Podcasts about valued

Harden joins half a billion club; Wyndham wins in St Louis; Is LIV dead?; TWolves/Lynx valued at $4.5B; EPL starts season; Brewers first to 81

Building active income is great, but how do you create real enterprise value? The group analyzes how life insurance agencies are bought and sold at tech-like multiples. Featuring a deep dive into Patrick Bet-David's $250M sale of PHP to Integrity Marketing, this section breaks down how recurring renewal revenue, proprietary tech IP, and team overrides drive high 10x–15x EBITDA exit valuations.

What does it actually take for an athlete to feel like they belong?In this episode, Edward Jones II continues the Belonging portion of the BEYOND Player Development Framework by breaking down three foundational elements every athletic program should consider:Seen. Valued. Heard.Being seen can be as simple as knowing an athlete's name, acknowledging them when they walk into the building, and recognizing progress that may never appear on the scoreboard.Being valued means athletes know they matter beyond their athletic performance. It means being honest with them, respecting their goals and backgrounds, and having difficult conversations when necessary because you genuinely care about their future.Being heard means creating opportunities for athletes to communicate what they are experiencing, what they need, and what they believe could improve their experience. Listening does not mean agreeing with every request, but athletes should know their voices matter.Edward shares real examples from his player development career, including difficult career conversations with athletes, advocating for players during fall camp, and how listening to a player during COVID helped create an experience that brought a team closer together.This episode challenges coaches, athletic directors, administrators, and player development professionals to ask:Are the athletes in your program truly seen?Do they know they are valued?Do they believe they are being heard?Belonging is not created through one team-building activity or one motivational speech. It is reinforced through everyday interactions that tell athletes, "You matter here."If you want to strengthen belonging in your program, start with these three areas:Seen. Valued. Heard.To learn more about the BEYOND Player Development Framework or get support implementing it in your program, complete the BEYOND Assessment using the link in the episode notes.Developing People. Elevating Programs.Get YOUR SIGNED copy of the Beyond The Field Player Development Guide: https://forms.gle/AJozwnjEw4UHNaH29Player Development Newsletter: https://substack.com/@btfprogramComplete the BEYOND Framework Assessment https://forms.gle/CC6DoBQGF8UkJj5h6

What is your music catalog actually worth, and how would you even find out?  This week we're on the second stop of our Rising Tide miniseries, tackling catalog valuation, one of the revenue multipliers we're covering ahead of the Music Tectonics Conference this October. First, music lawyer and Instagram creator Ryan Schmidt breaks down how catalogs get valued, the difference between the multiplier method and discounted cash flow analysis, and why an audit can uncover money you didn't know you were owed. We also get into name, image, and likeness rights, AI licensing, and where Ryan thinks the biggest growth opportunities are for artists and songwriters. Then we bring in two companies already working in this space. Sho Mitchell from Beatlibrary walks us through what a catalog valuation tool actually looks like in practice, and Rob Steiner from Luminate shares data on the current state of the catalog acquisition market. If you're a music tech company solving problems like these, come demo on the beach and network with the ecosystem at the Music Tectonics Conference, October 27 to 29 in Santa Monica. The Music Tectonics podcast goes beneath the surface of the music industry to explore how technology is changing the way business gets done. Visit musictectonics.com to find shownotes and a transcript for this episode, and find us on LinkedIn, Twitter, and Instagram. Let us know what you think!    Get Dmitri's Rock Paper Scanner newsletter.

A recent investment into the media company owned by “Call Her Daddy” podcaster Alex Cooper has valued the company at $500 million as it looks to expand its video and lifestyle businesses. Learn more about your ad choices. Visit megaphone.fm/adchoices

Today's Sports Daily covers an added feature coming to the podcast this football season, the Lakers sell for $2.5 billion more than 10 months ago, the most valued NFL franchises, & an interesting stat about pre-season Super Bowl favorites.  Music written by Bill Conti & Allee Willis (Casablanca Records/Universal Music Group)  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Andy Heim's coaching journey is a powerful reminder that building a championship program takes time.In Episode 317 of the JAMODI Podcast, Belmont High School girls basketball coach Andy Heim shares the story of going from an early winless season to eventually winning an Indiana state championship.Coach Heim opens up about the mistakes he made early in his career, how his coaching philosophy evolved, and why relationships, adaptability, player leadership, and creating an enjoyable experience became essential pieces of Belmont's culture.We discuss how he learned to build his system around his players instead of forcing players into a system, why great players can become culture catalysts, how Belmont uses small “families” to strengthen relationships throughout the program, and why making basketball fun doesn't mean lowering your standards.Coach Heim also shares practical ideas coaches can use immediately—from player goal-setting and team dinners to music at practice, competitive games, leadership opportunities, and finding ways to make every player feel valued.In this episode:Going from a winless season to a state championshipBuilding culture when the wins aren't comingLearning from mistakes as a young head coachWhy Andy stopped forcing players into his systemMaking practice competitive and enjoyableCreating Belmont's basketball “families”Developing player-led accountabilityHelping every player feel valuedBalancing varsity privileges with whole-program connectionBuilding relationships beyond basketballMaintaining confidence during losing seasonsThe importance of supportive administratorsAdapting offense to your personnelCreating player ownershipWhy culture eventually begins to sustain itselfJAMODI stands for Just A Matter Of Doing It—conversations with coaches about culture, leadership, growth, and the lessons learned along the journey.

P.M. Edition for Aug. 12. Former Disney CEO Bob Iger and investor Joshua Kushner are buying the Los Angeles Lakers for $12.5 billion—the highest-ever valuation for any sports team. WSJ sports reporter Andrew Beaton discusses the sale, which he calls a “stunning twist.” Plus, inflation cooled slightly last month to 3.4%. Journal economics reporter Matt Grossman joins to talk about what it could mean for the Federal Reserve. And ticket reseller StubHub reported record revenue, thanks in part to this summer's World Cup. But as retail reporter Hanna Krueger details, both during and well before the World Cup, some fans were disappointed when the tickets they bought on StubHub didn't work and they faced lengthy fights to get their money back. Alex Ossola hosts. Sign up for the WSJ's free What's News newsletter. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

We turn to the dramatic story of the fiery furnace in the Book of Daniel today to discern important takeaways for our own walk through trying times. Read the story in Daniel 3. To investigate this most important of stories further, go here. 

Remember God loves you so much he sent his Son Jesus Christ to take the punishment for your sins. You are of great value. Jesus loves you and He is just a prayer away! This episode includes AI-generated content.

We've all experienced times where we feel outcasted for various circumstances. God will make you feel valued simply because you exist and a true church family should amplify that.--------------------------------------Connect with us!Our website: https://avillage.churchFacebook: https://www.facebook.com/avillageccInstagram: https://www.instagram.com/avillage.church/YouTube: https://www.youtube.com/channel/UC76u0xIWve9O_TApUjzmFOg

How do great leaders make employees feel valued?What increases employee engagement without spending more money?How can leaders create stronger workplace culture through everyday interactions?In this episode of Time to Reset, productivity expert and leadership strategist Penny Zenker explores why the most memorable leaders aren't necessarily the loudest or the busiest. They're the ones who intentionally create moments that matter.Using a personal story about planning a milestone birthday celebration, Penny reveals how the same principles can transform team meetings, customer experiences, employee engagement, and even family relationships. The lesson is simple: meaningful leadership isn't built through grand gestures. It's built through consistent, thoughtful actions that help people feel seen, appreciated, and connected.In this episode you'll learn:How to make employees feel valued at workSimple leadership habits that increase employee engagementWhy meaningful workplace culture is built through small momentsWays to create more engaging meetings and stronger team connectionsHow thoughtful follow-up builds trust after employee surveysPractical leadership strategies to improve communication and retentionIf you're a leader, manager, business owner, or anyone looking to build stronger relationships at work and at home, this episode offers practical strategies you can implement immediately.Keywords: leadership, employee engagement, workplace culture, leadership communication, management skills, employee experience, leadership development, team engagement, company culture, trust in leadership, meaningful leadership, customer experience, workplace relationships, communication skills, productivity, Penny Zenker, Time to ResetLove the show? Subscribe, rate, review, and share! https://pennyzenker360.com/positive-productivity-podcast/

Hour 3 opens up with Isaac and Suke discussing some news and notes from the day including Aaron Donald working out for the Rams and then discuss a wild story about Shohei Ohtani's old interpreter's gambling problem. Later, the guys discuss the Mets and how terrible they are as well as who is the most valued college athletic program.

