June 16, 2025 • 30 mins
This week’s show featured Father-Son Golf Tournament organizers Ross and Dave Brenneman promoting this weekend of faith and fellowship among fathers and sons to strengthen relationships. Then, therapist and employee wellness expert Dana Ritterbush of A Better Way Therapy discussed boosting retention and productivity by prioritizing mental health.
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Episode Transcript
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Speaker 1 (00:04):
This is Community Matters, a weekly public affairs program to
inform and entertain you with some of the great people, organizations,
and events in and around Omaha. Now here's the host
of the program from news radio eleven ten kfab. It's
Scott for Heats and.
Speaker 2 (00:21):
Thank you so much for being a part of our program.
This week. I have back on the program with the
father Son Golf Tournament, not just talking about the golf itself,
though I know we're going to talk probably too much
for some listeners to taste about the golf itself, But
what we really need to get into is what this organization,
the father Son Foundation, is all about and why this
(00:44):
golf tournament is here. We have Ross Brenneman back here
on Community Matters and Ross, it's good to see you.
Speaker 3 (00:49):
Good to see you again. Scott.
Speaker 2 (00:50):
All right, so let's first talk about the what of
the event, the what where, and how people can be
a part of it. Tell me about this year's father
Son Golf Tournament.
Speaker 3 (01:00):
Father Son this year is being held up in Seuss Center,
Iowa at the Ridge Golf Course, which is a wonderful track.
But I've yet to play. This is year eleven for us, Scott,
so we're excited. It's been ten years of accumulating momentum
and we're fired up to be up in northwest Iowa.
Speaker 2 (01:22):
Yeah, And the website is thefathersn dot org, thefathersn dot
org where you can get all the details and you
can register for the event. And we'll talk in just
a moment about how the tournament works over that weekend,
which is coming up September twentieth and twenty first here
this year up in Seue Center, Iowa at the Sue
Center the Ridge Golf Club. But let's really focus on
(01:46):
why this event started and how it's been going strong
for eleven years. Ross.
Speaker 3 (01:51):
Yeah, So this kind of got started simply because I
love my dad and I do a lot of charitable
golf as a part of my work, and would get
to invite my dad to all these things and never
get to golf with him, And so we kind of
hatch this idea, like what if we were just dedicated
and intentional and purposeful with our time together and be
(02:13):
a little selfish together and go get out of town,
put the phones away, and just enjoy each other's presence.
That's how this thing got born.
Speaker 2 (02:20):
So many fathers and sons play golf together, and you realize,
especially as father turns into grandfather, you turn from son
into your own father. And now you got your own
kids' activities, and every single weekend it's more baseball or
basketball or volleyball or soccer games or whatever. You have
to be selfish about scheduling that time together and not
(02:43):
just like run out. See you at the first team
play golf, Well, yeah, see, I wish we could. You
got time for a beer? Now I don't have time
for a beer. I gotta go, and you run off
and you don't get a chance to do anything more
than say nice shot, Dad, over and over again throughout
the day. And that's why you wanted to have this
rich teu. There's also another component to it, and that's
(03:03):
that's also getting closer not just to each other, but
to the Father. Right, that's right.
Speaker 3 (03:08):
Yes, So we are an organization that thinks Jesus is
rad and his relationship with God the Father is the
ultimate father son combo. And so we have started monthly stuff.
We call it the Tribe, where we're trying to be
intentional not only with our father son relationship here on earth,
but to really challenge men to say, well if all
(03:31):
of this is true, then what is my response to
that and can we move forward generationally towards seeing the
kingdom come?
Speaker 2 (03:40):
That is Ross Brenneman with the father son. We also
have a special guest here for this conversation today. As
Ross has been talking about his dad, We've got dad
here as well, Dave Brennaman. Dave, thank you very much
for being a part of our show today.
Speaker 4 (03:55):
Yeah, thank you, Scott.
Speaker 2 (03:56):
Do you want to correct anything Ross just said there
about anything? I know?
Speaker 4 (04:00):
No?
Speaker 2 (04:00):
Good father want to jump in and go well, he
needs to stand up a little and sit up a
little straighter.
Speaker 4 (04:06):
Spot on. He's spot on, Scott.
Speaker 2 (04:07):
What does it mean to you to be a part
of this event?
Speaker 4 (04:10):
Well, for me, it is that specific time together that
we get a share together building each other's lives. You know,
we have three kind of foundational elements to it, compete,
connect and challenge. So we do a lot of connecting
because we're family, but this is a time to actually
(04:32):
set aside time to actually challenge each other in our walk.
Speaker 2 (04:36):
Tell me about bringing him up with the game and
was it something where you loved the game and you
tried to get him to love the game. He probably
resisted you for several years. Is that the general pattern here?
Speaker 4 (04:50):
No, not at all. Actually it happened post college for him,
So basically we didn't have the time golf, whether a
nine or an eighteen, with all of his sports, and
so it happened after that. And his vision, which I
agree with, is to build that into his boys. So
(05:11):
his boys are now into golf.
Speaker 2 (05:13):
And so you make you a golfer or did you?
Speaker 4 (05:17):
I paused it? I paused it. I was a golfer.
I started in high school. I call it before kids basically,
and then once kids happened, it got paused, and now
I'm back into it. Love it.
Speaker 2 (05:30):
There are so many wives like mine listening right now,
going you hear that, honey, he stopped playing so much
golf when he had kids. He's a good man. Yeah. Yeah,
that's a common refrain in my house and probably a
few others. What is it about the game of golf
that you like about it so much?
Speaker 4 (05:47):
For me? I grew up on a farm, so I
just love being outside, so enjoying fresh air, being able
to do what you know, enjoy what God has created,
and then enjoy the company.
Speaker 2 (05:58):
Yeah, and what about going out there and being a
part of this retreat, spending that time with your son.
Speaker 4 (06:04):
Well, this will be a special one for me because
this is my hometown. So I grew up in that area.
So I'm really excited to be part of this. And
you know, for me, it's really about getting that time
and seeing other father son combos that grow together and
every year just building on that.
Speaker 2 (06:25):
Well, what can you tell us then about the course
because Ross hasn't played it. I've never played. I've heard
about some great golf courses up in that area, but
I haven't made the trek up there with my clubs.
Speaker 4 (06:36):
Yeah. So this golf course is in Siue Center, Iowa,
and they made the decision and I'm saying it's less
than fifteen years ago to build a link style course
and they're actually adding on on the executive course this
year another nine holes. So it's south of town, it's
surrounded by homes. It's a beautiful, beautiful track. So I
(06:59):
believe Ross me out. I believe it's like a regional site.
Speaker 2 (07:02):
For Well, here, we'll get a microphone back in his
face so you can say it. Yeah.
Speaker 4 (07:08):
Yeah.
Speaker 3 (07:08):
So the Junior PGA, which is a national organization, they
host they try to get kids in the golf that is.
