Podcasts about unicorns

Learn More about Altanta Retreat and grab a seat HERE. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

Written by AlexCome and follow more adventures on our animated TV show on Youtube!

Learn More about Altanta Retreat and grab a seat HERE. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

Written by AlexCome and follow more adventures on our animated TV show on Youtube!

Peter Stansky discusses Orwell's wartime work for the BBC and The Lion and the Unicorn advocating Englishsocialism, arguing that Animal Farm was not anti-socialist but a critique of revolutionary leaders corrupted by absolute power who inevitably betray their ideals.1951

Learn More about Altanta Retreat and grab a seat HERE. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

Madness ensues towards the end of Thursday's edition of 'The Drive' as Ron The Show realizes a coach in the NFL has MUCH in common with guys like.. Travis Kelce, White Chocolate, &.... Clint Stoerner??!! LOL-

Thank you to our sponsor, Walrus! Walrus is where the world's data becomes reliable, valuable, and governable. --- In this exclusive Unchained interview, Griff Green, one of the original DAO curators and a member of the White Hat Group that helped recover funds after the 2016 DAO hack, reveals how tens of thousands of unclaimed ETH are being transformed into a long-term security fund for the Ethereum ecosystem. Nearly ten years after the most infamous exploit in crypto history, the community is repurposing its leftovers, not to rewrite history, but to prevent it from repeating itself. The new DAO Security Fund will deploy grants for Ethereum security research, infrastructure, incident response, and user protection, while also reviving DAO-based governance experiments that have fallen out of favor. Griff explains how the fund will work, why the Ethereum Foundation is involved, how staking will generate sustainable funding, and why, despite Ethereum's strength, crypto still isn't safe enough for everyday users. Guests: Griff Green, Co-Founder at Giveth, q/acc & Unicorn.eth Learn more about your ad choices. Visit megaphone.fm/adchoices

This week Julian hunts the medical mysteries behind the mystical unicorn horn, and Trace reads a loooooooot of government regulations looking to get tripped up by one tiny thing.QUESTIONSJulian: "How would we go about assessing the medical properties of unicorn horn?" from MattTrace: "How tall does an object have to be to be tripped over?" from BryannaDo you have an absurd question? Maybe it's a silly idea that popped into your head, a shower thought about the nature of reality, or a ridiculous musing about your favorite food? Whatever your question, we want to answer it—tell us!HOW TO ASK A QUESTION

Can't find the right hire? You might be asking one person to do too much. Here's a better approach.

Send us a textMiguel Armaza sits down with Nikolay Seleznev, Co-Founder of Uzum, Uzbekistan's first tech unicorn rewriting the playbook for e-commerce and fintech in Central Asia. From Moscow to Tashkent, Nikolay Seleznev brings global banking experience and entrepreneurial grit to a country leapfrogging straight into the digital economy.In this episode, Nikolay Seleznev shares the origin story of Uzum and how a simple, subpar online shopping experience sparked the vision for a super app serving millions. He dives into the challenges of building next-day delivery and financial services from scratch—without warehouses, 3PL infrastructure, or widespread digital adoption. Discover how Uzum managed to issue 4 million debit cards in a single year, reach 20 million monthly active users, and outperform their first-year GMV forecast by 4x, all while driving massive change in a historically cash-based society.Timestamped Overview00:00 Intro & Nikolay's Background05:45 Building a Super App Ecosystem08:05 Time as the ultimate resource10:51 Uzbekistan's rapid transformation15:13 Commerce and Fintech Ecosystem Overview20:12 Building trust through products23:15 Uzbekistan's first unicorn funding26:57 Scaling success and adaptation28:22 Super app strategy adjustments32:02 Super Apps and Local Adaptation35:41 Self-focused entrepreneurial perspectiveWant more podcast episodes? Join me and follow Fintech Leaders today on Apple, Spotify, or your favorite podcast app for weekly conversations with today's global leaders that will dominate the 21st century in fintech, business, and beyond.Do you prefer a written summary? Check out the Fintech Leaders newsletter and join ~85,000+ readers and listeners worldwide!Miguel Armaza is Co-Founder and General Partner of Gilgamesh Ventures, a seed-stage investment fund focused on fintech in the Americas. He also hosts and writes the Fintech Leaders podcast and newsletter.Miguel on LinkedIn: https://bit.ly/3nKha4ZMiguel on Twitter: https://bit.ly/2Jb5oBcFintech Leaders Newsletter: https://bit.ly/3jWIpqp

Today we sit down with John Lack, Global Head of Sales Development at Airtable, to demystify the world of software sales as a profession. John breaks down the immense rewards of the industry—from earning six figures right out of college as a successful BDR to mastering the "autonomy, mastery, and purpose" of high-level tech sales. We explore why the BDR role is the most critical time in a career for building foundational grit and why 90% of AE struggles stem from poor front-end pipeline generation. John also shares his own unconventional journey, starting as a BDR at age 30 and scaling teams through massive growth phases at Oracle and MongoDB.

