Podcasts about Hang

Randy Barnett is one of the most influential legal scholars in America. But before he was a professor, he was a prosecutor in Cook County, Illinois during the days that made Chicago corruption infamous. He discusses his new book, Felony Review, which tells the shocking tale of Chicago corruption through the eyes of a young prosecutor. Note from Brett: This is the best book we've had the opportunity to discuss on the podcast. Buy it at the link below. You'll love it.https://amzn.to/3T0mrcsCheck out our new True Crime Substack, The True Crime Times Get Prosecutors Podcast Merch Join the Gallery on Facebook Follow us on TwitterFollow us on Instagram Check out our website for case resources: Hang out with us on TikTokSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Brian O'Connor spent three years building a 40,000-person Twitter following, launched product after product into that audience, and made almost nothing. The turning point came when he stopped looking for clever ideas and started running a boring business where product market fit already exists. He wrote down everyone he knew, sent texts, and sold $20K of recruiting services off a single Google Doc in two weeks. Today he runs TalentHQ, a recruiting agency placing Latin American project managers into US businesses — built nomadically with a co-founder, now operating with a team of two plus AI. In this conversation: why reach and revenue have almost nothing to do with each other, how he turned a podcast into his primary acquisition channel, and what it actually looks like to build a service business from scratch in 2026. Guest: Brian O'Connor, Founder of Talent HQ Sponsor: wayfront.com/tmba Thanks to this week's sponsor Wayfront — the AI-ready operating system for productized agencies. One client portal. One team dashboard. All your data, AI-accessible. TMBA listeners get an extra free month on top of the trial at wayfront.com/tmba. Links: Business Resources Upcoming DC Events

Henry Lake is in for Jason. He talks about Lionel Ritchie stopping mid-concert last night because of a medical issue. Do 70+ artists need to "respect their legacy" and stop touring?

Hello and welcome back! In today's story, we head to Hexham, England in 1970's. A pair of young brothers were playing in the garden when they discovered two odd little faces carved into stones. Thrilled with their unique find, the boys brought the stone heads into their home but quickly, disturbing events would transpire. The stones, eventually known as the Hexham Heads, would garner national attention, baffling scientists, archaeologists, geologists and other professionals. But it was the paranormal activity that seemed to follow them wherever they went that left a nation intrigued and horrified. Hang on, friends. This one's a doozy!SOURCEShttps://pastebin.com/7ydSSy3wAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Over the course of 24 hours, 51-year-old Gabriel Wortman turned the normally peaceful Canadian province of Nova Scotia into a warzone, killing 22 and injuring 3 more in a series of attacks. This is the story of the deadliest shooting rampage in Canadian history.Check out our True Crime Substack the True Crime Times Check out our other show The Prosecutors: Legal Briefs for discussion on cases, controversial topics, or conversations with content creators.Get Prosecutors Podcast Merch Join the Gallery on Facebook Follow us on TwitterFollow us on Instagram Check out our website for case resources: Hang out with us on TikTokSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A handcuffed 17-year-old corrects the officer reading him his situation: "I'm not alleged. I did it." Behind him, 17-year-old Austin Metcalf is dying under a track-meet tent. In April 2025, Karmelo Anthony and Austin Metcalf — two teenagers from rival Frisco, Texas high schools who'd never met — ended up under the same tent at a district track meet. Four minutes later, one of them was gone, and the case split the internet long before it reached a courtroom. Tyrella and Nikita walk through the confrontation, the arrest, the closed trial, and the jury instruction that may have decided everything — reported out from the courtroom, because no recording exists. This is Part 1. Part 2 — the sentence, and a second Texas case nobody's talking about — is on Patreon now and drops Thursday. Content warning: fatal violence involving minors. Want access to our first 45 episodes? Grab em here! We've made them available for free to anyone who signs up! Remember, these episodes were recorded when we had no idea what we were doing, so just keep that in mind. The audio isn't the quality we would want to put out now, but the cases are on point! Visit killerqueens.link/og to download and binge all the archived episodes today!   Hang with us: Follow Us on Instagram Like Us on Facebook Join our Case Discussion Group on Facebook Get Killer Queens Merch Bonus Episodes Support Our AMAZING Sponsors: Smalls: Get 60% off your first order, plus free shipping and free treats for life, when you head to Smalls.com/QUEENS. SelectQuote: Save more than 50% on term life insurance at selectquote.com/queens. Veracity: Head to VeracityHealth.co and use code TFC for up to 65% off your order.   © 2026 Killer Queens Podcast. All Rights Reserved Audio Production by Wayfare Recording Music provided by Steven Tobi Logo designed by ⁠Ingrid at Penguin Designing⁠  

Ready to automate and grow your vacation rental business? Start with Lodgify: https://www.lodgify.com/pricing/ Exclusive Offer! Use code Olivia60 for 60% off Professional and Ultimate yearly and bi-yearly plans (Valid June 17–June 30).Join Leap Year Mastermind: ⁠⁠⁠https://www.oliviatati.com/leapyear⁠⁠⁠Join Wanderlust Wealth Academy: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://oliviatati.com/wwa⁠⁠⁠⁠⁠⁠⁠⁠⁠Get my Free Masterclass: Fund Your Freedom - How to Buy properties that pay for your Life: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.oliviatati.com/freeclass⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join Substack: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://oliviatati.substack.com/?⁠⁠utm_campaign=profile_chips⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow me on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/theoliviatati⁠⁠What if building a life you love starts with changing the way the real estate industry works? In this episode, Olivia shares the 3 things she believes need to change in real estate in 2026 from outdated investing advice to creating wealth in a way that actually aligns with your lifestyle and goals.If you've ever felt overwhelmed by all the "rules" around investing, or wondered if there's a more intentional and flexible way to build wealth, this conversation is for you.

What an interview! Such a huge honor and pleasure to sit down with such a talented actress… Hang out with Tonya and me as we go deep into the mines to talk about the incredible behind-the-scenes stories from the set, her character's arc, how she was able to ground herself through the intense sequences, working along side the legendary Jill Larson, plus much more. Overall, The Taking of Deborah Logan is one of the most chilling, claustrophobic, and genuinely terrifying found-footage horror films of the last decade. This film blindsided horror fans everywhere, turning a heartbreaking medical documentary into an absolute nightmare.

Geekwire is back with another round of the latest, greatest, and weirdest in Rock news headlines. This week, we cover 2026 Songwriters Hall of Fame honorees Gene Simmons and Paul Stanley and Gene's sudden absence at the ceremonies. Also on the show: Ace Frehley's 1975 Les Paul brings serious money at auction (but is it legit?), KISS lays out its 2026 programming for the land-locked Vegas Kruise, and Rush launches its Fifty Something tour with drummer Anika Nilles behind the kit. Elsewhere, Faith No More's Bill Gould offers hope for a return to live activity, Vivian Campbell reconnects with Sweet Savage, and Stephen Pearcy reveals his extremely rock-and-roll vocal warmup routine. We also touch on Ozzy Osbourne's possible A.I. avatar, the 40th anniversary of Heavy Metal Parking Lot, a new supernatural heavy metal/horror series, and the Download Festival Ferris wheel story that absolutely did not need to happen. We also share our excitement for the upcoming Mountain Music Fest taking place in Gatlinburg, TN in August. Hang with us there! We hope you enjoy Geekwire and SHARE with a friend! Decibel Geek is a proud member of the Pantheon Podcasts family. Contact Us! Rate, Review, and Subscribe in iTunes Join the Facebook Fan Page Follow on Twitter Follow on Instagram E-mail Us Subscribe to our Youtube channel! Support Us! Buy a T-Shirt! Donate to the show! Stream Us! Stitcher Radio Spreaker TuneIn Become a VIP Subscriber! Click HERE for more info! Comment Below Direct Download  Learn more about your ad choices. Visit megaphone.fm/adchoices

As a Technical Director, when was the last time you were actually able to take a Sunday off? If your church relies heavily on volunteers, stepping away from the tech booth can feel completely impossible.We also tackle the massive, ongoing debate regarding the use of Artificial Intelligence (AI) in church tech. Is it a helpful tool or a dangerous shortcut? Finally, we share a hilarious Church Tech Disaster story and wrap up with a crucial reminder: the only way to keep Sundays running long-term is by providing actual, genuine care for your team.In this episode you'll hear: 0:00 Intro: Touring Atlanta Churches6:30 Jeremy McKee  Joins12:45 Running a Volunteer-Heavy Production Ministry28:00 Which Tech Workflows You Should Automate34:15 The Big Question: Can a Tech Director Take a Sunday Off?39:15 Should Your Church Be Using AI in Production?42:30 Church Tech Disaster Story45:45 Keep Sundays Running: Genuine Volunteer CareGet expert help and care on your next integration project with our friends at HouseRight here.  Hang out with us at The Mix in Vegas here! Get more money back in your budget and more space in your closet by selling us your used gear here. Resources for your Church Tech MinistrySell Us Gear: Does your church have used gear that you need to convert into new ministry dollars? We can make you an offer here. Buy Our Gear: Do you need some production gear but lack the budget to buy new gear? You can shop our gear store here.  Connect with us: Sales Bulletin: Get better deals than the public and get them earlier too here!Early Service: Get our best gear before it goes live on our site here. Instagram: Hangout with us on the gram here! Reviews: Leaving us a review on the podcast player you're listening to us on really helps the show. If you enjoyed this episode, you can say thank you with a review! 

If you've been coaching for a while, chances are you've already got a client onboarding process and a welcome packet that works. But "works" and "is doing everything it could be doing" aren't always the same thing. In this episode, I'm getting specific about one piece of your business that most practitioners treat as administrative busywork: your client onboarding process. We talk about why a strong welcome packet does so much more than relay logistics — it builds trust before your first session, reduces a new client's anxiety, and can even begin the transformation process before you've met. I also share why client retention, renewals, and referrals so often come down to the quality of this exact container, not your marketing. I'm sharing 6 often-overlooked components I recommend every coach include in their welcome packet or client onboarding documents — the kind of details that even experienced practitioners tend to miss. You'll learn what to include around scheduling, communication expectations, and a few reflection-based questions that help your clients start doing the work before session one even begins. If you've ever wondered why some clients renew and refer enthusiastically while others disappear after a few sessions, this episode will give you a new lens on where to look first. In this episode, you'll learn: Why your client onboarding process directly impacts trust, safety, and the success of your coaching relationship The real reason strong onboarding leads to better client retention, renewals, and referrals 6 details most welcome packets are missing — even from seasoned practitioners How a well-crafted questionnaire can begin client transformation before your first session A new way to look at the "administrative" parts of your business Follow us! If you haven't already, follow the podcast so you get notified about new episodes. Suggest a podcast topic: email us with the subject line "podcast topic!" — info@applieddepthinstitute.com Join our mailing list and get a copy of 55 Effective Breakthrough Coaching Questions: https://applieddepthinstitute.com/podcast-55-questions Hang out with me! Instagram: https://applieddepthinstitute.com/podcast-instagram The Coaching Revolution on Facebook: https://applieddepthinstitute.com/podcast-facebook-group  