The Midwest Regional host is hosted at the sousin Er
Golf Course there, so I believe it's about seventy five
hundred yards from the tips. It does get windy.
Speaker 4 (07:27):
It will be windy.
Speaker 2 (07:28):
Yeah, bring a stocking cap.
Speaker 3 (07:30):
I know it sounds crazy in September, but it's just
that ten degrees up there on that three hour trip
that makes it a little But that's part of the
fun of the challenge we've had last year in our foursome.
Just some of the most unbelievably rare pieces of golf
that I've ever seen, our father son duo counterparts. I
(07:51):
watch the guy chip a ball backward for the first
time in my life. It went straight over his head.
Speaker 2 (07:58):
Wow. And it wasn't on purpose, No, he Michelson playing
with his dad trying.
Speaker 3 (08:02):
No, it was not, but yeah, physics defying things happened,
and it was just they took it so well and
it was so fun to just laugh and say, you
know what, that's just golf.
Speaker 2 (08:13):
Well that's Ross Brennaman. We talked with Dave as well.
Here I want to talk Ross with you about. As
Dave mentioned, there's the component of coming together as father son,
being closer to nature, being closer to God. But he
also mentioned there's also a competition involved there if you
choose to write, because there are some father sons going.
I want to play, but I don't need to be
(08:34):
up there grinding against these guys. They sound pretty serious.
There are a couple of different tracks you can take
and being a part of this event, right, that is correct,
Scott yep.
Speaker 3 (08:43):
So, we for the first time last year added a
recreational format, which is just a two person scramble and
our target audience. I guess the youngest person that we
allow to play this tournament is thirteen years old, just
because we don't want their first golf experience to be
that grinding. So we'd recommend if you're playing, you know,
(09:06):
five times a year and mostly in scrambles, that you
should probably stay within the scramble for our tournament and
just enjoy the time. But for those avid golfers who
really want to get after it, we play kind of
a hybrid ryder Cup style. We divide the thirty six
holes in two days into nine whole increments where you're
(09:27):
playing a different format each hole starting. I would call
it a little bit easier and building toward a little
bit harder. So the last day, the last nine is
a is an alternate shot, and we have been in
the lead coming into that nine twenty four strokes and
have almost lost it. We got to within you know,
(09:48):
six strokes. I think we won that one by and
it's just it's hilarious. Yes, yes, So for those who
are into that this, it's not handicapped, so it's pretty straightforward.
Prize winners. If you win your flights get a custom
wedge from a company custom club fitter out of Chicago
(10:12):
called sub seventy. We've partnered with them to do that
piece and the results have been really cool getting to
see everybody's wedge in that.
Speaker 2 (10:21):
And so the website is thefathersn dot org for all
details about this event coming up September twentieth, twenty first
that weekend in Sue Center, Iowa at the Ridge Golf Club.
What about some of the yeah butts, like what about
if I want to play with my son in law
my father in law.
Speaker 3 (10:37):
It's great. We have added scope to the definition of
father son by quite a bit. So our general conforming
team is two men that are related by birth. Our
marriage not in the same generation, so that could be
an uncle and a nephew. That could be a grandpa
and a grandson. That could be a father in law
(10:58):
and son in law. Any of those combinations work. If
that still doesn't work for you, we're happy to work
with you on that and still have you play because
we don't want to miss out. We're trying to figure
out ways where we can think about like a spiritual
father figure in life or a mentor. And so if
people have questions, they can go to the Fathersun dot
(11:21):
org and hit us on the contact page if they
have questions about that. For your listener, Scott just want
to mention that between now and we'll call it August fifteenth,
if they sign up to play now between now and
then using the promo code iHeart, we will send them
(11:42):
a little pre am a little father Son's swag ahead
of time, so very nice.
Speaker 2 (11:47):
So use promo code iHeart I h E A R
T iHeart when signing up and you get a little
father Sons swag. That's a very cool. Thank thank you
for doing that for our listeners on this iHeartRadio stay
here in Omaha. What about do you need to have
like a handicap or anything like that, or is it
just show up and golf will figure out how it's
(12:10):
all going to work. Would who you play with the
first day might be different from who you play with
the second day? All that fun stuff, right, correct? Yep.
Speaker 3 (12:18):
The only probably requirement is to have your own clubs,
unless you just enjoy renting clubs from a golf course.
But other than that, it is pretty likely that you
will change. So groups golf as a foursome, so that's
two father son pairs and based on flighting day two
we always flight closest score right, so it's likely that
(12:41):
you won't play with the people that you came with,
which is awesome.
Speaker 2 (12:44):
And finally, here you play eighteen holes one day, eighteen
holes the other day. What do you do in between?
Speaker 3 (12:50):
Yes, so day one we go off around noon and
that usually ends about five hopefully if we're doing what
we should be doing, that evening is probably some of
the most fun time. I would say, we have a
steak dinner together and then usually we have a guest speaker,
and we will have guest speakers this year. Our theme
(13:12):
for the year is dangerously unselfish? How can we as
men think in those terms, especially from a faith perspective,
if we are in relationship with Jesus, then there's really
there's no harm that can be done to us, and
so how do we live that out? So we've got
a really cool story of a couple of guys who
are doing that here in Omaha, and we're excited to
(13:34):
interview them, and then the rest of the night is open.
Generally what that turns into is pitch and.
Speaker 2 (13:41):
What's the other one corn hole or something like that.
Speaker 3 (13:44):
Yeah, a lot of cards, a lot of hanging out,
and then we typically go off around nine o'clock on
Sunday or the day two so that everybody can make
it home and still still be good at home.
Speaker 2 (13:57):
Awesome, And that's that's a wonder full weekend. Again. It's
coming up this September twentieth, twenty first at Sue Center's
Sue Center, Iowa's The Ridge Golf Club is the annual
Father Son which is not just golf, it's also togetherness
in faith with golf. And my kids know, if I'm
trying to impart a life lesson at some point that
(14:19):
comes back to golf. If I'm trying to talk golf,
it comes back to a life lesson. It's you know,
for golfers, no, and kids of golfers know, and so
it's it's great to be able to bring all of
this together in this fun weekend up in Sue Center, Iowa.
Thefathersn dot org is the website. That's Ross Brenneman of
the father Son Online at thefathersn dot Org, a young
(14:42):
man who is clearly raised right by his dad Dave,
who has also been with us in the program. Guys,
thank you so much for what you're doing for families
and golfers in our community. Then thanks for telling us
about it on Community Matters.
Speaker 3 (14:53):
Thanks so much, Scott.
Speaker 2 (14:54):
Thank you, Scott, you're listening to Community Matters. And next
up on the program or happy to welcome. I'm a
local therapist and employee wellness expert. She oversees a Better
Way Therapy and Capstone Behavioral Health of Nebraska located in
Omaha as well as Fremont. Dana Ritterbush is here and
Dana thanks a lot for coming on Community Matters.
