Coach Dan Quinn Got Fired, So He Changed His Life.

Then he got put in charge of a losing team, and he turned them into winners. Dan Quinn is Head Coach of the Washington Commanders. He was fired from the Atlanta Falcons back in 2020, then signed up for a "360 review" where he solicited feedback from former players, peers, and bosses. He then brought all those learnings to his new job at the Commanders, where last year (his first year with the team), he created a very interesting culture. They had a surprisingly great, headline-making season last year, and their opening game of this season is today, September 7. In this episode we talk about: How to solicit and handle tough feedback How to give clear feedback without being a jerk Secrets for getting the best out of people Strategies for recovering from defeat and other varieties of setbacks Related Episodes: How To Stop Worrying About What People Think Of You | Michael Gervais https://www.danharris.com/p/how-to-stop-worrying-about-what-people-79f?r=4o5o&utm_campaign=post&utm_medium=web&showWelcomeOnShare=false Dr. Michael Gervais, Sports Psychologist https://www.danharris.com/p/dr-michael-gervais-sports-psychologist-250?r=4o5o&utm_campaign=post&utm_medium=web&showWelcomeOnShare=false The "Performance Whisperer" George Mumford Has Deep Strategies for Flow and Success https://www.danharris.com/p/the-performance-whisperer-george-afb?r=4o5o&utm_campaign=post&utm_medium=web&showWelcomeOnShare=false Join Dan's online community here http://www.danharris.com/ Follow Dan on social: Instagram https://bit.ly/3tGigG5, TikTok https://bit.ly/3FOA84J Subscribe to our YouTube Channel https://bit.ly/3FybRzD On Sunday, September 21st from 1-5pm ET, join Dan and Leslie Booker at the New York Insight Meditation Center in NYC as they lead a workshop titled, "Heavily Meditated – The Dharma of Depression + Anxiety." This event is both in-person and online. Sign up here https://www.nyimc.org/event/heavily-meditated/! Get ready for another Meditation Party at Omega Institute! This in-person workshop brings together Dan with his friends and meditation teachers, Sebene Selassie, Jeff Warren, and for the first time, Ofosu Jones-Quartey. The event runs October 24th-26th. Sign up and learn more here http://eomega.org/workshops/meditation-party-2025! To advertise on the show, contact [email protected] or visit https://advertising.libsyn.com/10HappierwithDanHarris

Speaker names marked ? are inferred from speaking time and the show’s known hosts — they are not voice-verified.

• 0:04Dan Harris?

  This is the 10% Happier Podcast. I'm Dan Harris.

• 0:19Dan Harris?

  Hey, gang. Today, we are talking to a dude who got fired from his extremely high-profile job and then received a ton of critical feedback about his performance on said job, and then turned it all around and staged what has been a remarkable comeback. Dan Quinn is head coach of the Washington Commanders. I hasten to add that if you're not into sports, don't worry about it. This is not really a conversation about football. It's about a guy who, as I mentioned, got fired from the Atlanta Falcons back in 2020 and then signed up for a voluntary 360 review. That's where you solicit feedback from your bosses and peers and direct reports. In this case, he solicited feedback from former

• 1:00Dan Harris?

  players and peers and his bosses. And then he brought all of the stuff he learned from the 360 review to his new job at the Washington Commanders, where last year, in his first year, he created a really interesting culture and they had a surprisingly great season. And so we're posting this interview on what is the opening game for the Washington Commanders. A personal note, you might be wondering, why do I, a guy who has historically not given a shit about sports, why do I care about the Commanders, who play in a city where I don't even live? The reason is that my brother-in-law, my wife's much younger half-brother, Jack Qualiorello, is a pro scout for the Commanders, which has turned

• 1:42Dan Harris?