Tiff and Monica provide exclusive, step-by-step insight into creating hiring ads that both grasp your specific practice's strengths and needs, and attract those rockstar team members you've been looking for. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. We are back today. I think we used to call it Consultant Takeover and now it's just literally a podcast, but it's my consulting team. And gosh, I love these days. You guys get to hear me just brag about the consultant team and the Dental A Team in general. And I have one of my faves. All these women are some of my favorite human beings in life. we got to recently, we were able to spend some really good quality time together and really just.   Honestly, it was just fun. Like it wasn't even one-on-one, like getting to know each other. It was just really getting to know each other by proxy of having fun together. And if no one here listening knows, fun is one of our core values. And that is one of the core values. I don't even know. You may know this, but it was one of the core values that Kiera and I have had literally since day one. That was one that has never changed. Fun has always been there. We did have it really high. used to be our number one core value. And then we realized like,   it was setting a weird precedent. So it's not quite as high anymore, but fun is massive for us. And we really, truly believe if you're not having fun, what are you even doing? I think there's oftentimes in life that things are not necessarily quote unquote fun, but there should be some air of sprinkles on top that can make life a little bit more fun in the end. So Monica, you make podcasting fun, your way of thinking. I like following.   Monica (00:59) Yeah.   The Dental A Team (01:22) your thought process. really, it is really fun for me to follow the thought process, especially because I tend to think I'm pretty good at knowing where someone's going or what they're doing, what their intent is. Like I'm usually pretty good at keying into it, but sometimes you catch me and I'm like, dang, I love how your brain works. So I love it because you make me think a little bit harder, like a little...   more intentional, I like the word intentional. You make me think a little more intentional than I do on my day to day. So thank you for being here today, Monica, and shedding your brilliance on the Dental A Team, listeners and team. How are you this morning? It's a Monday morning for us and we're just at it bright and early. How are you?   Monica (02:09) I'm doing great, Tiff. Thank you. Thanks for inviting me. You know, I think one of the things that attracted me and I was really curious about the Dental A Team was that core value of having fun because, you know, we just kind of get a little serious and boring as we become adults. And I'm like, gosh, I don't ever remember thinking like, my gosh, this work should be fun. Sometimes it is fun, but should it be fun?   And I was so curious about that. to be honest, I think I shared this. I struggled a little bit with adding the fun factor in, you know, when I think about work and in my day. And I'm so glad that I decided to join the Dental A Team because that is my core value. Every day that I wake up, I'm like, I'm going to make this so fun today. What's going to be fun about my day? And I think fun is just a mindset.   Right? Because you can do hard things. You can have hard conversations. You can have a hard day and still look for the fun and still make it fun. ⁓ So thank you. Thanks for inviting me today. This is one of my, I guess, new hobbies, newfound passions is podcasting, unscripted podcasting, ⁓ going with it. Right. And just seeing what our brains kind of like come up with. So.   The Dental A Team (03:31) Yep.   Monica (03:35) just so you all know, this is unscripted. This is ⁓ just real time and I love it. I love the authenticity of it, right? Because this is where great ideas are born with no agenda. it's, you you and I have like this really great kind of cadence and engagement. One thought leads to another. And sometimes I have to stop myself because I can see myself going down and, you know, a rabbit hole and just, you know, and so we'll...   We'll keep it short and sweet and impactful.   The Dental A Team (04:07) Awesome. I love that. Thank you. And I'm glad that you, I'm actually glad that you mentioned that I do. I do think it's important for listeners to know, like this is literally off the cuff. Uh, 99.9 % of it, have a topic and we like brainstorm for a quick minute, but really we have no idea what's going to come out of these podcasts until it's done. So it is a really magical experience. And I like it that way because I think that, like you said, there's, there's more ideas that are born in that kind of a mindset and it does, it keeps it fun.   Monica (04:12) Thank   Yeah.   Yeah.   The Dental A Team (04:36) Monica, been actually, it's been really fun. From my seat, I get to see the evolution of consulting and the evolution of ⁓ your position at the, at the company. And it's, was, it was been really cool. And I think for the listeners to know the Monica that you see today has always been here, but she was more reserved. And I think that comes from, it's fair. It's fair. comes from just, like you said, the older we get, more.   we lose that like the Santa Claus effect. Like we lose that magic and the sparkles and reality sets in and we get, my boyfriend likes to call himself a realist. He's a pessimist a lot of times, but he calls himself a realist, which is fair. But we do become this like realist mindset when we're just like factual and we're like checking off the lists and we're so diligent and we tend not to laugh as much as we wanted to before. for us fun just means that   We enjoy what we're doing. We bring an element of fun to our consulting. So when we work with you guys, like we're having fun. We're enjoying what we're doing. We're laughing. We're making light of the situations that we can. And we're making massive changes with easy implementations that totally just change the game for you guys. And that to us is so much fun for us to sit back and see. We can make a millimeter tweak on something that feels so massive in your world.   and then it all falls into place. And it's just really cool. think of like the implants, know, they're tweaking, tweaking, tweaking and torquing. And you can go a millimeter too far or be a millimeter too short or be like spot on. And that's what I think of like that, that implant torque. We're not making massive adjustments, but we're making massive impacts and implant changes someone's life, but it's minimal adjustments.   Monica (06:25) Yeah.   Yeah, I think ⁓ just to add to what you said, it's really important to take some time to see through the childlike eyes, right? With awe and wonder. ⁓ think it's also important not to confuse fun with playtime, right? Because work is serious stuff, what we do, right? We can have fun and get the job done and have those really impactful days ⁓ because it is a serious   The Dental A Team (06:45) Yes.   Yes.   Monica (06:58) business, right? ⁓ And fun doesn't equal playtime. And I remember a client of mine saying, well, you know, it's all you guys sound to like fun. And I'm like, yeah, because work should be fun. What you're doing is amazing. You are helping people achieve their goals, their wellness goals, the smiles that they've wanted, maybe relieving someone out of pain and, you know, shame and everything that goes around, you know, dentistry.   The Dental A Team (07:23) Yeah.   Monica (07:28) And you're impacting, you know, your team's lives and your community's lives and your own life. And it should be fun. You should see the beauty of that, right? ⁓ So it's not all fun and games, guys. It is serious stuff. When we say fun, that means live life, you know, with joy and wonder and childlike lenses. So ⁓ if you, I think if you approach, you know, the day with that mindset,   everything is lighter, everything is ⁓ easier, right? There's a place to things and there's just, you you're operating from a heart space versus your mental space, you know?   The Dental A Team (08:08) I agree. Yeah,   I agree. I agree. And I understand that everybody's going to have a core value of fun and that's okay, too. You don't have to. You truly don't have to. And you don't have to come in in the same mindset as we do. Just know that's how we operate. And when you work with us, that's what you're getting. You're getting that fun mindset of how can we make small changes that make massive impacts. And one of those spaces, I've actually watched you, make some pretty massive impacts with a client of yours. So this is   Monica (08:17) Yeah.   The Dental A Team (08:36) This is a good topic that came up for us. We get our topics from our list and I thought this was a great one for Monica actually because you have been working with a client recently. This is on hiring and building hiring ads and I know you've got at least one and you've got multiple that are hiring, but you've got one that you've worked like literally hand in hand as though you're part of their, you are part of their team, but if your boots on the ground, part of their team because of their capacity and the type of hiring that they're doing.   We've done this with a lot of clients, especially when they're hiring like office managers, because the office manager would do the hiring, right? So when they don't, which is the situation you're in now where they don't technically have like a dedicated office manager ⁓ with enough space in their world to do the hiring, even down to writing the ads and let's face it, the dentist CEOs, it's not your forte, first of all, most of the time, and you don't have time for it either. So building that out and Monica, have...   the reason that it's applicable is you have had fun doing this with them. And there's been challenges too, but I think you've made some massive strides with them in this aspect. And the first space that you started was really learning the team, learning the practice, and writing ads that attracted the right type of people. And now you guys are in the interview process, but Monica.   From the lens of consultant working with this practice or other practices you've done as well, how do you advise them and how do you help craft those ads to speak to their needs? And everyone's so different, right? So how do you do that and what suggestions do you think people could take away from today to do that on their own as well?   Monica (10:18) Yeah, that's a great question, Tiff. And you're right, I've had a fun time ⁓ kind of wrapping my arms around this one client that does need it. I think one really important factor is like, remember who you are. Why are you great? When we are in a space of lack,   whether we're lacking appropriate team members or we're not, you know, doing what we want to do. We're not doing the dentistry that we want. We're not where we should be. ⁓ I think we go down this rabbit hole of like, and almost inertia kicks in, you know? So let's reframe that mindset. Why are you great? Why did you start this? You know, how do you measure success? So I always say great leaders at   ask great questions. ⁓ Ask yourself those questions. Why am I great? What's different about me? Do I want to be different? And if so, what makes me different? What do I do differently than my colleagues in the area? And identify who you are. What's your persona? What do patients say about you? Go to your reviews, pull up your Google reviews, do a little kind of investigative work, a self-discovery.   about your practice. What are your Google reviews? What are patients saying about you? What do you want to be known for?   The Dental A Team (11:52) Yeah, I love that. actually, Simon Sinek, I listen him a lot and he speaks about your why, right? Finding your why. And he says often, if you're trying to figure out what is your special gift, like what is your talent? What is it that you're here? What is your purpose? He says, ask your friends. Ask your friends why they are friends with you. What is it about you that your friends...   Monica (12:16) I love that.   The Dental A Team (12:19) stick around for or that they lean on you for. And I think Monica, that makes me think of the Google reviews. Like ask your patients, like why do your patients come back? Why does your team who you have currently, why are they your team? What are they speaking about you? And I think that can go twofold, right? Cause you're gonna find out some things that you may not have, that might not be super fun. It might not feel really good to hear some of the things, but those are areas that fantastic. Let's pull that into a KPI.   How can we improve that? But you're gonna hear so many things as to why people love you, why they love your practice, why you. so I love that self-discovery start. I think it's really, really massive.   Monica (12:55) Yes.   Yeah, you're absolutely right. You're gonna hear some things that you may not want to hear, but I would say approach this exercise with the mindset of gratitude. Be grateful for the feedback. Be grateful for the positive feedback and be grateful for the not so positive feedback. That's a little harder to swallow, you know? ⁓ Don't attach yourself to the outcome. Attach yourself to the process of, right? And so even when you don't have a good   The Dental A Team (13:03) Yeah.   Monica (13:29) ⁓ you know, less than favorable outcome or response or feedback. would say, thank you. Thank you for sharing that because this is how I'm going to get better. That's not how I want to be perceived. Right. Would you mind sharing more? Would you mind if I asked further questions? Right. Get curious and be grateful, grateful that people are willing to step out and be honest. Right. ⁓ it takes courage. It takes courage for that. so I always say don't.   attach yourself to the outcome, but the process of. You can learn a lot about yourself in that process and your practice. I think Google reviews are really important because it's your patient's perception of their experience, not of you per se. And it may not be your reality, but it's their reality, right? So it allows us an opportunity to dig deeper and learn more, right?   Opportunity, gratitude, what's your story? I would say start with those things, those three things, right? One of the other things that I like to do is I like to see what's out there. What are other ads that are posted in my area? What are the competitors looking for? What are they saying about their practice, right? And I put on my hat of I'm looking for a job and I am a rock star.   ⁓ whatever it is, office manager, treatment coordinator. I'm a Rockstar treatment coordinator and I am looking for my next home. What ad calls my attention? Which one am I going to click on? What ads am I scrolling through? Right? Because if you want Rockstar employees, you have to have a Rockstar ad. Right? And so if your ad is ⁓   The Dental A Team (15:17) Mm-hmm. Mm-hmm.   Monica (15:24) the same as the other ads, ⁓ it's gonna be about the money. So who are you? Why should a Rockstar treatment coordinator come work for you? Start with your story. What are the qualities that you're looking for? What are the qualities that you have as a practice ⁓ to offer this Rockstar candidate? So start there, who are you?   The Dental A Team (15:49) I love that.   Monica (15:54) Why should I come work for you versus come work for me, right? Flip the framework of how you're posting your ad and how you're crafting your ad.   The Dental A Team (16:02) Yeah,   yeah, I love that because it makes me think of, you know, back in the day when I was in office and writing ads, it was like, I'm putting up like, five, six, seven sentences that's like, this is what we're hiring for. I need a treatment coordinator. Like, this is what you're going to get paid and people apply and we'd get thousands of applications, you know, and it's just, it's different now because I think people are looking for a place they want to have fun. They want to enjoy their job. They want to really work for a place that they feel   Monica (16:13) Yes.   The Dental A Team (16:30) seen valued heard and they want to know what that place is before they walk in and so rather than the old model of This is what we're you know, these are all of the things we're looking for ⁓ As far as the job. I think the new model is this is who we are. This is our vision These are our core values We're looking for somebody who aligns with that and this is the job that they're gonna do and I think it's flipped so much in the last five years Realistically almost six years now, right?   that we just have to think differently and we have to speak differently.   Monica (17:01) Yeah, and social media has also changed the game, right? mean, people can get an insight of your culture and who you are just by following your page, your Instagram page or your Facebook page or going on your website. But I truly believe social media and like those quick clicks, Instagram, Facebook are the persona of your practice, right? And so you gotta make sure that that's aligned with   The Dental A Team (17:06) Absolutely.   Monica (17:29) with the ad that you're posting and the reality of a day-to-day in your practice, right? And so social media can be so impactful, like Google reviews, whatever social media you use, a lot of people have TikToks, they have other things that I don't participate in because it can get overwhelming, you know? But social media is powerful. mean, you use that as your platform, your patience.   The Dental A Team (17:51) I can.   Monica (17:57) You best believe that people are going and checking your reviews and your space, your social media space, because they want to know. They want to know, is this truly who they say they are? Because we have choices, right? And let's be honest, our phone is glued to our fingertips 24 seven, even if we don't want to, it is. And there's power in that, right? So those platforms give a visual.   The Dental A Team (18:19) Yeah.   Monica (18:27) ⁓ to anyone basically. I mean, it's a world of referral nowadays, right? So I think use that to your advantage.   The Dental A Team (18:35) Mm-hmm.   Yeah, I do. I do too. I think earlier, I don't remember if it was this one or a different recording that we did, but you were speaking about, I think it was this one, being authentic. We're off the cuff here. And so being authentic in your ad and being authentic in your social presence. So what are people on the outside seeing of you is really, really huge because if you're saying you're someone and it   Monica (18:48) Yeah.   The Dental A Team (19:08) doesn't line up for you, first and foremost, the powers that you believe in are not gonna send you the people. They're not gonna come if it's not in alignment with who you are. But also, those who do come are gonna see that really easily, very quickly, and honestly, the ads usually, if we were to write an ad, if Monica wrote an ad, just blanket, wrote an ad, said, hey, five practices, you guys all use this ad. It might work for one of them because it may align closely   for one of them, but I think something you did, Monica, with this specific practice and the ones that you've worked with is you learned the practice. You actually, like you said, you put that hat on and you learned the demographics of the area and the demographics of other practices hiring, but you also learned that practice. You scoured their website, you talked to the team members, you asked them really hard questions, you scoured their reviews, you literally did your due diligence to learn who they are so that as you helped them   create the actual ad, it was speaking to them. And that authenticity really shines through. So if your social media is portraying someone that you're not, you're gonna hate it, you're gonna feel really icky, it's not gonna translate, and it's gonna make hiring really, really hard. So I think, these pieces, this introspection, this really knowing, this asking the questions, the hard questions, the easy questions, whatever you wanna call them, asking those questions and learning who you want to hire.   who you are and who you want to attract are gonna be massive pieces and really what highlights a good ad.   Monica (20:45) Yeah, I agree. And you're absolutely right. I I did a little bit of ⁓ of digging more than I than I normally would because I really want them to have the person that they deserve. And listen, sometimes we're not where we want to be. Right. So your reality right now may not be your desired space. And dream a big dream. OK, like create that that your ad can can be your future self.   The Dental A Team (20:53) Yeah.   Monica (21:14) But you need the right person to create that dream with you. So maybe you're not where you want to be or how you vision your office, but you want to get there and you're attracting, you want to attract the team members that will help you get there to that space. allow yourself to dream a big dream, be your biggest fan. I always say that, be your biggest fan, right? Fan your own flame.   The Dental A Team (21:20) Absolutely.   Monica (21:42) It takes, there's nobody else to motivate you but you. Motivation is from within, right? So yes, we have mentors and coaches and listening to them, they help us kind of reignite that flame that we all have, our internal flame, but you've got to be able to fan that flame. mean, if it's dim, you got to give it some air and some oxygen, right? And what gives us oxygen? It's all the feel good stuff.   What are my patients saying about me? Right. So one of the things that I did, cause it was, it was difficult for this client to kind of say like, gosh, what am I really great at? You know? And I'm like, well, let's go see what your patients are saying. And we pulled up some amazing reviews and here we thought like, nobody's asking for reviews. No one's giving us reviews. Well, guess what? There was some amazing reviews and I read them, you know, we, we went through the process of like, I went through the most recent ones.   The Dental A Team (22:14) Mm-hmm.   Monica (22:38) And I read this, not just one, but one that really sticks out. And I got to tell you, like, by the end of that, ⁓ reading that Google review, the doctor was sitting taller. eyes were like, there was sparkles in his eyes and, you know, his chest was out. I'm like, this is the kind of stuff that you need to be sharing on your social media stories. This is what people need to hear. He's like, wow, that's amazing. I said,   The Dental A Team (22:49) No.   Monica (23:06) print these every single day and read them to your team. Read them to yourself out loud. It feels good to know what others are seeing. We're our hardest critics sometimes. And we're not necessarily seeing the good stuff, because we're focused on all the other things that we haven't done and accomplished, but our patients see us through a different lens. And it feels great.   The Dental A Team (23:21) Yeah.   Mm-hmm. Yeah.   Monica (23:34) to be reminded of why you are who you are, why you have this amazing practice. you know, there's just so many things that we overlook because we're so focused on the things that we didn't do. Focus on the things that you did do great. What did I accomplish this year? If you change one life, guess what? That's amazing. You know, if you focus on changing one life at a time, at the end of the year, it's a trickling effect. I mean, you're...   The Dental A Team (23:57) Yeah, I agree.   Monica (24:05) your bowl is going to be or your cup is going to be overflowing. A thousand percent.   The Dental A Team (24:08) Mm-hmm.   Yeah, I totally agree. I totally agree. love the, ⁓ I focus on making, if I can make one person smile today, that, you know, I just want to make one person smile today. So I love this. Thank you, Monica. I knew it being so fresh, you're still in the process of helping them hire for this position, but I know it's been really, really close to your heart and you've been very intentional on getting them the results that they need and they need this hire to push for the results. I...   Monica (24:30) Yeah.   The Dental A Team (24:38) I've enjoyed watching you work with them and I know they've enjoyed working with you and will continue to enjoy working with you. You'll be hands on with them here this week. So I'm super excited for this. And Monica, think some of the pieces I've pulled out, we want those, know, actual pieces for you guys. And I think do the digging, do your research, figure out why people are referring you. Why do people want to come to you? What makes you special and different? And cultivate your ad around that plus   who it is that you want to hire and be super clear on what the position actually is. And front office reception is really hard to explain. So be super clear on what that position is, what will they actually be doing? What are your expectations so that somebody coming in can say, yes, I can do that. And Monica, thank you so much for your time. Thank you for everything you've poured into the clients that you have. But specifically today, we're talking about this one client and everything you poured into them.   Monica (25:18) Yes.   The Dental A Team (25:36) I know because I've chatted with them, I've talked with them, I know how much they appreciate it and how much they need your love and your support and your guidance. So thank you for everything you do for all of us every single day.   Monica (25:49) Thanks, Tiff. Likewise, thanks for your leadership, for your invitation, for this space where we can brainstorm and share our wisdom and ideas and impact the world of dentistry.   The Dental A Team (26:02) Yeah, in the greatest way as possible, right? I love it. That's our mission, everyone, just so you know. Thank you, Monica. And guys, I love podcasting. know that, Monica. She's a big podcast fan now. We're podcaster fan, which I appreciate and I love. So let us know what you think. Five star review below, but also Hello@TheDentalATeam.com. If you have further questions, if you need help, if you need guidance, or you're really not sure how to dig in and figure this out, please just...   Monica (26:03) Hahaha   The Dental A Team (26:29) Reach out, Hello@TheDentalATeam.com. We're here. A lot of those emails, most of those emails actually do get forwarded to the consultant team. So we are the ones that you're gonna be hearing from. Thanks so much and we'll catch you guys next time.   Monica (26:42) Thanks everyone.  