Speaker 5 (15:16):
Yes, thanks for having me.
Speaker 2 (15:17):
The topic I see here is boosting retention and productivity,
why employers should prioritize employee mental health? And I hear
everyone inching a little bit closer to the radio, because
this is a major major issue for employers and employees alike.
You're going to solve all of our problems during the
(15:39):
next few minutes. Is that? Is that true?
Speaker 5 (15:40):
We're going to try.
Speaker 2 (15:41):
Okay, let's first talk about the employer. Okay, what can
an employer do to help make it more productive and
happy workforce?
Speaker 4 (15:50):
Sure? Yeah.
Speaker 6 (15:50):
I think one of the most important things for employee
mental health and just wellness at work is culture. Culture
has such a trickle down effect on the bottom line
of a business. So I think promoting the use of
paid time off if you're feeling ill, being able to
take a sick day, providing resources that are offered through
(16:13):
their medical insurance or other benefits, to be able to
seek the help that they need when they need it.
So I think just that open, supportive environment where employees
know that they can seek the help if they need
it and ask for it.
Speaker 2 (16:27):
Where do the parameters need to be though, Because on
one hand, it's like, hey, you know, if you need
to take a day, no problem. But the reality for
a lot of employers is we don't have a real
big staff and if you suddenly last minute, say, can't
come in or don't show up or something like that.
I'm glad that you're taking care of yourself, certainly, but
you kind of put us in a bind here, and
(16:49):
we got to be a little less loosey goosey about
this because there's got to be some parameters.
Speaker 6 (16:54):
Right sure, Yeah, definitely, And I think that can be
where it does get to be a little difficult, but
I think still offering that support and recommending that they
do get connected with a therapist who can assess more.
And I think the sooner they get in for that
help and have the time for that, the less the
long term effect of more absenteeism and productivity issues at work.
(17:19):
I think it's on each individual employer to find where
that parameter is based on their business needs, but there's
ways to do that while still being very supportive and
opening to their needs.
Speaker 2 (17:30):
How much of this is a generational issue because it's stereotypical,
But there's a reason why some stereotypes exist. You got
the older employees who are like I was attacked by
a shark on the way to work. Don't worry, I'm
just going to be delayed by about five minutes. Sorry
about that. I'm so sorry. I was attacked by a shark,
lost my arm. Don't worry. I'll be into work. No
big deal. And then the stereotype, and it's it's not
(17:53):
exactly real true, but you've got the stereotype that younger
employees are like, hey, I saw I'm a few minutes
like to work. What's the big deal? So I took
a day. What's the big deal? So I said I'd
take the job and I didn't show up. What's the
big deal? I mean, how much of this is generational?
Speaker 6 (18:10):
Yeah, that's a great question, and I do think some
of that plays into it. I think one of the
big factors is that we've come such a long ways
in reducing that stigma when it comes to seeking mental
health care, and so that could be where some of
the younger generation is more open to it, values it,
seeks it out.
Speaker 5 (18:29):
On the other hand, you know, there is that.
Speaker 6 (18:32):
Stereotype, like you said, so what I didn't show up
for work, that's still not There's got to be a
level of professionalism, and so I think again that comes
down to each different employer to manage that and make
sure that the expectations of employment are well known and reinforced.
Speaker 2 (18:50):
Talking here, with Dana ritter Bush, a local therapist an
employee wellness expert. She oversees a Better Way Therapy and
Capstone Behavioral Health, Nebraska located here in Omaha. As executive
director of your own business, you've got employees under you,
and you're the one saying, hey, employers need to do
a great job of setting expectations and making a great work.
(19:12):
That puts a lot of pressure on you, doesn't it.
Speaker 5 (19:15):
It does.
Speaker 6 (19:15):
Yeah, I really find in my role of leadership that
I find that I really stick to servant leadership where
it really is all about what can I do to
help you, support you, make your lives easier. Again, you
still have a business to manage, but the people part
of it is such a huge part of it. And
again it trickles all the way down to bottom line.
(19:37):
When your people are taken care of, they're going to
do their jobs.
Speaker 2 (19:40):
Well, I'm guessing that you developed some of your thoughts
on this by coming up that ladder to reaching that
rung where you are now. How much did your thoughts
on well, when I get to that point, I'm going
to do things differently. How much did your thoughts change
when you were actually in that chair?
Speaker 5 (19:58):
I think they changed quite a bit.
Speaker 6 (20:00):
I do think my background as a mental health therapist
myself has helped a lot with that. But yeah, I
think the different exposure that I've had in the different
roles kind of coming up to the leadership role I'm
in now really let me view things differently. See things
that I saw that NAT, I don't want to do
it that way, And things that I saw were while
they really have a great culture and I want the
(20:22):
culture that I'm embracing to.
Speaker 5 (20:24):
Look like that as well.
Speaker 2 (20:25):
Having a bad boss really, I mean you could have
someone get their dream job, they love the team they're
working with, but if they're constantly berated or belittled or
not seen by their boss for the work, the effort
they're putting in, they're not going to last very long there.
I mean that's just due to one person. Yeah, can
(20:45):
you talk to that one bad boss and maybe they
don't think they're a bad boss. Maybe the thing, No,
I'm a motivator. Talk to that person and is there
a checklist that they can do as they look in
the mirror and go, yeah, I could probably do this
a little different, maybe more of this, less of that.
Speaker 5 (21:01):
Yeah, I think there's definitely a checklist.
Speaker 6 (21:03):
I think number one thing is just being open, being
open to feedback, being open to suggestions. I think that's
where a lot of innovation comes into plays when we're
open to recommendations or thoughts from our employees. If we're
so set in our ways or we don't like you know,
when someone maybe has a different opinion than us, it
(21:26):
doesn't open up. For psychological safety is in the workplace,
which is where someone does feel open and safe to
be able to share their thoughts, their concerns and trust
that it's going to be heard and you're going to
see change. So for me, I think it's being open
hearing somebody out. Clarity is always huge for me.
Speaker 5 (21:44):
Follow up.
Speaker 6 (21:45):
If I don't have an answer right away, I'm going
to make sure I follow up and say, hey, I'm
still working on this. So I think it's just really
being present and again advocating for the employee and hearing
them out and trying to problem solve with them and
again instead of kind of being stuck in our ways
of nope, this is how.
Speaker 2 (22:04):
It has to be, all right, So this is a
two way street. We've talked about the employer area of
responsibility and put that brunt of responsibility on the employer.
On the boss, there's also an expectation of responsibility for
the employee, and that is, hey, you can't yell at
me like I yelled at you because you were on
your phone and you screwed up and you almost got
(22:26):
everyone on the team electrocuted. So yeah, I raised my
voice a little bit. There's a level of expectation and
responsibility on the employee to provide that which everyone needs
for a more productive and healthy workspace as well.