Today's text is a great swath of 2 Chronicles 20. We step into that story starting with our own: When we are overwhelmed by problems, circumstances, relationships… it's okay to be afraid. How we deal with our fears is what counts. When we bring our fears to God, we start with praise that reminds us WHO we are talking with: the POWERFUL and FAITHFUL Lord of the Universe. When we process the situation with Him, He works on our hearts and spirits to trust more fully in Him, to remember that we are powerless, but HE IS NOT. His promised presence empowers us to step up and deal with the situation as He brings about resolution. And brings us back to praise again!To investigate this most important of stories further, go here. 

UNBOTHERED 3 Day IntensiveThe more you do for him the more he will love you. That is what they told you. That is wrong.In this episode Margarita breaks down the psychology of why making yourself useful is actually costing you the love, respect and value you are trying to earn.T his one is going to change how you show up in every relationship in your life.In this episode:1. Women are taught that love is earned through usefulness2. The IKEA effect and why effort creates value3. Stop robbing men of the chance to contribute4. Useful is not memorable, it just fades into the background5. Being needed and being loved are not the same thing6. Every yes teaches people what to expect from you7. Difficulty creates investment, not manipulation8. Being low maintenance becomes self abandonment9. Make people earn access to you through standards not games10. Become unforgettable, not indispensableIf you do everything and still do not feel valued, if you have made yourself so convenient you have disappeared, or if you are needed but not truly chosen, this one is for you.Get your copy of Unbothered Book Being Her is your no filter space for woman empowerment, relationship advice, confidence, feminine energy, and living life completely on your own terms.Love you lots like jelly tots xxSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Dale Edwards visited us to deliver a powerful meditation based on the first two parables found in Luke 15. Dale's message focuses on God's resolute desire to seek and to save the lost.

What is your short-term rental business really worth—and more importantly, what are buyers actually looking for right now? In this episode of The STR Data Lab, CEO of AirDNA Rohit Bezewada sits down with C2G Advisors' Managing Partner Jacobie Olin. They unpack the realities behind today's M&A market for property managers, cutting through the noise of tech buzzwords and surface-level metrics. If you've ever wondered how growth, profitability, and operations translate into valuation, this conversation brings clarity where it matters most.The truth is, buyers aren't chasing shiny tools or trendy “AI-native” claims—they're focused on fundamentals. Clean financials, predictable revenue trends, strong margins, and a capable team still win the day. But layered on top of that are evolving deal structures, shifting expectations around growth, and a competitive landscape where demand for quality operators continues to outpace supply. Whether you're planning to sell soon or just building with the end in mind, understanding these dynamics can shape smarter decisions today.Zooming out, they also explore where the STR industry is headed: continued consolidation at the top, rapid growth among mid-sized operators, and the role technology (including AI) may play in expanding margins—not valuations—over time. It's a grounded, data-driven look at how to build a business that performs now and positions you for future opportunities.You don't want to miss this episode!Key Takeaways:Clean financials matter more than anything else—buyers prioritize clarity, consistency, and reliable performance over flashy tools.Growth + profitability = premium valuations—steady portfolio expansion and strong EBITDA margins drive the most interest.Revenue mix impacts your bottom line—ancillary income (like cleaning fees) can significantly boost margins since it's not shared with homeowners.Deal structure is just as important as price—offers with higher cash upfront and simpler terms tend to win over complex, contingency-heavy deals.AI won't boost your valuation—yet—it only matters if it clearly improves revenue or margins in your financials.Sign up for AirDNA for FREE

In the first episode of our countdown to the Boss Lady Women's Leadership Conference, hosts Teresa Rand and Jennifer Roberts kick off a five-part series inspired by this year's Women in the Workplace survey and the conference theme, "Diving Into Your Potential." Rather than unpacking the full survey data here (that's saved for the conference), Teresa and Jennifer open up about a gap they noticed in the results: the difference between how confident women feel in their own leadership and how often they actually feel valued at work. Through honest personal stories, they explore what it  really means to feel seen, valued, and confident.  CONNECT WITH US:Connect with Teresa on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/teresarand⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Back Porch Communications (Jennifer Roberts): ⁠⁠https://www.backporchcom.com/⁠⁠Learn more about Boss Lady events and coaching at Ladder Network:  ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.laddernetwork.org

Wes grew up moving constantly — different states, different countries, new friends every few years. The one constant was story: books, movies, television. He wrote plays as a kid. He built a career in tech. And the whole time he watched the craft of storytelling get worse while he waited for someone to do something about it. Eventually he realized nobody was coming. So he built it himself: Brotherhood of the Wolf, an independent graphic novel series he describes as Berserk meets Black Hawk Down — published in print only, drawn by professors from one of Italy's serious comic schools, with fifteen issues mapped out and a video game in pre-production. In this conversation: •Why story reaches people emotionally when facts and figures never move the needle •The doorman story — how a consulting firm saved a hotel chain money and cost it customers, because nobody counted what the doorman actually did •What corporate structure does to creativity, and why skin in the game changes how you think •The case for print: first editions, resale value, and why digital ownership is really just renting •Media as diet — what you consume shapes you whether you're paying attention or not •Wes on Hollywood's long record with Muslim and Arab characters, and building the stories he wanted his kids to have •Quickfire round: dark fantasy, Berserk, and the most misunderstood villain in film The takeaway: the people and things a spreadsheet can't measure are usually the ones holding everything together. That's true of a doorman, and it's true of the stories you let into your house. Find Wes talesofkhayr.com — join the email list for an exclusive trailer, plus updates on future books, merch, and the game Start with The Lesser Evil, the chapter-zero novella The CJ Moneyway Show If this one hit, leave a review, subscribe, and pass it to a builder who's tired of waiting for permission. Faith • Vision • Legacy | Stories That Spark Transformation | Legacy Over Likes | Brick by Brick Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Fr. Jeremiah Caughran Valued Through Christ Alone, Matthew 13.31-33, 44-50 Download What happens when we discover that our value isn't something that we create, but is given to us by God himself? What happens when we realize that all our strivings to get God's attention aren't needed, but that he is searching for us and will claim us as his own through the faith he gives by the presence of the Holy Spirit? Jesus' parables remind us that it is God who is at work to make us his own. We respond to the one who has already come to us and we are received because he is ready to receive us. All of that enables us to live the life he calls us to through the power of the Spirit working in us.Image: from Christ's Object Lessons by Ellen Gould Harmon White, published 1900, page 109, https://archive.org/details/christsobjectles00whitrich, public domain. Image Location: https://commons.wikimedia.org/wiki/File:Buried_treasure.jpg

