Podcasts about winning team

A Quick Note to Listeners: Before this week’s episode Will Parker and Jen Schwanke take some time to answer a listener question. This week’s question is: How do you know when you should stay or leave? I'm in a place in my career where I'm wanting to do something different and not finding as much joy in my role as in the past. What should I do? Listen in to hear their response! Meet TJ Vari and Joseph Jones: Joseph Jones and T.J.Vari have spent years as instructional leaders in various schools and districts. They have also provided professional learning and coaching to hundreds of school leaders. They have tested the strategies they recommend with principals, assistant principals and teacher leaders. They understand that the work we ask school leaders to do is complex and often time sensitive. They also know that schools are filled with daily distractions that often derail and take the leader away from the most important work which is getting into classrooms where they observe and provide feedback to teachers about the quality of instruction provided to students. They have shared many of these lessons in their other books such as Invest In Your Best, Passionate Leadership, 7 Mindshifts for School Leaders, Retention for Change, Building a Winning Team, and Candid and Compassionate Feedback. Their newest book is Time, Tools, and Tactics of Instructional Leadership: A Principal's Guide to Leading Learning Momentum. Will Parker welcomes returning guests TJ Vari and Joseph Jones for a practical, high-impact conversation on the time, tools, and tactics of instructional leadership. With years of experience coaching and developing leaders across hundreds of schools, TJ and Joe speak directly to the reality principals and assistant principals face every day: instructional leadership matters most—but distractions, urgency, and weak systems often pull leaders away from classrooms, feedback, and learning momentum. The conversation centers on their newest book, Time, Tools, and Tactics of Instructional Leadership: A Principal's Guide to Leading Learning Momentum, which was born from a shared frustration: many leaders care deeply and work incredibly hard, yet struggle to execute instructional leadership consistently—not because they lack commitment, but because they lack systems. TJ and Joe explain how the book offers frameworks and models that serve as “architecture” until leaders build their own rhythms and habits. Will highlights the book's story-driven structure—seven leadership scenarios that mirror the real challenges school leaders face daily: finding time, delivering feedback that lands, balancing praise and coaching, asking effective questions, clarifying direction, and responding to resistance. TJ describes how each story builds intentionally from the last, moving leaders from “random acts of leadership” to consistent, aligned practice. A major takeaway is the need to protect high-leverage priorities through intentional scheduling and reflection. TJ and Joe unpack time blocking and reverse time blocking as tools to help leaders see what's actually consuming their day—and to reset back to priority work after inevitable interruptions. Joe emphasizes that when your time gets hijacked, your default can't become empty space or reactive busywork—it must return to the high-leverage actions that move instruction forward. The episode also digs into the danger of fear-based leadership, where leaders take the weight of school success on themselves. TJ and Joe stress that school improvement is a collective outcome and that culture strengthens through coherence and collective clarity, not pressure and control. They encourage leaders to build and develop strong leadership teams, align professional learning and feedback to clear priorities, and create shared language around what quality instruction looks like. To close, TJ and Joe offer actionable guidance for leaders entering new roles: secure coaching support, read widely—especially about what works in schools—and focus on fundamentals. Joe adds a powerful reminder for sustainability: define the standards you want your school to embody, and when the work feels heavy, reconnect to your “why” by visiting classrooms where great teaching and learning are happening. Those moments, he says, re-center leaders faster than any mantra. Stay Connected with TJ Vari & Joseph Jones: You can connect with TJ and Joe, explore their services, and learn more about their work here: Website: https://theschoolhouse302.com Email: contact@theschoolhouse302.com Book (featured): Time, Tools, and Tactics of Instructional Leadership (available wherever books are sold) The post PMP503: Time, Tools, and Tactics of Instructional Leadership with TJ Vari & Joseph Jones appeared first on Principal Matters.

Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. So now business owners, I won't embarrass you by asking you to stand up if there's somebody in your business you would need to fire because you would all stand up, but you need to let that person go. Who you say no to on your team is equally as important to who you say yes to on your team. I would rather have a smaller team of high performers than a larger team that has mid or lower performers. High performers don't like low performers. Low performers don't like high performers. Don't put them in the same room. You can find all the research. You put a high performer and a low performer in the same room. A low performer will drag down the high performer 15 to 35% in their productivity, 15 to 35%. You're better off just getting rid of the lower performer. Yeah, but who's gonna answer the phone? Oh, geez, we'll figure that out. Oh yeah, but I don't have anyone to go to the trade show. Oh, so what? Better an empty booth than what you put in that booth, right? Make sure to be, again, award your higher standard people. By the way, I know accountability is a challenge in a lot of businesses. Not when you have high performers. They love scorecards because they're always winning. Accountability only hurts when you're not meeting your goals. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.   

On this episode we're joined by Dominic Di Palermo. Dominic just graduated from Western Kentucky University where he worked on both the student newspaper and the campus lifestyle magazine. He's also an intern at the Chicago Tribune and was a contributor to a project that won the Tribune a 2026 Pulitzer Prize for local reporting. The award was "For its powerful coverage of the Trump administration's militarized immigration sweep of the city that described in vivid, muscular prose how the siege-like incursion of ICE agents unified Chicagoans in resistance."Dominic talked about his variety of experiences with photography, from taking pictures of a young girl being taken into custody, to shooting local events and sports. He explained why empathy is an important trait for any photojournalist and he provided tips for aspiring journalists.Dominic's salutes: Photographers for the Boston Globe, Seattle Times, and those in Washington D.C.Photo of the girl being taken into custodyhttps://www.instagram.com/p/DPUcbWyDoCz/?img_index=1Photo of symphony conductorhttps://www.instagram.com/p/DHBgAjpMnKC/?utm_source=ig_web_copy_link&igsh=MzRlODBiNWFlZA==Photo of an athlete screaminghttps://www.instagram.com/p/DEk_GPaSxHL/?utm_source=ig_web_copy_link&igsh=MzRlODBiNWFlZA==Subscribe to our newsletter hereYou can find all our episode guides for teachers and professors here,Please support your local public radio station: adoptastation.orgThank you for listening. You can e-mail me at journalismsalute@gmail.com Visit our website: thejournalismsalute.org  Mark Simon's website MarkSimonmedia.comMark Simon's LinkedIn: https://www.linkedin.com/in/mark-simon-92355124/

Join host Kimmi Devaney as she chats with Jason Shamburg and Nic Schoenberger, founders and managing partners of Kansas Dairy Development (KDD), about raising dairy replacements and leading a dynamic, high-caliber team. KDD is a calf ranch and heifer-raising facility based in Deerfield, Kansas, that raises youngstock for dairy clients in Florida, Georgia, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, New York, Pennsylvania, South Dakota, Tennessee, Wisconsin and Wyoming. They also operate a calf depot in Wisconsin.  Progression of calves and heifers at KDD:  KDD receives calves at 2 to 3 days of age on average, and calves spend approximately 90 days in bedded hutches with a wire paneled outdoor area. After 90 days, calves are moved into transition barns for approximately 60 days. The transition barns range in size from 480'- 660' in length with individual pens that are 30' wide by 90' deep with a 35' deep roof structure at the back of the pen. Pens are well drained and bedded seasonally with a curtain at the north end of the barn that can be raised and lowered seasonally as conditions require. Calves move to group pens at 150 days of age, which have a significant shade and windbreak structure. Both the group pens and transition barns are bedded heavily to the conditions and needs of the animals throughout the year. At 180-200 days of age, animals are moved to more traditional open lot pens where they will continue to grow until they are moved into the breeding area at approximately 350 days of age. Heifers will be bred according to their voluntary waiting period (VWP) and grown to eventually head back to their respective home dairy at 210 days carrying calf (DCC) on average).  Episode breakdown:  [~1:10] How KDD and the partnership between Shamburg and Schoenberger came together about a decade ago[~2:15] About their calf depot[~4:30] Seasonal management differences, including bedding year round[~7:20] Heifer breeding program[~8:30] Data management[~12:45] Overview of calf ranch and heifer development programs[~13:40] Their client base and how they built those relationships over the last decades[~16:20] Biosecurity[~19:25] Keys to successfully raising heifers[~23:40] How their core values help to shape their team culture[~31:00] Qualities they look for in new employees[~33:05] Keeping employees motivated and engaged[~35:30] The greatest lessons Shamburg and Schoenberger have learned about leading a high-caliber team[~37:45] Schoenberger was recognized by the Holstein Foundation with the 2026 Young Dairy Leaders Institute (YDLI) Distinguished Alumni Leader Award[~39:00] Schoenberger's message for current the YDLI class and what he hopes they gain from their experience[~41:40] Rapid-fire questions