Speaker 6 (22:39):
Right, Yeah, I think it's a two way street, and
I think on that side of things, employees are going
to benefit from being open to this feedback, seeing it
as constructive feedback rather than disciplinarian action. I think when
you accept a job and you take on that task
of helping out an employer, comes the necessary work that
(23:03):
you put into be productive, to be present, and to
work as a team. So yeah, if you have someone
that's on their phone or yelling back or whatever, that's
not that collaboration in teamwork, and that results in an
unhealthy culture and environment as well.
Speaker 2 (23:18):
What about teammates with other teammates. I know of a
situation right now where I've got a very dear friend
of mine who says it's hard to go to work
because we've got this team member who acts like she's
the one in charge, but when it comes time to
do the work, she disappears for long stretches of time.
She takes really long breaks when the rest of us
(23:41):
are getting slammed here. And I don't know if I'm
in a place where I can really have a talk
with this person. I don't even know how to approach it.
How should something like this be approached.
Speaker 6 (23:51):
Yeah, that's a difficult situation as well, and I think
we find that in a lot of places. I think
one of the biggest things is making sure that the
employee is taking care of themselves in that situation, recognizing
what they can and can't change. If it's causing a
lot of work related stress, what can they do to
take care of themselves. On the other hand, if they
(24:13):
feel like they can have a productive, effective conversation with
this employee, it can't hurt to sit down and say, look,
this is what I'm experiencing, this is how I feel.
How can we work together to make this better. At times,
it may need to be escalated to a manager, but yeah,
I think first and foremost, it's recognizing when our own
stress level is starting to impact us, even if we
(24:35):
think it's the cause of somebody else, and taking care
of our own wellbeing.
Speaker 2 (24:40):
So you probably wouldn't go my route on this, which
would be to be super passive aggressive, you know, go
to the boss in front of this employee and go
I just want to thank this employee. Her leadership is
so great that we can do all this stuff without
her even around, when she's gone for forty five minutes
on a five minute break, we still know what to do.
And I think that's because of her leadership. That's the
(25:01):
real passive aggressive way, and I'm so good at that.
Is that not helpful?
Speaker 6 (25:05):
Probably not, even though you might be thinking that in
your mind that's okay, But no, probably not.
Speaker 2 (25:09):
The most I know it's not okay. I just really
enjoy doing it.
Speaker 5 (25:14):
No, No, I don't think it's the most helpful approach.
Speaker 2 (25:16):
But I'll book my own private therapy session with you.
As we say, have a few minutes left here with
Dana Ritterbusch, local therapist and employee wellness experts. So if
people want to reach out to you to talk more
about this stuff, is this something where they do it individually.
We work at the entire team. How do you do
what you do so.
Speaker 5 (25:37):
A Better Way Therapy?
Speaker 6 (25:38):
We have several therapists on staff there that have lots
of areas of expertise. I would say, yeah, they can
reach out individually. Like you had shared, we have two
offices Omaha Fremont. Our website is just a Betterwaytherapy dot
com and it has our phone number on there. On
that same note, if employers are having an issue in struggling,
(25:59):
they can always reach out, you know, to get some
assistance and talk through work related concerns they might that
they may need.
Speaker 2 (26:05):
Help with too, And how do they reach out to
you A.
Speaker 6 (26:07):
Better Way Therapy dot com or again, our phone number
is on our website and someone takes the call and
makes a good match with one of our providers.
Speaker 2 (26:15):
What is someone like you who is an expert in
this kind of thing? Who do you talk to and
you need some help?
Speaker 5 (26:20):
That's a good question.
Speaker 2 (26:21):
You know, you're you're also in charge of your own thing,
and I'm sure there's sometimes you got to step away
from what you're doing and take a fresh perspective. So
who do the therapist talk to? And they need some
level of therapy.
Speaker 6 (26:31):
Yeah, I think, you know, working in the environment that
I'm in right now with a better way therapy, there's peers,
there's other leadership that I can talk with. There's even
that open, you know environment where I think all staff
can talk to talk amongst each other, not about work stress,
because you don't want that to become a toxic factor.
(26:51):
But I think, you know, in the environment I'm in,
I have colleagues I can talk to. I can also
reach out to a therapist in the community and get
some help if I'm feeling stressed or challenged with something.
Speaker 2 (27:02):
Was there a moment when you were at work coming
up through your career when you said, this is what
I want to do and it's because of this situation
that just happened, or was it more cumulative.
Speaker 5 (27:12):
I think it was more cumulative.
Speaker 6 (27:13):
I don't think there was one specific situation, although I
can relate to having a boss that I still remember
that I really struggled with, and so that kind of
set forth part of the path of where I'm at
now with being a leader and what can I do
to really support people and make them feel safe and
happy and comfortable in the work.
Speaker 5 (27:32):
Environment good.
Speaker 2 (27:33):
It's good to have resources like this for people to
turn to when they have some issues because everyone goes
to work. I think ninety nine percent of everyone who
goes to work in a team environment. They want to
feel good about the work that they do the team
they're working with, and they want to drive home in
a good mood and then get mad when they get
(27:54):
cut off in traffic. But when they think about the
work they did, they want to feel like they did something.
I want to feel like they did something with a
great team. And I don't know if it's the pandemic
or us getting more segregated in our interest in lives
and pulled in so many directions, but it does feel
like that team approach to a workplace doesn't exist like
(28:14):
it used to. Yeah, you know, people used to like,
all right, it's five o'clock, let's go out and get
a drink or go bowling or hang out or something.
You just don't see stuff like that as much anymore.
Speaker 6 (28:25):
Yeah, you're right, And I think that's the big thing
to think about, is there's so much going on. It's
going on everywhere. Just shows even more that if you
know you or someone you care about is struggling or
experiencing some stress, reach out for some support and get
the help that is.
Speaker 2 (28:42):
Dana Ritterbusch, local therapist and employee wellness expert who oversees
a Better Way Therapy online at.
Speaker 5 (28:50):
At a Better Waytherapy dot com.
Speaker 2 (28:52):
Dana, thank you so much for what you're doing for
people in the workplace in our community and thanks a
lot for telling us about it on Community Matters. Yeah,
thank you for having me, and thank you so much
for being a part of our program this week Community Matters.
On this iHeartMedia, Omaha radio station. I'm Scott Vorhees from
(29:13):
news Radio eleven ten KFAB. If you're looking for this
or other editions of our program, you'll find it under
the podcast link at kfab dot com. Just go to
our homepage kfab dot com and in the dropdown menu
under podcasts, select weekend shows and you'll find this and
(29:34):
other editions of Community Matters by clicking on weekend shows
on the dropdown menu under podcasts at kfab dot com.