The mates discuss Hugging Face breach, Moonshot AI being valued at $20B, and living to 1,759 years old.  Get access to metatrends 10+ years before anyone else - https://qr.diamandis.com/metatrends   Peter H. Diamandis, MD, is the Founder of XPRIZE, Singularity University, ZeroG, and A360 Salim Ismail is the founder of Open ExO, a GP at Exponential Venture Capital/The Organizational Singularity Fund and a sought after global speaker and thought leader. Dave Blundin is the founder & GP of Link Ventures Dr. Alexander Wissner-Gross is a computer scientist and founder of Reified – My companies: Apply to Dave's and my new fund:https://qr.diamandis.com/linkventureslanding      Go to Blitzy to book a free demo and start building today: https://qr.diamandis.com/blitzy   Your body is incredibly good at hiding disease. Schedule a call with Fountain Life to add healthy decades to your life, and to learn more about their Memberships: https://www.fountainlife.com/peter  _ Connect with Peter: X Instagram Substack Website Xprize A360 Connect with Dave: Web X LinkedIn Instagram TikTok Connect with Salim: LinkedIn X New ExO Leap Program Join Salim's 10X Shift Subscribe to Salim's YouTube channel Exponential Venture Capital Connect with Alex Website LinkedIn X Email Substack  Spotify Threads Listen to MOONSHOTS: Apple YouTube – *Recorded on July 23rd, 2026 *The views expressed by me and all guests are personal opinions and do not constitute Financial, Medical, or Legal advice. Learn more about your ad choices. Visit megaphone.fm/adchoices

Being needed is not the same as being valued.

David Bailin argues that investors are overestimating earnings expectations and underestimating the long-term impact of AI. He explains why hyperscalers like Amazon (AMZN), Microsoft (MSFT), and Alphabet (GOOGL) remain attractively valued and why the AI buildout and adoption cycle still has plenty of room to run.======== Schwab Network ========Empowering every investor and trader, every market day. Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/ About Schwab Network - https://schwabnetwork.com/about

Wednesday, July 13, 2026 The Dominant Duo – Total Dominance Hour -Berry Tramel is the guy today, so long: valued rivalries, Berry takes phone calls, Bedlam with expanded playoffs, last golf major this weekend and more. Follow the Sports Animal on Facebook, Instagram and X PLUS Jim Traber on Instagram, Berry Tramel on X and Dean Blevins on X Follow Tony Z on Instagram and Facebook Listen to past episodes HERE! Follow Total Dominance Podcasts on Apple, Google and SpotifySee omnystudio.com/listener for privacy information.

The standard understanding of life insurance goes like this: you buy a policy, pay the premiums, file it away, and hope it never gets used. Protection for your family if you die. That's it. But that's not what wealthy families are doing. American dynasties, high-profile entrepreneurs, and the country's biggest banks have been using life insurance as an active wealth-building tool for generations. Not as a replacement for investing. Alongside it. Valued specifically for what it gives them that a brokerage account never can: liquidity, access to capital, and control. https://youtu.be/773_NczfBww What follows unpacks the actual mechanics and why none of it is reserved for people with a Rockefeller-sized net worth. Table of ContentsThe core ideas:How do the wealthy use life insurance?The Trust and Insurance CombinationThe Cascading EffectThe Problem: Sequence of Return RiskThe Buffer in PracticeDo rich people have life insurance?How do the wealthy use life insurance?What is the Rockefeller strategy with life insurance?Why do banks own so much life insurance?Is using life insurance to build wealth instead of investing?What is the volatility buffer strategy?What is a family bank, and how does it work?Do I have to be wealthy to use this strategy? The core ideas: Wealthy families treat life insurance as a managed asset, not a forgotten product The Rockefeller blueprint combines trusts and whole life to create a cascading, multi-generational capital system Banks hold roughly $250 billion in life insurance for the same reasons: liquidity and stability Walt Disney, Ray Kroc, and others borrowed against policy cash value to fund businesses banks wouldn't touch Dr. Wade Pfau's research shows that whole life as a volatility buffer outperforms the "just invest the premium" alternative A family bank isn't a metaphor. It's a functioning system anyone can build. How do the wealthy use life insurance? Wealthy families use whole life insurance as the foundational “before asset” — a private, liquid capital base that comes before investing and supports every other financial move. They value it for tax-advantaged cash value growth, accessible liquidity that isn't tied to market cycles, asset protection from creditors in most states, and above all, control over their capital.  Through a combination of policy loans and trusts, they fund businesses, protect assets across generations, and create a cascading system in which each death benefit replenishes the capital pool for the next generation. The same mechanics are available at any level of wealth with a properly designed policy. How the Wealthy Use Life Insurance Differently Than Everyone Else Wealthy families could absorb financial mistakes more easily than almost anyone. A bad investment, a failed business, a lawsuit. They'd survive. Yet they still put guardrails in place, specifically through whole life insurance. If the people who can most afford mistakes still protect themselves this way, what does that say for everyone else? For someone for whom a serious financial mistake isn't just painful but potentially devastating, the case is even stronger. The mindset shift is this: wealthy families don't see a life insurance policy as a product they bought and filed away. They see it as an asset they manage and deploy. The attributes they value aren't what most people focus on.  They care about accessible liquidity that isn't tied to market cycles, so a bad year in equities doesn't force their hand. They care about asset protection from creditors and lawsuits, which whole life provides in most states (not all). And above everything: privacy, flexibility, and access to capital. Life insurance is private. The only way to know someone owns a policy is if they tell you. That's part of why this strategy stays largely out of view.  Some of the U.S. presidents who have publicly disclosed their assets have shown whole life among them. That's notable, not because presidents are financial geniuses, but because they're disclosing what they actually have. The wealthy don't open with "what return does this get?" They open with control, access, and certainty. That order of questions matters. The Rockefeller Blueprint: Trusts, Policy Loans, and the Cascading Death Benefit The Rockefeller name comes up constantly in Infinite Banking conversations. Almost nobody explains what they're actually doing. The Trust and Insurance Combination Here's the mechanism. The Rockefeller family combines legal structure and whole life insurance. A family bank can be structured in many ways, depending on the family's goals, need for asset protection, and desired level of complexity. It may be as simple as outright policy ownership, or it may involve a trust, an LLC, a holding company, or a layered structure where a trust owns a holding company that owns an LLC designed to manage family capital. The structure can vary, but the purpose is the same: to create a private, liquid capital base using whole life insurance. That capital can then be accessed and directed toward productive uses, such as buying businesses, investing, funding education, or building assets that strengthen the next generation. The Cascading Effect When a family member dies, the death benefit doesn't just get handed out. It's held in trust and distributed according to the family's stated intentions, then refills the capital pool for the next generation, who repeat the same cycle. This is simultaneously a legacy strategy, a banking strategy, a liquidity strategy, and a values-transfer strategy. The trust and the insurance connected together are what make it continuous. Neither piece alone does what both pieces do together. One nuance worth flagging: trusts are not income-tax magic. In most cases, a trust does not eliminate income tax; it simply determines who reports and pays it, whether that is the trust, the grantor, or the beneficiaries. What trusts can do well is provide structure, accountability, estate-tax planning when properly designed, and a measure of asset protection depending on the type of trust, state law, and how much control is retained. That is real value, but it is a different kind of value than people sometimes imagine.  This isn't a strategy reserved for famous dynasties. It works at a personal level too, one generation funding policies for the next, death benefits flowing down to nieces, nephews, grandchildren. Generation One is the hardest. The message isn't that you need to do this at scale immediately. It's about thinking long-term and taking small, high-quality steps. How a Death Benefit Becomes the Next Generation's Foundation The generational laddering concept, developed by Nelson Nash, sits at the heart of any family banking formula. A life insurance policy pays a death benefit. That death benefit funds the premiums on the next generation's policy. That policy pays its own death benefit, which funds the generation after. You can even skip a generation, grandparents to grandchildren. Each cycle creates a larger pool of capital. It's a growing family bank, not a one-time inheritance. The contrast between the two paths is concrete. A $1 million death benefit split four ways gives each child $250,000 outright. No strings. No direction. That's cutting the cord of accountability. The money is gone from the system. Whatever you hoped they'd do with it is just a hope. Hold that same death benefit in a trust, with clear intentions that it continues purchasing life insurance, and you have something different. Accountability with guardrails. Clarity and protective measures built into the structure. Not mandating, not controlling from the grave, but providing guidance and continuity. The goal isn't to control what your children do. It's to give wealth a structure that keeps it circulating in the family rather than dissipating in a single generation. Why Banks Hold Hundreds of Billions in Life Insurance This is the part many have never heard. Banks need somewhere to park their Tier 1 capital. Tier 1 capital is the core equity capital that absorbs losses and prevents insolvency. Regulators require banks to hold it and demonstrate they can access it quickly. What banks have consistently chosen as one of those safe places is life insurance. Bank-Owned Life Insurance, or BOLI, is how it works. Banks take out policies on highly compensated employees and hold the cash value as a capital asset. They use whole life, universal life, and a product designed specifically for banks. As employees age out, they cycle policies onto new people. Regulators cap life insurance at roughly 25% of Tier 1 capital. The numbers, as of June 30, 2025, are not small: Bank of America: ~$25 billion JPMorgan Chase: ~$12 billion PNC Bank: ~$11 billion Truist Bank: ~$7 billion U.S. banks total: ~$250 billion These figures are publicly available via bank rankings at usbanklocations.com, presented here as illustration, not endorsement. The institutions whose entire job is managing capital and risk at the highest level have parked a quarter-trillion dollars here for liquidity and stability. That's worth paying attention to. Not because banks are infallible, but because the reason they use it is exactly the same reason the wealthy use it, and the same reason it's worth considering in a personal financial plan. How Famous Entrepreneurs Funded Their Dreams With Policy Loans Walt Disney wanted to build Disneyland, but the banks said no, so he borrowed against his life insurance cash value.  Capital he controlled, on his own timeline, repaid on his own terms. No restrictive bank covenants, no lost equity stake, no waiting for approval. He used it to help build what became a multi-billion-dollar empire. The key point: he borrowed from his own capital base while the policy kept doing its job....

