Podcasts about tough decisions

This episode recorded live at the Becker's Rural Health Leadership Summit features Dallas Killian, Chief Operating Officer, East Adams Rural Healthcare. He discusses guiding a rural hospital through financial challenges, the importance of transparency and community trust, and how empowering teams to help solve problems can create sustainable paths forward during times of uncertainty.

Steve, Jeff, and Hoss discussed their observations from the Saints' mandatory minicamp. The guys highlighted the team's competitions at tight end and running back. Jeff Duncan, a columnist for The Times-Picayune, joined Sports Talk. Duncan recapped the Saints' offseason workouts. He shared his thoughts on Tyler Shough, Alvin Kamara, and Cam Jordan. Duncan also reviewed the Saints' decision to be cautious with injured rookies.

Are you a high achiever who prides yourself on always following through and making things happen, no matter what? Do you routinely stretch your capacity to the limit, while wondering if "pushing through" is truly the only way to sustain your success? Have you ever felt an uncomfortable tension between a goal you committed to and what your life, health, and values are actually asking of you right now?In this transparent and behind-the-scenes episode, I share a vulnerable update regarding the upcoming Portfolio Career Academy. After mapping out my program launch for the end of June, I made the difficult but intentional decision to push the start date back to September. It wasn't an easy pivot for someone used to executing on a deadline, but a powerful realisation about my son's final summer before high school forced me to pause. This personal shift serves as a reminder for every ambitious woman: your career is meant to serve your life, not the other way around.Yet so many of us treat a change of direction as a flaw rather than a strategic recalibration. We keep driving forward out of habit or fear of what others will think, waiting for the right time to rest rather than recognising that the season has already shifted.What you'll learn in this episode:Changing your mind is a decision, not a failure. We often carry immense guilt when we pivot, delaying a goal and misinterpreting it as a lack of discipline. In reality, choosing a different path based on new information is an act of leadership. It is an opportunity to acknowledge that your priorities have evolved, and you do not need to apologize for doing what makes sense for your current season.The critical reality of capacity management. Building a portfolio career and managing multiple income streams is an asset, but it requires radical honesty about your time and energy. When balancing various consulting contracts and projects, understanding how to scope your time and lean on both professional and personal support systems is essential to protect your wellbeing before burnout takes over.Protecting what matters is the ultimate point. When faced with a difficult choice, your core values must act as your decision criteria. "Pushing through" to deliver a project at the expense of your energy, family, or the integrity of your work is a cost too high to pay. True career clarity means knowing your non-negotiables, setting up your safety nets, and honoring your boundaries with confidence.Ready to build your additional stream of income with intention? The Portfolio Career Academy start date has officially moved to September 7th. If you are ready to diversify your income and build your own safety net before you need it, book your fitting call today to explore if the program is the right fit for you after the summer.Send us Fan MailInvest in Yourself and Your Career:Community — Join our Network for mid-career women redesigning what's next in their careersCoaching — Apply for The Portfolio Career Academy. Turn Your Expertise Into Multiple Streams of Income & Impact Through Building A Portfolio Career. Connect with me!Website: careerchangemakers.comEmail: podcast@careerchangemakers.comLinkedIn:  Janine EsbrandInstagram: @careerchangemakerspodcastCareer Change Makers on Apple Podcasts

Andy Burnham's victory in Makerfield makes him Labour leader and prime minister in waiting. How will the next days and weeks play out?Keir Starmer has said he will stand in a leadership contest if one is triggered. So does that mean a bloody contest rather than a coronation?In a special episode recorded live on Times Radio with Ed Vaizey, we go through the possible scenarios.And if Andy Burnham does become prime minister, what will he do with power? Who will be in his cabinet? We're told that Shabana Mahmood has turned down the offer of chancellor and will stay as home secretary. Is Ed Miliband still a likely candidate for chancellor? And what to do about Wes Streeting?We also look at the Conservative win in Aberdeen South. Is this a green shoot for the Conservative Party?And will the Makerfield result prompt some soul searching in Reform UK?Ed Vaizey, presenter, Times RadioSteven Swinford, political editor, The TimesLara Spirit, deputy political editor, The Sunday TimesProducers: Harry Kitson, Erin CarneyExecutive producer: Molly GuinnessPicture: Getty Images00:00 - Intro: "They're Going to Have to Drag Him Out"00:20 - Welcome to The State of It: The Makerfield Shockwave00:56 - An Extraordinary Result: How Andy Burnham Defied Political Gravity03:00 - "Vote Burnham, Get Starmer Out" Campaign Strategy04:05 - Keir Starmer Strikes Back: Leadership Contest or Coronation?06:37 - Starmer's Response: "I'm Not Going to Walk Away"07:14 - Inside Starmer's Bunker: Refusing an Orderly Transition09:16 - The Secret List: 80+ MPs Backing Andy Burnham11:06 - Nigel Farage's Disappointment: Reform UK Share Drops12:00 - Kemi Badenoch's Tories Resurge in Scotland13:04 - Did Reform UK Choose the Wrong Candidate?14:04 - The Identity Schism Deepening Inside Reform UK16:00 - What Does an Andy Burnham Premiership Actually Stand For?17:48 - Tax Overhauls: Radical Land Tax vs. Council Tax18:38 - The NATO Summit and the Defense Investment Plan Dilemma21:00 - Tough Decisions on Welfare Cuts and Benefits23:16 - The Power Brokers: Louise Haig & Anneliese Midgley24:40 - Cabinet Secrets: Ed Miliband vs. Shabana Mahmood27:12 - Shabana Mahmood's Hardline Immigration Reforms28:22 - Wes Streeting's Defiance: Forcing a Platform Battle?32:38 - What Happens to the Hardcore Starmer Loyalists?This podcast was brought to you thanks to subscribers of The Times and The Sunday Times. To enjoy unlimited digital access to all our journalism subscribe here. Hosted on Acast. See acast.com/privacy for more information.

Hey gang, unfortunately Rand's power is out thanks to the tornado hitting Chicago and the surrounding area, so we're rocking a solo show ahead of the regular XB2 410 likely for Monday. I got the XB2 Patreon Q&As here too!

Dennis Cox & Chris Lea discuss how Carolina Panthers general manager Dan Morgan and head coach Dave Canales have tough decisions to make when it comes to who makes the team from the wide receiver room, and if David Moore is a lock to make the roster. Panthers Playbook is sponsored by Wake Orthopedics.

The Astros took 2 of 3 from the A's but Mike Burrows continues to be stung by the home run bug. Players returning from the IL present some challenges that Joe Espada will be tasked to address. There's never been a more critical stretch to stack wins than over these next 3 series.

Ali Mac, Mike Johnson, and Beau Morgan let you hear Atlanta Falcons tight end Kyle Pitts talk about how Falcons President of Football Matt Ryan is still the leader of the Falcons just in a different way, and explain why they think Matt has already had to make some tough decisions as the Falcons President of Football.

This week we talk about COD Modern Warfare 4 being revealed, XBOX's boss making tough decisions, Epic unveils Unreal Engine 6, Steam Deck price hikes and much more. Click this link for my socials, all of my other content and ways to support: https://linktr.ee/baundiesel #MW4 #XBOX #UE6

Bump and Curtis are in talking with Mariners analyst Ryan Rowland-Smith about the Mariners’ needing to make some tough decisions in the piggyback situation, then in Four Down Territory the SEC needs to pump the brakes on separating from the NCAA, the Seahawks’ are taking care of business with their offseason moves, then on The Timeline the controversy surrounding the Patriots and HC Mike Vrabel continues.

Budget uncertainty, pay debates, and retirement delays are shaping real decisions for federal workers right now. That's affecting whether people stay, leave, or retire—and how stable the workforce feels day to day. John Hatton, staff vice president at NARFE, joins us to explain what's driving those challenges and what they mean for the workforce.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We had the pleasure to interview Blue Jays President & CEO Mark Shapiro on our latest Blue Jays Today podcast. We ask Mark about the current play of the Blue Jays this season, as well as what goes on behind the scenes when it comes to making big roster decisions. Let's talk ball with Mark Shapiro on Blue Jays Today!LEGEND:0:00 - Intro1:13 - Hall of Excellence & More4:10 - Does Mark Still Experience Baseball As A Fan6:19 - Has This Job Changed Mark Personally8:58 - Mark and His Readings11:09 - How Does He Feel About The Season So Far13:52 - What's the Identity of This Team?14:57 - What's Been Good and Bad About This Team?17:07 - Kazuma Okamoto and His Impact18:56 - Blue Jays Social Media Team21:20 - The Trade Deadline22:45 - Tough Roster Choices Fans May Not Like25:42 - What's A Lesson You've Learned About Leading?29:20 - Favorite Team To BeatJoin this channel to get access to perks:https://www.youtube.com/channel/UCG_WmS_YNdmB4vCxu13bSNw/joinGet Blue Jays Today Merch Here: https://nationgear.ca/collections/blue-jays-todayASK US QUESTIONS using the Google Form below & we'll answer them live on the show! https://docs.google.com/forms/d/e/1FAIpQLSeXCct-K0KJNfoVrjo2NCqP4tFHQPWBaoNAAr5aFbRTsVkdUg/viewform?usp=dialogFollow Us On Social Media:Instagram: https://www.instagram.com/bluejaystodaypodcast/ Nick's Instagram: https://www.instagram.com/nickpaleolog/Adam's Instagram: https://www.instagram.com/adamjpeddle/Twitter: https://twitter.com/TodayJays Adam's Twitter: https://twitter.com/adamjpeddleNick's Twitter: https://twitter.com/NickPaleologListen To Our Audio Podcast:Spotify: https://open.spotify.com/show/5SFlBTECwLiOSM414Ufp4z Apple Podcasts: https://podcasts.apple.com/ca/podcast/blue-jays-today/id1679057098Join Our Discord: https://discord.gg/Z4CCXPWcffSUBMIT TO OUR MAILBAG: https://docs.google.com/forms/d/e/1FAIpQLSeXCct-K0KJNfoVrjo2NCqP4tFHQPWBaoNAAr5aFbRTsVkdUg/viewform?usp=dialogThanks to our Partners:Sports Interaction - http://www.sportsinteraction.com/BJNReach out to sales@thenationnetwork.com to connect with our Sales Team and discuss opportunities to partner with us!#TorontoBlueJays #BlueJays #BlueJaysNews #FreeAgents #FreeAgency #FreeAgentRumors #MLBRumors #TradeRumors Hosted on Acast. See acast.com/privacy for more information.