We're in the middle of a trust recession. It's totally changing everything about buyer behavior and marketing in 2026. Selling feels slower and more personal. And maybe a little heavier than it used to. If you've been feeling that shift, you're not doing anything wrong.In this episode, I'm sitting down with my friend Sheri Moise, and she offers a really refreshing (and honestly relieving) reframe that every freelancer and service provider needs right now. We talk about why so many old marketing tactics just aren't landing anymore, and what actually builds trust, authority, and momentum in a much more discerning market.Sheri Moise is an Intuitive Business Astrologer and Strategist who helps entrepreneurs plan, launch, and lead using timing and data rather than guesswork. With over 25 years in corporate sales and marketing, Sheri brings a practical, grounded lens to astrology—focusing on audience readiness, market cycles, and decision-making. She's known for helping clients see what's coming next and respond strategically instead of reactively.Listen to learn more aboutWhy the trust recession is actually a wisdom evolutionHow buyer behavior in 2026 is changing (and why slower isn't bad)The shift from know-like-trust to trust-first marketingWhy guru-style marketing is collapsingHow freelancers can build authority without hype or pressureFreelancers and service providers, it's time to stop running the same tired marketing playbook. This conversation shows what actually works with buyers in 2026.Sponsored by The Digital Marketer's Workgroup Already doing marketing work and ready for more clients and better referrals? Join a supportive, tight-knit community of freelancers where you'll get behind-the-scenes conversations, ongoing support, advanced training, and exclusive job leads. Apply here!Links Mentioned in Show:Grab Sheri's Success Planet Diagnostic for 50% off with code: Unicorn. You'll get a personalized PDF report that shows how your internal operating system works in business. It helps you understand your natural timing, decision-making rhythm, and pacing so you can plan and move forward without pressure or guesswork.Connect with Sheri:Instagram: @sherimoiseFacebook: Sheri Moise Astro BizWebsite: http://sherimoise.com/ Connect with

