Podcasts about trader joe

Brought to you by TogetherLetters & Edgewise! In this episode:  Mailchimp is shutting down TinyLetter Google's new geothermal energy project is up and running It's official: Evernote will restrict free users to 50 notes Google Agrees To Pay Canadian News Outlets $100M Annually in Rare Win for Media Industry Microsoft secures nonvoting board seat at OpenAI Why I spent 3 years working on a coat hanger Trader Joe's Wants All Profits in Trademark Lawsuit Against Trader Trader Joe DeFi Platform The US's First EV-Charging Road Powers on in Detroit Weird and Wacky:  Brazilian city enacts an ordinance that was secretly written by ChatGPT Woman bakes cheeky curse word pies for her grandma and it becomes a quirky holiday tradition Pumpkin and apple pie dominate Thanksgiving. See what pie your state searches for most  Tech Rec: Sanjay - DarkHotels Adam - Govee Smart Outlets Find us here: sanjayparekh.com & adamjwalker.com Tech Talk Y'all is a proud production of Edgewise.Media. --- Send in a voice message: https://podcasters.spotify.com/pod/show/techtalkyall/message

This monthly series features an episode sharing my recent highs and lows, how my habits are going, a Do Something List update, plus what I'm loving lately and my commitments for the upcoming month. I hope this glimpse into my life, my family, my work, and my own self development encourages you in your own journey. Around here the goal is never perfection, just to keep trying, even if in very simple ways. I think you'll see that with all of the big changes going on for me, taking the smallest of steps has helped to keep me afloat and feeling like myself. As always, I encourage you to get messy, too! Finding Me Academy My FREE DSL Training My FREE habits class Full Show Notes Sticky Habit Method Learn more about your ad choices. Visit megaphone.fm/adchoices

Mal and Lara help Makena navigate who to sleep with by creating a Bechdel Test, but for sex. Lara describes her first few days working at Trader Joe's. Fitz pees all over Mallory's floor mid-pod. It's a chaotic time. ENJOY!

TOPIC: This week we are talking about childbirth — everything you've wanted to know wrapped up into one episode! We discuss the stages of labor, how to prepare for childbirth, and what to expect when it happens. We also share fun facts about childbirth and why we believe every person who has given birth deserves a gift (at the very least). Oh, and don't miss Corinne's recap from hosting her sister's Sweet Sixteen and the response she received when she revealed her age. OUR HOSTS: Corinne Foxx - @corinnefoxxNatalie McMillan - @nataliemcm and @shopnataliemcmillan What we're drinking: Trader Joe's Something Spritzy Festive BeverageIn this episode, we discuss: Corinne's Sweet Sixteen recap Fun facts about giving birth The length of a full-term pregnancy Tips on how to prepare for childbirthThe stages of labor + the post-birth process Stories about unforeseen birthsEND OF THE SHOW: Corinne and Natalie introduce Hottie of the Week: Ryan Reynolds DRINK RATING:Trader Joe's Something Spritzy Festive Beverage = 7.5 / RyanWRAP UP:To wrap up the episode, we play Citizen's Arrest. Corinne puts a Citizen's Arrest on low-rise jeans (specifically after cosplaying for her sister's Sweet Sixteen), which launches Natalie Corrine into a conversation about the extremely tight jeans they wore in high school. Natalie puts a Citizen's Arrest on overcorrecting the temperature in support of outfits that make sense. Does a restaurant actually need to be that cold?We have a newsletter for our Am I community. You can sign up for the newsletter on our website: amidoingthisrightpod.comYou can email us for episode ideas or Solicited Advice: amidoingthisrightpod@gmail.comFollow us on Instagram: @amidoingthisrightpod Don't forget to rate and review the podcast! It really helps us grow!

Well I'll just say, I can't even believe we said some of the things we said on the podcast today. Lol.  We were both pretty amped up; Tanya from the hiring of Bobby Petrino and the Golden Bachelor finale and me from trying to take down the Christmas decorations at Trader Joe's.  Have you heard the word, “Grandstander”?  Me neither, but I encountered one at the airport yesterday and after Tanya introduced me to the word, it couldn't be more fitting.  Lots of food references and even more laughter later, we ended with some sweet and helpful cute and fun items that might just make your Christmas list.  Much Love, Jasa   Superlatively Yes website   Superlatively Yes on Patreon   Superlatively Yes Instagram Page Superlatively Yes Facebook Page   Jasa's Instagram Jasa's Facebook   Tanya's Instagram Tanya's Facebook   Cute and Fun   Pura Home Fragrance Device Tobacco & Patchouli Pura Scent Bath and Body Works Luminous Baccarat Rouge 540 Eau de Parfum Minnie's Walk and Play GE Profile™ Opal™ Nugget Ice Maker with Side Tank, Countertop… GET BENDY POSTER - Elle Fit Active

Here's what you need to know from this week in the business of podcasting: RAJAR: UK Podcast Weekly Reach Has Doubled Since 2017Ad Revenue Growing Faster Than ExpectedPodcast Guesting Drives Defector SubscriptionsBranded Podcast Enables Better Coverage, Connection With FansQuick Hits:Putting Success In Your Way With Video by Tom Webster. With the growth of video podcasting, it's time to re-examine how podcasting thinks about audiences watching podcasts instead of listening. Tom Webster breaks down the differences, and how the two aren't mutually exclusive.Age of Audio: A Tale of Modern Audio Storytelling. Podcast producer Ronald Young Jr. has published a trailer and IndieGoGo campaign to fund the completion of a documentary about the evolution of narrative audio in podcasting, featuring interviews with notable podcasters like Ira Glass, Avery Trufelman, and our very own Tom Webster. How audience-first creative is amplifying audio and video campaigns for 2024 by Alex Donics. Spotify's global director of demand marketing talks through the power of effective advertising and highlights the key ingredient of a well-produced, authentic ad creative. Realm & IGN Strike Podcast Deal Including Scripted Adaptation Of Justin Roiland Videogame ‘High On Life' From Squanch Games by Peter White. Audio fiction production company Realm has signed a deal with IGN to produce podcasts based on video game IP. Given the size and connections of IGN, this could lead to a whole new niche of licensed audio fiction based on video games. New Podcast Audience Profiles Now Available for Publishers in the Australian Podcast Ranker. Triton Digital and Commercial Radio & Audio have announced new podcast audience profiles are now available with the launch of Podcast Metrics Demos+

Here's what you need to know from this week in the business of podcasting: RAJAR: UK Podcast Weekly Reach Has Doubled Since 2017Ad Revenue Growing Faster Than ExpectedPodcast Guesting Drives Defector SubscriptionsBranded Podcast Enables Better Coverage, Connection With FansQuick Hits:Putting Success In Your Way With Video by Tom Webster. With the growth of video podcasting, it's time to re-examine how podcasting thinks about audiences watching podcasts instead of listening. Tom Webster breaks down the differences, and how the two aren't mutually exclusive.Age of Audio: A Tale of Modern Audio Storytelling. Podcast producer Ronald Young Jr. has published a trailer and IndieGoGo campaign to fund the completion of a documentary about the evolution of narrative audio in podcasting, featuring interviews with notable podcasters like Ira Glass, Avery Trufelman, and our very own Tom Webster. How audience-first creative is amplifying audio and video campaigns for 2024 by Alex Donics. Spotify's global director of demand marketing talks through the power of effective advertising and highlights the key ingredient of a well-produced, authentic ad creative. Realm & IGN Strike Podcast Deal Including Scripted Adaptation Of Justin Roiland Videogame ‘High On Life' From Squanch Games by Peter White. Audio fiction production company Realm has signed a deal with IGN to produce podcasts based on video game IP. Given the size and connections of IGN, this could lead to a whole new niche of licensed audio fiction based on video games. New Podcast Audience Profiles Now Available for Publishers in the Australian Podcast Ranker. Triton Digital and Commercial Radio & Audio have announced new podcast audience profiles are now available with the launch of Podcast Metrics Demos+

This week on the show, we'll talk about Trader Joe's Chocolate Peanut Butter Crispy Rice Bites and eating vegan at Daddy Mac's, a BBQ joint in Asheville, NC. We'll also try Air Heads XTREMES!SHOW NOTESTrashy Vegan in Asheville closes for good on 12/16/2023. We are devastated.Our bonus takeout was the Burger King in Lavonia, GA, where we got Impossible Whoppers and an incredible DIY vibe.Burger King onion rings are vegan and taste bad.We are not linking to this week's news item, because it's an obvious troll job.Bauducco Wafers are accidentally vegan!Thank you so much for listening. We record these episodes for you, and we'd love to hear from you. Got a favorite vegan treat that you think we should cover on the podcast? Send your suggestions to talkintofupod@gmail.com! Hosted on Acast. See acast.com/privacy for more information.

This week we chat with Jeff Eyrich, a renowned producer and musician whose influence in the music industry is profound and far-reaching. Jeff is known for his remarkable versatility and depth of knowledge, and he shared insights from his extensive career, providing a rare peak behind the curtain of the music business… all aspects of it. Jeff and Keith chatted about his approach to both music and producing and his collaborations with a list of artists as varied as the pasta aisle at Trader Joe's. He shared more than one anecdote about the challenges and triumphs of working in the music industry. Believe us when we tell you that Jeff's music career has touched you in one way or another. He has quite literally, done it all - including being one of the reasons that this very podcast exists. True story! Links: Jeff on Bandcamp Jeff on IG Jeff on the web Jeff's Handpicked Spotify Playlist Learn more about your ad choices. Visit megaphone.fm/adchoices

This podcast episode follows Christina's challenging fight against cancer, sharing insights into her coping mechanisms, medical challenges, and inefficiencies in healthcare. It highlights proactive health approaches, emphasizing the role of lifestyle changes and the importance of a supportive community. If this episode resonated with you, and you are not part of the BBM community, now is the time to do it!  Sign in TODAY for free and try BBM for 7 days at https://www.monikaamazur.com/free Get the Trader Joe's Shopping list here: https://www.monikaamazur.com/shoppinglist