Romans 8:31-32

Romans 8:31-32

Controversy and conflict has hit Andrew Jacked's team. Join John Livia for a complete breakdown of the situation.#bodybuilding #ifbbpro #andrewjackedSupport the show

You ever wake up, look at your calendar, and feel that sinking feeling in your gut? That dread knowing you've got a call with someone you just... don't vibe with? Yeah. I've been there. And it took me longer than I'd like to admit realizing that feeling meant I hired wrong. Here's the thing nobody tells you when you're building a business. You can have the best funnel, the cleanest offer, the most dialed-in content, and still feel completely miserable if you're surrounded by the wrong people. That's what this episode is all about. In this solo episode, I'm breaking down what I call the Beer Test. It's the single most important filter I run every potential hire, client, and mastermind member through. It's simple, it's maybe a little silly, but I promise you it works. And if you've ever made a bad hire, or you're terrified of making one, this is the episode you need to hear. The core idea is this. If I couldn't sit around a campfire, crack open a beer, and genuinely enjoy an hour of uninterrupted conversation with this person, I'm not bringing them into my world. No resume, no portfolio, no fancy credentials are going to override that gut check. Skills can be trained. Character can't. I get real in this episode about the mistakes I made early on in the Happy Hustle. I was working with people who were perfectly qualified on paper but had nothing in common with me or the culture I was building. Corporate grinders who wanted a business, clients I had zero connection with. The conversations were flat. The energy was off. And it dragged everything down. The moment I started filtering for personality first and skills second, everything shifted. There are also some cold hard numbers in here that'll wake you up fast. According to the US Department of Labor, one bad hire can cost you 30% of that person's first year salary. At the executive level, we're talking up to $240,000 in lost productivity, churn, and opportunity cost. That's real money walking out the door because you skipped the right filter. Most entrepreneurs spend more time picking out a truck than they do choosing a teammate. That stops now. The other thing I want you to think about is contagion. One person with bad energy, bad habits, or a bad attitude doesn't just underperform. They drag the whole team down with them. Late on tasks, missing meetings, not following through. It spreads. And by the time you realize what's happening, the damage is done. The Beer Test is my answer to all of that. It's not about whether someone's a perfect culture fit on paper. It's about whether I genuinely enjoy their company. Whether they've got their own perspective, bring real energy, and are the kind of person I'd actually want to spend time with. Because I do spend time with them. A lot of it. And life's too short to spend it working with people who drain you. So if you want to build a business you actually look forward to running, one where you open your calendar and get excited about who you're talking to that day, this one's for you. Head over to https://caryjack.com/podcastin/ to listen to the full episode and hear me break down the Beer Test in full detail. Connect with Cary!https://www.instagram.com/caryjack/https://www.facebook.com/SirCaryJackhttps://www.linkedin.com/in/cary-jack-kendzior/https://twitter.com/thehappyhustlehttps://www.youtube.com/channel/UCFDNsD59tLxv2JfEuSsNMOQ/featured Get a copy of his new book, https://www.thehappyhustle.com/book Sign up for The Journey: 10 Days To Become a Happy Hustler Online Course @ https://thehappyhustle.com/thejourney/ Apply to the Montana Mastermind Epic Camping Adventure @ https://thehappyhustle.com/mastermind/ “It's time to Happy Hustle, a blissfully balanced life you love, full of passion, purpose, and positive impact!” Episode Sponsors: If you're feeling stressed, not sleeping great, or your energy's been kinda meh lately—let me put you on to something that's been a total game-changer for me: Magnesium Breakthrough by BiOptimizers. This ain't your average magnesium—it's got all 7 essential forms that your body needs to chill out, sleep deeper, and feel more balanced. I take it every night and legit notice the difference the next day. No more waking up groggy or tossing and turning all night If you're ready to sleep like a baby, calm your nervous system, and optimize your recovery, go grab yours now at https://www.bioptimizers.com/happy and use code HAPPY10 for 10% OFF. =================================================================== My Green Mattress If you've been waking up with back pain, feeling stiff, or just not getting that deep, quality sleep. This might be what you're missing: My Green Mattress. It's made with clean, non-toxic, and eco-friendly materials, so you're not just sleeping better, you're sleeping healthier too. The comfort and support are on another level, and you can really feel the difference night after night. If you're ready to invest in better sleep and better recovery, check it out at https://thehappyhustle.com/mygreenmattress =================================================================== Ozlo Sleep If you've been struggling to fall asleep, stay asleep, or just wake up feeling actually rested, let me put you on to something that's been a total game-changer: Ozlo Sleep. These aren't your typical sleep buds. They're designed to block out noise and help your brain fully relax, so you can drift off faster and stay in deep, uninterrupted sleep. Perfect if you're a light sleeper or just want that next-level rest. If you're ready to upgrade your sleep and wake up feeling recharged, check out https://ozlosleep.com and save $80 OFF using code HAPPY.

PIT PASS INDY PRESENTED BY PENSKE TRUCK RENTAL – SEASON 6, EPISODE 18 – Special Indianapolis 500 Edition with Christian Lundgaard, 2014 Indianapolis 500 winner Ryan Hunter-Reay, seven-time Indianapolis 500 winning team owner Chip Ganassi and much more from the Indy 500 May 12, 2026 Show host Bruce Martin and Pit Pass Indy Presented By Penske Truck Rental are at the Indianapolis Motor Speedway for the “Month of May” leading into the 110th Indianapolis 500 on May 24. The action has begun at the Indianapolis Motor Speedway and Martin speeds into the month with a packed edition of Pit Pass Indy Presented by Penske Truck rental that includes exclusive interviews with Sonsio Grand Prix winner Christian Lundgaard, 2014 Indianapolis 500 winner Ryan Hunter-Reay, seven-time Indianapolis 500 winning team owner Chip Ganassi. Also, interviews with four-time Indy 500 winner Helio Castroneves, two-time winner Josef Newgarden of Team Penske along with his teammates Scott McLaughlin and David Malukas, Marcus Armstrong of Meyer Shank Racing, Rinus VeeKay of Juncos Hollinger Racing, Louie Foster of Rahal Letterman Lanigan Racing and much, much mor from Opening Day at the 110th Indianapolis 500. For more INDYCAR coverage, follow Bruce Martin at X, previously known as Twitter, at @BruceMartin_500

Philippians | Philippians 2:1-11 | Jake Hering

Malin Agervig Kristiansson was doing her own thing, and could then run IFK Göteborg in to victory at 10mila!Enjoy listening!To get the premium at Livelox, use: "2XIVAR" (both capital letter and small caps works)To get the best orienteering equipment, go to Noname webshop: https://webshop.nonamesport.com/en/with the code: "IvarNat20", you will get 20% off!To get the best orienteering trainings, check out:O-Portugal.ptShoes for running on trails, flat and terrain:https://scantrade.no/merker/scott-l%C3%B8p/sko

Inspire, Empower & Educate with Paul Ryazanov (@paulryazanov) where they share their biggest lessons learned and words of wisdom from having a successful team that has stayed with him for years!   Find out more about them at Website: https://www.paulryazanov.com Join the FREE Facebook group for The Michael Brian Show at https://www.facebook.com/groups/themichaelbrianshow   Follow Mike on Facebook Instagram & X  

Under Armour's Kathy Blessington shares the playbook for using real estate to support performance, culture and growth. From headquarters planning to retail and supply chain strategies to community engagement, Kathy explains how intentional, flexible spaces help global companies stay competitive and future-ready.Corporate real estate can be a powerful strategic asset, driving productivity, collaboration and business performance.Modern workplaces are shifting away from individual workstations to collaborative, brand-forward environments that better support how teams work today.A well-designed headquarters can support innovation, operations, sustainability and community engagement.Large, global portfolios require intentional design that balances brand consistency with flexibility across offices, retail and logistics space.Building flexibility into real estate portfolios allows companies to adapt more easily to hybrid work, new technologies and evolving business needs.