Send us a textHost: Kendra Beavis Guest: Christina Iskandar, Co-Founder of Nurture ProductivityIn this episode of Tribe of Unicorns, Kendra Beavis sits down with Christina Iskandar for an honest conversation about productivity, boundaries, and what it really looks like to build a business that supports your life — not consumes it.Christina shares her journey from corporate marketing in New York City to entrepreneurship, and how health challenges, lifestyle changes, and redefining success reshaped the way she works. Together, they explore why hustle culture often leads to burnout, and how clarity, intention, and thoughtful business systems can create a more sustainable and profitable way of working.This conversation is grounded in lived experience — not productivity pressure. It's about listening to your energy, designing your schedule around how you actually function, and giving yourself permission to build a business that feels supportive instead of overwhelming.In this episode, we talk about:Transitioning from corporate life to entrepreneurshipRedefining productivity beyond constant outputWhy clarity and calm matter for sustainable successDesigning your workday around your energy, not expectationsLetting go of hustle culture and “always on” mentalitiesCreating boundaries that protect your focus and wellbeingWhy not every business needs to scale or grow a large teamStaying lean, profitable, and aligned without unnecessary complexityChoosing systems and tools that reduce overwhelmBuilding a business that evolves as your life changesThis episode is for entrepreneurs, creatives, and business owners who want to grow intentionally — without sacrificing their health, values, or personal life in the process.If you've ever felt pressure to do more, work longer hours, or push through exhaustion just to keep up, this conversation offers a grounded reminder that there is another way to build a successful business.