Don't miss out on our upcoming live office hours on December 14th, 9:30 a.m. PST/12:30 p.m. EST, where we will delve into the tactics of ground marketing to Trader Joe's. You do NOT need to be a member of our ground marketing course to join, and this session will offer exclusive insights into scripts and strategies, plus a chance to interact directly with me. Click here to register and take your marketing game to the next level! https://us02web.zoom.us/webinar/register/WN_0rbNohCiRHO18qnwGUE6Hg#/registration‍Guest: Paul EtchisonBusiness Name: Dental Practice HeroesCheck out Paul's Media:Website: https://dentalpracticeheroes.com/Dental Practice Heroes Podcast: https://podcasts.apple.com/us/podcast/the-dental-practice-heroes-podcast/id1315253777DPH OmniPractice Total Team Success Program: https://www.dentalpracticeheroes.com/offers/925o3Jgr/checkoutOther DPH Courses: https://dph.mykajabi.com/‍Other Mentions and Links:‍Companies/Software: KajabiTrainualTrader Joe'sUdemy Leadership Course ‍People/Communities: Amy C. Edmondson - Harvard University‍Podcast Episodes:300: DR. PAUL ETCHISON | NELSON RIDGE FAMILY DENTALMMM [INTERNAL MARKETING] SMALL DETAILS THAT MAKE A BIG DIFFERENCE IN TEAM COMMUNICATION"WHAT IS 1 THING YOU WISH YOU KNEW BEFORE YOU OPENED YOUR START-UP/ ACQUISITION?"455: DR. PAUL ETCHISON | ACHIEVING PEACE OF MIND: EMBRACING DELEGATION FOR A HARMONIOUS DENTAL TEAM‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍What You'll Learn in This Episode:How to establish truly effective leadership within a dental practice.Strategies for managing your team effectively and efficiently.The importance of creating a psychologically safe and healthy working environment for your team.How to delegate roles and responsibilities that best suit your team members.Implementing effective communication systems to foster seamless workflows.The first steps to transitioning responsibilities to your team for better office management.Dr. Etchison's experience in specializing in only projects he loves and becoming a visionary for his practice.Learn how you can apply these strategies, regardless of the size or nature of your dental practice.Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: All right. It's time to talk with our featured guest, Dr. Paul Etcheson. How's it going, Paul? Paul: Hey, it's going good, man. How you doing? Michael: Doing pretty good, man. You're, uh, this is, you've been on Monday Morning Marketing episodes and then we've also dived deep when you had your practice, right? Yeah, yeah. So, right now, remind me, how long has it been since you've...Been in Paul: practice ownership. So I have been in practice ownership since 2012 and in 2018, we expanded from five to 11 ops and then 2020 in December, that's when I partnered up with a DSO. I'm just wrapping up my third, my three year contract. It's over. And then I'm free, but I mean, the thing is I'm not leaving.I'm not planning on leaving. So that's pretty irrelevant when I think about it. But yeah, that's, that's the whole like short, brief summary of it. Michael: Yeah. Why aren't you Paul: leaving? Cause I like it. when, when I partnered up, I was like, man, I got to get out of here. I got to find something else to do.Maybe I'll be a fireman. I don't know. And through this whole process in the past three years, man, it's, uh, I've really just realized how much I do like being part of the team now. I don't like being there five days a week. I'm there about six days a month and I have a team that runs everything, but I'm just like the visionary.I'm the, I'm out of the noise. I'm out of the day to day. And I do get to do like my. Ortho, I do band and bracket on kids. I still like doing that, but I've had like I had one period where I took like five weeks off and it wasn't supposed to be five weeks. I got COVID right at the end of a three week vacation and I didn't like it and it was like, wow, like I feel really drained.I feel like I need to leave the house. I feel like I need a reason to go somewhere. I mean, I was going to, I was going grocery shopping when we just went grocery shopping just to go somewhere, you know? Yeah. I was like, well, this bread, this bread is probably going to expire in like maybe 10 more days. We should probably have some for those, you know, it was weird, man.It was, uh. I just noticed it. I, I just noticed, man, I don't, I'm not feeling the greatest about this. And when I went back to work after that, I was like, gosh, I really missed all you guys. This is great. I'm so happy to be back. So I, I do want it as part of my life. I don't want to leave it completely. I had to realize that through going through this process, but, um, I'm not ready and I'm never going to go back to like five days a week.I'm just not going to do that. Michael: So then looking back, do you think you could have done that? Just work somehow minimized it on your own to three, two days a week or something still been profitable, but Paul: good question. Yeah. Because you know, a lot of people say like, do you regret selling? Do you, you know, do you wish that you still had your baby and it was still all yours?Because I've sold 85 percent at this point. I will say. Through that process, I've, since I sold, I kind of backed off. I let my leads do a lot more and it was kind of part of it. I was more comfortable letting them do more because I was saying, well, dude, I only own 15 percent now, you know, it shouldn't be, I shouldn't, I don't have as much writing on it.So go ahead, do whatever you guys want. And what I realized is they were great at it it's been running better with them than it runs with me, you know? And I think that's one of the things I've kind of rolled into my coaching now with, with teams is that I had this epiphany that gosh, like your practice can grow and run so much better if you have teams running it.Um, now would I still have sold? Yeah, I'm still happy. I sold, I still got a whole bunch of capital. It's all invested into different assets and a bunch of real estate. And I've, I've reached a point where I can kind of chill and just do whatever I want because I want to do it. And I'm happy for that. So I am glad that I sold, but could I have had this kind of de stressed practice lifestyle?For sure. I think, um, I could have had this de stress, uh, just this, what I have now, and maybe I wouldn't have sold. I don't know. It's hard to say, but I'd have no regrets about doing it.Michael: Is the decisions that like decision fatigue, you're like, Oh my God, too many. I just don't want the weight of all these decisions because technically they're still looking for you at you for Paul: leadership, right? Yeah, yeah, there's, I mean, still to some extent, they're, they're pretty good leaders there and I've established a good team. I would say what bothered me, and this might be a personal thing, I know a lot of dentists go through this, so I know I'm not alone on this, is that I was trying so hard to make this an incredible place to work. And I really wanted to be, in my heart, I really do care about that, I want it to be a great place to work, I want people to love the job and love being there.And I think through seeing patients and trying to manage everything. I was just really overwhelmed with the amount of time and my lack of time to do so. And then when people would come with, come to me and say, Hey, like, you know, we got to do something about it. So I mean, the front desk is going, we really got to redo this front desk.It's just, it's just a mess up there. I would almost internalize that as. You are unappreciative of all the work I do. Like, why don't you appreciate I'm doing my best here and you're telling me it's not good enough. And it was just like constant frustration of giving all of myself to this practice, but at the same time having people still be upset.And I think there was a mindset shift that I had to make that I said, well, you know what, instead of them being completely 100 percent happy with the practice, they just have to be content. And I have 40 plus team members. There is no way they are all going to love it and just be like, this is the best place ever.100 percent of the time, 100 percent of them, it's just not possible. So I think I had unrealistic expectations there. But as I employed my leadership team and they started handling these interpersonal things, it just kind of the weight lifted and I didn't hear about these things anymore. And I have a clinical lead.And she has been my assistant for like, man, almost 12 years now, almost the whole practice lifetime. And she's the one who handles all this stuff now. If somebody's complaining and it got to the point where like, I check in with her, she'd be like, Hey, this happened. Do you want to hear about it?And I'd be like, if you don't want to tell me, I'm cool. She's like, I got it under control. Don't worry about it. And she doesn't really tell me. I mean, not that I'm in the dark, but I, I like how in the dark I am. I mean, she, she let somebody go like three weeks ago and she just shot me a text for like a blessing.Hey, cool. You cool. If I fire this person, I barely know that person go, you know, it was a new assistant and she was there for like maybe five weeks and it just like, it wasn't working out. So she let her go. I don't even have to do that anymore. I don't hire, I don't fire. People, I walk into practice, I see new faces.I say, hello. And I'm just doing like big vision stuff. Like we just dropped Delta. That's like our thing. We're, we're going out of insurance this year. So that's our big thing for this year, it's a good place to be. And, and yes, did I need to sell to a DSO to do it? No, not at all. And that's kind of what I'm teaching to my coaching clients is like, Hey, this is how you do it, because I wish I would have done it before I sold to a DSO.I mean, I owned this practice for nine years before I sold. it could have been a lot different nine years. So overall, Michael: you kind of don't wish that you sold. You wish you kind of, uh, worked on it on your own or what? Paul: No, no, no. I I'm still happy. I sold because I got the capital and I got it. I got a really great deal for my practice, you know, and it's to invest in the company that has bought my idea, bought my practice or partnered up with me.Like I just, I got so much for it. I don't know if I would have waited five years, if I still would've got what I got. I mean, as you know, private equity in dentistry right now is very, very hot. And this might be something like era that we look back in 20 years and be like, man, remember when that happened?Yeah. So I just didn't want, I didn't want to miss it. I'm not saying that it's going away. I don't know, but who knows, man, I, I'm really happy with the amount of God. And it's, it's gotten me to a point where just kind of can do whatever I want now. And I'm doing the things that I want because I want to.But there was also that period of in between like, wow, you can do whatever you want because you want to, what the hell do you want to do? and it kind of took me a little bit to kind of figure that out. Michael: you sign an NDA or anything like that? Or could you give us like a range of how much you Paul: got?Or I don't know if I could give you a range. I could get, yeah, they probably wouldn't want me to talk about it. Okay. Don't Michael: worry. You're like zero to 10 Paul: million. Okay. Yeah. We can go, we go zero to 10 million. I didn't get 10 million. Michael: Okay. Got you. Got you. Got you. But, but it was a good one. That was a good mouth. Yeah. Gotcha. Okay, man. So rewind a little bit. you talked about how now your team runs your practice. I mean, I think that's the dream for everybody, right? Like what you're making right now. So what are the first steps to making my team run my practice? I'm listening to this episode. Yeah. Day one. I'd love to get there.Can you give me the first steps to create this system? Paul: For sure. I think the, I mean, the first steps of any practices is we're trying to get it systematized. We're trying to get it organized. So we've got to start with checklist. That's like number one. So got to look at checklists, got to like just basic checklists, like.What do we do when we close? What do we do when we open? What do we do weekly, monthly, annually, like just making sure that everything that needs to get done is getting done. it's a whole process of systematizing your practice. But now, now that I have these leads. And this leadership team, what I realized is that they've created a lot of these systems without me now.So when I first opened the practice, and I first was doing this before I had the leadership team, it was kind of a slow process, even though in retrospect it felt like it was happening fast. Now, like, I'll look at things and I say, how do you, how do you guys do this? Show me. And I'm like, who came up with this?This is fantastic. And they're like, oh, we did. but I would say the first process is seeing who the leaders are on your team. And I have an office manager. I have a hygiene lead. I have my clinical lead, who is also my assistant lead, and then I have a front desk lead. So I have four people on my leadership team.I don't think everybody needs that many people, because I think if you have maybe 10, 12 people, you can pull it off like that. But sometimes smaller offices, I mean, if you've got seven employees, you can't make three leads. You know, it's, that's just like half the team's not lead to have the team as a lead, but it's picking who are, who the people are.And it's being really clear on the expectations of what you want them to do. And hopefully you're picking the right people. These are not people. These are not your best all star performers. Like, um, I don't want to say that my, my clinical is not my best assistant. She's fantastic. But she was not like my primary assistant, you know, she was, but she was the one who really was able to take things and run with it.She was really confident in herself. She was great with talking with people and she was a really good leader. So you got to find those people that want to take on more responsibility and they need to look at it from a way. And I've seen this happen in some of my coaching clients offices is they assign the leads and the people are like, I don't want to be the lead anymore.And they're like, well, why? Like it's just too much extra work and one of the things I realized when we had some issues with the leads you've got to give them scheduled time to work on their duties. Because when we started it, we said, okay, you know, you don't get a cancellation.You're in between patients. You could work on this stuff and you could sit down and talk with the other assistants and you could train them and find out what they need help with. And you could do like performance reviews and all this stuff. And the fact of the matter is, is when it's in between patients, when you get a cancellation, people aren't like, okay, cool.Cancellation. Let me work on this other stuff. They just want to chill sometimes, you know, we were running so much, they just want to like, you know, talk with their team members, talk with people they work with and just get to catch up and stuff. So that causes overwhelm is because we don't have time to do it.So you need to schedule time for these people to do it. And that's why I told every, every single person, like, I don't want to be the lead. I'm like, just try this. You've gotta do this. 