August 22, 2025 • 14 mins
The search for quality home care often begins during a crisis, when families need compassionate, reliable help—fast. Mark McDermott understands this reality perfectly, having built Touching Hearts at Home into a companion care powerhouse serving Rochester, Syracuse, Buffalo, and Albany over the past 18 years.
What makes Touching Hearts different? Their exclusive focus on companion care allows them to hire caregivers based on compassion and life experience rather than formal credentials. This approach has created a diverse team of approximately 250 caregivers across four offices—from 83-year-old retirees to healthcare students—enabling personalized matching that goes beyond simply filling shifts. When someone calls Touching Hearts, they immediately speak with a real person who listens deeply to understand their situation, arranging a comprehensive family assessment within a business day.
The company's commitment to reliability sets them apart in an industry often plagued by staffing challenges. They meticulously track shift coverage, maintaining an impressive 97-98% fulfillment rate. This means that when emergencies arise—and they always do—families can trust that someone qualified will arrive to provide care. Touching Hearts offers flexible service options with reasonable minimums (16 hours weekly with 4-hour shifts), ranging from brief daily visits to 24-hour care and live-in arrangements.
Ready to experience the difference that comes from working with a seasoned, compassionate companion care provider? Contact Touching Hearts at Home to discover how their unique approach to non-medical care can bring peace of mind to your family during challenging transitions.
View More at HomeCareMarketingNews.com
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
Hi, my name is Mark McDermott and I am owner, with
my brother, tom, of TouchingHearts in Rochester, syracuse
and Buffalo, new York.
With some other owners, I alsoam part owner with the Touching
(00:23):
Hearts franchise in Albany, newYork.
We began this business in 2007.
So it's not each office in 2007, but we actually began in
Rochester and eventually went toSyracuse and Albany and Buffalo
Wow.
Speaker 2 (00:38):
So 18 years almost.
Speaker 1 (00:44):
A long time.
I'm by fast and it's been agreat 18 years.
But yeah, I guess we're one ofthe older companion care
companies now in our area.
Speaker 2 (00:51):
And so you've got pretty much the northern part of
New York covered.
Speaker 1 (00:58):
Yeah, we got the thruway.
The New York thruway is verywell covered.
Speaker 2 (01:03):
That's great and Touching Hearts at Home is
you've been around for 18 years.
You cover a huge territory inupstate New York and that is
wonderful and I get to see allfrom a distance.
All the posts and all the staffand the videos that you guys
create are amazing, and you justhave a wonderful set of office
(01:24):
staff and caregivers that youall highlight all the time.
So tell us a little bit aboutthe makeup of the office staff
or what you're looking for incaregivers.
Even how do you guys go abouthiring a caregiver?
What are you really looking forin that hire?
Speaker 1 (01:42):
We are a little bit unusual in home care in that we
are a companion care onlycompany.
There used to be a lot of thoseand a lot of companion care
companies got a license in NewYork that requires a Department
of Health license.
We've not done that.
We've grown very well and beensuccessful without having to go
(02:03):
regulated and by being acompanion care-only company.
It also allows us to hirecaregivers who have no license.
They're well-experienced andmany of them do have licenses
but they don't need to work forus.
So it really allows us to getout of that rat race of
recruiting and hire people whohave great personal experience
(02:26):
caregiving for older adults andother sorts of life experiences
that don't necessarily entail alicense but entail really
valuable for a companion care,the most important of which, of
course, is compassion.
Speaker 2 (02:41):
Absolutely, and that is a great differentiator.
I think that people don'trealize and I know that when we
talk to other home care agenciesthey really are.
They do struggle a lot morebecause they have to hire CHHAs
and you can hire folks.
You have less of a competitiveissue with hiring because you
(03:04):
don't require that and that is avery great differentiator.
And you're right, there areseniors who have retired.
That could be a great.
They're looking for extra workand they could be a great
companion to someone.
College-age students who aregoing into the healthcare field,
who don't have a license yet,who can be a great companion.
(03:25):
So all across the spectrumyou've got amazing people who
just have a heart for this andreally want to help.
Speaker 1 (03:33):
Yeah, you're right, valerie, and we've had all of
the above.