Send us a textRye whiskey doesn't get enough love—so we're fixing that.In this episode, I'm breaking down my Top 6 Rye Whiskeys every home bar should have. These are bottles that actually get poured, not just admired on the shelf. Great flavor, solid availability, and strong value—whether you like your rye neat, on the rocks, or in a killer cocktail.We'll talk mash bills, proof, spice levels, and where each bottle really shines. From bold and punchy to smooth and approachable, these ryes cover all the bases:The Core 6 Home Bar RyesOld Forester RyeRussell's Reserve 6 Year RyeWild Turkey Rare Breed RyePikesville RyeSazerac RyeJack Daniel's RyeAnd because the hunt is half the fun, I'm also sharing 3 bonus allocated rye bottles you should absolutely grab if you spot them in the wild—why they're special, and whether they're worth the hype (and the price).If you think rye is “too spicy” or only meant for cocktails, this episode might just change your mind.

Hernosity and Pixicato must save the world from a plot so ridiculous and convoluted that it just might work! Lessons: Technology can be amazing when we learn to use it in healthy, sustainable ways. Subscribe, Support the show, and get our Yoto Cards! Want more kids podcasts for the whole family? Grown-ups, subscribe to Starglow+ here. Learn more about Starglow Media here. Follow Starglow on Instagram and YouTube Share questions with a grownup's help via email: hello@whatifworldpodcast.com or voicemail: 205-605-WHAT (9428) Eric and Karen O'Keeffe make What If World. Our producer is Miss Lynn. Character art by Ana Stretcu, episode art by Lynn Hickernell, podcast art by Jason O'Keefe, and theme song by Craig Martinson.

John and Chrissy share how they turned early inheritance and smart planning into a successful first home purchase in pricey California.After renting for over 18 years, John and Chrissy navigated skyrocketing rents, family support, and strategic planning to buy a $700,000 home in San Luis Obispo. With only $5,000 in savings, an unexpected offer of early inheritance shifted their mindset from surviving rent hikes to buying a home. They used the How to Buy a Home system and their Unicorn team to align monthly affordability with realistic home options. From dealing with open house stress to choosing a planned urban development (PUD) for detached living without breaking the bank, their journey reflects persistence, planning, and prioritizing what matters most.“You have no idea what you're capable of until you put it in front of you and crunch the numbers.” — ChrissyHighlights: How do you go from $5,000 in savings to owning a $700,000 home with confidence?What options exist for buyers who want a detached home but can't afford traditional single-family prices?How can early inheritance or family gifts be used responsibly without guilt or confusion?What happens when you stop asking, “Can I afford this?” and start asking, “How do I make this work?”Check out our EPISODE GUIDE for more information and interviews!Connect with me to find a trusted realtor in your area or to answer your burning questions!Subscribe to our YouTube Channel @HowToBuyaHomeInstagram @HowtoBuyAHomePodcastTik Tok @HowToBuyAHomeVisit our Resource Center to "Ask David" AND get your FREE Home Buying Starter Kit!David Sidoni, the "How to Buy a Home Guy," is a seasoned real estate professional and consumer advocate with two decades of experience helping first-time homebuyers navigate the real estate market. His podcast, "How to Buy a Home," is a trusted resource for anyone looking to buy their first home. It offers expert advice, actionable tips, and inspiring stories from real first-time homebuyers. With a focus on making the home-buying process accessible and understandable, David breaks down complex topics into easy-to-follow steps, covering everything from budgeting and financing to finding the right home and making an offer. Subscribe for regular market updates, and leave a review to help us reach more people. Ready for an honest, informed home-buying experience? Viva la Unicorn Revolution - join us!