This is a very hard one for me.

Today on the Uplevel Dairy Podcast, Peggy Coffeen interviews Greg Shoemaker, Cargill's Commercial Director for North America Dairy Nutrition, about leading teams that support dairy producers through nutrition strategy, technology, and on-farm partnership across the US and Canada. Shoemaker shares how his path from rural Pennsylvania roots to a career as a US Army Ranger shaped his leadership approach today ensuring dairy farmers' success.Greg details the power of building trust, clarity and acting as a multiplier by removing barriers. He discusses learning from mistakes, investing in culture during normal times to withstand hard times, maintaining composure under stress, and adopting an “infinite game” mindset focused on long-term success in dairy.This episode is brought to you by Cargill Dairy Nutrition.No two dairies are alike, Cargill Dairy doesn't expect them to be. When your dairy faces challenges, you need a partner with an original approach. Cargill has their own world-class research labs, developed their own proprietary nutrition software, and fostered an original team approach… all to deliver profitability on YOUR terms. Partner with a nutrition company as original as you are: cargillanimalnutrition.com/original02:31 Greg's Role at Cargill03:40 What Army Rangers Do05:08 From Military to Cargill07:16 Life in Dairy Consulting08:59 Mission and Values Leadership12:38 Building Culture and Trust15:49 Leading Under Pressure19:18 No Decision Is a Decision21:35 Infinite Game Mindset25:10 Better Questions Better Leadership26:20 Execute Iterate Lesson27:51 Vision for the Team29:11 Rallying Through Tough Times33:49 Morning Routine and Journals35:43 Nonnegotiables and Balance37:11 Hardest Leadership Lesson39:16 Purpose in Dairy Industry40:50 Rapid Fire Leadership Round47:18 Problem Solving and OODA Loop

The FF Dynasty, Season 10, Episode 13: Casey + Big Co breakdown the top 5 Toughest Dynasty Assets to nail down Trade Market Values…for your Dynasty Fantasy Football pleasurrre -- Help us build The FFD Crowdsource Ranks! https://theffdynasty.com -- In Memory of Randall "Memphis" Young donate to the family - https://gofund.me/b06e20329 -- Free ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ + ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Discord⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 5 Star Contest ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Insta⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ --

This week on Hacks & Jacks, Scott and Brett talk about the most recent iteration of the Hitter List. St. Louis Cardinals outfielder Jordan Walker is showing true signs of a sustained breakout while Cleveland Guardians second baseman Travis Bazzana is doing a lot of things that Scott likes, too! Meanwhile, sure-thing third basemen Matt Chapman and Bo Bichette are hamstringing fantasy managers with their respective lacking production. Will either of them turn things around or are we going to have to cut bait, lick our wounds, and try to find a waiver wire replacement? Join Our Discord & Support The Show: PL+ | PL Pro - Get 15% off Yearly with code PODCASTProud member of the Pitcher List Fantasy Baseball Podcast Network Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The WIP Morning Team shares how they will be altering their Thanksgiving plans now that the NFL has officially announced the Eagles will play the Cowboys in Dallas on Thanksgiving Day at 4:30pm ET. They also ponder some of the tough decisions facing the Sixers as they head into the offseason with a ton of question marks and the Phillies turning the page to a new series in Boston.

Who's next in line for a Packers payday? CHTV contributor Mark Oldacres joins Aaron to discuss his latest piece analyzing the players Green Bay should prioritize locking up long-term.The two take a look at who might be playing out their final year in Green Bay and how positional value, scheme fit, and future cap planning shape Brian Gutekunst's next moves.Be sure to read Mark's piece here: https://cheeseheadtv.com/blog/examining-the-status-of-packers-entering-contract-years-in-2026-103

The reality of building a career in founder-led businesses and then stepping into leadership yourself.   Today's guest is Georgina Kirby, General Manager at Kari Traa.   Georgina is an experienced outdoor industry leader with over 20 years in premium brand-led businesses. She's built her career across fast-growing, founder-led brands and now leads the instantly recognisable base layer brand, Kari Traa, part of the PE-backed Active Brands.   Her background spans senior marketing and general management leadership roles at brands including Icebreaker, Le Chameau, and Bradshaw Taylor, where she has worked across strategy, brand development, and commercial delivery.   We talk about working with founders, the energy, the pace, and the freedom that comes with it, but also the challenges that sit underneath that, and how those early experiences shape the way you lead.  People and decision-making, especially hiring, getting it wrong, spotting it too late, and what it costs the team.   As you move into more senior roles, expectations increase, the environment becomes more structured, and imposter syndrome doesn't really disappear even at a senior level, but instead becomes something you learn to manage through preparation and awareness.   We also spend time on something that doesn't get talked about enough: balancing ambition with life outside of work. Georgina shares her experience stepping back at points in her career, navigating personal challenges, and what she's learned about support, flexibility, and the environments that actually allow people to perform well.   If you're leading a team, working with founders, or stepping into a bigger role yourself, there's a lot in here that will feel familiar. Episode Highlights [00:00] Stepping into leadership while relocating your entire life [02:20] What Kari Traa actually is beyond a base layer brand [05:46] Learning retail from the shop floor at live events [10:38] When founder energy drives chaos and rapid pivots [16:11] Why global leadership is about communication, not language [20:21] The upside and volatility of working with founders [26:29] Moving from founder-led speed to private equity discipline [30:01] Why good leaders fail by not acting fast enough on people issues [33:41] What she would do differently in hindsight (career advice reflection) [35:59] The hardest leadership mistake: keeping the wrong people too long [41:21] The hidden cost of underpricing yourself as a leader [45:05] Imposter syndrome doesn't disappear, it just gets managed Notable Quotes “The best thing about founders is the passion. The hardest part is managing the emotion that comes with it.” Georgina “You don't need to be perfect as a leader. You need to create clarity and bring people with you.” Georgina “Imposter syndrome never really goes away, you just get better at managing it.” Georgina “If someone isn't the right fit, waiting too long helps no one.” Georgina “You can step back in role, but you don't have to step back in value.” Georgina Episode Takeaways Working with founders brings energy and purpose but also complexity Hiring decisions have a huge impact, and timing matters more than you think  Culture and people drive performance more than strategy alone Imposter syndrome is normal even at senior levels Preparation and clarity are key leadership tools Career paths aren't always linear and that's okay The right environment and support system make a big difference Great teams are built through diversity of thinking, not similarity Our Host   Dan Trapp is the Founder of Sports+Outdoor Search recruitment business and host of the Sports+Outdoor Mentors podcast.  With 30 years of leadership experience in the sports and outdoor industry, he has built and led global teams and, more recently, developed a strong reputation for helping brands and retailers source, assess, attract and retain exceptional leadership talent.  Having lived and worked in the UK, Switzerland, France, and Finland, for businesses owned by stakeholders from North America, Europe, and Asia, Dan brings a global lens to every conversation. On the podcast, he connects with industry leaders to share the real lessons, hard-won insights, and career advice shaping the future of sports and outdoor.  When he's not working, you'll usually find him having fun on the trail, water or snow with his family. Resources and Links Sports + Outdoor Mentors Podcast YouTube Georgina Kirby LinkedIn Kari Traa Dan Trapp Website Linkedin Subscribe to Sports+Outdoor Mentors for more insights on leadership, culture, and mentorship in the sports and outdoor industries.

Big K Morning Show Hour 1: Tough Decisions Need to Be Made full 1335 Thu, 07 May 2026 10:58:27 +0000 COdcc0FvMWTwNe6FRDJX2DUQcsdObndb news The Big K Morning Show news Big K Morning Show Hour 1: Tough Decisions Need to Be Made The Big K Morning Show 2024 © 2021 Audacy, Inc. News False https://player.amperwavepodcasting

Chair of the Orange County Commissioners Jean Hamilton speaks with 97.9 The Hill's Brighton McConnell on Wednesday, May 6. The post Orange County: Details of the Budget Presentation and Tough Decisions to Make — (May 6, 2026) appeared first on Chapelboro.com.