'cause I always tell people I need to do it. But then, you know, dentist just don't listen. They don't , they don't like to listen.And I'm like, I'm telling you, you need to schedule time. They're like, no, no. Well, we'll just, we we're pretty slow a lot of time. Okay, cool, whatever. And um, as soon as you schedule 'em like maybe four hours a week to go in an office, shut a door and just work on stuff, they get it done. And they love that day.They all wake up that day and they go, man, this cool, this is the day I'm just in the office. This is awesome. Even, even when you make 'em try to do stuff in between patients. You might as well not have them at all. They're not doing it. They're just not going to do it. So if you want help in your practice from the leadership team, and you want to build a leadership team, you've got to find the right people, you got to pick the right people, and you've got to make sure that they have time, but then you also need to sit in front of your team and designate what is this relationship that you have with them?Because it's going to be hard for them to be almost like a boss to the people they've already worked with. And, and I'm saying like my leads. are kind of a boss to people that we've worked with that used to be their, their equals. Cause we've got a lot of long term team members and that relationship is okay.But I had to designate this like, Hey, they aren't, I am still your boss. You know, they are, they are for communication and they're for like, you know, training and stuff. They're here to help you. They're here to support you. This is what I want the leads to do. This is the person I'm going to go to, but I want to change something versus going to everybody.But I will tell you that the people that come into the practice now that are hired by the lead, that that's their only point of contact, they barely even talk to me. That's their boss and that's a completely different relationship than what they have from the people that they were in the same level with, but the people that they were on the same level with, and now there's the lead, they do respect them.So it's, it's, I think it's because you had to, you have to, as a leader, designate what is the role and what does this mean for everybody? You know, are we taking orders from five people now? What am I doing? You know, so, so pick the people, give them time to do it and designate with the team what exactly this means.And it's something that's just going to evolve over time for you. It's going to like, I didn't have my leads hiring right off the get go. It was just one day I was like, Hey, like these two people aren't getting along. I mean, can you handle it? They're like, yeah, I can handle it. You want, do you want me to help?Nah, I got it. And then it's like, do you ever think you could like call on these people, these resumes and just see if you like them? Yeah, sure. What do you want me to do? Call them. See if you like them. If you like them, get them in for a working interview. And then if you want to hire him, send it to me.And then it got to, Hey, if you want to hire him, here's your budget, figure out what to pay him, you know, and then, and then it was just like, you don't like him, do you feel comfortable firing him? Okay, cool. Off you go. And, um, you slowly give them more and more things, but what's cool about it is at first they're kind of like hesitant.And then when they start seeing that they, they, it's almost like they get confidence in their abilities. And they're like, I can do this. Yeah. I can do anything. I got this. And people just love that role. So when I hear someone say, I don't want to be the lead, it's too much work. I'm like, we're doing it wrong.They should love being the lead. It's an awesome place to be. It's a great place of autonomy, creativity. You get to be a big role in the practice. You get to make big decisions and how things change and everybody should like to do it, but you got to give them time to do it so they don't get overwhelmed.So I think that's, that's the biggest thing. Michael: Gotcha. Okay. So then you want to, and I like how you said, give them scheduled time to work on their duty. So one is you want to pick the right people, right? And then to schedule the time, this scheduled time is for them to work on their craft or is it scheduled time for specifically what?Like Paul: if it was front office. It's like office time. I mean, so like, for instance, like front office would be, this might be time for this person to give some one on one training. Some more one on one training to somebody that needs it. It might be time to do a performance review. It might be time to sit down and maybe come up with agenda for a team meeting that's coming up.You know, just whatever we're, whatever we're transitioning or whatever new things we're implementing, this is time to work on this. Get a system in writing so that we can present it to the whole team. It's not for, hey, I gotta get caught up on these insurance checks. Man, am I so behind on these insurance checks.Cause I mean, that's another thing that's happened to my front desk lead. Is we were like, why is this front desk like so crazy? Like what is going on? Like, and like, what are you doing in your lead time? It was like, I'm getting caught up. So then we were like, we gotta get, we gotta teach someone else how to do these insurance checks.Cause this, my lead was doing this. So we got that off her plate and it's been great. It gives her time. I said, I don't, I don't care if you're sitting behind somebody and just listening to the front desk. I need this place needs to be managed and you need time to manage it. And that needs needs to be time that you're not working with a patient or doing some other tasks.So it's just their time to be elite. Michael: Gotcha. So you schedule the time for them to be elite. You get specific, but you also specify the leads to everybody, right? Who's the leads and things and what their role is. And then the leads create systems. So would you say like, Hey guys, once a month, I need you to make me a protocol or system on something you're working on Paul: we used to have lead meetings with me and my four leads, we would do it every other week. Now we do it once a month. But we'll have a team meeting that's two hours long, and usually that's like 10 15 minutes of me talking about how things are going, trying to provide some little inspiration, a little gratitude, appreciation for what we've been doing.And then we break into departments. If you want to know what to work on at a practice, ask your team. I mean, they, they know exactly where the pain points are. So they'll break off and all the hygienists will go in one room and all the assistants in another room. It's like, Hey guys, what's going on? What do we need to work on?What's not working? And then that is where you find out where you come up with like a system or protocol. So it is a, it is a whole team collaboration. It is, for instance, say the assistantly talking down to the assistants and saying, Hey, this is something to happen.We go up to the front desk. Sometimes we walk up with a patient and nobody looks up and we don't know where to go. And it's awkward. we don't know, like, is there, is, can we designate, and this is what they came up with. Can we designate a priority of the four chairs at our front desk that this is the person that always gets gone to first?If they're not available, we go to this person, if they're not available, you go to this person. So we came up with that, and then we bought these little tap lights that change from red to green. And they just sit on the little desk next to the person. And if for some reason there's not a patient there, but they're still finishing something up, typing something into a computer, or like doing some correspondence to a patient, they tap the light that's red.So that person's priority is taken, you go to the next person. And that was completely come up by my assistant and, uh, and the team. So it's just like, they're just, you give them the autonomy to just invent and come up with solutions and it's awesome. I mean, you'd be amazed that when, whenever you drop the ball on a patient or whenever something goes wrong at your practice, that's the opportunity to create a system.And if you've got a leadership team to help you do it, you don't have to do it alone. And now you have somebody that's in on the front lines, that's working there. That understands that position a lot more than you. So it's, it just works on so many Michael: levels. Gotcha. Now, why did it go from every other week to a month, your meetings?Paul: So and that's why I tell everybody just about meetings. How often should we meet? I don't know. We were meeting every other week, or every, yeah, twice a month, and it was getting a little stale. We just felt like we didn't have a lot to talk about. So we're like, hey, what do you guys think? Things are running pretty smooth.What do you think about us going down to every, once a month? And that's been fine for now. Um, there was a time where we were doing some front desk training. We were doing phone skills training. And we were doing it, like, where we have two shifts. We have a night shift and a morning shift. So the morning shift would stay late.We'd meet with them, and the night shift would come in early. And we'd meet with them and go through phone calls. And we did that weekly for six, seven weeks. And then you just feel it at a certain point. We're like, okay, I think we've got this. Start flipping through phone calls as a team. And you're saying, I can't find much to critique here.These sound fantastic. You know, okay, we're good. let's just stop. And we stopped the meeting. And then at one point in the future, and when we listen to a phone call, if we start hearing a lot of, um, bad phone calls again, we're going to start meeting again. So you just play it by ear. So you'll just feel, nobody wants to go to meetings that are unproductive and boring.So if your meetings are being unproductive and boring, because there's not a lot to talk about, you might be meeting too much. Michael: Yeah. I like that, man. I like that a lot because a lot of the times we get so like, uh, I guess, It's dogmatic about like, we got to meet every week, like if not then, I mean? And then we get more of a, like, ah, we got to, but if it's a seasonal where it's like, Hey, this is a, it's, it's bad.We should be meeting about this stuff often. Right. So it can like get into, burn into their brain. That's good. So then I guess that kind of leads my next question. Like what if the leads say like every, everything's fine. Everything's good. I can't think of a system. I can't, month two comes around. Yeah. I can't think of a system.Like everything looks good. Are they like looking or Paul: how can we be sure? I would find that hard to believe that everything's ever good. There's always, there's always something. If, if my lead was saying that to me, I would say, when's the last time you did one on ones with your department? You know, that's what I would ask.When was the last time you did some one on one meetings with everybody in your department? Because, uh, do a round of one on ones with your team. You know, if you don't have a leadership team, sit down with everybody this week. You're gonna find stuff. It's never going to be everything's fine. They might say when you ask them. Everything's good. Yeah. Yeah, keep probing Everything is not fine. And I like the question when I asked when I used to do one on ones I used to ask people what is something that frustrates you when you're working here? No, I like it. Everything's great. Everything's great Well, there's got to be something we all get frustrated something.No, I don't care how minor it is What is something that frustrates you? and Everybody can always come up with something and then you can there's always truth to it It's just like when that crazy patient complains, we all want to dismiss it. We say, Oh, they're crazy. We don't care about them, but there is always truth to every complaint.If it comes from a crazy person, or if it's just a minor complaint from somebody on your team, there is some truth there that could be addressed. And that complaint is a gift that we should take and create something with it. So, um, there will never be a point that everything is good. I mean, things are running smooth right now.My practice, we haven't had a whole lot going on. Um, big stuff at least, but there's always stuff going on and there's always things that improve on. I could show you system after system and protocol after protocol. And I think our office is one of the greatest offices in the world. And I really do believe that, but we dropped the ball all the time.We have humans on our team and they make mistakes and they have bad days and sometimes they're tired and sometimes they're in a bad mood. Things happen. We are human. And that's okay. Like, we offer everybody grace. We understand that. But there is never a point where you will ever have a practice that is free of issues, stress, or problems.But you can just reduce them as much as possible and use them to make your practice a better place to be. And if that is the core of your being, that that's what you want for your team, a really nice place to work, it makes it easy to have, and it's a pretty, it's a nice, um, it's a great why. It's a really great why to kind of motivate you to really take this, this avenue and put on this hat for your practice.So. and it's, it's good for everybody. It's good for the patients. You know, when everybody's happy at work, the patients get taken care of really well. It's good for the community. It's, it's good for patients that are happy and tell more friends and family about you because now you're going to help more people.So it's really all coincides with your mission. If your mission is to help as many people as possible, all these things Michael: matter. Yeah, no, yeah. A hundred percent. Now, what would you recommend if like. We're starting out, and it's just me, front, one front office, one assistant. But we want to have this in place because we can see a vision, like, I would love, for whatever Paul's telling me right now, like, to have my team take over, I would love that.How can we start? Paul: So, I mean, with just two people, that'd be, that'd be a pretty small leadership team. Because your leadership team is your normal team, I guess. But I think when, I tell people for small offices, it's time for an office manager. You know, that's, that's the first one to do. And it needs to be an office manager that's not working at the front desk.And they go, what do they do? Well, they're gonna do your payroll. They're gonna do the 4 0 1 K reconciliation. They're gonna do all the credit card reconciliations at the end of the month. They're gonna be working through the ar. Just checking on all these things that you're checking on. 'cause you don't necessarily need a leadership team when you're a smaller office, but I do suggest that you, you don't need to be the only leader at the office.And it's just one of those things that. It's a matter of having somebody and you give them that title, you put them in that role, and you, and you tell them what to do and you get help. You're getting help growing this practice. Now, and I will say my leads were all my leads. Every single one of them was not my first person I hired in that position.They have been with me a long time, but they were not, you know, and if anyone's wondering how we did this, cause we were probably a team of. 16 to 18, when we incorporated this lead structure, we had everyone do ranked ballots. So where you would vote for who you want the lead to be, who your first choice is, your second choice and your third choice.And it was all anonymous. And then I took them home and counted them and everybody voted the way that I would have picked. And I don't know what I would did if they didn't, because I had the ballots at my house and I don't think I could have, I could have did whatever I want with that election.Um, But I didn't have to, I, I, I, I was able to not have to make the decision because they did pick the right people. And so I think your team knows who it is, but that's how we did it. Cause I didn't want anyone to think I was playing favorites. I wanted the team to play their favorites. And thankfully the, the team had the same favorites as me, I guess it's just worked out.Yeah. I Michael: like that. I like that the rank balance. So, okay. So that's how we kind of want to start it off as right. But we want to already start giving like, um, I guess the sense of authority to the people that we, we feel could be leads. Because I feel if we hired a front office and we're like, man, they're great at accounting, they're great at this.And then our assistant's great at that. What should we ask ourselves to be like, but are they a good, or are they not a good Paul: lead? Well, it's, it's, it's hard because like we always want to put the person in the leadership position. That's our best employee, our best front desk employee. Our best assistant, our best hygienist and, um, I mean, I'm not going to pick who's my best is, but I would say they're not always there's a different set of skills that is required for leadership and it's more of the soft skills.It's more of the personality and it's more of, um, if I had to look at my leadership structure now and say, who are the best ones? It is the people that are comfortable getting out of their comfort zone and having a weird conversation, having a difficult conversation. They're not afraid to go to somebody and say, Hey, I got to, I kind of got to talk to you about something, you know, can we go into the office?I got to talk to you about something that's going on and, and, um, yes, people have been telling me this. I want to hear your side of it. What's going on. People that can sort through conflict and you want to like hope that most people have these skills and they don't and that's like with one like I was mentioned like my program that I have that's like part of it like is.Part of my, I have this program coming. I'm just going to spend it. Can I just talk about it now? It's going to run it is like, so I got a seven month program. It's called the omni practice total team success program. And what this is, is what we do. We we've helped the doctor pick their leads and we help them take to that transition and then it's all online contents that is slowly leaked out to fully systematize the practice.So the first month is pick your leads, doctor. And then we bring the whole team into it. Now the team's looking at like, okay, the leadership team is watching leadership videos. How do I manage people? How do I, how do I engage people in conflict? How do I embrace and