonna be one piece that you wanna think of. Hiring team members even, great, what's our onboarding? It's not just gonna be one location, we're gonna be working towards more, so we wanna have a strong system.   The Dental A Team (05:45.157) Okay.   Britt (06:04.024) Systems awesome what things can be easily translated across all offices and then where is that great to where each office has a little bit of room for their interpretation on specific things and especially if you're wanting to Let's say I know some that they've got like a PPO practice and then a fee-for-service practice If you know that's the direction you want to go then all right create systems that can work for both And then we just customize some pieces of it based on the location   So big things I think are accounting, planning systems for multiple locations, and also leadership and mindset. Going from a team that's at one location and they think that's what it is, teams get scared of change. so prepping the team or getting them on board that like, this is the direction we're going. This is what we ultimately want. So they're on board to help. And when you get that next location, they...   The Dental A Team (06:32.997) Mm-hmm.   Britt (06:58.46) even though it may not really even impact them, but they get scared. What does that mean for us? What are we gonna look like? How's the culture gonna change? All those pieces. So those are some of my most important ones is just thinking multiples, even if you're only a one to start with, and that's the direction you wanna go.   The Dental A Team (07:15.827) Totally agree. Yeah, I have a few practices, a few practice owners that I've chatted with that they're like, okay, so like, I'm just going to open a second location and restart. I'm going to try again. And I'm like, whoa, whoa, whoa. I totally understand that. But it's kind of like, we're driving our car and like the wheels, you know, are a little looser or they need air, the tires are like something like, you know, mechanically is just not right. And we're like,   scrap it, or just, I'll keep this car and I'll keep paying for it, but I'm just gonna get a new one that might be a little bit better. It's kind of what I feel like when they say that, right? Like, just fix the things. You can do that. You can have to. You can have an old car and a new car if you want both. You could sell the old car and buy a new car if you want to do that, but don't keep an old car and keep paying for it when it's broken and then get a new car and start paying for that too.   an absurd waste of money and resources. So I think of it like that. And I have had a few practice owners that are like, but this one is just like, I'm racking my brain like, cool, we haven't found the root cause yet then. So when you're digging into those pieces and really looking at why is my now this is gonna be my flagship. So how do I operate this as my flagship practice? How do I make sure that this practice is the practice model that I want my next practice to look like? And it might be.   It might be a little bit different. said, you know, PPO practice and a fee for service practice. I've got a couple of practices that run similar to that. I've got, I've got one doctor that has three locations that two of them are like PPO style, but they operate as a fee for service. Cause that's just the level of care that they put into everything. But then he's also got a Medicaid practice that's like obscure on the side. That's like, that's a little bit of an uphill battle, but they're, they're so different, but they.   Team-wise, they try to operate very similarly or just, you know, the fee-for-service and the PPO standpoints, but operationally, making sure, like you said, that those systems that we have in place, I want your patient experience to be the same no matter what type of practice you own, right? I want your accounting to be the same. I want it to be super clean no matter what. And the space that you mentioned there with the accounting that gets really muddled and mucky,   The Dental A Team (09:36.583) is when we don't keep those books clean, especially, no matter what, you've got two different sets of bills, right, of outgoing money that's coming with each practice, no matter what. Well, even if you have one entity and one business name that owns two practices, you still have to separate that in some way. And a lot of you guys are going out and you're getting associates who want to partner in to one of them or...   I know a practice that opened a specialty practice with her best friend. And I was like, super clear from the get-go, we've got to make sure these are super separated. making sure, again, one's paying the other. And an office manager who may act as a regional-ish, you've got to dial that in. How are we paying her when she's on board?   Britt (10:09.788) Thank   The Dental A Team (10:27.763) And she's doing hours for the second practice. What does that look? Who's paying for that? Because if our flagship practice pays for everything and now our flagship practices at 80 % overhead and tanking in our second practice, isn't making money yet. We've got an issue there because the books are so confusing. and Britt, just to spiral down that one, when we don't have super clean books like that, what are the negative implications as far as like taxes and just.   Why is it so important from the get-go that this is clean?   Britt (11:00.836) Yeah, it just it can just get   wild like you said even taxes what business is it coming from what's getting paid by whom and Some things that can get really wild like you said and I'm all for right economies of scale or a thing That's part of the reason of going into multiples. So just make sure it's being allocated correctly You've got a regional manager Maybe there's or an om that's maybe doing 50 50 or 75 25 then great just split their salary right 25 from the smaller one 75 from the other one   I'm just thinking that sense also because you want goals and you want your office managers to be responsible for helping you reach them including overhead So you just don't want it to get mucky to where one we've got excuses that we're like, it's just this right? We're human beings We will all will try to find any reason to like justify why we are where we are instead of digging in to see what's going on and So having it really clean gives honest numbers so people know exactly what they're responsible for   The Dental A Team (11:54.005) Mm-hmm.   Britt (12:02.268) They know if we're shooting for a goal, we're shooting for overhead, if we're working to control things, it's really clean for them to do so and it's fair in how we're doing it. then correct, valuation for businesses, right? Even for that, ultimately it's gonna come from like, yes, your EBITDA, but like profitability is gonna be a factor. so, and...   The Dental A Team (12:21.425) Exactly.   Britt (12:25.208) If someone comes in and they start looking at things and maybe there was a shift at some point, they're like, two months ago you decided to sell and it's looking real different, it's gonna raise some questions that might be concerning. So keep it clean from the get go if you need to sell one or even just for valuation purposes, if you need to leverage those practices to go buy more locations, you just wanna keep everything clean, because if not, it just creates a lot more questions and it may hinder you from.   The Dental A Team (12:35.989) Yeah.   Britt (12:51.59) getting finances or being able to hold team members accountable and also knowing which practices really need some attention or may or may not be doing well.   The Dental A Team (13:00.277) Yeah, I love that. So it sounds like you need a really great CPA. You need a really good bookkeeper that knows multiples. Yeah, a really great bookkeeper. I do have some doctors who are their own bookkeepers and I'm okay with that, but you gotta be really good at it and a really great payroll company that probably comes with.   Britt (13:04.746) that most multiples are left.   The Dental A Team (13:18.199) those two options to make sure that everything's super clean. And then I think, like you said, the office manager situation, making sure that she or he knows where the money's coming from too. And if they're employed now, like if they're getting paychecks from both, that's different. Like that's gonna look different to them on their W-2 side. It's gonna look different to you. Is one business paying, like is the corporation paying the salary and the businesses are paying the corporation? Like you've got to figure those pieces out.   Ask the right questions, ask the right people, make sure that you've got all of those super clean. As far as like that's one major piece of it. So I want to make sure we get that out from the get go. As far as systems go, making sure, operations spaniel and training. Like you mentioned earlier, your team, your culture, it should be stellar. It should be rock solid because honestly, most of the time when we...   see multi-practice locations, we're taking over another practice, right? We're buying a practice from a retiring doctor or whatever, and we're taking over a practice, taking over a team. And so if we've got a really stellar team that understands what we're doing, understands what our goals are, understands our systems and can say, yeah, heck yeah, like let's do this and let's make some more patients really, really in fantastic health, they can then help you duplicate what you've done.   into the next practice and help to welcome those team members. I think one of the most stressful parts of ever taking over any practice, whether it's your first, your second, your 15th, is the people aspect of it. And how many are we going to be able to retain? How do we tell them? When do we tell them? What's their reaction going to be? How do we get them on our systems? Well, the same as we do anything, we, you know, go in, be yourself.   and look at what's working and what's not working. Start with areas that's not working instead of coming in, in my opinion, and being like, this is our book, this is how you're going to be. But if you do what Brett said in the beginning and really make sure that your team is solid and that you've got those systems in place, you've got that culture, I think that team could be super paramount in training and helping to find those systems and really even, I don't know, Brett, going in and being like, that's really cool how you do that.   