  my family into rabid fans. Shout out to Jack, by the way, for helping me set up this interview. And speaking of this interview, in it, we talk not only about how to solicit and handle tough feedback. By which I mean not getting defensive, actually hearing the feedback and then making real change. But we also talk about how to give clear feedback without being an asshole, secrets for getting the best out of people, and strategies for recovering from defeat and other flavors of set pack. A couple of notes before we dive in here. First, you're gonna hear Dan mention somebody named Arthur Blank. Just for context, Arthur Blank is the founder of Home Depot and the owner of the Atlanta Falcons. He's the guy who fired Dan back in 2020. Also to say, this episode is part of our ambitious, month-long series

• 2:27Dan Harris?

  called The Reset, where we talk about how to get your shit together in various aspects of your life, from your nervous system to your career, to how you talk to yourself, and more. I also quickly want to add some cool stuff we're doing over at DanHarris.com. The bespoke companion meditations that we've been offering with every Monday and Wednesday episode are now here to stay. Every month, we've got a new teacher ushering us through these meditations. This month, it's Vinnie Ferraro, who everybody loves. So become a paid subscriber today, and you'll get a fresh meditation in your feed tomorrow morning. Also, we're now doing weekly live meditations and Q and As. The next one is a solo session with Vinnie on Tuesday, September 9th at 4:00 PM. We'll be doing these on Tuesdays

• 3:09Dan Harris?

  at 4:00 PM Eastern henceforth. So sign up and join the party. Okay, one truly final thing to say. I've got a pair of in-person events coming up if you want to meditate with me IRL. The first is on Sunday, September 21st. It's in the afternoon. It's at the New York Insight Meditation Center in New York City. You can do it online or in person. I'll be with a meditation teacher named Leslie Booker, who's also a friend. It's about the Dharma of depression and anxiety, which doesn't sound that fun, but it's very useful. And I'll be in October, at the end of October, I will be with my friends, 7A Selassie, Jeff Warren, and Ofosu Jones-Cortez at the Omega Institute in upstate New York for a weekend-long retreat, October 24th through 26th. I will put links in the show

• 3:53Dan Harris?

  notes for both of those events. Okay, we'll get started with Dan Quinn right after this.

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• 5:00Dan Harris?

  Coach Dan Quinn, welcome to the show.

• 5:02Speaker 03

  Yeah, thanks, man. It's good to be on with you, Dan, and looking forward to spending some time today and got some cool topics to hit on.

• 5:08Dan Harris?

  Yeah, I'm really grateful to you. I know how busy you are. I just want to communicate from the jump here that you're a big name in my house. We are diehard Commanders fans. We will be traveling to Madrid to see you guys play this year. We are hardcore fans and just so admire what you pulled off last season.

• 5:25Speaker 03

  That's cool, man. It's fun to talk about going to Spain. There are a lot of people that I've spoken to, including some of my own family members, like, "Yeah, I'm going." I think we'll have a pretty strong crew there at the game. It's certainly feeling that way.

• 5:36Dan Harris?

  Yep, we'll be making some noise from the stands for you, no question about it. Let me dive right in because I'm not only a fan of your work in athletics, I'm really so impressed by the personal work you've done and that is, of course, the major focus of my career and this show. If you're comfortable with that, I'd like to ask you about the fact that you got a 360 review. I'd be curious to hear, like, why did you decide to do that and what did you learn?

• 6:05Speaker 03

  As a coach, kind of coming up, there's not evaluations that you get coming up. So you just kind of keep coaching and keep going, but you're not getting evaluated and getting feedback on a regular. Oftentimes a mentor or another person that you're close with would give feedback. So I was fortunate in Atlanta to be around Arthur Blank. That was the first time I'd ever heard what a 360 was. He can explain how he used that as part of Home Depot and direct reports would give information. And so it was in my brain that I knew a little bit about it. When I had got let go in Atlanta, I'd like to create my own 360. That was customed really to me. I, the cross-reference of people would be players that I worked with that it's going great, players that maybe I released, coaches I was currently working with, maybe

• 6:50Speaker 03

  some that I hadn't, some front office people and everything in between. So if we could find mainly like a cross-reference of people, I wanted to find out some feedback and what were some things, any blind spots that I could find. And so I was fortunate that Laura Oakman, who at the time was working with Fox, I said, these are the names of all the people. Gave her maybe 50 of them. I said, I'm not interested in any feedback of who it was. I just want to know what their feedback was. And then once we get done, then maybe we can find some things that on another lap as a head coach, think about doing this differently. So that's where