Geekwire is back with another round of the latest, greatest, and weirdest in Rock news headlines. This week, we cover 2026 Songwriters Hall of Fame honorees Gene Simmons and Paul Stanley and Gene's sudden absence at the ceremonies. Also on the show: Ace Frehley's 1975 Les Paul brings serious money at auction (but is it legit?), KISS lays out its 2026 programming for the land-locked Vegas Kruise, and Rush launches its Fifty Something tour with drummer Anika Nilles behind the kit. Elsewhere, Faith No More's Bill Gould offers hope for a return to live activity, Vivian Campbell reconnects with Sweet Savage, and Stephen Pearcy reveals his extremely rock-and-roll vocal warmup routine. We also touch on Ozzy Osbourne's possible A.I. avatar, the 40th anniversary of Heavy Metal Parking Lot, a new supernatural heavy metal/horror series, and the Download Festival Ferris wheel story that absolutely did not need to happen. We also share our excitement for the upcoming Mountain Music Fest taking place in Gatlinburg, TN in August. Hang with us there! We hope you enjoy Geekwire and SHARE with a friend! Decibel Geek is a proud member of the Pantheon Podcasts family. Contact Us! Rate, Review, and Subscribe in iTunes Join the Facebook Fan Page Follow on Twitter Follow on Instagram E-mail Us Subscribe to our Youtube channel! Support Us! Buy a T-Shirt! Donate to the show! Stream Us! Stitcher Radio Spreaker TuneIn Become a VIP Subscriber! Click HERE for more info! Comment Below Direct Download  Learn more about your ad choices. Visit megaphone.fm/adchoices

Hang out with Shawn (The Butcher) and Vertebrae33 as they dive Inside Madness.We dive deep into Mail Sack, V33 Bookclub and More!Check out our AMAZON Storefront! Get the goods, support the show!https://www.amazon.com/shop/vertebrae33?ref_=cm_sw_r_cp_ud_aipsfshop_KG6FVG5MFX63RJN46YSMBuy our shirts at: https://inmadness.com/Check out our Spotify playlist: https://open.spotify.com/playlist/71IoaCGS364P7ecmfnmcys?si=85fd524664784e3dFollow us on Instagram & Twitter at @inmadnesspod. Email us at: inmadnesspod@gmail.com - On YouTube: https://www.youtube.com/@inmadnesspod Hosted on Acast. See acast.com/privacy for more information.

Hang with Chris, Rob and John as they remember things poorly and they give their own perspectives on the World Cup. They also talk about the NFL Supplimental Draft and how their brains and bodies think they are different ages. Finally, "History By Accident", an exploration of a few key scenarios that almost altered history as we know it.   Enjoy!!

The Tobacco Road Show - *NEW EPISODE NOW AVAILABLEEpisode 172: The “KING IS BACK!” Episode The Tobacco Road Show is back and all new, hosted by dlonz and transmitting to you from JUST outside of Chicago! Saddle up for a wild ride down the Tobacco Road where we bring you the best dirty Cowpunk, smoke filled Country, and whiskey-soaked Blues, all in ONE HARD HOUR! Hang out at the Tobacco Barn and have some drinks as we go from TWANG to BANG…every damn time!Last Call Tonight:  Hailing from Los Angeles California, they take Black Sabbath to an all new level… they are BLACK SABBITCH! Submit or Request Songs at:  tobaccoroadshow@gmail.com This episode's ONE HARD HOUR playlist:01. Luke Bell - The King Is Back02. James Woods & Bob Wayne - Walk Up from the Water03. Josh & the Dirty Rags - The Entrance04. Brokestring Burnett - I'm Going to Heaven05. IV and The Strange Band - Septic06. The Bootstrap Boys - I Just Can't Leave07. Sears Tower of Folk - Alligator Boots08. The Reverend Andrew James Gang - Cowboys from Hell09. The Phantom Creeps - All Love is Gone10. Los Pistoleros - In Hell [Explicit]11. The Smokestack Relics - Queen of Collecting12. Drekhund - Love in Hell [Explicit]13. Bubbles Brown - Someday Baby Blues14. Black Sabbitch - A Hard Road

El séptimo álbum que lanzan The Hanging Stars en su década de trayectoria marca la cumbre creativa de la banda liderada por Richard Olson. Con “Just a day” los británicos nos embarcan en un viaje emocional arropado por guitarras tintineantes, armonías vocales, melodías ensoñadoras y una refinada receta de country, pop, folk y psicodelia. Un álbum en donde mandan las canciones. Posiblemente el disco más bonito que hemos escuchado este año.(Foto del podcast por Dean Chalkley)Playlist;THE HANGING STARS “All your yesterdays”THE HANGING STARS “Just a day”THE HANGING STARS “Show me the way”THE HANGING STARS “Think I’ll be alright”COURTNEY BARNETT “Site unseen”SLIPPERS “Sunday morning”KURT BAKER “Hanging on the telephone”PAUL COLLINS “Hang on to yourself”THE ON and ONS “Kooks”SPEEDWAYS “LunaRADIO DAYS “One heart, one love”THE ROLLING STARS “Stars”LENNY KAYE “The things you left behind”GREY and GREENE “That’s all”DEWOLFF “Let’s stay together”COLE BERLINER “A Western sun”ALLAH-LAS “Ultramarine”Escuchar audio

DAMBULLA: CHÙA HANG ROCK CAVE & KỲ QUAN SIGIRIYA - HÒN ĐÁ SƯ TỬ | Tập 5 | Ký sự hành trình

Wanneer heb je voor het laatst écht naar een foto gekeken? Niet swipen, niet liken, maar er rustig voor staan? Foto's leven op je telefoon een leven van drie seconden. Een blauw lichtje, een duim omhoog, weg. Maar zodra je een foto print, gebeurt er iets bijzonders. Ineens telt 'ie. Ineens hangt 'ie er. Ineens word je gedwongen om écht te kijken. Dat is geen nostalgie, dat is gewoon hoe het werkt.In deze aflevering gaan Niels en Michiel de tastbare kant van fotografie op. Waarom je moet printen, exposeren of gewoon ansichtkaarten van je werk moet maken. Wat een mat papier doet wat een glanzend scherm nooit kan. Hoe een textuur, een gewicht, een geur van inkt je beeld verandert. We hebben het over de magie van het fysieke beeld en waarom zo'n simpele print soms meer indruk maakt dan duizend likes. Spoiler: het hoeft niet duur. Het hoeft alleen maar gedáán te worden.

Hang on for a weird ride with this podcast. We mom template the World Cup and its impact and get a surprise visit. Also, the Knicks big win and why the hell are boomers so bitter at the world.Hosts: Tina Graf and Kerry LucasGuest: Neeka Pirooz, Ava Lucas , Grace Graf and Emerson graf with her new baby.Produced by Tina Graf

Az előfizetők (de csak a Belső kör és Közösség csomagok tulajdonosai!) már szombat hajnalban hozzájutnak legfrissebb epizódunk teljes verziójához. A hétfőn publikált, ingyen meghallgatható verzió tíz perccel rövidebb. Itt írtunk arról, hogy tudod meghallgatni a teljes adást. Most a kedves nézők is csak hallgathatnak. A „Hülye vagy kretén?” visszatér. Ramen a Rákóczi téren. Megakvíz: alma vagy marihuána? Napilapmentes ország. Favela a Boráros téren, crackpipák és hajléktalanok a luxuslakások alatt. Amerika nagyobbat bukott Iránban, mint Rottenbiller. Egyél sünt!See omnystudio.com/listener for privacy information.

Sit back and relax, 16-bit hockey fans! In this massive 47-minute episode of the NHL '94 Podcast, host Len the Lengend sits down for a deep, unfiltered chat with a true cornerstone of the competitive retro sports scene: SOH (Scots on heroin)! SOH has been an active force on the community forums since the mid-2000s, witnessing the entire 20+ year evolution of competitive online netplay firsthand. In this definitive interview, we trace everything from the chaotic early days of online play to high-level tournament strategy, legendary 2v2 title runs, and the latest groundbreaking code discoveries shaking up the modding community today.What we tackle in this episode:• The Origin Story: SOH clears up what his handle actually stands for, his early gaming days on NHLPA '93, and why he's considered the community's version of John Madden.• Banned in High School: A hilarious look back at 2005, when netplay became such a massive distraction that his school officially banned NHL '94 from the network.• The 2v2 Dynasties: SOH details his legendary 2v2 tag-team run alongside jesusplaysnhl94, winning back-to-back titles using the iconic Mario Lemieux and Kevin Stevens pairing.• Advanced Meta Evolution: Breaking down the discovery of the infamous weight bug, the strategic rise of "CB checking," and how manual goalies completely took over top-tier play.• The Art of the Pass Shot: SOH explains his unique training method of practicing on NHLPA '93 (where no automatic one-timers exist!) to perfect the manual angles required for lethal breakaway pass shots.• Goalie Attribute Myths Shattered: Our deep reaction to the incredible code analysis by community modder Chaos. We discuss bringing 93-style fighting into the '94 engine and break down the shocking discovery that specific goalie save attributes (like glove right/left) are actually completely meaningless in the original code!TIMESTAMPS:00:00 - Introduction & SOH Name Origin03:01 - Roster Nostalgia & Retro Hockey History (NHL 92, 93 vs 94)06:45 - Dual Console Athlete: Super Nintendo vs. Sega Genesis08:46 - Playstyle Evolution: CB Checking & Manual Goalies11:57 - Live Tournament Memories & Community Growth13:06 - 2vs2 Tournament Dominance with jesusplaysnhl9416:54 - Inside Chaos's Revolutionary "Fighting ROM" 22:24 - In-Person Tournament Lore & SOH's Signature Fist Pump25:12 - Breaking Down Top Teams & Favorite Roster Lines29:40 - The Early Days of NHL94Online Netplay34:15 - Advanced Tactics: Pass Shots & B-Button Checking39:05 - Community Legends, Rivalries, and Tournament Predictions43:50 - Deep Dive into Modding Code & Goalie Attribute Myths46:24 - Closing Thoughts & Looking Forward to the Next King of '94Want to jump into an active online league or find tournament details? • Hang out on the forums: https://forum.nhl94.com_______________________________________________________Twitter / X - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/NHL94Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@NHL94Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Email - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠NHL94Pod@gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Hollywood star Alison Sweeney joins the show to discuss her latest Hallmark movie, Best Served Cold: A Hannah Swensen Mystery. We discuss her love of true crime and how she incorporates that passion into her movies. Check out Best Served Cold: A Hannah Swensen Mystery on Hallmark and Hallmark+!Check out our new True Crime Substack, The True Crime Times Get Prosecutors Podcast Merch Join the Gallery on Facebook Follow us on TwitterFollow us on Instagram Check out our website for case resources: Hang out with us on TikTokSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Grow your short-term rental income with an all-in-one hosting platform Futurestay: https://www.futurestay.com/OliviaTati - Use this link for 20% off for any Futurestay Amplify plan plus a 14-day free trial.Join Leap Year Mastermind: ⁠⁠https://www.oliviatati.com/leapyear⁠⁠Join Wanderlust Wealth Academy: ⁠⁠⁠⁠⁠⁠⁠⁠https://oliviatati.com/wwa⁠⁠⁠⁠⁠⁠⁠⁠Get my Free Masterclass: Fund Your Freedom - How to Buy properties that pay for your Life: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.oliviatati.com/freeclass⁠⁠⁠⁠⁠⁠⁠⁠⁠Join Substack: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://oliviatati.substack.com/?utm_campaign=profile_chips⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow me on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/theoliviatati⁠⁠What if the life you've been dreaming about is closer than you think?