A compilation of standout moments shows how Julian Dorey and Matt Cox turned chaotic stories, failures, and unlikely conversations into a platform that not only changed their own lives but ended up impacting and inspiring others in unexpected ways. ⁣ ⁣ Julian's links - ⁣ https://www.instagram.com/julianddorey/⁣ https://www.youtube.com/@JulianDorey⁣ https://linktr.ee/Juliandorey⁣ ⁣ Do you want to be a guest? Fill out the form https://www.insidetruecrimepodcast.com/apply-to-be-a-guest⁣ ⁣ Go to GoodRanchers.com and use code INSIDE to get free meat for life, plus $25 off your first order.⁣ ⁣ Send me an email here: insidetruecrime@gmail.com⁣ ⁣ Do you extra clips and behind the scenes content?⁣ Subscribe to my Patreon: https://patreon.com/InsideTrueCrime ⁣ ⁣ Check out my Dark Docs YouTube channel here -⁣ https://www.youtube.com/@DarkDocsMatthewCox⁣ ⁣ Follow me on all socials!⁣ Instagram: https://www.instagram.com/insidetruecrime/⁣ TikTok: https://www.tiktok.com/@matthewcoxtruecrime⁣ ⁣ ⁣ Do you want a custom painting done by me? Check out my Etsy Store: https://www.etsy.com/shop/coxpopart⁣ ⁣ Listen to my True Crime Podcasts anywhere: https://anchor.fm/mattcox ⁣ ⁣ Check out my true crime books! ⁣ Shark in the Housing Pool: https://www.amazon.com/dp/B0851KBYCF⁣ Bent: https://www.amazon.com/dp/B0BV4GC7TM⁣ It's Insanity: https://www.amazon.com/dp/B08KFYXKK8⁣ Devil Exposed: https://www.amazon.com/dp/B08TH1WT5G⁣ Devil Exposed (The Abridgment): https://www.amazon.com/dp/1070682438⁣ The Program: https://www.amazon.com/dp/B0858W4G3K⁣ Bailout: https://www.barnesandnoble.com/w/bailout-matthew-cox/1142275402⁣ Dude, Where's My Hand-Grenade?: https://www.amazon.com/dp/B0BXNFHBDF/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1678623676&sr=1-1⁣ ⁣ Checkout my disturbingly twisted satiric novel!⁣ Stranger Danger: https://www.amazon.com/dp/B0BSWQP3WX⁣ ⁣ If you would like to support me directly, I accept donations here:⁣ Paypal: https://www.paypal.me/MattCox69⁣ Cashapp: $coxcon69⁣ ⁣ CHAPTERS: ⁣ 05:00 - Growing Up, College & Not Knowing the Path⁣ 10:00 - Wall Street Reality & Creative Misalignment⁣ 18:00 - Walking Away From a Stable Career⁣ 25:00 - Early Hustles & Rejections ⁣ 35:00 - The Spark to Start⁣ 45:00 - Going All-In⁣ 55:00 - Building the Podcast ⁣ 1:10:00 - Early Episodes, Mistakes & Finding a Style⁣ 1:25:00 - Delusion, Confidence & Betting on Yourself⁣ 1:45:00 - Wild Guest Stories & Podcast Chaos Behind the Scenes⁣ 2:00:00 - Impact on Listeners & Unexpected Life Changes⁣ 2:10:00 - Controversial Guests, Backlash & Tough Decisions⁣ 2:20:00 - Redemption Stories & Why the Podcast Matters⁣ 2:30:00 - Full Circle Moments Learn more about your ad choices. Visit megaphone.fm/adchoices

Protect your family with our 1-minute free parent quiz https://www.smartsocial.com/newsletter Join our next weekly live parent events:  https://smartsocial.com/events Episode Summary: Join host Josh Ochs on the SmartSocial.com Podcast as he talks with Dr. Dylan Smith, Assistant Superintendent for Student Learning in Oldham County Schools (Kentucky), about what ethical AI use really looks like for students and why “keeping the human in the loop” matters. Dr. Smith shares the digital safety trends schools are seeing nationwide, what has improved since Oldham County strengthened its phone policy, and how excessive screen time can shrink attention spans and amplify FOMO, stress, and poor sleep. They also dig into deepfakes and why “just joking” can still create real legal risk, plus you will hear teen advice on red flags when a stranger online gets too personal or pushes to meet offline. The episode closes with practical guardrails for AI in schools and simple ways families can build healthier habits together. Become a Smart Social VIP (Very Informed Parents) Member: https://SmartSocial.com/vip District Leaders: Schedule a free phone consultation to get ideas on how to protect your students in your community https://smartsocial.com/partner Download the free Smart Social app: https://www.smartsocial.com/appdownload Learn about the top 190+ popular teen apps: https://smartsocial.com/app-guide-parents-teachers/ View the top parental control software: https://smartsocial.com/parental-control-software/ The SmartSocial.com Podcast helps parents and educators to keep their kids safe on social media, so they can Shine Online™

Welcome to a new episode of Barn Talk! On this “Hot Topics” episode, Sawyer and Tork are back in the barn, diving headfirst into the biggest stories and challenges shaping agriculture and rural life today. You'll get the latest market update, talk of spiking fertilizer prices, and a frank analysis of how global politics, tariffs, and industry dynamics are impacting real farmers. But it's not just Ag news: Sawyer and Tork get into the booming trades, the realities of AI and automation, and the need for rural youth to rethink what success looks like. From debates about universal basic income and the future of work, to personal takes on masculinity, influencer culture, and building a life that matters, this episode covers it all with humor, honesty, and plenty of barn wisdom. Tune in for fresh insight, practical advice, and the unfiltered takes you've come to expect from Barn Talk. Be sure to share the show, leave a review, and sign up for the newsletter to stay connected! JOIN THE BARN TALK NEWSLETTER & GET LIVE EVENT ACCESS: We're on a mission to get 10,000 subscribers, and once we do, we're hosting a live event at the barn! Sign up to get exclusive access to tickets and details.

CC:471 Kail and Lindsie are back for a very real conversation about what it looks like to keep showing up when life feels anything but steady. From starting trauma therapy and recognizing unhealthy patterns to trying to make hard decisions when your head and heart are nowhere near the same page, this episode is a reminder that healing is rarely neat, simple, or convenient.They also get into the pressure of parenting through personal struggles, the weight of co-parenting logistics, and why sometimes the strongest thing you can do is pause instead of forcing an answer. And because this is Coffee Convos, the episode also takes a turn into pop culture drama, parenting debates, and the kind of honest conversation that feels like catching up with friends who say the quiet part out loud.Get your Fatherless Behavior Tour Tickets hereFor full videos head to patreon.com/kaillowry To send in your Foul Plays email us at info@coffeeconvos.comThank you for checking out our sponsors!Better Help: This episode is brought to you by Better Help. Visit betterhealth.com/coffee today to get 10% off,K12: See why more than 3 million families have chosen K12 find a K12 Powered School near you today! Go to K12.com/COFFEECONVOS to learn more.Fabletics: Get 80% off everything, including the Khloe Collection when you sign up as a new VIP at Fabletics.com/coffeeconvos, take a quick style quiz, and be sure to select coffeeconvos when prompted to unlock your 80% off.Skims: Shop our favorite bras and underwear at SKIMS.com. After you place your order, be sure to let them know we sent you! Select "podcast" in the survey and be sure to select our show in the dropdown menu that follows.Leesa: Go to Leesa.com for 20% off mattresses PLUS get an extra $50 off with promo code COFFEE, exclusive for our listeners.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan Mail⚓ What separates managers from leaders?

Willard and Dibs react to the Giants' 0-3 start to the season and wonder how Giants players will react when rookie manager Tony Vitello makes tough decisions this season.

Hartford Mayor Arunan Arulampalam joins us to discuss the firing of the Hartford Police Officer who shot and killed a Hartford man last month.