Speaker 1 (29:42):
This has been Community Matters, a weekly public affairs special
on Cat one O three Omaha's Greatest Hits ninety nine
point nine kgo R News Radio eleven ten KFAB Country's
Greatest Hits, ninety three three The Wolf and ninety six
to one Kiss FM. Thank you so much for listening,
and enjoy the rest of your day.
This is Community Matters, a weekly public affairs program to
inform and entertain you with some of the great people, organizations,
and events in and around Omaha. Now here's the host
of the program from news radio eleven ten kfab. It's
Scott for Heats and.
Speaker 2 (00:21):
Thank you so much for being a part of our program.
This week. I have back on the program with the
father Son Golf Tournament, not just talking about the golf itself,
though I know we're going to talk probably too much
for some listeners to taste about the golf itself, But
what we really need to get into is what this organization,
the father Son Foundation, is all about and why this
(00:44):
golf tournament is here. We have Ross Brenneman back here
on Community Matters and Ross, it's good to see you.
Speaker 3 (00:49):
Good to see you again. Scott.
Speaker 2 (00:50):
All right, so let's first talk about the what of
the event, the what where, and how people can be
a part of it. Tell me about this year's father
Son Golf Tournament.
Speaker 3 (01:00):
Father Son this year is being held up in Seuss Center,
Iowa at the Ridge Golf Course, which is a wonderful track.
But I've yet to play. This is year eleven for us, Scott,
so we're excited. It's been ten years of accumulating momentum
and we're fired up to be up in northwest Iowa.
Speaker 2 (01:22):
Yeah, And the website is thefathersn dot org, thefathersn dot
org where you can get all the details and you
can register for the event. And we'll talk in just
a moment about how the tournament works over that weekend,
which is coming up September twentieth and twenty first here
this year up in Seue Center, Iowa at the Sue
Center the Ridge Golf Club. But let's really focus on
(01:46):
why this event started and how it's been going strong
for eleven years. Ross.
Speaker 3 (01:51):
Yeah, So this kind of got started simply because I
love my dad and I do a lot of charitable
golf as a part of my work, and would get
to invite my dad to all these things and never
get to golf with him, And so we kind of
hatch this idea, like what if we were just dedicated
and intentional and purposeful with our time together and be
(02:13):
a little selfish together and go get out of town,
put the phones away, and just enjoy each other's presence.
That's how this thing got born.
Speaker 2 (02:20):
So many fathers and sons play golf together, and you realize,
especially as father turns into grandfather, you turn from son
into your own father. And now you got your own
kids' activities, and every single weekend it's more baseball or
basketball or volleyball or soccer games or whatever. You have
to be selfish about scheduling that time together and not
(02:43):
just like run out. See you at the first team
play golf, Well, yeah, see, I wish we could. You
got time for a beer? Now I don't have time
for a beer. I gotta go, and you run off
and you don't get a chance to do anything more
than say nice shot, Dad, over and over again throughout
the day. And that's why you wanted to have this
rich teu. There's also another component to it, and that's
(03:03):
that's also getting closer not just to each other, but
to the Father. Right, that's right.
Speaker 3 (03:08):
Yes, So we are an organization that thinks Jesus is
rad and his relationship with God the Father is the
ultimate father son combo. And so we have started monthly stuff.
We call it the Tribe, where we're trying to be
intentional not only with our father son relationship here on earth,
but to really challenge men to say, well if all
(03:31):
of this is true, then what is my response to
that and can we move forward generationally towards seeing the
kingdom come?
Speaker 2 (03:40):
That is Ross Brenneman with the father son. We also
have a special guest here for this conversation today. As
Ross has been talking about his dad, We've got dad
here as well, Dave Brennaman. Dave, thank you very much
for being a part of our show today.
Speaker 4 (03:55):
Yeah, thank you, Scott.
Speaker 2 (03:56):
Do you want to correct anything Ross just said there
about anything? I know?
Speaker 4 (04:00):
No?
Speaker 2 (04:00):
Good father want to jump in and go well, he
needs to stand up a little and sit up a
little straighter.
Speaker 4 (04:06):
Spot on. He's spot on, Scott.
Speaker 2 (04:07):
What does it mean to you to be a part
of this event?
Speaker 4 (04:10):
Well, for me, it is that specific time together that
we get a share together building each other's lives. You know,
we have three kind of foundational elements to it, compete,
connect and challenge. So we do a lot of connecting
because we're family, but this is a time to actually
(04:32):
set aside time to actually challenge each other in our walk.
Speaker 2 (04:36):
Tell me about bringing him up with the game and
was it something where you loved the game and you
tried to get him to love the game. He probably
resisted you for several years. Is that the general pattern here?
Speaker 4 (04:50):
No, not at all. Actually it happened post college for him,
So basically we didn't have the time golf, whether a
nine or an eighteen, with all of his sports, and
so it happened after that. And his vision, which I
agree with, is to build that into his boys. So
(05:11):
his boys are now into golf.
Speaker 2 (05:13):
And so you make you a golfer or did you?
Speaker 4 (05:17):
I paused it? I paused it. I was a golfer.
I started in high school. I call it before kids basically,
and then once kids happened, it got paused, and now
I'm back into it. Love it.
Speaker 2 (05:30):
There are so many wives like mine listening right now,
going you hear that, honey, he stopped playing so much
golf when he had kids. He's a good man. Yeah. Yeah,
that's a common refrain in my house and probably a
few others. What is it about the game of golf
that you like about it so much?
Speaker 4 (05:47):
For me? I grew up on a farm, so I
just love being outside, so enjoying fresh air, being able
to do what you know, enjoy what God has created,
and then enjoy the company.
Speaker 2 (05:58):
Yeah, and what about going out there and being a
part of this retreat, spending that time with your son.
Speaker 4 (06:04):
Well, this will be a special one for me because
this is my hometown. So I grew up in that area.
So I'm really excited to be part of this. And
you know, for me, it's really about getting that time
and seeing other father son combos that grow together and
every year just building on that.
Speaker 2 (06:25):
Well, what can you tell us then about the course
because Ross hasn't played it. I've never played. I've heard
about some great golf courses up in that area, but
I haven't made the trek up there with my clubs.
Speaker 4 (06:36):
Yeah. So this golf course is in Siue Center, Iowa,
and they made the decision and I'm saying it's less
than fifteen years ago to build a link style course
and they're actually adding on on the executive course this
year another nine holes. So it's south of town, it's
surrounded by homes. It's a beautiful, beautiful track. So I
(06:59):
believe Ross me out. I believe it's like a regional site.
Speaker 2 (07:02):
For Well, here, we'll get a microphone back in his
face so you can say it. Yeah.
Speaker 4 (07:08):
Yeah.
Speaker 3 (07:08):
So the Junior PGA, which is a national organization, they
host they try to get kids in the golf that is.
The Midwest Regional host is hosted at the sousin Er
Golf Course there, so I believe it's about seventy five
hundred yards from the tips. It does get windy.