Israel and Hezbollah have reportedly agreed to halt fighting, after a meeting on the US-Iran agreement was canceled. The AP's Jennifer King reports.

Imagine walking into work feeling fresh, smelling amazing… only for your boss to pull you aside and say: “Please stop wearing perfume.” Can they actually do that? Some people say your scent is part of your personal style and nobody should control how you choose to present yourself. But others argue that strong fragrances can affect people around you, especially colleagues with allergies, migraines, asthma, or sensitivities. So where do we draw the line? Is a workplace perfume ban a reasonable rule to keep everyone comfortable, or is your boss stepping too far into your personal choices? Hang out with Anele and The Club on 947 every weekday morning. Popular radio hosts Anele Mdoda, Frankie du Toit, Thembekile Mrototo, and Cindy Poluta take fun to the next level with the biggest guests, hottest conversations, feel-good vibes, and the best music to get you going! Kick-start your day with the most enjoyable way to wake up in Joburg. Connect with Anele and The Club on 947 via WhatsApp at 084 000 0947 or call the studio on 011 88 38 947Thank you for listening to the Anele and the Club podcast..Listen live on Primedia+ weekdays from 06:00 to 09:00 to Anele and the Club broadcast on 947 https://buff.ly/y34dh8Y For more from the show go to https://buff.ly/gyWKIkl or find all the catch-up podcasts here https://buff.ly/K59GRzu Subscribe to the 947s Weekly Newsletter https://buff.ly/hf9IuR9 Follow us on social media:947 on Facebook: https://www.facebook.com/947Joburg/ 947 on TikTok: https://www.tiktok.com/@947joburg947 on Instagram: https://www.instagram.com/947joburg947 on X: www.x.com/947 947 on YouTube: https://www.youtube.com/@947JoburgSee omnystudio.com/listener for privacy information.

At his lowest point, Jan Roos was $240,000 underwater. He had a full sales org, a director, reps, ad spend — and was barely breaking even. So he cut all of it. Today he runs CaseFuel, a high-margin agency serving 300+ estate planning law firms, with 25 people and $50K/month in profit. In this conversation he breaks down how he got there: the niche nobody else was serving, the funnel that cracked it open, and what building a genuinely high margin service business actually requires. Guest: Jan Roos, Founder of CaseFuel Sponsor: wayfront.com/tmba Thanks to this week's sponsor Wayfront — the AI-ready operating system for productized agencies. One client portal. One team dashboard. All your data, AI-accessible. TMBA listeners get an extra free month on top of the trial at wayfront.com/tmba. Links: [Jan@casefuel.com](Jan@casefuel.com) Peter Thiel — Zero to One Eugene Schwartz — Breakthrough Advertising Mike Michalowicz — Profit First Business Resources Upcoming DC Events

This week we settle back into things with some Classico™ Frightday. Housekeeping, a call from a whistleblower, Staff Picks™, and a discussion of the latest feature from Steve Spielberg, "Disclosure Day". And things seemed normal...until Byron (of all people) proposed a conspiracy theory...     Staff Picks Kelly: The Vast of Night (2019), previously covered on Episode 250 Byron: Take Shelter (2011), Jeff Nichols, with Michael Shannon and Jessica Chastain. Tell us we're wrong Call the line at 1-833-374-4489 (1-833-FRIGHT-9) with your take on the film, Byron's hypothesis, your encounters, or film recommendations. We want to hear where you land on this. Want more? Join the Frightday Society, at http://thefrightdaysociety.org As a Society Member, you'll have access to all Screamium content (Behind the Screams, It's Been a Weird Week, A Conversation With..., Toast to Toast PM with Wine Kelly, Cinema Autopsy, the Writers' Room, bonus episodes of Captain Kelly's Cryptids & Conspiracies, Byron's Serial Corner, and so much more! You'll also be part of our interactive community dedicated to the advancement of horror, hauntings, cryptids, conspiracies, aliens, and true crime. All things frightening. Hang out with us Discord: discord.frightday.com Keep our mini-fridges full of blood...I mean...not blood...normal things that people drink...by going to http://shop.frightday.com Theme music by Yawns Produced by Byron McKoy Follow us in the shadows at the following places:  @byronmckoy @kellyfrightday @frightday This is an Audio Wool Original.

Merle is a veteran paranormal investigator based in Langley, British Columbia, with more than 20 years of experience exploring haunted locations, unexplained phenomena, and the stories behind some of North America's most intriguing mysteries. Known to Spaced Out Radio listeners simply as "Merle," he has become a fan favorite through his monthly segment, Ghosts of the Great White North, where he shares firsthand investigations, chilling encounters, and historical insights from haunted locations across Canada and the United States. His practical, research-driven approach has earned him a reputation as one of the most respected voices in grassroots paranormal investigation.As the founder of The Paranormal Road Trippers, Merle documents his journeys to legendary haunted sites, including Barkerville in British Columbia, the Mackay Mansion in Nevada, and St. Ignatius Hospital in Washington State. Beyond field investigations, he has appeared on numerous podcasts discussing haunted artifacts, spirit communication, and the importance of conducting paranormal research with respect and integrity. Through his work on YouTube, podcasts, and Spaced Out Radio, Merle continues to educate and entertain audiences while pursuing answers to the mysteries that continue to haunt the shadows of history.Spaced Out Radio is your nightly source for alternative information, starting at 9pm Pacific, 12am Eastern.  We broadcast LIVE every night. #UFO #UAP #AlienDisclosure #UFOSightings #UFOCoverUp #Aliens #SpacedOutRadio #Paranormal #UFOCommunity #disclosure -------------------------------------------------------You can now join the Space Traveler's Club;Join us at  https://www.patreon.com/sor_space_travelers_club  --------------------------------------------------------Grab Our Latest Spaced Out Radio Gear At:http://spacedoutradio.com/shop  It's a great way to support our show!--------------------------------------------------------OUR LINKS:TWITTER: https://www.twitter.com/spacedoutradio   FACEBOOK:https://www.facebook.com/spacedoutradioshow  SPACED OUT RADIO - INSTAGRAM:https://www.instagram.com/spacedoutradioshow  DAVE SCOTT - INSTAGRAM:https://www.instagram.com/davescottsor   TWITCH: https://www.twitch.com/spacedoutradioshow  WEBSITE: http://www.spacedoutradio.comGUEST IDEAS OR QUESTIONS FOR SOR?Contact Klaus at bookings@spacedoutradio.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/spaced-out-radio--1657874/support.

Singer/Songwriter Maya J'an joins to talk about her new EP 'blindfaith county,' getting inspired by jazz ensembles and Nickleback, and the greatest song she's ever heard in her entire life, "Spring Can Really Hang You Up The Most" written by Fran Landesman and Tommy Wolf, as recorded by Ella Fitzgerald. Check out blindfaith county wherever you get your music and follow Maya J'an on instagram @mayajan, tiktok @mayajannn, or substack @mayajan   @gr8songpod on instagram @ScottInterrante on instagram @Katherinethegr8 on instagram Theme music: "Kratos In Love" by Skylar Spence

Life sciences are at a critical inflection point, where scientific innovation, regulatory demands, and patient expectations converge with advances in data and artificial intelligence, positioning IT as a central driver of faster and more effective drug discovery and clinical development.This week, Dave and Rob continue with part 2 off the Life Sciences mini-series with Dr. Alex Zhavoronkov founder and CEO of Insilico Medicine to exploring how drug discovery and clinical development can become faster and more effective, and the role of AI in that process.  TLDR00:40 – Introduction01:00 – Hang out: Kill Bill Vol. 1 & 2 03:07 – Dig in: Life Sciences mini-series, Part 2 06:43 – Conversation with Dr Alex Zhavoronkov 42:12 – The future of AI in drug discovery and a new paradigm for pharma GuestDr. Alex Zhavoronkov: https://www.linkedin.com/in/zhavoronkov/ HostsDave Chapman:  https://www.linkedin.com/in/chapmandr/Esmee van de Giessen:  https://www.linkedin.com/in/esmeevandegiessen/Rob Kernahan:  https://www.linkedin.com/in/rob-kernahan/ ProductionMarcel van der Burg:  https://www.linkedin.com/in/marcel-vd-burg/Dave Chapman:  https://www.linkedin.com/in/chapmandr/ SoundBen Corbett:  https://www.linkedin.com/in/ben-corbett-3b6a11135/Louis Corbett:   https://www.linkedin.com/in/louis-corbett-087250264/ 'Realities Remixed' is an original podcast from Capgemini

It's another installment of our People Who Throw Things series! This time we're talking javelin with 4x Olympian Kara Winger. Kara spent 15 years as a professional athlete, and in that time she competed at Beijing 2008, London 2012, Rio 2016 and Tokyo 2020 (where she was also elected for Closing Ceremony flagbearer). She stays involved with the throws community as a coach, official and ambassador for the sport.   We talk with Kara about how javelin works. Kara breaks down the makeup (and cost) of a javelin, the physics involved with the event, the approach, the throw and follow-through. Plus, we get some insight on her Olympic experiences and what she's up to today!    Everything you want to know about javelin is right here!   Follow Kara on social: @karathrowsjav and check out her website for more.   For a transcript of this episode, please visit http://flamealivepod.com.   Thanks so much for listening, and until next time, keep the flame alive!     *** Keep the Flame Alive: Obsessed with the Olympics and Paralympics? Just curious about how Olympic and Paralympic sports work? You've found your people! Join your hosts, Olympic aunties Alison Brown and Jill Jaracz for smart, fun, and down-to-earth interviews with athletes coaches, and the unsung heroes behind the Games. Get the stories you don't find anywhere else. Tun in weekly all year-round, and daily during the Olympics and Paralympics. We're your cure for your Olympic Fever! Call us: (208) FLAME-IT. ***     Support the show: http://flamealivepod.com/support Bookshop.org store: https://bookshop.org/shop/flamealivepod Become a patron and get bonus content: http://www.patreon.com/flamealivepod Buy merch here: https://flamealivepod.dashery.com Hang out with us online: Facebook: https://www.facebook.com/flamealivepod Insta: http://www.instagram.com/flamealivepod Facebook Group: hhttps://www.facebook.com/groups/flamealivepod Newsletter: Sign up at https://flamealivepod.substack.com/subscribe VM/Text: (208) FLAME-IT / (208) 352-6348      

Kirk and Josh connect after a long break. There's plenty to talk about from the Dallas Mavericks coaching search, draft chatter, trade talk, free agency, the NBA Finals, and a whole lot more.Join us live on our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Hang out, comment, then participate in our shows powered by you, the listener!Consider taking a peak at Kirk's new venture, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠an app called Offside⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. It's a fun place to watch NBA vids and dive into stats.If you'd like to support the show directly:Paypal: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bit.ly/PodMaverickSupport⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Venmo: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://account.venmo.com/u/Kirk-Henderson⁠⁠⁠⁠⁠⁠⁠⁠