The Dental A Team (15:32.249) I think that might be more efficient than how we've been doing it. Let's ask doctor, let's ask office manager, because I actually really like that and having that open mind because your way might, like I know our way, we've got a million ways to do anything. And the reason I think we're successful is that we customize it to the practice. And oftentimes I'll go in and be like, oh, that's not how I told someone to do it yesterday, but this is how I want you to do it. Cause this is what's going to be best for you. So having that open mind and having that team mindset ready to go also takes that   barking off the doctor and makes it so that you can kind of copy and paste. How do you feel about that, Britt? What are your thoughts on that?   Britt (16:09.36) You hit another big point, agreed with you, right? So having that strong, for a lot of reasons, right? Again, change in people, we don't always love it. It's a transition. So even if they just know you've got a strong culture, they meet team members, right? And they see how great you are. It's gonna make the transition of that new practice a little easier and also set the standard of like, and this is who we are. like, rise to the occasion, cause this is how we function and it's great. And you wanna be great.   The Dental A Team (16:29.666) Yeah.   Britt (16:35.608) with us, right? You also hit on an important point of trying to get things off the doctor. That's the next, right? Also with multiples, I'm thinking of systems and multiples. How can your people help you and how can they report up to you? I think of it as I don't have children, but I'm like, once you're outnumbered, right? So like, great, usually parents, it's like two, all right, we can each take one, but then you get throw a third in there and someone's out doing something wild while you're trying to manage to.   The Dental A Team (16:37.261) Yeah.   The Dental A Team (16:54.578) Yeah.   Britt (17:03.374) And so I think with locations too, right? Two offices, it's like, all right, if you're in clinical full-time, like it's going to be crazy. If you've got a little time and you're still doing kind of all the things, you don't really have a strong OM, doing a lot of it for you in the practice, you've now just doubled your work with another location if you're going off of that same model. So.   The Dental A Team (17:12.067) I agree.   Britt (17:24.026) training people to help you, getting office managers in place, getting things made to where they're reporting up to you. If you don't have to do it, you're starting to pass them off and you focus on the high level things that need to be done. Cause that's, can think of a client right now. We just had this conversation cause like he's still doing bookkeeping and all sorts of stuff. I'm like.   You're going to, you're at three now. We just got three. It's going to get wild real fast for you if you don't start kind of planning for other people to help you do some of the things that they can.   The Dental A Team (17:54.905) Yeah, yeah. Do you think that they have to have leadership teams in place before they have a 2nd or 3rd or 4th location? How do you feel about that?   Britt (18:06.46) Absolutely, think even just for the second one, Because when, especially if you're transitioning a practice, right, CEO, which is owner, right, going into multiple locations, big responsibilities for you are gonna be culture, vision, and like ultimately making sure you're holding people accountable, that we're profitable and we're growing. So you're gonna need to spend time at that new location.   The Dental A Team (18:20.762) Okay.   The Dental A Team (18:26.52) Yeah.   Britt (18:30.676) One, to just see what's going on, right? And to help see where things need to be done and observe and build relationships and set culture with that new team that you've got over there. So you're going to get pulled to that new location.   And this is where I don't want you guys going crazy. It should be something you enjoy. Like, yes, it's a time of a season of a little bit more effort and time, but I don't want you to go wild. If you've got an OM at your other location, then it's like, sure, I'm around. You got major things that need to be done awesome. But I can go spend a couple of weeks at the new location getting them onboarded and getting good relationships with those people while my OM is handling things at the other location. So it makes your life so much easier. If not, it gets wild. And I think doctors all know this.   The Dental A Team (19:00.292) Yeah.   The Dental A Team (19:07.631) For sure.   Britt (19:13.572) Right? When doctors not in the office or O.M.s not in the office, what usually happens Tiff   The Dental A Team (19:20.257) Yep, the team goes crazy. It gets wild.   Britt (19:22.81) Yep, they start to get distracted and like, great, I want you to enjoy each other, but like, we've got to get work done. So you need someone there to make sure things are getting done and holding people accountable when you're not physically in the office.   The Dental A Team (19:28.314) Yeah.   The Dental A Team (19:35.216) Totally agree. I think it comes down to the ease as well. Like when I've got a lead hygienist, a lead dental assistant, a lead front office, whether it's just my TC is, you know, my lead and it's just that she does really well managing the schedule and managing the people to make sure it's working and whether you call them leads or not, like quarterbacks or go to, like, I don't care what you call them. It doesn't have to be something crazy. It doesn't have to mean   pay raises, doesn't have to mean all this crazy stuff. It's just that you've got those people that the team knows they can count on and that you can count on to carry out your culture when you're gone. And the culture is, you know, how are we getting to our goals in the best ways possible and serving our patients the best? I assume most of our listeners are in that kind of a category, but making sure that that's there so that you can focus some attention on another practice location when you need to. I know it's like,   really hard when the doctor's not in the prac- in any of the practices, right? The doctor is typically the one that carries most of the culture and the person who most prac- most, team members like to go to. But when you instill that culture and you infuse it into the other people and you have right people, right seat, which is a totally different podcast and something you guys should go listen to, that comes naturally for the people and naturally your team gravitates towards those people.   pretty quickly. It may take some implementation, may take some, you know, multiple meetings, et cetera, but making sure that you have that in place, I think, is a really big and important piece. So, multi-practice locations, there's a lot of things I think we could dive into. We could spend two hours talking about it today, but the biggest pieces I think that you hit on beautifully was making sure we have our accounts super clean. That includes our patient accounts, right? Making sure those systems are clean. But making sure you have systems for your accounting, your banking,   your taxes per location and per entity is really big, making sure that it's clean, it's crisp, it's clear. Anybody from the outside looking in can figure it out because it's so clean. Making sure that you have your operational systems at your flagship and your culture at your flagship ready to be duplicated. Could you look at, can you look at your practice today and say, yes, this is what I want to do again?   Britt (21:50.641) Yeah.   The Dental A Team (21:50.716) This is the practice I want to own again. And can I didn't duplicate that over here. If not, we've got work to do and that's okay. We just find the root causes. And then three, really making sure that you've got a leadership team on board to help you out with it. And I do have to caveat that one. Sometimes people write seat, like sometimes we put somebody in a leadership position and they're good for now. And then we get to a space where we're bigger and it doesn't work. And that's okay too. can switch things around. So I feel like those are the three top.   pieces, the accounts, the systems, and the culture to really dive into this early in the game. And then   Britt (22:24.646) Yeah.   Britt (22:28.486) You said something really good as well, right? Even in putting people in like leadership or leads.   The Dental A Team (22:30.963) Yeah.   Britt (22:34.332) I'm all for responsibility for title. Like try it out and see how they do before you give an actual title to something. I know manager is a term, like I get it, but it's like, I don't know. Like the power that can come can turn some people sometimes. I'm like, great. It might be, you're the point person for this office. You are maybe front desk lead or whatever it may be. People are like, well, we don't have a manager. Well, you go to TIFF, right? TIFF's responsible for that if you need something. So I will highlight that as you get the right   The Dental A Team (22:47.101) Hmm.   The Dental A Team (22:59.803) Yeah.   Britt (23:04.286) people in the right seats is don't move too fast on giving titles and getting yourself in a scenario that's going to be a crappy one to get yourself out of.   The Dental A Team (23:05.861) I agree.   The Dental A Team (23:12.766) I agree. think you highlighted that clarity. TIF is the one you go to for that. So when they know where they need to go for something, that's really all they need. They don't need to know, like, she's the lead. It's just that they need to know who can I trust for this information? When I have this issue arise, who can I trust to help me get a resolution for it?   So I love that clarity. So I love it, you guys. I hope those of you who are considering multipractice or have multipractice that you guys took some tidbits from today, reach out. Hello@TheDentalATeam.com If this is something that interested you, you need more information. We're here for it. If you're a client like texture consultant, if you're a future client, we can't wait to help you onboard your new.   practices and if you're a forever listener and you're not going to be a client, we love you too and we want to make sure that you have the resources as well. So please make sure you reach out. We are here for all of you. We want to make sure that you're super successful. Britt, you're a brilliant brain. Had it again. Thank you so much for that information. I think those are three really, really easy spaces to start with a lot of details. There's a lot that goes into those, but those are three spaces that we can consume and start working at. So thank you for being here with me today, Britt.   Alright, Dental A Team listeners, I love you, Britt. I love you guys. I want to hear from you. I want to know that this was an amazing podcast. I'll leave it's a five star review below. Let us know what else we can do to help you and reach out. Hello@TheDentalATeam.com Britt, thank you as always and hope you have a great rest of your day. Thanks. Bye guys.   Britt (24:41.722) You too.