• 7:31Speaker 03

  it began. I think the hard part of getting let go as a coach during the season, like it's lonely, it's time away. I've been on a team my entire life at free sports all the way through, probably over 70 teams in my life. So it was the first time I wasn't part of a team. But it also, maybe the silver lining was like, it created space to say, what if I'd done this and I not gotten fired? And I think that's the thing I want to share to people and say, it's worth it, man. Do it when it's going good, doing when it's not, but having that feedback helps. I can remember watching it with Laura, because she also put in all the good things and did the Zoom together. And I just went right past any of them. She said, whoa, what are you doing? Those are like the good things. I was like, I don't always

• 8:16Speaker 03

  read that. And she's like, no, no, I want you to read everything. So I went down to the bottom. I said, all right, let's begin. But I really appreciated it. And so that winter, I got hired by the Cowboys. It's one thing to have the 360 and have the information and then you want to, what's the lesson and how am I going to apply it? And so there were definitely things that I got to Dallas, okay, how can I apply some things differently here? So I got the information, now I want to be able to use it. So custom 360, it was interesting because I wanted to find out what blind spots I had and how I could do some things differently. And so that's how it began.

• 9:00Dan Harris?

  I have enormous, not only respect, but also empathy for the situation because I've had two 360s myself. And the first one was a daisy cutter bomb to my psyche and I learned a lot of shit that I did not want to learn. And so I'm curious, what did you learn? And did you feel defensive? Were you surprised? Like, how did that go for you?

• 9:25Speaker 03

  Yeah, Arthur Blanky had told me a funny story because he had did one and I think he said to the person, no, this isn't me. Like, I think you sent me the wrong one. But you sounded like you had the same experience. I'd had a good working relationship. So the ones that I wanted to see were really, I wanted to find some of the issues that I could solve. And so one of them would have been taking on too much. I like to solve problems like a lot of us do. I can help you with that and I can help with that and I can help with that. And all of a sudden, like, I'm finding myself, spreading myself too thin. And hey, man, the main thing is like all the players, all the coaches, like, what do we need to do to help them be at their best? And so it was this good lesson.

• 10:06Speaker 03

  That was one of the biggest takeaways for me is you think you're helping by helping this person, this person, but you're not. Like, you're actually taking less time away from the main thing. And go to Dallas, if I ever felt myself do that, no, no, no, hey, man, remember. Assign this, if you want feedback, let me know, review it with you then. So it forced me to put it into practice. It's one thing to get the report, but then the next step is like, all right, how do you make it come to life and find these improvements? I still find myself making sure I stay connected to that. I kept a copy of it in my desk to make sure I didn't lose sight of those things. Like I said, I had no interest in trying

• 10:49Speaker 03

  to figure out, well, I know who said that. That didn't have anything to do with it. I did appreciate some people calling and friends, hey, somebody's calling me about this. Is that cool? Is that real? Yeah, it's real because I did want the information. Definitely.

• 11:02Dan Harris?

  One of the other pieces of feedback I think you got was to be more present?

• 11:08Speaker 03

  Yep.

• 11:09Dan Harris?

  What was that a reference to that you were too scattered?

• 11:12Speaker 03

  I think so. I think it came back to like taking on too much. And I know I am at my best when I can really dig into the person and the thing that we're working on together. When it's spread too thin, it just allows you to be less present. And so I created some time, okay, for the next 30 minutes of this schedule, you know, I'm not adding more onto a plate or pouring more into the cup that's already full. So I had to create time and spots in my schedule to be more present with people. And so once I started staying consistent with that, the relationships that I built with players and coaches, like that's what I love about coaching the most. So why would I over schedule myself with

• 11:57Speaker 03

  everything else and take away from that? That would be my superpower, giving feedback and coaching and teaching. So doing less of that makes no sense. So I wanted to make sure, find the space and the time to do just that.