This is my third interview with Del Bigtree, host of TheHighwire.com and creator of the non-profit Informed Consent Action Network. "The WINS and the WHY's" is a summary of many of the exciting results Del's organization has accomplished for health freedom, personal and religious vaccine exemptions, challenging Big Pharma, and much more. For the love of children and the passion for parents and grandparents, I am personally excited to bring this message to you.  With the combined efforts and support of millions of individuals, doctors, politicians, attorneys, and of course the MAHA movement, Del has been a strong, relentless voice and leader in this movement for decades. His knowledge, commitment, and passion are unmatched. We are all grateful for his efforts, putting his career and life on the line for all of us, especially our children.An Emmy award-winning producer for his work on the TV show The Doctors, Del is doing his best and most important work ever. Their newly released film, An Inconvenient Study, can be found on TheHighwire.com along with many other important stories.Hang on to your hat for this intense, educational, and explosive interview. It is actually quite fun! Please share this with your friends and family. At first, they may think you're crazy, and then they will thank you from the bottom of their heart. Watch the video version of this podcast HERE.A few great reads on the subject include Vax-Unvax Let the Science Speak by Robert F Kennedy Jr. and Brian Hooker, PhD, and Vaccines Amen by attorney Aaron Siri.The 100 Year Lifestyle Podcast

Pastor Andy brings us a message about how God Himself decides to lead His people out of their Egypt, the places of bondage where we feel powerless, through the wilderness and into the promised land, and how we must stay connected to Him and hang on when He shifts and moves so that nothing knocks us off the train of what He is doing. When God leads, He often takes the long way, the way He knows we can handle, and even the dry way of the wilderness, allowing those seasons to test us and remind us that He alone is our source. Above all, God leads with a vision, so we must get connected to Him and to a ministry, get a vision for our lives that only He can accomplish, and hold on to that vision without letting opposition, noise, or discouragement turn us back to our bondage. If you would like to support WOCC financially you can give by clicking here: https://www.worldovercomers.church/give/ Scripture References: Habakkuk 2 Exodus 13

Send us Fan MailJoin us Thursday - Sunday at the Broken Arrow Vendor Expo at the Sidas booth! You can also hang with us Thursday 6/18 at the Mountain Tiger Group Run at Donner SummitUse code SteepStuff for 20% your cart on Sidas.usFollow James on IG - @jameslaurielloFollow the Steep Stuff Podcast on IG - @steepstuff_podFollow Sidas USA on IG - @sidas_usa

When Günther Stoll died in a mysterious accident, he left behind a single, enigmatic clue--YOGTZE. But what does it mean? And how did Stoll really die?Check out our new True Crime Substack the True Crime Times Check out our other show The Prosecutors: Legal Briefs for discussion on cases, controversial topics, or conversations with content creators.Get Prosecutors Podcast Merch Join the Gallery on Facebook Follow us on TwitterFollow us on Instagram Check out our website for case resources: Hang out with us on TikTokSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Fourteen counts. Not guilty on every single one. Twenty-one years later, Netflix has reopened the case — and one of Michael Jackson's own defense witnesses is about to change his story. In June 2005, Michael Jackson walked out of a Santa Barbara courtroom acquitted of all 14 child sexual abuse charges. Netflix's new three-part docuseries "The Verdict" revisits that 2005 trial, and in Part 1 Tyrella and Nikita break it down episode by episode — the Martin Bashir interview that started it all, the raid on Neverland, and the fingerprint evidence at the center of the case. We also get into what the documentary left out: the surprise witness who blew up the "captivity" story, and the "neutral" family friend with an undisclosed tie to the prosecution. This is Part 1. Part 2 — who flipped, and where the estate stands in 2026 — drops Thursday (out now for patrons). Content warning: discusses child sexual abuse allegations, grooming testimony, and substance use. Want access to our first 45 episodes? Grab em here! We've made them available for free to anyone who signs up! Remember, these episodes were recorded when we had no idea what we were doing, so just keep that in mind. The audio isn't the quality we would want to put out now, but the cases are on point! Visit killerqueens.link/og to download and binge all the archived episodes today! Hang with us: Follow Us on Instagram Like Us on Facebook Join our Case Discussion Group on Facebook Get Killer Queens Merch Bonus Episodes Support Our AMAZING Sponsors: Rula: Rula patients typically pay $15 per session when using insurance.  Connect with quality therapists and mental health experts who specialize in you at https://www.rula.com/queens #rulapod SKIMS: Shop Everyday Cotton, and all of my favorite bras and underwear at https://www.skims.com #skimspartner  © 2026 Killer Queens Podcast. All Rights Reserved Audio Production by Wayfare Recording Music provided by Steven Tobi Logo designed by ⁠Ingrid at Penguin Designing⁠

The Wake Up Call play another round of Hang 10

On Episode 304 of Outside The Round, Matt Burrill sits down with James and Laura of Country Minute to talk about building one of country music's fastest-growing fan communities. From their backgrounds in radio, alternative music, and music promotion to becoming trusted voices in the country music space, the duo shares how Country Minute came to life and why authenticity has been the key to their success. The conversation dives into covering artists from a true fan perspective, the power of country music communities across the Midwest, memorable moments with artists like Morgan Wallen, Ella Langley, Chase Matthew, and Florida Georgia Line, and why they believe country music is entering another fun era. Plus, stories from CMA Fest, Country Wrestling, first-in-line superfans, and the relationships they've built along the way. If you love country music and the people who make the genre special, this episode is for you. Follow on Social Media: Country Minute: @country_minute Matt Burrill: @raisedrowdymatt Outside The Round: @outsidetheround Raised Rowdy: @raisedrowdy Chapters (00:00:00) - CMA Fest Hype!(00:03:01) - Favorite Country Songs Get a Makeover(00:04:06) - Florida Georgia Line LFG REACTION(00:07:02) - Jimmy Graham on Aaron Rodgers' Love Letter(00:07:12) - TikTok: Starting a Country Music Channel(00:09:54) - Melissa Etheridge on her new country show(00:14:05) - Country Minute on TikTok(00:15:11) - Meet The Artist Side(00:17:59) - Raise Rowdy Summer Camp(00:19:24) - Do You Have A Community In Grand Rapids?(00:22:19) - Grand Rapids Songwriters on Moving to Nashville(00:26:36) - Happy Birthday, Ike! FaceTime With the Kids(00:26:54) - Neil on His Current Tour(00:30:41) - Nick and Nikki visit Athens(00:33:29) - Interviewing Shane McInalley and Elizabeth Nichols(00:35:49) - Brian McKee on Country Music(00:36:45) - met Ella Langley(00:40:22) - Morgan Wall on The Early-Line(00:42:13) - The Real Story of Country Jam(00:45:41) - Rusty Jones at his WrestleMania show(00:47:14) - Ripping WWE Cards In Public(00:49:36) - Ridling Wrestling Cards At The Ryman(00:51:38) - Nick and Nick on Kenny Chesney(00:54:31) - Kenny Chesney Gets In Trouble With Security(00:56:45) - Kenny Cole and Alan Jackson(01:00:06) - The Oceanfront(01:00:25) - Boiled Peanut Patch Sealed Peanuts at the Beach(01:03:50) - Limp Bizkit Playing In My Town(01:06:52) - Luke Wilson on His Wrestling Events(01:10:24) - Trey on Going To New York(01:13:13) - milo on his New York City Food Tour(01:15:54) - The Flubber(01:18:00) - Interviewing Graham Barham(01:21:27) - Kip Moore At A Music Festival(01:23:45) - Kid Moore Had A Panic Attack On College Radio(01:26:09) - Matt and Morgan on CMA Fest(01:29:09) - Country Music Star on The Hang(01:31:16) - The Weirdest Radio Event You've Done(01:34:05) - The Day I Had To Give Out Trash(01:38:14) - Oshkosh Country Festival Recap(01:39:53) - Country Jam USA(01:41:36) - Free Stuff for Country Wrestling Fans!

Ken and Lima react to Jose Ramirez leaving Saturday's game with a hamate bone injury, facing a 5-7 week timeline. They break down just how massive the void is, from lineup protection to leadership, while facing one of baseball's toughest June schedules. The guys ask who steps up to keep Cleveland's season afloat while their franchise cornerstone heals.

'Poooooooooddss out... for... SUMMER!!!' - Extremely Alice Cooper voice. We try and hang in for one final episode before taking a week off to celebrate the start of summer. With our high priest of cinema Stephen Spielberg returning to the holy theater of Summer Blockbusters this weekend for Disclosure Day, we figured what the heck, let's finally cover one we've talked about for years, Minority Report. Boy is this a movie. We're joined by the host of the podcast Channels, Peter Kafka and make a mad dash out as the bell rings.Chapters Introduction (00:00:00) Hatch News (00:19:17) Minority Report Roundtable (00:24:01) Your Letters (01:17:14) Notes and Links Check out Escape Hatch Merch! Our all new collection of swag is available now and every order includes a free Cameo style shoutout from Haitch or Jason. Browse our collection now. Join the Escape Hatch Discord Server! Hang out with Haitch, Jason, and other friends of the pod. Check out the invite here. Escape Hatch is a TAPEDECK Podcasts Jawn! Escape Hatch is a member of TAPEDECK Podcasts, alongside: 70mm (a podcast for film lovers), Bat & Spider (low rent horror and exploitation films), The Letterboxd Show (Official Podcast from Letterboxd), Cinenauts (exploring the Criterion Collection), Lost Light (Transformers, wrestling, and more), and Will Run For (obsessed with running). Check these pods out!. See the movies we've watched and are going to watch on Letterboxd Escape Hatch's Breaking Dune News Twitter list Rate and review the podcast to help others discover it, and let us know what you think of the show at letters@escapehatchpod.com or leave us a voicemail at +1-415-534-5211. Follow @escapehatchpod on Bluesky,Instagram, and TikTok. Music by Scott Fritz and Who'z the Boss Music. Cover art by ctcher. Edited and produced by Haitch. Escape Hatch is a production of Haitch Industries.

How do you handle the immense pressure of designing a creative live event specifically for creatives? And as technology rapidly evolves, should church production teams be embracing or avoiding Artificial Intelligence (AI)?In this episode, we are joined by Luke McElroy, the visionary founder of the SALT Conference and the SALT Community. Luke pulls back the curtain on the difficulty of live events, sharing the inspiring origin story of SALT and what it actually takes to run a massive gathering for church technical artists. We also zoom out to discuss the profound, eternal impact that worship and production teams have on their congregations every single Sunday.In this episode you'll hear: 0:00 The Reality and Difficulty of Live Events4:00 Luke McElroy (Founder of SALT Conference) Joins8:45 The Origin Story of the SALT Conference15:30 Behind the Scenes: Running Events for Creatives18:15 The Eternal Impact of Worship and Production Teams22:50 The Pressure of Designing a Conference For Creatives26:30 Storytime: The Christian Magicians Disaster35:40 The Big Debate: Should Church Production Use AI?45:20 Church Tech Disaster Story: "We Couldn't See a Thing"Get expert help and care on your next integration project with our friends at HouseRight here.  Hang out with us at The Mix in Vegas here! Get more money back in your budget and more space in your closet by selling us your used gear here. Resources for your Church Tech MinistrySell Us Gear: Does your church have used gear that you need to convert into new ministry dollars? We can make you an offer here. Buy Our Gear: Do you need some production gear but lack the budget to buy new gear? You can shop our gear store here.  Connect with us: Sales Bulletin: Get better deals than the public and get them earlier too here!Early Service: Get our best gear before it goes live on our site here. Instagram: Hangout with us on the gram here! Reviews: Leaving us a review on the podcast player you're listening to us on really helps the show. If you enjoyed this episode, you can say thank you with a review! 