Blue Origin raised outside capital in its first-ever funding round, valuing the company at $130 billion, according to multiple reports on Wednesday, as Jeff Bezos' rocket company seeks to challenge SpaceX. Blue Origin raised $10 billion in the funding round, $4 billion of which comes from Coatue Management and $2 billion from Bezos himself, while the remaining $4 billion is expected from other institutional investors, the New York Times reported. Several investors are expected to participate in the remaining $4 billion, drawing significant demand, according to CNBC, citing people familiar with the matter. Prospective investors are interested in Blue Origin's future projects, including TeraWave, the company's satellite communications network that was unveiled in January, according to the Times. Learn more about your ad choices. Visit megaphone.fm/adchoices

We've been providing sector updates to a number of clients recently. Midstream had a good 1Q but stalled during 2Q. The resumption of hostilities last week pushed stocks higher, but even without that we think valuations remain attractive. Enterprise Value/EBITDA at 11.1X is close to the ten-year average, a period which includes the 2020 pandemic […]

Needed vs. Valued Have you ever noticed that being needed and being valued are not the same thing? Someone can need what you do without truly valuing who you are. In recovery, relationships, work, and even service, it's easy to confuse being useful with being appreciated. When our identity becomes wrapped up in being needed, we can lose ourselves trying to earn our worth. Today on The Daily Trudge, we'll explore the difference between being needed and being valued. We'll talk about healthy relationships, self-worth, boundaries, codependency, and why our value doesn't come from what we do for others—it comes from who we are. Recovery teaches us that we don't have to earn our place by constantly rescuing, fixing, or proving ourselves. Real freedom comes when we understand our worth and build relationships based on mutual respect rather than dependence. Join the conversation. #TheDailyTrudge #Recovery #SelfWorth #Codependency #Boundaries #EmotionalSobriety #AlcoholicsAnonymous #AA #HealthyRelationships #RecoveryCommunity

Weniger als vier von 100. So wenige gingen ein Jahr später noch ins Fitnessstudio. Und das lag nicht daran, dass sie nicht wollten.Fitness-Gewohnheiten – ob gesundes Essen, Supplement-Einnahme oder regelmäßiges Training – spielen neurobiologisch in einer eigenen Liga. Am Anfang arbeitet Dein Gehirn gegen Dich. Am Ende dieser Folge weißt Du, warum, und mit welchen drei Strategien Du trotzdem dranbleibst.Du erfährst:Warum sich die ersten Wochen wie ein Kampf anfühlen, und wann sich das drehtWarum die „21-Tage-Regel“ nicht funktioniert – und wie lange Du wirklich brauchst3 simple Strategien, die in Studien zu >50% häufigerem Training führen.Los geht's. Und dann: dranbleiben.____________*WERBUNG: Infos zum Werbepartner dieser Folge und allen weiteren Werbepartnern findest Du hier.

Ronald White, guest author, recounts how, in 1848, Joshua Lawrence Chamberlain, known as Lawrence, entered Bowdoin College after years of intensive home preparation in classics and Greek. Raised in Brewer, Maine, by parents who valued the "life of the mind," he grew up with a deep Christian faith and intellectual curiosity. His youth balanced physical activities like sailing and riding bareback with academic rigor, creating a dual nature that combined intellectual depth with rugged capability. After graduating from Bowdoin and the Bangor Theological Seminary—where he mastered nine languages including Arabic—he faced a crossroads between his mother's wish for him to enter the ministry and his father's desire for him to attend West Point. During these years, he fell in love with Fanny Adams, a clever but troubled woman who struggled with depression. Their courtship survived a three-year separation, setting the stage for his life as a scholar-soldier. On Great Fields: The Life and Unlikely Heroism of Joshua Lawrence Chamberlain (1)1863

Steven Dover, chief market strategist at Franklin Templeton, says there is still more upside to the market, based on earnings growth, noting that the economy and stock market have been resilient due to the "phenomenal" profits companies have been generating. Dover notes that the market is fully valued, but not expensive; "We think earnings this next year could be [up] 15 to 20 percent, so the market could follow that without being more expensive." Dover, who is also the head of the Franklin Templeton Institute, notes that the earnings growth has been greatest among small caps, which is why he is leaning in that direction, and he advocates for fixed income as ballast for portfolios now; ;he had previously lightened up on the Magnificent Seven and other market leaders, and he says that the market has relaxed on those stocks, which may create targeted buying opportunities. Kevin Dreyer, co-chief investment officer for value at Gabelli Asset Management — part of the team running Gabelli Equity Trust and other closed-end funds — discusses how he is finding value looking for names that are "differentiated and not highly correlated" to the stocks that have been leading the market's return to record levels. Specifically, Dreyer says he is looking for businesses that are "A.I. resilient" and able to withstand and/or benefit from the development of artificial intelligence. One area he cited as particularly attractive is sports and entertainment, because " You can't have an algorithm or chatbot replicate the New York Knicks … but you and I can go out and buy MSGS, which owns the Knicks."  Plus, Todd Rosenbluth, head of research at VettaFi, turns to a trending part of the market and makes an actively managed Fidelity small- and mid-cap fund his pick for "ETF of the Week."