Adam Daigle, Business Editor of the Acadiana Advocate, discusses the biggest business news of 2024 in this episode of Discover Lafayette. We want to thank the Advocate for highlighting our latest podcast each week in their online Business Section. You can subscribe online at theadvocate.com/newsletters to keep up with our community's latest business headlines. The # 1 story in 2024, without a doubt, is the announcement that Buc'ees will be opening at the northeast corner of Louisiana Avenue and Interstate 10. Rumored for years, this will be a major draw for motorists traveling along I-10, and most of the sales taxes paid will be collected from out-of-towners. When people travel, Buc-ees is a destination as well as a place to fill up the tank. The new site is projected to be a 74,000-square-foot building, complete with gas pumps and nearly 700 parking spaces, and the store is estimated to be a 13-month build, opening during the 2025 holiday season. The closest Buc-ees to Lafayette is either Alabama or Baytown, TX, so Lafayette can anticipate a heavily-trafficked spot for people looking for that golden Buc-ees' experience. I talked to a convenience store analyst, and he said, "Buc'ees takes everything you hate about traveling and removes it and replaces what you love about traveling. You want to stop there because you'll never wait in line for a gas pump. You want to go there because you know the bathroom is clean. You want to go there because they've got unique snacks and not Cheetos that every other place has. You get a brisket sandwich or a hot dog with the gas station. They've just flipped the whole concept on its head." There's a Tax-Increment Financing ("TIF") district already in place that dates back to when Stirling Properties originally built the Target Shopping Center across I-10 from where Buc-ees will be located. At the time, there was no water or sewer lines and the project was only feasible with this type of government assistance to cover the massive infrastructure needs. The TIF was paid off quicker than anticipated and is still in play today. To accommodate the Buc-ee's deal, a subdistrict was created, which will tax 2% of all sales, including gasoline purchases. While some question the need for TIF districts, this is a trend that has been taking place all across the U. S., and it is a negotiating tool that jurisdictions utilize to attract big business such as Buc-ees, Bass Pro, and other large retailers. As Adam says, "That is what you do to land the big boys. You got to pay for it." The # 2 story is the passing of Richard Zuschlag, Chairman and CEO of Acadian Companies. When he started his business in the early 70s with Roland Dugas and Richard Sturlese, funeral homes were dispatched to pick up people who were ill, and they were transported in a hearse. This was the era prior to ambulances and the trio identified a huge gap in the healthcare market. Zuschlag was the driving force in the company's growth, and he was also literally a driver of an ambulance in the early days. He attended all of the police jury and city council meetings to meet with people and get agreements signed. Acadian Ambulance would hold membership drives that ran on television, where people paid a fee to ensure that an ambulance would pick them up. Over the years, Zuschlag became the principal behind Acadian and the company experience extraordinary growth, opening up it National EMS Academy, Acadian Total Security, Air Med, Safety Management Systems, Executive Aircraft Charter Service, and Acadian Health (home healthcare services.) The late Richard Zuschlag, who founded Acadian Ambulance and served as Chairman and CEO of Acadian Companies. Today, Acadian Companies is an employee-owned company with 5200 employees in four states. Zuschlag's memory lives on through his family, and his son, Blaise, serves as Executive V. P. and Chief Administrative Officer. The # 3 story of the year is the opening of Supe...