I remember one of ourcaregivers, joe, was 83 when he
decided to hang up hiscaregiving hat, and obviously a
person like Joe can't care forall the different sorts of
clients that we have, but hecertainly was a great match for
quite a number of them and hismatching ends up being the key.
(03:57):
Between the four offices, wehave about 250, 260 caregivers,
and so in each office there's alot of choices when it comes to
matching for the right clients.
We do look for diversity in ourcaregiving staff and we do
value different experiences andages and walks of life to be
(04:17):
able to match up with ourclients, who are, of course,
also very diverse.
Speaker 2 (04:22):
Yeah, absolutely when an adult child.
I'm 54, so I am the primeexample of that.
I have a 75-year-old mother andif she were to need care and
I've never been in this business, I've never had this experience
before I'm going to be a littleoverwhelmed by this whole thing
.
Emotionally, I know.
Financially it's a lot ofquestions.
(04:43):
So when someone calls youroffice and says I think we need
home care, but I'm not sure whatcan they expect?
Speaker 1 (04:52):
Well, the first thing they can expect is to speak
right away with a human being.
We don't believe in phone treesin our business and we staff
our offices so that somebodywill reach a live human being,
just not to be taken for grantedthese days.
It won't be a bot and it won'tbe an answering service.
It'll be one of our staffmembers.
The second thing I hope theycan expect each time would be
(05:16):
someone who understands, someonewho does have the compassion
and is going to be listening,not just with a business ear but
with an ear toward how can wehelp whoever is calling, whether
it's the daughter, the son, theclient, social worker who's
referring.
We want to add value in thatphone call, no matter what
happens.
We get many phone calls, as youcan imagine, and they're not
(05:37):
looking for the care we provide.
But we're going to do our bestto try to find, you know, add
value to that person in some wayto get them connected with what
maybe they may need.
But what will most often happenis either the person answering
the phone or someone else in ouroffice will have an initial
discussion to fact find and tryto understand the situation and,
(06:01):
provided there is a potentialmatch to arrange a quick family
visit.
When I say quick, I don't mean15 minutes.
It'll happen right away.
Time is often of the essence.
These are often crisissituations, so we're usually
able to meet with a familywithin a business day, sometimes
(06:21):
the same day, and that will bea more involved fact-finding and
make sure that we understand.
And if it is a good match, thenwe make our schedules and we
sign paperwork and we're readyto go, and it's usually within a
couple three days that we'reable to start cases.
Speaker 2 (06:38):
That's great.
Yeah, I think time is of theessence.
For sure, most time we wish itwasn't this way, but for most of
us there's a straw that breaksthe camel's back, so to speak,
and there's been ahospitalization, someone's going
to be discharged tomorrow,because nobody stays in the
hospital for very long anymore.
Hospitalizations or quickdischarges or someone's you know
(07:02):
taking a fall, and we can'thave them continue to fall, so
we need some help in the home.
Yeah, usually it's a last.
We thought this was coming, buthere it is.
So that's great, and I knowthat your staff are great
listeners and taking intoconsideration all the family
dynamics, so that's a great wayto start.
(07:23):
If do you have minimums?
So how many hours can someone?
What would be the expectationfor a minimum number of hours
per week?
Speaker 1 (07:33):
Yeah, we have a minimum of 16 hours a week and a
minimum of a four-hour shift.
We do make exceptions.
Of course, in this sort ofbusiness with people, you always
have to have exceptions in mind.
So we do occasionally makeexceptions.
We'd also take a short-termrespite sort of case that would
be for a week, along those lines.
Minimum hours, minimum of abouta week.
(07:55):
But yeah, those are our typicalminimums anyway.
Speaker 2 (07:59):
And you can provide up to 24-hour day care too,
right.
Speaker 1 (08:02):
Absolutely.
We can also provide live-incare.
So those are a couple differentoptions to address those cases
where the needs are verysignificant.
Speaker 2 (08:11):
Honestly, four hours goes by just like that.
So if someone does just needfour hours of care four days a
week, that could just be agrocery trip and some meal
preparation and gettingeverything settled and everybody
where they need to be, and fourhours has gone by pretty quick.
Speaker 1 (08:29):
Yeah.
I think yeah.
Speaker 2 (08:32):
And evening and evening tuck in, just making
sure everybody's ready for bedand where they need to be, and
medication reminders, and fourhours just flies by.