On this episode, Harry Symeou rounds up the latest Arsenal news. We discuss Matt Law's report in which he claims Aston Villa have slapped a £130m price tag on Gunners target Morgan Rogers. We react to David Ornstein's update on the future of Bradley Barcola who Paris Saint-Germain insist is not for sale. We cover the latest on Bruno Guimaraes and round up the action from the World Cup. Plus, well take your thoughts/questions from the live chat. SUBSCRIBE TO MY NEW CHANNEL: https://www.youtube.com/@harrysymeoumedia To sign up as a Patreon, get additional episodes, ad-free episodes and become a part of our discord server, click the link below: https://patreon.com/thechroniclesofagooner?utm_medium=unknown&utm_source=join_link&utm_campaign=creatorshare_creator&utm_content=copyLink 0:00 - Podcast opener 2:45 - Aston Villa value Morgan Rogers at £130m 10:05 - Ornstein on Barcola's future 14:29 - Arsenal have Alex Scott approach 'rebuffed' 19:30 - More changes to Mikel Arteta's backroom staff! 20:13 - Your thoughts/questions from the live chat 32:24 - World Cup roundup! Listen to 'The Rise of Pafos FC' on Apple podcasts or Spotify: https://podcasts.apple.com/us/podcast/the-rise-of-pafos-fc-with-harry-symeou/id1334407316?i=1000746012823 #arsenal #transfer #news

Why would top venture capital firms invest $60 million into an immigration law startup at a $750 million valuation? In this episode, Zach speaks with Dan Mishin, founder and CEO of Manifest, about his vision for transforming one of the most complex and underserved areas of legal practice. They discuss why immigration law became the company's first focus, how AI is helping lawyers process cases faster and more accurately, and why Manifest is building far more than a traditional law firm. The conversation explores the challenges facing both lawyers and clients in the immigration system, the opportunity to create AI-native legal infrastructure, and what happens when software, operations, and legal expertise are combined into a single platform.   In this episode: Why investors valued Manifest at $750 million after its first major funding round How AI is transforming immigration law through speed, accuracy, and automation Why Manifest is building legal infrastructure, not just another law firm The hidden operational problems holding back many legal practices How AI-native platforms could help lawyers serve more clients at lower cost   Learn More: https://www.legallydisrupted.com/   Follow Along: Dan - https://x.com/mishindan1, https://www.linkedin.com/in/danielmishin Zach - https://x.com/ZachAbramowitz?lang=en, www.linkedin.com/in/zachabramowitz   Subscribe to Zach's newsletter https://www.legallydisrupted.com/     Engage Killer Whale Strategies https://www.killerwhalestrategies.com

What if building generational wealth wasn't about where you started—but about the decisions you make today? In this episode, Wendy Yee and Evon Mattison share how they grew from single-family investing into a multifamily portfolio of more than 600 doors valued at over $100 million. Drawing from over 40 years of combined real estate experience, they discuss their transition from LPs to GPs, the lessons learned from market downturns, the importance of transparency and credibility when raising capital, and why consistency, discipline, and taking action matter more than waiting until you're ready. They also reveal how they attract investors, build lasting relationships, leverage social media and education, and use multifamily investing as a vehicle to create freedom, stability, and a legacy that outlives them. If you're an investor or entrepreneur looking to scale your impact, strengthen your mindset, and build wealth with purpose, this conversation delivers practical insights you can apply immediately.5 Key takeaways from this episode1. Wealth Building Starts with Intention and Action Wendy and Evon emphasize that building generational wealth isn't about coming from wealth—it's about taking consistent action, staying disciplined, and committing to a long-term vision. 2. Credibility Is Earned Through Transparency Investors trust operators who openly share both wins and losses. The couple explains how honesty, transparency, and investing their own capital helped establish trust with investors. 3. Capital Raising Is a Skill That Can Be Learned Despite years of real estate experience, they initially felt uncomfortable raising capital. Through education, mentorship, and consistent practice, they learned how to confidently present opportunities and build investor relationships. 4. Strong Fundamentals Matter More Than Chasing Deals Their investing philosophy is rooted in conservative underwriting, risk management, and letting the asset speak for itself rather than pursuing deals simply to increase unit counts or transaction volume. 5. Relationships Drive Long-Term Success Whether with investors, partners, or tenants, genuine relationships are at the center of their business. Personal connection, consistent communication, and serving others create trust that compounds over time.About Tim MaiTim Mai is a real estate investor, fund manager, mentor, and founder of HERO Mastermind for REI coaches.He has helped many real estate investors and coaches become millionaires. Tim continues to help busy professionals earn income and build wealth through passive investing.He is also a creative marketer and promoter with incredible knowledge and experience, which he freely shares. He has lifted himself from the aftermath of war, achieving technical expertise in computers, followed by investment success in real estate, management skills, and a lofty position among real estate educators and internet marketers.Tim is an industry leader who has acquired and exited well over $50 million worth of real estate and is currently an investor in over 2700 units of multifamily apartments.Connect with TimWebsite: Capital Raising PartyFacebook: Tim Mai | Capital Raising Nation Instagram: @timmaicomTwitter: @timmaiLinkedIn: Tim MaiYouTube: Tim Mai

In this Mindfulness in Action episode, I'm exploring what it means to not only add value, but to let ourselves feel valued.So many of us are working hard to matter. We're trying to contribute, perform, improve, achieve, help, and show up for other people. But even when we are adding value, we may not actually let the feeling of mattering land. We move so quickly that we miss the evidence that we are seen, appreciated, and needed.This episode is deeply personal for me. I share a reflection on the loss of Isaac Prilleltensky, whose work on mattering has profoundly shaped my life, my research, and the book I'm writing. Isaac embodied mattering in the way he made people feel seen and valued, and his encouragement helped me keep going when I needed it most.From there, I guide you through a short mindfulness and reflection practice to help you remember a time when someone made you feel valued. We'll practice noticing not just the thought of that moment, but how it felt in the body. The warmth, lightness, relief, energy, or connection that can come when we allow ourselves to receive care, recognition, or support.Because mattering is not only about what we give, it's also about what we are willing to receive.Top 5 TakeawaysMattering has two sides: It includes both adding value and feeling valued.Many of us struggle to let feeling valued land: Compliments, help, encouragement, and recognition can be uncomfortable to receive.Feeling valued is embodied: It can show up as warmth, lightness, relief, energy, or a sense of connection.Accepting help allows others to add value too: Receiving is not a burden; it can deepen connection and mattering on both sides.What we focus on, we begin to notice: Practicing awareness of where we feel valued can help us see more evidence of mattering in everyday life.LINKSWhat It Really Means to MatterHow to Build a Life of Contribution with Tom RathOther Mindfulness in Action episodes--------------The Grow the Good Podcast is produced by Palm Tree Pod Co. 