The House and Senate leadership vote happens today.  As I previously reported Sen Bo Biteman and Tim Salazar made a deal with Senator Slithers, Tara Nethercott.  Turns out I was right.  What exactly is a TIF?  It's basically a way for municipalities to borrow against future tax collection.  So much for lowering taxes eh?

The commissioners recently approved the creation of a new targeted economic development district, at the site of an old gravel pit between Reserve St. and I-90. These districts, often referred to as TEDDs, use tax increment financing to invest in necessary improvements to infrastructure.Have we lost you already? There's a lot of confusion around what increment financing does or does not do. This week, the commissioners sat down with Andrew Hagemeier, director of Community and Economic Development, to get to the bottom of TEDDs and TIF.Related links:Grant Creek Crossing TEDDWye 2 TEDDText us your thoughts and comments on this episode! Thank you to Missoula's Community Media Resource for podcast recording support!

Cook County assessor Fritz Kaegi reassesses the Loop, completing the city assessment cycle. Danny Ecker discusses with host Amy Guth.Plus: A majority of City Council wants to vote down $300 million property tax hike, the Fed cuts interest rates for 2nd-straight meeting to support economy, LaSalle Street redevelopment set for $98 million TIF subsidy and Lincoln Square residents vote to end century-old booze ban.

Ad Astra Travelers and welcome to Tales of Teyvat: A Genshin Lore Podcast. This week, we're discussing our favorite Dragon Sovereign, Monsieur Neuvillette! Before we dive into the Iudex's history, Tif and Feens talk about their recent experience at New York Comic Con and express their disappointment in Hoyo's lack of representation at the event. Once the dust has settled, our hosts take a quick look at the history of Teyvat through Neuvillette's eyes. From his first days on Teyvat, until the Primordial One yeeted his first form to present-day Fontaine, our hosts make sure to cover Neuvy's uncertain timeline. After questioning the day of his rebirth, and coming to no clear conclusion, our hosts discuss his demeanor, relationship to the Melusines, and how much Neuvillette truly knows. Is he going to fight Zhongli after school? Is he going to find the other Dragon Sovereigns? Or will Neuvillette just wait for his moment to bring all the archons to court and find justice for Furina and his kind? Bring your finest water and find out! Visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠talesofteyvat.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to find a comprehensive lore sheet that provides visual aids and links to videos and important Genshin Impact Resources. Make sure to give us a follow on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to stay updated on all things Tales of Teyvat and let us know your thoughts on today's episode. Questions? Thoughts? Theories you have to share? Feel free to email us at talesofteyvatpod@gmail.com and let us know, we would love to hear from you! Tales of Teyvat has partnered with the Shade Chamber Podcast to create a Genshin Community on Discord for our listeners! We are so excited to chat Genshin Lore, Honkai Star Rail, and so much more with you! You can join our server at https://bit.ly/shadesofteyvat.

Reporter Anna Kaminski examines a recent state audit and legislators' questions about the effectiveness of tax increment financing districts — also known as TIF districts — in the state's largest cities.

Crain's politics reporter Justin Laurence talks with host Amy Guth on Pedro Martinez, who's locked in a power struggle with Mayor Brandon Johnson, and his strategy banking on a TIF surplus to balance the CPS budget, which has drawn skepticism from the City Council.Plus: Pritzker calls on Stellantis to get moving on Belvidere reopening, Chicago hospitals cope with dwindling supply of IV fluid, JLL unit cashes out of West Loop apartments for $76 million, Don Wilson's crypto unit hit with SEC charges over $2 billion in trades and United adding international flights as leisure travel demand grows.

Trying to figure out how to pay for schools, CPS and CTU discover TIF. That's a lot of acronyms. Ben riffs. Dan P returns to talk climate change. In particular, MAGA's contradictory attitude regarding the impact of humans on climate. They don't believe there is an impact when it comes to heating up the world. But they do believe Dems are creating hurricanes. Also, Dan talks water issues in Chicago. Dan is a commissioner on the Water Rec Board.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Tax Increment Financing (TIF) districts are a type of economic development tool in which cities use a property tax increment to help finance development projects. A property tax increment is the amount of property tax generated above a base level, which is established when the city creates the district. We contacted the 10 largest cities in Kansas to generate a list of past and present TIF districts. From this list, we selected 6 districts to evaluate their economic costs and benefits. We selected 2 districts from Wichita, and 1 district each from Kansas City, Olathe, Topeka, and Salina. For each of these districts, we estimated the impacts they had on property values, taxes, development, employment, and crime. We also evaluated whether the costs to the city were recovered timely for these districts. We found that 3 of 6 districts did not recover their costs timely. Further, we found that most of these TIF districts likely experienced economic benefits from increased property values and taxes, increased development, or increased jobs. However, we were unable to directly compare these benefits to the costs because they could not be readily quantified. Whether a TIF district was worth its financial costs is often subjective and project-dependent. We also evaluated the school districts where these 6 TIF districts were located to determine what financial costs they may have imposed on those school districts. We found that all 6 TIF districts were too small in scale to have a significant negative impact on school district funding.

In this special episode of the Lake Forest Podcast, hosts Pete Jansons and Joe Weiss are joined by former Lake Forest Mayor George Pandaleon.