Most retreat leaders focus on the itinerary. But what makes guests come back year after year isn't the schedule - it's the culture. In this episode, Shannon is joined by leadership expert and culture strategist Nathan Jamail (whom she is biased to say is amazing) to break down how retreat leaders can intentionally build culture instead of just planning programming. They discuss: How culture impacts everything  How to create loyalty beyond a single event Alumni communities that actually stay engaged Setting customer experience standards Why some retreats create raving fans - and others don't If you want recurring revenue, repeat guests, and long-term brand equity, this episode will shift how you think about your retreat business. Recorded in our new studio space in Austin - and available on YouTube as well. What You'll Learn Why itinerary doesn't equal experience The role leadership energy plays in culture How to design belonging - not just activities How to turn one-time guests into long-term community The operational standards behind unforgettable retreats Key Takeaways Culture is what people feel, not what's printed on the schedule. Loyalty is built intentionally, not accidentally. Clear standards create consistency and trust. Raving fans are the result of alignment and leadership - not luck. Retreat businesses that scale focus on community, not just events. Watch on YouTube This episode was recorded in our new Austin studio space. You can now watch the full conversation on YouTube. Subscribe:  Learn more about Nathan: https://nathanjamail.com/ Join Nathan and Shannon at the Forum: https://luxuryinbusinessretreats.mykajabi.com/retreat-industry-forum The Retreat Leaders Podcast Resources and Links: Learn to Host Retreats Join our private Facebook Group Top 5 Marketing Tools Free Guide Get your legal docs for retreats Join Shannon in Denver at the Retreat Industry Forum  Join our LinkedIn Group Apply to be a guest on our show   Thanks for tuning into the Retreat Leaders Podcast. Remember to subscribe for more insightful episodes, and visit our website for additional resources. Let's create a vibrant retreat community together! Subscribe:  Apple Podcast | Google Podcast | Spotify _____ TIMESTAMPS Defining Culture in Organizations (00:02:04) Nathan explains what culture means, using energy, attitudes, beliefs, and the thermostat analogy. Mandating Culture & Event Laws (00:03:00) Discussion on the importance of setting clear cultural expectations and event "laws" for retreats. Authenticity & Alignment in Retreats (00:04:43) Shannon and Nathan discuss the need for alignment between retreat leaders and attendees, especially for international retreats. The Dangers of Misalignment (00:05:47) Exploring how misaligned guests can negatively impact the retreat atmosphere and culture. Marketing to the Right People (00:07:13) Emphasizing the importance of targeted marketing and being clear about who the retreat is and isn't for. Gratitude and Team Culture (00:08:25) Lighthearted discussion about gratitude within their team, referencing team members Josh, Lily, and Sharon. The Cost of Keeping Misaligned People (00:09:12) Nathan explains why keeping misaligned people (for fear of loss) damages culture in both business and retreats. Quality Over Quantity: Pricing & Numbers (00:10:21) Debate on charging more for fewer, better-aligned attendees versus filling retreats with anyone. Hiring & Team Alignment (00:15:04) Common mistakes in hiring misaligned team members and the impact on guest experience. The Airport Test & Culture Fit (00:13:57) Nathan introduces the "airport test" as a way to assess cultural fit among team members and guests. Sacrificing Culture in Tough Decisions (00:14:33) How leaders often sacrifice culture first when making difficult choices, and the consequences. Setting the Tone: Messaging & Boundaries (00:18:09) Shannon shares practical ways to set cultural expectations from marketing to the retreat's opening night. The Ted Lasso Theory: Be Curious, Not Judgmental (00:20:03) Nathan references Ted Lasso to illustrate the value of curiosity and non-judgment in building culture. Energy as a Differentiator (00:21:37) Discussion on how the energy and culture you create is more memorable than content or location. Closing & Invitation to Future Events (00:22:18) Shannon and Nathan wrap up, reflect on past recordings, and invite listeners to join their upcoming event. Outro & Call to Action (00:23:54) Podcast outro with reminders to subscribe, review, and access free resources.

Rob and Jeremy took some time from Monday's BBMS to discuss the tough decisions Zach Eflin is creating for the O's brass. Do you think he's proving that you can't leave him out of the starting rotation?

In a new episode of The Curfew Boys, Chris and Sammy discuss Marty St Louis having to make the tough decision of scratching Brendan Gallagher. The boys also discuss what the future can potentially hold for Brendan Gallagher and future free agents. Meanwhile, the Canadiens acquire a minor league goaltender; solidifying Jacob Fowler's spot with the Habs.

Ethics is the invisible foundation of successful economic development. In this episode of Develop This!, we explore why professional integrity is essential to building trust, guiding difficult decisions, and sustaining long-term community growth. Dennis Fraise interviews Jim Fram, a longtime educator and leader in economic development ethics, about how ethical standards have evolved in the profession—and why they matter more than ever in today's complex environment. From navigating gray areas in deal-making to understanding the role of formal codes of ethics and professional accountability, Jim shares insights from decades of experience teaching and mentoring economic development professionals. The conversation also looks forward, examining how emerging challenges—including AI, increasing deal complexity, and growing public scrutiny—are shaping the future of ethical leadership in the field. Whether you're new to economic development or a seasoned practitioner, this episode offers practical guidance on maintaining integrity while advancing your community's goals. In This Episode Why ethics serves as the backbone of economic development The evolution of ethical standards in the profession Why a formal code of ethics and ongoing training are critical Common ethical gray areas practitioners encounter The impact of new technologies like AI on ethical decision-making Real-world consequences when ethical standards are violated How professionals and organizations can rebuild trust after mistakes Memorable Sound Bites "Do what's right, even when it's hard." "Violations can destroy community trust." "Case studies reveal the gray areas where ethics really matter."

This week on the Ante Up Poker Podcast, Elle and I kick things off with some Table Talk about Robbie Strazynski and his difficult decision to cancel the upcoming Mixed Game Festival. We look at the facts, show our support, and look ahead to the next festival scheduled at Bellagio later this year. We also share the latest updates on the upcoming Ante Up poker cruise, including why now might be the perfect time to lock in your spot. Plus, there's a new addition to the Ante Up studio that should make the show look a little sharper for our growing YouTube audience… even if installing it created a few extra “decorative” holes in the wall. In Call the Floor, Elliott Schecter weighs in on a strange situation when a dealt card slides under the table rail and disappears from view—what's the proper ruling when the card has to be dug out mid-deal? Then in Hand of the Week, Patrick joins me to break down a hand with AJ suited… and, as usual, what starts as a simple situation quickly spirals into a complicated one. Finally, I wrap things up with Joe's One Outer, drawing inspiration from the legendary reality show Survivor and what poker players can learn from the idea of outlasting the competition while keeping a clear head. It's another fun one with the A-Team—strategy, stories, and a few lessons along the way. Click here for our Linktree. It is a quick resource to get you to our magazine, podcast, YouTube, and more. comfrt.com/ELLE73474. Your link for the most comfortable hoodie on the planet. Click here to check out Octopi Poker

DJ and Yawk talked about the roster construction the Utah Jazz have and what it may evolve into this summer as Danny Ainge and the team gear up for a playoff push next season.

92.9 The Game Atlanta Falcons Reporter Joe Patrick speaks about the ongoing discussion around Kyle Pitts and the franchise tag window, possible contract restructuring, any significant extensions to watch besides Drake London, the possible casualties considering the cap situation, and being careful not to let too much of the offense walk away this offseason.

Send a textWho are you when the plan ends?Marine veteran William Philyaw IV shares his journey from overseas embassy security duty to navigating an unexpected injury that forced him to surrender a 20-year vision.Through faith, family, and intentional relationships, William rebuilt his identity and discovered a new mission serving veterans in Virginia.This episode explores transition, purpose, and the quiet courage it takes to start again.Stay unarmored, stay authentic, and stay mentally fit.God bless you all.Chapters:0:00 – Introduction: When the 20-Year Plan Ends 3:14 – Overseas Security and Leadership Growth 6:39 – Injury and Career Uncertainty 9:05 – Turning to Faith for Direction 12:40 – Family Changes and Tough Decisions 15:55 – Networking Breakthrough and New Career Role 19:30 – Rebuilding Identity Through Relationships (adjust if needed) 22:00 – Final Thoughts: Small Faithful Steps 23:30 – Outro: Your Next Step Support the show Become a Member Today! https://www.youtube.com/channel/UC_M2Kfxb2hN1uHdlDKGtuQw/join Watch on YouTube: https://www.youtube.com/playlist?list=PL6pF-fF29KO1rqQsabaxHHO1nQQtn5lhd Still Serving, Inc.: www.stillservinginc.com Email: mario@stillservinginc.com