Speaker 4 (07:27):
It will be windy.
Speaker 2 (07:28):
Yeah, bring a stocking cap.
Speaker 3 (07:30):
I know it sounds crazy in September, but it's just
that ten degrees up there on that three hour trip
that makes it a little But that's part of the
fun of the challenge we've had last year in our foursome.
Just some of the most unbelievably rare pieces of golf
that I've ever seen, our father son duo counterparts. I
(07:51):
watch the guy chip a ball backward for the first
time in my life. It went straight over his head.
Speaker 2 (07:58):
Wow. And it wasn't on purpose, No, he Michelson playing
with his dad trying.
Speaker 3 (08:02):
No, it was not, but yeah, physics defying things happened,
and it was just they took it so well and
it was so fun to just laugh and say, you
know what, that's just golf.
Speaker 2 (08:13):
Well that's Ross Brennaman. We talked with Dave as well.
Here I want to talk Ross with you about. As
Dave mentioned, there's the component of coming together as father son,
being closer to nature, being closer to God. But he
also mentioned there's also a competition involved there if you
choose to write, because there are some father sons going.
I want to play, but I don't need to be
(08:34):
up there grinding against these guys. They sound pretty serious.
There are a couple of different tracks you can take
and being a part of this event, right, that is correct,
Scott yep.
Speaker 3 (08:43):
So, we for the first time last year added a
recreational format, which is just a two person scramble and
our target audience. I guess the youngest person that we
allow to play this tournament is thirteen years old, just
because we don't want their first golf experience to be
that grinding. So we'd recommend if you're playing, you know,
(09:06):
five times a year and mostly in scrambles, that you
should probably stay within the scramble for our tournament and
just enjoy the time. But for those avid golfers who
really want to get after it, we play kind of
a hybrid ryder Cup style. We divide the thirty six
holes in two days into nine whole increments where you're
(09:27):
playing a different format each hole starting. I would call
it a little bit easier and building toward a little
bit harder. So the last day, the last nine is
a is an alternate shot, and we have been in
the lead coming into that nine twenty four strokes and
have almost lost it. We got to within you know,
(09:48):
six strokes. I think we won that one by and
it's just it's hilarious. Yes, yes, So for those who
are into that this, it's not handicapped, so it's pretty straightforward.
Prize winners. If you win your flights get a custom
wedge from a company custom club fitter out of Chicago
(10:12):
called sub seventy. We've partnered with them to do that
piece and the results have been really cool getting to
see everybody's wedge in that.
Speaker 2 (10:21):
And so the website is thefathersn dot org for all
details about this event coming up September twentieth, twenty first
that weekend in Sue Center, Iowa at the Ridge Golf Club.
What about some of the yeah butts, like what about
if I want to play with my son in law
my father in law.
Speaker 3 (10:37):
It's great. We have added scope to the definition of
father son by quite a bit. So our general conforming
team is two men that are related by birth. Our
marriage not in the same generation, so that could be
an uncle and a nephew. That could be a grandpa
and a grandson. That could be a father in law
(10:58):
and son in law. Any of those combinations work. If
that still doesn't work for you, we're happy to work
with you on that and still have you play because
we don't want to miss out. We're trying to figure
out ways where we can think about like a spiritual
father figure in life or a mentor. And so if
people have questions, they can go to the Fathersun dot
(11:21):
org and hit us on the contact page if they
have questions about that. For your listener, Scott just want
to mention that between now and we'll call it August fifteenth,
if they sign up to play now between now and
then using the promo code iHeart, we will send them
(11:42):
a little pre am a little father Son's swag ahead
of time, so very nice.
Speaker 2 (11:47):
So use promo code iHeart I h E A R
T iHeart when signing up and you get a little
father Sons swag. That's a very cool. Thank thank you
for doing that for our listeners on this iHeartRadio stay
here in Omaha. What about do you need to have
like a handicap or anything like that, or is it
just show up and golf will figure out how it's
(12:10):
all going to work. Would who you play with the
first day might be different from who you play with
the second day? All that fun stuff, right, correct? Yep.
Speaker 3 (12:18):
The only probably requirement is to have your own clubs,
unless you just enjoy renting clubs from a golf course.
But other than that, it is pretty likely that you
will change. So groups golf as a foursome, so that's
two father son pairs and based on flighting day two
we always flight closest score right, so it's likely that
(12:41):
you won't play with the people that you came with,
which is awesome.
Speaker 2 (12:44):
And finally, here you play eighteen holes one day, eighteen
holes the other day. What do you do in between?
Speaker 3 (12:50):
Yes, so day one we go off around noon and
that usually ends about five hopefully if we're doing what
we should be doing, that evening is probably some of
the most fun time. I would say, we have a
steak dinner together and then usually we have a guest speaker,
and we will have guest speakers this year. Our theme
(13:12):
for the year is dangerously unselfish? How can we as
men think in those terms, especially from a faith perspective,
if we are in relationship with Jesus, then there's really
there's no harm that can be done to us, and
so how do we live that out? So we've got
a really cool story of a couple of guys who
are doing that here in Omaha, and we're excited to
(13:34):
interview them, and then the rest of the night is open.
Generally what that turns into is pitch and.
Speaker 2 (13:41):
What's the other one corn hole or something like that.
Speaker 3 (13:44):
Yeah, a lot of cards, a lot of hanging out,
and then we typically go off around nine o'clock on
Sunday or the day two so that everybody can make
it home and still still be good at home.
Speaker 2 (13:57):
Awesome, And that's that's a wonder full weekend. Again. It's
coming up this September twentieth, twenty first at Sue Center's
Sue Center, Iowa's The Ridge Golf Club is the annual
Father Son which is not just golf, it's also togetherness
in faith with golf. And my kids know, if I'm
trying to impart a life lesson at some point that
(14:19):
comes back to golf. If I'm trying to talk golf,
it comes back to a life lesson. It's you know,
for golfers, no, and kids of golfers know, and so
it's it's great to be able to bring all of
this together in this fun weekend up in Sue Center, Iowa.
Thefathersn dot org is the website. That's Ross Brenneman of
the father Son Online at thefathersn dot Org, a young
(14:42):
man who is clearly raised right by his dad Dave,
who has also been with us in the program. Guys,
thank you so much for what you're doing for families
and golfers in our community. Then thanks for telling us
about it on Community Matters.
Speaker 3 (14:53):
Thanks so much, Scott.
Speaker 2 (14:54):
Thank you, Scott, you're listening to Community Matters. And next
up on the program or happy to welcome. I'm a
local therapist and employee wellness expert. She oversees a Better
Way Therapy and Capstone Behavioral Health of Nebraska located in
Omaha as well as Fremont. Dana Ritterbush is here and
Dana thanks a lot for coming on Community Matters.
Speaker 5 (15:16):
Yes, thanks for having me.