In this episode I am joined by Captain Scoot and we discuss Block 37 which was nothing better than a land grab which inspired a book and a BBC Documentary. Show Notes: Chicago Magazine: A Brief History of Block 37 Chicago Tribune: A look at Block 37's troubled past Chicago Magazine: The Block 37 Superstation: Chicago's Money Pit Chicago Tribune: Block 37 represents a painful missed opportunity Reddit Chicago Tribune: Block 37 developer sentenced to 3 years in federal prison for fraud NBC Chicago: Block 37: Show Me the Money (Again) NYT: Trying to Break the Jinx of Chicago's Block 37 NBC Chicago: After Long, Long Wait, Block 37 Is Open Chicago Reader: Mr. Big Spender Chicago Magazine: What Rahm Leaves Behind How Chicago's controversial TIF program took over a third of the city NYT: COMMERCIAL REAL ESTATE; Chicago's Block 37 Finally Becomes a Contender Here's the Deal: The Making and Breaking of a Great American City Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us a textStories discussed this week:TIF tiff: Downtown Little Rock Master Plan calls for controversial funding toolhttps://arktimes.com/arkansas-blog/2024/09/20/tif-tiff-downtown-little-rock-master-plan-calls-for-controversial-funding-toolCity board to vote on another master plan, mobile grocery stores next weekhttps://arktimes.com/arkansas-blog/2024/09/27/city-board-to-vote-on-another-master-plan-mobile-grocery-stores-next-weekSupreme Court refers Justice Courtney Hudson to judicial disciplinary committeehttps://arktimes.com/arkansas-blog/2024/09/24/supreme-court-refers-justice-courtney-hudson-to-judicial-disciplinary-committeeWe welcome your feedback. Write us at podcasts@arktimes.com

Kewanee Mayor Gary Moore joined Wake Up Tri-Counties to talk about the September 23, 2024, city council meeting. Mayor Moore talked about the 2024 road plan, the two water towers, rescinding an ordinance for a TIF agreement, the digital sign, and the demolition of 1105 Roseview Street. 

Tif, Mike and Beau share their thoughts on Kirk Cousins appearing to not trust his abilities after returning from an Achilles injury

Tif, Mike and Beau are joined by Mike Quick of WIP radio to preview the Falcons/Eagles matchup

Tif, Mike and Beau share their thoughts on Kirk Cousins comments as he addressed his Week 1 performance in Falcons' loos to Steelers

Tif, Mike and Beau share their thoughts on the Braves 5-1 loss to the Nationals that dropped them to a game behind the Mets for the final NL Wild Card spot

Tif, Mike and Beau share their thoughts on how much more the Falcons may have to rely on their defense on Monday when they take on the Eagles

Tif, Mike and Beau get into the latest college football news and headlines

Tif, Mike and Beau react to the Braves 12-0 win over the Nationals and Reynaldo Lopez exiting the game with shoulder tightness

Tif, Mike and Beau discuss how Kirk Cousins' having faced the Eagles throughout his career may be in favor of the Falcons on Monday

Tif, Mike and Beau get into the latest NFL headlines including Derrick Brown being placed on IR as he will be out for the remainder of the season

Tif, Mike and Beau play a round of which one Wednesday for Mike'd Up

Tif, Mike and Beau discuss the possibility that Kirk Cousins struggled in season opener due to not being 100 percent healthy from Achilles injury

Tif, Mike and Beau react to the latest NFL news and headlines including Aaron Rogers making his return to action in the Jets loss to the 49ers

El candidato presidencial venezolano Edmundo González, que llegó a España ayer tras pedir asilo político por la persecución a la que estaba siendo sometido en Venezuela, ha explicado hoy que salió de su país por cuestiones familiares, evidentemente, pero también para que se abra una nueva etapa en su país.Les hablaremos de la tensión entre Irán e Israel. También de los resultados en las presidenciales de Argelia y de la relación entre ese país y España. Sabremos cuál es la situación tras el paso del Tifón Yagi por China y Vietnam y charlaremos de la gira del Papa, esta vez con su visita a Timor Oriental. Además, tendremos una entrevista con el director de estudios de la Universidad Católica de Lisboa para hablar de inmigración.Escuchar audio

(01:37) - Carrie saw Greg speak at Chicago Seminars in 2013 - the topic was Million Mile Madness. (02:10) - The next summer (2014) Drew and Carrie were invited to the "Ann Arbor Art Fair Do". While in Ann Arbor, they met Greg for kayaking. (05:02) - Over the next few years, Carrie periodically did freelance projects for Greg (including an infographic about Redbird, layout design for the card page, editing YouTube videos for Greg's Necker Island visit, etc.) Read more about Greg and Carrie's Necker Island video partnership here: https://frequentmiler.com/necker-island-blogging-bloopers/ and read about how Greg booked Necker Island on points here: https://frequentmiler.com/how-to-book-a-free-week-on-necker-island/ (07:33) - After selling TIF in 2019, Carrie half-jokingly (but not joking at all), asked Greg if FM needed a web designer. (09:12) - Greg decided he was actually interested, but by then Carrie had started a UX/UI course and was considering that. The indecision was brief - by early 2020 she was part of the team. (10:17) - Here's a link to our Best Offers Page: https://frequentmiler.com/best-credit-card-sign-up-offers/ (14:19) - Carrie's first impressions Visit frequentmiler.com/subscribe to get updated on in-depth points and miles content like this, and don't forget to like and follow us on social media. Music Credit – Beach Walk by Unicorn Heads