Learn More about Altanta Retreat and grab a seat HERE. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

250 | Würdest du lieber einen Remote-Job für 120.000 EUR oder einen Office-Job für 240.000 EUR machen? Sam & Alex sind sich einig und diskutieren ihre teuersten Hiring-Fehler, welches Startup die Automobilindustrie dringend disrupten sollte und noch mehr Geschäftsideen.Partner dieser Folge: Clockodo: ⁠https://www.clockodo.com/⁠optimisten Gutschein-Code: optimisten25Finde eine Geschäftsidee, die perfekt zu dir passt: ⁠⁠digitaleoptimisten.de/quiz⁠⁠Kapitel:(00:00) Intro(05:27) Whispr Flow - gut oder mies?(13:33) 120k oder 240k(24:40) AI Wearables - Amazon kauft Bee(35:39) Fehler im Hiring(48:40) Frust in der Autovermietung(56:52) Geschäftsidee von Samuel: Tailored Rating(1:03:25) Geschäftsidee von Alex: Reddit Pain Point MinerMehr Infos:In dieser Episode diskutieren Alex und Samuel die Vor- und Nachteile von Remote-Arbeit, persönliche Erfahrungen mit Autovermietungen, die Nutzung des AI-Diktiertools Whisperflow und die Zukunft von AI Wearables. Sie reflektieren über ihre Neujahrserlebnisse und die Herausforderungen, die mit der Entscheidung zwischen Büro- und Remote-Arbeit verbunden sind. Die Diskussion beleuchtet auch die gesellschaftlichen Veränderungen, die durch die Pandemie entstanden sind, und die Notwendigkeit, hybride Arbeitsmodelle zu entwickeln. In dieser Episode diskutieren Samuel und Alexander über die Zukunft der Technologie und Automatisierung, insbesondere im Kontext von Amazon und Robotik. Sie beleuchten die Herausforderungen und Chancen im Hiring-Prozess und teilen persönliche Erfahrungen mit dem Lesen von Büchern zur Selbstentwicklung. Zudem wird die Frustration über Autovermietungen thematisiert, gefolgt von innovativen Geschäftsideen, darunter Tailored Rating, eine Plattform zur Verbesserung von Bewertungen, und der Reddit Painpoint Miner, der Nutzerfeedback systematisch analysiert.Keywords:Remote-Arbeit, Autovermietung, Neujahr, Whisperflow, AI, Diktiertool, Lebensqualität, Büro, Hybrid-Modelle, AI Wearables, Technologie, Automatisierung, Hiring, Bücher, Autovermietung, Geschäftsideen, Tailored Rating, Reddit, KI, Bewertungen

Head to https://squarespace.com/jonsolo to save 10% off your first purchase of a website or domain using code JONSOLO! Thanks to Squarespace for sponsoring the show!

Learn More about Altanta Retreat and grab a seat HERE. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

Send us a textIn this week's episode, the guys review the 1982 movie The Last Unicorn.Get more CDD on Patreon!Visit the website!Support the show

Lily and Shai review their Fuber Driver (Fanny + Uber) and rave about the Miami Jewish Film Festival, while Becky reheats Heated Rivalry. Also in this episode: Fantasy Life, Death of a Unicorn, Eleanor the Great, Run Silent Run Deep, and Disposable Humanity.  Sign up for the Friday Night Movie Newsletter for giveaways, curated episode playlists from the hosts and guests (including our mom), and at MOST one email per month (and probably fewer).  Closed captions for this episode are available via the player on the official Friday Night Movie homepage, the Podbean app and website, and YouTube.  The Friday Night Movie Family supports the following organizations: The Red Tent Fund | HIAS | Equal Justice Initiative | Asian American Journalists Association | The Entertainment Community Fund. Subscribe, rate and review us on your favorite podcast platform, including iTunes | Spotify | Stitcher | Google Play | Podbean | Overcast. Play along with Friday Night Movie at home! Read the FNM Glossary to learn the about our signature bits (e.g., Buy/Rent/Meh, I Told You Shows, Tradesies, etc). Email us at info@p4tmedia.com or tweet @FriNightMovie, @pancake4table, @chichiKgomez, and/or  @paperBKprincess.  Follow our creations and zany Instagram stories @frinightmovie, @FNMsisters, and @pancake4table. Follow us on Letterboxd (@pancake4table) where we're rating every movie we've EVER watched.  Subscribe to our quarterly newsletter for exclusive giveaways and news! Theme music by What Does It Eat. 

In this episode, we explore OpenAI's strategic leadership changes to regain enterprise market share as competitors like Anthropic surge ahead. We also discuss how key AI infrastructure partners are reaching unicorn status, highlighting the growing value of the underlying technology. Chapters 00:00 OpenAI's Enterprise Shift 00:31 AI Infrastructure Unicorns 00:44 AI's Impact on White-Collar Jobs 11:56 AI Agents for Scheduling Links • Get the top 40+ AI Models for $20 at AI Box: ⁠⁠https://aibox.ai • AI Chat YouTube Channel: https://www.youtube.com/@JaedenSchafer • Join my AI Hustle Community: https://www.skool.com/aihustle

We find out what a thrupple and unicorn hunting is, help mend a friendship and discover how toxic mom groups can be. See omnystudio.com/listener for privacy information.

William Vanderbloemen discusses how professionals can find both success and satisfaction in their careers. — YOU'LL LEARN — 1) The one habit that puts you ahead of 90% of people2) How to learn what you don't know about yourself3) The one skill to work on—regardless of your jobSubscribe or visit AwesomeAtYourJob.com/ep1122 for clickable versions of the links below. — ABOUT WILLIAM — William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States.• Book: Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest• Book: Work How You Are Wired: 12 Data-Driven Steps to Finding a Job You Love• Website: Vanderbloemen.com— RESOURCES MENTIONED IN THE SHOW — • Tool: reMarkable• Book: Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear• Past episode: 971: Mastering The Three Keys to Getting Noticed with Jay Baer• Past episode: 1066: How to Thrive When Your Resilience Runs Out with Dr. Tasha Eurich— THANK YOU SPONSORS! — • Monarch.com. Get 50% off your first year on with the code AWESOME.• Vanguard. Give your clients consistent results year in and year out with vanguard.com/AUDIOSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This week on the Erotic Awakening Podcast, episode 746,  Dawn shares her thoughts on using Boot Worship as a form of grounding and calming energy .... ……plus, she reviews some polyamory/poly/polyam terms like monkey branching, unicorn quad, cow poking and poly saturation….and then mentions where she will be and what it's like to be in small town USA with no community   Links mentioned on the show: Leather Life Education Series https://leatherlife.org/ Intrigue https://fetlife.com/events/1725996 Indy Rope Expo https://www.indyropeexpo.com/ Primal Arts Fest https://fetlife.com/events/1911410     Transcript 9:32  If you don't have a partner to do Boot Worship with 12:11 Upcoming events 14:45 Monkey Branching 15:14 Unicorn quad 15:51 Cowpoking 16:22 Poly Saturation  16:57 Small town with no community 18:13 Dawn is an introvert Enjoy!!! Dawn     Discounted/Free books, kink starter cards, online classes; early access to the show, and more!    https://www.patreon.com/eroticawakening   ***************************************** Fetlife - @erotic_awakening  Instagram - @eroticawakening Youtube - @eroticawakeningpodcast TikTok - @eapodcastdawn Newsletter - www.eroticawakening.com   Discord - https://discord.gg/WQtSM56V39 746 - #polyamoryterminology #polyterms #polyam #monkeybranching #unicornquad #fcowpoking #cowgirling #polysaturation #powerexchange #polyamory #livingms #polyamorytoolkit #kinkeducation #leathereducation #onlineeducation #podcast #eroticawakeningpodcast #bdsm #domsub #submission #heartsandcollars 