Speaker 2 (15:17):
The topic I see here is boosting retention and productivity,
why employers should prioritize employee mental health? And I hear
everyone inching a little bit closer to the radio, because
this is a major major issue for employers and employees alike.
You're going to solve all of our problems during the
(15:39):
next few minutes. Is that? Is that true?
Speaker 5 (15:40):
We're going to try.
Speaker 2 (15:41):
Okay, let's first talk about the employer. Okay, what can
an employer do to help make it more productive and
happy workforce?
Speaker 4 (15:50):
Sure? Yeah.
Speaker 6 (15:50):
I think one of the most important things for employee
mental health and just wellness at work is culture. Culture
has such a trickle down effect on the bottom line
of a business. So I think promoting the use of
paid time off if you're feeling ill, being able to
take a sick day, providing resources that are offered through
(16:13):
their medical insurance or other benefits, to be able to
seek the help that they need when they need it.
So I think just that open, supportive environment where employees
know that they can seek the help if they need
it and ask for it.
Speaker 2 (16:27):
Where do the parameters need to be though, Because on
one hand, it's like, hey, you know, if you need
to take a day, no problem. But the reality for
a lot of employers is we don't have a real
big staff and if you suddenly last minute, say, can't
come in or don't show up or something like that.
I'm glad that you're taking care of yourself, certainly, but
you kind of put us in a bind here, and
(16:49):
we got to be a little less loosey goosey about
this because there's got to be some parameters.
Speaker 6 (16:54):
Right sure, Yeah, definitely, And I think that can be
where it does get to be a little difficult, but
I think still offering that support and recommending that they
do get connected with a therapist who can assess more.
And I think the sooner they get in for that
help and have the time for that, the less the
long term effect of more absenteeism and productivity issues at work.
(17:19):
I think it's on each individual employer to find where
that parameter is based on their business needs, but there's
ways to do that while still being very supportive and
opening to their needs.
Speaker 2 (17:30):
How much of this is a generational issue because it's stereotypical,
But there's a reason why some stereotypes exist. You got
the older employees who are like I was attacked by
a shark on the way to work. Don't worry, I'm
just going to be delayed by about five minutes. Sorry
about that. I'm so sorry. I was attacked by a shark,
lost my arm. Don't worry. I'll be into work. No
big deal. And then the stereotype, and it's it's not
(17:53):
exactly real true, but you've got the stereotype that younger
employees are like, hey, I saw I'm a few minutes
like to work. What's the big deal? So I took
a day. What's the big deal? So I said I'd
take the job and I didn't show up. What's the
big deal? I mean, how much of this is generational?
Speaker 6 (18:10):
Yeah, that's a great question, and I do think some
of that plays into it. I think one of the
big factors is that we've come such a long ways
in reducing that stigma when it comes to seeking mental
health care, and so that could be where some of
the younger generation is more open to it, values it,
seeks it out.
Speaker 5 (18:29):
On the other hand, you know, there is that.
Speaker 6 (18:32):
Stereotype, like you said, so what I didn't show up
for work, that's still not There's got to be a
level of professionalism, and so I think again that comes
down to each different employer to manage that and make
sure that the expectations of employment are well known and reinforced.
Speaker 2 (18:50):
Talking here, with Dana ritter Bush, a local therapist an
employee wellness expert. She oversees a Better Way Therapy and
Capstone Behavioral Health, Nebraska located here in Omaha. As executive
director of your own business, you've got employees under you,
and you're the one saying, hey, employers need to do
a great job of setting expectations and making a great work.
(19:12):
That puts a lot of pressure on you, doesn't it.
Speaker 5 (19:15):
It does.
Speaker 6 (19:15):
Yeah, I really find in my role of leadership that
I find that I really stick to servant leadership where
it really is all about what can I do to
help you, support you, make your lives easier. Again, you
still have a business to manage, but the people part
of it is such a huge part of it. And
again it trickles all the way down to bottom line.
(19:37):
When your people are taken care of, they're going to
do their jobs.
Speaker 2 (19:40):
Well, I'm guessing that you developed some of your thoughts
on this by coming up that ladder to reaching that
rung where you are now. How much did your thoughts
on well, when I get to that point, I'm going
to do things differently. How much did your thoughts change
when you were actually in that chair?
Speaker 5 (19:58):
I think they changed quite a bit.
Speaker 6 (20:00):
I do think my background as a mental health therapist
myself has helped a lot with that. But yeah, I
think the different exposure that I've had in the different
roles kind of coming up to the leadership role I'm
in now really let me view things differently. See things
that I saw that NAT, I don't want to do
it that way, And things that I saw were while
they really have a great culture and I want the
(20:22):
culture that I'm embracing to.
Speaker 5 (20:24):
Look like that as well.
Speaker 2 (20:25):
Having a bad boss really, I mean you could have
someone get their dream job, they love the team they're
working with, but if they're constantly berated or belittled or
not seen by their boss for the work, the effort
they're putting in, they're not going to last very long there.
I mean that's just due to one person. Yeah, can
(20:45):
you talk to that one bad boss and maybe they
don't think they're a bad boss. Maybe the thing, No,
I'm a motivator. Talk to that person and is there
a checklist that they can do as they look in
the mirror and go, yeah, I could probably do this
a little different, maybe more of this, less of that.
Speaker 5 (21:01):
Yeah, I think there's definitely a checklist.
Speaker 6 (21:03):
I think number one thing is just being open, being
open to feedback, being open to suggestions. I think that's
where a lot of innovation comes into plays when we're
open to recommendations or thoughts from our employees. If we're
so set in our ways or we don't like you know,
when someone maybe has a different opinion than us, it
(21:26):
doesn't open up. For psychological safety is in the workplace,
which is where someone does feel open and safe to
be able to share their thoughts, their concerns and trust
that it's going to be heard and you're going to
see change. So for me, I think it's being open
hearing somebody out. Clarity is always huge for me.
Speaker 5 (21:44):
Follow up.
Speaker 6 (21:45):
If I don't have an answer right away, I'm going
to make sure I follow up and say, hey, I'm
still working on this. So I think it's just really
being present and again advocating for the employee and hearing
them out and trying to problem solve with them and
again instead of kind of being stuck in our ways
of nope, this is how.
Speaker 2 (22:04):
It has to be, all right, So this is a
two way street. We've talked about the employer area of
responsibility and put that brunt of responsibility on the employer.
On the boss, there's also an expectation of responsibility for
the employee, and that is, hey, you can't yell at
me like I yelled at you because you were on
your phone and you screwed up and you almost got
(22:26):
everyone on the team electrocuted. So yeah, I raised my
voice a little bit. There's a level of expectation and
responsibility on the employee to provide that which everyone needs
for a more productive and healthy workspace as well.