• 12:11Dan Harris?

  This idea of giving and receiving feedback, it seems like you have really knit this into the culture at the commanders. And just for the uninitiated here, Coach Quinn went from Atlanta, and then he referenced spending some time in Dallas and then was brought on. Last season as the head coach at the commanders with the new ownership and the new general manager, Adam Peters, and it was supposed to be like just a turnaround year, but actually ended up becoming like an incredible year where they made it quite far into the playoffs. And you and Adam have spent a lot of time, my understanding is, and you'll correct me if I'm wrong on any of this, really trying to remake the culture on a team that was mired in some

• 12:52Dan Harris?

  problematic stuff. And one of the initiatives you've launched is Tell the Truth Mondays. Could you describe that?

• 13:01Speaker 03

  Yeah. And even before we get into that, you had referenced Adam and starting somewhere together. There's a collaboration that goes with that. And I think best of the best can do that where you can lean in on parts of the relationships that are like benefit both of you. And you can do some things together that you wouldn't have been able to do if it was just yourself. And so I really like collaborating with him and talking about ideas. Sometimes it works. Sometimes it doesn't. Sometimes you just bent to talk about something, even if there's not the right answer. So I think what I've learned through the NFL and coaches too, about feedback, you have to give it. It doesn't mean you have to

• 13:43Speaker 03

  treat somebody like an asshole or say it in a tough way. That's demeaning, but you do have to give it. And you also have to be able to receive it. And if you're somebody that's always kind of right fighting, no, no, what I meant was, or what it was this, I mean, just listen to it. Here's the message. Here's what I'm trying to say. And that's what I've learned through the years that you do have to give the feedback. And we created a standard here about what a commander is and accountability. And if you don't have a standard and don't give that feedback, then like you really don't have a standard. So we do call it Tell the Truth Monday. It's the day after a game. And did we do what we said we were going to do as a coach and a team? This was the plan. This is what we

• 14:28Speaker 03

  said. We have to show film because if you don't do that, or if you just, you don't show a negative of a star player and you only show one that's somebody that's barely playing, that's not authentic too. And the same standards apply to everybody. The roles may be different, but the standards applies. I think if you really want a strong crew, then you shouldn't make different standards for different people.

• 14:53Dan Harris?

  How do you, you described this a little bit, but I'd be interested to hear you unpack it a little bit further. How do you deliver feedback, especially when it's going to be critical without being an asshole?

• 15:04Speaker 03

  First thing you want to make sure is that you're coming into this feedback and say, hey, this is what I'm seeing. This is the evidence of that to go because you do have to give it. And then I think at the end, a lot of times I'll ask the person, hey, let's repeat back what we said. Let's talk about this. So it's not just what I said, you heard it differently. I would much prefer that you get, okay, so let me read this back to you. You'd like to see more of X, Y, and Z. Yeah, that's right. Or you may have said to me, hey, Dan, I'd like to see more of X, Y, and Z. No, no, no. Just X, not Y and Z. You're doing good. Just X. So I think getting the response after giving the feedback

• 15:46Speaker 03

  is important because now it makes sure you guys are like aligned on the same page. This is what I said. You've heard it. You repeated it back to me. So that's one way that we give the feedback to one another. And then honestly, if it's something that keeps repeating, then I think you address that as well. And say, hey, we hit this on Monday. Here we are the next Monday and the same thing happens. Can we talk through this again? Or what steps do we need? What do you need help with to identify that this doesn't happen?

• 16:16Dan Harris?

  Just to build on what you just said, and this is me going off of the research I did going into this interview with you. I would imagine a crucial aspect of being able to deliver tough feedback and have it be heard and acted on is to have a foundation of a good relationship with the player and with the coach. And I've read that you've said, if you have a superficial relationship, then it's going to be superficial coaching. So maybe say a little bit about that.