Tiff and Dana walk through what onboarding is, and how to utilize your team to update and carry out the methods. The consultants touch on how to prioritize the onboarding schedule, what often is missed in the onboarding process, and why it's so critical to be systems-dependent instead of people-dependent. Episode resources: Reach out to Tiff and Dana Watch DAT Podcasts on YouTube Practice Momentum Group Consulting Subscribe to The Dental A-Team podcast Become Dental A-Team Platinum! Review the podcast Transcript: The Dental A Team (00:00.174) Hello, Dental A Team. We are so excited to be here with you today. I have Dana with me. She is my favorite person for this kind of topic. She's my favorite person to podcast with. Don't tell everybody else that, but I love podcasting with you, Dana. So thank you for being here, Dana. I'm going to pick your brain a ton on this subject. So I'm super excited. How are you today?   I'm doing good. Excited to be here. I love the podcast. You know what, Tif? I will be honest to say podcasting was always something that made me super nervous in the beginning. And I've grown to love it so much. And part of that is because I get to do it with you. thank you. I appreciate that. I really do enjoy it. I think I love getting my time in with you. And this is the best way that we can do it in our virtual company right now. So I love it. Thank you.   All right, Dana, today we are talking about some onboarding tips, which I think we have talked about this a lot. We just said that. We talked about onboarding a lot this year. There's a lot of podcasts that have gone out on onboarding or building out your operations manual. But today I kind of wanted to spin it. We won't take a whole super long time kind of diving into the operations manual side of it. But I really wanted to spin it today and talk.   about some systems that you've used Dana for practices. And I say this every time Dana is my operations manual guru. So I lean on you pretty heavily. I want to talk about first, I want to define onboarding. Number one, like what is it? What is it not? And then number two, I really want to talk about how we can utilize the team to effectively update onboarding and really carry it out because I think leadership or doctors like   they get a little stressed out about it. And I sometimes wonder if it's because we feel the weight of the new hire on us and we think we have to do everything. And it's just not always the case. So first, Dana, what would you define onboarding a team member into a dental practice as? Yeah, I think onboarding is the complete process of bringing on a new team member and training them from start to finish on all of their tasks, their job responsibilities, their job descriptions.   The Dental A Team (02:16.238) and culture pieces in the practice. So I always want to include that mission, the vision, the core values and onboarding them culturally too. And it includes all of the HR pieces. So are they attached to their benefits? Have we done their employment eligibility? All of those pieces are included in onboarding. Yeah, totally, totally. And I think you said like the successful part of it, right? And that really truly means   within that onboarding time period, whatever you choose that to be, we typically will say like a 30, 60, 90, so you have a 90 day onboarding protocol. But whatever that length of time is, that person, whoever it is that's onboarding, whatever position it is, should be able to carry out 80 at the low end, but I would say at least 90 % of that position's duty and be able to carry the KPIs that go along with that position to success. So successfully onboarding,   Like you, I love that word because it really, it really pulls out the trigger point of the onboarding. Cause I think often, well, number one in dentistry, how do we, how do we typically onboard? We're like, my gosh, you're a dental assistant. Fantastic. You have two weeks of experience. It's totally fine. Don't worry. Go sit in that room and he'll tell you what to do. You're going to be totally fine. Cause I've got five patients I need to go work with. So bye. It's just like, it's just training by fire and.   Sometimes it works and oftentimes it really doesn't. And I think you said something in your definition about culture and core values. And I think that right there creates a culture. I think it creates a culture of having to move too fast for one, like this rush, this sense of rush. And I think it creates a culture of not always getting the support.   that you might want or need and it can make someone feel that I'm just like surmising and making assumptions, but I can only assume that it could make someone feel a little less than, like inadequate because they're like, I'm supposed to know these things, but I don't. So successful onboarding, I love that. Dana, what do you define for your clients that you do this with? How do you help them, I guess not define, but how do you help them figure out   The Dental A Team (04:38.029) what goes into those months? Because we do typically do a 30, 60, 90. And I think everyone in the dental industry is like, you have your 90 days. If we don't like them, we got to get rid of them before 90 days. And I think somewhere along the way, somebody just made this up. But how do you create that with them in that 30, 60, 90, depending on the position that they're taking on? Yeah. Well, I talk about this a lot right now because I feel like   Dental teams right now are already understaffed. And so then when they get a new team member finding the capacity within the team to train, having this onboarding system really helps because once it is done and built successfully, that team member should have a resource to do some independent training too, and not feel like they just have to be thrown in, that there are support pieces in place for them too. So usually what I do is, okay, let's take everything that this position does and what is essential.   for that team member to know within the first 30 days, then 60 days, then 90 days. So you're basically prioritizing the order in which you train things based on necessity of what are the things. So let's use a front office team member, right? If we have a check -in person, we want them to know how to greet a patient. We want them to know how to confirm an appointment. And we want them to know how to take a phone call and schedule, right? Like those would be the first essential pieces. We would want them to do that way before we would want them to maybe learn how to present a treatment plan.   Right? They're the greeter. So what is essential for them to learn in the first 30 days, 60 days and 90 days that then really kind of starts mapping out your training plan? Yeah. Yeah, I love that. I love what you said. I love the essential pieces like what is essential for that person. And then those tie back then to basically the goal of that position. So if you're like, what's the goal of your check in your greeter? What's the goal of your billing department? Because if you can see that clearly, if you're like,   check -in greeter, you want them to create the warmest welcome and create the atmosphere that you guys are portraying as your patient experience and that it's the first phase of the practice, the first phone call answered. Like now you know, okay, I've got to dial in, not necessarily even the system, like the operating software. I'm going to spend some time there, but more importantly, they need to know how to present themselves.   The Dental A Team (06:58.125) They need to know how to speak to people and how to engage. So I love that the essentials. And so then we've got the essentials, maybe I would say, and maybe you can tell me what you would do. I think if I was looking at essentials for the first month, because they're also learning, they're always learning our practice. They're learning our culture. They're learning our team members and our patients. So maybe like three to five items that would be essential for them to get really good at. So then by that 30 days.   they should be masters at those three to potentially five. I think three probably feels the best, but they should be masters at those three things. So this person that you have described should be fantastic at making eye contact and greeting the patient as soon as they come in. They should be fantastic at answering the phone and helping at least figure out where that phone call needs to go and be able to speak to the patients. And they should be fantastic at calling to confirm appointments that have been unconfirmed on the schedule. Yeah.   Yeah, no. How do you how do you set up? So okay, so we've got our essentials. How do you set up from there? So then from there it is just really what's the next layer? What is the next level of things for them to learn that are their responsibilities? Then that goes in your 60 days. And that is probably a longer list, I'd say more of like, like 10 things, right, but then go on the 60 day portion. But it's just what is the next layer for them to know and aren't maybe necessarily the most essential.   