inspire people with a vision? So that they're getting that leadership and management training that first month.While the other team members, they're starting to kind of work on things like what is a brand? What is a touch point? Why does everything we do matter? And we take it through this, the whole office through this course, and there's scheduled things and assignments in our hope to get this office completely systematized and running with the leadership within seven months.And within that there is coaching. So I'm having monthly calls with the doctor. Every one of my leads is having a monthly call with the person on the, the, the client's leadership team. And it's been awesome, man. It's just been a game changer for these offices that are doing it right now. We've just rolled it out like three months ago.We're only like, we're getting on our third month now, but man, it's cool to see the changes. It's, it's just when you bring in the team, that's when things change. And that's what I noticed because I was doing coaching for about four years. I had a client that said, Hey man, can my hygiene lead just talk to your hygiene lead?I'm like, of course. And then it was like, do you mind if my front desk lead talks to your front desk lead? Yeah. And the office manager talking. And he's just like, I can't believe how helpful these calls are with your team. Cause one of the things that like my team does when they talk to other people, they can't believe how much my team does.And they're like, this is great. Like, yeah, I want to do that. But you do the hiring and the firing, like, wait, what did you build? This is so cool. And it's, it's a lot different coming from somebody who's in that same position versus me telling another doctor, Hey, you should have your leads do this. And then they go to their lead and say, Hey, my Dr.Edgerton says his lead does this. You should do it. Can you do this? That's what you're supposed to be doing. It's just a completely different way of motivation and implementation. That's it. It was like, it was a game changer for that one client. That's why we created this program. But yeah, it's like I was saying is people don't have that leadership skills.They just, they don't have it in doctors. We don't have it a lot of times either. So it's, it's a game changer to give this to your team and, and my team has picked it up for me, but now that they're, my team leads are part of this program, they've watched these videos. They're like, these are great. Thank Man, why didn't we ever talk about this?I'm like, we did, we talk about it all the time. They're like, no, no, not like this. And I'm like, well, okay. Well, I'm glad it, I'm glad it was beneficial. I kind of wish we would have done this earlier with you guys, you know, it's just training, man. It's just like, can we optimize every area of this practice?And make everything the best it can be. And all it takes is a little intentionality and a little bit of time. But that's, that's the, that's the challenge. Is we don't have the time. Or we don't make the time. We don't think it's valuable time. And, and when we shut down our practice and do these things.Officers, doctors say, Well, ah man, we just risked out on 3, 000 of production by shutting down. You know, they, they think of the negative and the opportunity cost. They don't think about what are you gaining. And I assure you, you're gaining way more value when you shut down your practice. And have some dedicated time.Try to get your team to come in on a Saturday when they're supposed to be off. Yeah. Good luck with that. They don't want to do that. They're not going to bring their best self to that meeting. You know, it's gotta be when they're scheduled time. So, yeah, that was right. But that's answering your question.Yeah. That's, uh, I don't even remember what the question Michael: was. No, no, no, it's good to you, Michael. It's, uh, when they're, I guess when they're like, you know, kind of dropping the ball, but it's hard to find, I think, cause you mentioned, uh, you want to find people who can sort through conflict, leads. because sometimes we don't know how it is, if that person would be a good leader, they're just a good employee.Right. At the very beginning. Um, but sometimes I feel it's hard to find people who can sort through conflict because sometimes I feel like I'm thinking, are you someone who wants to sort through the conflict and you were, Hey, tell me why you got fired. Or are you just wanting to know the gossip? Like you just want the drama.You're like, Hey, why did they fire you? What's going on? Right. Like kind of thing. Right. Right. So. I guess, would it take more leadership training? On the owner to, to like know about themselves to be like, okay, uh, how can I make sure I do a good hire? Paul: Yeah, absolutely. And I think what's really worked out in my practice as well is it's like the, the team is going to model the leader and my leads are going to model me as a leader.So And I feel like I've always just kind of set a good example. Naturally, I've been very engaged in leadership training, leadership books, and just things like that stuff online. And Udemy is a great course. That's had got some good stuff on there. There's, there's so many cool things that you could do for like leadership training, but, um, if you don't have it yourself, it's going to be hard to get it in your team.It's gonna be hard to recognize it. And I think like, just to give you like a nugget, like the big one for me is safety is, is, and I'm not talking about physical safety, like, and your team needs to feel safe, like psychologically, they need to feel that they can screw things up. They need to feel that they can come to you and ask you for help.They need to feel that they can come to you and let you know when things aren't working out or things are going wrong or somebody's doing something. And they need to know that when they tell you that you're not going to get defensive and you're not going to make them feel guilty. You're not going to shame them.You're not going to criticize them. You're going to be like, Oh, I thank you for, thank you for sharing that for me. That probably was a little hard to share. And that I think is a huge thing in man. I would say so many people just completely screw that up. We want to be the boss that we were taught on TV and growing up, how the boss is supposed to be.And it's the big fat cat in the, in the chair with his feet up Boston, everywhere on telling people what to do. And that's not how good leadership works. It's about a collaboration. It's about leading with everybody. And it's not about scolding people, and, and that's leadership by intimidation, and that doesn't work.You'll get the bare minimum out of your people if that's the way you lead, if they are scared of you. there's just certain things, like, if, if you have this open line of communication and your team feels safe. They will come to you and let you know what the problems are. And when you have a team member that's like, I'm getting really frustrated with this, nothing is, nothing is changing.I think I'm going to go look for a new, new job. They don't ever get to that point. Because when they're frustrated, they come and let you know about it. And they, they don't have a reason to leave your practice. Now, am I saying I don't have any turnover? I absolutely do. Yeah, I'm just like everybody else.But I, we, we keep good team members. And there's been a number of times where somebody has, I've done this one on one. I said, Hey, tell me what frustrates you. I say, have you ever thought of quitting? Is I just curious. I feel this from you. I feel its vibe. I can feel its energy that like you're not liking being here and people have been like, yeah, I have been.It's weird that you noticed that. Tell me about that. Tell me more about that. And they tell you about it. And one, you now have a certain something that you have to fix something. You need to come up with a solution for, but to this person now feels validated and heard and appreciated. And wow, this person cares about me and my wellbeing.I mean, if you don't want your team members to leave, that's the way you need to lead. If you don't want them to leave. it's a lot and it starts at the top, just like everything. The doctor needs to be the first one to be trained. So everybody needs it. Everybody needs it. I mean, it's not just for work.It's for life. These are life skills. These are not just work stuff. Yeah. Michael: No. Yeah. You know what, Paul? I never thought about that when it came to safety. How, like, you got to be okay with it because I feel like we were always, you know, we Just in general, in school, everywhere, we're always brought up to like, never disappoint, right?Like, never disappoint, you gotta get the good stuff, like, all the time and everything like that. And so when you did, remember you'd like, go home and your report card was like, CCD or whatever, right? Maybe like an F or whatever, and you're like, how can I forge my parents signature, right? Like, you're like, how can I escape this?So you're thinking that. I feel like throughout the whole process, especially when you're an employee and even when you're an owner to your employees, I feel like that you're like, I don't want this point, but I got to look like a leader, but you're really just looking like a boss. You know what I mean?Instead of a leader, like you said, interesting. So that's what it would be called safety. They have to feel safer than that. Paul: It's a, it's an idea from Harvard business, uh, maybe psychologist. I don't know what she's doing. Her name's Amy Edmondson. She's the one who coined that.And she got that from, she did a study on hospitals. And they looked at like really well communicating teams and really poor communicating teams. And they said, which one of these teams is going to have more adverse events at the hospital, meaning Which one's going to give the wrong medication and give the wrong dosage to a patient.They're like, well, it's got to be the poor communicating team. It's definitely going to be that. It ended up being the better communicating team that made more mistakes. And like, whoa, what's that about? That is not what we thought was going to happen. And then they dug into it deeper and it wasn't. It was the bad team that was making more mistakes, but they weren't reporting them.They were hiding them. Because they weren't safe to report. And there was no safety in making a mistake. It was not, let's learn from this. It was, you're in big trouble. So they didn't tell anybody. The Michael: bad communication team, or? Paul: Yeah, so it was the bad communication team that actually made more mistakes.But in the study, they just weren't reporting them. They didn't feel safe to report them. So they came back and they, she came back and did some more studies and more surveys and stuff. And that's what they found out. They're like, oh my gosh. this is all about safety. They don't feel safe admitting to the failures.So it's because of the leadership. It's because of the dynamic created on this team. So that she wrote a whole book about it. It's really interesting. Michael: Yeah. So then how can we like, I guess, mention that to our team at the very beginning, like you got hired on like. Without telling them like, yeah, make a ton of mistakes.It's cool. You know, but like, Hey, it's okay to make. Yeah. How would you say that? Paul: That's something I do with my team. I do. We have, we have onboarding videos that do it now, but I used to sit down with everybody. I said, Hey, this is my, this is what I want you to know about me in this practice. I do understand that everybody is human and we all make mistakes.I want you to 100 percent always be comfortable telling me if you make a mistake, if you need some more training, if there's something you're not understanding, or if you're seeing somebody do something that you think I should know about. I want you to feel comfortable telling me about it and the only way that we can do that is we, we have this mantra here and we call it grace over guilt is that something goes wrong.You drop the ball on a patient. I don't care who did it. I don't care how it happened. Okay, this happened guys. What do you guys think? What can we do so this doesn't happen again? We are not shaming that person because if you shame that person. You're not going to find out about it and you're never going to be able to address it.So we always just say grace over guilt. And that's hard sometimes, especially when, um, somebody is coming after you as a leader telling it's you, Hey, you, this is your fault. You got to go. Yeah, you're right. You know what it is. Even if deep down in your heart, you're like, this is not my fault. You, you gotta, you gotta look at how you respond because psychological safety, it's, it's a lot like, It's like trust in a relationship, you know, you can break that in one dumb mistake.You can break that trust, years of trust that you built and same thing with psychological safety. You could blow up on a team member or get really, really critical and really make them feel bad. And you just broke that whole thing. They are never going to share with you ever again. Because you now have made it unsafe and when the team is unsafe, the only way to stay safe in that kind of environment is just to be quiet.And that's the whole thing with quiet with when people are quiet, we don't know because it's silence. It's an invisible act. We don't see it. And it's one of those things that it's just somebody comes and quits and you're like, wow, I can't believe they quit. They're like my best team member. Why did you quit?And then they say, I don't know. I just might, I just ready for something new or just, I think I need less hours because they're not going to tell you the truth. You've trained them not to because you, the way that you've approached them as a leadership, as a leadership style. So it's, that's the problem is you miss out on all that collaboration, all that good stuff that can come out of your practice, because you're getting upset and mad with people with their decisions.And what I see in most offices, man, people will get mad at their teams for doing things, not the right way. They have never designated what the right way is. They have never made a system or protocol around it, yet they're upset. You know, should I address this with a team member? I can't believe he or she did this.And I always say to them, I say, well, what's the way they're supposed to do it? Well, I think they should do it like this. I'm like, well, do they know that? Yeah, everybody knows that. Well, how do they know that? Have you ever like put in a document? Have you ever trained? Have you ever talked about it? No. Do you think I should do that?Yeah. I do. I think you should do that before you, before you start getting critical of their performance. Why don't you just, why don't you make the rules, make the rules of the game before you're telling somebody they're losing at it. we don't do that. We expect everyone to know what we know and do everything in our way.And that's just our natural human perspective that we think everybody thinks like us and has the same values as us. And I think part of getting older and becoming wiser as you realize that we're all different and that's cool. We can all be different. Michael: Yeah. Uh, sure, man. And our memories. All right. You can tell him like, yeah, I told him to do that three years ago.And you're like, you sure? I think so. Like, you know, I don't even remember, like, how can I remember it kind of thing, you know? Interesting. So real quick, if you can, man, break, I know you did already, but break down to us your program that you have, or this, it's a whole Paul: training course. Yeah. So it's a seven month training course where we've, we've come up away with me and my leads.How can we implement this in somebody's office? And this is for, um, if you have a larger, I'm saying larger office, if you've got a team that's large enough for a few leads, it's a great program for you. If it's something where you've got a really small team, we do have a program that's just, there's no coaching involved.It's still got all the videos. You still get to have all these different, there's eight different tracks for different positions in the office. Um, that would be like doctor associate, the four leads, the office manager. And front desk hygienist and leaving somebody out assistance them. We didn't forget you guys.We like you assistance. there's eight different tracks, but every month. There's a set of videos to watch, there's some worksheets, and there's assignments. And I can just tell you, like, for the first month, it's all about leads, it's leadership for the doctor, let's decide your lead system, let's talk about your goals, let's figure out where you're going long term.Second month, the team comes in, and we're talking about how do we stay on time, how do we implement this scheduling protocol that I like to do, it's called block scheduling, it works great, everybody can follow it, and it makes nice, easy days that are produc