Most school leaders understand that psychosocial safety is a legal obligation. Very few have figured out how to make it feel like anything more than a compliance activity. In this solo episode, I unpack the gap between obligation and opportunity, and what it actually takes to move psychosocial safety from a four-step process on a page to something genuinely woven into how a school leads, communicates and operates.Drawing on data from almost 80 schools and thousands of staff, I walk through common psychosocial hazards in Australian schools, why they are connected rather than isolated, and why the four-step risk management process, while important, is actually the easiest part of the whole process.The real work is not in the paperwork. It's the leadership commitment and authentic ongoing consultation that determine whether any of it sticks.What I cover in this episode:What is missing from the four-step risk assessment process in many schoolsThe national data: the most common psychosocial hazards in Australian schools and why they compound each otherWhy good communication underpins the entire process, and how to ensure your messaging landsHow to embed wellbeing into your school's way of doing and not let it be an initiative layered on top of othersLeadership commitment as the foundation: why it falters, what it actually requires, and the personal and professional skills that make it landWhy the hardest feedback can be the most important data you will ever receiveWhat the Safe Work Australia Code of Practice actually requires of school leaders, and why most schools are not quite there yetResources and links mentioned:Article: The Wellbeing Weave: The Three Phases of Addressing Staff Wellbeing in Well-Led Schools adriennehornby.com.au/the-wellbeing-weave-the-three-phases-of-addressing-staff-wellbeing-in-well-led-schools/  Article: Embedding a Sustainable Wellbeing Ecosystem: The Key to Psychosocial Safety and Staff Wellbeing adriennehornby.com.au/designing-a-sustainable-wellbeing-ecosystem-the-key-to-psychosocial-safety/  Podcast: Creating a School Culture Where Staff Feel Seen, Heard and Valued with Daniela Falecki https://adriennehornby.com.au/creating-a-school-culture-where-staff-feel-seen-heard-and-valued-with-daniela-falecki-season-3-episode-10/Waverley Christian School Case Study: https://www.linkedin.com/posts/adrienne-hornby-a4126a205_most-school-wellbeing-initiatives-fail-or-ugcPost-7465421290833805312-QVL9/?utm_source=social_share_send&utm_medium=member_desktop_web&rcm=ACoAADQvl1EBSRJtRkz0cewFH4TjXfHExS9B0F4If you enjoyed this episode, don't forget to subscribe and leave a review wherever you get your podcasts.

The real link between employee experience and customer experience is not happiness alone. It is readiness, training, empowerment, accountability, and leadership. Summary The phrase happy employees create happy customers is popular in customer experience, but it is incomplete. In this episode of The Customer Service Revolution Podcast, Denise Thompson and John DiJulius challenge the oversimplified belief that employee happiness alone leads to a world-class customer experience. Employee happiness matters. If employees are miserable, unsupported, burned out, or treated like a cost center, customers will feel it. But a happy employee who is poorly trained can still create a poor customer experience. A happy employee without standards can still be inconsistent. A happy employee without autonomy can still feel helpless when something goes wrong. John explains that the real connection between employee experience and customer experience comes from hiring people with the right service aptitude, then giving them the training, systems, coaching, empowerment, recognition, and accountability they need to succeed. Denise and John also discuss how toxic employees, rushed onboarding, broken policies, lack of recognition, and poor leadership can turn even naturally happy employees into frustrated or burned-out ones. The goal is not just happy employees. The goal is happy employees who feel valued, prepared, trusted, empowered, and responsible for the experience they create. Key Takeaways: 1. Happy Employees Matter, But Happiness Alone Is Not a Strategy Employee happiness is a critical part of customer experience, but it does not automatically create happy customers. Employees also need preparation, standards, tools, and leadership. 2. Employee Readiness Is Different From Employee Happiness A naturally positive employee can still fail the customer if they are rushed into the role without proper onboarding, technical training, or service aptitude training. 3. Poor Systems Can Destroy Employee Happiness When employees are forced to defend broken policies, cover for understaffing, or absorb customer frustration without support, happiness disappears quickly. 4. Technical Training Is Not Enough Companies often train employees on processes, tasks, and systems, but neglect the human skills required to deliver great service: empathy, energy, listening, curiosity, problem-solving, and service recovery. 5. Autonomy Requires Clarity Empowering employees to make decisions only works when they understand the standards, expectations, and boundaries behind the customer experience. 6. Toxic High Performers Are Still Toxic Keeping a negative employee because they bring in revenue can damage morale, increase turnover, and weaken the customer experience. 7. Recognition Cannot Only Go to Problem Employees Leaders often spend most of their time managing high-maintenance employees while overlooking the reliable employees who quietly keep the business running. 8. The Real Goal Is Prepared, Valued, Trusted Employees The connection between employee experience and customer experience is strongest when employees feel valued, prepared, trusted, empowered, and accountable. Standout Quotes "Happy employees are a critical part of the equation, but just hiring happy employees does not by itself produce happy customers." — John DiJulius "A happy employee who is poorly trained can still create a terrible customer experience." — Denise Thompson "The best time to hire a new employee is two months ago." — John DiJulius "Over 90% of the things that go wrong in a customer-facing situation are not the customer-facing employee's fault." — John DiJulius "You never trade your reputation for sales." — John DiJulius "Burnout is real, but I think it is misdiagnosed." — John DiJulius "The goal is not just happy employees. The goal is happy employees who feel valued, prepared, trusted, and responsible for the experience they create." — Denise Thompson Chapters List After 20 Years John shares that he is most proud of the community built around The DiJulius Group's customer experience philosophies. 03:00 – Why In-Person CX Communities Matter Denise and John reflect on the Customer Service Revolution Conference and why live learning creates stronger relationships, deeper community, and better transformation. 06:06 – Challenging "Happy Employees Create Happy Customers" Denise introduces the episode's central idea: the phrase is true in spirit, but too simplistic if taken literally. 07:31 – Why Happiness Alone Is Not Enough John explains that happy employees are essential, but without training, systems, standards, and leadership, they cannot consistently create happy customers. 09:19 – Employee Happiness vs. Employee Readiness Denise asks about the difference between employees who feel good at work and employees who are truly prepared to deliver a world-class customer experience. 10:13 – Why the Best Time to Hire Was Two Months Ago John explains why reactive hiring and rushed onboarding set employees and customers up for failure. 12:25 – When Broken Systems Frustrate Happy Employees Denise and John discuss how poor policies, lack of training, and customer frustration can quickly drain employee happiness. 14:24 – The Service Aptitude Skills Companies Forget to Train John explains why organizations must train human skills like empathy, energy, curiosity, listening, problem-solving, and service recovery. 16:10 – Turnover as a Warning Sign John shares how employee turnover often reveals deeper issues in hiring, leadership, compensation, or culture. 18:23 – How Long Should Leaders Try to Fix a Toxic Employee? Denise asks how much time companies should spend coaching someone who performs well in some areas but hurts the culture. 21:41 – When Happy Employees Become Unhappy Denise explains how employees can start out happy but lose energy or engagement as conditions change. 22:14 – Burnout, Boredom, and Broken Systems John and Denise discuss why burnout is often caused by lack of support, poor systems, understaffing, and inability to get results. 25:03 – Mastery, Autonomy, and Purpose John connects employee happiness to growth, empowerment, purpose, and the ability to keep building value for employees. 27:28 – Autonomy Without Standards Denise and John discuss what happens when employees are empowered but not fully trained to make the right decisions. 31:10 – Teaching Service Recovery John shares how organizations can teach employees to handle service failures with clarity, judgment, and escalation when needed. 32:13 – A Real Service Recovery Story from John Roberts Spa John tells a memorable story about a serious customer service failure and how immediate ownership and overcorrection matter. 38:01 – Why Employees Need to Feel Valued Denise and John discuss how leaders often overlook reliable employees while focusing attention on higher-maintenance team members. 39:54 – The Danger of Overloading Rock Stars Denise and John explore how high performers can unintentionally be punished with extra work and higher expectations. 43:10 – The Real Link Between EX and CX Denise summarizes the core message: the goal is not just happy employees, but employees who are valued, prepared, trusted, and accountable. 44:02 – Closing and 20th Anniversary Reflection Denise thanks John and again recognizes The DiJulius Group's 20th anniversary. Links: The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test:  https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Ask John!  Submit your questions for John, to be aired on future episode:  tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Books:  https://thedijuliusgroup.com/shop/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com If you want to learn how world-class organizations build cultures customers cannot live without, explore The Experience Revolution Membership. Inside the membership you'll gain access to livestream workshops, practical frameworks, and proven strategies used by organizations around the world. Learn more at https://thedijuliusgroup.com/membership/ Learn More If your organization is working to improve customer experience but struggling to connect it to measurable business outcomes, The DiJulius Group can help. Visit: https://thedijuliusgroup.com Listen to more episodes: https://thedijuliusgroup.com/the-customer-service-revolution-podcast/ Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.  