Speaker 6 (22:39):
Right, Yeah, I think it's a two way street, and
I think on that side of things, employees are going
to benefit from being open to this feedback, seeing it
as constructive feedback rather than disciplinarian action. I think when
you accept a job and you take on that task
of helping out an employer, comes the necessary work that
(23:03):
you put into be productive, to be present, and to
work as a team. So yeah, if you have someone
that's on their phone or yelling back or whatever, that's
not that collaboration in teamwork, and that results in an
unhealthy culture and environment as well.
Speaker 2 (23:18):
What about teammates with other teammates. I know of a
situation right now where I've got a very dear friend
of mine who says it's hard to go to work
because we've got this team member who acts like she's
the one in charge, but when it comes time to
do the work, she disappears for long stretches of time.
She takes really long breaks when the rest of us
(23:41):
are getting slammed here. And I don't know if I'm
in a place where I can really have a talk
with this person. I don't even know how to approach it.
How should something like this be approached.
Speaker 6 (23:51):
Yeah, that's a difficult situation as well, and I think
we find that in a lot of places. I think
one of the biggest things is making sure that the
employee is taking care of themselves in that situation, recognizing
what they can and can't change. If it's causing a
lot of work related stress, what can they do to
take care of themselves. On the other hand, if they
(24:13):
feel like they can have a productive, effective conversation with
this employee, it can't hurt to sit down and say, look,
this is what I'm experiencing, this is how I feel.
How can we work together to make this better. At times,
it may need to be escalated to a manager, but yeah,
I think first and foremost, it's recognizing when our own
stress level is starting to impact us, even if we
(24:35):
think it's the cause of somebody else, and taking care
of our own wellbeing.
Speaker 2 (24:40):
So you probably wouldn't go my route on this, which
would be to be super passive aggressive, you know, go
to the boss in front of this employee and go
I just want to thank this employee. Her leadership is
so great that we can do all this stuff without
her even around, when she's gone for forty five minutes
on a five minute break, we still know what to do.
And I think that's because of her leadership. That's the
(25:01):
real passive aggressive way, and I'm so good at that.
Is that not helpful?
Speaker 6 (25:05):
Probably not, even though you might be thinking that in
your mind that's okay, But no, probably not.
Speaker 2 (25:09):
The most I know it's not okay. I just really
enjoy doing it.
Speaker 5 (25:14):
No, No, I don't think it's the most helpful approach.
Speaker 2 (25:16):
But I'll book my own private therapy session with you.
As we say, have a few minutes left here with
Dana Ritterbusch, local therapist and employee wellness experts. So if
people want to reach out to you to talk more
about this stuff, is this something where they do it individually.
We work at the entire team. How do you do
what you do so.
Speaker 5 (25:37):
A Better Way Therapy?
Speaker 6 (25:38):
We have several therapists on staff there that have lots
of areas of expertise. I would say, yeah, they can
reach out individually. Like you had shared, we have two
offices Omaha Fremont. Our website is just a Betterwaytherapy dot
com and it has our phone number on there. On
that same note, if employers are having an issue in struggling,
(25:59):
they can always reach out, you know, to get some
assistance and talk through work related concerns they might that
they may need.
Speaker 2 (26:05):
Help with too, And how do they reach out to
you A.
Speaker 6 (26:07):
Better Way Therapy dot com or again, our phone number
is on our website and someone takes the call and
makes a good match with one of our providers.
Speaker 2 (26:15):
What is someone like you who is an expert in
this kind of thing? Who do you talk to and
you need some help?
Speaker 5 (26:20):
That's a good question.
Speaker 2 (26:21):
You know, you're you're also in charge of your own thing,
and I'm sure there's sometimes you got to step away
from what you're doing and take a fresh perspective. So
who do the therapist talk to? And they need some
level of therapy.
Speaker 6 (26:31):
Yeah, I think, you know, working in the environment that
I'm in right now with a better way therapy, there's peers,
there's other leadership that I can talk with. There's even
that open, you know environment where I think all staff
can talk to talk amongst each other, not about work stress,
because you don't want that to become a toxic factor.
(26:51):
But I think, you know, in the environment I'm in,
I have colleagues I can talk to. I can also
reach out to a therapist in the community and get
some help if I'm feeling stressed or challenged with something.
Speaker 2 (27:02):
Was there a moment when you were at work coming
up through your career when you said, this is what
I want to do and it's because of this situation
that just happened, or was it more cumulative.
Speaker 5 (27:12):
I think it was more cumulative.
Speaker 6 (27:13):
I don't think there was one specific situation, although I
can relate to having a boss that I still remember
that I really struggled with, and so that kind of
set forth part of the path of where I'm at
now with being a leader and what can I do
to really support people and make them feel safe and
happy and comfortable in the work.
Speaker 5 (27:32):
Environment good.
Speaker 2 (27:33):
It's good to have resources like this for people to
turn to when they have some issues because everyone goes
to work. I think ninety nine percent of everyone who
goes to work in a team environment. They want to
feel good about the work that they do the team
they're working with, and they want to drive home in
a good mood and then get mad when they get
(27:54):
cut off in traffic. But when they think about the
work they did, they want to feel like they did something.
I want to feel like they did something with a
great team. And I don't know if it's the pandemic
or us getting more segregated in our interest in lives
and pulled in so many directions, but it does feel
like that team approach to a workplace doesn't exist like
(28:14):
it used to. Yeah, you know, people used to like,
all right, it's five o'clock, let's go out and get
a drink or go bowling or hang out or something.
You just don't see stuff like that as much anymore.
Speaker 6 (28:25):
Yeah, you're right, And I think that's the big thing
to think about, is there's so much going on. It's
going on everywhere. Just shows even more that if you
know you or someone you care about is struggling or
experiencing some stress, reach out for some support and get
the help that is.
Speaker 2 (28:42):
Dana Ritterbusch, local therapist and employee wellness expert who oversees
a Better Way Therapy online at.
Speaker 5 (28:50):
At a Better Waytherapy dot com.
Speaker 2 (28:52):
Dana, thank you so much for what you're doing for
people in the workplace in our community and thanks a
lot for telling us about it on Community Matters. Yeah,
thank you for having me, and thank you so much
for being a part of our program this week Community Matters.
On this iHeartMedia, Omaha radio station. I'm Scott Vorhees from
(29:13):
news Radio eleven ten KFAB. If you're looking for this
or other editions of our program, you'll find it under
the podcast link at kfab dot com. Just go to
our homepage kfab dot com and in the dropdown menu
under podcasts, select weekend shows and you'll find this and
(29:34):
other editions of Community Matters by clicking on weekend shows
on the dropdown menu under podcasts at kfab dot com.
Speaker 1 (29:42):
This has been Community Matters, a weekly public affairs special
on Cat one O three Omaha's Greatest Hits ninety nine
point nine kgo R News Radio eleven ten KFAB Country's
Greatest Hits, ninety three three The Wolf and ninety six
to one Kiss FM. Thank you so much for listening,
and enjoy the rest of your day.
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