David C. Baker recently published a fascinating thought experiment about what he’d do if starting an agency from scratch today—and it’s packed with provocative ideas worth serious consideration. His article offers a comprehensive blueprint covering everything from organizational structure to compensation philosophy, and much of it aligns with how Chip and Gini think about building sustainable agencies. But the most interesting conversations happen when smart people disagree, which is why this episode focuses on the handful of points where Chip and Gini see things differently. Not because Baker’s ideas are bad, but because they expose the tension between aspirational agency management and the messy realities of running a business with real budgets, real people, and real client demands. In this episode, Chip and Gini tackle mandatory one-month sabbaticals for every employee, open-book finances published on your website, 360-degree reviews, and incentive compensation structures. They dig into why ideas that sound compelling in theory often create unintended consequences in practice—like how retention-based bonuses can fuel scope creep, or why forced sabbaticals don’t actually solve the single-point-of-failure problem they’re designed to address. The conversation reveals thoughtful nuance on both sides. Gini shares her brutal experience with anonymous feedback that backfired when presented poorly. Chip explains why he sees most performance measurement systems as “performance theater” while still advocating for more financial transparency with teams. They discuss the logistical nightmares of scheduling multiple month-long absences and why backup systems for unexpected departures matter more than planned time off. Throughout, they return to a central theme: what works brilliantly at one stage of growth can be completely wrong at another. The goal isn’t to declare Baker’s ideas right or wrong, but to test assumptions and recognize that even the most well-intentioned frameworks deserve scrutiny before implementation. Key takeaways Chip Griffin: “Really to deal with single points of failure, you need to be able to handle those unexpected absences, right? Someone has a family emergency, someone has a health issue. Those are the kinds of things that you wanna make sure you’ve handled.” Gini Dietrich: “When you’re constantly slacking or texting or calling while on vacation, and we don’t give you a response, it makes people angry. But what I’m trying to do is give you the time off because you deserve it and I want you to come back refreshed and ready to work.” Chip Griffin: “When you have incentive compensation, whether that is commissions or for hitting profit targets, the problem that you run into is people tend to focus on the thing that gets them the commission. It doesn’t mean that it’s good revenue. It doesn’t mean that it’s profitable.” Gini Dietrich: “I subscribe to give ongoing feedback. You get feedback consistently. And when we’re in a meeting and I see something that you did really great or I see something that could use some work, I tell you that immediately.” Turn Ideas Into Action Read Baker’s full article and identify your three favorites. Don’t just focus on the disagreements—pull out the ideas that resonate most with your vision for your agency and commit to implementing one of them this quarter. The value in thought experiments like this isn’t picking sides, but using them to clarify what you actually want to build. Spend 30 minutes reading, then schedule time to test one concept that genuinely excites you. Identify your true single points of failure. List every critical role in your agency, then honestly assess what would happen if that person disappeared tomorrow without warning. Focus on unexpected absences—not planned sabbaticals—because those expose the real vulnerabilities. For each critical role, document who could cover the basics for 1-2 weeks while you figure out a longer-term solution. This takes less than an hour and protects you better than mandatory vacation policies. Replace annual reviews with ongoing feedback. If you currently do annual or 360-degree reviews, shift to giving immediate feedback when you observe something—positive or negative. Make it a two-sentence conversation: “That client presentation was excellent because you anticipated their objections” or “When you miss that deadline without communication, it creates problems for the team.” Save annual conversations for compensation changes and goal-setting, not for dumping a year’s worth of stored-up feedback all at once. Resources David C. Baker’s article If I Started A New Firm, Now Related Starting your own agency Should you force employees to take time off? Setting your agency's PTO, vacation, and leave policies Employee compensation essentials for agencies View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, we’re going back to a place that we’ve used for inspiration before. And no, I’m not talking about Reddit this time. Oh, I’m, I’m sorry. Dear listeners, this is not one of our Reddit episodes. Gini Dietrich: I, I’m always scared of the Reddit episodes. Chip Griffin: The Reddit episodes are always, they’re interesting. We’ll leave it at that. Gini Dietrich: Yeah. I saw one the other day that I was like, oh boy, okay. In the real world… Chip Griffin: Sometimes I just, I read those posts in the, in the agency subreddit, and I just, I wonder if, if they’re actual, real people posting about real stuff, because some of it just seems so insane that it just couldn’t be real. Gini Dietrich: Yes. And some of it is very junior level entitled frustrations who don’t understand how a business operates. And so some of it you’re just like, Ugh. Okay. Chip Griffin: Yep. But I mean, we were all once those people sort of a little bit Gini Dietrich: Fair, true. Chip Griffin: At one point in time. Gini Dietrich: Yes. So absolutely. Chip Griffin: But that is not what this episode is. We are going to use another source of inspiration for us that we’ve used in the past, and that is David C. Baker. And, in this case, he had a post in his newsletter recently about what he would do if he was starting his own agency today. And it’s a lengthy article that walks through all of the different choices, that he would make strategically and tactically for the business. And there’s a lot of good food for thought in there. It’s, mm-hmm. It’s probably gonna inspire a few additional episodes, down the road as we dig deeper into some of the specific topics there. But, one of the things that I did on LinkedIn was I broke out into four buckets, my perspective on it, and broke it into things that I agree with, things that I agreed to disagree with. It depends because, hey, that’s our motto here, so why not? It does depend. Yes. Yep. And then of course, food for thought. So, there are far too many points for us to cover in a reasonably length podcast episode. So. I figured why not be controversial? Let’s deal with the disagrees that I had on my list and, use that as our jumping off point. And we’ll of course include a link to the article in the show notes that you can go read the full article as well as additional context around what we’re gonna talk about today because there is a lot to, to explore here. Gini Dietrich: And I think the buckets that you, you broke it into are really good. And for the most part I agree with how you’ve compartmentalized them all. But there are some interesting ones on the agree to disagree bucket. So let’s, let’s do that. Let’s start there. Chip Griffin: Alright. Do you have, do you have one that you would like to start with or do you want me to just start calling ones out? Gini Dietrich: Let’s see. Yeah, there’s, well, yes I do. That we require one month annual sabbatical to eliminate single points of failure. Sounds lovely. I would also like a one month sabbatical every year. Chip Griffin: It’s as, as I understood the article, and it is possible, I misunderstood the intent in the article, but as I understood it, he was suggesting that every year, every employee. Gini Dietrich: Everyone. Yes. Chip Griffin: Had to take a full one month sabbatical. Gini Dietrich: Yes. That’s how I read it as well. Chip Griffin: That is, I mean, it’s a nice idea. I think it is highly impractical for most organizations. And look, I think the, stated intent here is truly a good one, which is to avoid those single points of failure, over reliance on any individual team member. Yeah. ’cause this is a giant problem for agencies, honestly, of most sizes until you get to be giant. But it is something that, that you need to be conscious of. I don’t know that you need a full one month sabbatical for every employee every year in order to get there. Gini Dietrich: Yeah, and I mean, truth be told, like if you’re designing in the agency of the future and you’re starting from scratch today, I don’t know how you do that. I mean, to your point, even in a large organization, I don’t know that how, you do that because it costs a lot of money. Not just resources and time, but it costs money to have people out. And so, you know, if you’re a, you’re an agency of three people or you’re an agency of 50 people, or you’re an agency of hundreds of people, it still costs money. And so requiring that I think is a bit too much. And also, I will say that as somebody who has an extraordinary flexible and generous paid time off plan. There are people who take advantage of those things and you have to adjust to that, unfortunately. And I just don’t think it’s realistic. I don’t think it’s something that you could actually do. I don’t think it’s something you could enforce. I think it would be extraordinarily stressful for the person and for their team, even though it might be nice in writing. I don’t think it’s, realistic in practice. Chip Griffin: Well, I, think you, I mean, you, have a number of logistical issues that come into play here in addition to everything else. And particularly because one of the other, tenants in there that I, disagreed with was, that you would require all employees to take four one week vacations. Over the course of the year. So now you’ve, essentially got all employees out for two out of 12 months. Gini Dietrich: Two outta 12 months. Yes. Chip Griffin: And, that is logistically challenging because how do you do this and make sure that you don’t have too much overlap because inevitably there are certain times where people are going to prefer to do this. I mean, absolutely. If you want to take a one month sabbatical, most people are probably gonna want to do that over the summer months. Yes. When perhaps, you know, family members have access to vacation or those sorts of things. Gini Dietrich: Yep. Chip Griffin: Or they may want it end of year around the holidays and those kinds of things. So you, have collisions between people wanting the same time. If, they, can’t get what they want now, they may be frustrated that I gotta, you know, I have to take off a month in February. What good is that gonna do me? I mean, it’s cold, it’s snowy outside. My family can’t take the time off. My significant other won’t go. Like, Gini Dietrich: yeah, Chip Griffin: so what am I just gonna sit around in my house all day for the month. so I think there are some logistical challenges. So I guess what I, this is one of those ones where I’d say the ideal is nice. I’m not sure that it is practical to implement in the vast majority of firms. I would encourage instead that owners look and try to identify single points of failure and make sure that you have backups. Yes, yes. And frankly, those are important, whether you have someone taking a month off or a week off. And my view is that every employee should have a backup who can at least do the, minimum required for that role while they’re out. Particularly if they’re out suddenly, right? Because being able to plan for it. You’ve got a sabbatical, it’s on the calendar, six months ahead of time. You can get some stuff done early, you can push off some deadlines. There’s a lot of things you can do, but really to deal with single points of failure, you need to be able to handle those unexpected absences, right? Someone has a family emergency, someone has a health issue. Gini Dietrich: Yep. Chip Griffin: Someone gets an opportunity to go on a game show, I don’t know, whatever it is, that takes them away suddenly. Those are the kinds of things that you wanna make sure you’ve, handled, with single points of failure. So. Nice idea. I just, I, don’t think it’s practical for most firms. Gini Dietrich: Yeah. And the other thing I’ll say on the single point of failure piece is one of the things that I experience as an agency owner quite often is that my certain members of my team will take time off, but they can’t… They can’t allow themselves to take time off. So they’re constantly checking in and they’re constantly asking for updates and they’re constantly, and so one of the things I do with them is. You know, ensure A, that you have some backup, and B, that when you’re asking for updates or you’re constantly slacking or texting or calling, that we don’t, we don’t give you a response. And, it makes people angry. But what I’m trying to do is A, give you the time off because you deserve it and, I want you to come back refreshed and ready to work. And B, well, I’ll say C. Actually there’s three, three things, B there, nothing’s going to burn down while one person is out because we have backup and we do have places where there is not a single point of entry. And lastly, it’s really demeaning to your team, like it’s demeaning. And even me as the owner sometimes I’m like, well, don’t you trust me to fall to take care of your clients while you’re gone? Like, come on, seriously. Right. That’s how it makes you feel. So I would say that it’s important from a single point of entry perspective as well to ensure that on the opposite side, that the team feels comfortable taking time off, that they don’t feel angst about taking the time off, that they can take the time off, and that the team behind them is, feels empowered and ready and trusted to do the work. Chip Griffin: Spot on. Alright, well there’s, there’s a lot on this list. So let’s move on to, to something different. How about we talk about open book finances, because this is, one that, I, will say that I disagree with an asterisk. So I, what he’s advocating in his piece is open book finances, including public disclosure of finances on the agency’s website. Gini Dietrich: Nope. Chip Griffin: So, and in general, I am not a fan of full open book either internal or external. Gini Dietrich: Nope. Chip Griffin: However, I do believe that most agency owners would be better off being more transparent than they currently are with their teams. That doesn’t mean being complete open book, but it does mean at a minimum, sharing with them more specifically the trends that are going on with the agency. You know, Even if you take actual numbers out, I like to show charts that show the directionality of revenue, the directionality of expenses. You know, so that you can kind of see those mapped up against each other so that as an employee, you start to understand more about the fundamentals of the business. Gini Dietrich: Yep. Chip Griffin: And it starts to make you less surprised when you’re seeing growth and less surprised when you’re seeing, you know, a narrowing of the gap, say, between revenue and expenses. So therefore, profit is shrinking. I, think that there does need to be more communication about