Winning is fun, both in sports, and in dentistry. So often, winning is a team game. How do dentists build a winning team in dentistry? How do they build a team that can win for a long time? That's what we're discussing this week. Enjoy the episode!Connect with KJ by emailing kj@nuartdental.comConnect with Frank by emailing frank@nuartdental.comLearn how dentists can get a brand new Lumina Scanner for FREE via the Denbright Scanner Program 2.0. ⁠⁠⁠⁠⁠Apply⁠⁠⁠⁠⁠ for your Lumina scanner before it's too late, these will go fast! https://denbright.com/scanner-applyLadies & Gentlemen, you are listening to "Confessions From A Dental Lab" and we're happy you're here.Subscribe today and tell a friend so we can all get 1% better :)Follow KJ & NuArt on Instagram: @lifeatnuartdentalFollow Frank on Instagram: @frank_nuartdentalLearn more about the lab at https://www.nuartdental.com

In this episode of Next on the Tee, I'm joined by two outstanding guests who are even better people, delivering insights on college golf, player development, leadership, and what it takes to build winning teams. First up is Cody Trabert, Head Men's Golf Coach at the University of Pittsburgh at Johnstown. Cody is leading one of the fastest-rising NCAA Division II golf programs, with multiple NCAA Regional appearances, a program-record scoring average, and tournament wins this season. We dive into college golf coaching strategies, player development, building a competitive team culture, and key golf instruction tips including course management, mental game improvement, and how to lower your scores. Then I'm joined by former Pro Football Hall of Fame Board member James Allen, who shares expert insight on leadership, team chemistry, and what separates good teams from championship teams. We explore the parallels between football and golf, including player-caddie relationships, trust under pressure, and lessons from legends like Tom Watson and Gary Player. We also discuss what defines a Hall of Fame career, coaching legacy, organizational stability, and the mindset required for long-term success in sports. If you're looking for golf tips, college golf insights, leadership lessons, and behind-the-scenes stories from Hall of Fame-level sports, this episode delivers powerful takeaways to help you improve your game and understand what greatness really looks like.  #golfpodcast #golf #golftips #golfinstruction #golfcoach #collegegolf #ncaagolf #division2golf #golftraining #golfdevelopment #mentalgame #coursemanagement #golfswing #golfpractice #golflife #golfer #golfaddict #golfcommunity #golfing #nextonthetee #sportspodcast #leadership #teamculture #winningmindset #sportsleadership #halloffame #football #nfl #teamchemistry #sportspsychology #highperformance #peakperformance #athletedevelopment #coachingtips #podcastlife #ai #aitechnology #pgachampionship

We did a fair amount of trophy-hoisting this year, but we can learn from every league, win or lose. What were the best lessons to take away from this $100 league, including games cap strategy, risk assessment, and how to fill out categories when players go down. The Old Man Squad has a PATREON now. It's $1 and doesn't get a single benefit. It is entirely to support the mission here but won't change anything we do. https://www.patreon.com/cw/oldmansquad Follow Dan Besbris on Twitter: https://x.com/danbesbris Find Dan on the brand new BlueSky social network: https://bit.ly/3Vo5M0N Check out Dan's Google Sheet with Ranks, Weekly Streaming Schedule Charts & Injury Replacement Adds FREE! https://bit.ly/3XrAdEW Listen and subscribe on iTunes: https://apple.co/3XiUzQK Listen and subscribe on Spotify: https://spoti.fi/3ACCHYe Float on over to the new Old Man Squad Sports Network YouTube page to watch videos from the network's top talent: https://bit.ly/46Z6fvb Join the Old Man Squad Discord to chat with Dan and all the other hosts: https://t.co/aY9cqDrgRY Follow Old Man Squad Fantasy on Instagram for all our short videos: https://bit.ly/3ZQbxrt Podcast logo by https://twitter.com/freekeepoints Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Fluent Fiction - Spanish: From Shy to Guiding Star: How Mateo Led a Winning Team Find the full episode transcript, vocabulary words, and more:fluentfiction.com/es/episode/2026-04-17-22-34-01-es Story Transcript:Es: Mateo observaba por la ventana de su aula en el internado.En: Mateo watched through the window of his classroom at the internado.Es: Era primavera, y los jardines florecían con colores vivos.En: It was spring, and the gardens were blossoming with vibrant colors.Es: Los edificios de ladrillo emanaban historia antigua, y las aves cantaban entre los árboles.En: The brick buildings emanated ancient history, and the birds were singing among the trees.Es: A Mateo le gustaba el internado, especialmente la clase de historia, pero hoy le preocupaba el proyecto de grupo.En: Mateo liked the internado, especially history class, but today he was worried about the group project.Es: Mateo, Ana y Carlos compartían el mismo grupo.En: Mateo, Ana, and Carlos shared the same group.Es: Ellos tenían que presentar un proyecto sobre la Revolución Francesa.En: They had to present a project on the French Revolution.Es: Sin embargo, Ana y Carlos no mostraban interés en trabajar.En: However, Ana and Carlos showed no interest in working.Es: Mateo sabía que este proyecto era importante.En: Mateo knew this project was important.Es: Él quería una buena calificación, y también quería que Ana y Carlos lo reconocieran.En: He wanted a good grade, and he also wanted Ana and Carlos to acknowledge him.Es: Mateo era diligente y leía mucho sobre historia.En: Mateo was diligent and read a lot about history.Es: Pero a veces se sentía tímido al hablar en grupo.En: But sometimes he felt shy speaking in groups.Es: Quería cambiar eso.En: He wanted to change that.Es: Decidió tomar la iniciativa.En: He decided to take the initiative.Es: Durante el primer día, Mateo dijo, "¿Por qué no dividimos el trabajo?En: On the first day, Mateo said, "Why don't we divide the work?Es: Ana, tú eres buena buscando información.En: Ana, you're good at finding information.Es: Carlos, eres muy creativo.En: Carlos, you're very creative.Es: Podrías hacer una presentación visual."En: You could make a visual presentation."Es: Ana y Carlos miraron a Mateo, sorprendidos.En: Ana and Carlos looked at Mateo, surprised.Es: No esperaban que él hablara con tanta claridad.En: They didn't expect him to speak so clearly.Es: Durante la primera reunión, Ana comenzó a buscar libros en la biblioteca y Carlos pensó en ideas para los gráficos.En: During the first meeting, Ana began searching for books in the library, and Carlos thought of ideas for the graphics.Es: Mateo organizó el tiempo y creó un calendario para asegurarse de que estuvieran listos a tiempo.En: Mateo organized the time and created a schedule to ensure they were ready in time.Es: Un día, durante una reunión del grupo en la biblioteca, Carlos parecía frustrado.En: One day, during a group meeting in the library, Carlos seemed frustrated.Es: "No creo que tu plan funcione, Mateo.En: "I don't think your plan will work, Mateo.Es: Esto es muy complicado," dijo elevando la voz.En: This is too complicated," he said, raising his voice.Es: Mateo respiró hondo.En: Mateo took a deep breath.Es: No quería un conflicto, pero tampoco quería retroceder.En: He didn't want a conflict, but he also didn't want to back down.Es: Con calma, Mateo explicó, "Sé que parece difícil, pero he investigado mucho.En: Calmly, Mateo explained, "I know it seems difficult, but I've researched a lot.Es: Podemos hacerlo si todos trabajamos juntos.En: We can do it if we all work together.Es: Confío en ustedes."En: I trust you."Es: Su sinceridad y conocimiento impresionaron a Ana y Carlos.En: His sincerity and knowledge impressed Ana and Carlos.Es: Carlos se relajó y asintió.En: Carlos relaxed and nodded.Es: "Está bien, vamos a intentarlo," dijo con una sonrisa.En: "Alright, let's try it," he said with a smile.Es: El grupo trabajó de manera armoniosa durante las siguientes semanas.En: The group worked harmoniously over the following weeks.Es: Mateo guiaba con paciencia, y Ana y Carlos comenzaron a disfrutar del proceso.En: Mateo guided with patience, and Ana and Carlos began to enjoy the process.Es: El día de la presentación, la clase escuchó atentamente.En: On the day of the presentation, the class listened attentively.Es: Su proyecto fue un éxito.En: Their project was a success.Es: La claridad de Mateo y el esfuerzo de todo el grupo recibieron elogios de la profesora.En: Mateo's clarity and the effort of the entire group received praise from the teacher.Es: Al final, Mateo sintió que algo había cambiado en él.En: In the end, Mateo felt that something had changed within him.Es: Había ganado confianza en sí mismo y había aprendido a liderar sin ser autoritario.En: He had gained confidence in himself and had learned to lead without being authoritarian.Es: Ana y Carlos le agradecieron su apoyo y le dieron un pequeño aplauso.En: Ana and Carlos thanked him for his support and gave him a small round of applause.Es: Mateo sonrió, satisfecho.En: Mateo smiled, satisfied.Es: No solo logró su objetivo de tener éxito en el proyecto, sino que también se ganó el respeto y la amistad de sus compañeros.En: Not only did he achieve his goal of succeeding in the project, but he also earned the respect and friendship of his classmates.Es: En su camino de regreso al dormitorio, Mateo se dio cuenta de que había una nueva primavera no solo fuera, sino dentro de él también.En: On his way back to the dormitory, Mateo realized there was a new spring not only outside but inside him as well. Vocabulary Words:the classroom: el aulathe dormitory: el dormitoriothe internado: el internadothe gardens: los jardinesthe brick: el ladrilloto blossom: florecerancient: antiguothe project: el proyectoto acknowledge: reconocerdiligent: diligentethe initiative: la iniciativato divide: dividirvisually: visualsurprised: sorprendidothe frustration: la frustraciónto raise one's voice: elevar la vozthe conflict: el conflictoto back down: retrocederthe sincerity: la sinceridadthe knowledge: el conocimientoto impress: impresionarharmoniously: armoniosamentepatiently: con pacienciato be successful: tener éxitothe clarity: la claridadthe praise: los elogiosself-confidence: la confianza en sí mismoauthoritarian: autoritariothe respect: el respetothe friendship: la amistad