Have you ever had a valued employee struggle because their role changed faster than they could adapt?As organizations evolve, roles often require new skills, behaviors, and responsibilities. This episode explores how to handle the difficult situation when a trusted employee is no longer the right fit for an evolving position, while maintaining their dignity, supporting their growth, and ensuring your team continues to succeed.After listening, you'll learn how to:Navigate your own emotions and lead these conversations with confidence and empathy.Clearly communicate changes in role expectations and create alignment on what success now requires.Build a practical transition plan that supports both the employee's future growth and the team's performance.Listen now to learn a proven five-step approach for guiding valued employees through role changes while strengthening trust, performance, and leadership credibility.Check out:2:02 — You're Not Doing This to the EmployeeDavid explains the mindset shift leaders need when a role evolves beyond an employee's current capabilities. Rather than viewing the situation as something you're doing to the employee, he reframes it as a response to changing circumstances that require leadership and support.4:36 — Clarify the New Role vs. the Old RoleOne of the most practical sections of the episode. David discusses how to clearly define what has changed, why the role now requires different competencies, and how to communicate those expectations without making personal judgments about the employee.6:32 — Creating the Transition PlanThe conversation shifts from understanding the challenge to taking action. David outlines how to build a clear development or transition plan, establish benchmarks, provide support, and help employees move forward—whether that means growing into the new role or finding a better fit elsewhere.Leadership Without Using Your Soul podcast offers insightful discussions on leadership and management, focusing on essential communication skills, productivity, teamwork, delegation, and feedback to help leaders navigate various leadership styles, management styles, conflict resolution, time management, and active listening while addressing challenges like overwhelm, burnout, work-life balance, and problem-solving in both online and in-person teams, all aimed at cultivating human-centered leadership qualities that promote growth and success.Mentioned in this episode:2026 Audience Survey We appreciate you. Click "Leadership Survey" - first 30 responses get a signed book. Thank you for helping us make the show even more helpful. 2026 Audience Survey We appreciate you. Click "Leadership Survey" - first 30 responses get a signed book. Thank you for helping us make the show even more helpful.

If you've ever felt hard to explain who you are o what you do this episode is for you. Dr. Sarabeth Berk Bickerton breaks down why professional identity is complex, and how to finally articulate your full value. Jill Griffin and Dr. Sarabeth Berk Bickerton discuss: Why capable professionals struggle to explain who they are even when they know they bring real valueHow job titles flatten your identity and leave others seeing only part of what you offerA research-backed framework to describe yourself beyond roles, skills, and keywordsGuest bio: Dr. Sarabeth Berk Bickerton is a professional identity researcher, TEDx speaker, and author of More Than My Title, helps mid-career professionals articulate who they are beyond job titles and be fully seen at work.Mentioned on the show: Listen:  The Great Reassessment: Preparing Your Mindset, Managing Perfectionism, Ageism, and the New Midlife CrisisRead: Jill's Forbes.com article on grieving lost opportuntiesSupport the showJill Griffin, is a leadership strategist, executive coach, and host of The Career Refresh. She works with senior leaders to navigate complexity, strengthen teams, and lead with greater clarity and intention.With 20+ years of experience at companies like Coca-Cola, Microsoft, Hilton, and Martha Stewart, Jill brings a practical, real-world lens to leadership, decision-making, and career strategy. Visit GriffinMethod.com to learn more about working together:The Next Era Leader An 8-week cohort for women leaders ready to expand their capacity and lead through complexity with clarity and intentionExecutive Coaching & Leadership Advisory 1:1 strategic partnership for leaders navigating growth, transition, and what's nextConnect with Jill for Leadership Development for Organizations and Speaking & WorkshopsInstagram: @JillGriffinOffical

Shawn Nason on LinkedInConnect with Sam on LinkedIn - I share customer experience content multiple times a week, and love hearing from listeners with questions or ideas for topics.Subscribe to my newsletter, Customer Experience Patterns - I publish a new edition with each episode of the podcast.My LinkedIn Learning courses: Customer Experience: 6 Essential Foundations For Lasting Loyalty, How To Create Great Customer Experiences & Build A Customer-Centric Culture. In-depth video series that teach you how to create great experiences, and build customer-centric cultuers.Thanks to my talented colleague Emily Tolmer for the cover art. Thanks to my friends at Moon Island for the music. Hosted on Acast. See acast.com/privacy for more information.

 “What if the most resilient asset class in real estate has been hiding in plain sight for decades?” In this episode, Nasir Ali shares how his family leveraged over 45 years of manufactured housing expertise, spanning 10,000+ pads and institutional-scale portfolios valued in the billions, to transform underperforming communities into stable, high-yield, inflation-resistant assets. Ali breaks down why manufactured housing communities outperform many traditional asset classes during both strong and weak economies, how his vertically integrated model solves affordability and occupancy challenges, and why tenant retention in this space creates a fundamentally different business model than multifamily. He also dives into market cycles, geopolitical risks, commercial real estate defaults, and why upcoming economic shifts may create major opportunities for investors prepared to act creatively. From generational knowledge transfer and operational experience to financing structures, value-add strategies, and the evolving institutional demand for manufactured housing, this episode delivers a masterclass on one of the most misunderstood sectors in real estate investing today. 5 Key Takeaways to learn from this episodeManufactured housing thrives in both strong and weak economies As the most affordable form of housing, demand often increases during economic downturns. Occupancy growth creates massive value-add opportunities Many communities remain under-occupied due to installation and financing barriers that operators can solve strategically. Vertically integrated operations increase profitability Combining community ownership, home sales, financing, and management creates multiple profit centers within one asset. Tenant retention is fundamentally different from multifamily Residents often own their homes, reducing turnover and many traditional landlord headaches. Economic downturns create opportunities for prepared investors Creative financing, seller financing, and distressed opportunities may become more common as market conditions tighten. About Tim MaiTim Mai is a real estate investor, fund manager, mentor, and founder of HERO Mastermind for REI coaches.He has helped many real estate investors and coaches become millionaires. Tim continues to help busy professionals earn income and build wealth through passive investing.He is also a creative marketer and promoter with incredible knowledge and experience, which he freely shares. He has lifted himself from the aftermath of war, achieving technical expertise in computers, followed by investment success in real estate, management skills, and a lofty position among real estate educators and internet marketers.Tim is an industry leader who has acquired and exited well over $50 million worth of real estate and is currently an investor in over 2700 units of multifamily apartments.Connect with TimWebsite: Capital Raising PartyFacebook: Tim Mai | Capital Raising Nation Instagram: @timmaicomTwitter: @timmaiLinkedIn: Tim MaiYouTube: Tim Mai

This week on The Higher Standard, we break down hotter inflation, Warsh's awkward Fed handoff, housing cracks, rising delinquencies, and why “resilient economy” may be the new “transitory.” Then we get into the big one: AI may be destroying the moat that terminal valuations are built on. If innovation moves so fast that no company can confidently project cash flows five to ten years out, venture capital math starts looking less like investing and more like praying with a spreadsheet. Also, apologies in advance: we had to silence the Big Boi interview with Kid Cudi due to a copyright restriction, which is tragic because Big Boi talking Pokémon deserved its own emergency Fed meeting.