Stupid News 6am 6-15-2026 …Wedding DJ Busted for Letting It All Hang Out …How Many Cans of White Claw Did He Drink? …The Corporate Teams Meeting at Meta Escalated Quickly

Hang out with Shawn (The Butcher) and Vertebrae33 as they enter the magical world of the Shape of Water.What do all of the color themes mean? What is the deal with the eggs? Is Strickland in the In Madness villain HOF?https://www.amazon.com/shop/vertebrae33?ref_=cm_sw_r_cp_ud_aipsfshop_KG6FVG5MFX63RJN46YSMBuy our shirts at: https://inmadness.com/Check out our Spotify playlist: https://open.spotify.com/playlist/71IoaCGS364P7ecmfnmcys?si=85fd524664784e3dFollow us on Instagram & Twitter at @inmadnesspod. Email us at: inmadnesspod@gmail.com - On YouTube: https://www.youtube.com/@inmadnesspod Hosted on Acast. See acast.com/privacy for more information.

What does great leadership actually look like? Can you make a difference even if you're in the middle of the hierarchy? "If you think you're too small, you've not spent the night under a bedsheet with a mosquito." In this episode, educator and Deming practitioner Balaji Reddie explains why W. Edwards Deming was far more practical about leadership than many people realize. Drawing on both The New Economics and Out of the Crisis, Balaji shares stories and examples that bring Deming's 17 principles of leadership to life. From creating trust and joy in work to understanding variation, coaching people, and improving systems, this conversation challenges conventional management thinking and offers a clear path toward transformation. TRANSCRIPT 0:00:02.2 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussion with Balaji Reddie, who is an educator and trainer in the teachings of Dr. Deming and quality management generally. And the topic for today is Principles of Leadership. Balaji, take it away.   0:00:27.9 Balaji Reddie: Good morning. Thank you so much, Andrew. We had left our last session with that, we'd be dealing with this. And of course, Dr. Deming gave us the outline of Profound Knowledge and he gave us 14 points. He also gave us the deadly diseases and the 16 Obstacles. So people often talk about the diseases, but very often they forget the obstacles. And there are 16 of them which he highlighted for us. And if you think that they're outdated, they're as relevant as they ever were. So you need to keep revisiting those. I think if you start working on removing the obstacles, it's like you're taking your foot off the brake rather than pressing on the accelerator.   0:01:11.3 Balaji Reddie: So you're removing the things that actually stop you before you actually take things forward. But nevertheless, we start with point number 14 where he says, take action to complete, to make the transformation. And he says that there should be a critical mass of people that you need to educate and train and get them on the same page as you are. I'm gonna quote Hazel Cannon here, who is current president of the British Deming Forum. And she talks about the time when she was very young and she attended the Deming four-day seminar, I think in Birmingham. And at the end of those four days, she was overwhelmed as you normally are when you hear how the man speak. And he spoke... He wanted you to make drastic changes. It's not just tinkering here and there.   0:02:08.2 Balaji Reddie: And so she went up to him and she said, "I'm really taken up by what you just said." And then she made a statement, "I'm too small to make these changes in my organization." I believe she worked as a lab assistant in a chemical manufacturing company. They used to make chemicals for cosmetics. So she said, "I'm too small." And Deming just interrupted her and said, "Never think you're too small. If you think you're too small, you've not spent the night under a bedsheet with a mosquito." So make a change where you are and take it from there. So I would like to now quote Dr. Deming from Out of the Crisis. This is Plan for Action: Take action to accomplish the transformation. So he writes there, there are three points and then I'll come to what he writes below that.   0:03:01.8 Balaji Reddie: So he says, "Management in authority will struggle over every one of the above 13 points, the deadly diseases, and the obstacles. They will agree on their meaning and on the direction to take. They will agree to carry out the new philosophy. Management in authority will take pride in their adoption of the new philosophy and in their new responsibilities. They will have courage to break with tradition, even to the point of exile among their peers." So he talks about courage. He talks about courage of conviction. And then he says, "Management in authority will explain by seminars and other means." So I think he leaves it to people of the ways and means. And now today there are a lot of means of doing that. DemingNEXT is one of them. And he says, "To the critical mass of people in the company why change is necessary and that the change will involve everybody."   0:04:00.9 Balaji Reddie: Now he writes something very interesting. He says, "This whole movement may be instituted and carried out by middle management speaking with one voice." So he gave instructions. Why are people saying that he did not tell us what to do? It is just that he expected maybe a lot. And now let's get to that middle management and what he expected. He says here... Let's see here. I'm coming to chapter four now in The New Economics where he says, "A System of Profound Knowledge. The aim of this chapter: the prevailing style of management must undergo transformation." So we just heard that, that what we need to do. And he says, "A system cannot understand itself. The transformation requires a view from the outside. The aim of this chapter is to provide an outside view, a lens that I call a System of Profound Knowledge.   0:04:59.7 Balaji Reddie: It provides a map of theory by which to understand the organizations that we work in." Then he says, "The first step is transformation of the individual. This transformation is discontinuous. It comes from understanding the System of Profound Knowledge." Then he says that "the individual, once transformed, will set an example." So setting an example, I believe, is doing the right thing under adverse circumstances, when you stick to your principles despite the fact that there is an easier way out. As they say, choosing a path between good and bad is easy, you choose good. But good and better, you need to make the right choice. And that needs profound knowledge. "So be a good listener," he says, "but will not compromise. Continually teach other people and help people pull away from their current practice and beliefs and move to the new philosophy without a feeling of guilt about the past."   0:06:02.7 Balaji Reddie: So he explains to us what was needed here, right? And he says this is what we actually need to do. Now I'd like to, I mean, I'll be referring to a document. I don't know how we're gonna get this to people, but for the Principles of Leadership. All right, I think I'll have to send this over to you later, but we will do that. So in the Principles of Leadership, just come to them. I am quoting again from both Out of the Crisis and The New Economics. So you will find this there when he speaks about what needs to be done. Modern Principles of Leadership. And he says, "The modern principles of leadership will replace the annual performance review. The first step in a company will be to provide education in leadership." So that would be introducing people to profound knowledge from what we just heard. Then he said, "The annual performance review may then be abolished." Of course, that will take time. "Leadership will take its place, and this is what Western management should have been doing all along."   0:07:12.6 Balaji Reddie: So he says, "The annual performance review sneaked in and became popular because it does not require anyone to face the problems of people. It is easier to rate them, focus on the outcome. What Western industry needs is methods that will improve the outcome." And he says, "Suggestions follow." So first, institute... The first principle. "Institute education in leadership: the obligations, the principles, and methods." And so I think introduction to the System of Profound Knowledge will help. And then after profound knowledge has been sort of brought to the notice of... Of bringing to the notice of the people then you get into perhaps teaching them about 14 Points, et cetera.   0:07:57.8 Balaji Reddie: Comes the second principle. He says, "Ensure more careful selection of people in the first place." So choosing the people, he says again, now here's where it requires you to understand the purpose of what you're doing, purpose of your organization, purpose of the people you're looking out for and making this change. Because when you know your purpose, you know the aim, then you can choose people in the right way. And I believe he said this somewhere, it's a combination of education, training, skills, and experience. So we need to combine these four factors in choosing the right people. Then he says, after selection of the people, ensure better training and education. So we fine-tune all of their... He says a complete background. He said their aspirations, their goals.   0:08:54.2 Balaji Reddie: I kind of borrowed this idea from a company here in India where they had this thing called roles, responsibilities, and objectives. And they used to meet once in a month, but once in a year they used to decide. So the top management, the HR, would sit down with each and every employee and say that, "In this calendar year, this is what we intend to do and this is what we expect from you." And in turn, they used to ask the employee, "What do you expect from us? Because this is what we want from you." And then the employee had a chance of putting forth what he or she wanted, the management, what help they needed. And I think this is where we have to be... It's a give and take. And they didn't just meet once a year; every month they would meet and the question was, "How are we doing?" not "What have you done?"   0:09:51.1 Balaji Reddie: So I think it wasn't a traditional appraisal. If there was any appraisal, it was appraising what top management were doing or intended to do and not so much the employee. I thought that was a good move. So that's what we need to do here: better training and education. Principle number four states: "A manager understands and conveys to his people the meaning of a system. He explains the aims of the system. He teaches his people to understand how the work of the group supports these aims." Now, here's where, you know, when you talk about, say, hiring people in the first place, when you bring in new employees, I believe that there should be a special session by people inside the company who have stayed the longest, who served the company the longest, especially during their bad days. Because the employees need to know what really happened and how the company survived and how we were resilient, we came back despite all the problems that we had.   0:11:00.7 Balaji Reddie: And the historical perspective, especially if there's someone who's in touch with the founding members, that would be a great boon. I know nowadays we talk about the older companies, obviously none of the founders are there, but if there is such a person, exchanging those ideas with the young employees would definitely make a difference. So they would then understand the purpose, the aims, and how your work supports these aims. I think it's the best way to do that. But what I see right now in companies and I'm being very specific about this, because today when new employees join the company, they have an orientation, they have onboarding, as they call it, but that's done by a rookie, someone who's just joined the company and is just making...   0:11:46.8 Andrew Stotz: [0:11:46.8] Following a checklist?   0:11:48.1 Balaji Reddie: Exactly. Like a PowerPoint presentation. They don't talk about the history of the company. And I think there has to be an emotional connect before there is a logical or an intellectual connect. That emotional connect, I think, then makes you feel that pride and you feel good about coming to work and you say, "Oh, I did not know." So I believe this fourth principle is important in that sense, in the way to do that. Now, he says that... Principle five says he helps...   0:12:19.7 Andrew Stotz: By the way, do you know what chapter are you in?   0:12:23.9 Balaji Reddie: Oh, I have combined.   0:12:27.9 Andrew Stotz: Okay.   0:12:29.4 Balaji Reddie: I took some of the text... Okay. If you want to see here, this is management of people, all right? In that chapter. So I've taken... There are 14 principles there, management of people. In the new edition of The New Economics. It appears...   0:12:48.2 Andrew Stotz: So chapter six.   0:12:50.2 Balaji Reddie: Chapter six, yeah. That's chapter six...   0:12:51.8 Andrew Stotz: Yep.   0:12:52.6 Balaji Reddie: All right. And he talks about pictorial effect of transformation, and then he talks about management of people, role of a manager of people. So there were 14 there, but in Out of the Crisis, the first three which were there, he did not include here.   0:13:10.0 Andrew Stotz: Okay. I just just asked...   0:13:11.0 Balaji Reddie: So I just included those. Yeah. No, so that when people read the book, they could read it clearly, right? So, yeah. So he says now principle number five, which in Economics is principle number two or three, right? He says "he helps his people to see themselves as components in a system, to work in cooperation with preceding stages and following stages toward optimization of the efforts of all stages towards achievement of the aim." So we want optimization, not compromise. So you need to sit together. Just if I were to ask a simple question to you, Andrew, and without thinking, if I were to try to answer this question... Okay. I presume you know how to make a cup of tea.   0:13:58.7 Andrew Stotz: Yes.   0:14:00.1 Balaji Reddie: So what is the first step?   0:14:02.7 Andrew Stotz: For me, boil water.   0:14:04.6 Balaji Reddie: Boil water. And what if I say that's not the first step?   0:14:12.0 Andrew Stotz: Well, first of all, I think you probably have more experience with tea than I do, but I have more experience with espresso, probably. But anyways, go ahead and tell me.   0:14:20.9 Balaji Reddie: Okay. The first question is, whom am I making a cup of tea for? So what I just tried to convey is it's not natural to think about the customer. And so the first step is, for whom is the cup of tea? If it's the person...   0:14:30.8 Andrew Stotz: Grandma.   0:14:40.7 Balaji Reddie: That's right. If she's diabetic, then you would not need sugar. So you gather the ingredients accordingly. If he wants black tea, you don't take milk, right? And that's the point he's trying to say here. When you look at different stages, every every person has a customer. So the first question is, who is my customer?   0:15:07.1 Andrew Stotz: Right.   0:15:07.4 Balaji Reddie: And that part of profound knowledge, understanding psychology, I mentioned this last time, is empathy. The word empathy captures this. So you go to the next process as, "Whom am I doing this work for?" and sit down with that person and say, "What do you expect from me? How may I help you?" And that's what decides what you're gonna do. So this this fifth principle here, that he helps his people see themselves as components, I think this is important. The next process is your immediate customer, and the rest of them are customers in a very oblique sense. But what you do is critical to the next person in line, right? So you always spend extra time with that person and of course the other people down the line who your work is gonna be impacting over a period of time, right? But these are the... This is the first step you find out. So who's my customer? So that's principle five.   0:16:09.0 Balaji Reddie: Principle number six: now this comes under psychology again, that a manager of people understands that people are different from each other. He tries to create for everybody interest and challenge and joy in work. Now, if you look at the theory of knowledge, what exactly did he give us when he brought that component of profound knowledge into play? He says that theory is a statement that conveys knowledge by relating cause to effect. So I repeat, theory is a statement which conveys knowledge by relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong.   0:17:04.7 Balaji Reddie: So I'm gonna repeat this whole statement again. Theory is a statement which conveys knowledge. How? By relating some cause to some effect. It fits without fail all the observations of the past and helps us predict the future with the risk of being wrong. So no amount of examples can establish a theory, and even one example can lead to either abandonment of the theory or modification of the theory. That's what he kept saying. Now, how does this work? So he says it's a system of learning, and all of us have this built in, right? Now, he came from the school of Clarence Irving Lewis, Mind and the World-Order. And if you read that book, Lewis says all knowledge is a priori, it's based on what you already know.   0:18:00.9 Balaji Reddie: For example, let me take this example here. Now, suppose I were to start describing the road to my house. Now, you've not been here, but if I start saying that the road bends towards the left and then there is a command you get to see, now you start constructing a picture in your head based on what you have already seen. It's not the same. That's your theory, right? And then when you actually visit, you say, "Oh, it's the difference between theory and what I actually saw," and then you change your theory. So theory is... It's natural. All of us think naturally like this. And that's why he says here that people are different from one another and we need to celebrate those differences. All of us are born with the system of learning, but not all of us learn the same way.   0:18:49.8 Balaji Reddie: There are some who learn by watching, there are some who learn by doing, there's some who learn by reading, there's some who learn by writing. For some people, one word is enough. You utter a word and they say, "I got it." And for some people, you have to repeat the statement maybe 10 times, 11 times, and then the 12th time you repeat it, they say, "Okay, I got it." Now, is that wrong? We're just different, right? And that's why he says here that we need to understand the learning process of people. And when you understand the learning process of a person and then put that person in the right job, you'll have to stop that person from working. That was his definition of joy in work. People enjoy their work when they realize it resonates with them.   0:19:40.4 Balaji Reddie: And how does that resonance come in? When you under... And because this is so difficult to do, we just throw the responsibility on them by saying, "Here's the target." So the target actually distracts them when actually you should be working on understanding their learning process. So it's a lot of hard work. And sometimes people are motivated enough to discover it themselves, which is great, but we need to create that atmosphere for them to enjoy their work. So interest, challenge, et cetera, he tries to optimize. Now, here's the key. This is beautiful. He tries to optimize family background, education, skills, hopes, and abilities of everyone.   0:20:21.7 Balaji Reddie: So this is not ranking people, very clear. It is instead recognition of differences between people and an attempt to put everybody in a position for development. I think this is one of the most important principles in getting things done. When I teach this to the HR students in my college, I keep saying that I don't think you should call this science as human resource management, because the definition of a resource is obtain it, shape it, use it, and throw it away. We don't wanna do that. I think we should change the title of that department to Department of Learning, because that's what exactly this is all about, and it's learning in both ways where you are trying to understand their process of learning and in effect, you're trying to understand how the company is going to be learning.   0:21:17.0 Balaji Reddie: So you put this in... So this principle, he says, combine all of these things: family background, education, hopes, I love that word. Because if you see one of the things that people talk about, customer satisfaction, I think Deming was the only person who said customers should be happy. Not just satisfied, happier, right? Now comes the next principle. "He is an unceasing learner." So you can never say, "I know it all." Unceasing learner, he encourages his people to study. And I think this fits Dr. Deming himself. He made no excuses to learn. "May I not learn," he would keep repeating that. And I remember Bill Cooper getting irritated and said, "The last time I met you, you said this, and now you're saying this. I got that on tape." He said, "Well, you got this on tape now." He said that, "I do, I learn. And as I learn," he said, "that could have been under different circumstances that I said that, but I'm saying this."   0:22:22.4 Balaji Reddie: And so you keep learning. And he encourages his people to study. The word is study. And he provides, when possible and feasible, seminars and courses for advancement of learning, encourages continued education in college or university for people that are so inclined. So I think this bit is in many places getting to be a part of the systems in most companies. I've seen that happen now, which is a good sign. But it doesn't end there, there are a lot of other things to do. This was the Principle 7 in the list of 17. Now comes Principle 8, and this is so difficult to look at. He says "he's a coach and a counsel, not a judge." You judge people, they shut up.   0:23:15.4 Balaji Reddie: So he says coach and counsel. When they need help, guide them, show them the path. Sometimes maybe you need some help in doing that, well, go ahead. So that was principle number eight. Principle number nine says "he understands a stable system. He understands the interaction between people and the circumstances that they work in. He understands that the performance of anyone that can learn a skill will come to a stable state." Now, this is amazing. He said this way back in the 1950s when he was in Japan teaching them the control chart, where he took one example where he says that further training to the worker and the process was still in control. And he says, "I think he's reached the limit of his learning. He perhaps needs to be taken to another process or maybe given something more challenging so that we can develop the learning process."   0:24:17.6 Balaji Reddie: So he was speaking about this way back in the 1950s, which today you can say comes under understanding psychology through variation. And he says, upon which furthest the lessons will not bring improvement of performance, and a manager of people knows that in this stable state, it is distracting to tell the worker about a mistake, because he says you'll actually then demotivate someone. So these three principles...   0:24:44.1 Andrew Stotz: Because a mistake may be just normal variation, or are you saying... Okay. Yep. Okay.   0:24:51.0 Balaji Reddie: Yeah. I mean, it could be anything, right? But if you are highlighting that when he's already reached a stable state, it could just work in a detrimental way, the opposite direction.   0:25:05.4 Andrew Stotz: Ultimately you've reached your goal. A steady state is fantastic.   0:25:07.4 Balaji Reddie: A steady state. And then now you say if you want him to... Anything better here, I think you need to move him out from there, since maybe he needs to be given something either more challenging or whatever it is. But use of psychology and variation together. If people are saying that he spoke about this in the 1990s, he actually spoke about this in the 1950s in Japan. And I have proof. If you go and check Elementary Principles of the Statistical Control of Quality, the series of lectures that he gave in Japan, you will see this in one of the chapters, very clearly stating what needs to be done.   0:25:47.9 Balaji Reddie: Now we come to the next principle, which is... I don't know how to explain this, but it's amazing. He says that "the leader has three sources of power: authority of office, knowledge, and personality and persuasive power, tact." So authority, that's your title, knowledge, and personality. Now, personality, persuasive power, and tact is more of a personal thing. It is something that is an attribute. Authority is the title you're given. I think the only thing that you can really work on is your knowledge. And he says that a successful manager of people develops knowledge and personality and persuasive power, does not rely on authority of office. He nevertheless has obligation to use his authority, a source of power, for him to bring changes. He says that maybe some drastic changes to equipment, to materials, to methods, and to reduce variation.   