Lukas Liland was both in the winning team in the sprint relay on Sunday, and taking silver medal in the individual sprint on Friday in the Norwegian champs.He is talking both about ambitions for himself and the Nydalens team this spring.Enjoy!To get the premium at Livelox, use: "2XIVAR" (both capital letter and small caps works)To get the best orienteering equipment, go to Noname webshop: https://webshop.nonamesport.com/en/with the code: "IvarNat20", you will get 20% off!To get the best orienteering trainings, check out:O-Portugal.ptShoes for running on trails, flat and terrain:https://scantrade.no/merker/scott-l%C3%B8p/sko

Jonathan Peterlin and Lance Reisland address the viral rumors surrounding Dianna Russini and Mike Vrabel before diving into a detailed breakdown of the Cleveland Browns. They debate the roster's long-term potential and evaluate whether Shedeur Sanders or Deshaun Watson is the better answer at quarterback for the future. 01:01 - Russini And Vrabel Controversy 05:07 - Childhood Celebrity Crushes 07:29 - Browns Roster Evaluation 13:00 - Defensive Scheme Analysis 14:54 - Quarterback Future Debate

You will learn how to always access victory over the enemy, and what it really means to stand with God.

What you'll learn in this episode: Why every business eventually hits a “growth ceiling” The 3 biggest challenges owners face: not enough business, not the right people, or struggling to retain talent Why you should spend daily time on lead generation and weekly time on recruiting How teaching and sharing knowledge builds authority and attracts high performers The “commit or quit” mindset for leadership and business growth Why the first 90 days of hiring predict long-term retention  

Mastering the Human Side of Leadership: Lessons in Agility with Bobby HumesIn a recent episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sat down with Bobby Humes, Lead Consultant & CEO of BH Consultancy, to discuss the shifting paradigms of modern management. Bobby, widely known as "Coach Bobby," brings a unique perspective to the table, blending his high-level executive experience with lessons learned from coaching youth basketball. Their conversation explores the vital transition from technical expertise to people-centric leadership, the necessity of documenting institutional knowledge in a post-"Great Resignation" world, and how thoughtful leaders can leverage AI to enhance—rather than replace—human potential. This episode serves as a strategic roadmap for founders and executives who want to build resilient cultures that thrive on innovation and intentionality.Bridging the Gap: From Technical Expert to Thoughtful LeaderThe transition from a high-performing individual contributor to an effective people leader is one of the most difficult hurdles in the professional journey. Bobby Humes explains that while technical skills may earn a seat at the table, emotional intelligence and strategic delegation are what sustain a leader's impact. Many founders fall into the "dragon" trap—possessing so much passion and expertise that they inadvertently micromanage their team, robbing them of the opportunity to grow. Thoughtful leadership requires a shift in mindset where the goal is no longer to be the best player on the court, but to be the coach who harnesses the diverse energy of the team and directs it toward a cohesive, long-term vision.Building organizational resilience in 2026 requires more than just reactive hiring; it demands proactive succession planning and the meticulous documentation of critical knowledge. Bobby observes that many organizations were left vulnerable during recent market shifts because they lacked "desk manuals" or structured onboarding processes. When a key team member exits, the loss of institutional knowledge can be catastrophic if it hasn't been documented. By treating onboarding as a strategic priority and creating living documents of core processes, leaders ensure that their teams remain agile and capable of maintaining momentum even during periods of transition or sudden talent loss.Innovation within a company is often a byproduct of what Bobby calls a "culture of play." In this environment, experimentation is encouraged, and "failing forward" is seen as an essential step toward discovery. This spirit of play is where true innovation happens—during whiteboard sessions and open-ended brainstorming where team members feel safe to voice unconventional ideas. Integrating technology, specifically AI, into this culture can serve as a massive force multiplier for human wellness and efficiency. By setting clear guidelines—such as using AI to draft complex communications or automate repetitive administrative tasks—leaders can free up their people to focus on the high-value, creative work that truly moves the needle for the business.About Bobby HumesBobby Humes is the Lead Consultant & CEO of BH Consultancy and a highly sought-after executive coach. Known for his "Coach Bobby" persona, he specializes in helping technical experts transition into world-class people leaders. With a focus on emotional intelligence and strategic agility, Bobby works with organizations to develop leadership pipelines, improve talent retention, and foster innovative work cultures.About BH ConsultancyBH Consultancy is a premier leadership and management consultancy based in Seattle. The firm provides a holistic approach to organizational health, offering services that range from strategic planning and whiteboard innovation sessions to executive coaching and wellness integration. BH Consultancy is dedicated to helping businesses navigate the complexities of the modern workforce through thoughtful, intentional leadership.Links Mentioned in This EpisodeBH Consultancy Official WebsiteBobby Humes on LinkedInKey Episode HighlightsThe "Dragon" Metaphor: Why leaders must resist the urge to take over and instead empower their team to bring their own creativity to the table.Emotional Intelligence in Scaling: The critical need for founders to develop soft skills as they transition from "doing" to "leading."Institutional Knowledge Audits: The importance of desk manuals and process documentation to survive sudden talent transitions.AI as a Wellness Tool: Leveraging technology to reduce administrative friction and prevent burnout among high-performing teams.The Culture of Play: How fostering a safe environment for experimentation directly leads to business innovation.ConclusionThe conversation with Bobby Humes highlights that the most successful organizations of the future will be those that prioritize human connection and intentionality. By evolving from a technical expert into a thoughtful leader, you can build a team that is not only productive but truly resilient in the face of change.More from The Thoughtful Entrepreneur