that with, as I always say, education. You can never provide numbers, whether that’s percentages or charts or actual numbers to your team without helping them to understand the economics of the business. Because otherwise you’re just giving them numbers that they will interpret however they want. But I do think the smarter you make your team about these things, the better they can help to manage project budgets, the better and more realistic they can be about compensation and bonuses. All of these things, information helps, but not in my view all the way to full open books, either internal and certainly not external. No, definitely not. I don’t see enough upside doing it external. Gini Dietrich: Definitely. I, can’t imagine doing it externally because all that does is open up the, an invitation for your clients to say, well, you don’t really need to be that profitable, so let’s, take some, let’s take a percentage off like the No, no, no, no, no. And I also think, if I read it correct, his article correctly, he was advocating for open book on everyone’s salaries too. And no, I mean, we do salary bands, but you, do not know exactly how much every person makes. That’s not, that does not contribute to any sort of morale building inside a culture. Absolutely not. Chip Griffin: Yeah. I mean, the only thing I will say to that is that, I, agree with you. However, the reality is that most people have a pretty good idea of what everybody else in the business except the owner is making anyway. And perhaps other select senior level people depending on, how your organization is structured. But pretty much all the juniors know what all every other junior makes. They all talk. Gini Dietrich: Well, and that’s why we have salary bands ’cause everybody pretty much makes the same Chip Griffin: right Gini Dietrich: amount. Right? Like they all make the same, but I’m still not publishing it. Chip Griffin: Exactly. And salary bands, you know, protect you. On that. And so, I mean, you could make the, case as long as you have tight salary bans. Gini Dietrich: Yep. Chip Griffin: Disclosure actually isn’t a problem. But you know, I don’t, I think as long as you have salary bands, you don’t need that. Obviously a lot of states are in here in the US are now requiring more disclosure around salary bands and that kind of stuff. So, you know, we’re headed there as an industry one way or the other. but I do think that salary bands are probably sufficient and, we don’t need to share actual salaries with team members. Gini Dietrich: Yeah, I totally agree with that. Chip Griffin: You know, that said, I will say that all of your employees think you make far more than you do. We’ve talked about this before, so there may actually be an upside for, most owners to share what their actual take home is because Gini Dietrich: that like 10 people actually make more than I do. Chip Griffin: Yeah. Yeah. I mean, I know a lot of agencies where the owner is making less than team members. Gini Dietrich: Yes. Chip Griffin: Which is wild to me, but. Gini Dietrich: There’s also the upside on that though, if, you’re profitable and you make enough money at the end of the year, you get, you get that. But yes, from a salary perspective. Chip Griffin: Right, right. Alright, how about, 360s? My, one of my pet peeves. I consider it performance theater. I think most KPIs and OKRs and all these things, I think it’s all performance theater. I think it has very little to do with what actual performance outcomes you get from your team. But, 360s, you know, they’ve been popular for a couple of decades now. I don’t understand them. You know, I’ve been in organizations that, have done them. I will confess that, that, you know, at various points in time, my own businesses have experimented with them, and most of the feedback that you get from them is borderline worthless. Because most of it falls into the category of nobody wants to say anything really bad about anything else, it’s, you know, at worst it’s lukewarm. But then of course, you always get the random ones who just, they have an ax to grind Gini Dietrich: Yep. Chip Griffin: And they’re gonna use the 360 Yep. As their way to grind an ax against a colleague. Yep. Or, or another department. Yep. Or whatever. Gini Dietrich: Yep. Chip Griffin: And I, I’ve yet to see any, that actually helps to provide good feedback from the employees to the owner themselves. That’s just, I mean, you can tell people it’s anonymous. You can use an outside advisor to organize it, but people are not gonna put in writing. Even if they think it’s anonymous, any perspective about the owner, it just, it doesn’t happen in, the real world. Gini Dietrich: Yeah. I agree with you. The only time I’ve, and it this happened to me, the only time I’ve seen it be effective is I, early in my agency life, business life, I hired somebody externally to do interviews. It was all anonymous, it was all verbal, nothing was recorded, and people were absolutely brutal. And the way he presented it to me made me so defensive that I couldn’t take even the kernels of feedback that I needed to hear. And there was some in there, but it was so brutal. And he, the way, and he presented it, I, in retrospect, I think he embellished some of it to make me, I, to make it like more jarring and alarming. Because he thought that that would make me wake up and pay attention. And in fact, it had the opposite effect. It was not, not good at all. And then I didn’t feel good about the people I had hired. Because it was, it was brutal. So I agree that, they’re not great. I subscribe to the give feedback, ongoing feedback. And so I don’t do annual reviews, I don’t do 360 reviews. You get feedback consistently. And when we’re in a meeting and I see something that you did really great or I see something that could use some work, I tell you that immediately. When I’m trying, when I want to coach you on something, I do that immediately and I ask my team to do the same with their team. So there’s, we have the ongoing feedback and then the annual review, quote unquote, is, Hey. We met our goals, we did really, really well. Here’s a raise, or you know what? This year was shitty and it sucked. You did your part in trying to make it better. I’m gonna give you a cost of living raise or whatever it happens to be, right? But it’s not a, here’s all the shitty things that your clients say, and here’s all the shitty things that your colleagues say and more about, I, you already know that you’re doing a great job in these areas. You already know that these are areas that need to be worked on, and we just continue to move forward. Chip Griffin: Yeah, I mean, I’ll say from, an owner trying to get, you know, feedback and perspective from the team there. You know, you, I wouldn’t do it through a, you know, a normal 360 review process, but you know, what, you’ve described part of it, I think the, whoever you hired got it right in having, you know, very anonymous conversations with team members. And I think that bringing an outside advisor who has those kinds of conversations, nothing in writing, it’s just it, you know, it’s dialogue back and forth. I do those for my clients from time to time. I’ll be honest, I, you know, I would say it’s maybe 50/50 whether I feel like I’m truly getting candid feedback. Gini Dietrich: Sure. Chip Griffin: from the team members, because usually I don’t have any prior relationship with them, so they don’t know whether they truly can trust me or not. But you know, it’s, I mean, even 50% in most cases is enough to start, you know, pulling some common threads. But the whole, the way you use that information as an outside advisor, the way you present that. Matters a lot. And so you need to really understand how is it gonna land best with the owner that has hired you. And is that by being blunt, is that by sort of internalizing the knowledge and sometimes I’ll just use it in my ongoing conversations to try to steer things. Yes. To address some of that feedback. Sure. Without even explicitly saying, well, Gini Dietrich: yes, Chip Griffin: you know, the whole team said you’re very bad at X, Y, and Z. Gini Dietrich: Brutal. Chip Griffin: But instead, try to find other ways Yes. To, achieve the same outcome, because then the team starts to feel like it was useful to talk with me, and the owner then starts to feel good about the way the team starts to pull together and all that kind of stuff. But it, is, delicate and, I would say that, you know, the, typical 360 process where it tends to be, you know, written survey feedback form type things, I, just, I think that’s, it’s very difficult to see that working in most cases and in my own experience, it has rarely worked out, the way people would like it to. Gini Dietrich: Yeah, totally agree. Chip Griffin: All right. let’s see. We have time probably for at least one more, or maybe just one more here from the list. I don’t know if there’s something that, that jumps out at you that you would like to have, covered. Gini Dietrich: Let me look, let me look. Uh, maybe we can mush board of advisors and direct access to CEO together. Chip Griffin: Sure. Although they’re, well no, because the direct access to CEO is the CEO of the client. Gini Dietrich: Oh, oh, got it, got it, got it. Chip Griffin: So they, they are, they are separate issues. Got it. But I, mean, I think either, either board of advisors, the other one I would throw out there is a possible one is the, tying all, employee comp to have an incentive component. Oh, yeah. I, think either one of those would be good. So I’ll let you pick between board of advisors or employee comp. Gini Dietrich: Employee comp. Chip Griffin: So, this is, this is one of my pet peeves. And I’m sure that David doesn’t know this, and, if he did that… Gini Dietrich: Ha! He wrote it just because he knew it was your pet peeve. Chip Griffin: But, but his argument was that every employee should have at least some of their compensation effectively at risk as part of a, an incentive compensation plan. And I hate this idea. I hate formulaic, incentive-based compensation for virtually all employees. And I’ll be controversial here, it doesn’t really apply to most agencies, but I don’t think it should apply to most sales reps either. Because I think that when you have incentive compensation, whether that is commissions or for hitting profit targets or you know, other things, the problem that you run into is people tend to the extent that they pay attention to it at all. Right? So. You’ve got a couple of risks here. One is that you’re paying people for things they don’t even care about. Right? Right. You know, I mean, I’ve had sales reps they were gonna sell or not sell, and it had nothing to do with the commission they were getting. Gini Dietrich: Fair. Chip Griffin: Now that’s rare. Most sales reps are incented by their commission and, so they will try harder to get it, but what are they doing? They’re, focused on the thing that gets them the commission, which is the actual signature on the contract and the revenue. It doesn’t mean that it’s good revenue. It doesn’t mean that it’s profitable. It doesn’t mean that it’s a good client. It doesn’t mean you can get results for them. It doesn’t mean any of those things. And you’re now creating tension because if you have more than one sales rep, nobody wants to help each other because then they gotta split the commission. And so, but this goes beyond, you know, sales and other ways of doing incentive compensation. You still have, it’s very difficult to craft a plan. Gini Dietrich: Yeah. Chip Griffin: That doesn’t have unintended consequences. Yeah. And particularly when you’re outside of the sales realm, my experience is that most employees are not truly motivated to hit specific targets for their incentive comp. They’re either gonna do a good job or they’re not. And it has nothing to do with you saying if you hit this target, you’ll get a little bit extra. But to the extent that it is, it does have those unintended consequences because now they’re fixated on, I mean, let’s say it’s client retention. So now what if, if you’ve got a client retention target and if you have a client retention over 85%, you get a bonus. Sounds great. Right? Because we’re, retaining clients. Except that what are we doing to retain those clients? Right? Oftentimes that means we’re going to go way down the, rabbit hole of scope creep. Yep. And, we’re just gonna be giving them all sorts of freebies to keep them around. And so those are the things we need to think about. And it’s, why in general, I’m opposed to all forms of incentive comp. Gini Dietrich: Yeah, I agree with you. I mean, one of the things that we do do is we say you can earn up to a certain percentage of your salary in bonus. It’s the end of year bonus. And here are the, gates, like revenue, profitability, all the things. But most of it is not reliant on the individual. Most of it’s reliant on the company as a whole. And so we all have to work together to achieve those goals. And then they sort of know like, okay, well this, this is where we are, so I’m gonna make 90% of that percentage or whatever it happens to be. So they are they are clear about those kinds of things and they tend, because of that, they tend to ask… They tend to be more engaged and ask more strategic questions about work, and they’re more thoughtful about it. But to your point, we don’t reward scope creep. We don’t reward, you know, keeping a client longer than we should. Those kinds of things. Those, like, we take those pieces out. So we, do it based on, we don’t do it commission or incentive based, but we do do it based on a certain percentage of your salary if we meet certain objectives as an organization. Chip Griffin: I mean, that’s better, but I’ll be honest, I still don’t like it. Gini Dietrich: Yeah. It works for us. It’s highly motivating for us. Chip Griffin: And that’s, the thing. I mean, the, as we say at the end of every, episode, it depends. So even these things where Gini Dietrich: mm-hmm. Chip Griffin: You know, we may disagree, you know, where David has different ideas than we do, that doesn’t mean that, that none of them can work in your agency. Right. and I think that it’s, that’s a point that, that he made in a LinkedIn conversation that, that we had, recently as well. You know, some of these may be good ideas, some of them may be bad ideas. Some of them may be good ideas, but you know, wrong place, wrong time or wrong agency, wrong time. And, some of these ideas are good at different stages of the lifecycle of even your own agency. So something that works when you have two employees may not work when you have 20 or 200. Right. And so, you know, I just, I, love articles like this though, because it gives you that food for thought. It makes you think, it makes you, you know, to test your assumptions. You know that I’m a huge, advocate of curiosity generally. And so, you know, making you think about things is helpful. And so hopefully we’ve made you think just as David made us think. And, so we, appreciate that and, we hope that we’ve given you those insights here that may help you think through decisions for your own agency. And of course, you know, check out the full article for many, many more ideas beyond what we were able to cover today. Gini Dietrich: Yeah, absolutely. It was a really good, really good article. Chip Griffin: Absolutely. So thank you all for joining us. That will conclude this episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.