• 16:44Speaker 03

  Yeah, I think for a lot of people, all of us, myself included, sometimes how you think you have to give the feedback in your head, it's like going to be so much more difficult than it is. Yeah. Oh, I don't want to say this. I don't want to bring this up. What's the old saying? Like bad news doesn't get better with time. So like in your own head, you're like, I don't know if I should say this or not. Should I show that bad play of that player? I don't want them to be upset. No, like this is the standard and this is what we said. They shouldn't be upset. We're not coming at them from a point of view or attacking them. But we are pointing out the truth. I think that's an important piece to it, but if you have a relationship with the person before the ballplayer or before the employee, that makes all the difference.

• 17:26Speaker 03

  And so finding out what somebody's why is, who they are, or why they're playing, why they're competing, why they're doing what they are, it helps you connect better. And I also ask for feedback on myself. And sometimes as leaders, we get less of it. We often give feedback to the people that report to us, or in my instance, the coaches, the players, but I also want in return. And so how do you frame that to say, give me an example of something that could have been done better today? What's something that went well? What's something that could have been done better? Whether it be at a meeting, at practice. And that way, they're not saying, I'm correcting the coach. It's just like in general, like what's one thing in this meeting that could have gotten better?

• 18:10Speaker 03

  Make people feel comfortable about giving feedback. And if the small groups that you work with start collaborating more, then the feedback just becomes part of how you're talking and it's not, hey man, worry about yourself, or I'll take care of that, then you're not very close. So I've been on teams that way too, hey man, worry about what you do, and then they're like, man, you got no shot. So finding ways to collaborate, give each other feedback is good. You also have to give when it's good too. Hey man, that was excellent demonstration of X, Y, or Z. So to me, standards, you have to point out when they're really good, you know, when they're not as good either, but you have to do both.

• 18:53Speaker 03

  Many times you can just, I don't like that, then you go on to the next thing, I don't like that, and tell the person without ever being the person that says, this is exceptional work, and this is why it's exceptional. So I try to find the balance of both. Some people need more than less, but you have to know that too.

• 19:13Dan Harris?

  A few moments ago, you referenced in the context of getting to know your players and your staff, knowing what somebody's why is. I'd be curious, and this is a two-part question. If you forget one of the parts, I'll remind you. What is your why? And why is having a why important?

• 19:32Speaker 03

  Yeah. Having a why is important because you'll know who the heroes of somebody's story is. Why is this so important of what you're doing, where we're at? So like, knowing their background, what they stand for, what they've overcome, that helps because now you know what they are fighting for. My why, I love coaching and competing, playing against the best teams in the world. And so those times in the game, like where it's at the highest points, that's when I feel most alive, knowing that I love doing that part, the competition, the games, all of it. Knowing full well, you could get your heart broke

• 20:15Speaker 03

  if it doesn't go your way. But the joy of coaching and being in that environment, like it's the best. So that's the why. I can almost live with any result as long as preparation, the practice, the mindset, all the things that went into the game, we did and we nailed it. Then I love that one because you lost it. I can come back from that, but it was a joy of being in that spot. That's the why. And I love doing those kinds of things like with the group and being in tight games with people because the fight, that's the funnest part of it. So that's the why. And that's why I love it in the NFL. Like, we get to play for and coach for and against the best teams in the world in football. Competition's

• 20:58Speaker 03

  high, people are really skilled, but it's fun as hell.

• 21:02Dan Harris?

  And it's fun to watch. You specifically and your team, it has been, I almost had a heart attack about 75 times last season watching you guys.

• 21:10Speaker 03

  Yeah.

• 21:11Dan Harris?

  I'm curious, if the why for you is those heightened moments, can you also enjoy the preparation and all of the work that goes into making those? Increasing the odds that those heightened moments go your way.