From the dangerous mindset that women initiate divorces because they get in there and discover comfort is not just about money to the revolutionary truth that they want time, attention, affection, and a number of things beyond financial provision, and why the brutal truth about why divorces skyrocket is that men don't understand that male and female are wired differently so even when the provision is needed and appreciated, if you do not want to become a victim you've got to come up with a shared vision of what kind of family do we want to be, what kind of legacy do we want to create, what kind of inheritance do we want to give our children, are we going to raise survivors or dynasties, the deep conversations around these areas that make a woman know she's not coming into a situation of unilateral decision making when it comes to finances but based on these parameters and a common shared vision, the realization that divorce will really try to be a thing of the past when communication is prioritized but most times divorce comes as a result of the fact that not much is communicated and you just take what you see without engaging on the modalities that make the person feel a part of it, the brilliant question that takes us back to shared vision: should the woman support the business to allow the family to build a legacy or should she do her own thing, the reality that not many women will come into the life of a man who has clarity with regards to where they are headed as a business wanting to expand and build a dynasty unless you've communicated with your wife, the lunch of information that stops women from joining forces because she stumbled on stories that some woman supported a husband and at the end she was thrown out or the mother was thrown out, the effect of upbringing and what she saw that creates premonitions making her unwilling to support based on antecedents, the slice on the husband to bring her to a place where she understands that whatever produced her good or bad is not what is going to be the outcome of who we are, the balance where the man asks about her dreams and aspirations no matter how small because God never created any junk so he believes she has dreams and can encourage her to do something on the side that will bring the best of her out, the peace that reigns when it's not just the woman coming to support the agenda of the man which is 100% good but seeing a man who is also interested in digging deep into who she is and trying to bring her out so that in supporting him her dreams are not dead, the women who completely ignore the fact that they were supposed to come and support and encourage because they feel left out when limited information comes and they feel a sense of threat that oh my god I don't think I'm a part of what is going on, the wisdom that nobody is really wired a certain way, it's the effect of upbringing, effect of environment, and significant emotional experiences that contribute to who you ultimately have as a support base or as a counterproductive human, the football analogy where there's nothing like competition when we have the winning team but how do you have a winning team when everyone has got their dreams and aspirations, the quality of players where competition is knocked out when two partners come to a place of knowing the quality of their lives, and if they cannot fish it out themselves they pay professional help to bring them to the place where they know, the potential wife that will support you so much but if you do not dig you may not know whether she was raised in a home that was dysfunctional and even though she tries to put up a front there will be triggers that will make her go back to her upbringing and the things she saw which you may not even know, Guest: Mama Cathy Host: Derrick Abaitey

Brett Ledbetter shares practical strategies for coaches to foster unselfish team environments, manage high-performance stress, and build resilient, motivated athletes. Discover how modeling, effective feedback, and understanding motivation can transform coaching and team culture.—RYG x NIKE SPORTS CAMPS: Become a Camp DirectorThe Better Coaching Podcast is powered by RYG Athletics, a proud provider of NIKE Sports Camps.If you're interested in becoming one of our NIKE Sports Camp directors, fill out the form below.- Director interest form:⁠⁠ ⁠⁠https://docs.google.com/forms/d/e/1FAIpQLScFXxRUOb9-pdYbDkRktNiCTD1PDwm4zisPexHCLH0341YlRg/viewform?usp=dialog⁠⁠- RYG Website:⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://rygathletics.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠—FREE PODCAST NOTES, NEWSLETTER, & COACHES COMMUNITY

EPISODE 129 -  “FRANK LOVEJOY: CLASSIC CINEMA STAR OF THE MONTH” - 3/02/2026  I think many people know that one of our favorite films is In a Lonely Place (1950). Directed by NICHOLAS RAY, this film noir is the tragic story of a love affair unraveling at the hands of doubt and distrust. It stars HUMPHREY BOGART and GLORIA GRAHAME in roles that would be career-defining. However, adding quiet strength to the film is FRANK LOVEJOY, who played Brub Nicolai, Bogart's ex-army buddy turned private investigator. In the film, Lovejoy is not flashy, nor does he attempt to steal scenes, but he is so solid, so decent — he becomes the moral compass and Greek Chorus that helps define the narrative. What was so wonderful about Lovejoy was just how ordinary he was. He was Everyman. Square-jawed, no-nonsense, he looked like your Dad, or your uncle, or your local butcher. He wouldn't stand out in a crowd, but he brought such humanity and decency to every role he performed. You may not know his name, but you certainly know his face. So this week, we are going to dive into the life and career of FRANK LOVEJOY, an unsung hero of classic cinema, and our Star of the Month SHOW NOTES:  Sources: Wikipedia.com; TCM.com; IBDB.com; IMDBPro.com; Movies Mentioned: Black Bart (1948), starring Yvonne DeCarlo & Dan Duryea; Home of the Brave (1949), starring James Edwards & Lloyd Bridges; In A Lonely Place (1950), starring Humphrey Bogart & Gloria Grahame; South Sea Sinner (1950), starring MacDonald Carey & Shelley Winters; Three Secrets (1950), starring Eleanor Parker, Patricia Neal, and Ruth Roman; Breakthrough (1950), starring John Agar & David Brian;  The Sound of Fury (1950), starring Frank Lovejoy, Kathleen Ryan, & Richard Carlson' Goodbye My Fancy (1951), starring Joan Crawford & Robert Young; Force of Arms (1951), starring Wiliam Holden & Nancy Olson; I'll See You In My Dreams (1951), starring Doris Day & Danny Thomas; Starlift (1951), starring Gary Cooper & Doris Day; I Was A Communist For The FBI (1951), starring Frank Lovejoy & Dorothy Hart; Retreat, Hell! (1952), starring Frank Lovejoy & Richard Carlson; The Winning Team (1952), starring Ronald Reagan & Doris Day; The Hitchhiker (1953), starring Frank Lovejoy & Edmond O'Brien; House of Wax (1953), starring Vincent Price & Carolyn Jones; The Charge of Feather River (1953), starring Guy Madison & Vera Miles; The Americano (1955), starring Glenn Ford & Cesar Romero; Strategic Air Command (1955), starring James Stewart & June Allyson; The Finger Man (1955), starring Frank Lovejoy & Forrest Tucker; Shack Out on 101 (1955), starring Frank Lovejoy & Terry Moore; The Crooked Web (1955), starring Frank Lovejoy & Richard Denning; Three Brave Men (1956), starring Ray Milland, Ernest Borgnine, & Frank Lovejoy; --------------------------------- http://www.airwavemedia.com Please contact sales@advertisecast.com if you would like to advertise on our podcast. Learn more about your ad choices. Visit megaphone.fm/adchoices

A group of American Olympic heroes will be absent from the State of the Union address despite a presidential invitation. Correspondent Gethin Coolbaugh reports.

***First Segment*** We're finally moving past the Super Bowl and truly into the NFL offseason... Logan and Grant breakdown what they make of the Seahawks Super Bowl winning team, Bobby Wagner winning NFL Walter Payton Man of the Year, and more! To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Bobby Regan joins us for Chapter 381. Bobby has taken Star Racing Yamaha from a small privateer operation to the most dominant team in the sport over the last decade, leading riders like Cooper Webb, Haiden Deegan, and Eli Tomac to championships. Bobby shares his story from his younger years to where the team is today, opens up about how gambling helped fund the early days of Star Racing Yamaha, and breaks down the team dynamics and tactics he used to get the most out of his riders—including pinning Cooper Webb and Jeremy Martin against each other. He also explains why he was so committed to Cooper Webb, what he saw in him early on, and even shares what Haiden Deegan is really like as both an athlete and a person.Gypsy Gang, as always, thanks for listening. Drop a comment, like, and subscribe!Monster Energy

Hour 1 reacts to Harrison Bader signing with the Giants and why he says San Francisco was the right fit as a “winning team.” We break down what his arrival means for the Giants’ outfield and clubhouse. Then, 49ers legend Randy Cross joins the show to discuss his role in the new AMC documentary Rise of the 49ers and what fans can expect from the series.See omnystudio.com/listener for privacy information.

BuffStampede.com publisher Adam Munsterteiger is joined by football analyst William Gardner to break down the early work being done by Colorado's football program this semester under the direction of Andreu Swasey and Co.

Hour 1 reacts to Harrison Bader signing with the Giants and why he says San Francisco was the right fit as a “winning team.” We break down what his arrival means for the Giants’ outfield and clubhouse. Then, 49ers legend Randy Cross joins the show to discuss his role in the new AMC documentary Rise of the 49ers and what fans can expect from the series.See omnystudio.com/listener for privacy information.