Yeah, I think, personally, afour-hour minimum is a great
expectation.
And you know, some agenciesrequire much more than that and
much more per week.
So a low set of minimums iswonderful.
(08:55):
So a low set of minimums iswonderful because, honestly, how
can you get a bath, get dressedand have lunch and by that time
it's four hours.
That's great.
And what about training?
I know that you guys do sometraining for staff.
What can you tell us about that?
Speaker 1 (09:11):
We do.
We have an initial orientationwith our staff where we cover,
of course, not only the rulesand regulations, if you will,
boundary policy, but we alsotalk about dementia and other
important elements that arereally basic dementia and other
important elements that arereally basic, which is about
what you can accomplish in oneday of an orientation.
(09:32):
We do offer periodic mandatoryin-services, actually, that do
additional training.
We recently had some teepa snowtraining for our offices.
We also offer voluntarytraining monthly so that people
we have different topics that werotate and folks can avail
themselves.
Those are voluntary, so there'sa wide range.
(09:53):
I think.
What's important for us, though, is we have to make sure that
not only the training we provide, but the person's background
lends them the capabilities todeal with those challenging
situations and for lesschallenging situations we may
(10:25):
not need training.
We do is limited and that we'vegot to make sure we're matching
people who have otherqualifications and experiences
that will make them successful.
Speaker 2 (10:36):
I think your expertise in matching the right
client and the right caregiveris really what it comes down to.
Having been around for 18 yearsserving all of upstate New York
, basically you guys have notonly, I would imagine you can
have a huge pool of caregivers250, you said so finding the
(10:57):
right match is often a bigchallenge for smaller agencies.
So when you have a large poolof caregivers to choose from and
you know who has experience andyou've talked to them and
they've worked cases for you inthe past and they've become like
family to some of these clients, then you guys can make a match
much easier than a lot of otheragencies.
Speaker 1 (11:18):
Yeah, and I reflect on when we were starting.
It was much more difficult whenyou had the 10, 20, 30
caregivers, and now we have whatI consider a critical mass, so
that, in terms of meetingschedules and filling in
call-offs and making goodmatches, we've just got a lot of
human resources to do that.
Speaker 2 (11:40):
And that is what everyone should be looking for
in an agency the safety of thebackup plan already being in
place.
If someone's sick, someone hasa flat tire, a sick child, you
guys cover it, and that's alsothe benefit of hiring an agency
is having the safety of that is.
(12:00):
It's not replaceable and anagency that's been around for as
long as you guys have.
You wouldn't be in thisbusiness this long if you
weren't great at what you do, sowe thank you for all of that.
Is there anything else you'dlike to tell us about Touching
Hearts at Home, anything that wedidn't cover that you want
everybody to know about?
Speaker 1 (12:20):
Yeah, I'd like to brag a little bit.
Okay, it's along the lines ofreliability and what we just
talked about.
We track very closely how manyshifts we miss in the course of
a month and we do this on amonthly basis and we've got
about a 97 or 98% shift coveragerate.
And the reason I bring that upis because there's such a
(12:40):
perception in the home careworld that it's unreliable and
when somebody calls off, goodluck, you're not going to find a
replacement.
We're really good at fillingthose situations where a
caregiver is sick or their carbreaks down or something happens
, and we track it very closelyand that's something I pay a lot
(13:04):
of attention to and as part ofour culture, to keep that number
of mischiefs in the course of amonth very low.
Speaker 2 (13:12):
That is awesome and, you know, there is no greater
peace of mind than knowing thatif your regular caregiver can't
be there, then someone else willbe, whether they live a mile
away or they live 500 miles away.
That adult child is always glad, or that family member, whoever
that is, is always glad to knowthat someone's going to see mom
(13:34):
today or dad.
Speaker 1 (13:36):
Absolutely.
Speaker 2 (13:37):
So having those numbers and knowing that and
also that takes a real thatmeans that you have a really
great scheduling and staffingteam in the office.
They are the heroes that wedon't often see, but they're the
ones with the relationshipswith those caregivers and they
can pull them in when needed.
(13:58):
So kudos to them as well.
Speaker 1 (14:01):
Absolutely Such unfun heroes in our business.
Speaker 2 (14:05):
Absolutely.