The Belgian Unicorn Whisperer: Louis Jonckheere I had the chance to sit down with Louis at Wintercircus Ghent to answer some spicy Reddit questions, talk about his journey, and hear what's next for Aikido Security . I had a blast during this conversation and hope you enjoy it as much as I did!

In this special episode of the Prime Venture Partners Podcast, the Partners come together to discuss how AI, new business models, and shifting global dynamics are reshaping startups and what founders should be preparing for as we head deeper into 2026 and beyond. From pragmatic AI adoption to new opportunities in services, SaaS, climate, and governance, this is a grounded conversation on what's actually changing and what still matters.⏱️ Timestamps:00:00 – Introduction01:30 – What Prime Is Willing to Bet On03:20 – AI Models vs Real Value Creation07:35 – Automation, Services and Opportunity11:30 – Moats and Distribution in an AI-First World20:00 – Why Fundamentals Still Matter24:05 – SaaS, Services and India's Global Opportunity28:25 – How AI Will Change Venture Capital37:40 – Predicting the Defining Startups of 203042:05 – Climate, Energy and Big Problems Becoming Solvable45:40 – Boards, Governance and AI Ethics52:10 – Closing Thoughts for Founders Building in 2026

2,50 Euro für einen Cappuccino, 1,50 Euro für einen Espresso: LAP Coffee-Gründer Ralph Hage fordert mit Kampfpreisen große Player wie Starbucks heraus – und landet mitten in einem Shitstorm, auf dessen Höhepunkt Randalierende seine Filialen in Berlin mit Farbe beschmieren. Wie konnte das passieren? Im OMR Podcast spricht der Gründer über seinen Weg vom Investmentbanker zum Kaffee-Unternehmer, seine ersten Startup-Erfahrungen bei Unicorns wie Omio, Delivery Hero und Wefox, das Scheitern seines Liefer-Startups Yababa und die Strategie, mit LAP Coffee ohne Marketing eine Marke aufzubauen.

In this episode, we welcome Joe Eskenazi, CRO at Kong, to discuss the critical transition from an elite salesperson to a top-tier business leader. Joe shares how he bypassed the typical "salesperson" label by treating every interaction as a business consultancy, fueled by a concurrent MBA and an early career in sports broadcasting. We dive deep into the reality of the CRO role—orchestrating cross-functional ecosystems rather than just closing deals—and the personal journey of managing high-intensity burnout. Joe also offers powerful advice on finding an authentic leadership voice and why organizations must prioritize leadership training to protect their talent.

We start with an adult coloring book that absolutely should not exist, featuring what can only be described as animal kamasutra. From there, things escalate into Mothman fan art, questionable farmers market business ideas, and the existential dread of another business trip to Las VegasEVERYTHING Tastes better with Firecracker Farm HOT SALT. Seriously, everything. Check out all the variety of ways to make everything you eat taste better by visiting https://firecracker.farm and use code MILK to save some money while you are there.Upgrade your wardrobe and save on @trueclassic at https://trueclassic.com/PIE #trueclassicpod Get 10% off your first month of BlueChew Gold with code PIE. That's promo code PIE. Visit BlueChew.com for more details and important safety information, and we thank BlueChew for sponsoring the podcast.Download thePrizePicks app today and use code PIE to get $50 in lineups after you play yourfirst $5 lineup! That's code PIE to get $50 in lineups after you play your first $5 lineup!PrizePicks. It's good to be right.

In this episode of HR.Salon, Andrew sits down with Alyssa Wroble, Recruiting and Onboarding Specialist at Quality Vision International, to unpack what it really takes to hire and retain great people in 2026. From navigating layoffs and shifting candidate priorities to mastering the art of consistent employer branding, Alyssa shares practical insights from the frontlines of recruiting in a market that's equal parts cautious and competitive.In this episode, you'll learn:Why candidates crave growth and stability—and how to design roles that actually deliver both.How to use hiring tools without losing your human judgment, and the one story that proves data is never the full picture.The secret to standing out at job fairs and online: market your company like you're recruiting future fans, not just employees.As recruiters and HR teams adapt to a shrinking pipeline and changing workforce values, the winners will be those who stay creative, curious, and connected to what people truly want from work. It's not just about filling roles—it's about telling the right story, to the right people, at the right time.

Send us a textGuest: Angie Hawkins — Inner Glow Coach & Author of Running in SlippersHost: Kendra BeavisIn this episode, Kendra and Angie dive into people-pleasing, self-worth, intuition, boundaries, and the beliefs that keep us from stepping into our own light. Angie shares powerful insights from her personal healing journey, including how she rewrote old patterns, rebuilt self-trust, and learned to raise her vibration from the inside out.

Abigail and her husband thought they needed $50,000 before they could even think about buying a home. But after reaching out for budgeting advice, they learned they were already closer to ownership than they imagined. With guidance from a Unicorn team, family gift funds, and smart loan planning, they closed on a $400,000 home in under 90 days. This episode details how early conversations and the right financial education can replace fear with facts — and get buyers into homes faster than they expect. “We did have to break our lease in order to buy the house… it worked out so well.” - AbigailHighlights What financial assumptions kept Abigail and her husband from realizing they were ready to buy?Why does using only one spouse's income sometimes secure a better loan rate?How can breaking a lease early actually speed up your homeownership timeline?What loan and gift strategies helped Abigail cover her down payment without draining savings?Connect with me to find a trusted realtor in your area or to answer your burning questions!Subscribe to our YouTube Channel @HowToBuyaHomeInstagram @HowtoBuyAHomePodcastTik Tok @HowToBuyAHomeVisit our Resource Center to "Ask David" AND get your FREE Home Buying Starter Kit!David Sidoni, the "How to Buy a Home Guy," is a seasoned real estate professional and consumer advocate with two decades of experience helping first-time homebuyers navigate the real estate market. His podcast, "How to Buy a Home," is a trusted resource for anyone looking to buy their first home. It offers expert advice, actionable tips, and inspiring stories from real first-time homebuyers. With a focus on making the home-buying process accessible and understandable, David breaks down complex topics into easy-to-follow steps, covering everything from budgeting and financing to finding the right home and making an offer. Subscribe for regular market updates, and leave a review to help us reach more people. Ready for an honest, informed home-buying experience? Viva la Unicorn Revolution - join us!