 What you'll learn in this episode:Why every business eventually hits a “growth ceiling”The 3 biggest challenges owners face: not enough business, not the right people, or struggling to retain talentWhy you should spend daily time on lead generation and weekly time on recruitingHow teaching and sharing knowledge builds authority and attracts high performersThe “commit or quit” mindset for leadership and business growthWhy the first 90 days of hiring predict long-term retention 

Want to build a high performing team? Look no further than Anthony Seibold, Head Coach of the NRL's Manly Warringah Sea Eagles. With his extensive background as a professional player and university educator, along with coaching experience at the highest levels, Seibold offers a unique perspective on team dynamics and success.2:15 Growing up, role models, and being the “buck stops here” person 5:15 Early rugby, teaching as plan B, and pre-professional play 11:15 Teaching teachers, note-taking habits, and Melbourne Storm coaching 16:30 Craig Bellamy's influence, imposter syndrome, and South Sydney success 22:45 Rabbitohs finals, moving to Brisbane Broncos, and early mental skills lessons 28:00 Integrating mental skills with training, mistakes, and accountability 39:30 Working under Eddie Jones, coaching improvements, and resilience 46:45 Teachers making top NRL coaches, Doug Lemov, and giving effective feedback 54:00 Checking understanding, chasing multiple goals, and corporate coaching applications 1:00:30 Turn-and-talk method, note-taking, and personal wellbeing 1:10:30 Club reflections, public scrutiny, and next-level leadership 1:17:30 Reverse engineering world-class teams, program integration, and celebrating others 1:22:40 Podcast reflections, advice to younger self, and passion for mental skillsConnect with Anthony: LinkedIn | Manly Sea Eagles | Doug Lemov Book Use Code "PQPODCAST10" to get 10% off your Lumo Coffee order:https://lumocoffee.com/ Interested in sharing your story? Email Producer Shannon at support@performanceintelligence.com today with your story and contact details. Learn more about Andrew and Performance Intelligence: https://performanceintelligence.com/Find out more about Andrew's Keynotes : https://performanceintelligence.com/keynotes/Follow Andrew May: https://www.instagram.com/andrewmay/Watch the Performance Intelligence Podcast on Youtube: https://www.youtube.com/@performanceintelligencepodcastIf you enjoy the podcast, we would really appreciate you leaving a short review on Apple Podcasts, Spotify or Google Play. It takes less than 60 seconds and really helps us build our audience and continue to provide high quality guests.

This episode of SANDCAST: Beach Volleyball with Tri Bourne and Travis Mewhirter features the Coaching Your Brains Out crew: John Mayer of LMU Beach Volleyball and Billy Allen of Stanford Beach Volleyball. Chapters with the Coach Your Brains Out Crew 00:00 Coaching Reflections and Achievements 03:06 Building Team Culture and Relationships 05:57 Practice Dynamics and Coaching Strategies 09:01 Feedback and Player Engagement 12:01 Exploring New Techniques and Learning 15:06 The Importance of Trust and Psychological Safety 18:11 The Role of Technique in Performance 21:02 Cultural Dynamics in Coaching 23:55 The Concept of Mudita in Team Success SHOOTS! *** WE'VE GOT MERCH! Check it out here!! Get 20 PERCENT off all Wilson products with our code, SANDCAST-20. https://www.wilson.com/en-us/volleyball Get 10 PERCENT OFF VBTV using our discount code, SANDCAST10 Want to get better at beach volleyball? Use our discount code, SANDCAST, and get 10 percent off all Better at Beach products!  If you want to receive our SANDCAST weekly newsletter, the Beach Volleyball Digest, which dishes all the biggest news in beach volleyball in one quick newsletter, head over to our website and subscribe! We'd love to have ya! https://www.sandcastvolleyball.com/  

" I'm not gonna say people can't change. What I will say is that it is hard work to change attitude. Changing skills, super simple. Attitude, it's a losing battle for the vast majority of business leaders." -Mark Murphy Welcome to 2026 and the 10th anniversary year of our podcast! In this episode, Mark Murphy, founder of Leadership IQ, shares how to hire better and build teams that actually work. He explains why most hiring problems come down to attitude and outlines the five roles every strong team needs. In this interview, you'll learn:  •The five roles every winning team needs  • How to ask interview questions that reveal real behaviour   • Why attitude—not skills—is behind most failed hires To learn more about Mark and Leadership IQ, click here. Connect with him on LinkedIn. Time Stamp 00:00 Mark shares why attitude makes or breaks new hires 04:10 The real reasons nearly half of new hires fail 08:30 How to ask interview questions that reveal the truth 14:30 Why managers ignore red flags & how to stop 20:20 The five roles every winning team needs 29:30 How business owners can stop trying to be "everything" 33:40 Adaptive hierarchy & better decision-making 37:50 Leading remote teams with clearer roles 44:10 Where to learn more about Mark Murphy & Leadership IQ

Aaron Bruski and Dr. A give you clear, actionable fantasy basketball advice: the top adds, drop zone warnings, and streamer picks to dominate the next slate. Perfect for Monday night recaps and prep for New Year's games! Presented by FanDuel Download the SportsEthos App on the APP Store and Google Play! FantasyPass now includes DAILY PROJECTIONS - perfect for DFS and head-to-head leagues. Join the Discussion on DISCORD for real-time advice and community support. Subscribe, Rate, and Review on Apple and Spotify for expert updates and tips! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Russell Brunson failed more times in his early 20s than most founders do in a lifetime. From broken funnels to failed product launches, he turned every setback into a lesson, refining his craft while navigating near bankruptcy, legal threats, and even moments where he feared jail time. Those hard years became the foundation that ultimately led him to co-found ClickFunnels, one of the fastest-growing bootstrapped tech companies in the world. In this episode, Russell joins Ilana to share how he bounced back from his toughest moments, offering powerful lessons in resilience, leadership, and authentic relationships. Russell Brunson is a serial entrepreneur, bestselling author, and digital marketing expert. He is widely recognized as the co-founder of ClickFunnels, a leading marketing software company that helps businesses worldwide boost conversions and drive sales. In this episode, Ilana and Russell will discuss: (00:00) Introduction  (02:04) The Infomercial That Led Him to Entrepreneurship (05:52) The Influence of Wrestling on His Business Drive (08:18) College Days and the Potato Gun Venture (10:15) The Rollercoaster Journey to His First Million (14:48) Key Lessons from His Toughest Year (21:50) The Birth of ClickFunnels and Its Challenges (34:41) Gaining Lifelong Mentorship from Tony Robbins (37:55) Dream 100 Strategy: The Power of Relationships (43:08) Why Vulnerability Can Lead to Unlikely Success (47:14) Tips for Building a Winning Team (50:17) Turning Your Pain into an Asset Russell Brunson is a serial entrepreneur, bestselling author, and digital marketing expert. He is widely recognized as the co-founder of ClickFunnels, a leading marketing software company that helps businesses worldwide boost conversions and drive sales. Over the past 19 years, he has built a community of over a million entrepreneurs and authored New York Times bestsellers, including DotCom Secrets and Expert Secrets.  Connect with Russell: Russell's Website: www.russellbrunson.com  Russell's LinkedIn: linkedin.com/in/russellbrunson Russell's Instagram: www.instagram.com/russellbrunson  Resources Mentioned: Russell's YouTube: youtube.com/@russellbrunson The 12 Month Millionaire Droplets: Vincent James's Unmissable Revelations by Vincent James: https://www.amazon.com/dp/B0CXJGPXNN  Dig Your Well Before You're Thirsty: The Only Networking Book You'll Ever Need by Harvey Mackay: https://www.amazon.com/dp/0385485468  Leap Academy: LeapCon is the #1 Conference for Reinvention, Leadership & Career — a powerful 3‑day experience designed to help you unlock what's next in your career and life.

Introducing the All Def SquADD Cast show “Versus". It's a podcast with the OG SquADD! Each week, the SquADD will debate topics and vote at the end to see what wins. Versus airs every Monday and you can download and listen wherever podcasts are found. Special Guest Keysha E. Dion Lack John Grimes This Week We Discuss Best Player On A Losing Team vs Worst On A Winning Team Rather No One Show Up To Your Wedding vs Your Funeral Upperclass(Not Rich) Life Today vs Millionaire In 1800s S/o To Our Sponors Better Help Get 10% Off Your First Month https://betterhelp.com/SQUADD Ridge Take Advatage Of Ridge's Holiday Sale Ridge.com Tell Them All Def Sent You!