Thank you for telling us allabout Touching Hearts at Home.
We're so glad that you coverall of upstate New York and are
providing the care for familieswho oftentimes would try to go
without or didn't even know thiswas possible.
So thank you very much.
Speaker 1 (14:22):
You're welcome, valerie, and thank you for this
time, but also the training thatyou provide to our sales staff,
which has been reallyinstrumental in moving the ball
forward for us.
We're growing very well and Iappreciate all that you do.
Speaker 2 (14:35):
Oh, thank you very much.
Hi, my name is Mark McDermott and I am owner, with
my brother, tom, of TouchingHearts in Rochester, syracuse
and Buffalo, new York.
With some other owners, I alsoam part owner with the Touching
(00:23):
Hearts franchise in Albany, newYork.
We began this business in 2007.
So it's not each office in 2007, but we actually began in
Rochester and eventually went toSyracuse and Albany and Buffalo
Wow.
Speaker 2 (00:38):
So 18 years almost.
Speaker 1 (00:44):
A long time.
I'm by fast and it's been agreat 18 years.
But yeah, I guess we're one ofthe older companion care
companies now in our area.
Speaker 2 (00:51):
And so you've got pretty much the northern part of
New York covered.
Speaker 1 (00:58):
Yeah, we got the thruway.
The New York thruway is verywell covered.
Speaker 2 (01:03):
That's great and Touching Hearts at Home is
you've been around for 18 years.
You cover a huge territory inupstate New York and that is
wonderful and I get to see allfrom a distance.
All the posts and all the staffand the videos that you guys
create are amazing, and you justhave a wonderful set of office
(01:24):
staff and caregivers that youall highlight all the time.
So tell us a little bit aboutthe makeup of the office staff
or what you're looking for incaregivers.
Even how do you guys go abouthiring a caregiver?
What are you really looking forin that hire?
Speaker 1 (01:42):
We are a little bit unusual in home care in that we
are a companion care onlycompany.
There used to be a lot of thoseand a lot of companion care
companies got a license in NewYork that requires a Department
of Health license.
We've not done that.
We've grown very well and beensuccessful without having to go
(02:03):
regulated and by being acompanion care-only company.
It also allows us to hirecaregivers who have no license.
They're well-experienced andmany of them do have licenses
but they don't need to work forus.
So it really allows us to getout of that rat race of
recruiting and hire people whohave great personal experience
(02:26):
caregiving for older adults andother sorts of life experiences
that don't necessarily entail alicense but entail really
valuable for a companion care,the most important of which, of
course, is compassion.
Speaker 2 (02:41):
Absolutely, and that is a great differentiator.
I think that people don'trealize and I know that when we
talk to other home care agenciesthey really are.
They do struggle a lot morebecause they have to hire CHHAs
and you can hire folks.
You have less of a competitiveissue with hiring because you
(03:04):
don't require that and that is avery great differentiator.
And you're right, there areseniors who have retired.
That could be a great.
They're looking for extra workand they could be a great
companion to someone.
College-age students who aregoing into the healthcare field,
who don't have a license yet,who can be a great companion.
(03:25):
So all across the spectrumyou've got amazing people who
just have a heart for this andreally want to help.
Speaker 1 (03:33):
Yeah, you're right, valerie, and we've had all of
the above.
I remember one of ourcaregivers, joe, was 83 when he
decided to hang up hiscaregiving hat, and obviously a
person like Joe can't care forall the different sorts of
clients that we have, but hecertainly was a great match for
quite a number of them and hismatching ends up being the key.
(03:57):
Between the four offices, wehave about 250, 260 caregivers,
and so in each office there's alot of choices when it comes to
matching for the right clients.
We do look for diversity in ourcaregiving staff and we do
value different experiences andages and walks of life to be
(04:17):
able to match up with ourclients, who are, of course,
also very diverse.
Speaker 2 (04:22):
Yeah, absolutely when an adult child.
I'm 54, so I am the primeexample of that.
I have a 75-year-old mother andif she were to need care and
I've never been in this business, I've never had this experience
before I'm going to be a littleoverwhelmed by this whole thing
.
Emotionally, I know.
Financially it's a lot ofquestions.
(04:43):
So when someone calls youroffice and says I think we need
home care, but I'm not sure whatcan they expect?