0:26:55.0 Balaji Reddie: So he attributes this to a gentleman, Dr. Robert Klekamp, or Klekamp, I don't know how to pronounce that. So he says, "He in authority, but lacking knowledge or personality, must depend on his formal power. He unconsciously fills a void in his qualifications by making it clear to everybody that he's in position of authority, his will be done." So I think he said if things needed to be done and if he's being guided the right way, then he has to bring his authority into power. I think this brings me to one of the interactions he had with... Was it James McDonald at Ford? When he made him stand up and asked him, "What is your job?" And he said, "I'm vice president, manufacturing," and he sat down. Deming said, "Stand up. That's your title, not your job." And then for the next half an hour, he grilled him on what his job was. And after half an hour, he still didn't get an answer. He said, "You don't know what your job is. Do you think other people in the company know what their jobs are? I think you're running a mess here."   0:28:02.2 Balaji Reddie: So Jim McDonald, instead of feeling insulted, took it in a very different way. Though he said, "I did feel that I wanted to resign and just walk out of there," but he said, "I knew this man was onto something." And that kind of thing of authority of office, I think he did not like if people used it for the wrong reason, but he wanted them to develop knowledge, personality. Personality, well, I think again, on the soft side, persuasive power tact. Not all of us have that, but I think we are living in a knowledge economy, so knowledge would be the key here. And he also says that if you're in a position of authority, use this to get the right work done.   0:28:47.3 Balaji Reddie: Then next he says "he will study the results with the aim to improve his performance as a manager of people." So when the system is not getting what it's supposed to do, then he does not put the blame on the people. He says, "I have... I may be going wrong somewhere." I'd like to share an example of my father in Japan. My father was in Japan in 1964, I said this last time. And he was on this Asian Overseas Technical Scholarship, AOTS. And they run these courses even today. They have three-month, six-month, nine-month, and one-year courses. And from what I remember my father telling me, it's integrated in the sense, I think he was there for six months. So during the morning sessions, they used to have classroom training, sitting in a classroom. And in the afternoon, post-lunch, they would go and work in a company, and that was like their intern. And so it was a combination of theory and practice taking place almost every day.   0:30:02.4 Balaji Reddie: Now, what happened there was on the first day... And that's where he started working with Showa Electric, and said they were called the interns. So on the first day, he was taken to the company and was introduced to his supervisor. The supervisor took him on the shop floor and introduced him to the team that he would be working with. And then, while he was leaving, that supervisor said, "I just need to tell you this, that we also form what is called as a quality circle." And this was... The quality circle movement started in 1962, so '64, the quality circle. And so my father said, "I don't know what you're talking about." And he said, "Well, this is something new. So would you like to be a part of it?" Because quality circle is voluntary, not mandatory. They make you a part of the quality, so if you want to be a part of the quality circle. It's not imposed on you.   0:31:05.0 Balaji Reddie: So my father said, "I need to talk to my teacher, my sensei, at the class." He said, "Yeah. You can talk to him." So he went back to the class the next day in the morning, he asked the teacher, the sensei, that this is what they said. He said, "Oh, it's a very good system. You can become a member of the quality circle." So on the second day, he said, "Yes, I'll be a member of the quality circle." "Great," he said. Now, on the third day, his actual work started. Now, they used to make television screens, CRO, et cetera. And one of the steps there was soldering. They had to solder. And the soldering was the dip soldering. You had to take the printed circuit board and dip it into the solder bath and take it out. Of course you were to... There was a technique.   0:31:52.8 Balaji Reddie: And so his job was that. His first job that he was assigned is to do soldering on these PCBs. And so the supervisor himself sat with my father and demonstrated 10 to 15 times how to do it. Then he told my father, "Now you do it." And then he was guiding him, and he made him make around 10 pieces until he said, "Okay. Now you're getting it right." Okay. Now he said the ground rules. If by any chance you press it down too hard or you keep it too long because of the extreme heat, there will be a superficial crack on the PCB. And that would not be something that affects the customer right away, but over a period of time, it can result in the board cracking and the radio not working. So when you see a superficial crack, you're supposed to pull the cord. There was a cord there. And when you pull the cord, the supervisor will come and help you. Fine.   0:32:56.1 Balaji Reddie: Now my father started doing his work, and his fifth or sixth piece developed a crack. Now, he said, I don't want to sound derogatory, but the Indian in me caught up. Should I report this? What would he think? I hardly left this man alone, and his fifth piece is a rejected piece. And he said, I did not want to pull that cord. But then... He said that, he told me, "Please pull the cord," I decided, let me go ahead and pull it. So when he pulled the cord, a red lamp went on there, and there's a big siren that went on. And the supervisor came running and turned off the siren and turned off that lamp and said, "What happened?" My father showed him the crack. So he said, "Okay, no problem." He put it aside. He demonstrated to my father 10 times again how to do it. And then he made him do it 10 times till he said, "Ah, see, you did this." And he got it right. Now he said, "Let's continue production."   0:33:58.8 Balaji Reddie: Now they went away and now my father got it right. After an hour or so, or maybe two hours, they had their tea break. And they were sitting around a table. Now, this was the quality circle. So the supervisor got up and started speaking in Japanese. Now, this was my father's third day there, so obviously he did not understand what was going on. The only thing he knew that they were referring to him because they could not pronounce his name properly. So instead of Reddie, he was being called Leddie. So Leddie-san, Leddie-san, Leddie-san. So my father said, "I knew he was talking about me." And he said, "I felt so ashamed, I was looking down at my cup of tea rather than looking up." And then when I looked up, he said, all of them were looking at him in admiration and the thumbs up sign. And he was wondering what the hell just happened.   0:34:51.0 Balaji Reddie: And at the end of it, when that supervisor stopped speaking, they all clapped. They clapped. And as they dispersed, each one came and held his hand and they went away. And now my father told the supervisor, "What did you tell them? Did you tell them I made a mistake?" He says, "Yes, yes, I did tell them that." He said, "Then why are they complimenting me? Why are they... Why did they clap? Why did they clap for me? Why are they shaking my hands?" He says, "They're shaking your hand, they're clapping, and they're complimenting because you pulled the cord." So he said, "What do you mean?" He says, "Well, we have a saying here, here in Japan, if after explaining to a person 10 times how to do something, if the person still makes a mistake, then there's something wrong in the way I explained it." So this bit over here is he will study results with the aim to improve his performance as a manager. Don't blame the other guy. What am I doing wrong?   0:35:54.0 Andrew Stotz: You hired him, you train him.   0:35:56.4 Balaji Reddie: Yep. So when Jack Welch used to say, "Sack the bottom 10% of the people every year," and he called them dead wood, well, I would say when you hired them, they weren't dead. You killed them. So that was principle number 11. Now principle number 12 is where he combined both variation and psychology together. He said "he will try to discover who, if anybody, is outside the system, in need of special help." So he draws a normal curve. I'll pass on this document to you so you could share it along with the podcast. And he says here that people belong to the system. These are people who need not be ranked. But a person outside the system on the lower side needs special help. People outside the system on the higher side, well, we need to take the system to that level to improve the system.   0:37:08.4 Balaji Reddie: So he talks about that. He says this can be accomplished with some simple calculations. If there be an individual with figures on production or on failures, special help may be only simple rearrangement of work. It might be more complicated. He in need of special help is not in the bottom 5%. He's clean outside that distribution. So he's trying to use the understanding of variation in a very different sense to understanding people. And he says that we try to reduce that variation in performance between people. That's the job of the system. So this is principle 11 and 12.   0:37:51.0 Balaji Reddie: Now you come to principle 13: "he creates trust." And that creates trust, I would believe, it's a two-way process. And he creates an environment that encourages freedom and innovation. That is the environment where people are unafraid to make mistakes. Because we learned that theory is not the opposite of practice; it's a guide to better practice. And we need all of us working together. And that trust, I think, has got a very funny meaning in my country. I keep joking about this. In India, trust is we will lie a little less to each other. But that's not what this is. We need to be straight honest with each other. And honest is you can only do that by example. Like what happened in my case. I remember when we had installed the ERP system in our company, and there are interlocks. And I remember there was a backlogged order. And I knew that because when we did not deliver the order on time, I negotiated with the customer and I got the delivery date postponed.   0:39:08.0 Balaji Reddie: Now I was trying to test the ERP that month. So I said, let me see if the ERP can capture this because it should show it as a backlogged order. But it showed it as an order that was to be delivered on the new adjusted date. And I said, "How did that happen?" Because that should not have changed. And so I called my assistant. I said, "This should be in backlog. Why is it showing me as a spillover order?" And he said, "No, I changed the date." I said, "Why did you do that?" And he said, "No, because the finance guy will get angry with me." And I said, "That is my problem." I said, "When I told you you're not supposed to change that date..." And I removed his administrative powers in changing the date so that he could not change the date in the system.   0:40:01.7 Balaji Reddie: I removed his powers. And he apologized profusely and said, "Please let me." I said, "No." So till the day I resigned, I kept it. I said, "You're not gonna be doing this because it's not a question..." I said... If I had succumbed to that Andrew, they would have lost my trust. They would have thought that, "Oh, Balaji just talks. He doesn't walk the talk." I said, "No, you're not supposed to do this. We are trying to go by a system. Let's go by the system." So I think you can only create trust through example, through demonstration, if I may say so, and especially under adverse circumstances that you need to demonstrate this.   0:40:46.1 Balaji Reddie: Principle number 14: he says "he does not expect perfection." I think that even he said it in principle of variation. Principle 15: he says "he listens and learns without passing judgment on him that he listens to." This is an extension of the previous points. Principle number 16: he will hold an informal, unhurried conversation with every one of his people at least once a year, not for judgment, merely to listen. The purpose would be development of understanding of his people, their aims, their hopes, and their fears. This meeting will be spontaneous and not planned ahead. So there should be no bias, like an audit.   0:41:41.5 Andrew Stotz: Right.   0:41:42.2 Balaji Reddie: And lastly, principle number 17: "he understands the benefits of cooperation and the losses from competition between people and between groups." So these were the 17 principles of leadership, the beginning of transformation. I think there can be nothing more to do than this. He was so clear in what he wanted us to do. I wonder why people say that there was no method.   0:42:16.5 Andrew Stotz: Yeah. He definitely outlined a lot of stuff there. One of the questions I had for you on that list is, what do you say to people that say that he's kind of a dreamer? The idea that you can sit down with your employees and have this time and everybody's so busy and just talk about your fears and your goals and all that stuff where we live in this age of, we've gotta get the result, we've gotta be focused. How do you respond to that?   0:42:51.1 Balaji Reddie: Well, I say give this a try. All right? You've done it your way, right? You've done it... Let's just forget about it, and you're seeing what's happening. You want a change, you gotta do something different. So why don't you go by what this man is saying? And if you say that, you know, a dreamer or whatever, well, I'd like to quote John Lennon here: "You may say I'm a dreamer, but I'm not the only one."   0:43:16.8 Andrew Stotz: Yep. Yep. Yep. And what do you say for people that feel that you gotta have these targets and goals and KPIs to get the most out of people? And when we think about what Deming's talking about, we're talking about this intrinsic motivation. But it's scary for people to think. It's a lot more comfortable to have these goals and structures than what you could argue is a little bit more unstructured. And how do we balance that? And obviously Deming wasn't saying don't have goals.   0:44:02.1 Balaji Reddie: Yeah, yeah. I think Henry addresses this very well in his 12-day course where he has a specific section on goals, et cetera. And he talks about how Deming said that there are some things called facts of life. Facts of life is, okay, we need to turn out, we need to generate so much of revenue this year because we need to pay for all our salaries and blah, blah, blah, blah, blah, and then we need to have some money for the future. So we need to make so much of money this year. Now that's not a goal, that's a fact of life. But when you are bringing that number out and showing that to everyone, please also indicate to them how we intend to achieve that. Don't just leave it to them and say we need to do this.   0:44:54.4 Balaji Reddie: Okay. I'll give an example here. I don't want to sound... It may sound a little self-serving, but okay, take it in the right spirit. I remember when we had our first strategic meeting at my company, and my boss... Okay, was... He said... I think 20 of us sitting in the room and he said, "Last year, our target was 30 million and we're getting there and we're doing a great job. So this year we're gonna aim for 45 million." Now when he said that, I just put my hand up and he said, "Yes." So I said, "Why 45 million?" And he just stared me down and he looked up at everyone and said, "That's it. Meeting dismissed." He just walked out. These are those days when you had... You know the OHP? You know the overhead transparencies, the projector?   0:45:56.9 Andrew Stotz: Oh, yeah. Overhead transparencies, yep.   0:45:58.8 Balaji Reddie: Yeah. So he had the transparencies, and he just took them and walked out. And all the guys came to me, "Are you mad? You're questioning the owner of the company? Are you nuts?" And I was thinking, "God, what did I say wrong?" And then we started going back to our cabins, and when I sat down at my desk, the phone rang, and it was boss. And he just uttered one word, "Come." So when I was walking towards his cabin, I was thinking to myself, "Nice company, nice friends." And then I knocked on the door, and he said, "Yeah, yeah. Come in." He said, "Sit down." And then he said, "Shut the door." He said, "What the hell were you trying to do today? Are you trying to mock me?" I said, "Please, why would I want to mock you, boss? I wouldn't want to mock you. I just wanted to know why 45 million."   0:46:52.9 Balaji Reddie: He says, "All right." And so he took out what is called the blue book, where we have the yearbook, what happened in our country in the last one year. We have these books that get written, right? So he said, "Look, this is growth in our country in industry. This is our... Sector that we are in, and we are in the organized sector in this industry. And the year-on-year growth for the last five years has been this, and this year the expected growth is so much. And can I expect at least 3 or 4% of that growth?" I said, "Of course, why not?" He said, "That, son, is 45 million." So I said, "Why didn't you tell me this? That's all I wanted to know." He said, "You think these asses..." He was referring to my other colleagues... "Would understand?" I said, "Boss, if I can understand, they can understand. It's one and the same." "Okay. Let's meet tomorrow."   0:47:52.1 Balaji Reddie: So the next day we met again. And he said, "Yesterday, when I uttered 45 million, this genius asked me why, and so I'm gonna tell you why." And he went on to explain. After he finished explaining, my sales guy... Sorry, my marketing guy got up and he said, "I have something to share." "Okay, please come forward." He put the transparency. And he had listed there the top 10 selling items in my company based on revenue, based on profits, and based on quantities. Top 10 for each. There were three products that were common to all the three. So obviously he was sending a message to us, that we had to attain our targets, at least by focusing.   0:48:44.8 Balaji Reddie: The moment he showed that, he underlined these three, the sales guy put his hand up and said, "Yes." "That second product you underlined, our competitor is selling it as a package with another product, but we don't seem to have that on our list." So the R&D guy got up and said, "Could you tell me what the part number..." And he says, "It's part number so-and-so." He said, "Hang on, I've already developed that." You know what was happening, Andrew? We were talking to each other. And that meeting went on for three and a half hours. And at the end of the three and a half hours, all of us knew how to attain 45 million.   0:49:23.8 Andrew Stotz: I thought you were gonna ask a question on the second day, "Hey, boss, so 45 million, why is there no market share gain of our business that we're growing faster than the industry?"   [laughter]   0:49:41.4 Balaji Reddie: So anyway, but this was... This is what I think goals should be transparent in this sense, that why are we giving you this number? And more importantly is the discussion that happens is how are we gonna do this? It just doesn't happen by itself, right? And if you leave it to people, they start distorting numbers, right?   0:50:03.8 Andrew Stotz: Yeah.   0:50:04.2 Balaji Reddie: As Brian Joiner said, "Distort the data, distort the system, or distort both."   0:50:12.2 Andrew Stotz: Yeah. And we're working on a growth plan for my coffee business.   0:50:19.0 Balaji Reddie: A growth.   0:50:19.6 Andrew Stotz: And really what it comes down to is three things. Number one, are we as the owners gonna hire more salespeople? Because salespeople bring in revenue.   0:50:36.3 Balaji Reddie: Right.   0:50:37.0 Andrew Stotz: Number two, are we as the owners going to develop together with the rest of the team a higher value-added offering...   0:50:50.6 Balaji Reddie: Wow.   0:50:50.8 Andrew Stotz: That we can bring more value than what we're bringing right now, which would bring potential customers to us and allow us to sell more easily. Or are we as the owners going to buy another company?   0:51:07.8 Balaji Reddie: Oh, okay.   0:51:09.2 Andrew Stotz: So those are the three things. And Dale and I have been discussing each one of those in a lot of detail, testing out and debating and discussing. But those are the type that... When it comes to growth, that's just... We know the growth we can produce with no change. And that's in line with the inflation rate or whatever the economic growth, for sure. But as long as we don't lose people on our team or something like that. But to go to our team and say, "How are we gonna grow faster?" Well, that whole point is we can see. Also the other thing is that we can see bigger about the industry sometimes. Sometimes they see something at a small level that they bring back to us and think, "Whoa, wait a minute, that's something valuable." And yeah, so we're getting ready for our final decisions on where we're gonna go with that. But yeah, without that type of change, we're not gonna reach the type of growth that we want to get. And really our idea is 5x growth in five years.   0:52:19.9 Balaji Reddie: Okay.   0:52:20.5 Andrew Stotz: And in order to do that, we have to have a completely different level of quality, service, product, thinking. And so, yeah, it's fun... It's challenging. Anyways...   0:52:32.9 Balaji Reddie: Right.   0:52:33.2 Andrew Stotz: So how do we wrap this up? What is it you want people to take away? You've shared a lot of different stuff. What would you like them to take away from it?   0:52:42.0 Balaji Reddie: Yeah. One, I'm trying to shatter that myth that Deming did not tell us what was to be done. I think he was very clear and we need to reread and reread. And we have to take these as guidelines. You may come up with your own method, but see these as a guideline by and large to put you on the right path. And once you do that, you may develop something which works for you, and that's what he wanted. But let us not just say that he only philosophized about things. I think he was very clear in his head. He just wanted us to do things our own way because nobody understood our problems better than we ourselves. And he was just showing us how to understand things around.   0:53:32.6 Balaji Reddie: He wanted us to know, to understand what we do not know. Through these principles, we can address some of the gaps. Perhaps we were getting a few things wrong. So point number 14, take action to accomplish the transformation. I think it begins with leadership. So point number seven comes into the picture. It begins with training and education. Point number six comes into the picture and it also brings in point number 13, which is learning and development. And education and training is different from learning and development. Training can be very company specific and you can measure the outcomes of training, but you cannot measure the outcomes of development because that takes time.   0:54:19.8 Balaji Reddie: So you need to have some things going in your favor. And for that you need to choose, and he told us how to do that. And yes, he wanted top management to be a part of this because he said those in authority need to do this. But that one sentence that middle management can commence, it can commence there, is a telling statement. So he knew it was possible.   0:54:45.0 Andrew Stotz: That's great. And I like that. Commence. That there's... It's not necessarily gonna be completed by middle management, but middle management can start right now, right where you are. So that's a great way, that's a great way to end with the start. So, Balaji, I want to thank you on behalf of everyone at the Deming Institute. And it's an interesting discussion and I'm enjoying it very much. And for listeners out there, remember to go to deming.org and also there, jump on DemingNEXT to continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming, and that is: "People are entitled to joy in work."   0:55:32.1 Balaji Reddie: Oh, yeah. Andrew, I think saying thank you on behalf of the institute, I am also a part of the institute.   0:55:38.5 Andrew Stotz: Of course. Of course. You are. I appreciate it. Okay.