Show notes information: Watch the video Order the Book Bringing Belonging to the Table, a leadership experience Follow me on IG: @sheldoneakins Interested in sponsoring? Contact sheldon@purposeful247.com today

In this episode, the host interviews Harry Joiner, a top executive recruiter in marketing and e-commerce. Harry shares his selective approach to working with clients, emphasizing the need for clear business strategies, strong financials, and a commitment to e-commerce. He compares recruiting top talent to casting star actors, noting that A-level candidates seek companies with compelling stories and solid economics. The discussion highlights the importance of business leaders knowing their numbers, defining their vision, and welcoming candidates who ask tough questions to build high-performing teams. The episode concludes with actionable advice for attracting and retaining top talent.Chapters:Introduction to Harry Joiner and His Credentials (00:00:00)Host introduces Harry Joiner, his background, and notable companies he's worked with.How Harry Selects Clients (00:01:04)Harry explains his criteria for choosing which companies to work with, comparing it to Hollywood actors picking scripts.Evaluating Client Business Fundamentals (00:02:20)Discussion on analyzing a client's business economics, strategy, and suitability for top-tier candidates.Attracting Top Talent: The Hollywood Analogy (00:03:41)Harry compares recruiting top talent to attracting star athletes or actors, emphasizing the need for a strong business foundation.The Importance of Smart, Challenging Candidates (00:05:28)Harry shares his preference for candidates who ask tough questions and challenge him, indicating high-caliber talent.Recognizing Top Candidates by Their Questions (00:06:25)Harry describes how the best candidates demonstrate their value by probing deeply into business metrics and strategy.Hiring Lessons from Personal Experience (00:08:41)The host reflects on his own hiring experiences, noting that the best hires are those who challenge leadership and require preparation.Three Actionable Takeaways for Business Leaders (00:10:33)The host summarizes three key action items: define your exit strategy, know your numbers, and cast a clear vision for recruits.Harry's Process and Final Advice (00:12:50)Harry emphasizes having a simple, practical process for business planning and offers to share it with listeners.Episode Wrap-Up and Thanks (00:15:35)The host thanks Harry for his insights and closes the episode.Links and Mentions:Tools, Websites, and LinksLinkedInBooks and ArticlesSuccessWall Street JournalBusinessweekUSA TodayInternet RetailingVideosShark TankEntourageTranscript:Josh 00:00:00  Today I'm super excited to introduce you to Harry Joiner. Harry is described by Search Engine Watch as a dominant recruiter in client side multichannel, the in multi-channel e-commerce space. He is an executive recruiter for marketing and eCommerce. He has been interviewed by success magazine and he has appeared in the Wall Street Journal, marketing, Sherpas, Great Minds in Marketing series, Businessweek, USA, TODAY.com, Internet Retailer, and many more. He has closed dozens of manager, director, VP and C-level ecommerce searches for some of the following companies. A&E television. Adidas American signature brands. Ashford. Com. Backcountry. Com. Boot barn. Com Columbia Sportswear. And many, many more. So welcome to the podcast, Harry.Harry 00:00:48  Thank you so much. Great to be here, Harry.Josh 00:00:50  I think what's interesting there, you mentioned, you know, you have a small firm, right? You're well experienced. Your results speak for themselves. If people go check out your LinkedIn profile, there's raving reviews of people that have worked with Harry.Josh 00:01:04  so, Harry 150, you know, companies are going to apply to kind of hire your services. What what are you looking for is you kind of determine what are the 50 you're going to work work with. What's the difference between those that you say no to versus the ones that you say yes to and why?Harry 00:01:22  Sure. It's a great question. well, so when people pitch us on a deal, so they pitch me into Alan and it's a little bit like if you've ever seen a concept pitched on Shark Tank, it's a little bit like that. Alan and I are very particular about the deals that we take, and I think I learned this watching entourage back in the, you know, 2000, 2008 through 12 or something that in Hollywood, the richest actors aren't the richest actors because they're the best actors. They're the richest actors because they get the best scripts. It's a lot like that as an e-commerce recruiter. So we like searches that can be closed on the back of a single story, right? So the brand, the you know, the client, they know what their business is about and who their business is for and what their unique selling proposition is.Harry 00:02:20  So why should anyone do business with them versus any option available to them? including doing nothing. we look for the underlying economics of the client's business. So do we understand how they make money? Do they understand how they make money? Do they understand how they're going to make money in the future? We tend to take a good hard look, at things like size and scope of a 12 month file. We'll look at things like average order value. We'll look at things like recurring revenue and order frequency. We'll look at, what it takes to actually bring that concept toe to life. You know, the purpose and values and viewpoint of the brand, and we'll look at a variety of different factors to try and determine whether our audience, which is the top 3% of people in the e-commerce industry. I mean, 97% of the candidates that watch this podcast aren't going to they're not we wouldn't represent them on a deal anyway because we're out there looking for load bearing walls. I mean, this sounds super salesy, but the fact of the matter is, when people come to me and Alan, they expect us to be in the organizational transformation business, right? You come to us looking for a Steph Curry, a Michael Jordan, a Tom Brady.Harry 00:03:41  That's that. And it is like being an agent in Hollywood and the best candidates in the industry, the people who are capable of plugging and playing and being a load bearing wall in our client's business, they want to make sure that they can do reputation enhancing work. That's really what it boils down to. And that means that in terms of the search, the client has the budget, the authority, the need, the timeline and the hiring process to knock good candidates in versus knock them out. And, the business has favorable underlying economics that the client has clarity and ability and resolve, you know, commitment towards e-com. And those are the things, honestly, that you need for an a player to do reputation enhancing work in your business.Josh 00:04:30  Yeah, I love the, the strategy that or the analogy that you made there with, you know, hiring like the Michael Jordan's or Steph Curry's right. If you think about that. You know, as a business owner. Right. If you want to attract a Michael Jordan or a Steph Curry.Josh 00:04:46  Right. If you're an NBA owner, you've got to have a good team. Right. And you've got to have a good vision and say, hey, here's the teammates that you'd be working alongside. ...

We are in a culture where it seems success is about being in the spotlight. Everyone must be a content creator. Everyone must become a known personality. Everyone must grow a platform, be on stage, and perform. But I don't find this strategy tenable or reasonable. Not for everyone. I feel we are treating business like baseball and telling everyone they must be the pitcher. Baseball works because of the value of the entire team, not just one position. So I'm bringing back a conversation with Tim Schurrer. Tim spent a decade working as COO with renowned spiritual author and now business leader, Donald Miller, who I've had on this podcast multiple times. Tim helped launch Storybrand and then Business Made Simple, with Don, and while Don had the spotlight, Tim ran the business and built and led the team that made it all possible. Before that Tim worked at TOMS as well as Apple Inc.. Tim authored a book titled, The Secret Society of Success: Stop Chasing The Spotlight And Learn To Enjoy Your Work [And Life] Again. He hosts the Build a Winning Team podcast, where he offers listeners actionable advice as he interviews some of the top leaders in business. We talk about the far greater opportunity for success and fulfillment, outside the spotlight and off the stage. Find Tim at buildawinningteam.com/ Sign up for your $1/month trial period at shopify.com/kevin Go to shipstation.com and use code KEVIN to start your free trial. Learn more about your ad choices. Visit megaphone.fm/adchoices

Scaling your business isn't about closing more deals—it's about building the right foundation. In this episode, Dan Rochon reveals the two non-negotiables every entrepreneur must master: generating quality leads and recruiting top talent. You'll learn why most leaders get hiring wrong 90% of the time, the real reasons talented people join and stay with a team, and how to use teaching as a leadership tool to attract ambitious, loyal professionals.What you'll learn in this episode:Why every business eventually hits a “growth ceiling”The 3 biggest challenges owners face: not enough business, not the right people, or struggling to retain talentWhy you should spend daily time on lead generation and weekly time on recruitingHow teaching and sharing knowledge builds authority and attracts high performersThe “commit or quit” mindset for leadership and business growthWhy the first 90 days of hiring predict long-term retention