In this edition of the Peristyle Podcast hosts Ryan Abraham and Connor Morrissette (aka "Triple Double") are back in studio talking about the Trojans football program that has a lot going on following their extremely disappointing 7-5 regular season. Head coach Lincoln Riley is trying to make the most important hire of his USC tenure, a new defensive coordinator that can turn this program into a contender. The Trojans are also awaiting their bowl fate with several possibilities out there including trips to El Paso for the Sun Bowl, San Diego for the Holiday Bowl, Las Vegas for the Vegas Bowl or even staying home for the Los Angeles Bowl. We are also just days away from the opening of the NCAA Transfer Portal so the guys talk about the USC football players that have already entered, which plays could follow suit and jump in the portal and which position groups Riley will be targeting to add to his roster for the 2024 college football season. Plus the give a Trojan hoops update for both the men and the women. Please review, rate and subscribe to the Peristyle Podcast on Apple Podcasts! Thanks to Trader Joe's for sponsoring the Peristyle Podcast! Make sure you check out USCFootball.com for complete coverage of this USC Trojan football team.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

The show OPEN... $100 bills... college football... Trader Joe's aisle snobs... and fingers!

In this podcast episode, Monika delves into a thought-provoking concept: the subtle art of not wasting your precious time. Monika highlights two common ways we may unknowingly waste our time - by constantly concerning ourselves with what others think of us, or by obsessively focusing on other people's actions, motivations, and lack of support or acknowledgment. Monika's insightful advice encourages listeners to shift their attention back to their path and personal goals, steering clear of distractions caused by external influences. If this episode resonated with you, and you are not part of the BBM community, now is the time to do it!  Sign in TODAY for free and try BBM for 7 days at https://www.monikaamazur.com/free Get the Trader Joe's Shopping list here: https://www.monikaamazur.com/shoppinglist

In this episode we are trying another seasonal offering from Trader Joe's! We are tasting Trader Joe's Ridge Cut Potato Chips Seasoned with Horseradish & Chives. We also discuss a couple of celebrity sightings, a gag-worthy dessert recipe, and unexpected fast food hits. Join us! Audio version available on Apple podcasts, Stitcher, and Spotify | Instagram @crunchfactorpod | Music by Dark Black

Here's what you need to know for today in the business of podcasting: Rajar Midas: podcasts double weekly reach in six years by Ella SagarThe shifts that will impact 2024's video ad landscape by Jennifer KingDefector Annual Report, September 2022 – August 2023How Trader Joe's, Erewhon, and H-E-B, have cultivated a cult following Women more disengaged with news than men…as for the rest of the news: The Podcast Show 2024 is now accepting session and speaker submissions until Friday, December 8th (and in case you were wondering: Sounds Profitable will be in attendance), Livewire Labs has published an in-depth analysis of the impact of auto-download changes to Apple Podcast in iOS 17, and AdNews interviews Spotify's head of sales for Australia and New Zealand.

Here's what you need to know for today in the business of podcasting: Rajar Midas: podcasts double weekly reach in six years by Ella SagarThe shifts that will impact 2024's video ad landscape by Jennifer KingDefector Annual Report, September 2022 – August 2023How Trader Joe's, Erewhon, and H-E-B, have cultivated a cult following Women more disengaged with news than men…as for the rest of the news: The Podcast Show 2024 is now accepting session and speaker submissions until Friday, December 8th (and in case you were wondering: Sounds Profitable will be in attendance), Livewire Labs has published an in-depth analysis of the impact of auto-download changes to Apple Podcast in iOS 17, and AdNews interviews Spotify's head of sales for Australia and New Zealand.

The Holidays are here and we're going to make the next month easy for you by sharing all of our favorite TJ's products! We've got things for the parents, the kids and the party that you'll inevitably end up hosting! But hopefully it's all made easier and even MORE FUN by heading into the store with our list in hand. All the products we talk about are listed here: Minty flavored cocoa truffles Trio of Almonds Candy Cane Almonds Candy Cane Joe-Joe's/chocolate covered JoeJoes Autumnal pie truffle sampler The Balsam candle The Red Berry Forest candle Candle dozen Balsam hand soap and lotion duo The Brazilian Body "kit"  The 12 days of Body Products Gingerbread Ice Cream Decked Out Christmas Cookies Eggnog Yogurt (gotta try these) Gingerbread house kit Dollar Advent calendar Mini chocolate peppermint ice cream cones Meringue peppermint things Cranberry and blueberry goat cheese log Winter Wassail Punch Feta and caramelized onion pastry bites Mini quiche duo Let us know if you try and of these products and what you think! Tag is on Instagram or give us a shout! 