but are still pretty important for them to own at that 60 day mark. Yeah, I love that. I love that. Okay, so we've defined your onboarding. We've kind of talked about how do we get there. I love the idea of taking their duties, their goals and their duties of the job position. So you can pull your job descriptions if you guys have our version of the operations manual you guys know, or maybe you don't know and you need to know. If you download those in your back office, then   You have a table of content for every single position within the practice that we've created. And you can pull that and utilize that in the job flow to pull these, to extract these duties out to create that 3060. There's also a 306090 in there, but you can make it your own and figure out what you want it to be. Something that I love doing with practices is really attaching a trainer to a duty.   The Dental A Team (09:22.477) So it doesn't have to be one person. I remember when I was in office, I was like, gosh, I love the idea of not being short staffed and having someone to help, but I hate the idea of me having to train them start to finish because I don't have the time for it. So I have a lot of practices and Dana, I think you do this too with your clients that will look at, okay, well, I need you to learn how to greet the patients. Who's gonna be the best person?   to teach you what that looks like because they're really good at it. And I'll have practices go through and it might be a dental assistant that's teaching a front office hire on how to present themselves in front of patients because she might be my best at that specific thing. So sometimes it's like completely feeling outside the box, but it's satisfying and fulfilling the training. And then also when you tag that in the 30, 60, 90 breakdown that you give them, they know   who they can go to for that thing. And then that person knows what they're responsible for. So when you do your check -ins, when you do your 30 day check -in or if you're doing weekly check -ins, I have a lot of practices doing that for the first 30 days, you have that trainer there to say, yes, they're passed off. Yes, they did it. And you have the trainee there to say that person helps me. So I love doing it that way. Now that's one way I think to get the team more invested and involved in the onboarding.   so that it's not all on one person, but refining the onboarding. Dana, I know you, again, you do this constantly with teams. You work with a lot of teams in general. How do you get the teams involved in the refinement process and the creation of that onboarding for those new positions?   Yeah, and I think that this is probably not the best part of this topic, but the part that gets missed often that I think like this podcast is unique on is that usually offices is like, yeah, well, we created our training plan. Here it is. And they never touch it again. Yeah. And now they're trying to onboard someone five years later and they no longer have this patient communication system. They no longer have this.   The Dental A Team (11:32.205) software system, they no longer put their x -rays in this system, right? And so then it's like, well, you spent all this time and yeah, that's great. But now we decided we're gonna pull it back out to use it. And it's not really that usable because we haven't updated it. So I think for the team getting buy -in in that when these things are updated and they are easily usable, it makes it so much more streamlined when we do bring on a new team member.   So just like when I do a lot of operations menu and we say, hey, update your operations menu every year, don't forget your onboarding pieces because a lot of things can change in a practice in a year's time. And so making sure that when you bring on a new team member going down through the 30, 60, 90 and like, do we still do that? Do we still do an automated read care system? Do we still send out reactivation letters? Do we still send out postcards?   Like those things that constantly change, we want to make sure that that's not still on our onboarding card because we don't want to spend time training or hunting or having a new team member hunt for resources on something that we don't do anymore. Yeah, that's brilliant. That's brilliant. And I love the idea you said.   As we're updating our operations manual yearly, having those people within that position go through the 30, 60, 90, which kind of feels weird, right? As a team member, like I'm updating what would onboard for my position. So like it feels weird and it feels like am I setting myself up for somebody to take my job? which is a scary space. I know we all live there within our, within our positions of wherever you're at. So caveat there, don't stress out. It's just to make sure that everything's, everything's always duplicatable.   And one, you should never be content with where you are. You should always be looking for growth. Like a human nature is to grow. Human nature is to learn. Human nature is to become something different than you are today. When we get content or complacent in life, we tend to not be as happy, joyful, or like moving forward. So always be looking for that next step. Now,   The Dental A Team (13:40.781) If that's the case and you're checking or insurance verification or whatever in your practice, could you learn TC? What would that look like? What is that onboarding, right? And then guess what? Maybe you level up and you start learning to treatment coordinate in your practice. Somebody's gotta fill your shoes, right? And also,   Maybe the practice grows, you guys. I see this constantly where the practice is in growth mode, major growth mode, and we've got to add another person that does maybe another treatment coordinator. We've got one rock star treatment coordinator. She's not going anywhere, but I need someone who can do what she does. And if we haven't updated her 30, 60, 90, she's training that person, period, I'm done. I'm not touching it. If she hasn't updated it, for lack of us knowing we needed to or for   fear of being replaced, she's got to train this person on her own now because nobody else knows those pieces. She's the only one that holds it. So I think Dana, kind of what you're speaking to, and maybe, maybe you can pull out better words, but I think what we're speaking to here and what you're saying is don't be people dependent, be systems dependent. And so to the doctors, don't be people dependent, be systems dependent, because you just never know.   Right, Dana? You've seen that, right? We've seen a lot of turnover this year. We've seen a lot of turnover. We've seen a lot of need for cross -training because of turnover. And let's face it, we want our team members to be able to maybe take a vacation and emergencies happen and things come up and people somehow sometimes have to be replaced or shifted in those times, especially now more than ever. Yeah. Yeah, I totally agree with that. I totally agree with that. And I've got a practice we talked to.   Nicole, one of our, one of our prized possessions here on our team, we had a call yesterday with a client and his goal, he is a young, like driven doctor. And I love my calls with him because he is just passionate about what he's doing. And he's like, I want to make 10 million in 10 years. That's what he wants his.   The Dental A Team (15:52.301) practices to collect. So he's, he's got a couple of practices now he's buying more, he's vetting associates and then figuring out where they want to be and buying a practice where they want to be. I thought that was brilliant. side note, but he's looking to grow. And I'm like, if we don't have these positions, so if the practices you have don't have these manuals dialed in the 30, 60, 90 dialed in, it's going to be really difficult.   to transplant, pick up and transplant into that next practice or to grow. We've got one practice that they're like, we're adding more operatories to it. Well, guess what? You add more operatories, you add more assistance, you add more hygiene, you need to add more front office too. So some positions are going to be potentially duplicated.   