The story of Washington DC's Ward 8, Ward 7 and Anacostia specifically is often told, largely by people who don't live there, in terms of deficits, both in resources and the community itself. The truth is entirely different. It was home to the Nacotchtank's indigenous settlements in the 1700s, white Navy Yard workers in the late 1800s, when Black people were barred from living there, and became a hub of African American arts and activism, post white flight, in the 1960s. And while the community has been historically underinvested, its people are resilient. Even today, for example, there are only 3 full-service grocery stores available to some 160,000 residents. Investing in people and communities, as we know, is a policy choice. As my guest Tiffany Williams says on this week's episode of Power Station, "it's not a matter of can we, it's a matter of will we." As President & CEO of Martha's Table, which has served the community for 45 years, Tiffany has stewarded in a new and transformative era which includes community members in its program design and priority setting. She is a truly great human and a changemaking leader. Hear her!    

Elder Joel Hart III

In this episode I explore why people tend to stay in situations and places that don't benefit them and how they can change their situation for the better.

Viking raiders often targeted Christian monasteries for their beautifully decorated reliquaries, which were holy containers designed to house the remains of saints. While monks valued the sacred relics inside, the Norse raiders disregarded the contents, often shaking the relics out to claim the precious metal and jewels for themselves. These objects were frequently taken back to Norway and repurposed as jewelry or gifts for women, as evidenced by reliquary fragments found in female burial mounds. This pattern suggests that early raids were largely driven by young males seeking the wealth and status necessary to establish households and find wives back in Scandinavia. Barraclough also addresses the theory that female infanticide may have contributed to a gender imbalance, further fueling the need for men to go raiding. Beyond material wealth, the Norse worldview was deeply influenced by a belief in an unseen supernatural world that could impact human health and fate. An unusual artifact from Denmark, a human skull fragment carved with runes, served as a protective amulet against "dwarves" or other malevolent beings believed to cause sickness. In this context, supernatural entities like elves and dwarves occupied a similar space in the Norse mentality as modern concepts like germs or viruses. 4/81747 SCANDANAVIA

Hiiii GGB! This week we talk about feeling over-sexualized and undervalued, and what it really means to be seen beyond the surface. We read from 1 Samuel 16 and remind ourselves that God looks at the heart, not outward appearance. we love you so much. Jesus loves you more. -Ang & Ari ORDER OUR NEW BOOK! You can order our new book "Out of the Wilderness— 31 Devotions to Walk with God Through Your Hardest Seasons" at girlsgonebible.com/book JOIN US ON GGB+

*Content Warning: institutional betrayal, suicide, physical assault, sexual assault, rape, hazing, on-campus violence, gender discrimination. Free + Confidential Resources + Safety Tips: somethingwaswrong.com/resources   SWW Sticker Shop!: https://brokencyclemedia.com/sticker-shop SWW S25 Theme Song & Artwork: The S25 cover art is by the Amazing Sara Stewart instagram.com/okaynotgreat/ The S25 theme song is a cover of Glad Rag's U Think U from their album Wonder Under, performed by the incredible Abayomi instagram.com/Abayomithesinger. The S25 theme song cover was produced by Janice “JP” Pacheco instagram.com/jtooswavy/ at The Grill Studios in Emeryville, CA instagram.com/thegrillstudios/ Follow Something Was Wrong: Website: somethingwaswrong.com  IG: instagram.com/somethingwaswrongpodcast TikTok: tiktok.com/@somethingwaswrongpodcast  Follow Tiffany Reese: IG: instagram.com/lookieboo Support It's On Us: Website: https://itsonus.org/ Instagram: https://www.instagram.com/itsonus/ Sources:  Bedera, Nicole. On the Wrong Side: How Universities Protect Perpetrators and Betray Survivors of Sexual Violence. Oakland: University of California Press, 2024. Epstein, Ray. Alexandra Cooper of ‘Call Her Daddy' Calls It Harassment. The Nation, June 25, 2025.https://www.thenation.com/article/society/call-her-daddy-alexandra-cooper-harassment-boston-university/ Families of Slain Idaho College Students Sue Killer's University. NBC News, January 10, 2026.https://www.nbcnews.com/news/us-news/families-slain-idaho-college-students-sue-killers-university-rcna252577 Goncalves et al. v. Washington State University. Complaint filed January 7, 2026, Washington Superior Court.https://static.foxnews.com/foxnews.com/content/uploads/2026/01/2026-01-07-goncalves-complaint-4899-6440-6150-v.1.pdf Holland, Kathryn J., Elizabeth Q. Hutchison, Courtney E. Ahrens, and M. Gabriela Torres.Reporting Is Not Supporting: Why Mandatory Supporting, Not Mandatory Reporting, Must Guide University Sexual Misconduct Policies.Proceedings of the National Academy of Sciences 118, no. 52 (2021).https://doi.org/10.1073/pnas.2116515118 Hulu Press. Call Her Alex (Documentary Series). Premiere Date: June 10, 2025.https://press.hulu.com/shows/call-her-alex/ Newins, Amie R., Sarah W. White, and Victoria L. Thompson.Title IX Mandated Reporting: The Views of University Employees and Students. Behavioral Sciences 8, no. 11 (2018): 106.https://doi.org/10.3390/bs8110106https://pmc.ncbi.nlm.nih.gov/articles/PMC6262634/ U.S. Department of Education: Title IX Regulations. 34 C.F.R. Part 106 (2020–present).https://www.ecfr.gov/current/title-34/subtitle-B/chapter-I/part-106 Advocates for Youth.  https://www.advocatesforyouth.org/our-programs/ Advocates for Youth x Know Your IX: www.advocatesforyouth.org/campaigns/know-your-ix/ Know Your IX. https://www.knowyourix.org/ FOX 13 Seattle. Families of Idaho Students Sue WSU Over Kohberger Case. January 2026. https://www.fox13seattle.com/news/families-idaho-students-bryan-kohberger-sue-wsu Audio Sources: Forbes Breaking News, "Inside the ‘Stunning' Wrongful Death Lawsuit Families of Kohberger Victims Filed Against WSU" https://youtu.be/k6VrkRvkbmE?si=TMBLvPy-InuE9lB5 CBS Mornings, "Call Her Daddy Host Alex Cooper Alleges Sexual Harassment by Boston University Soccer Coach" https://youtu.be/SzYbFdWxc20?si=pXJOVGfXKxwjCfJ2 WFXR News, "What Does a Federal Title IX Investigation Mean for Liberty University" https://www.youtube.com/watch?v=urKQl7PO1Do NBC News, "New Lawsuit Filed in Northwestern University Hazing Scandal" https://youtu.be/QwhIfGASz7g 

Today’s Bible Verse: “Indeed, the very hairs of your head are all numbered. Don’t be afraid; you are worth more than many sparrows.” — Luke 12:7 Luke 12:7 offers a deeply personal reminder of how much God cares. Jesus points to something as small as sparrows—creatures God watches over—and then makes it clear: you are far more valuable. God’s care is not distant or general; it is detailed and intentional, down to the very number of hairs on your head. “Want to listen without ads? Become a BibleStudyTools.com PLUS Member today: https://www.biblestudytools.com/subscribe/ Meet Today’s Host: Reverend Jessica Van Roekel