When the holliest and jolliest of holiday seasons is on the agenda, Trader Joe's should absolutely be on your list of must-visits. In this episode, we celebrate some of the best we have to offer this holiday season. Danish cookies and delightfully decorated pretzels; candles redolent of chocolate croissants and 12 Days of Beauty to make your skin and spirit shine; cinnamon bun inspired coffee accoutrements and baking mixes… and SO. MUCH. MORE. To make your season merry and bright, have a listen, then, with a Jingle and a Jangle, pay a visit to your neighborhood Trader Joe's. Transcript (PDF)

This week on the show, we'll talk about Oatly Cream Cheese and Trader Joe's vegan bolognese ravioli!SHOW NOTES:News Item: Eat an Impossible Burger—It's Good for Your Heart, Says AHAThe other TJ's snack that Dave mentioned was the peanut butter pretzels. The salted ones are the best ones, sorry.Other cream cheeses mentioned: Violife, Simple Truth, Tofutti.The band that Dave compared Oatly to was King Gizzard and the Lizard Wizard.This is the cacio e pepe that Becky mentioned.Thank you so much for listening. We record these episodes for you, and we'd love to hear from you. Got a favorite vegan treat that you think we should cover on the podcast? Send your suggestions to talkintofupod@gmail.com! Hosted on Acast. See acast.com/privacy for more information.

Monika engages in a heart-to-heart interview with Renee. Renee shares her transformative journey after undergoing gastric sleeve surgery in 2019 and her struggles with weight loss. Their conversation covers the emotional, physical, and mental challenges, shedding light on the misconceptions about weight loss surgery, personal growth, and the triumphs in Renee's life. If this episode resonated with you, and you are not part of the BBM community, now is the time to do it!  Sign in TODAY for free and try BBM for 7 days at ⁠⁠https://www.monikaamazur.com/free⁠⁠ Get the Trader Joe's Shopping list here: ⁠⁠https://www.monikaamazur.com/shoppinglist

Happy Thanksgiving! We're doubling up with episodes this week! These aren't the first stuffing flavored chips we've had. Go check out Episode #34: Trader Joe's Thanksgiving Stuffing w/ Special Guest Kaleb because it is one of the best episodes we've done! But this chip was indeed a good one, too. Shout out once again to Lisa for the bag donation! We will be back next week, Chip Champions! Enjoy the holiday and have a great week!

This week Melanie and I discuss what we won't be cooking for Thanksgiving (here's a hint: TURKEY), as well as the latest with our respective football programs and their coaching searches. We also break down my recent experiences at a couple of concerts, and Melanie shares about some of her post-live show introverting. There's some delightful bonus content at the end of the episode (an excerpt from our recent Patreon episode with Cole Cubelic), and it's Melanie's turn for Five Favorites. Hope you enjoy and Happy Thanksgiving, y'all!   - Join Us on Patreon  - Our Amazon Shop - 2023 Big Boo Holiday Gift Guide  Show Notes: - All the Light We Cannot See on Netflix - Melanie's chocolate ice box pudding - 12th Man walk-on kick-off team - Greg Knox rides a four-wheeler into the locker room - Auburn Fansatol - The Crown on Netflix - Travis Kelce article in Wall Street Journal Magazine - Vera Wong's Unsolicited Advice for Murderers - set of 4 Santa mugs - Zesica chunky knit pullover 1/4 zip - Bio Ionic long barrel curling iron - Trader Joe's Holiday Unexpected Cheddar spread - Thrive Causemetics Impact-FULL smoothing lipstick in Maya - our most recent Patreon episode with Cole Cubelic - subscribe to Cole's podcast - follow Cole on Instagram Note: As Amazon and LTK affiliate members, we earn income from qualifying purchases.  Sponsors: - Masterclass (use this link to get two memberships for the price of one) - AG1 (use this link for a free one-year supply of vitamin D and 5 free travel packs of AG1 with your first purchase) - Prose (use this link for 50% off your first subscription order) - Hello Fresh (use code BIGBOOFREE for free breakfast for life)

Hi Sweet Friends-Please enjoy this replay of episode #105 from Thanksgiving 2022 as we make our way into the holiday. Tonight the angels bring you waves of gratitude and love to help you drift off into a good night's sleep. Then Laurel wanders through memories of a lifetime of Thanksgivings, shares a tiny bit of research about the origins of the Pumpkin Spice craze, peruses through the Trader Joe's Fall Fearless Flyer featuring many of their pumpkin spice products and shares her favorite stuffing recipe with you. Lots of Thanksgiving goodness for you in this episode. The story begins at  15:27You can learn more about Laurel and the angels at illuminatingsouls.comReceive an inspirational message from Laurel + Illuminating Souls each day via email. Join our Daily Inspiration Blast for a sweet little morsel of goodness delivered to your mailbox Monday thru Friday. Find daily inspirational messages on the Illuminating Souls Facebook page

Special guests Gabby Perret and Charles Rojas join us for this year's Thanksgiving Roundtable, where we break a solemn tradition and share the things we aren't so thankful for. Here's a spitball list: Jack Antonoff's production, posthumous Beatles tracks, Elon Musk (in general), the Recording Academy nominations, the Recording Academy in general…. Hey, what can we say? There's only room for one Grammy this holiday season, and ours makes sweet potato pie.    But in all seriousness, we are all so thankful for all of you listeners who make this show possible. The community we've built here is truly so special, and we're looking forward to bringing you more great interviews and exclusive content in the future! So, here's a big thank you to you! (This is usually when you'd say it back, just saying) *Please drink responsibly* Winter Rumderland 2 oz Jamaican Rum .75 oz Lemon Juice 3 oz Trader Joe's Winter Wassail Punch Rosemary Orange peel Muddle rosemary and lemon juice Add ice to the shaker with rum and shake Pour over ice in rocks glass and fill with juice Garnish with rosemary sprig and orange peel Follow Gabby Perret on Instagram Tune & Tumblers "What Have You Been Listening To?" Playlist: https://spoti.fi/3xkPn25 Theme Music by New New Girlfriend  #Mood Jingle by Jacob Jeffries & Jesse McGinty Tunes & Tumblers on Instagram Tunes & Tumblers on Twitter Tunes & Tumblers on Facebook Tunes & Tumblers on Spotify  Call or Text the Tunes & Tumblers Hotline: (626) 604-6477 Cover art by Travis Williams   Tunes & Tumblers is a member of the Pantheon Media family of podcasts --- Support Tunes & Tumblers on Patreon Learn more about your ad choices. Visit megaphone.fm/adchoices

Join this podcast conversation with Monika, focusing on coaching and personal journeys. In the episode, she highlights how experiencing the journey before guiding others is key. With relatable stories, she navigates the ethics of coaching and self-discovery. If this episode resonated with you, and you are not part of the BBM community, now is the time to do it!  Sign in TODAY for free and try BBM for 7 days at ⁠⁠https://www.monikaamazur.com/free⁠⁠ Get the Trader Joe's Shopping list here: ⁠⁠https://www.monikaamazur.com/shoppinglist

In hour two, we're excited to watch the Dolphins premiere on Hard Knocks tonight. Hoch rips into Trader Joe's for being an extremely overrated super market. Then, Clay Ferraro of Local 10 joins the show to talk more about the Heat's impressive play over the past two weeks and reveals his take on the Dolphins: they are Super Bowl contenders. 

On this episode of the Peristyle Podcasts hosts Ryan Abraham and Coach Harvey Hyde are back together talking about USC's 38-20 loss to UCLA in the Coliseum, closing out what was a once promising college football season in the most disappointing way possible. The Trojans were preseason ranked No. 5 and started off winning their first six games and didn't trail for the first five. Since then USC lost to both of its rivals in uncompetitive games, went 1-5 and once again sported one of the worst defenses in the country. There was great anticipation heading into the 2023 college football season, but it ended up being very difficult to endure and ended on a terrible note with an uncompetitive loss to UCLA. Coach Hyde says the party's over now, Santa Claus didn't bring any gifts and there is no easy way to make sense of it all. He feels major changes are needed and they are needed immediately, not just with the defensive coordinator but how the entire coaching staff is structured, how recruiting is handled, the overall football philosophy, the entire package.  Losing to the Bruins and gaining only three rushing yards is inexcusable. It was the last chance for this team to have some positivity heading into the bowl game and while most Trojan fans anticipated a victory over this UCLA squad that had scored 17 points total in its last two games, that didn't happen. No bragging rights. No Victory Bell. No momentum going into a bowl game.  The defense obviously needs fixing but there are issues on offense and special teams as well. Coach feels the team was dominated on both lines and that is where football games are won, in the trenches. Caleb Williams is a special player but there was far too much pressure on him to succeed. He needs help from the line, the skill players and the coaching staff since he isn't forced to do everything on his own.  As usual the guys answer listener questions via email, text message and voicemail to finish up the show. Please review, rate and subscribe to the Peristyle Podcast on Apple Podcasts! Thanks to Trader Joe's for sponsoring the Peristyle Podcast! Make sure you check out USCFootball.com for complete coverage of this USC Trojan football team.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In this mini episode of Inside Trader Joe's, we spend just a few minutes with our Chairman and CEO, Bryan Palbaum, and our Vice CEO and President, Jon Basalone, to talk about the things we're thankful for this year. Friends, family, customers, Crew Members, favorite products being in-stock… And thanks to you, as always, for listening. Transcript (PDF)

Trader Joe's Grand Reserve Willamette Valley Pinot Noir 2022 Lot 124-$13 and Real GoodThis is a Pinot noir from someone with 50 years of experience in the Oregon Wine Industry.He was one of the first people to plant vines.He owned one of the best-selling wineries.Today he is a custom label winery and a Negociant.Is this a good Thanksgiving-ready Pinot Noir?Oh, Yeah!For more information check out  https://cheapwinefinder.com/ and of course, listen to the best value-priced wine Podcast!!!Check us out at www.cheapwinefinder.comor email us at podcast@cheapwinefinder.com