Learn More about Altanta Retreat and grab a seat HERE. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

On this week's Flames Central Podcast presented by OrthoVirginia, forward Zach Cleveland joins the show to talk about his "Unicorn" nickname, why he chose to stay for his senior season, and how his game has grown at Liberty. Matt, Emily, and Joe also discuss Demario "Pop" Douglas TD grab, mailbag, and more!

CLEAR Founder, CEO, and Chair Caryn Seidman-Becker shares how she transformed a bankrupt startup into a $4 billion biometric security company. She explains her vision for CLEAR, its growth into more than 60 airports, and how its technology now serves over 30 million members nationwide. Learn more about your ad choices. Visit podcastchoices.com/adchoices

About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

Uitați tot ce știați despre birocrație, pentru că vecinii noștri din Republica Moldova au construit o infrastructură digitală uluitoare, cu 98% acoperire 4G și fibră optică în aproape fiecare casă.Nu vorbim doar de hardware, ci de o aplicație de stat, EVO, care îți pune buletinul și toate actele direct pe telefon, astfel încât interacțiunea cu poliția sau fiscul devine o simplă formalitate digitală, eliminând nevoia de a căra hârtii.Genialitatea lor economică se vede în Moldova IT Park, un ecosistem virtual unde peste 2500 de companii plătesc un singur impozit de 7% pe venit, eliminând hârțogăraia contabilă și transformând IT-ul în motorul principal al țării.Această strategie a propulsat veniturile industriei de la câteva milioane la aproape un miliard, dovedind că poți face „business din piatră seacă” și poți deveni un hub regional dacă ai legislația corectă și curaj.Mai mult, digitalizarea a funcționat ca un scut de apărare: în fața atacurilor cibernetice masive declanșate în contextul războiului, sistemele lor au rezistat eroic, demonstrând că datele în cloud sunt mai sigure decât arhivele fizice vulnerabile.Este o lecție de supraviețuire prin tehnologie, unde semnătura electronică și livrarea actelor acasă prin M-Delivery nu sunt „fițe”, ci unelte de bază care permit unei națiuni să funcționeze eficient chiar și în situații de criză.Dincolo de gadgeturi, m-a impresionat mentalitatea lor de „gândire critică” antrenată să reziste propagandei rusești, o imunizare informațională pe care o au încă din copilărie, crescând cu două discursuri de Anul Nou la televizor.Ei ne demonstrează că reziliența nu înseamnă să te fortifici și să te închizi, ci să te adaptezi continuu, folosind agilitatea unei țări mici pentru a implementa inovații pe care giganții europeni încă doar le discută.Avem, deci, un exemplu spectaculos de „țară-unicorn” care a înțeles că, în secolul 21, siguranța și prosperitatea se construiesc cu servere, fibră optică și o mentalitate deschisă spre viitor. IGDLCC înseamnă Informații Gratis despre Lucruri care Costă! Totul ne costă dar mai ales timpul așa că am făcut această serie pentru a mă informa și educa alături de invitați din domeniile mele de interes. Te invit alături de mine în această călătorie. Mi-am propus să mă facă mai informat și mai adaptat la schimbările care vin. Sper să o facă și pentru tine.

Mark and Sam talk about Death of a Unicorn (2025) Feedback to: info@thegoodthebadandtheodd.com Or chat with Mark who runs the facebook account athttp://www.facebook.com/groups/thegoodthebadandtheodd We are also on youtube: https://www.youtube.com/@GoodBadOdd

The origin, mission, and standards behind the “Unicorn Realtor” and how they transform outcomes for first-time homebuyers.Unicorn Realtors aren't mythical—they're real estate pros who specialize in first-time buyers and uphold elite, client-first standards. In this origin story, David Sidoni shares how the unicorn concept emerged as a radical answer to an industry that sidelines first-time buyers in favor of profits. He explains the strict vetting process that separates unicorns from the rest and why their mastery, ethics, education, and advocacy offer real advantages to new buyers. This isn't just about realtors—it's a buyer revolution built to protect and empower.“Unicorns aren't magic. They're just incredibly rare—and built to put first-time buyers first.” - David SidoniHighlights:What really sets a Unicorn Realtor apart from the rest of the industry?Why are first-time homebuyers ignored—and how did this model flip the script?What strict standards must Unicorn Realtors meet to stay on the list?How does hiring a Unicorn give you power, options, and protection?Referenced Episodes:229 – What Is A Unicorn Real Estate Team?389 – The Playbook VOL. 2: Your Last Lease Ever400 – Introduction: How to Buy a Home Starter Series (START HERE)436 - 20 Questions First Time Home Buyers MUST ASK Finding a RealtorConnect with me to find a trusted realtor in your area or to answer your burning questions!Subscribe to our YouTube Channel @HowToBuyaHomeInstagram @HowtoBuyAHomePodcastTik Tok @HowToBuyAHomeVisit our Resource Center to "Ask David" AND get your FREE Home Buying Starter Kit!David Sidoni, the "How to Buy a Home Guy," is a seasoned real estate professional and consumer advocate with two decades of experience helping first-time homebuyers navigate the real estate market. His podcast, "How to Buy a Home," is a trusted resource for anyone looking to buy their first home. It offers expert advice, actionable tips, and inspiring stories from real first-time homebuyers. With a focus on making the home-buying process accessible and understandable, David breaks down complex topics into easy-to-follow steps, covering everything from budgeting and financing to finding the right home and making an offer. Subscribe for regular market updates, and leave a review to help us reach more people. Ready for an honest, informed home-buying experience? Viva la Unicorn Revolution - join us!

Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

It's Honing Day at the Stables, and Hernosity the Unicorn is keeping a secret from the other magical horses. Also, there's a giant hole all the way through What If World! Lessons include: You don't need anyone else to tell you what your magic is; there are many ways to be a helper. Subscribe, Support the show, and get our new Yoto Cards! Want more kids podcasts for the whole family? Grown-ups, subscribe to Starglow+ here. Learn more about Starglow Media here. Follow Starglow on Instagram and YouTube Share questions with a grownup's help via email: hello@whatifworldpodcast.com or voicemail: 205-605-WHAT (9428)Eric and Karen O'Keeffe make What If World. Our producer is Miss Lynn. Character art by Ana Stretcu, episode art by Lynn Hickernell, podcast art by Jason O'Keefe, and theme song by Craig Martinson.

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