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The 150th Episode Special: Kimberly's Courageous Decision to Donate a Kidney [E150] - Chris Cotton Weekly Blitz


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In the 150th episode of "The Weekly Blitz," host Chris Cotton features his wife, Kimberly, in a special discussion about her experience as a kidney donor for her brother. Kimberly details the rigorous testing and approval process she underwent, including blood tests, urine collection, and consultations. She shares the emotional and physical challenges faced, her proactive search for support groups, and the lifestyle adjustments required post-donation. The episode highlights her concerns for her brother's health post-surgery and her remaining kidney's adaptation. Kimberly encourages others to consider living donation, emphasizing the positive aspects of her journey. Chris closes the episode with words of love and support for Kimberly.

 

  • The opening (00:00:01) Setting up the podcast recording and introduction to the special episode.
  • The decision to donate (00:02:10) Discussion about the decision to donate a kidney and the family history of kidney issues.
  • The testing and approval process (00:08:07) Detailed account of the extensive testing and approval process for kidney donation.
  • Challenges and health considerations (00:12:41) Discussion about health issues, including low iron and high cholesterol, and the impact on the donation process.
  • Approval and scheduling the surgery (00:18:05) The process of approval by the board and the decision to schedule the surgery.
  • Support and emotional impact (00:22:33) The importance of the support team and the emotional impact of the approval and moving forward with the donation.
  • The approval (00:23:34) Kimberly's realization of the severity of her brother's condition upon receiving official approval as a kidney donor.
  • Support groups (00:24:22) Kimberly's discovery of a living donor support group on Facebook and her impressions of the community.
  • Pre-surgery preparations (00:27:08) Kimberly's upcoming appointments, pre-admission testing, and concerns about the surgery.
  • Recovery and post-donation care (00:30:12) Discussion about the impact on kidney function, lifestyle changes, and post-donation medical monitoring.
  • Final thoughts (00:32:57) Kimberly's encouragement for potential living donors and her positive experience with the donation process.

 

 

 

Connect with Chris:

[email protected]

Phone: 940.400.1008

www.autoshopcoaching.com

Facebook: https://www.facebook.com/

AutoFixAutoShopCoachingYoutube: https://bit.ly/3ClX0ae

 

#kidney #kidneydonor #onebeanclub #donor #livingdonor

Click to go to the Podcast on Remarkable Results Radio

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
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