We discuss the dismissal of the case against Aaron Spencer and what's next in a prosecution that should never have been brought. Update: The court subsequently clarified that the dismissal was with prejudice.Check out our new True Crime Substack the True Crime Times Check out our other show The Prosecutors: Legal Briefs for discussion on cases, controversial topics, or conversations with content creators.Get Prosecutors Podcast Merch Join the Gallery on Facebook Follow us on TwitterFollow us on Instagram Check out our website for case resources: Hang out with us on TikTokSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Hang up your wall chart, the World Cup is here! Marcus, Luke and Jim are giddy for it all to begin.Today, we look ahead to tonight's huge opener featuring Mexico, South Africa and Shakira. It's a classic line-up. Plus, England give us reason to be a bit more excited, partly thanks to our midfield centipede.Get your Ramble World Cup watch party tickets hereFind us on Bluesky, X, Instagram, TikTok and YouTube, and email us here: show@footballramble.com.Sign up to the Football Ramble Patreon for ad-free shows for just $5 per month: https://www.patreon.com/footballramble.***Please take the time to rate us on your podcast app. It means a great deal to the show and will make it easier for other potential listeners to find us. Thanks!*** The Football Ramble, the original and best football podcast. Brand new podcasts every single weekday throughout the Premier League season and every day throughout the 2026 FIFA World Cup.No cliches. No ex-pros like Peter Crouch or The Rest is Football. Just the funniest football conversation out there. Your guardian for the season, daily not weekly. Stick to the Ramble, totally. Hosted on Acast. See acast.com/privacy for more information.