• 21:26Speaker 03

  Yes, and so it does give you more discipline for those times leading up to that. Because you so want to nail it for everybody. So high standards, a lot of skill work, mindset to go. And so if you can just keep pushing. Can we go from here to here in our preparation? Can we go from here to here in our execution? I always know going in, man, I really feel prepared. There's always going to be things like in any competition that doesn't go right. And early on in my career, I'd always wanted this has to happen and then this. And I've since learned like that's not how competing always works. Sometimes things happen quickly and you're able to adjust. And now I'm almost like waiting for

• 22:10Speaker 03

  adversity, something to happen different. And it's never like, oh, the shoe dropped. It's like, okay, there it is. That's the one. Now we're ready to go and adjust and have to game plan this differently or whatever that might be. So I kind of look for it now as opposed to wanting it always to go one way. When the moments happen, all right, this is the way it's supposed to be. So this is how we're going to go do it.

• 22:33Dan Harris?

  Okay, I just want to hone in on that because that's really interesting. Recently I had a guest and I can't remember who it was on the show who was talking about a myth that life will be an escalator, a smooth, unbroken upward trajectory. And instead, the advice was to expect adversity.

• 22:52Speaker 03

  Yeah.

• 22:52Dan Harris?

  And is that what you're saying here? You've learned to expect and even relish adversity?

• 22:58Speaker 03

  I don't know if I relish it, but I definitely expect it. And I think, hey, let's look at it like, no one goes through life without any obstacles. Let's give everybody the best tools to like when they come that we're able to respond and go handle it in the right way. And so knowing that whether it's in life or a ball game that, man, it's coming. There's something that's going to be adversity and it allows you to kind of show some of that resiliency. And that's why we referenced earlier, why is it important to know people? I want to know what caused some of that resilience. And some of that is their why, an upbringing, an event, a moment, doubted. Fired, whatever that looked like, most of the best competitive moments in my life have

• 23:43Speaker 03

  had to come from when you had to go prove it. And so I love prove it moments because most of us, you gotta stand, put your feet in the ground at some point and say, all right, I'm here to prove it. And I kind of love those moments, to be honest with you.

• 23:59Dan Harris?

  As you referenced, sometimes prove it moments don't go well.

• 24:03Speaker 03

  Yeah.

• 24:04Dan Harris?

  You've had many that have gone well and many that haven't. How do you coach your players and staff and how do you coach yourself when something has gone badly wrong, you could have won, but you didn't, and you've got to pick yourself back up and do the next play or play the next game?

• 24:20Speaker 03

  I think the first one you want to frame is, what's this here to teach us? What's the lessons we want to take from this? Otherwise, the pain of that loss or the moment really isn't going to go for anything. It's almost like you want to make that count, not to relive it all the time and go back through it, but to say, when we're in this scenario again, how are we going to handle it differently? So I think if you're with a group or with a team, you talk about it and not just internalize it and work it out on your own. That's the fun part about being on teams, like peer to peer, talk about it. What could we have done differently? What would you have thought of? What if we had solved it this way or solved it this way? Okay, let's put that process in and if, when we do get to that spot, we're going to try this.

• 25:03Speaker 03

  I've always been amazed when somebody has those moments, you hear people say, what would you do differently? And you're like, I wouldn't have done a thing differently. And it's like, when you had a loss, like, I'd done a lot of things differently. You're like, why would we put ourselves in that spot? That's how I look at it, to say, all right, this happened, acknowledge it. Sometimes in pro ball, it is the life of the competitor. You'd love to win every game, that's not how it goes. So that's why I felt like, I can almost live with the results if preparation was right, did the right steps, and we got beat anyway, they kicked a field goal at the end, but the game was right. It sucks, but like, man, being in the fight for those three hours, there was still joy for me because that's what makes me happy.

• 25:46Speaker 03

  When we turn the ball over or don't do the right things, miss a bunch of tackles. Why did that happen? What didn't we hit in practice? Those are the games that are hardest because what did we miss? Where was the blind spot for us? And so that's the ones that you want to look at again and make sure you're finding your own space to say, okay, what's the lesson for us and how do we bounce back? A lot of times in a loss, you might say, we're not a bad football team. We just played badly. And so this is how we have to go do the things right. Again, I keep coming back to like standards, Dan. Like this is internally how you want to do things. And we try to operate from a standard versus like an expectations.