Speaker 1 (04:52):
Well, the first thing they can expect is to speak
right away with a human being.
We don't believe in phone treesin our business and we staff
our offices so that somebodywill reach a live human being,
just not to be taken for grantedthese days.
It won't be a bot and it won'tbe an answering service.
It'll be one of our staffmembers.
The second thing I hope theycan expect each time would be
(05:16):
someone who understands, someonewho does have the compassion
and is going to be listening,not just with a business ear but
with an ear toward how can wehelp whoever is calling, whether
it's the daughter, the son, theclient, social worker who's
referring.
We want to add value in thatphone call, no matter what
happens.
We get many phone calls, as youcan imagine, and they're not
(05:37):
looking for the care we provide.
But we're going to do our bestto try to find, you know, add
value to that person in some wayto get them connected with what
maybe they may need.
But what will most often happenis either the person answering
the phone or someone else in ouroffice will have an initial
discussion to fact find and tryto understand the situation and,
(06:01):
provided there is a potentialmatch to arrange a quick family
visit.
When I say quick, I don't mean15 minutes.
It'll happen right away.
Time is often of the essence.
These are often crisissituations, so we're usually
able to meet with a familywithin a business day, sometimes
(06:21):
the same day, and that will bea more involved fact-finding and
make sure that we understand.
And if it is a good match, thenwe make our schedules and we
sign paperwork and we're readyto go, and it's usually within a
couple three days that we'reable to start cases.
Speaker 2 (06:38):
That's great.
Yeah, I think time is of theessence.
For sure, most time we wish itwasn't this way, but for most of
us there's a straw that breaksthe camel's back, so to speak,
and there's been ahospitalization, someone's going
to be discharged tomorrow,because nobody stays in the
hospital for very long anymore.
Hospitalizations or quickdischarges or someone's you know
(07:02):
taking a fall, and we can'thave them continue to fall, so
we need some help in the home.
Yeah, usually it's a last.
We thought this was coming, buthere it is.
So that's great, and I knowthat your staff are great
listeners and taking intoconsideration all the family
dynamics, so that's a great wayto start.
(07:23):
If do you have minimums?
So how many hours can someone?
What would be the expectationfor a minimum number of hours
per week?
Speaker 1 (07:33):
Yeah, we have a minimum of 16 hours a week and a
minimum of a four-hour shift.
We do make exceptions.
Of course, in this sort ofbusiness with people, you always
have to have exceptions in mind.
So we do occasionally makeexceptions.
We'd also take a short-termrespite sort of case that would
be for a week, along those lines.
Minimum hours, minimum of abouta week.
(07:55):
But yeah, those are our typicalminimums anyway.
Speaker 2 (07:59):
And you can provide up to 24-hour day care too,
right.
Speaker 1 (08:02):
Absolutely.
We can also provide live-incare.
So those are a couple differentoptions to address those cases
where the needs are verysignificant.
Speaker 2 (08:11):
Honestly, four hours goes by just like that.
So if someone does just needfour hours of care four days a
week, that could just be agrocery trip and some meal
preparation and gettingeverything settled and everybody
where they need to be, and fourhours has gone by pretty quick.
Speaker 1 (08:29):
Yeah.
I think yeah.
Speaker 2 (08:32):
And evening and evening tuck in, just making
sure everybody's ready for bedand where they need to be, and
medication reminders, and fourhours just flies by.
Yeah, I think, personally, afour-hour minimum is a great
expectation.
And you know, some agenciesrequire much more than that and
much more per week.
So a low set of minimums iswonderful.
(08:55):
So a low set of minimums iswonderful because, honestly, how
can you get a bath, get dressedand have lunch and by that time
it's four hours.
That's great.
And what about training?
I know that you guys do sometraining for staff.
What can you tell us about that?
Speaker 1 (09:11):
We do.
We have an initial orientationwith our staff where we cover,
of course, not only the rulesand regulations, if you will,
boundary policy, but we alsotalk about dementia and other
important elements that arereally basic dementia and other
important elements that arereally basic, which is about
what you can accomplish in oneday of an orientation.
(09:32):
We do offer periodic mandatoryin-services, actually, that do
additional training.
We recently had some teepa snowtraining for our offices.