We are back and coming in hot! It's the Thanksgiving season here in the U.S. which means it's time to be thankful and this week (and every week) we are thankful for the Shrek Franchise! Has it always looked like this? Are the sequels better to the original? Is it all ogre now? Let us know what franchise we should do next year!If you like the show, don't forget to rate, review, and subscribe.Follow our bluesky @nationofanimation and our Instagram and Twitter @cartoonbookclub, and follow our hosts @thebrookesmith and @ryanwithcheese on Twitter&brookeerinsmith.comryangstevens.comBIG THANKS TO:Jacob Menke for our themeFollow them @menkemaster&Urvashi Lele for our art Learn more about Urvashi Lele's animations by visiting http://www.sirpeagreenstudios.com and follow their endeavors on instagram at @sirpeagreen and @maisonaudmi& a very special thanks of the week to:William Steig and Dreamworks Animation! Thanks for inviting us to the swamp to meet this Ogre and his pals!The State of Animation is Shrek!Movies we mentioned:ShrekShrek 2Shrek the ThirdShrek Forever AfterPuss in BootsPuss in Boots: The Last WishReal World Recs:Brooke: Bleu Cheese and Pecan dip from Trader Joe's!Ryan: The Podcast: Blowback (season 4 just started!)This podcast is a part of Audio Mint. If you want to follow us, check us out on Instagram(@audiomintchi) or on Facebook, at Audio Mint. If you wanna support us even more, check out our Patreon by searching Audio Mint on the app or the website!a

In this episode, we hear from Myisha, a longstanding member of the BBM community since 2018. Myisha met Monika at an event where Monika shared her own domestic violence experience. Myisha delves into her experience with post-COVID weight loss, the challenges of navigating breakups, and post-baby transformations. Myisha underscores the immense value of having a plan and a coach compared to seeking advice from random sources like the gym goers or YouTube. She shares how structuring her life around fitness activities by has made a profound difference in her overall well-being. If this episode resonated with you, and you are not part of the BBM community, now is the time to do it!  Sign in TODAY for free and try BBM for 7 days at https://www.monikaamazur.com/free Get the Trader Joe's Shopping list here: https://www.monikaamazur.com/shoppinglist

In this edition of the Peristyle Podcast hosts Ryan Abraham and Connor Morrissette (aka "Triple Double") are back in studio talking about the Trojans failed trip to the Pacific Northwest, falling to Oregon 36 to 27. USC football has now lost 4 of its last 5 games and are looking to take down UCLA on Saturday to salvage the season. There isn't much more to say about the trip to Eugene, just another failure to take down a ranked opponent for USC. The defense was able to make some adjustments and stop the explosive running game, but in doing so it allowed Bo Nix and the Ducks passing attack to go wild and put up historic numbers. Looking ahead to the regular season finale against the Bruins, the Trojans morale cannot be very high coming into this rivalry game, but UCLA's morale could be even lower with the news breaking this week that head coach Chip Kelly will likely be fired after this game, regardless of the outcome. While the difference between 7-5 and 8-4 isn't huge, especially considering this team was ranked No. 5 heading into the season, getting a win over a rival is still important and with the Trojans not having won a bowl game since the 2017 Rose Bowl, getting a better bowl game and playing well in the post season should be a priority. The guys talk about how Lincoln Riley and this team needs to do some major self reflection during the offseason and make sure to fix everything that is broken, including the obvious defensive problems and the less obvious special teams issues (SP+ has USC ranked dead last in FBS in special teams). Having an elite offense can only take a team so far, and when you are historically bad in two of the three phases of the game disappointing seasons like this one are inevitable. They also talk a little USC men's and women's hoops including Connor's newest basketball podcast that will launch this week with Shotgun Spratling and the first episode will feature USC women's basketball head coach Lindsay Gottlieb. Please review, rate and subscribe to the Peristyle Podcast on Apple Podcasts! Thanks to Trader Joe's for sponsoring the Peristyle Podcast! Make sure you check out USCFootball.com for complete coverage of this USC Trojan football team.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Episode Summary:In today's episode, we had the pleasure of interviewing the talented Brandi York from Brandi York Fine Art & Random Geekery. Brandi shared her fascinating journey into the art world, beginning with how she honed her artistic skills while working at Trader Joe's. We delved into her passion for Art Nouveau, a style that has significantly influenced many of her stunning pieces. Beyond her art, Brandi also opened up about her love for video games and other aspects of geek culture, offering listeners a well-rounded glimpse into her creative and personal interests. This episode is a must-listen for art enthusiasts and gamers alike, as Brandi's story is as inspiring as it is entertaining.Links to Things Mentioned in this Episode:Website: https://brandiyorkart.com/IG: @BrandiyorkartFB: https://www.facebook.com/brandiyorkart/Etsy: https://www.etsy.com/shop/BrandiYorkArtPatreon: https://www.patreon.com/brandiyorkart Twitter: https://twitter.com/BrandiYorkArtCheck out the Camano Voice Link Tree (https://linktr.ee/camanovoice)

With Thanksgiving right around the corner, we thought we would sample some Trader Joe's seasonal snacks to get us in the Thanksgiving mood! In this episode we are revisiting the Thanksgiving Stuffing Seasoned Kettle Chips, and also trying the new Thanksgiving Stuffing Seasoned Popcorn! We also talk about some favorite Trader Joe's products that are discontinued, some breaking snack news, and an interesting addition to a bowl of cereal. Join us! Audio version available on Apple podcasts, Stitcher, and Spotify | Instagram @crunchfactorpod | Music by Dark Black

On this episode of the Peristyle Podcasts hosts Ryan Abraham and Coach Harvey Hyde are back together talking about USC's 36-27 loss to Oregon in Eugene, another disappointing effort against a tough opponent. The Trojans were outgained 552 to 379 and Ducks quarterback Bo Nix went bananas, throwing for 412 yards and four touchdowns while completing 74% of his passes. Oregon was able to pressure Caleb Williams early and often, generating three sacks and one turnover while USC seemingly couldn't get close to Nix with no sacks and only two tackles for loss in the game. With the Trojans having lost an incredible four of their last five games, Coach Hyde thinks head coach Lincoln Riley needs to look into the mirror and see what changes need to be made in order for this program to eventually be championship caliber. This is the first time in Riley and Williams' careers that they are out of championship contention during the regular season, so how the team responds to that against rival UCLA this weekend will be interesting for sure. Coach Hyde saw Oregon play at a high intensity level and that combined with the amount of talent the Ducks had on the field is hard to beat. He wants to USC get there both with talent, toughness and intensity, but he just isn't seeing it right now. He is seeing more "me" attitude than "team" attitude and that has an impact on the entire program. Trojan fans are not happy right now and Coach Hyde thinks the players and coaches are not as well. As usual the guys answer listener questions via email, text message and voicemail to finish up the show. Please review, rate and subscribe to the Peristyle Podcast on Apple Podcasts! Thanks to Trader Joe's for sponsoring the Peristyle Podcast! Make sure you check out USCFootball.com for complete coverage of this USC Trojan football team.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Thursday, November 9th — In this episode we talk about: Weather report: Warning on labels on meat products would reduce consumption, EU approves cultivated meat for pet food, pigeons have problem solving skills similar to AI What Trader Joe's Discontinued Vegan Turkey Roast Means for Your Meat-Free Thanksgiving Plans (https://vegnews.com/2023/11/trader-joes-discontinued-vegan-turkey-roast) The 28 Best Vegan Restaurants in America (https://vegnews.com/2023/3/veggie-awards-2023) Tune in live every weekday at 11am to watch on YouTube or on Instagram (@plantbasedmorningshow and @nomeatathlete_official), or watch on Twitter or Twitch!

In this podcast episode, Monika shares the inspiring fitness journey of bbm client Jennifer Smith. The conversation covers Jen's transformative experiences, integrating workouts into motherhood, the influence of the bbm community, aspirations to coach others, and tips for balancing fitness and family life. Jen's dedication and commitment serve as an inspiring example of achieving well-being. If this episode resonated with you, and you are not part of the BBM community, now is the time to do it!  Sign in TODAY for free and try BBM for 7 days at https://www.monikaamazur.com/free Get the Trader Joe's Shopping list here: https://www.monikaamazur.com/shoppinglist

Host C.J. Sullivan detonates bombs for the TNF game between Carolina and Chicago. Fresh off a 5-0 week, C.J. then gives out five more slections for the Circa Million contest including Colts/Pats in Germany, Raiders/Jets in Vegas, Pack/Stillers in Yinzburgh, and a Tommy Devito in a big D! C.J. also gives out his Survivor selection, before he ends with a 'Man in a Box' segment about Trader Joe's employees.  Picks with bits are for tobacco use only! Join the SGPN community #DegensOnly Discuss with fellow degens on Discord - https://sg.pn/discord SGPN Merch Store - https://sg.pn/store Download The Free SGPN App - https://sgpn.app Check out the Sports Gambling Podcast on YouTube - https://sg.pn/YouTube Check out our website - http://sportsgamblingpodcast.com Support us by supporting our partners Underdog Fantasy code SGPN - 100% Deposit Match up to $100 - https://sg.pn/underdog Watch Bottom Line Bombs YouTube - https://www.youtube.com/@BottomLineBombs Follow The CJ Sullivan On Social Media Instagram - https://www.instagram.com/cj_sullivan_was_taken Twitter - https://twitter.com/CJSullivan_ TikTok - https://www.tiktok.com/@.cjsullivan Website: https://www.cjsullivancomedy.com/ Learn more about your ad choices. Visit podcastchoices.com/adchoices

Welcome to #Millennial, the home of pretend adulting and some (real quick) election talk! We kept an eye on a couple of important races and ballot measures, but were excited to see Ohio enshrined abortion rights in its constitution AND legalized recreational marijuana. Toke up y'all! We also took a few moments to get to know our new Speaker, a predictably homophobic Trump sycophant. DoorDash warns consumers: if you don't tip in advance, expect a longer wait. Andrew and Pam say the solution is to require tips in advance, Laura isn't so sure about that. Tl;dr American tipping culture is a scam that fucks over the working class and consumers. Millennials and Gen Z are setting new records for the purchase of alternatives to luxury products, aka DUPES. How has the culture evolved from brand pride to dupe pride? Would our adolescent selves have survived middle school this way? Good dupes vs bad dupes: a lot of stuff can be "duped," but you shouldn't skimp on things like mattresses, shoes, and skincare. This week's recommendations are DUPE themed in honor of our dupe discussion: Heatless curler headband ($27 instead of the hundreds you'll spend on brand name curling irons) (Laura), Anker products for your charging and backup battery needs (Andrew), and Trader Joe's Daily Facial Sunscreen (Pam). And in this week's installment of After Dark: A listener feels the sting of a close friend forgetting their birthday. Have we ever been on the receiving end of this hurtful behavior? Additionally, have WE ever been the flaky friend? Andrew's the friend who tends to do all the planning and booking reservations - does this ever get tiresome? What to do if you spend more time on your friends than they do on you... Learn more about your ad choices. Visit megaphone.fm/adchoices