• 26:31Speaker 03

  Outside, talking heads, other people, like that's what they expect of the commanders. What we have are like our own standards. That's way different than what comes from the outside. I like having standards together because everybody knows this is what we want to do. This is how we expect to behave and perform together. And then there's not a lot of we should have done this or should have done that. No, this is what we said we were going to do and how we were going to get down.

• 26:56Dan Harris?

  Tell me if I'm close to understanding what you're saying. You may laugh at me since this is like probably a serious football cliche. But in Friday Night Lights, the TV show, the coach always says to the team, something like clear eyes, full hearts, can't lose. But essentially what I take from what the coach said, which I never understood until I heard you say this is, if you're confident that you're at your standards and you've prepared, there is no losing in the largest sense.

• 27:29Speaker 03

  Yeah, there's an element of that, but we do keep score. But I would say.

• 27:38Speaker 03

  You don't go into the game thinking about losing because of the work that you put in. You trust that training, now go let it rip. And that's how I think of our guys to say, put all the work in during the week and we go after it hard to get ourselves ready to play. Then, then we should be able to have confidence performing knowing, hey man, we are ready for this. And that's why those end of the game moments are big for us because we do them every single day at practice. So, it might seem like some things that come up once in a while, but around here, it's every day. So, you could ask anybody on the sideline what we would call in that scenario and they all would have said the same thing.

• 28:23Speaker 03

  Because they've seen it done hundreds of times over the last six months. So, I think preparation helps confidence, but that's really where the full heart, clear eyes comes from. You did the work to be ready. If you don't, and you get to that starting line and you're not quite sure, more often than not, you get your ass kicked.

• 28:41Dan Harris?

  Yep. Coach, such a pleasure to talk to you today, to watch you and your team operate. It's been a real joy and yeah, big part of my family life now. So, I really am grateful to you. I know how busy you are, so thank you for taking some time to, to get down with us.

• 28:56Speaker 03

  Well, it's important and I'm glad we can share this message together and we'll see you in our first game in Spain.

• 29:02Dan Harris?

  Awesome. All right, Coach, thank you.

• 29:05Speaker 03

  All right. See you guys. Thanks Dan.

• 29:08Dan Harris?

  Pleasure. Thanks again to Dan Quinn. Go Commanders. He's an awesome guy, amazing team. Before I let you go, don't forget to become a paid subscriber over at DanHarris.com. It unlocks a ton of exclusive content, including guided meditations that come with all of our Monday, Wednesday episodes and weekly live guided meditation sessions. The next one is coming up at four o'clock Eastern on Tuesday, September 9th with Vinnie Ferraro. And if you want to meditate with me in person, I've got a workshop at the New York Insight Meditation Center on September 21st. And then another one the whole weekend, October 24th through 26th at the Omega Institute. Links in the show notes. And finally, as always, Big thank you to everybody who worked so hard on this show. Our producers are Tara Anderson, Caroline Keenan, and Eleanor Vasili.

• 29:53Dan Harris?

  Our recording and engineering is handled by the great folks over at Pod People. Lawrence Smith is our production manager. Marissa Schneiderman is our senior producer. DJ Cashmere is our executive producer. And Nick Thorburn of the band Islands wrote our theme.

• 30:17Speaker 04

  We work with veterans every day. Caring about people isn't the same as knowing how to help. Safeguard Veterans gave our team free online on-demand training to better understand military culture, recognize when someone may be struggling, and connect veterans to support and resources. It's practical, flexible, and our staff actually used what they learned.

• 30:37Speaker 05

  Get started at SafeguardVeterans.net. Click on "Community Organizations." Safeguard Veterans is a 2026 pilot research program funded by the Department of Veterans Affairs.

• 30:49Speaker 06

  This December, the magic of Charles Dickens' "A Christmas Carol" returns to Virginia Repertory Theater in downtown Richmond. Experience the transformation of Ebenezer Scrooge as he's visited by the ghosts of Christmas past, present, and future, and rediscovers the joy and true meaning of the holiday season. Performances run November 18 through December 27. Tickets on sale now at VirginiaRep.org or by calling 804-282-2620.