Every uncomfortable decision isn't necessarily tough. Is the answer truly difficult or have we become unwilling to change therefore making the obvious choice appear to be more challenging than it truly is?

Hour 3 of BMitch & Finlay features the guys discussing some of the players who could leave Washington this offseason.

Brian Windhorst is joined by ESPN's Vince Goodwill and Anthony Slater to talk a brutal week for the Warriors following Jimmy Butler's ACL tear and if it is time for some difficult conversations about the future of the franchise. Then, the guys break down the state of the Bucks & Giannis as we get closer to the trade deadline including if it is in Milwaukee's best interest to trade him. Finally, former NBA Star Joakim Noah joins the show to talk his trip to Serbia with Brian and share some stories about Derrick Rose and the Bulls of the 2010's ahead of D-Rose's jersey retirement in Chicago this weekend. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Ever feel overwhelmed by the endless decisions you have to make as a parent - not to mention the barrage of advice from experts with ever-changing opinions? In this episode, we get the treat of having two of the next generation Alessi couples in the podcast booth - Stephanie and Chris Muina, and Richelle and Christopher Alessi. Together, they are jumping into the raw realities of raising young kids—sharing laughs, struggles, and honest takes on gentle parenting, immunization and trusting your doctors, discipline, and letting go of comparison. You'll discover how friendship, flexibility, and faith help keep balance when every family meal and doctor's visit brings new choices and opinions.Hear how they navigate the pressure to do everything “right,” wrestle with modern parenting controversies, and find peace by trusting their instincts and holding on to their parental authority. You'll walk away with fresh perspective on giving yourself grace, trusting your gut, and savoring the everyday chaos—plus get practical encouragement for loving your kids (and yourself) through both wins and mess-ups.Support the showJoin our Podience Textline! You can connect with us via text to ask questions and get updates! Text FAMILY to 302-524-0800 Get our TFB Newsletter Join our TFB Newsletter and get more inside news from the Alessis + tips and strategies for a happier family! Get free access to the newsletter Support the Family Business Follow Us on Instagram and Facebook Subscribe on YouTube Leave a review Listen to the Alessi sisters' daily devotional podcast My Morning Devotional Follow Our New Podcast with Mary Alessi and her twin sister Martha Munizzi Watch The Mary and Martha Show

On this episode of The Sick Podcast, Eric Engels joins Tony Marinaro to discuss the Montreal Canadiens' incredible comeback win in Ottawa on Saturday, the grueling schedule taking a toll on the players and coaching staff, the return of injured players forcing other players out of the lineup, Kirby Dach practicing on a line with Nick Suzuki and Cole Caufield, Patrik Laine's chair with the Canadiens, how Kent Hughes and Jeff Gorton should approach the upcoming Olympic roster freeze and potential trade opportunities, a player of interest currently with the New York Rangers and much more! Learn more about your ad choices. Visit megaphone.fm/adchoices

It's the start of a new year, and the world is a bit cray cray at the moment, and many are being forced to make some difficult choices. Hence, we're revisiting a classic episode about agonizing decisions. Whether it's about your career, your love life, or that rash that just won't go away, you're going to arrive at a fork in the road where there is no easy answer as to your next move. It's exactly this type of conundrum that is the topic of today's episode. Nikki and Steve are here to show you that with the right data, research, and self-reflection, any difficult decision can be made. No matter how indecisive you may be, today you'll learn how to confidently pull the trigger. To check out the inc.com article: ⁠https://www.inc.com/amy-morin/this-is-the-biggest-mistake-people-make-when-it-comes-to-taking-risks.html Nikki is now an ambassador for Club WPT Gold! Check out: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://clubwptgold.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and use code NIKKI to sign up! Follow the podcast on Insta: @shttheydonttellyou Follow Nikki on Insta: @NikkiLimo Follow Steve on Insta: @SteveGreeneComedy To visit our Patreon: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.patreon.com/stikki⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To watch the podcast on YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://bit.ly/STDTYPodYouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Don't forget to subscribe to the podcast for free wherever you're listening, or by using this link: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://bit.ly/ShtTheyDontTellYou⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you want to support the show, and get all our episodes ad-free go to: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://stdty.supercast.tech/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you like the show, telling a friend about it would be amazing! You can text, email, Tweet, or send this link to a friend: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://bit.ly/ShtTheyDontTellYou⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To submit your questions/feedback, email us at: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠podcast@nikki.limo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To call in with questions/feedback, leave us a voicemail at: (765) 734-0840 To watch more Nikki & Steve on YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.youtube.com/nikkilimo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To watch more of Nikki talking about Poker: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.twitch.tv/trickniks⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To check out Nikki's Jewelry Line: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://kittensandcoffee.com⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit podcastchoices.com/adchoices