BECOME A STUDENT IN THE FOOD STORAGE FEAST ONLINE COURSE Learn skills to turn basic foods into delicious meals all year long. The Food Storage Feast Online Course pays for itself with a bounty of amazing meals, it's the education you can eat! Food Storage Feast Endorsement: “Food Storage Feast is one of the most important recommendations I can make for your preparedness. Chef Keith has changed my entire perspective on how to really enjoy living off food storage.” -Joel Skoussen, Author Strategic Relocation, Publisher World Affairs Brief HARVEST EATING SPICE BLENDS NOW SHIPPING We're excited to share the news that the Harvest Eating spice line is back! The supply chain issues have eased, and packaging is readily available in the quantities we need. Initially, we will have the following varieties available: Grilled Chicken Steakhouse Blend Carolina BBQ Northern Italian Montana Steak and a breakfast sausage blend will also come later this year. Our prices have increased substantially but we will do our best to make these as affordable as possible. We will announce a pre-order soon and expect to be shipping by the end of October. WHAT IS ON THE MENU: Texas chili with beans? Apple sauce-buy apples today FOOD INDUSTRY AND HARVEST NEWS: With funding momentum waning, and consumer education still a steep hurdle for growth, the cultivated meat industry could experience a major “shakeout” leading to the consolidation of key players, a new report from finance advisor Oghma Partners said.  More Problems For Beyond Meat-Company slashing 19% of workforce as revenue estimates continue to tumble. TODAY'S MAIN TOPIC: We're almost in mid-November, a time when my family is collecting presents from the usual sources; stores, online, etc. but also making gifts. I'll readily and honestly submit that a homemade gift, edible or not, is much preferred to something made overseas. I just canned a gaggle of jars of apple sauce, it came out wonderfully, they will become Christmas gifts for neighbors and friends as we move closer to Christmas. I also will make Creme Fraiche, packed into cute little canning jars with a simple handwritten label and a red ribbon to bring to Christmas parties for the host. Trust me, a gift like this will be very welcomed as opposed to some lame bottle of wine you buy at Trader Joe's on the way to the party. Gits made with care always impress and IMO are so fun to make. Here is a short idea list of things you could possibly make: Creme Fraiche, find my video here Chow Chow, a simple canned vegetable medley of cabbage, peppers, onions, garlic, vinegar Homemade pasta sauce, your best recipe for pasta or even pizza sauce Popcorn-in particular flavored popcorn…use cheese powder or caramel, or both Chocolate nut bark-lovely and easy Chocolate Truffles-easy to make and are a big hit when packed into a colorful bag or even a glass jar House-made Irish cream Homemade vanilla extract-make this season, tell them to wait a few months to use it Smoked chicken mousse-smoke chicken thighs and blend with cream, shallots, garlic, parsley, white wine, salt & white pepper. Pack into jars….perfect for parties Apple butter Spiced pecans-lovely and easy Coffee liqueur-here is a good recipe Homemade cranberry sauce I could keep adding to this list but I think that gives you an idea of what you can make. I feel strongly that we're headed into a time, economically speaking, that gift giving will be a much better option than buying some crap from overseas. Most things we buy enrich other countries and they fall apart rather quickly so discover the benefits (and cost savings) of making gifts with your own hands! HOMESTEAD TSUNAMI: In addition to giving gifts that you make, maybe you can offer Heirloom seeds as gifts to those who garden or plan to garden. Interested in preserving your harvest? see the National Center For Food Preservation-FREE RESOURCE Read The Independent Farmstead by Sean & Beth Daugherty, I am a few chapters in and find it to be an excellent read for those looking to homestead. ECONOMIC NEWS: Unemployment rate spikes, jobs numbers are a fraud and have been revised lower 7 monthls in a row, tax revenues down yet they tell you economy is booming. Are there people dumb enough to belive this? well maybe…! PRODUCT RECOMMENDATION: LC King Manufacturing in Kingsport Tennesee. This US company has been producing amazing garments for many decades, support these folks and buy real hardwearing clothing made by Americans, skip Target, Gap, H&M, Ross, Old Navy, and other outlets that sell crappy imported garments. Buy real clothing! CLOSING THOUGHTS: Skip the store, go to the kitchen, and make it yourself. RESOURCES FOR THIS EPISODE: Cultivated Meat Shakeout Beyond Meat Slashes Workforce LINKS TO CHECK OUT: Harvest Eating Spices Support Harvest Eating Enroll in Food Storage Feast Brown Duck Coffee About Chef Keith Snow LISTEN TO THE PODCAST: On iTunes Fountain FM Stitcher Radio Player FM Google Top Podcast Audible Podbay

In this edition of the Peristyle Podcast hosts Ryan Abraham and Connor Morrissette (aka "Triple Double") are back in studio talking about the major shakeup to the Trojan football program following Lincoln Riley's decision to fire defensive coordinator Alex Grinch and promote linebackers coach Brian Odom and defensive line coach Shaun Nua to co-defensive coordinators as well as promoting defensive analyst Taylor Mays to full time safeties coach. The guys talk about what Riley, Odom and Nua had to say this week and how things could look different on the defensive side of the ball going forward. They also take a look back at the loss to Washington that led to the Grinch firing and talk about USC's chances this weekend on the road against No. 6 Oregon. Please review, rate and subscribe to the Peristyle Podcast on Apple Podcasts! Thanks to Trader Joe's for sponsoring the Peristyle Podcast! Make sure you check out USCFootball.com for complete coverage of this USC Trojan football team.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Comedian Chase Bernstein tackles the minutiae of everyday life in a stream of consciousness filled with humor, observation and a splash of rage. While we love to think life is defined by the big events, ultimately it's the trips to CVS, Trader Joe's, and the special yet forgotten interactions in between that comprise our days. Chase is here to celebrate the subtleties through a genuine and hilarious lens. As one listener put it, "What's the show about? Nothing. Everything. Wow." While another said, "This podcast is ridiculous and I cannot stop listening!" So what do you have to lose? Nothing. Everything. 

Before most of the world has even packed away its holiday decorations, Trader Joe's is busy developing new products for the following year's holiday season. How do we decide which products you'll see in stores during the holidays? Our Tasting Panel is at the heart of it, and in this episode of Inside Trader Joe's, we're taking you inside the Holiday Tasting Panel, a days-long event where our product developers put forth their best ideas for future holiday fare, and The Panel tastes and questions and ponders… and ultimately comes to consensus on which products will fill our shelves in the holiday season ahead. As an added bonus, we revisit the origins of one of our most beloved holiday sweet treats – Jingle Jangle – and chat with suppliers making a couple of this year's new creations. Transcript (PDF)

On this episode of the Peristyle Podcasts hosts Ryan Abraham and Coach Harvey Hyde are back together discussing yet another disappointing defensive effort for the Trojans, this time a 52-42 loss to No. 5 Washington in the Coliseum. During the show as Ryan and Coach talked about the poor defensive performance news broke that defensive coordinator Alex Grinch had been fired, so they talk about that breaking news at the end of the episode. The Huskies were able to score on 8 of their 10 drives including 7 touchdowns for a ridiculous average of 5.2 points per drive. Coach Hyde feels it was a great crowd there for Homecoming and the offense scored enough to win the game, but the defense was questionable in every aspect of the game. Coach wants to know if this defense is even capable of getting a stop. He doesn't think all of the best players are playing and by now you should know which players can play and which cant. He's questioning the defensive philosophy where they can't even line up correctly or respond to offensive shifts, leaving the defense confused with huge gaps outside for opposing backs to run through. Coach would love to see head coach Lincoln Riley step in and start coaching on the defensive side and allow Kliff Kingsbury to take over and run the offense. The defense keeps doing the same thing and nothing changes and there are so many gaps in coverage that Coach said it looks like they are only playing with 9 guys out there. Coach says the kids are playing hard but with the combination of everything that is going wrong, the defense is simply horrible. With the loss the Trojans fell out of the AP Poll top-25 for the first time in the Riley era. As usual the guys answer listener questions via email, text message and voicemail to finish up the show. Please review, rate and subscribe to the Peristyle Podcast on Apple Podcasts! Thanks to Trader Joe's for sponsoring the Peristyle Podcast! Make sure you check out USCFootball.com for complete coverage of this USC Trojan football team.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

If there's anything these moms can do it's talk about food for hours, so this week they've done just that! The moms gather to discuss everything Trader Joe's, from what's in season to their must-have meals. But not every mom has a Trader Joe's near them; will they be persuaded to make the great trek out for some of those Chocolate Banana Bites? Tune-in to find out! This episode is sponsored by: Indeed Franne Golde - promo code: mom Lume Deodorant - prom o code: bmss Be sure to follow Because Mom Said So on Instagram, Twitter, and Facebook!

In this edition of the Peristyle Podcast hosts Ryan Abraham and Connor Morrissette (aka "Triple Double") are back in studio talking about USC's narrow escape from Berkeley keeping their hopes of a Pac-12 title hope alive. The Trojans reward is a very tough Washington squad that is undefeated on the season and will head to Los Angeles this weekend in what is an absolutely pivotal game for Lincoln Riley and his squad. With the team back out on the practice field Tuesday, Ryan and Connor talk about what Riley, defensive coordinator Alex Grinch and the players had to say about that Cal win and facing the Huskies this weekend. The guys also talk about the initial College Football Playoff rankings where the Trojans ended up at No. 20 and will finish the season by facing No. 5 Washington, No. 6 Oregon and No. 19 UCLA over the next three weeks. Quarterback Caleb Williams talked about USC's playoff hopes still being alive even with two losses because of the tough games left on the schedule and the opportunity to get four-straight quality wins (including the Pac-12 Championship Game). No one is expecting the Trojans to make a run, so that actually can take a little bit of the pressure off heading into this final stretch of the season. Please review, rate and subscribe to the Peristyle Podcast on Apple Podcasts! Thanks to Trader Joe's for sponsoring the Peristyle Podcast! Make sure you check out USCFootball.com for complete coverage of this USC Trojan football team.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

This Wednesday Kate and Leisha have a case of the Mondays, wonder what time one needs to wake up to build an empire, discuss some of their favorite things, and play FMK with LA's grocery stores. You can always write to us at kateandleisha@gmail.com and follow us on Instagram @ThePantsPod for more behind-the-scenes and show content. Or suggest a show topic. Or just say hi! PANTS with Kate Moennig and Leisha Hailey is - Produced and Edited by Arwen Nicks Mixed by Valentino Rivera Music: Carol Parra @csssuxxx Artwork: Lovefoxxx Control Body Odor ANYWHERE with @lumedeodorant and get $5 off your Starter Pack (that's over 40% off) with promo code PANTS at lumepodcast.com! #lumepod Learn more about your ad choices. Visit podcastchoices.com/adchoices