We also offer voluntarytraining monthly so that people
we have different topics that werotate and folks can avail
themselves.
Those are voluntary, so there'sa wide range.
(09:53):
I think.
What's important for us, though, is we have to make sure that
not only the training we provide, but the person's background
lends them the capabilities todeal with those challenging
situations and for lesschallenging situations we may
(10:25):
not need training.
We do is limited and that we'vegot to make sure we're matching
people who have otherqualifications and experiences
that will make them successful.
Speaker 2 (10:36):
I think your expertise in matching the right
client and the right caregiveris really what it comes down to.
Having been around for 18 yearsserving all of upstate New York
, basically you guys have notonly, I would imagine you can
have a huge pool of caregivers250, you said so finding the
(10:57):
right match is often a bigchallenge for smaller agencies.
So when you have a large poolof caregivers to choose from and
you know who has experience andyou've talked to them and
they've worked cases for you inthe past and they've become like
family to some of these clients, then you guys can make a match
much easier than a lot of otheragencies.
Speaker 1 (11:18):
Yeah, and I reflect on when we were starting.
It was much more difficult whenyou had the 10, 20, 30
caregivers, and now we have whatI consider a critical mass, so
that, in terms of meetingschedules and filling in
call-offs and making goodmatches, we've just got a lot of
human resources to do that.
Speaker 2 (11:40):
And that is what everyone should be looking for
in an agency the safety of thebackup plan already being in
place.
If someone's sick, someone hasa flat tire, a sick child, you
guys cover it, and that's alsothe benefit of hiring an agency
is having the safety of that is.
(12:00):
It's not replaceable and anagency that's been around for as
long as you guys have.
You wouldn't be in thisbusiness this long if you
weren't great at what you do, sowe thank you for all of that.
Is there anything else you'dlike to tell us about Touching
Hearts at Home, anything that wedidn't cover that you want
everybody to know about?
Speaker 1 (12:20):
Yeah, I'd like to brag a little bit.
Okay, it's along the lines ofreliability and what we just
talked about.
We track very closely how manyshifts we miss in the course of
a month and we do this on amonthly basis and we've got
about a 97 or 98% shift coveragerate.
And the reason I bring that upis because there's such a
(12:40):
perception in the home careworld that it's unreliable and
when somebody calls off, goodluck, you're not going to find a
replacement.
We're really good at fillingthose situations where a
caregiver is sick or their carbreaks down or something happens
, and we track it very closelyand that's something I pay a lot
(13:04):
of attention to and as part ofour culture, to keep that number
of mischiefs in the course of amonth very low.
Speaker 2 (13:12):
That is awesome and, you know, there is no greater
peace of mind than knowing thatif your regular caregiver can't
be there, then someone else willbe, whether they live a mile
away or they live 500 miles away.
That adult child is always glad, or that family member, whoever
that is, is always glad to knowthat someone's going to see mom
(13:34):
today or dad.
Speaker 1 (13:36):
Absolutely.
Speaker 2 (13:37):
So having those numbers and knowing that and
also that takes a real thatmeans that you have a really
great scheduling and staffingteam in the office.
They are the heroes that wedon't often see, but they're the
ones with the relationshipswith those caregivers and they
can pull them in when needed.
(13:58):
So kudos to them as well.
Speaker 1 (14:01):
Absolutely Such unfun heroes in our business.
Speaker 2 (14:05):
Absolutely.
Thank you for telling us allabout Touching Hearts at Home.
We're so glad that you coverall of upstate New York and are
providing the care for familieswho oftentimes would try to go
without or didn't even know thiswas possible.
So thank you very much.
Speaker 1 (14:22):
You're welcome, valerie, and thank you for this
time, but also the training thatyou provide to our sales staff,
which has been reallyinstrumental in moving the ball
forward for us.
We're growing very well and Iappreciate all that you do.
Speaker 2 (14:35):
Oh, thank you very much.
Popular Podcasts
NFL Daily with Gregg Rosenthal
Gregg Rosenthal and a rotating crew of elite NFL Media co-hosts, including Patrick Claybon, Colleen Wolfe, Steve Wyche, Nick Shook and Jourdan Rodrigue of The Athletic get you caught up daily on all the NFL news and analysis you need to be smarter and funnier than your friends.
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com