Robert Dow buys and sells raw land across Texas and Oklahoma — mostly sight unseen, almost entirely through direct mail. It's a lean operation built on a simple idea: take infrastructure you already have and point it at a new market. In this conversation, we get into his direct mail philosophy (why novelty beats clever copywriting, why your letter should be about the reader and not you), how he thinks about capital structure and tax efficiency, and his take on AI — that it's a powerful tool but not a durable moat. The edge still comes from domain expertise and knowing immediately which option is worth keeping. We also get into personal finance: a self-directed Roth IRA structure that's quietly been one of his best investments, and why most founders shouldn't be doing private deals. Guest: Robert Dow, founder of Remarkable Land Sponsor: [wayfront.com/tmba](wayfront.com/tmba) Thanks to this week's sponsor Wayfront — the AI-ready operating system for productized agencies. One client portal. One team dashboard. All your data, AI-accessible. TMBA listeners get an extra free month on top of the trial at wayfront.com/tmba. Links: Dan Kennedy — The Ultimate Sales Letter Seth Godin — Purple Cow Seth Godin — Linchpin Al Ries & Jack Trout — The 22 Immutable Laws of Marketing Al Ries — Focus John Ruhlin — Giftology Donald Miller — Building a StoryBrand Aaron Ross — Predictable Revenue Chris Voss — Never Split the Difference Robert Cialdini — Influence Alex Hormozi — $100M Offers Jack Carr — The Terminal List Andy Weir — Project Hail Mary Andy Weir — The Martian Cormac McCarthy — The Road Business Resources Upcoming DC Events

A young girl vanishes in the night, and a haunting phone call indicates she may still be alive. But is the cause of her disappearance much closer to home than we could ever imagine?Check out our new True Crime Substack, The True Crime Times Check out our other show, The Prosecutors: Legal Briefs, for discussion on cases, controversial topics, or conversations with content creators.Get Prosecutors Podcast Merch Join the Gallery on Facebook Follow us on TwitterFollow us on Instagram Check out our website for case resources: Hang out with us on TikTokSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

She was a labor and delivery nurse at Mass General. She screened in the severe range for postpartum depression, told her care team again and again that something was deeply wrong, and checked herself into the top psychiatric hospital in the country. The day after her final psychiatrist appointment, all three of her children were gone. In Part 1, Tyrella and Nikita walk through who Lindsay Clancy was before January 24th, 2023 — the manic episodes after her second birth, the medication cascade that followed her third, and what the civil lawsuits filed by both Lindsay and her husband allege her providers missed across four months of escalating crisis. The question this episode sits with: if she was as sick as the lawsuits say, and the system kept sending her home, what does that mean when the criminal case reaches a jury? Part 2 is live now for Patreon members and drops Thursday for everyone else — the 54 minutes, the police affidavit, and the Commonwealth's case. Content warning: child death, suicide and self-harm, severe mental illness. If you're in crisis, call or text 988. Want access to our first 45 episodes? Grab em here! We've made them available for free to anyone who signs up! Remember, these episodes were recorded when we had no idea what we were doing, so just keep that in mind. The audio isn't the quality we would want to put out now, but the cases are on point! Visit killerqueens.link/og to download and binge all the archived episodes today! Hang with us: Follow Us on Instagram Like Us on Facebook Join our Case Discussion Group on Facebook Bonus Episodes Support Our AMAZING Sponsors: Smalls: For 60% off your first order, plus free shipping and free treats for life, head to Smalls.com/QUEENS!  IQBAR: Text QUEENS to 64000 to get 20% off all IQBAR products, plus FREE shipping.  Message and data rates may apply.    © 2026This Feels Criminal. All Rights Reserved Audio Production by Wayfare Recording Music provided by Steven Tobi Logo designed by ⁠Ingrid at Penguin Designing⁠