Mark Murphy shares insights from his research on maximizing team effectiveness.— YOU'LL LEARN — 1) Why you don't want a team of all “team players”2) The simple trick for more decisive teams 3) How to get your team to generate 3X more valuable ideas Subscribe or visit AwesomeAtYourJob.com/ep1105 for clickable versions of the links below. — ABOUT MARK — Mark Murphy is a New York Times bestselling author, Senior Contributor to Forbes, andFounder of Leadership IQ, a research and training firm. His latest book is TEAM PLAYERS: The Five Critical Roles You Need to Build A Winning Team. Mark's previous bestselling books include: Hiring for Attitude, Hundred Percenters, HARD Goals, Managing Narcissists, Blamers, Dramatics and more. Mark leads one of the world's largest databases of original leadership research, and his work has appeared in The Wall Street Journal, The New York Times, Fortune, Forbes, Bloomberg, BusinessWeek, Harvard Business Review, and U.S. News & World Report. He's been a featured guest on programs including CBS News Sunday Morning, ABC's 20/20, Fox Business News, CNN International and NPR.Some of his most well-known research studies include “Why New Hires Fail,” “Are SMART Goals Dumb?,” “Why CEO's Get Fired,” “High Performers Can Be Less Engaged,” and “Don't Expect Layoff Survivors to Be Grateful.” Mark has conducted training for The United Nations, Harvard Business School, Microsoft, IBM, MasterCard, Merck, and thousands more.• Book: Team Players: The Five Critical Roles You Need to Build a Winning Team• Quiz: “Team Player Quiz: What Type Of Team Player Are You?"• Website: LeadershipIQ.com— RESOURCES MENTIONED IN THE SHOW — • Study: “Studies in the Principles of Judgments and Attitudes: II. Determination of Judgments by Group and by Ego Standards” by S.E. Asch• Book: Escape from Freedom by Erich Fromm• Past episode: 256: Science-based Solutions for Delivering Tough Truth at Work with Mark Murphy— THANK YOU SPONSORS! — • Strawberry.me. Claim your $50 credit and build momentum in your career with Strawberry.me/Awesome• Vanguard. Give your clients consistent results year in and year out with vanguard.com/AUDIO• Quince. Get free shipping and 365-day returns on your order with Quince.com/Awesome• Cashflow Podcasting. Explore launching (or outsourcing) your podcast with a free 10-minute call with Pete.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of The Real Build, I sit down with New York Times bestselling author and leadership expert Mark Murphy, founder of Leadership IQ and one of the most respected voices in organizational culture, performance, and hiring.Mark's work has been featured in The Wall Street Journal, Harvard Business Review, and Forbes, and his newest book, Team Players: The Five Critical Roles You Need to Build a Winning Team, breaks down what it truly takes to create a high-performing organization.We talk about:The five critical roles every winning team needsHow to hire the right people and build future leaders within your companyThe importance of stepping up as a CEO or leader to support your team's growthWhy pushing people out of their comfort zones leads to breakthroughsPractical advice for entrepreneurs doing it all and burning outThis episode is packed with lessons on leadership, accountability, and culture whether you're running a company, leading a small team, or trying to scale your business the right way.Guest Info: Mark MurphyWebsite: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.leadershipiq.com/Linkedin: https://www.linkedin.com/in/markamurphy/Host Info:Email: Bill@rkreiman.comCONNECT WITH ME ON SOCIAL MEDIA:▶︎ YOUTUBE | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/channel/UCxAdSxHN0dIXZPhA-6p1HYA ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠▶︎ INSTAGRAM | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/imbillreiman⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠▶︎FACEBOOK| ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/billy.reiman ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠▶︎ LINKEDIN | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/bill-reim...⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠▶︎ TWITTER | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/ImBillReiman⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠▶︎ WEBSITE | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.rkreiman.com⁠

What you'll learn in this episode:Why every great business needs a “bench” of ready-to-go talentThe three types of talent: potential, emerging, and provenWhy proven talent is the best long-term investment—even if it costs moreThe right interview questions to uncover true character and culture fitHow to spot patterns of success (and red flags) in a candidate's pastThe ultimate hiring filter: if it's not a hell yes, it's a noHow building your bench protects your business from unexpected turnover 

What if the fastest way to a stronger marriage isn't compromise, but better teamwork? After celebrating a number-one Amazon launch, I took a hard look at what actually helped us get there—clear roles, honest communication, and a shared commitment to play the same game on the same side. The result is a practical, story-rich guide to treating marriage like the ultimate team sport, with four moves you can use tonight.I start by reframing “opposites” as assets: the planner and the risk-taker, the night owl and the early bird, the introvert and the extrovert. Instead of fighting to be the same, I show how to deploy differences like positions on the field so your team covers more ground with less friction. Then I talk about offense and defence, who pushes the ball forward in finances, fun, and intimacy, and who protects the goal with boundaries, savings, and rest, so you can balance initiative with stability without making it personal.From there, I dig into communication that actually works: daily 20-minute huddles to align priorities, weekly date nights for team bonding, and a yearly strategy getaway to recalibrate goals. I dismantle the mind-reading myth with real scripts for clear asks, and break down why keeping score breeds rivalry while an us-vs-problem mindset restores momentum. You'll hear candid examples, from celebrating wins to handling those “seams” where balls drop and leave with a simple weekly challenge to spot, name, and thank each other's strengths.If you're ready to stop arguing about who's right and start winning together, this episode gives you the plays, the language, and the mindset to build a championship marriage. Bad Marriage Advice is now an Amazon #1 Best Seller. If you haven't gotten your copy yet, go get your copy here: https://a.co/d/4XaHmA5.And if you've gotten your copy and had a chance to look through it, do me a huge solid and go back to Amazon and leave a review here: https://www.amazon.com/review/create-review/?&asin=B0FQ46HG3S.Send us a text

Scaling your business isn't about closing more deals—it's about building the right foundation. In this episode, Dan Rochon reveals the two non-negotiables every entrepreneur must master: generating quality leads and recruiting top talent. You'll learn why most leaders get hiring wrong 90% of the time, the real reasons talented people join and stay with a team, and how to use teaching as a leadership tool to attract ambitious, loyal professionals.What you'll learn in this episode:Why every business eventually hits a “growth ceiling”The 3 biggest challenges owners face: not enough business, not the right people, or struggling to retain talentWhy you should spend daily time on lead generation and weekly time on recruitingHow teaching and sharing knowledge builds authority and attracts high performersThe “commit or quit” mindset for leadership and business growthWhy the first 90 days of hiring predict long-term retention

In this episode, No Film School's GG Hawkins, and guests Erin Sullivan and Johnny Han take listeners behind the curtain of The Penguin, exploring how a VFX team builds a gritty, immersive Gotham — from early concept to final composite. The conversation covers creative philosophy, technical workflow, tool choices, collaboration across departments, and the emotional stakes of creating visuals that feel both bold and invisible. In this episode, No Film School's GG Hawkins and guests Erin Sullivan and Johnny Han discuss… What their roles were on The Penguin, how they broke into VFX, and how their backgrounds shaped their approach The bridge role of a visual effects editor, and how VFX editors work with directors, editors, and artists How they developed the visual “language” of Gotham: referencing The Batman, leaning into New York elements, and creating a distinct but consistent style Their Adobe‑based workflow: using Premiere Pro, After Effects, Dynamic Link, project collection, mockups, and how small elements evolved into full assets On‑set and script‑stage involvement: how they break down scenes with all departments (stunts, production design, camera) Maintaining creative vitality: absorbing inspiration, staying curious, and making small work even when not on paid projects Practical advice for aspiring VFX practitioners: making work regularly, being patient with timelines, embracing iteration Memorable Quotes: “I was the visual effects editor on the Penguin. … The visual effects editor is the link between editorial and VFX.” “We would amass this huge library of just New York stuff … trash in a sidewalk, a mailbox, a bus stop … weird.” “There's only one rule in photography to take good pictures … you might … get one good picture. So what do you do? You just shoot lots of rolls of pictures, right?” Guests: Erin Sullivan Johnny Han Find No Film School everywhere: On the Web: No Film School (https://nofilmschool.com/) Facebook: No Film School on Facebook (https://www.facebook.com/nofilmschool) Twitter: No Film School on Twitter (https://twitter.com/nofilmschool) YouTube: No Film School on YouTube (https://www.youtube.com/user/nofilmschool) Instagram: No Film School on Instagram (https://www.instagram.com/nofilmschool)

In this conversation, Tommy Mello and Ryan Lee discuss the essential elements of business success, including the importance of mindset, pricing strategies, and building a strong team. They explore the challenges of partnerships, the significance of intentional living, and the need for effective marketing strategies. The discussion emphasizes learning from mistakes, the role of systems in business, and the impact of leadership on company culture. They also touch on financial strategies for sustainable growth and the importance of continuous learning and networking in the business landscape.   00:00 Setting the Stage for Success 03:03 Intentional Living and Business Growth 05:51 The Importance of Mindset in Business 08:58 Navigating Partnerships and Family in Business 12:06 The Power of Pricing and Value 14:49 Building a Winning Team and Culture 17:45 Marketing Strategies for Growth 20:36 Learning from Mistakes and Failures 23:32 The Role of Systems and Processes 26:31 The Impact of Leadership on Business 29:51 Financial Strategies for Sustainable Growth 32:37 The Importance of Continuous Learning 35:24 Building Relationships and Networking 38:27 The Future of Business and Innovation 41:28 Final Thoughts and Key Takeaways