within your practice. And I think too, you know, there's practices that I know Dana, you work with some too, that have extended hours. So they've got like two shifts of team members. So there's literally two people doing the same job sometimes in the same day and they just kind of like pass it off. So I think that's brilliant to make sure that it's done. So getting the team invested in refining is like you said, having them go through their jobs.   and making sure that everything's updated, making sure that 30, 60, 90 is also updated. And then Dana, do you ever have, when they're refining these, because I know we do it in the beginning when you first built your operations manual, but do you, when they're refining them, have them trade their operations manual portion with a different employee or team member in the practice? Do you do that? Yeah, I do that all the time. And that really just says, oftentimes team members don't understand how much we have to break things down, right? Because   their experience now they've been in the practice they know the system inside and out. So then when they go to document it, it is a more simplified version of that if I walked in with no experience, and can I do the task? So I have them trade so that can somebody who doesn't know your position do that tray setup or   The Dental A Team (17:47.757) present that treatment plan or schedule that type of appointment in a different department to truly say, do I have this broken down enough that if I had to independently hand this to an assistant while I hopped into due chair side with doctor, they can do the task independently. Yeah, yeah, that makes sense. And then I bet when that happens, there's holes to be found. Yeah, because I know if I went, you know, into any practice right now, I'm a trained dental assistant, and I might think I know how to do it. But I might   totally bought to trace that up and have all kinds of questions even based on a picture that I saw like can't find this instrument and I have no idea what this is. I remember when I was first learning to dental assist and my doctor was like give me the plastic. I'm like these are all metal, what are you talking about? But it's the like flat end composite one for anteriors and he just kept giving me the plastic. I'm like why are you calling it that? It is not plastic.   And so there's just like so many misunderstood words that to someone and I do that a lot where I'm like, I can't wrap my mind around how you're not understanding what I'm saying because I don't know any other way to say it. So sometimes just allowing the other another person, another point of view to look at something and say, this is how I'm interpreting this. And if you're wanting something different, maybe we should word it this way helps me a ton, a ton. And I know as we're onboarding, even in our company,   there's been a lot of times where it's like, Hey, if it looks like this, it might help this. I'm like, great, great. I love that. So, okay. So Dana, I want to talk about just some like pros and cons real quick. So what are some things that you've seen fall apart for practices that didn't have onboarding tools ready when they hired? What would that look like? So if our dentists today were like,   I'm not, you guys are crazy. I'm not doing this. I'm not putting the work in. What could they, what could they expect? So usually what I see is just a much lengthier onboarding process. So we've got team members that are onboarding and it's at six months and they're like, they still don't know how to do this, this, this, and this. Well, were they ever trained on this, this, this, and this? Because sometimes in, in dentistry, right? We might do one thing and then we don't do that thing again for months.   The Dental A Team (20:13.293) right, or we don't touch it for weeks. And so for a new person to watch something one time and then remember how to do it and do it independently six weeks later when we're asking them to do that, it will feel as if they aren't making any progress or they only know half of their job. My hunch is they were probably only trained consistently on half their job because we don't have a list of things that we're keeping track of that we know.   This person has been taught this. They were trained on it by this person on this date and they said they could do it independently. Yeah. So we're missing that accountability piece. Yeah. I think you're right. It made me think too of how many times I've had doctors say she just sucks. She sucks. She can't do it. I'm like, well, what isn't she doing? Like, what's just nothing. She just, she's not doing anything. I'm like, well, what, what are you expecting her to do? Well, show up. Okay. What does that mean? So it's like almost like   without the onboarding processes, without thinking about the onboarding processes and really defining what that looks like, it's almost impossible to say if that person is truly working or not. If their personality is not working and they're just a lump on a log and it's just, you know it's not gonna work, I think that's very different. But if you're trying to say that somebody's not fulfilling the roles of that position, but you're not even super clear on it, it makes it really hard to be able to say. And I think, Dana, when you said it makes it a lot longer,   Right. That's where doctors come to us and they're like, how long, how long should I keep someone before I know that it's time to get rid of them? And I think that helps clarify it as well. So doctors, I would say based on what Dana said, what I'm getting out of that is if you're in that situation, look at your onboarding. If you've ever had that situation and you have onboarding, look at your onboarding. If you don't have onboarding, go do your onboarding. because I think the flip side of that Dana, and maybe you agree is.   like ease of accountability. It's easier on the team. And I think splitting it up, splitting the training up between the team members makes it easier on the team. And I think that it, I think it truly helps the culture fit of that individual for your practice. So they become a better team member than maybe they would have before. They may have worked out either way, but I think they become a better team member all the way around.   The Dental A Team (22:28.845) I agree, I think you can think of like any position that you've had where the onboarding process isn't that smooth. It's like, I don't know how I can win, I don't know what I'm supposed to do, and it's super stressful. Even for the new team member. So yes, it is stressful for the team and finding time to train and finding time to follow an onboarding system, but it is just as stressful for a new team member to come into a practice and try to learn all of their systems within that first 90 days.   So it sets clear expectations for both sides and it also reduces stress for both sides too. Yeah, I love that. Good. Okay, Dana, this was huge. Thank you for all of that information. I knew you'd have the tips that I needed. So Dana, add if you think of any too, but I'm thinking, I did write down, break down what's essential. So I think first and foremost, you said to...   pull out your operations manuals, look at what it is that that position does, so what's the goal of their position, what are the duties that they do, and then pull out like three, five tops, but probably about three things that need to be done essentially first. So what are those first essentials, that's your 30 days, and then layer on from there. So if you don't have an onboarding process already, I would have your team members start pulling their operations manuals for their positions.   and going through that, what's essential for this position to learn and then how do we layer on top of that? That's how you get your team involved. If you have these onboarding processes already, get your team involved and maybe like Rochambeau and just what you have now, give your position to someone who doesn't typically do your position and then flip -flop and see where those gaps are because that's where you're gonna be like, they'll say, well, well.   What's weave? You're like, my God, we haven't used weave in years. We have Modento. Or what's this? What's that? And you're like, my gosh, OK, got that, got that. So you can highlight those areas. So I think pull those operations manuals, pull those 30, 60, 90s, and have the team start helping to refine them so that you know your systems and processes are correct. So Dana, you're incredible. Thank you for being my onboarding and operations manual guru. Our team really honestly relies on you a lot for that. So thank you. I appreciate you.   The Dental A Team (24:36.621) Yeah. All right, everyone, go do your things. Go do all the things. Let us know how it goes. We'd love to hear from you. If you need help, if you need an operations manual, you don't have one, you don't know how to get a hold of one, Hello @ TheDentalATeam .com. We can send you the resources and links on how to find our operations manual and what it looks like to have that. So if you need help with it, reach out, Hello @ TheDentalATeam .com. And we have...   consultants that are ready to help you get the best operations manual of your life. We appreciate you, we value you, we value your feedback, so leave us a five -star review below so we can hear how implementable this was for you and we'll catch you next time.