The people who grow the fastest in their careers know how to make decisions, even when both options are terrible. In this episode, I share a five-question framework I've used for over a decade to make fast, clear decisions, plus how to recover when you get it wrong.Timestamps01:18 – StoryTime: Where I developed the decision-making framework.03:30 – The 5 Lens Decision Making Framework: The five key questions I run every decision through to reduce fear and make high-quality decisions fast. 5:37 – What to Do When All the Options Suck: My two survival questions for navigating no-win situations where none of the choices feel right.7:25 – How to Bounce Back After a Bad Decision: Three keys to recovering fast when you make the wrong call.9:16 – Challenge for Listeners: Take one uncomfortable decision you've been avoiding and run it through this framework.Career & Leadership CoachingWant a better career? Clients who work with us earn 57% more and get promoted 3x faster on average: Book your free career clarity call here.Free ResourcesThe Brag Sheet (free Career Achievement Tracker): HereTake the free Career Fulfillment quiz: HereEngageNew episodes drop every other Wednesday. Be sure to subscribe.Send in your career, leadership, or self-development questions and I'll answer them on air.Email: theintrovertleader@gmail.comLinkedIn: linkedin.com/in/austinchopkinsYouTube: ​Austin HopkinsCareer Coaching: www.sts-coaching.com

Payne and Bijani talk about some of the big college football playoff matchups going on today and discuss last night's HUGE upset Miami had over the defending champs Ohio State! Is the first round bye too long of a break for these teams? Will the Texans be scoreboard watching the Titans vs Jags … will you be switching between the two games going on at the same time? How will the Texans handle the game if the Jags start to pull away from the Titans?

In this Best You Podcast episode, Nick sits down with Bishop Kevin Foreman—affectionately known as The People's Bishop—a pastor, entrepreneur, speaker, and visionary leader whose energy and faith are absolutely contagious.From his humble beginnings in Memphis to leading a thriving church and movement that spans across multiple states, Bishop Foreman's story is one of transformation, resilience, and unwavering faith. He's not just a spiritual leader—he's a man who lives his message, having lost over 120 pounds through discipline, self-belief, and commitment to walking in God's “shalom”—where nothing is missing, nothing is lacking, nothing is broken, and all is well.This conversation covers everything from mindset and ministry to decision-making, discipline, and daily faith practices.What You'll Learn:●      Religion vs. Spirituality - how he defines the two and why it matters●      Easing the Burden - The biggest mindset shift that helped ease the burden he was putting on himself as a Pastor●      Decision Making in Faith - How he uses the Bible, prayer, and conversation with God in decision making●      Lifestyle Change - The changes he made to lose 120 pounds and stay healthy

When the stakes are high, your emotions are loud, and every option feels wrong… how do you make the right call? In this masterclass, three experts break down the hidden psychological, emotional, and strategic forces behind tough decisions — the things no one teaches you at work, in school, or in life. You'll learn why your brain freezes under pressure, how fear distorts your judgment, and why overthinking often feels productive but keeps you stuck. Best-selling author Patrick McGinnis explains the origins of FOMO and FOBO and reveals how too many choices destroy clarity. Kwame Christian shows how internal conflict shapes external negotiation — and why timing, creativity, and emotional control matter more than logic. Leadership expert Stephanie Hanna shares how top performers simplify decisions, trust their instincts, and remove options to move forward with confidence. Contact ANI ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Request A Customized Workshop For Your Company⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow Kwame Christian on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠negotiateanything.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life!⁠⁠

For most entrepreneurs, the exit is the goal, as well as the end of at least that part of their story. But what if the end is actually a new beginning? Agility requires a deep understanding of your brand's core purpose and the conviction to protect it. This often means having the courage to reverse a decision that was once seen as the ultimate success. Today, we're going to talk about brand integrity, the founder's paradox of building a company to sell, and what happens when you get a second chance to reclaim the brand you created. We'll explore the delicate balance between corporate scale and entrepreneurial soul, and how a brand's purpose can be its most resilient asset. To help me discuss this topic, I'd like to welcome, Mark Rampolla, Co-Founder and Managing Partner at Groundforce Capital. About Mark Rampolla Mark Rampolla is a visionary entrepreneur and the founder of ZICO Coconut Water, a brand that helped create the now $8 billion global coconut water category. After growing ZICO into one of the fastest-growing beverages worldwide, Mark sold the company to Coca Cola in 2013. He then transitioned into investing, co-founding PowerPlant Partners, where he played a key role in the plant-based food movement, including the success of Beyond Meat. In 2020, Mark made a bold move by repurchasing ZICO from Coca Cola with a group of investors, including Jesse Itzler and tennis star Naomi Osaka. Now, through GroundForce Capital, Mark manages $500 million in assets, focusing on health, wellness, and sustainability investments. His journey reflects a deep commitment to innovation and positive change in the consumer goods industry. Mark Rampolla on LinkedIn: https://www.linkedin.com/in/marksrampolla/ Resources Founder Groundforce Capital: https://www.markrampolla.co/ The Agile Brand podcast is brought to you by TEKsystems. Learn more here: https://www.teksystems.com/versionnextnow Catch the future of e-commerce at eTail Palm Springs, Feb 23-26 in Palm Springs, CA. Go here for more details: https://etailwest.wbresearch.com/ Connect with Greg on LinkedIn: https://www.linkedin.com/in/gregkihlstromDon't miss a thing: get the latest episodes, sign up for our newsletter and more: https://www.theagilebrand.showCheck out The Agile Brand Guide website with articles, insights, and Martechipedia, the wiki for marketing technology: https://www.agilebrandguide.com The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company

For most entrepreneurs, the exit is the goal, as well as the end of at least that part of their story. But what if the end is actually a new beginning?Agility requires a deep understanding of your brand's core purpose and the conviction to protect it. This often means having the courage to reverse a decision that was once seen as the ultimate success.Today, we're going to talk about brand integrity, the founder's paradox of building a company to sell, and what happens when you get a second chance to reclaim the brand you created. We'll explore the delicate balance between corporate scale and entrepreneurial soul, and how a brand's purpose can be its most resilient asset.To help me discuss this topic, I'd like to welcome, Mark Rampolla, Co-Founder and Managing Partner at Groundforce Capital. About Mark Rampolla Mark Rampolla is a visionary entrepreneur and the founder of ZICO Coconut Water, a brand that helped create the now $8 billion global coconut water category. After growing ZICO into one of the fastest-growing beverages worldwide, Mark sold the company to Coca Cola in 2013. He then transitioned into investing, co-founding PowerPlant Partners, where he played a key role in the plant-based food movement, including the success of Beyond Meat.In 2020, Mark made a bold move by repurchasing ZICO from Coca Cola with a group of investors, including Jesse Itzler and tennis star Naomi Osaka. Now, through GroundForce Capital, Mark manages $500 million in assets, focusing on health, wellness, and sustainability investments. His journey reflects a deep commitment to innovation and positive change in the consumer goods industry. Mark Rampolla on LinkedIn: https://www.linkedin.com/in/marksrampolla/ Resources Founder Groundforce Capital: https://www.markrampolla.co/ The Agile Brand podcast is brought to you by TEKsystems. Learn more here: https://www.teksystems.com/versionnextnow Catch the future of e-commerce at eTail Palm Springs, Feb 23-26 in Palm Springs, CA. Go here for more details: https://etailwest.wbresearch.com/ Connect with Greg on LinkedIn: https://www.linkedin.com/in/gregkihlstromDon't miss a thing: get the latest episodes, sign up for our newsletter and more: https://www.theagilebrand.showCheck out The Agile Brand Guide website with articles, insights, and Martechipedia, the wiki for marketing technology: https://www.agilebrandguide.com The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company Hosted on Acast. See acast.com/privacy for more information.

Big decisions can feel paralyzing especially when the stakes are high and the path forward isn't clear. If you've been stuck in indecision, this episode offers a way through.Omar shares a practical system for making hard choices with clarity and confidence. You'll hear how successful founders approach tough calls, and learn how to apply the same filters to your own business and life. Whether you're weighing a partnership, a pivot, or a major investment, this lesson helps you cut through the noise and move forward with purpose.Want to know how to stop second-guessing and start deciding with confidence? Hit play at the top of the page and learn how to make smart moves even when things feel uncertain.MBA450 Must Read: Anything You Want by Derek SiversWatch the episodes on YouTube: https://lm.fm/GgRPPHiSUBSCRIBEYouTube | Apple Podcast | Spotify | Podcast Feed Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.